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Diversity, Equity & Inclusion

Our Board believes that diverse capabilities, experiences and perspectives enable greater organizational strength and performance and create a more stimulating and rewarding work environment. Accordingly, Toromont acknowledges the benefits of a diverse and inclusive workforce in our Code of Conduct and considers diversity in promotions and new hires, consistent with our Employment Equity and our Board and Leadership Diversity policies. Our Board and Leadership Diversity Policy specifically sets out our objectives to attract, develop and maintain a Board and leadership team comprised of a diverse group of highly skilled individuals.

Our Board, its ESG Committee and senior management regularly review the outcomes of our diversity strategies and look for new opportunities to foster a culture of inclusion. We define diversity in the broadest possible terms. To us, it includes characteristics such as gender, gender identity, sexual orientation, race, ethnicity, age, cultural background, physical and mental ability, religion and other features that make individuals unique. Toromont embraces diversity and inclusion at all levels. Special focus is given to the designated areas of gender, visible minorities, persons with disabilities and Indigenous people.

Looking Ahead

We will continue to foster a diverse, equitable, inclusive and respectful culture through diversity awareness learning and development programs and activities. We will continue to partner with external organizations to elevate awareness of career opportunities at Toromont and attract diverse candidates and support their career advancement within Toromont. We will maintain our status as a federally regulated contractor by completing enterprise-wide employment equity audits.

2021 Key Outcomes and Actions

  • continued to follow our Board and Leadership Diversity Policy
  • maintained focus on building a diverse, equitable and inclusive workforce with:
    • women comprising 30% of our Board of Directors
    • women comprising 31% of our senior management team
    • women accounting for 20% of CIMCO’s engineering team
    • women comprising 33% of our 2021 Management Development Cohort
    • persons with disabilities representing 15% and visible minorities 8% of our senior management team
  • published our first Indigenous Engagement Report to underscore the importance of our relationships with Indigenous communities and businesses
  • designated Indigenous Relations Champions throughout our operations who offer their time and mentorship to provide outreach, support and valuable insights to Indigenous people who are exploring education and employment options
  • held workshops with women in various roles at CIMCO to plan actions to be more inclusive
  • sponsored Women in Trades and Jill of All Trades events to draw women into skilled and technical trade careers
  • marked International Women’s Day through various activities including hosting a Women in Leadership Forum where senior staff at Toromont Material Handling shared their career successes and challenges
  • continued to hire women into historically male-dominated occupations including parts, account management, rental equipment sales, and service technicians
  • promoted awareness, recognition, and devoted educational resources to key Indigenous events, including:
    • National Day for Truth and Reconciliation
    • National Indigenous History Month
    • National Indigenous Peoples Day
  • launched our “Stronger Together” diversity calendar to recognize various events, holidays and special celebrations across our diverse Toromont team