At SNC-Lavalin, we are always looking for new ways to improve our delivery to our clients in a sustainable manner by encouraging a culture based on collaboration and care. In 2019, when we were charting a road map, weaving in diversity, equity and inclusion became the most sustainable strategy to realize the business goal. By embracing DEI, bringing new skills, and thinking into the organization, we are confident that we will build a better tomorrow for us all.
Before launching a DEI vision and plan, we decided to look within, to understand it better, and raise awareness by dedicating a month to focused initiatives and campaigns across our organization worldwide. A deep dive into our DEI metrics increased our understanding of where we stand, how we got there and enabled us to develop solutions to reach where we want to be. These metrics helped the senior leadership to drive DE within the business and make a significant positive impact. One stellar example is the increase of women in leadership roles in the organization.
To foster diversity in our organization, we worked with multiple DEI consultants. Their expertise helped us to plan our actions aligned with best practices.
Different strands of diversity
We launched as many as five DEI networks— each focuses on different themes of DEI such as women in business, the LGBTQ+ community, regional ethnicity, differently-abled group, and generational diversity forum. Led by employees, these networks work towards broadening our awareness by providing a range of learning opportunities and campaigns and recognize and celebrate the breadth of human experience in our organization.
In October 2020, we celebrated our first global DEI month. In India, we dedicated the month to promote what DEI means to us as an organization. We hosted seminars, sensitization workshops, panel discussions, published articles, encouraged employees to make use of available resources such as TEDTalks and Movies focussing on the role of DEI. It was the steppingstone to infuse the values of DEI, which is now at the heart of our operations.
DEI as a business initiative
If one looks at a DEI initiative as an HR initiative and not a business initiative, it becomes difficult to get the support of the business in driving the initiatives. In our organization, we decided to launch DEI as a business-led initiative. Our business leaders are the sponsors of our DEI Network, playing a role in ensuring that the values are deeply embedded and followed by all employees in the organization.
We also knew that we wanted to make a difference with the DEI program we launched. For this, we adopted a holistic approach to conducting the DEI initiatives. With a plan of action using metrics and the involvement of the senior leadership, we can drive a wide range of activities such as manager/recruiter sensitization workshops, reverse mentoring, hiring a diverse, untapped workforce, and including LGBTQ+ couples in our benefits plan, to name a few.
How we benefited
The initiatives in our organization have not only raised awareness among our employees but also provided a platform for them to make a difference.
The efforts are appreciated across the organization, and our DEI networks that started as small teams comprising a few members, are now welcoming new members almost every month.
Furthermore, to embed DEI values in our work, we start every meeting with a DEI moment, where we spend two minutes talking about a related topic. It helps us bring DEI into our daily interactions, enabling us to challenge our assumptions and unconscious biases.
Though the DEI program was introduced last year in the pandemic when everyone worked from home, our efforts have helped our employees to embrace the culture of inclusiveness and equality. Every year, we do a company complete anonymous engagement survey called VOX in collaboration with Ipsos. This year, the score for engagement in India was 90, a six-point jump from last survey score, and we had a survey participation of 88%.The survey result shows that we are on the right path and making an impact.
DEI future
To continue the momentum, we are adopting a new strategy called ‘Different Makes a Difference’ to foster an inclusive culture where all employees have a sense of belonging and feel valued and respected.
Our leadership is aligned to the DEI goals, and it is a part of our ESG (Environmental, Social, and Governance) commitment. The appointment of a Vice President for DEI, a newly created role, to lead the company’s DEI agenda will encourage us to follow through with our commitment to building an inclusive and welcoming organization for all employees.
To embody our values of safety (psychological and physical), integrity (in who we are and what we do), innovation, and collaboration in our work, we are creating and maintaining an inclusive culture. We are creating a workplace where everyone belongs, can be their true self, and reach their full potential.
