At Teck, we know that our diversity—the unique perspectives and qualities we individually and collectively bring to work each day—contributes to building a stronger workforce and makes us a better company. We are committed to creating a respectful and inclusive work environment in which every employee feels a sense of belonging and safety. We consciously work to ensure our workforce is reflective of the communities in which we operate.

Our focus on inclusion and diversity is rooted in our company’s core values of inclusion and respect. It is also explicitly reflected in our Equity, Diversity and Inclusion Policy; Respectful Workplace Policy and Standard; Indigenous Peoples Policy; Code of Ethics; and Code of Sustainable Conduct. These policies are our foundational framework, fostering accountability and action across our business.

Teck respects and appreciates differences in age, ethnicity, Indigenous origin or heritage, physical and mental abilities, beliefs, language, sex, sexual orientation, gender identity or gender expression, education, nationality, social background and culture or other personal characteristics.

We recognize that systemic racism, sexism and other forms of discrimination exist, and that industries and corporations – including Teck – need to do more to improve diversity and representation at all levels. Teck is committed to eliminating everyday sexism and racism, and all forms of discrimination, which are often precursors to more serious misconduct and violence.

Our commitment to equity, diversity and inclusion begins with our Board of Directors, which considers diversity in the selection criteria for new board members and senior management team appointments, ensuring a range of perspectives at the highest level. Teck’s Inclusive and Respectful Workplace Committee, chaired by our CEO, oversees our EDI Policy and Strategy, as well as our Respectful Workplace Policy and Standard.

Key priorities in our 2023-2025 EDI Strategy include:

• Improving the representation of underrepresented groups at Teck including, but not limited to, women, Indigenous, Asian, Black, and all people of colour (BIPOC), persons with disabilities, and members of the 2SLGBTQ+ community;
• Expanding training programs on a range of equity, diversity and inclusion related topics, including unconscious bias, as well as intercultural competency with a focus on Indigenous Peoples’ perspectives and traditional knowledge, conflict resolution, human rights and anti-racism;
• Supporting procurement from businesses operated by Indigenous Peoples, women and other under-represented groups;
• Creating and facilitating opportunities for dialogue where people can safely share their perspectives and experiences with the goal of building understanding and a more inclusive culture;
• Improving internal processes for data concerning under-represented employee groups within Teck; and
• Collaborating with industry peers and other companies to share best practices and enhance inclusion and diversity across the mining sector.

We are taking steps to strengthen equity, diversity and inclusion at Teck, with a focus on increasing the representation of women and Indigenous Peoples, in order to:

• Better reflect the diversity of the communities in which we operate
• Contribute to innovation and better decision making through exposure to increased perspectives and ideas
• Attract a broader pool of candidates and improve employee retention
• Build a resilient workforce that is engaged and contributing to Teck’s social and economic goals

Looking Ahead

At Teck, we take pride in the advancements made towards inclusion, and understand that the journey to reaching our EDI objectives is a dynamic one. We are dedicated to advancing our internal initiatives and supporting industry wide best practices to achieve greater diversity in mining.

We have partnered with local, national and international organizations and programs aimed at supporting increased diversity within our industry and beyond:

UN Women’s Empowerment Principles: In 2023, Teck became a signatory of the UN Women's Empowerment Principles, a set of seven principles for business that guide how we empower women in the workplace, marketplace, and community.

Builders Code: a standard code of conduct for workers on construction sites in BC. Teck was the first mining company to sign the Pledge for an Acceptable Worksite. 

Mining Industry Human Resources Council (MiHR): A recognized leader in the development and implementation of national human resources solutions 

International Labour Organization (ILO): A tripartite UN agency uniting member governments, employers and workers in common pursuit of social justice and internationally recognized human and labour rights; Teck incorporates several ILO standards

Gender Equity in Mining Works: Helps companies create a mining and minerals industry where women and men have the best opportunities for making great contributions and having rewarding careers

Women in Mining Canada National Action Plan: Facilitates the provision of assistance to women in mine-impacted areas who are increasingly facing socio-economic problems caused by mining activities 

30% Club Canada: The aim of this organization is to encourage both board Chairs and CEOs to achieve better gender balance at board level as well as at senior management levels; Teck’s President and CEO is a member of the 30% Club Canada

UN Women: Teck and UN Women entered into a US$1 million multi-year partnership in 2016 to promote the empowerment of Indigenous women in Chile; in 2018, the partnership was extended through an additional US$1 million investment from Teck to develop a new training centre for this program and in 2022, Teck committed a US $5 million investment.

The Minerva Foundation: An organization that supports women and girls in British Columbia, Canada, to gain the confidence and skills they need to reach their leadership potential; Teck’s President and CEO is a signatory of the foundation’s Diversity Pledge

Women’s Executive Network: An organization that champions the development, advancement and recognition of women across Canada  

Canadian Centre for Diversity and Inclusion: Teck is an Employer Partner with this inclusive business network that provides research, learning and advisory services for workplace diversity and inclusion in Canada

Pride Connection Chile: Teck is the first mining company in this network of companies that seeks to promote inclusive workspaces for sexual diversity and generate ties to attract LGBTQ2S+ talent to its various member organizations

Pride at Work Canada: Teck is the first mining company to join this network which aims to build workplaces that celebrate all employees regardless of gender expression, gender identity, and sexual orientation. 

Red de Empresas Inclusivas (ReIN) Chile: Teck is the first mining company in this inclusive network of companies that seeks to incorporate people with disabilities into the workforce

International Women in Mining: IWiM is a global non-profit organization pursuing gender equity and promoting women’s voices, access to opportunities and leadership in mining.

Women in Mining Chile: WIM is an international organisation formed by women working in the mining industry from different countries. In Chile Teck formalized collaboration through an agreement, promoting the dissemination of vacancies and participating in different activities.

Women in Mining Alaska: The Alaska Chapter of Women in Mining promotes, encourages, inspires, and advocates for women in the mining industry.

RIM Network of Mining Engineers: RIM is a non-profit foundation dedicated to promoting diversity in work teams, encouraging the incorporation of women in operations and executive positions in the mining industry nationwide. The partnership with Teck contemplates activities to attract talent and the creation of a new RIM Embassy in Tarapacá. 

Catalyst: a global nonprofit that provides research and training to help build workplaces that work for women.