Focus on Diversity, Equity, and Inclusion

By Trevor Heck - President, Syngenta Canada

In recent years, the term “diversity, equity, and inclusion” (DE&I) has sparked conversations everywhere – from kitchen tables to boardrooms and beyond. Unfortunately, some may dismiss it as a catchphrase. In my experience, organizations that embrace DE&I find that it leads to collaboration and growth. It’s an area I’m passionate about and proud to help weave into the fabric at Syngenta Canada. Ensuring we have a diverse and inclusive workplace is cemented in our values and key to our success. What do I mean by DE&I? A common understanding is the first step to meaningful conversations. Many will recall the term hitting the mainstream in 2020 when world events shed light on social injustice and racial bias. And while race and ethnicity are important aspects of DE&I, it’s an umbrella term that encompasses many other factors, including age, ability, gender, gender identity, socio-economic status, and more. The presence of differences on a team leads to diverse perspectives that help strengthen an organization and allow its people to feel seen, heard, and valued. I really believe that creating an inclusive environment and embracing diversity in an organization unlocks another level of engagement, as employees can show up as the best versions of themselves. A strong sense of belonging also leads to better performance and organization sustainability. I really believe DE&I is a key enabler to attracting and engaging the best talent who are fundamental to achieving our goals for agricultural innovation and sustainability. As a global company with nearly 30,000 employees worldwide, an inclusive culture is part of Syngenta’s DNA – yet DE&I is not something that we can take for granted. It requires commitment that starts with our leadership team, and increased awareness at all levels. A DE&I approach is an ongoing commitment in our daily operations, practices, and programs. A recent example of DE&I in action is our COVID task force, where employees representing a range of genders, ages, and demographics collaborated to help our company navigate through an uncertain time. Our team was effective not because of any one individual or skill set. It was the diversity of the team that drove our results. Our focus on women in the workplace is another example of our DE&I commitment. Currently, 44% of our employee base is female and 35% of our leadership roles are now being held by women, with a goal to increase that number. Putting programs and policies in place that empower women is critical to our success. We are proud to be an inclusive employer where every individual can achieve their full potential at work, regardless of gender expression, gender identity, and sexual orientation. In fact, we recently became a member of Pride at Work Canada, the leading national organization promoting workplace cultures that are inclusive to LGBTQ2A+ people. Our membership gives all employees access to educational resources, programs, and events in their local communities. I am by no means a DE&I expert, but it is something I am deeply committed to. It’s vital to foster an environment where our team can contribute, grow, and prosper. At the end of the day, I want our employees to feel that they can be their authentic selves and know the company cares for them regardless of who they are. I encourage everyone, whether you are a manager of a large company, owner of a small business, or a volunteer sitting around a board table, to make DE&I a focus for your organization. Partnering with organizations who are already engaged in the space is just one way to take action. I truly believe that embracing DE&I will help us unlock our potential to collaborate, innovate, and shape the future of Canadian agriculture.