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
Recruitment, selection
and retention
Learning and
development
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.
Sue-Lynn Noel
Chair, DE&I
Advisory Board
"Inclusion is a strategic and business imperative at Purolator. The feelings of belonging and connection compel us to devote discretionary work effort. We know that the contributions that come from a diverse workforce not only yield innovation in our processes and solutions, they also inspire us to continue the important work of dismantling inequities in our workplaces and in our communities."
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.
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.
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.
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.
Our diversity partnerships
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.
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.
Ready Willing and Able
Works to increase the employment of people with an intellectual disability or Autism Spectrum Disorder (ASD).
Pride At Work
Empowers employers to build workplaces that celebrate all employees regardless of gender expression, gender identity and sexual orientation.
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.”
Archive
Learn more about how we’re driving important change
for our employees, communities and the planet.
Our DEIB Department oversees a large network, empowering our people across functions, regions and identities to engage in this mission.
The DEIB Advisory Board, comprised of leaders across the organization, is responsible for providing strategic support and guidance on DEIB initiatives.
Nearly 200 employee champions are engaged in DEIB Regional Councils, which provide a platform for team members to share insights and drive geographically relevant DEIB efforts.
Our six employee resource groups (ERGs) provide more than 140 equity-seeking team members with a formal structure to support their needs. They offer identity-based networking, development, feedback channels and a space for important dialogue.
Pillars of our DEIB program
Recruitment, Selection and Retention
Promoting talent equity through targeted initiatives, including expanding outreach to diverse pools, implementing bias-free evaluation processes, cultivating inclusive workplaces and ensuring fair pathways for career growth.
Leadership Accountability
Leadership driving DEIB through fostering inclusion, taking visible action and ensuring accountability by measuring progress.
Learning and Development
Implementing initiatives that address learning needs, professional development and specialized DEIB training to foster an inclusive workplace.
Outreach and Communication
Proactively engaging diverse communities and clearly communicating and fostering meaningful engagement to build inclusive relationships both internally and externally.
Our 2026 Focus
As we continue these efforts in 2026, our DEIB theme is “Belonging together: Intentional action for an inclusive future”. With this, we plan to focus on the following key areas:
- Accessibility for all: Launch of a new Accessibility Plan to remove barriers.
- New community partnerships.
- Disability and Indigenous cultural awareness trainings.
- Strengthening and expanding ERGs.
2025 Highlights
Engaging
Conducted field visits across 30 locations in Canada and the United States to discuss inclusion and workplace experience with over 2,000 employees.
Learning
Delivered a total of 17 virtual and in-person DEIB training sessions throughout the year.
Listening
Inclusion and belonging became the top-rated theme in the MyVoice employee survey.
2026 Initiatives
Leadership and Accountability
Helping leaders become more engaged while staying accountable through targeted communication, field engagement and actions based on employee feedback.
Compliance and Accessibility
Furthering our regulatory compliance with the launch of the 2026–2028 Accessibility Plan, annual Employment Equity reporting and adherence to Bill 96 (for French language inclusion).
Listening and Self-Service Support
Enhancing support platforms and services by enhancing microburst learning series, refreshing the Evolve program and launching an “Ask DEIB” platform as an empowering self-serve resource.
Metrics and Transparency
Launching a DEIB Dashboard to support measurable progress and transparency.
Operational Integration and Compliance
Improving DEIB resourcing, fortifying partnerships and increasing the impact of our ERGs.
We’re Being Recognized for Our Efforts
We’re proud to share that several organizations have recognized our DEIB team for its impact, innovation, and leadership in advancing diversity and inclusion within Purolator and our professional community.
Top 10 DEIB Team of 2025 OnCon Icon Awards
This prestigious global award, based on public votes, celebrates teams that deliver measurable success and positive organizational impact, drive thought leadership and innovative projects and exhibit outstanding leadership and collaboration in DEIB efforts.
Top Companies for Women in Transportation 2024
Women in Trucking Association (WIT)
WIT’s magazine created the Top Companies for Women in Transportation award in 2018 to recognize companies that focus on employing women in the trucking industry.
Canada’s Best Employers for Diversity 2024
Forbes
Spots on this list were based on Forbes and Statista’s surveys of thousands of Canadian workers while considering key performance indicators such as the percentage of women in executive and board roles, workplace accessibility for people with disabilities, publication of diversity data and hiring programs focused on Indigenous candidates.
“Fostering a culture of inclusion and belonging isn’t a program; it’s a shared responsibility held by every Purolator employee. When our employees feel valued and respected, we do more than build a healthy workforce; we create an environment that attracts and retains top talent, fuelling our competitive edge. Inclusion isn’t just what we do or a nice-to-have; it’s who we are.”
Shaquana Burton, Director, DEIB
DEIB Employee Engagement
In 2025, our DEIB team completed 30 field visits to train managers and better understand employees’ daily experiences. We reached over 2,000 team members, shared practical tools and elevated the diverse experiences that strengthen our organization.
Making Strides for Women at Work
Purolator’s current six employee resource groups (ERGs) provide more than 140 equity-seeking team members with a formal structure to support their needs. They offer identity-based networking, development, feedback channels and a space for important dialogue.
Women in Operations Network
Empowering women with the tools, resources and opportunities to grow and lead, while fostering a more inclusive and equitable workplace.
Women in Logistics
Creating a supportive space where women can connect, advocate, uplift one another and grow professionally while driving positive change in the logistics industry.
Black Employee Network (B.E.N)
Building an inclusive and empowering community for Black employees, supporting professional growth and advancement, strengthening representation and amplifying Black voices across Purolator.
Techquity
Connecting women and allies in technology and innovation through opportunities for professional growth, networking, hiring and mentorship, while advancing gender diversity and equality.
Women@Purolator
Boldly elevating women through connection, mentorship and professional development.
Pride
Fostering a workplace where 2SLGBTQ+ employees and allies feel respected, safe and empowered to be their authentic selves.
Diverse Talent Matters
Our Diverse Talent Matters (DTM) program continues to provide valuable support to employees from equity-seeking groups, helping them achieve their development and career aspirations through personalized and shared opportunities.
In addition to one-on-one customized development coaching sessions, employees in the program had the opportunity to participate in shared learning opportunities such as sessions on belonging, advocacy and sponsorship and building a personal brand.
We spoke directly to employees with disabilities and engaged a third-party accessibility consulting firm to develop an Accessibility Plan that helps make our services, communications and workplace accessible to everyone.
Purolator is committed to continuous improvement, so our plan includes what we’ve improved, barriers we’ve identified and how we will work to remove or reduce those barriers over the next three years.
