Who applies and who we hire today
- Most applicants are men in their mid‑20s to early‑40s, largely white, with prior bush experience (planting, brushing, wildfire). We hire a mix of locals and people passing through. Referrals are our main hiring path.
- We have worked with Indigenous workers (a handful over different seasons), women (usually one or two at a time), immigrants/new Canadians, and racialized workers. LGBTQ2S+ identities aren’t usually discussed on crew. We haven’t had formal accommodation processes for disabilities; any limitations have been handled informally with safety as the deciding factor.

What’s working
- Crews are built around clear expectations for safety, production, and pulling your weight. When a mix of backgrounds is on a crew and standards are consistent, the work runs well.
- Hiring through referrals helps us find people who know the realities of the job and reduces total unknowns.

Gaps and barriers we see
- Our referral‑heavy pipeline narrows who hears about jobs, so crews tend to look like whoever is already here.
- The work is remote, physical, and seasonal. Many people self‑select out before applying or don’t stay if they haven’t done similar work.
- High seasonal churn makes it hard to build intentional diversity or run formal onboarding every time.
- Camp life and a mostly male environment can be a barrier for some, even when no one is trying to be disrespectful.
- We don’t have formal outreach or accommodation processes, which limits access for some capable workers.

Why this matters for the work
- A wider hiring pool helps us find skilled, reliable people faster. Mixed crews bring different problem‑solving approaches, which can improve safety and quality.

What we’re already doing
- Being upfront about the realities of the work during hiring so people know what they’re getting into.
- Holding the same safety and performance standards for everyone. If you can do the job safely and professionally, you’re treated as part of the crew.
- Addressing behaviour that singles people out when it shows up, and dealing with issues early at the supervisor level when possible.

What we’re exploring next
- Clearer job postings and onboarding that spell out duties, conditions, camp setups, and conduct expectations—so candidates can self‑assess accurately.
- Posting roles beyond word‑of‑mouth to widen the pool while still using referrals where they help.
- Equipping crew leads to manage people as well as production: intervening early on disrespect, applying rules consistently, and handling reports without drama or retaliation.
- Practical camp improvements where feasible (cleanliness, privacy where possible) that make long stretches in camp workable for more people.
- Simple, clear reporting options for concerns, with a straightforward follow‑up process.

What we are not doing
- We are not setting quotas or lowering standards. The job stays the job: safety, reliability, and professional conduct.

Bottom line
- Our crews today reflect the applicant pool we draw from. We’ll keep the bar high and make a few practical changes that widen access to skilled workers who can meet the work. When the team is competent and people are treated like they belong, the work holds up—and that’s the point.