Respect in the Workplace
A respectful workplace is the foundation of strong teams and good work.
Our workplace is Respectful
Why it Matters
Indigenous Partnerships & Respect
Honoring the lands we work on and the communities we work with.
The Indigenous Territories We Work In
We still need to verify and name the specific Indigenous Nations and territories for each worksite we operate in within British Columbia. We won’t guess. We’re compiling a site‑by‑site list using publicly available sources (e.g., the First Peoples’ Map of BC and the Aboriginal Lands of Canada Atlas) and each Nation’s own published maps and protocols. For each site, supervisors will keep in the job package:
- the accurate Nation name(s) and spelling
- governance or lands office contact details (if publicly posted)
- any posted access, archaeology, or harvesting protocols that apply
This information will be reviewed before mobilization and included in tailgate briefings.
What Collaboration and Respect Look Like
What we’re doing now
- Meeting legal and permit obligations, including archaeology chance‑find procedures and stop‑work when required.
- Where a client requires notification or engagement with a Nation, following that process and documenting who was contacted and when.
- Avoiding restricted or sensitive areas identified in permits or shared by clients.
What we’re exploring next
- Establishing a single point of contact for each Nation near our projects and sharing plain‑language seasonal work plans early, where there’s interest.
- Keeping an engagement log (who we contacted, topics, outcomes) and bringing it to pre‑work meetings.
- Offering on‑site walkthroughs with Nation representatives when invited and when the project/client supports it.
- Setting up simple data‑sharing (maps, timing windows, known sensitive areas) that respects confidentiality and IP.
- Including Nation‑owned businesses in subcontractor outreach where appropriate and allowed by procurement rules.
Our Commitment to Inclusivity in Our Crews
What’s in place
- Baseline expectation of respectful conduct on crews and in camps; slurs, harassment, and targeted jokes are not acceptable. Supervisors address issues through normal safety and performance channels.
- Briefings focus on the work. We make space for questions without putting people on the spot.
What we’re working on
- Clear, simple options to report concerns (talk to any supervisor or a designated office contact). We’re clarifying who handles what and expected response times.
- Straightforward hiring and onboarding that don’t assume prior camp experience; pairing new hires with a competent lead hand where feasible.
- Outreach to local Nations’ employment/training offices about upcoming seasonal roles, if they are interested.
- Looking at reasonable ways to accommodate community obligations (e.g., cultural or family commitments) within operational constraints.
Our Commitment to Respect in Our Operations
- What’s in place
- Planning and executing work to meet legal requirements and client permits.
- Using chance‑find procedures: if we encounter possible cultural materials, we stop work, secure the area, and notify the client/regulator as required.
- Including any site‑specific restrictions or requests shared by clients or posted by Nations in our tailgate briefings and work plans.
What we’re building toward
- Bringing Indigenous considerations into project planning earlier (routing, timing windows, staging areas).
- Setting clear stop‑work triggers and call trees for potential cultural finds or access concerns, and practicing them like any other emergency procedure.
- Inviting practical input from Nations on access, water use, waste, and traffic when projects are adjacent to communities and there is interest.
- Tracking operational commitments we make so we can show what we said we’d do and what we did.
Diversity in Hiring and Culture
A mix of voices creates better teams and better work.
Our Commitment to Inclusivity and Diversity
Safe Crews: Harassment Prevention & Response
A safe crew starts with zero tolerance for harassment.
What is Harrassment?
Making a Report
What to Expect
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The Role of the Complaintant
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The Role of the Respondent
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The Role of the Company
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Collaborative Crew-Culture Agreement
Every crew has its own culture—and the best ones build it together.
This collaborative agreement exercise is a chance for our crew to name what respect looks like. It’s about setting expectations that everyone agrees to, and collaboratively creating a crew culture we are all proud of.
We will fill this out together, and revisit it if things get off track. A respectful crew doesn’t just happen—it’s built, by all of you.
Why a Crew Agreement Matters
This agreement is about making sure everyone on the crew knows what to expect from each other. We work better, safer, and with less stress when we’re on the same page about how we communicate and treat one another.
Quick Ground Rules For Talking About This Stuff
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Company Culture:
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