Our commitment to an inclusive and respectful workforce fuels our innovation and contributes to our success. Embracing a wide range of perspectives and ideas attracts a broader talent pool, improves employee engagement and retention, and better reflects the diversity of the communities in which we operate. Respect and inclusion reinforce our core value of safety by creating an environment where everyone belongs and everyone can speak up to share ideas or concerns.
Through our Inclusive and Respectful Workplace strategy, we are building a workforce that includes more women, Indigenous Peoples, people of colour, people with disabilities and 2SLGBTQI+ community members, with the goal of becoming representative of the communities in which we operate.
Recognizing that women have historically been underrepresented in the mining sector, Teck has made a goal to increase the representation of women in our workforce to 30% by 2030. Actions to achieve this goal include recruitment campaigns, gender-disaggregated reviews of our talent pipeline to support equitable career opportunities, and supporting mentorship and early attraction initiatives such as the Athena Pathways project, which is focused on women in science, technology, engineering and mathematics (STEM) fields.
Our recruitment practices are strengthened with artificial intelligence to analyze job descriptions, recruitment emails and talent branding for inclusive language. Talent intelligence platforms help reduce bias in hiring by aligning applicants’ skills and motivations with specific roles. These tools support efforts to attract and retain more women and other under-represented candidates.
The training pillar of our Respectful Workplace strategy focuses on building understanding to promote inclusive behaviours. Inclusive and Respectful Foundations training develops knowledge of bias, identity, privilege, microaggressions, inclusive leadership behaviours, and speaking up. Specialized training for human resources staff in North America and Chile enhances inclusive leadership and interviewing skills, while Indigenous Cultural Awareness Training provides education on Indigenous history, culture and rights to help enable relationships with Indigenous Peoples to be grounded in trust and respect.
For equitable access to safety, Teck provides genderappropriate personal protective equipment (PPE) in a range of sizes and fits so that workers of all body types have access to equipment that meets safety standards while supporting comfort and mobility. PPE needs are assessed in consultation with workers and occupational hygiene professionals to confirm suitability and effectiveness.
In Chile, we have made all necessary efforts to support the Labor Inclusion Law, which requires the inclusion of people with disabilities into the labour force. Our Santiago offices (Enterprise and Quebrada Blanca Remote Integrated Operations) have been designed for independent accessibility.
Teck’s Respectful Workplace strategy is further supported and activated by EDI committees and employee-led inclusion networks. EDI committees support belonging, career growth and equity by collaborating on the development of training and workshops, reviewing and shaping policies, and providing a safe space for sharing ideas and perspectives. Inclusion networks include the Women’s Network (global and with site-specific Women in Mining groups), Rainbow Alliance, PRIZMA, Indigenous Employee Gathering and Latin Roots Alliance.
