We’re devoted to growing the diversity of our people, promoting an inclusive culture, providing everyone with an equal voice because simply put, it’s the right thing to do.
We don’t waver from our core values as a business and equality, inclusion & diversity is no exception.
This is the standard we’re holding ourselves to and the promise we’re making – regardless of who you are or where you’ve come from.
“Really simply put, inclusion for me is to ensure that everybody in our organisation and our teams has a voice.” - Ian L. Edwards, President and CEO
Our Responsibilities as a Business is to
-
Promote inclusiveness in our policies, practices and business relationships.
-
Proactively recruit and on-board candidates from a diverse pool of applicants.
-
Raise the awareness of diversity and inclusion through voluntary training, continuous learning and perspective sharing.
With so many opportunities across the project lifecycle, every career in SNC-Lavalin can be as broad and varied as your vision. We welcome uniqueness. We believe diverse groups make better decisions – which leads to better business. So, at SNC-Lavalin, from senior managers to all employees, we’re committed to equality, inclusion & diversity.
It’s been a journey we have embarked upon and we are proud to say that-
- 30% of our headcount in India are women professionals.
- Consistently we have ensured that our hiring numbers for women professionals’ range between 30-35% every year.
- We have 15% of women professionals in senior leadership positions.
- In addition, we are also consciously focused towards onboarding other diverse groups at Atkins India.
We have been consistently voted twice in the top 100 best companies for working women in India by Avtar.
Our Equality, Diversity and Inclusion Initiatives
Mitigating Unconscious Bias
Unconscious bias can affect our decisions in all areas of life, but especially in the workplace. Influences such as our background, experiences and environmental conditions can all play a part in shaping our choices, whether we realize it or not. When a bias is prevalent, we tend to struggle to hire diverse teams, and efforts to improve workplace inclusion will be of limited success as well as the ethical imperative for recognizing and mitigating unconscious bias, there are commercial considerations, too. It is essential to ensure necessary checks and balances are in place so that careers are driven by performance and not the employees’ identity whether its gender, culture, sexual orientation, or any other.
Mentorship and Reverse Mentorship Program
Through reverse mentoring, the millennials or the future leaders could understand the organization as well as network with senior leaders to contribute new ideas, particularly in areas such as making the best use of technology and finding out a different way of adding value to the business.
In short, when the culture of mentorship is imbibed into the equality, diversity and inclusion initiative, employees can focus on their own development, take risks, explore possibilities, gain exposure to senior leaders who get to know them. As such they understand that differences are not just seen but also valued, they can feel understood and appreciated, assuring them that they are an integral part of the organization.
Moments from our first Pride Month
For the very first time, the Global Technology Centre (GTC) at Atkins celebrated Pride Month by conducting events that raised awareness, showed support to the community, and fostered a climate of inclusiveness in the organization.
Let’s Talk- an external session
An activist and a member of the support group community in Bangalore addressed a session and took questions which was attended by close to 300 participants, the session was informative and an eye-opener for the participants.
Collaboration with CSR
The Aham Asmi and the CSR team joined hands to provide ration to the transgender community impacted by the pandemic. Implemented in partnership with Happy World Foundation, many of our employees took part in this drive to uplift their spirit.
As an organization, we understand the challenges that individuals face when making inroad into the workforce after a career break. Through the BIG program, we aim to facilitate an empathetic and holistic approach and empower our Line Managers’ network and employees to mitigate the situation. The benefits that are offered in this program are medical benefits, employee assistance programs on matters such as post-partum depression, behavioral health, legal and financial issues etc., mentoring, flexible or part time working, crèche facility from our specialized service providers and BIG groups or community for interaction and support.
Our first virtual job fair for diversity hiring
As an organization, we understand that diversity is critical to our growth and prosperity because it enables us to innovate and adapt in a fast-changing environment. We hosted our first virtual job fair for diversity hiring in partnership with Vividhataa, an executive search firm specialized in scouting diverse.
We’re devoted to growing the diversity of our people, promoting an inclusive culture, providing everyone with an equal voice because simply put, it’s the right thing to do.
We don’t waver from our core values as a business and equality, inclusion & diversity is no exception.
This is the standard we’re holding ourselves to and the promise we’re making – regardless of who you are or where you’ve come from.
“Really simply put, inclusion for me is to ensure that everybody in our organisation and our teams has a voice.” - Ian L. Edwards, President and CEO
Our Responsibilities as a Business is to
-
Promote inclusiveness in our policies, practices and business relationships.
-
Proactively recruit and on-board candidates from a diverse pool of applicants.
-
Raise the awareness of diversity and inclusion through voluntary training, continuous learning and perspective sharing.
With so many opportunities across the project lifecycle, every career in SNC-Lavalin can be as broad and varied as your vision. We welcome uniqueness. We believe diverse groups make better decisions – which leads to better business. So, at SNC-Lavalin, from senior managers to all employees, we’re committed to equality, inclusion & diversity.
It’s been a journey we have embarked upon and we are proud to say that-
- 30% of our headcount in India are women professionals.
- Consistently we have ensured that our hiring numbers for women professionals’ range between 30-35% every year.
- We have 15% of women professionals in senior leadership positions.
- In addition, we are also consciously focused towards onboarding other diverse groups at Atkins India.
We have been consistently voted twice in the top 100 best companies for working women in India by Avtar.
Our Equality, Diversity and Inclusion Initiatives
Mitigating Unconscious Bias
Unconscious bias can affect our decisions in all areas of life, but especially in the workplace. Influences such as our background, experiences and environmental conditions can all play a part in shaping our choices, whether we realize it or not. When a bias is prevalent, we tend to struggle to hire diverse teams, and efforts to improve workplace inclusion will be of limited success as well as the ethical imperative for recognizing and mitigating unconscious bias, there are commercial considerations, too. It is essential to ensure necessary checks and balances are in place so that careers are driven by performance and not the employees’ identity whether its gender, culture, sexual orientation, or any other.
Mentorship and Reverse Mentorship Program
Through reverse mentoring, the millennials or the future leaders could understand the organization as well as network with senior leaders to contribute new ideas, particularly in areas such as making the best use of technology and finding out a different way of adding value to the business.
In short, when the culture of mentorship is imbibed into the equality, diversity and inclusion initiative, employees can focus on their own development, take risks, explore possibilities, gain exposure to senior leaders who get to know them. As such they understand that differences are not just seen but also valued, they can feel understood and appreciated, assuring them that they are an integral part of the organization.
Moments from our first Pride Month
For the very first time, the Global Technology Centre (GTC) at Atkins celebrated Pride Month by conducting events that raised awareness, showed support to the community, and fostered a climate of inclusiveness in the organization.
Let’s Talk- an external session
An activist and a member of the support group community in Bangalore addressed a session and took questions which was attended by close to 300 participants, the session was informative and an eye-opener for the participants.
Collaboration with CSR
The Aham Asmi and the CSR team joined hands to provide ration to the transgender community impacted by the pandemic. Implemented in partnership with Happy World Foundation, many of our employees took part in this drive to uplift their spirit.
As an organization, we understand the challenges that individuals face when making inroad into the workforce after a career break. Through the BIG program, we aim to facilitate an empathetic and holistic approach and empower our Line Managers’ network and employees to mitigate the situation. The benefits that are offered in this program are medical benefits, employee assistance programs on matters such as post-partum depression, behavioral health, legal and financial issues etc., mentoring, flexible or part time working, crèche facility from our specialized service providers and BIG groups or community for interaction and support.
Our first virtual job fair for diversity hiring
As an organization, we understand that diversity is critical to our growth and prosperity because it enables us to innovate and adapt in a fast-changing environment. We hosted our first virtual job fair for diversity hiring in partnership with Vividhataa, an executive search firm specialized in scouting diverse.
