Committed to Pay Equity and Promotion
Sherritt’s leadership feels strongly that we will be a higher-performing 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 perform an annual internal assessment of our own pay equity situation for Sherritt employees. 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, our data continues to show that we have disproportionately fewer women in higher-level positions than men. We continue to focus on understanding the underlying reasons and with our D&I framework in place, we expect to continue to improve our representation of women in senior levels of the organization.
To achieve our 2022 goal of having a board and an executive team composed of at least 30% women, we are focused on identifying and developing 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 continuing to identify opportunities to have more diverse representation in leadership across this organization. This includes reviewing our approach to talent recruitment and succession planning. In 2020, we introduced diverse recruitment panels to ensure we had diversity in decisions on recruiting talent, and we continue to look for opportunities for individuals to progress their careers as leaders in areas of the business that may be outside of their historical experience.”
– Chad Ross, Director, HR and Chair, Global D&I Committee