June 7, 2023

Ivanhoé Cambridge measures its progress on diversity, equity and inclusion

At Ivanhoé Cambridge, we believe that we can stimulate creativity, innovation and performance by providing an environment where inclusion is one of our core values. Furthermore, we are committed to building diversified teams that represent the people we serve: the six million Quebec men and women who are our depositors. We have a responsibility to ensure that our investments meet today’s needs while at the same time addressing the realities of tomorrow.

How to promote diversity and inclusion in the workplace?

We believe in the importance of a culture that enables every individual to contribute to our organization’s success by being completely themselves. In 2021, Ivanhoe Cambridge launched its diversity, equity and inclusion (DEI) strategy. Since then, our DEI beliefs have been integrated by our teams and the road to an inclusive culture is clearly visible.

Several actions were implemented during that first year. Nearly all staff and leaders were trained in unconscious bias, in addition to being given access to a variety of education and awareness initiatives throughout the year. Recruitment and talent-development policies and processes were reviewed to ensure that they are implemented fairly and consistently.

A little over a year later, we are also proud to see an increase in the representation of women in certain areas. There has been an increase in the proportion of women in asset-investment and -management positions, as well as in leadership roles. Women now make up fully 40% of the senior executive team.

 How can we measure our progress in terms of diversity, equity and inclusion?

In order to be able to continue to measure the effectiveness and to quantify the results and progress of our DEI initiatives and to guide our future actions, it is essential to collect data on diversity representation. 

In 2022, Ivanhoé Cambridge proudly launched the self-identification option at its offices in Canada, Brazil, Singapore, India, Australia and the United Kingdom. Self-identification is the ability to voluntarily indicate whether or not we identify with one of the equity-seeking groups. It is the opportunity to recognize one’s gender identity, ethno-cultural background, sexual orientation and whether or not one lives with a disability, including conditions related to mental health and neurodiversity.

Let’s tell a story together that everyone can relate to

In order to invite them to self-identify anonymously and confidentially*, a video developed by the firm Never Was Average, in which our leaders and colleagues answer questions, is distributed to new talents. The key message is that these data will enable us to create an accurate picture, identify discrepancies, monitor progress and launch new initiatives. 

Through the simple act of self-identification, every employee is contributing to the success of our DEI strategy, as well as to fostering an inclusive culture where everyone has a sense of belonging.

* The data collected are totally confidential and anonymous; only the aggregated data will be accessible.

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