At Teck, we believe that inclusion and diversity in our workforce are important, and that a range of backgrounds and perspectives can help build a stronger company.
In October 2016, President and CEO Don Lindsay announced the release of Teck’s Inclusion and Diversity Policy, developed by the Senior Executive Diversity Committee [see below] and endorsed by our Board of Directors and Senior Management Team. The policy reflects inclusion and diversity at Teck, as well as our commitment to promoting and fostering an inclusive and diverse workforce. It was developed with and is aligned with Teck’s values and existing corporate charters and policies.
In support of this commitment, there are a number of inclusion and diversity initiatives, which have been completed or are in progress across our company, that align with the four pillars of the human resources strategy at Teck. While these reflect the progress being made, more can be done, and work to enhance inclusion and diversity at Teck, including increasing the number of women in our workforce, will continue in the months and years to come.
Attracting the Right People
Gender-Sensitive Recruitment Practices
A number of new gender-sensitive recruitment practices are now in place, including regularly reviewing demographics to monitor the number of women in our workplace, ensuring that qualified female applicants are included in the interview process, and ensuring that job postings are gender neutral and include a statement about Teck’s commitment to diversity in the workplace.
Gender Neutral Titles
Progress to change role titles to their gender neutral form continues across the organization.
Engaging Our People
Updated Maternity and Parental Leave Policies
As a result of a review of maternity and parental leave policies, the Canadian maternity leave policy has been updated to better align with industry standards and to ensure Teck continues to offer a competitive program to our employees. The review of policies in Chile and the U.S. confirmed that our programs there continue to be competitive and in line with legislative requirements in those regions.
International Women’s Day
International Women’s Day is an opportunity to recognize the contributions and achievements of the many talented women across our organization. This international event has been celebrated annually at Teck since 2014 by profiling women, both internally and externally, from operations and offices at all levels across Teck.
Site-Level Activities
Some sites have established local inclusion and diversity committees that oversee and implement site-specific initiatives such as Mining and Refining for Women at Trail Operations. A second cohort of this mentorship program is scheduled and discussions are underway about possible additional cohorts at other operations across Teck.
Developing Our People
Unconscious Bias Training
Unconscious bias training has been conducted across senior levels of the organization. The training helps participants understand and overcome unconscious biases, and build a workforce and workplace that encourages an inclusive culture.
Respectful Workplace Training
Employee respectful workplace training has been conducted across the majority of the organization. Review and scheduling is underway for areas where training has not yet been conducted.
Succession and Development Planning
In order to continue to strengthen the diversity of our talent pipeline, we have reviewed development plans for high-performing and high-potential women, and inclusion in leadership programs is being proactively managed.
Workforce Productivity and Organizational Effectiveness
Supporting Industry Initiatives Related to Inclusion and Diversity
Teck is working with the Gender Equity in Mining (GEM) Works Initiative through the Mining Industry Human Resources Council (MiHR), which is focused on expediting institutional change necessary to improve gender equity in the Canadian mining and minerals industry. Teck is also involved with the Women in Mining National Action Plan.
Supporting Initiatives Related to Gender Balance in Business Leadership
Teck has joined the 30% Club Canada, an organization focused on building a strong foundation of business leaders who are committed to meaningful, sustainable gender balance in business leadership. The goal of the Club is to increase board seats held by women to 30% by 2019.
Senior Executive Diversity Committee
In 2015, a Senior Executive Diversity Committee was appointed to address inclusion and diversity at Teck. The Committee includes:
- Dean Winsor, Vice President, Human Resources (Chair)
- Peter Rozee, Senior Vice President, Commercial and Legal Affairs
- Marcia Smith, Senior Vice President, Sustainability and External Affairs
A fourth committee position is held on a rotational basis by three operational senior vice presidents: Dale Andres, Senior Vice President, Base Metals; Alex Christopher, Senior Vice President, Exploration, Projects and Technical Services; and Robin Sheremeta, Senior Vice President, Coal.
