Community Outreach and In-House Initiatives Award of Excellence
Stantec Inclusion and Diversity Program Stantec
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tantec’s inclusion and diversity (I&D) program recognizes the importance of distinct perspectives and experiences on delivering innovation and producing transformational work. The program focuses on driving I&D not only within Stantec’s offices and projects, but also within the larger engineering industry and community.
new ERGs, councils, training and other initiatives. Engineering equity Stantec has found its I&D program helps remove barriers, attracts the best and brightest employees to the firm, creates a sense of belonging and camaraderie and motivates colleagues to maximize their potential and productivity. Many of the firm’s clients are advancing similar I&D initiatives, to the point where such programs are no longer considered optional, but rather a criterion to win projects. Finally, the program proactively supports grassroots organizations that promote I&D, provide scholarships, participate in community partnerships and find opportunities to engage with and recruit women, people with diverse ethnic origins, visible minorities, Indigenous people and people with disabilities. By improving policies and practices, the program’s efforts will help lead to a greater depth in the talent pool and a more equitable engineering industry at large.
Stantec Inclusion and Diversity Program, Edmonton Award-winning firm: Stantec, Edmonton. (Asifa Samji, MBA, B.Sc., B.Tech; Arliss Szysky, P.Eng.; Erin Bradley, B.Sc., M.E.Des.; Lana Bertsch; Carrie Sabin, CSR-P, ENV-SP; Brandie Bennett; Jordyn Garner; Josh Workman, P.Eng.; Claudia Lee, B.Comm.; Ricardo Carlos Perez). Owner: Stantec. Other key players: n/a.
Since its launch in 2013, the program has expanded rapidly with 54
CANADIAN CONSULTING ENGINEER
September/October 2022
PHOTO BY S E A N B E L L I M AG E S, COU RT E SY STA N T EC
A multifaceted undertaking Stantec started its I&D program in 2013. Many companies have such programs, but Stantec’s is distinguished by its leadership commitment, depth, breadth, high employee activation, ability to deliver continuous improvement and resources invested by the firm, as demonstrated by the various initiatives, touchpoints and groups created to support a culture of I&D. These include: • I&D councils—Responsible for ‘actioning’ the firm’s I&D strategy and driving the creation of practices, goals and objectives. • Employee resource groups (ERGs)—Volunteer staff who strive to achieve a diverse and inclusive workplace by supporting networking, providing education and development opportunities, addressing business challenges and offering suggestions for improving corporate policies. • Training—To help all employees identify and overcome unconscious biases and unintended barriers to inclusion. (For example, Stantec recently partnered with the First Nations University of Canada in Regina for cultural awareness training.) • Partnerships—Formed with educational institutions and organizations like Workplace Pride, Catalyst and others that work with Black, Indigenous and People of Colour. • Resources and sharing—Inclusive hiring guidelines, the sharing of stories in meetings, a guide for race relations conversations and updates to corporate communication resources to incorporate the use of inclusive language. • Equity and diversity scholarships—To support underrepresented groups and communities in science, technology, engineering and math (STEM) fields. • Diversity supplier program—Includes a small/diverse supplier policy statement, internal evaluation, reporting, benchmarking, online vendor profile registration and strategic partnerships.
