Initiative
TELL US HOW DO YOU D&I
*** Want to tell us how your organization supports diversity and inclusion? Send your completed format to diac@cim.org. ***
Organization: Cameco
Cameco is one of the largest global providers of the fuel needed to energize a clean-air world. Our tier-one operations have the licensed capacity to produce more than 53 million pounds (100% basis) of uranium concentrates annually, backed by 461 million pounds of proven and probable mineral reserves (our share). We are also a leading supplier of uranium refining, conversion and fuel manufacturing services.
Utilities around the world rely on our nuclear fuel products to generate power in safe, reliable, carbon-free nuclear reactors. Together, we are meeting the ever-increasing demand for clean baseload electricity while delivering safe, reliable solutions to today's clean-air crisis.
Why did your organization decide to implement a D&I program?
Cameco has always had a diversity and inclusion program. As a federally regulated organization, Cameco is required to fulfil the objectives of the Employment Equity Act as directed by Employment and Social Development Canada. However, we recognize that meaningful progress requires action beyond regulatory compliance. Cameco has made several commitments to focus our business targets around diversity initiatives that are inclusive, safe and sustainable for our business needs and the needs of the communities where we operate.
In 2015 Cameco’s Chief Executive Officer, Tim Gitzel, asked “what programs do we have in place to increase women in mining?” At the time, we were operating on the status quo. We had programs and policies to support diversity, such as workplace accommodation and inclusion, a respectful workplace program, and the standard maternity leave policy. We had the basics, but truth be told, we didn’t have targeted programs and initiatives to drive gender equity and inclusion for underrepresented groups.
Before we introduced new programs and policies, it was important for us to understand workplace attitudes towards inclusion. That’s when our Chief Corporate Officer Alice Wong undertook “Coffee Chats with Alice.” From 2015 to 2016, women throughout our North American locations were invited to small focus group meetings to confidentially share their experiences working in a male-dominated industry. We also conducted confidential one-on-one interviews with members of underrepresented groups such as Indigenous peoples, persons with disabilities and members of visible minorities. This research opened our eyes to the fact that we needed to make some change.
Tell us about a few successful D&I policies/actions, big or small that made the difference.
As a result of our 2015-2016 D&I research, we prioritized these three areas of focus:
- Provided personal protective equipment (PPE) designed specifically for women (2016-2019)
- In 2017, introduced mandatory Expect Respect awareness sessions for employees and training for supervisors to re-communicate Cameco’s zero tolerance for disrespect
- Instituted mandatory Unconscious Bias training in 2019 across the company
In the four-hour unconscious bias training, we showed participants real examples of the biases commonly experienced by some of our employees. The sessions not only introduced us to biases we didn’t know we had, but it also opened our minds to perspectives of others that we often take for granted. This was our start toward addressing barriers our employees were experiencing.
"There is strength in diversity of experiences, perspectives and ideas," said CEO Tim Gitzel. "Removing the barriers that hold employees back will help us build a stronger company. It's not a simple challenge, but it is our goal and we are making progress."
How did your organization benefit from a D&I program?
Cameco’s diversity and inclusion plan has always focused on the safety of our employees – not only their physical safety but their psychological safety as well.
Unconscious Bias and Expect Respect training reinforced the importance of psychological safety for everyone. The training provided employees with the opportunity to understand the perspective of minority groups, but also the majority – men – because male allies in the workplace play an essential role in driving a more inclusive environment.
We have seen some positive changes since we took a deeper dive into diversity and inclusion at Cameco. But we still have a lot of work ahead of us and are committed to creating a culture shift. We know that education is only part of the puzzle. Self-awareness, personal beliefs and acceptance are what will drive this shift.
Anything else to share (optional)?
Moving forward, Cameco will be rolling out an online version of its training. In addition, we will continue reviewing our gender pay equity, succession planning and leadership representation to ensure they are inclusive. We are also gathering resources that will help leaders champion inclusion as an organic part of the company’s culture.
Our diversity and inclusion journey continues to be an evergreen plan, ever-changing to meet the needs of our employees our business, and our external stakeholders.
