top of page
Respect in the Workplace
A respectful workplace is the foundation of strong teams and good work.
Our workplace is Respectful
Respect is how we get good work done in the bush. We treat people decently regardless of role or season count, keep shared spaces usable, and speak up for safety and clarity. Everyone—new or seasoned—can raise a concern or an idea, and we sort issues quickly so we can get back to work. We take pride in crews where plans are clear, jokes don’t cross the line, and people back each other up.
Why it Matters
- Safer work: People can stop to clarify hazards without blowback, keep the radio clear, and confirm critical instructions—fewer near-misses and surprises.
- Better coordination: Plans and changes are said out loud, on the radio, and in writing when they affect others—fewer mix-ups and cleaner handoffs between camp, trucks, and the block.
- Stronger teams: Disagreements get dealt with early, rough jobs are rotated, and everyone pulls their weight—less friction, more trust.
- Retention and hiring: New workers feel welcome faster and experienced people stick around—less turnover, less retraining, and a deeper bench.
- Steadier performance: When people own mistakes, flag issues early, and follow through, we avoid rework and delays and keep production consistent.
Indigenous Partnerships & Respect
Honoring the lands we work on and the communities we work with.
The Indigenous Territories We Work In
Current crew input did not identify specific Nations or territories. We are compiling an internal, project-by-project list that names the Indigenous Nation(s) and territories where we operate or travel through. Our approach:
- Cross-check tenures, licences, and worksite coordinates against publicly available territorial maps, then confirm with the Nation(s) directly or through our client where appropriate.
- Record confirmed Nation names, any provided contacts, shared protocols, and mapping notes in the job file.
- Name the confirmed Nation(s) in project plans and tailboards so crews know where they are working.
What Collaboration and Respect Look Like
Current crew input did not identify specific Nations or territories. We are compiling an internal, project-by-project list that names the Indigenous Nation(s) and territories where we operate or travel through. Our approach:
- Cross-check tenures, licences, and worksite coordinates against publicly available territorial maps, then confirm with the Nation(s) directly or through our client where appropriate.
- Record confirmed Nation names, any provided contacts, shared protocols, and mapping notes in the job file.
- Name the confirmed Nation(s) in project plans and tailboards so crews know where they are working.
Our Commitment to Inclusivity in Our Crews
What is in place now:
- We post roles publicly and consider qualified local applicants, including candidates from nearby Indigenous communities.
- We apply the same safety, conduct, and respect expectations to everyone on site. Issues are raised with the supervisor or operations lead so they can be addressed promptly.
- Clarifying job postings to focus on essential requirements and reduce unnecessary barriers for entry-level roles.
- Providing straightforward onboarding that covers site expectations and local context, and pairing new field hires with experienced leads where scheduling allows.
- Making room, within operational limits, for cultural and community obligations when we plan schedules.
- Connecting with local Indigenous employment/training programs to advertise openings.
Our Commitment to Respect in Our Operations
What is in place now:
- Integrate any directions from Nations that come through permits, client requirements, or project agreements into our work plans and tailboards.
- Respect known sensitive areas: plan avoidance where required, flag and buffer as directed, and stop work if something new is found.
- Brief crews not to disturb cultural materials, not to remove artifacts, and not to share site locations.
- Add a standard “Local Nations and Context” section to pre-work plans that names the confirmed Nation(s) and any do/don’t guidance provided.
- Keep a simple contact and commitments log in each job file so obligations are tracked and handed over cleanly between crews.
- Invite operational feedback from Nations we work with and correct issues quickly when raised.
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
The Role of the Complaintant
The Role of the Respondent
The Role of the Company
Collaborative Crew-Culture Agreement
Every crew has its own culture—and the best ones build it together.
Quick Ground Rules For Talking About This Stuff
Collaborative Culture:
bottom of page