Inclusion & diversity
We know that a diverse company, where everyone feels they’re able to bring their whole selves to work, is a stronger company. At Cenovus, we embrace diversity of thought, experience and background to make better business decisions and believe that through inclusion and diversity we have the ability to solve challenges, seize opportunities and unlock innovative solutions.
Our inclusion and diversity targets will continue to build our culture as an inclusive workplace, where people can perform at their best. These targets help to support the work already being done across the company, specifically through our employee networks, leadership development and cultural awareness training.
Our inclusion & diversity targets
INCLUSION & DIVERSITY
Increase women in leadership roles1 to 30% by year-end 2030.
Conduct a self-identification survey by year-end 2022; add diversity target beyond gender in 2023.
Aspire to have at least 40% representation from designated groups2 among non-management directors, including at least 30% women, by year-end 2025.
1 Leadership roles include Team Lead/Coordinator/Supervisor positions or above.
2 Designated groups are defined as women, Indigenous peoples, persons with disabilities and members of visible minorities.
We are committed to increasing the number of women in leadership roles to 30% by year-end 2030.
But we aren’t stopping there – to expand on this target, we will conduct a voluntary self-identification survey in 2022 to expand our diversity target beyond just gender the following year. This target will be supported by our aspirational Board diversity target to have at least 40% representation among non-management directors from designated groups, including at least 30% women, by year-end 2025.
We plan to employ targeted education, recruitment and talent management approaches to help us reach this goal.
Learn how Cenovus activities are contributing positively to the SDGs, and where we have opportunities to minimize our negative impact.
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Inclusion & diversity progressTarget
PROGRESS
Base year 2019
24%2021
26%
2021 KEY MILESTONES
- Increased women in leadership roles from 24% (2019) and 25% (2020) to 26% in 2021.
WHAT’S NEXT 3
- Build and execute inclusive leadership awareness training for all senior leaders starting with executive leadership team and direct reports by year-end 2022 with intention of integrating inclusive leadership training for leaders across the organization.
- Develop strategies to attract and retain female candidates and diversify the talent pipeline.
TargetPROGRESS
On track
2021 KEY MILESTONES
- Conducted best practice review; confirmed business requirements and scope.
WHAT’S NEXT 3
- Complete survey in Q4 2022 and assess results.
- In 2023, the results will be shared across the company and an additional inclusion & diversity target will be released by end of 2023.
TargetPROGRESS
2021
36%
2021 KEY MILESTONES
- Revised the Board Diversity Policy, resulting in further alignment with the company's commitment to the principles of diversity.
- 4 of 11 (36%) of non‑management directors self‑identify as a woman, an Indigenous person, a person with disabilities and/or a member of one or more visible minority groups.
- 3 of 11 (27%) of non‑management members of the Board self‑identify as a woman.
WHAT’S NEXT 3
- The Board has made a commitment to have at least 30% women on the Board by the end of its 2023 annual general meeting of shareholders.
1 Leadership roles include Team Lead/Coordinator Supervisor positions or above.
2 Designated groups are defined as women, Indigenous peoples, persons with disabilities and members of visible minorities.
3 Represents actions that Cenovus intends to take during the 12 months ending December 31, 2022, unless otherwise noted.
Inclusion & diversity networks
We have built a charter and governance framework for staff who would like to start an employee resource network and have five main networks that help us live our values. These networks are voluntary, employee-led and executive-sponsored groups that increase awareness and influence practices and programs to enhance the experience of all staff – whether they identify with the specific demographic or are allies.
enABLE@Cenovus focuses on promoting education, awareness and understanding for staff who have, or who are supporting, individuals with physical or mental disabilities.
Fusion@Cenovus aims to bridge cultural gaps by leveraging the unique perspectives and skills of all staff and promoting cultural awareness and understanding to break down barriers.
Indigenous Community Sharing Circle (ICSC@Cenovus) welcomes both Indigenous and non-Indigenous staff and strives to create a supportive environment where staff can gather, engage and be empowered to achieve personal, career and community goals.
PRIDE@Cenovus provides education on LGBTQ+ challenges and opportunities in the workplace while promoting a safe and positive environment for all staff.
Stronger Together with Women@CVE encourages all genders to forge strategic connections and develop themselves.