Our employees and contractors drive our business through innovation, supported by a diverse and inclusive workplace. We want to contribute positively to the quality of life in the communities where we operate, reducing impacts and creating benefits.
- Target of 25% women in executive roles (VP or above)
- Lloydminster employees marched in Pride parade, joining staff in Calgary and St. John’s
- Doubled annual individual coverage for psychological services
- Office in St. John’s received Accessibility Certified Gold rating from the Rick Hansen Foundation
- Attract, develop and retain top talent and ensure an inclusive, diverse and respectful workplace.
- Target of 25% women in executive roles, VP and above.
Talent Management and a Culture of Inclusion
A culture of inclusion, respecting differences of thought and perspective, is the foundation of a better and more productive working environment. Husky aims to create a workplace that reflects the communities where we work, where people are treated with dignity and respect, free of harassment, and where diversity is valued in all its forms.
Husky recognizes that shareholders, employees, prospective employees and other stakeholders assess our Company’s diversity and inclusion culture, in part, on who succeeds at our most senior levels.
Recognizing the need to improve the representation of people from diverse backgrounds at senior levels, in 2020 we took the step of setting a gender diversity target of 25% women at or above the Vice President level. This target is achievable through our existing talent management and development programs, combined with targeted recruiting to ensure our talent pipeline continues to include women and people of diverse backgrounds.
Managers and leaders across Husky play a key role in meeting and exceeding this target. Each business performance contract, against which pay-for-performance compensation is evaluated, includes diversity and inclusion plans and goals. These targets are supported by other corporate human resources programs, employee career development plans, education, training, mentorships and sponsorships designed to help employees achieve their potential and contribute strongly to Husky across their careers.
We seek to attract the best talent, building a workforce that is innovative and resilient. A fundamental component is increasing representation from diverse groups, including women, Indigenous Peoples, Black people and other people of colour, and persons with disabilities. This includes encouraging candidates from these groups to consider Husky as an employer of choice, and we participate in targeted forums, conferences and career fairs, forming strategic partnerships with organizations such as Catalyst and the Canadian Centre for Diversity and Inclusion. We reserve a number of our power engineering scholarships at Saskatchewan Polytechnic and Lakeland College for Indigenous and female students, and provide a mentorship program.
As part of our gender equity strategy, we look to increase female participation in careers related to science, technology, engineering and math (STEM), and work with Networking Empowering Women, Women in Science and Engineering (WISE) and the Canadian Centre for Women in Science, Engineering, Trades and Technology (WinSETT). In Alberta we work with Operation Minerva, where girls in Grade 8 shadow women who have careers in STEM.
We are building a strategy to ensure inclusion of lesbian, gay, bisexual, transgender, queer and two-spirited employees and potential employees. In 2019 employees from the Lloydminster region marched in the Pride parade for the first time, joining staff from offices in Calgary and St. John’s who supported local events the previous two years.
The Diversity and Respectful Workplace Council provides local representation across all areas of our operations, organizing employee events to increase awareness and understanding. Our education and mandatory training programs increase employee knowledge and encourage a respectful work environment.
Our employee resource groups align with corporate objectives, and are open to any Husky employee whether a member of the designated group or an ally. These include the Women’s Leadership Network, which has chapters in Calgary and St. John’s, the Indigenous Community Sharing Circle and the Lesbian, Gay, Bisexual, Transgender, Ally Network, with chapters in Calgary and Lloydminster. The Fusion Network reflects the cultural diversity of employees across the Company. The enABLE group promotes education and understanding for employees with disabilities, both visible and not.
A workforce that is physically, emotionally and financially healthy means employees who can focus on safely completing the job at hand, contributing to a more productive workplace. We support this through a competitive total rewards package for employees and their families, including a base salary and a fully-funded, comprehensive benefits package with supplementary medical and dental care, income protection (life and accident insurance, short and long-term disability coverage), registered retirement programs, a savings plan, vacation and paid time off. We also offer a fitness allowance, service awards, dependent scholarships and children’s summer camp reimbursement.
We encourage employees to access financial literacy information offered by the Company, including financial education opportunities, access to financial planning resources and one-on-one retirement planning sessions. Retiring employees may qualify for a comprehensive retiree health-benefit program.
An annual personalized Total Rewards Statement provides employees with a complete picture of how they benefit from, and can maximize, their rewards programs.
Health and Wellness
We invest in the health and wellness of our employees and their families by providing access to online resources and counselling services through our Employee and Family Assistance Program, including solutions for better work-life balance, career counselling and health coaching.
Recognizing that mental health is vital to a person’s overall wellbeing, we strive to reduce the stigma associated with mental health issues and help employees access services more quickly. The Working Mind program, developed by the Mental Health Commission of Canada, promotes awareness of mental health in the workplace, educates employees on how to recognize changes in behaviour in themselves and others, and provides resources to help maintain good mental health. About half of our employees have participated in the program. We have also doubled our annual individual coverage for psychological services.
Additional health and wellness information is provided to employees through the myHealth website, where resources, programs and upcoming events are outlined.
Should an employee have a medical-related absence, we provide an integrated disability management program with a focus on early intervention. When coming back to work is recommended, the employee and their supervisor, along with health practitioners and human resources personnel, work together to facilitate a safe and productive return.
Husky offers a wide range of training, mentoring and professional and technical development programs and resources to all employees. Qualified candidates are eligible for tuition reimbursement and a subsidized master’s degree program.
Employees are encouraged to create and maintain a professional development plan, considering their personal long-term career goals along with Husky’s business objectives. Annual performance and operational goals and objectives are set at the executive leadership level and then cascade through the organization so that individual goals are aligned with those of their manager and the business strategy. Employees participate in informal performance discussions throughout the year, and a formal annual review based on these goals. We encourage at least two additional career development conversations during the year.
We are committed to supporting and promoting the protection of human rights and designated protected groups at Husky. Any potential human rights violation can be reported to Human Resources or through our Ethics Help Line, and each complaint is investigated, with violations acted on by the appropriate level of leadership. Husky also seeks to support and promote the protection of human rights in our sphere of influence.
We adhere to the United Nations Universal Declaration of Human Rights and all applicable human rights laws in the jurisdictions where we operate.
Freedom of Association
We respect an employee’s right to freedom of association and to negotiate through relevant representative bodies.