Our crews today - Who tends to apply: Mostly men, mid‑20s to early‑40s, largely white. Seasonal workers (planters, brushers, wildfire crossover) with bush experience. A mix of locals and people passing through. Few applicants straight from big cities unless they’ve done similar work. - How we hire: Referrals are the main source. It helps us avoid total unknowns, but it also narrows the pool. - Who we’ve worked with: Indigenous workers (a handful across seasons), women (often one or two at a time), immigrants (often through planting networks), and racialized workers (small numbers). LGBTQ2S+ identities aren’t usually discussed, and we don’t ask. We haven’t had formal hires where disability accommodation was set up; any limitations have been handled informally, case by case. What’s working now - Crews run best when expectations are clear, everyone pulls their weight, and people are treated like they belong if they can do the job safely and reliably. - Mixed crews have worked well when standards and respect are consistent. Gaps we see (without blame) - Underrepresentation of women, Indigenous workers, newcomers to forestry, and racialized workers. - Heavy reliance on word‑of‑mouth narrows who even hears about openings. - Rough, remote, mostly male camp environments can deter some applicants. - High seasonal churn makes it hard to build consistency. - No formal accommodation or disclosure process; handled ad hoc. Why this matters for the work - A wider, more inclusive hiring pool helps us find skilled, reliable workers in a tight labour market. - Different backgrounds bring useful problem‑solving, local knowledge, and ways of working that can improve safety and production. What we’re already doing - Hiring on ability to do the work safely and reliably; same standards for everyone. - Setting clear expectations about the work and conditions when we post roles or onboard. - Addressing disrespectful behaviour when it shows up; crews work better when issues are dealt with early. - Handling individual limitations informally where it’s safe and practical. What we’re exploring next (without overpromising) - Broadening recruitment beyond referrals: clearer job postings, plain language about the work, conditions, pay structure, and minimum requirements. - Posting in more places, including local job boards where we operate and channels that may reach applicants we don’t usually see. - Equipping crew leads to manage people as well as production: setting expectations, stepping in early on conduct issues, and applying consequences consistently. - Making reporting options simple and clear, with follow‑up and no retaliation. - Tightening up camp basics (cleanliness, privacy where possible) because it affects whether people stay. - Clarifying how to request an accommodation and what’s feasible in a safety‑critical, remote environment. What won’t change - Safety and production standards remain the same for everyone. - We don’t set quotas or ask people to disclose personal information. We focus on conduct and capability. How we’ll check progress - Track, in broad terms, who applies and who we hire (experience level, general demographics where voluntarily shared) and which recruiting channels bring candidates. - Review at season’s end what helped people stay or leave, then adjust our approach. Bottom line - We work across BC, often near Indigenous Nations and in remote camps. We aim to widen the net while keeping standards clear and consistent. If you can do the job safely, pull your weight, and respect the crew, you belong on our crews.