Teck Resources’ Entry to The Gender Equality Awards 2017

Principle 1: Establish high-level corporate leadership for gender equality

Tell us what your company is doing to advance the selected principle above:

Our commitment to inclusion and diversity is reflected in all levels of our company, beginning with our Board of Directors. The Board has adopted specific measures to ensure that female nominees are considered when candidates for election to the Board are taken into consideration, as outlined in our 2016 Management Proxy Circular (http://www.teck.com/media/Management-Proxy-Circular-March-8-2016.pdf).

In October 2016, our President and CEO Don Lindsay announced Teck’s Inclusion and Diversity Policy (http://www.teck.com/media/Inclusion-and-Diversity%20Policy.pdf), developed by the Senior Executive Diversity Committee and endorsed by our Board of Directors and Senior Management Team. The policy reflects our commitment to promoting and fostering an inclusive and diverse workforce.

Teck’s Vice President of Human Resources chairs our Senior Executive Diversity Committee, along with our Senior Vice President, Commercial and Legal Affairs, Senior Vice President, Sustainability and External Affairs, and one rotating member. Our Vice President of Human Resources also represents Teck on the Women in Mining Canada Gender Advisory Committee, and the Mining Industry Human Resources Gender Equity in Mining Committee in Canada.

We have implemented unconscious bias training across senior levels of our company. The training helps participants to understand and overcome unconscious biases that may be related to gender, and supports a workforce and workplace that encourages an inclusive culture.

Teck’s focus on diversity aligns with our company’s core values of integrity and respect. It is also explicitly reflected in our Charter of Corporate Responsibility, our Code of Ethics; our Code of Sustainable Conduct (http://www.teck.com/responsibility/our-commitments/policies/).

Tell us why your company is advancing the selected principle above:

Teck values diversity and we believe that having a Board of Directors, senior management team and overall workforce with diverse backgrounds and different experiences directly contributes to our long-term success. Diversity can enhance effective decision-making, strategic planning and contributes to building a stronger workforce and a better company.

In particular, Teck promotes and fosters an inclusive and diverse workforce in order to: contribute to innovation and better decision making through exposure to increased perspectives and ideas; attract a broader pool of candidates and improved employee retention; build a strong workforce that is engaged and contributing to Teck’s social and economic goals; and better reflect the diversity of the communities in which we operate.
Teck respects and appreciates differences in age, ethnicity, Indigenous origin or heritage, gender, physical attributes, beliefs, language, sexual orientation, education, nationality, social background and culture or other personal characteristics. We know that making the most of the wealth of ideas, talents, skills, backgrounds and perspectives all around us—helps us to do more and be more—together.

Principle 3: Ensure the health, safety and well-being of all women and men workers

Tell us what your company is doing to advance the selected principle above:
Our approach to health and safety for women and men alike is guided by a three-pillar approach ⎯ embedding a culture of safety, learning from High-Potential Incidents and operating with excellence (http://www.teck.com/responsibility/sustainability-report/material-topics/health-&-safety-of-our-workforce/). In addition, we are committed to providing leadership and resources for embedding core values of health and safety across our company. We define this commitment in our Health and Safety Policy (http://www.teck.com/responsibility/our-commitments/policies/health-&-safety-policy/).

Employee engagement through leadership and commitment is the key to achieving our health and safety vision, and we have implemented a major initiative to foster a culture of safety at Teck: Courageous Safety Leadership (CSL).

CSL focuses on challenging existing values, beliefs and attitudes towards safety, and builds commitment from individuals to work safely and foster safe practices at our operations. The program, rolled out in a series of phases, seeks to empower every employee to be a safety leader by playing an active role in their own safety as well as the safety of those around them. As of 2015, approximately 16,000 employees and contractors have completed CSL training since 2009.

As part of our work in health and safety, we ensure a range of Personal Protective Equipment is available in sizes appropriate for all genders, we implement an occupational health and hygiene program, employee health and wellness program, and drug and alcohol policies. Our company-wide Health and Wellness strategy, which focuses on improving physical and mental well-being, brings together initiatives and resources across the company.

As of 2015, we reduced our High Potential Incidents frequency rate by approximately 25%. As part of our goal to reduce overall Total Reportable Injuries, there has been a reduction of approximately 30% and in Long-Term Injury Frequency, of approximately 27% since 2010. To learn more about Teck’s approach to health and safety, please visit our website (http://www.teck.com/responsibility/sustainability-report/material-topics/health-&-safety-of-our-workforce/).

Tell us why your company is advancing the selected principle above:

Safety is a core value at Teck and nothing is more important than the health and safety of all workers, women and men. We recognize our responsibility to identify and mitigate health and safety risks and we believe it is possible for our people to work without serious injuries and illnesses.

We believe that all incidents that could cause serious harm to our employees or contractors are preventable, and providing a safe workplace by effectively managing risk is our responsibility. We also identify and manage occupational health and hygiene exposures for the protection of longer-term health.

We expect all employees and contractors to be leaders in health and safety through identification of hazards and the elimination and control of high-potential risk. We all share in the responsibility for our safety and that of our co-workers.

We believe that a safe operation is an efficient operation. Applying strong operating standards informed by the International Labour Organization, the International Council on Mining and Metals, and global best practice, helps us to optimize our production and avoid potential injuries, accidents, property damage and operational disruption. Furthermore, our work in health and safety of our workers aligns with our commitment to contributing to the UN Sustainable Development Goals, in particular SDG 3 – to ensure healthy lives and promote well-being for all at all ages.

Principle 4: Promote education, training and professional development for women

Tell us what your company is doing to advance the selected principle above:

Through employee development, leadership and succession planning, we work to ensure that our people have the capacity, competency and opportunity to grow individually and contribute to Teck’s success. One of Teck’s goals set for 2020 is to develop leaders who can confidently and efficiently manage safe, respectful and productive operations.

One of Teck’s initiatives helping to achieve this goal is our leadership development programs. Leading for the Future is designed for leaders who are currently supervising employees on the front line of Teck’s business. Leading for Excellence is focussed on coaching and enabling employees who manage other managers. Emerging Leaders is targeted to employees who are on track to reach key senior positions in the company. These programs and the development of our leaders are critical to the future success of our company. We track the number of program participants, with an emphasis on enrolling women, who are typically underrepresented in these roles.

In addition, we have a number of professional development programs for women at our various operating sites. For example, in 2008, our Carmen de Andacollo (CdA) operations in Chile launched a program to retrain a group of cleaning staff, mostly women, to increase their knowledge of operational roles in the mining industry. With the continuous of the program today, numerous women have now obtained operational roles. Today, twelve of the women working in operational roles at CdA began their careers at Teck as members of the cleaning staff. Please read the case study here (http://www.teck.com/news/stories/2014/expanding-opportunities-for-women-at-carmen-de-andacollo)

At our Trail Operations, we are working to engage and develop more women through our Mining and Refining for Women project, in partnership with the Status of Women Canada. The goal of the project – which includes an overall 30-month coaching/mentorship program – is to identify workplace barriers and increase opportunities for women in the mining and resource sectors in positions ranging from front-line operations to technical and professional roles. The project involves a series of structured eight-month mentorship series involving two cohorts of female employees and their chosen mentors, who are members of Trail’s leadership team. Please read the case study here (http://www.teck.com/news/stories/2016/mentorship-for-women-at-teck-trail-operations)

Tell us why your company is advancing the selected principle above:

Historically, women have been underrepresented in the mining sector and we hope to position Teck as a leader in an area that has been a challenge. We recognize the importance of increasing the number of women across our organization, with a focus on leadership, technical and operational roles.

The number of women in technical or operational roles has increased at Teck from 439 in 2010 to 688 in 2015, which represents an increase of 57% over a five-year period. Female engineers and geoscience fields specifically are actively tracked and we have seen increased growth over the five years of 95% and 28%, respectively. To see our full breakdown of data on women in operation or technical positions, see page 39 of our 2015 Sustainability Report (http://www.teck.com/media/2015-Material-Topic-Our-Workforce.pdf).

We recognize the importance of increasing the number of women in leadership roles, particularly at the site level. Since we began measuring this data in 2010, the number has increased from 47 women in supervisory roles to 127 in 2015. This represents an increase of 170% over a five-year period.

We believe helping women to achieve these roles will inspire other women to recognize these positions as attainable within their careers as well. We believe having more women in leadership roles will contribute to achieving SDG target 5.1 (ending all forms of discrimination against all women and girls), and SDG target 5.5 (ensuring women’s full and effective participation and equal opportunities for leadership at all levels of decision-making in political, economic and public life.)

Principle 6: Promote equality through community initiatives and advocacy

Tell us what your company is doing to advance the selected principle above:

Through our community investment program, Teck contributes to charitable organizations, institutions and initiatives that strengthen communities. One of our focuses in community investment is the empowerment of women, and we have numerous programs and partnerships in place to support this goal.

For example, UN Women and Teck entered into a US$1 million partnership to promote the empowerment of Indigenous women in the northern regions of Chile where the mining sector is a major economic driver. UN Women, Teck, local partners and communities will develop an action plan to address barriers to Indigenous women’s active political and economic participation and promote leadership competency development and capacity building (http://www.teck.com/news/stories/2016/teck-partners-with-un-women-to-empower-indigenous-women-in-chile).

Since 2013, Teck has supported the Forum for Women Entrepreneurs, who are dedicated to providing visionary women with education, empowerment, and support networks to help them become the successful entrepreneurs they aspire to be. As part of FEW, Teck is a major sponsor of the E-Series program, which provides bursaries to help women from our Canadian operations attend the program in Vancouver.

Teck is a long-time donor and in-kind contributor of Educating Girls in Rural China, which helps impoverished young women from rural Western China obtain a high school or university education.

Finally, Teck is proud to partner with UNICEF Canada and the Government of Canada to support the recruitment and development of The 25th Team. In the summer of 2015, 24 nations came to Canada to compete in the largest, most important sporting event for women in history – the Women’s World Cup. The 25th Team is a network of 60 Canadian women who have mobilized $12 million to save the lives of women and children in Cambodia, Ethiopia, Indonesia, Namibia and Peru. This small group of Canadian women will help UNICEF reach more than 3.8 million women and children by 2020.

Tell us why your company is advancing the selected principle above:

Teck supports community initiatives to promote gender equality because we are committed to helping build diverse, healthy and vibrant communities. By investing in programs that specifically encourage equality and the empowerment of women, we are also strengthening the skills and knowledge pool available to us in the areas where we operate. Addressing gender equality gaps therefore aligns with our business objectives and also creates shared benefits for the community.

One aspect to our support of the Educating Girls in Rural China program is that China’s economic development creates business opportunities for Teck. As inclusive development is key to economic stability and sustainability, Teck has a keen interest in ensuring the women are not left behind. In acknowledgement of the importance of education in promoting the empowerment of young women, Teck’s Senior Vice President of Sustainability and External Affairs currently sits on the board of this organization. Our Vice President, Asia, has provided long-term support to the organization in an advisory capacity.

We also know that our support of the Forum for Women Entrepreneurs will help to empower women in society and the workplace, which ultimately promotes a more robust economy. For example, promoting women’s entrepreneurship also helps create opportunities for more inclusive procurement practices.

As part of our commitment to community initiatives, we are supporting United Nations Sustainable Development Goals and SDG 5, promoting gender equality. For more information on our work towards the SDGs, please visit our website (http://www.teck.com/responsibility/our-commitments/un-sustainable-development-goals/).