Sherritt’s leadership 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 through a diversity and inclusion lens. We know that these people practices are the foundation of our longer-term strategy and action plan.
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 showed is that we have disproportionately fewer women in higher-level positions than men. Now that we have this data, our focus has shifted to understanding the underlying reasons.
To achieve our 2022 goal of having a board and an executive team composed of at least 30% women, our challenge is to build and maintain strong female leaders. We are committed to transparently reporting our progress as solutions are implemented and results tracked.
“Our compensation structure and organization design principles continue to sustain equitable pay among genders. Our efforts are focused on identifying opportunities to have more diverse representation within each level of our organization. This includes developing a diverse pipeline of talent and ensuring we have diverse candidates considered in our recruitment processes to drive representation at senior levels in the organization.”
– Chad Ross, Director, HR Analytics & Operations