We believe all individuals who have the necessary qualifications should have an equal opportunity to compete for employment and advancement. See our statement on workplace diversity.
West Fraser set out a workforce diversity statement in 2019. Going forward, the Company plans to actively track and report on women’s development in workforce, in leadership (supervisory) roles, and in senior leadership roles
What sets our Company apart from our competitors is the commitment, skill, and performance of our people. Every person is important, and we want every employee to have the opportunity to grow, achieve their potential, and be valued for the contribution they make to the success of the Company.
West Fraser believes inclusive, diverse teams build a more vibrant workforce, safer operations and a stronger company overall. We aim to create workplaces that are reflective of the communities we are a part of and where diversity in culture, experience and background are valued.
Our approach underpins our strategic objectives to attract, employ and retain engaged, talented and high-performing people, support better decision making, reach a broader pool of potential employees and maintain a more inclusive work environment.
By including and leveraging diverse perspectives and experience we will keep our Company competitive, safer, innovative and achieving top performance. To achieve this vision we will:
We are proud to have been recognized as a top employer, but we have work to do to achieve our goals in these areas. Our commitment to inclusion and diversity is relevant to all levels in the organization. Addressing how we include, value and support all of our employees aligns with our Company’s core values of teamwork, respect, humility and integrity.
West Fraser’s commitment is to provide a non-discriminatory, harassment-free work environment, which is detailed in the Human Rights, Equal Employment Opportunity and Discrimination & Harassment policy within our Code of Conduct section 5. Human Rights, Discrimination and Harassment and West Fraser’s Board Diversity Policy.
The following is provided on the basis of the definitions of Canada's Employment Equity Groups, which defines specific categories: Women,Aboriginal peoples, persons with disabilities; and members of visible minorities. West Fraser also reports to the U.S. Equal Employment Opportunity Commission (EEOC). See our Board Diversity Policy for more detail about how we approach diversity at the Board level.
| Total | Male | Female | Disabled | Visible Minority | Aboriginal | |
|---|---|---|---|---|---|---|
| Board of Directors | 10 | 8 | 2 | 0 | 0 | 0 |
| Executive Leadership Team | 10 | 10 | 0 | 0 | 0 | 0 |
West Fraser is working to improve diversity indicator tracking for our employees. See Our Employees section for breakouts of employees by region, sex and age category.
| Total | Male | Female | Females in Supervisory Roles | |
|---|---|---|---|---|
| Hourly | 6,424 | 5,737 | 687 | |
| Salaried | 1,806 | 1,315 | 491 | Women make up 27% of salaried positions, holding 13% of salaried management and supervisory roles |
| Senior Management | 94 | 85 | 9 | Women hold 9% of senior management roles |
Wage and salary scales are set based on the duties of the job and to be competitive within local labour market rates. Any person performing the job receives the wage rate for that position.
GRI Standards Index 406 - Non-Discrimination
Our objective is to provide every employee with a work environment that is free of discrimination and harassment based on race, colour, national or ethnic origin, age, religion, sex, gender identity or expression, marital or family status, disability or sexual orientation.
We train managers so they can maintain a harassment, discrimination and violence-free workplace. We expect our managers to promptly address concerns raised through complaints in a timely and effective manner. Our Bullying and Harassment policy applies to all employees as well as contractors, consultants, and visitors on West Fraser premises, or which are connected to the workplace and during any employment-related duties or activities, including conferences, training sessions, travel and social functions.
See our Code of Conduct, section 5. Human Rights, Discrimination and Harassment
Discrimination complaints are investigated by local management. At this time we do not centrally track discrimination complaints at the corporate level.
Not relevant to our operations, West Fraser requires all suppliers and contractors to adhere to the human rights laws of the United States and Canada. Approximately 34% of our employees are covered by collective agreements.
Not relevant to our operations, West Fraser requires all suppliers and contractors to adhere to the human rights laws of the United States and Canada.
Not relevant to our operations, West Fraser requires all suppliers and contractors to adhere to the human rights laws of the United States and Canada.