Committed to Pay Equity and Promotion
The leadership at Sherritt feels strongly that we will be a better organization if we become more inclusive and more diverse. Over the last two years, we have reviewed and updated policies and procedures, job descriptions, compensation programs and hiring practices – all with a diversity and inclusion lens. We know that these people practices are the foundation of our longer-term strategy and action plan being developed.
Understanding that studies have found, time and again, that women in the workforce are paid on average less than their male counterparts across much of the world, we conducted an internal assessment of our own pay equity situation for Sherritt employees in 2018.
We were pleased to find that, in alignment with our promise to employees, pay for positions of the same value was equitable between women and men. However, what the data did show us is that we have disproportionally fewer women in higher-level positions than men. Now that we have this data, our focus has shifted to understanding the underlying reasons.
In order to achieve our 2022 goal of having a board and an executive team of at least 30% women, our challenge is building and maintaining a strong female pipeline.
We are committed to being transparent about our progress as solutions are implemented and results tracked.
“From pay equity reviews and analysis of workforce trends through D&I lenses, to the commitment to achieve better gender representation in senior leadership and throughout the organization, Sherritt is leading the movement towards better gender representation in the mining industry. It is encouraging to see Sherritt leaders modelling inclusive behaviours and having challenging conversations internally and externally to create a more diverse and inclusive mining industry in Canada and everywhere they operate.”
– Jamile Cruz, Co-Founder and Executive Director, I&D101