Board and Senior Management Diversity

We believe in having diversity on the Board, and in business in general, and will continue to strive in that direction. Diversity is important to ensure that the profiles of Board members and senior management provide the necessary range of perspectives, experience and expertise required to achieve effective stewardship and management of our business.


We are committed to promoting diversity on the Board, within senior management, and in our overall business. As part of this commitment, we recognize the important role of a greater diversity, including gender diversity, in contributing to a variety of perspectives in the Boardroom and senior management roles.   

Our approach to diversity is articulated through our Board and Senior Management Diversity Policy, as well as our Code of Business Conduct and Ethics and our Respectful Workplace Policy and Procedures

We are committed to provide a work environment of equal opportunities in employment, appointments and advancement, based on appropriate qualifications, requirements and performance, and to support an inclusive and diverse workforce. We will not tolerate discrimination on the basis of, among other things, age, sex, sexual orientation, race, national origin, religion or disability.


The Board’s Governance and Nominating Committee is responsible for recommending to the Board candidates for Director nominations, and the Chief Executive Officer of the Corporation is responsible for making senior management appointment decisions. As part of these responsibilities, we are committed to ensuring that the nomination and selection of candidates for Director and senior management roles is based on merit, with diversity of candidates being taken into consideration throughout the process.


As part of our nomination and selection process, we:

  • Consider candidates for both Director and senior management roles that are highly qualified based on their experience, education, expertise, judgment, personal qualities, as well as general and sector-specific knowledge;

  • Consider diversity criteria, among other relevant criteria, when determining the optimum composition and balance for the Board;

  • Review potential candidates for both Director and senior management roles from a variety of backgrounds and perspectives, having in mind the Corporation’s diversity objectives; and

  • Ensure that appropriate efforts are made to include women in the list of candidates being considered for a Board position, in an effort to support the specific objective of gender diversity.

Monitoring and Review

On an annual basis, the Governance and Nominating Committee of the Board, and the Chief Executive Officer of the Corporation, assess the effectiveness of the Board nomination and the senior management appointment process at achieving the Corporation’s diversity objectives.

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