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Learn about the actions we’re taking to 
promote equity across our diverse workforce.

Committed to advancing our diversity, equity and inclusion in the workplace

 

At Purolator, we’re committing to ensuring diversity, equity and inclusivity are ingrained into all we do – from every recruitment step, to every operational process, and within every development opportunity. We’re taking action to make sure each and every employee is treated equally, respected, appreciated and celebrated for who they are.

Building a diverse and inclusive workplace doesn’t have a finish line – this is a journey that requires ongoing work, education and recognition. And there is much more to be done.

We’re sharing our journey with you as transparently as we can – to celebrate the achievements we make, to recognize areas for improvement and to hold ourselves accountable. We will continue to share our latest milestones and updates as more work is done.

Below are the four pillars that shape our DE&I strategy in everything we do.

Leadership and accountability

Leadership and
accountability

Recruitment, selection, retention

Recruitment, selection
and retention

Learning and Development

Learning and
development

 

Outreach and communication

Outreach and
communication

 

Starting from within and leading by example

 

We’re focused on shaping, guiding and supporting our diversity, equity and inclusion initiatives from the top down. Our DE&I goals are explicit and measurable, and they align with organizational and operational plans.

Our Diversity, Equity and Inclusion Leadership Council consists of senior leaders across all areas of our business. Our council provides strategic support and executive sponsorship to help us achieve inclusion in all our programs and initiatives. We also have Regional Councils operating on behalf of Purolator International (PI) and in Canada to encourage conversation and awareness among employees.

Shikha Gandhi

     Shikha Gandhi
     Co-chair, DE&I
     Leadership Council

"I am proud of Purolator’s approach to diversity and inclusion and of the progress being made in this area. At the same time, there is still a lot further to go. I’m looking forward to making it a business imperative to drive real change and add immense value in the coming years."

Enhancing our processes to amplify all employees

 

From the first stage of the recruitment process, and throughout each employee’s tenure, 
we use a DE&I lens in all of our HR policies. In 2020, we strengthened our work by enhancing 
existing procedures and creating new frameworks.

To continue developing a diverse, equitable and inclusive workplace, we’ve partnered with global consulting firm Korn Ferry in 2021. Together, we assessed our DE&I maturity to inform the necessary updates to policies, processes and systems within our organization. This assessment spanned our talent practices and data, along with insights from employee focus groups and surveys.

New testing for candidates

We’ve introduced new testing that provides 
a fair and non-discriminatory opportunity to demonstrate skills and qualifications for open positions. Furthermore, we’ve partnered with recruitment groups that help provide employment opportunities for commonly underrepresented communities, such as indigenous groups and other minorities, 
as well as people on the autism spectrum.

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New testing for candidates
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New Exit Interview

New exit interview process

This process allows each employee to share their valuable perspectives on their working experiences, helping to enhance our employment strategies while striving to create the most inclusive, safe 
and positive working environment for all. We’ve also enhanced our exit survey by redesigning questions. These changes will help us to obtain more actionable data and provide the opportunity to further improve employee engagement, diversity, equity and inclusion.

Diverse Talent Matters development program

We’ve created this program to help empower 
and engage employees who identify as visible minorities. As a key element of Purolator’s 
Talent Management Strategy, this program 
focuses on building customized development journeys. The program aims to prepare visible minorities for progressive career opportunities 
at Purolator, improve employee experience 
and engagement, provide access to development 
tools and remove barriers causing inequity.

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Diverse Talent
Shikha Gandhi

     Jonathan Sandiford
Sr. Manager
Real Estate Execution

“The Diverse Talent Matters program has been inspirational. Purolator has made this a forefront topic which certainly demonstrates the company’s commitment to identifying and following through with supporting its diverse talent pool. It has been an extremely rich experience for me – one that offered 
a well-rounded perspective with colleagues from a variety of career backgrounds, inspirational speakers and a chance for group collaborations. It is a great opportunity to see the world from the perspective of others who are willing to work towards empowering each other for a better work environment.”

Creating learning and development tools for mental health

 

One topic we’ve focused heavily on in the past few years is mental health – a subject closely connected to DE&I. Employees from diverse backgrounds can face a lack of representation, unconscious bias and other stressors that impact their mental health in the workplace. 
We’re addressing this head-on with learning and development tools to address this important topic.

Since fall 2019, groups of employees complete a two-day, in-class training program to become certified by the Mental Health Commission of Canada as Mental Health First Aiders. Participants are from all levels of the organization to provide support to colleagues in their respective work locations.

To further support mental health through a DE&I lens, employees are now required to complete an Unconscious Bias training course, and all people managers are expected to complete a Managing Inclusion course. We aim for 100% completion as a corporate goal in 2021.

Additionally, designated facilitators completed the Mental Health Commission of Canada's Working Mind Train-the-Trainer program to deliver training to our people leaders. The people leader training focuses on reducing mental health stigma in the workplace, dealing with workplace accommodations and supporting employees who are encountering mental health challenges.

Providing our workforce with outreach and communication

It’s our goal to be viewed as a leader and champion of diversity, equity and inclusion in the transportation industry. Throughout our organization and beyond, we’re ensuring diversity is articulated and promoted, and our outreach efforts are meeting the needs of our diverse workforce.

To help support our growth within the diversity, equity 
and inclusion space, we have expanded our community 
and employer partners. With support from our partners, 
our future plans include a more inclusive environment by raising awareness of persons living with intellectual disabilities and autism spectrum disorder, as well as the challenges faced by members of the LGBTQ2S community.

 

Providing our workforce with outreach and communication
 

It’s our goal to be viewed as a leader and champion of diversity, equity and inclusion in the transportation industry. Throughout our organization and beyond, we’re ensuring diversity is articulated and promoted, and our outreach efforts are meeting the needs of our diverse workforce.

To help support our growth within the diversity, equity 
and inclusion space, we have expanded our community 
and employer partners. With support from our partners, 
our future plans include a more inclusive environment by raising awareness of persons living with intellectual disabilities and autism spectrum disorder, as well as the challenges faced by members of the LGBTQ2S community.

step-2-express-us

Our diversity partnerships

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Canadian-Centre-for-Diversity-and-Inclusion-Logo

Canadian Centre for Diversity and Inclusion

Works with businesses to be inclusive, free of prejudice and discrimination – and to generate the awareness, dialogue and action for people to recognize diversity as an asset and not an obstacle.

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Our Children’s Medicine

Our Children’s Medicine

Helps to connect community organizations, innovative technology builders and business leaders with Indigenous and diverse job seekers for employment opportunities across Canada.

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RWA

Ready Willing and Able
 

Works to increase the employment of people with an intellectual disability or Autism Spectrum Disorder (ASD).

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Pride-at-Work-Canada

Pride At Work
 

Empowers employers to build workplaces that celebrate all employees regardless of gender expression, gender identity and sexual orientation.

John Ferguson

John Ferguson
President and CEO
Purolator Inc.

“Purolator is a diverse organization. We always have been. It’s what’s helped us live our mission of making Canada stronger. However, it’s the inclusion and support of each other that ultimately allows us to unlock the power of that diversity.

For us, this means committing to further conversations and actions around diversity and inclusion within the workplace, and the communities we serve, to help ensure our organization continues to grow as a place where all of us can be treated with respect and equality, while also celebrating our differences.

I look forward to working to cultivate meaningful change, and a better, brighter future for us all.”

Learn more about how we’re driving important change

for our employees, communities and the planet.

 

About us