Report on Sustainability 2019

Inclusion and diversity

We want Suncor to be a great place to work for everyone. We’re committed to building an inclusive culture where people’s unique perspectives, experiences, backgrounds, cultures and attributes are valued, respected and leveraged so our employees can thrive and contribute to their full potential.
Four employees in the Suncor Energy Centre lobby

As a large organization with operations across different geographies, Suncor’s workforce is made up of diverse demographics and ethnicities – yet we know we haven’t totally tapped into the opportunity to create a workplace that fully values differences and fosters a sense of belonging.

We recognize we have work to do to build a work environment where people feel comfortable being themselves, and where bias is faced directly.

By listening to our employees we are challenging assumptions, understanding barriers and being honest with one another on our journey to truly creating a great place to work for everyone.

In 2018, we continued our journey by fostering a common understanding of what inclusion and diversity means:

  • Inclusion is recognizing, respecting and understanding all the ways we differ, and leveraging those differences to achieve strong results. Inclusion is creating a place where people feel they belong, can be authentic, and can share their differences.
  • Diversity is all the attributes that make every person unique. Most often this is thought of in terms of gender, age, culture, race or abilities. But diversity also includes our different perspectives, backgrounds, experiences and thinking styles.

Building awareness and engaging people in conversations and initiatives around inclusion and diversity is occurring at all levels of the organization. And although we don’t have all the answers yet, we’re talking more and asking some of the right questions.

Our people are the foundation of all that we do, and creating an environment where everyone can do their best work is fundamental to our success. We know it’s our responsibility to build a great place to work for all of our people.
Paul Gardner
SVP, Human Resources

We recognize change will take time, as well as consistent commitment and engagement by leaders and employees. We also recognize that our success will not be based on statistics and metrics alone, but on the power of inclusion and belonging, and the impact it will have on our people and our business outcomes.

Understanding the demographic makeup of our workforce is helping us. We continue to regularly review our representation, retention, advancement and demographic data to inform our progress, guide our focus areas, help tell the story, and ensure we are identifying and breaking down barriers – whether they are cultural, ethnic, generational or gender-based. This will help us improve the way we work together to achieve our goals.

  • In the first half of 2019, we invited Canadian employees to voluntarily complete a confidential self-identification form to help us better understand the composition of our workforce, including Indigenous Peoples, persons with disabilities, visible minorities and LGBT persons.
  • These groups align with Canada’s Employment Equity Act and the Canadian Human Rights Act, which encourage the establishment of working conditions that are free of barriers and discrimination, address any conditions of disadvantage in employment, and promote the principle that employment equity requires special measures and the accommodation of differences for these groups in Canada.

Our data has led us to start with focused efforts for specific demographics, particularly women and Indigenous Peoples, but our ultimate outcome is a feeling of inclusion for everyone. We believe this will positively contribute to strong employee engagement and business performance.

How is inclusion and diversity managed?

We are committed to a culture of inclusion, and believe diversity of thought, experience, skills and background across our workforce leads to better outcomes and is proven to improve innovation and performance.

How is inclusion and diversity enabled?

Our inclusion and diversity strategy includes initiatives and actions in five focus areas.

Partnerships and collaborations

We foster collaborative relationships and partnerships with communities, external organizations and educational institutions to co-create initiatives and practices that increase our workforce representation of women and Indigenous Peoples.

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Recommended readings
Social goal
Stakeholder and Indigenous relations
Improving Indigenous workforce development