Diversity, Inclusion and Belonging
Our approach
As an employer, it’s our goal to create an environment free of discrimination and open to diverse perspectives, where all employees feel they are seen, heard and belong. As a business, we believe we must create experiences that are sensitive and responsive to the communities and players we serve. And as a Crown corporation, we must reflect the commitments our Province has made and contribute to building a society where all have equal opportunities and are treated fairly.
One of the greatest investments we can make is in our people. We are building inclusive policies, processes and structures to encourage behaviours that foster a culture of inclusion and support the growth and development of all employees. In 2021, we launched a new DIB Policy which supports our values of respect, integrity and community and reaffirms our commitments to equity, inclusion and anti-racism. We recognize this will be an ongoing journey and that we have a lot of work ahead of us – and we are passionate and committed to doing our part.
Our team
Working closely with leadership, a dedicated DIB team is responsible for overseeing the advancement DIB initiatives across the organization. The team works closely with our DIB Committee, consisting of a diverse group of employees who champion DIB in the organization and provide insights from different lenses in order to inform our actions, enabling us to deliver better solutions for our employees, customers and communities.
Employee resource groups
Our employee resource groups work closely with the DIB Committee to provide space for connection and development and ensure continuous dialogue around DIB throughout the organization. Here are few examples of employee-led groups that are helping to foster a more inclusive culture at BCLC.
Inclusive Holiday Program for Employees
In recognition of our diverse workforce, BCLC has introduced a program offering employees the flexibility to substitute up to six BCLC-observed statutory holidays in a calendar year for other days that have personal, cultural or religious significance to them.
One exception to the substitution options is the National Day for Truth and Reconciliation. In line with our commitment to lasting and meaningful reconciliation, this day must be observed by all employees on September 30 of each year.
Understanding our diversity
In 2021, we launched our first-ever voluntary survey to get a better understanding of the demographics of our workforce. This information will help us to identify gaps and opportunities to adjust our policies, programs, physical workspaces and communications in order to be more inclusive for everyone. By surveying for our demographics annually, we can measure our progress over time and ensure our programs continue to serve the evolving workforce.
Our commitments
We’re making commitments and working with industry partners and government to make an impact.
BCLC supports government’s commitment to the United Nations Declaration on the Rights of Indigenous Peoples. BCLC is developing a strategy, which will be done in partnership with Indigenous communities, to reflect actions we can take throughout our business to support common goals toward Reconciliation.
As a start we have initiated Indigenous Awareness Training which will be rolled out across our business and have invited elders and experts to participate in sessions intended to celebrate and educate on Indigenous peoples.
Black North Pledge
By signing the Black North Pledge, we are committing to seven goals aimed at helping to put an end to anti-Black systematic racism and creating opportunities for underrepresented groups.
50-30 Challenge
By participating in the 50-30 Challenge, we are working towards two goals:
- Gender parity (50%) on our Board and in senior management positions.
- Significant representation (30%) on our Board and in senior management positions of other under-represented groups: racialized persons, persons living with disabilities, persons who identify as LGBTQ2S+, and Indigenous peoples.
Minerva - The Face of Leadership Pledge
As a participant in the Face of Leadership Pledge, we are part of a community of business leaders that are working to attract, retain and advance diverse female talent in their organizations.
Community of Accessible Employers
As a member of the Community of Accessible Employers, we are working with a network of BC employers to champion for more accessible, inclusive workplaces.
Meaningful Reconciliation
Equity and Antiracism: Pledges
Expanding our Knowledge
Education is key to creating lasting and meaningful change, and it starts with our people. We offer unconscious bias training to all leadership and employees across the organization, which builds awareness of the forces that unconsciously shape our opinions and beliefs, particularly as it relates to diversity. We also partner with our employee resource groups to share resources, and create safe spaces to hold learning and discussion sessions on various topics including racism and discrimination.
Barrier-Free BCLC: Multi-Year Accessibility Plan
BCLC is committed to improving opportunities for people with different abilities. To further identify, remove and prevent barriers to the full and equal participation of people with disabilities, BCLC – with the collaboration of external experts and the Accessibility Employee Resource Group – is undertaking the creation of a multi-year accessibility plan called Barrier-Free BCLC. BCLC plans to finalize and share the plan in 2024.
Recruitment & Equal Opportunity
To build a rich workforce representing the communities, which we serve, we welcome applications from all gender identities, Indigenous persons, persons with disabilities, people of colour and members of the 2SLGBTQAI+ community.
If you are interested in one of our career opportunities and require accommodation at any step of the recruitment and assessment process, please email your request to recruitment@bclc.com. If you have feedback related to accessibility at BCLC, we'd love to hear from you!