Initiative
TELL US HOW DO YOU D&I
*** The content below is intended to provide you with a format for you to follow and complete for your organization. Send your completed format to diac@cim.org. ***
Organization: The Canadian Institute of Mining, Metallurgy and Petroleum
The Canadian Institute of Mining, Metallurgy and Petroleum (CIM) has been the trusted voice for leading industry expertise in Canada for the past 122 years. This technical society of industry professionals is dedicated to the creation and dissemination of leading-edge knowledge, the incubation of innovation, the development of standards and best practices, the celebration of excellence and the promotion of sustainable practices across the full spectrum of Canada’s minerals, metals, materials and petroleum industries.
A leading-for-profit, CIM's members, convened from industry, academia and government, help shape, lead and connect Canada’s mining industry, both within our borders and across the globe.
CIM is a proud member of the Global Mineral Professionals Alliance. Our aim is to foster a resource sector that is broadly recognized and respected as an engine for sustainable growth and prosperity and to champion the world’s best practices and expertise for integrated resource development at home and globally. https://www.cim.org/
Why did your organization decide to implement a D&I program?
CIM recognizes that a well-integrated diverse workforce brings value, unlocks internal capacity of organizations and increases the creativity and performance of their workforce. A McKinsey study on the impact of integrated diversity states: “Our latest analysis reaffirms the strong business case for both gender diversity and ethnic and cultural diversity in corporate leadership—and shows that this business case continues to strengthen. The most diverse companies are now more likely than ever to outperform less diverse peers on profitability.”
As an institute committed to leading practices, not only was it the “right” thing to do, it was the “smart” thing to do. CIM was the first of the national mining associations to implement a D&I program.
Tell us about few successful D&I policies/actions, big or small that made the difference.
One action CIM took in 2013 was the creation of Diversity and Inclusion Advisory Committee (DIAC) in response to industry requests for CIM to support various diversity initiatives. The purpose of DIAC is to encourage diversity and inclusion within CIM and the mining industry at large. DIAC is working to meet this goal through objectives that include the encouragement of increased diversity and inclusion within the broader CIM organization, providing guidance to CIM Council on various matters related to diversity and inclusion, and assisting CIM in linking the messages around the business case for diversity and inclusion to the industry through its publications, electronic communications and conference and outreach programs.
All CIM Executive Committee and Council meeting commence with a Diversity and Inclusion share, in the same vein as a Safety Share, in which we share a best practice or story. This not only reinforces our commitment, but helps to set the tone for the conversation to follow, ensuring a lens on issues of diversity and inclusion
There has been an effort to encourage greater diversity on our various Society and Committee executives. Though we have a Diversity and Inclusion figures both as a subject matter and as subject matter experts in CIM Magazine editorial – in print and online
In 2020 there has been a strong uptick in the production of topical webinar and social media presence, bringing greater awareness around more issues.
How did your organization benefit from D&I program?
CIM has benefited from a D&I program is through enriched conference and event programming by having a dedicated committee that is leveraged to provide guidance for CIM convention planning committees by:
- Elevating D&I component and engaging more diverse contributors;
- Creation of D&I content for its members and industry at large that facilitates adoption of D&I mandate;
- Advise on the appropriateness of proposed social programs.
Diversity and inclusivity at the leadership and executive levels within the CIM organization – including staff, branches, societies, committees and Council – brings diversity of perspectives and thoughts.
Anything else to share (optional)?
CIM strives to continue to be a learning organization. We recognize that our journey to be a more diversified community while fostering inclusion is one full of continuous improvements. We look to our industry partners to share and learn best practises on our journey.
