GENDER EQUITY IN MINING WORKS 15 T ecks Gender Oppor tunity T eck is a diversifed resource company committed to responsible mining and mineral development with business units focused on steelmaking coal copper zinc and energy Headquartered in V ancouver British Columbia Canada T eck owns or has interests in 12 operating mines one large metallurgical complex an oil sands mining and processing operation and several major development projects in Canada the United States Chile and Peru T eck is working to enhance inclusion and diversity at all levels of their organization and throughout the industry T eck recognizes that inclusion and diversity enables a greater range of perspectives leading to more informed and balanced decisionmaking and ultimately a stronger company As of 2017 women make up 17 of T eck s total workforce which is a 31 improvement since 2014 While T eck has made progress in increasing diversity they recognize there is more to be done and are focused on continuing to implement initiatives and support industry programs aimed at building diversity in mining Measures introduced to date include launching a companywide Inclusion and Diversity Policy diversityfocused recruitment practices and programs and training that support the advancement and development of underrepresented groups T eck Joins GEM W orks As part of their ef forts to support diversity T eck joined the GEM W orks Initiative which helps companies collaborate to foster a mining and minerals industry where both women and men have the best opportunities for making great contributions and having rewarding careers Throughout its 100plus years of operation T eck has collected a large volume of human resources data A detailed review of this information identifed T eck s Internal Staf f V acancy Management Policy and its Succession Management Process as an excellent opportunity to apply the practical aspects of the GEM W orks program The existing policy broadly outlined when a new job opportunity would be flled by appointment using the succession plan and when it would be posted internally or externally Research suggests that men and women respond dif ferently to the way jobs are advertised The data collected by T eck indicated that when a new position was posted internally verses externally women were three times more likely to apply However only approximately 10 of positions were posted internally while the rest were fl led using succession management information T eck identifed an opportunity to take a fresh look at succession planning practices using the GEM W orks program as a way to further enhance diversity TECK V ANCOUVER BRITISH COLUMBIA CASE STUDY 5 W e r olled out our inclusion and diversity policy in 2016 and ar e now working thr ough a fveyear strategic r oadmap to help achieve initiatives and goals ar ound inclusion and diversity in the work place W e ar e committed to being an inclusive employer whose diversity is r epr esentative of the ar eas in which we operate Dean W insor T ecks V ice Pr esident Human Resour ces and GEM W orks Gender Champion