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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 operate in northwest British Columbia near the Yukon border. We are confirming the exact Indigenous Nations whose territories we work in. This area includes the Stikine/Cassiar region. We will update this section with accurate Nation names and community contacts after we verify them directly with the Nations. Until then, we will plan our outreach and fieldwork on the understanding that we are working on Indigenous territories.
What Collaboration and Respect Look Like
We operate in northwest British Columbia near the Yukon border. We are confirming the exact Indigenous Nations whose territories we work in. This area includes the Stikine/Cassiar region. We will update this section with accurate Nation names and community contacts after we verify them directly with the Nations. Until then, we will plan our outreach and fieldwork on the understanding that we are working on Indigenous territories.
Our Commitment to Inclusivity in Our Crews
What is true today:
- We do not currently have known Indigenous crew members on staff.
- We expect basic respect on crews and in camps. Harassment, slurs, and stereotyping are not acceptable and will be corrected by supervisors.
- Concerns can be raised to supervisors or management and will be followed up.
- Posting jobs and training opportunities through local Nation offices and Indigenous job boards once we confirm the right contacts.
- Making space for entry-level hires through paid training/mentorship on crews where it is safe and practical.
- Offering a short, practical orientation for all staff about the local Nation(s) we are working with (once confirmed), focused on protocols that affect day‑to‑day work.
- Building in reasonable flexibility for cultural obligations when scheduling, where project timelines allow.
- Setting up a clear, private reporting path for any disrespectful behaviour, with defined steps and timelines for follow‑up.
- Tracking outreach, applicants, hires, and retention to see what is working and adjust.
Our Commitment to Respect in Our Operations
What is true today:
- We plan and conduct work to meet permit conditions and applicable laws. If we encounter possible cultural or heritage materials, we stop work and report through the appropriate channels.
- Supervisors brief crews to avoid disturbing flagged sensitive areas.
- Contact relevant Nations early in planning to share proposed layouts and schedules, and to ask about known sensitive areas or seasonal constraints.
- Adjust block design, timing, access, or buffers where feasible to address Nation input and protect cultural and environmental values.
- Where appropriate, include Indigenous monitors during higher‑risk activities and agree on clear stop‑work and notification protocols.
- Share post‑operation summaries (what work occurred, any incidents, and reclamation/deactivation steps) with Nation contacts.
- Offer Indigenous‑owned businesses a fair shot at subcontracting and supply opportunities, consistent with our safety and quality standards.
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
Quick Ground Rules for Talking About This Stuff
- Show up on time, ready to listen.
- One person speaks at a time; no side chatter.
- Listen without interrupting; let people finish.
- Assume good intent; check your understanding before reacting.
- Speak from your own experience; use “I” statements.
- Keep examples general; don’t call out individuals from past seasons.
- Keep it real and respectful; plain talk, no put‑downs or slurs.
- Challenge ideas, not people.
- If the conversation overheats, we’ll take a short break and reset.
- Make room for quieter voices; step up/step back.
- Phones down unless needed for the work.
- What’s shared here is for improving how we work, not for gossip.
- Stick to the agenda; park side issues for follow‑up.
- The meeting lead keeps time; we capture decisions and next steps before we wrap.
Collaborative Culture:
Company Culture (Collaborative, Provisional)
We build crew culture together. We’ve started the crew‑agreement process for this season. Details like timing, who’s taking notes, and how we’ll share the write‑up are still being set and will be confirmed with the crew.
Main themes we will test and confirm with the crew
- Respect as a working condition: plain talk, no put‑downs.
- Clear, direct communication and good listening.
- Accountability that focuses on the work and fixes, not blame.
- Looking out for each other’s safety and wellbeing on site and in camp.
Actionable cultural hallmarks to test and finalize with the crew
- Start meetings on time; one person speaks at a time.
- Keep radios and group channels work‑focused; handle conflict face‑to‑face off‑channel when possible.
- Call hazards when you see them; we back the call in the moment and debrief after.
- Give brief, specific, work‑focused feedback the same day when possible.
- Clean as you go; keep trucks, camps, and sites orderly.
- If something’s unclear, ask—don’t guess.
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