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.
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.