In 2017, as part of advancing our Inclusion and Diversity Policy, we launched training with the Gender Intelligence Group across our operations. During half-day workshops, employees from the front line through to senior management learn to recognize and value the differences between women and men, and employ tactics to increase equality in the workplace.
What Is Gender Intelligence?
Gender intelligence is a mindset founded on the neuroscience that underlies gender-specific behaviours. The Gender Intelligence Group advocates that women and men have unique behaviours and that equality comes from recognizing and valuing those differences.
The group has found that, based on their research, there are biological reasons behind the way women and men think and act; the differences between genders are complementary and can lead to more innovative thinking, greater productivity and better engagement.
What Are the Benefits of Diversity in the Workplace?
Studies have shown that more diversity at a company can lead to better financial performance, especially at the board and senior management level.1 Recognizing the value in unique perspectives from both women and men has also been found to result in a higher retention of female employees and less discrimination company-wide.
The Gender Intelligence training also addressed one of Teck’s core values: safety. According to a Stanford University research project in 2014, it was found that there was an 84% increase in safety with the presence of women in the oil sector.2 These safety performance improvements were due to less risk-taking and improved decision-making. The presence of women also promoted a greater sense of shared fate and humanity.
A More Diverse Future
Gender intelligence training will continue to be conducted throughout 2018, with the goal of continuing to increase diversity at Teck. Our focus will be on women and Indigenous Peoples and ensuring our workplaces are welcoming and inclusive for all.
1Shecter, Barbara, What’s a woman on the board worth to stock investors? About 300 bps, according to CIBC study. Financial Post, 2017.
2Ely, Robin J. and Meyerson, Debra. Unmasking Manly Men: The Organizational Reconstruction of Men’s Identity. Stanford Business, 2014.