CPCS: Better infrastructure solutions. Better lives.

CPCS has a diverse client base, team, and we work in a wide variety of contexts. We’re employee-owned and an international employer of choice where everyone belongs.

We’re committed to DEIB and CPCS governs its business in a manner where people can bring their best selves to work, and ultimately, make the greatest contribution to our mission and impact, which is Better infrastructure solutions. Better Lives. Questions or comments? communications@cpcs.ca

1. Actively promote diversity, equity, inclusion, and belonging

• Actively recruit, hire, and promote diverse talent and ensure inclusive processes.
• Offer all employees equal opportunities for professional development and ensure visibility and access to them.
• Offer all employees equal opportunities for professional development.
• Give visibility, internally and externally, to a diverse pool of experts and thought leaders.
• Support the organizational impact of our various employee-led committees and employee resource groups.
  

2. Remove barriers to diversity, equity, inclusion, and belonging

• Ensure CPCS operates in a physical workplace (offices and buildings) that is inclusive, barrier-free, and tsupports wellbeing (physical and mental).
• Ensure that hiring, evaluation, and promotion processes are based on principles of individual merit and achievement, without any form of prejudice, bias, or inequity.
• Create a work environment that is free from any form of micro-aggressions, acts of violence, harassment, or bullying by raising awareness, training employees, addressing issues, and fostering an inclusive leadership.
• Understand and address specific barriers that may hold back certain employees or groups of employees. 

3. Be committed to progress

• Executives and management are committed, lead by example, and participate in DEIB matters, while ensuring allocation of resources as appropriate.
• Ensure that employees are consulted on matters that affect them, involved, and that people at all levels are accountable.
• Plan for action, monitor, adjust, and report transparently on progress companywide.
• Communicate internally and externally, and engage employees on DEIB matters, this policy, and corresponding action plans.

Related content

• Our Integrity Code
• Our Accessibility Policy
• Our Environmental and Social Responsibility Policy 

For ease of reference

• Diversity is, but not limited to, age, gender, ethnicity, national origin, sexual orientation, visible or non-visible disability, indigenous status, gender expression/identity, education, religion, diversity of thoughts and cognitive frameworks (For example, some are slow thinkers and others fast thinkers).

   

• Equity is when all individuals have equal opportunities and support to succeed and grow. It’s about more than equal pay for equal work in each market or treating everyone the same way. It’s also accommodating differences such as accessibility, and providing physical workplaces that are disabled-friendly, which is key for inclusion.
  
  
• Inclusion is where employees are respected and cared for despite differences. It’s fostering an environment where all individuals feel valued, heard, and respected.

   

• Belonging is about ensuring the organization, its leaders, and employees provide a psychologically safe workplace where everyone is comfortable expressing themselves without fear of judgement or retribution.