Example | The Cache

Respect in the Workplace

A respectful workplace is the foundation of strong teams and good work.

Our workplace is Respectful

At [Company Name], we believe respect is the foundation of every great team. A respectful workplace means that everyone—no matter their role, background, or experience—feels safe, supported, and valued. We’re proud of the culture we’ve built, where new crew members are welcomed, experienced workers look out for each other, and open communication is the norm.

Looking ahead, we want to keep growing this culture by continuing to listen, learning from one another, and creating space where every voice is heard. When we show up with respect, we not only do better work but build a team that people are proud to be part of.

Why it Matters

Respect and inclusion are at the heart of how we operate. When our crew feels safe, supported, and treated fairly, they’re able to work together more effectively, communicate openly, and stay focused on what matters—getting the job done safely and well.

We know that a positive workplace culture is good for both people and performance. It reduces turnover, strengthens trust, and helps us keep experienced, motivated workers who want to return year after year. Respect isn’t just a value here—it’s part of our strategy for long-term success.

Indigenous Partnerships & Respect

Honoring the lands we work on and the communities we work with.

The Indigenous Territories We Work In

Most of our current and past projects are in Secwepemc and Nlaka’pamux territory. We make a point of checking which traditional lands we’re on before starting a season.

What Collaboration and Respect Look Like

We’ve begun reaching out to local Nations when our projects are close to their communities, and we’re interested in creating stronger partnerships—especially around hiring and training opportunities.

Our Commitment to Inclusivity in Our Crews

Our Commitment to Respect in Our Operations

We acknowledge the land we’re working on and ensure crews understand its cultural significance.
We are exploring cultural awareness training for our team to build better understanding and respect.
We’re open to adapting camp culture to honor traditions, such as making time for cultural practices if requested.

Diversity in Hiring and Culture

A mix of voices creates better teams and better work.

Our Commitment to Inclusivity and Diversity

We work in communities with a wide range of cultures and experiences. Our crews are mostly made up of students and experienced forestry workers, but we know there’s room for more diversity. We’ve worked with Indigenous workers, women, and LGBTQ2S+ folks, and we want to create a place where anyone who can do the job feels safe and welcome. That means reviewing how we hire, train, and support our team to ensure we’re building a culture of respect and inclusion.

Safe Crews: Harassment Prevention & Response

A safe crew starts with zero tolerance for harassment.

What is Harrassment?

Harassment includes any behavior that is unwelcome or makes someone feel unsafe or disrespected—this could be offensive jokes, bullying, unwanted physical contact, threats, or discrimination based on identity. We do not tolerate harassment in any form.

Making a Report

If someone has a concern, they can reach out to me directly—by phone, in person, or via email—and I will confirm that I’ve received their concern. We’ll have a private conversation, and if needed, we can bring in an outside contact for support to ensure fairness and confidentiality.

[Name], Company Lead
Phone: [Phone Number]
Email: [Email Address]

What to Expect

I will listen to the individual’s concern and keep the matter confidential.
The situation will be reviewed fairly, with all parties involved given the chance to share their perspective.
If needed, I will bring in a third-party investigator or mediator.
We aim to respond within 48 hours and follow up promptly with next steps or resolutions.

The Role of the Complaintant

The complainant must report the incident directly to the designated company contact (not through crew gossip or social media).
They are expected to keep the details of the incident and complaint process confidential, sharing information only with the designated contact or investigator.
The complainant should cooperate fully with the investigation, including providing accurate information and participating in interviews if required.
They must maintain professionalism and avoid spreading rumors or making public accusations that could harm others while the process is underway.

The Role of the Respondent

The respondent is expected to maintain a professional attitude during the process and avoid any form of retaliation or negative behavior toward the complainant or other crew members.
They must keep the details of the investigation confidential, discussing the matter only with the designated contact or investigator.
The respondent should participate honestly and fully in the investigation process, including answering questions and providing requested information.
They must continue to follow all workplace policies and contribute to a safe and respectful environment while the complaint is being resolved.

The Role of the Company

The company will treat all complaints with fairness, impartiality, and confidentiality.
We will ensure that both the complainant and respondent have a chance to share their perspective without bias or judgment.
The company will initiate a review or investigation promptly—typically within 48 hours of receiving a complaint.
We will communicate progress and next steps to all parties involved while keeping sensitive details private and secure.
Any final decisions or actions will be documented and shared appropriately, focusing on resolution and prevention.

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

Listen without interrupting
Assume people mean well
Speak from your own experience
Don’t name names from past seasons
Keep it real, but respectful

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Defining Respect:

What does a respectful crew look like to you?
How do we want to treat each other in camp, in the van, and on the block?
What kinds of jokes or comments cross the line?
What makes a new crew member feel welcome—or not?

Taking Action:

How do we handle it if someone’s being disrespected or made uncomfortable? What steps should the crew agree on?
What would make people feel safe speaking up?
If you had a problem with someone, how would you want it to be dealt with?

Accountability:

How do we hold each other to this agreement if someone’s not upholding it?
What do we do if someone crosses a line or causes harm?
Who can people go to if there’s a problem?

Collaborative Culture:

What’s one thing each person can do to help build a solid crew culture this season?

Company Culture:

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