Racism, sexism, ableism, heterosexism, and other types of discrimination—and the resulting inequities—are systemic problems. While we know we’re not going to solve these problems on our own, we formed a DEI Committee in 2020 to help address them. It’s part of our commitment to be accountable to our people, create a more equitable and inclusive environment, and be a positive example for our industry.
2021 DEI Report
Our initiatives
There's always more to do, but here's a list of some of the work we've done so far
- Organized company-wide ally skills, DEI in the workplace, and Indigenous education training sessions.
- Created a formal diversity, equity and inclusion policy.
- Revised our hiring, interview and onboarding policies, including unconscious bias training and formal interview training for hiring managers and supporting interviewers.
- Source and fund optional DEI-focused educational sessions for team members, and created an ongoing list of educational resources.
- Began holding presentations for each department on how to create more inclusive work across our disciplines.
- Normalized the sharing of pronouns throughout the company.
- Held the first session in a program we’re developing with the Immigration Education Society (TIES) and a virtual youth career day with Immigrant Services Calgary.
How we're doing
Our annual DEI reports inform and help us prioritize initiatives—from policies and internal accountability to education and training to community outreach.
Identity and lived experience
Gender Identity
In 2021, fewer participants were cis-gender men. Cisgender women made up over half of the participants. In 2020, there was a fairly close split between people who identified as cisgender men and cisgender women.
2022's summary.
Gender and sexual identity
While LGBTQIA+ (Lesbian, Gay, Bisexual, Transgender, Queer, Intersex and Asexual, or other) and LGBTQ2S+ (which represents the inclusion of two-spirit in Canada) are widely recognized in North America, Gender and Sexual Diversity (GSD) is a more inclusive and modern replacement of the LGBTQ etc. acronym.
2021's results were very similar to 2020's. The vast majority of participants did not identify as Gender and Sexually Diverse (GSD).
Race and ethnicity
An ethnic group or ethnicity is a population group whose members identify with each other on the basis of common nationality or shared cultural traditions. The term race refers to the concept of dividing people into populations or groups on the basis of various sets of physical characteristics which usually result from genetic ancestry. While race is technically a social construct that ignores the scope of human diversity, we used a mix of race and ethnicity here to distinguish underrepresented minorities, which vary based on country.
Similar to 2020, most participants identified as white/caucasian. This number rose to 75 percent when only considering members of our leadership team. There were slight increases in East Asian, Multiracial, Southeast Asian, South Asian, and Latino/ Latinx/Hispanic participants in 2021. But compared to Calgary's makeup, racialized identities are still underrepresented at Evans Hunt.
Age
Similar to 2020, most of the participating employees were between 25-54. There was no significant representation for individuals under 25 or over 54.
Caregiver status
Similar to 2020, the split between parents/caregivers and non-parents/caregivers in 2021 was close to 50:50.
Education level
On average, team members have a higher level of education than Calgary's general population. But it's important to note that one of the main factors that determine post-secondary education in Canada is parental education level. And immigrants and racialized people are less likely to be able to access post-secondary education opportunities.
Close to three-quarters of participating EH team members have completed a bachelor's degree. Because of changes to how we phrased the question, we can’t directly compare the 2021 results to 2020.
Neurodiversity/disability
A disability may include cognitive disabilities, developmental disabilities, hearing impairment, intellectual disabilities, mobility impairment, vision impairment or blindness, and others. A genetic condition may include cancer, cerebral palsy, chronic pain condition, diabetes, epilepsy, HIV infection, Multiple Sclerosis, Muscular Dystrophy, and others. A mental illness may include anxiety, bipolar disorder, depression, eating disorders, major depressive disorder, obsessive-compulsive disorder, post-traumatic stress disorder, schizophrenia, and others. Neurodiversity may include attention deficit hyperactivity disorder, autism spectrum disorder, dyscalculia, dyspraxia, dyslexia, Tourette Syndrome, and others. We recognize that many neurodivergent conditions, genetic conditions, mental illnesses, and disabilities overlap and are not mutually exclusive.
In 2021, a larger share of participants (close to 1 in 3) identified as being neurodiverse, as having a genetic condition, as having a mental illness, and/or as having a disability. In 2020, one-quarter of team members identified as neurodiverse, having a genetic condition, a mental illness, and/or a disability.
Inclusion and belonging
We know that having a diverse team is actually the last part of the equation and that belonging, inclusion, and equity must come first. Inclusion is the "process of creating an environment that supports and encourages all employees, giving particular attention to and elevating the voices of those from underrepresented backgrounds."
As part of our survey, we included a series of questions that explore:
- our corporate culture
- the extent to which our team members experienced discrimination and harassment
- our hiring and recruitment policies and practices
- how we reviewed team members' performance and the opportunities that existed for advancement
- how much team members felt like they belonged, and how satisfied they were with DEI training and resources
The ratings below reflect our team's aggregate data. Percentages can help simplify a data set, but they can also mask important differences—especially ones that affect marginalized or underrepresented voices. We ran an in-depth analysis to find out if those with different positions of power at Evans Hunt had different experiences from each other.
We learned that:
- Those who don't identify as cisgender men were more likely to have experienced a microaggression. They were also less likely to agree that they see others like themselves in leadership roles at Evans Hunt.
- Those who identified as GSD were less likely to agree that they see other people like them on the leadership team.
- Those who identified as neurodiverse, as having a genetic condition, mental illness, and/or disability were less likely to agree that they could see others like them at Evans Hunt (both in general and in leadership positions). They were also less likely to agree that Evans Hunt has done a good job of providing DEI training. And they expressed more worry that they don't have things in common with other team members.
- BIPOC team members were less likely to agree that they could see others like them at Evans Hunt (both in general and leadership positions). They were also more likely to agree that they had witnessed a microaggression at Evans Hunt within the past year.
While the percentages below don't directly communicate these crucial differences, they’re useful as a baseline.
Corporate culture
- A large majority of team members agreed that specific aspects of Evans Hunt’s culture are positive and have improved since 2020.
- New in 2021 were questions to help us gain insight into levels of burnout at the company.
YesI agree that leadership at Evans Hunt is committed to supporting diversity and inclusion.
90%YesI agree that discriminatory jokes are not tolerated at Evans Hunt.
76%YesI agree that Evans Hunt provides an environment for the free and open expression of ideas, opinions and beliefs.
90%YesI agree that Evans Hunt enables me to balance my work and personal life.
93%
Discrimination and harassment
- The majority of team members agreed that Evans Hunt policies discourage discrimination and that staffers can report concerns of harassment or discrimination without jeopardizing job security.
- This section showed much improvement compared to results from the previous year’s survey.
- The majority of team members have not witnessed (63%) or experienced (70%) a microaggression, but there are still 30% who have and 33% who are unsure.
YesIf I have a concern about harassment or discrimination, I know where and how to report it.
88%YesI agree that Evans Hunt's policies and procedures discourage discrimination.
90%YesIf I flagged a concern, I do not think it would jeopardize my job security or the company’s perception of me.
76%
Hiring and recruitment
- A majority agree that Evans Hunt hires people from diverse backgrounds, teams reflect diversity, and everyone has access to equal opportunities regardless of their differences.
- There was a significant increase in agreement from 2020 on hiring from diverse backgrounds, while increases were modest for the other two areas.
YesI agree that Evans Hunt hires people from diverse backgrounds.
93%YesI agree that my team at work is diverse.
65%YesI agree that everyone at Evans Hunt has access to equal opportunities regardless of their differences.
81%
Performance reviews and promotion
- Overall scores in this section have improved, but more work needs to be done to help staff understand their compensation, how fair that compensation is, and what a career development path looks like.
- Lower scores reflect more uncertainty than disagreement with the statements, except for knowing how others are compensated in similar roles (63% disagreed with this statement).
- The majority agree that job performance is evaluated fairly and that resources are available for career development, but about 20% are unsure or neither agree nor disagree.
YesI agree that my job performance is evaluated fairly.
71%YesI know how others in roles similar to mine at Evans Hunt are compensated.
26%YesI agree that my compensation is fair relative to similar roles at Evans Hunt
48%YesI agree that there is a clear career development path for me.
49%YesI agree that Evans Hunt offers the resources I need to pursue my career development path.
66%
Belonging
- All scores in this section improved from the previous year except for three areas.
- New to 2021 was a statement about seeing people like themselves in leadership roles at Evans Hunt, which two-thirds agreed with.
- Compared to 2020, a smaller majority said they felt like they belonged and could be their authentic selves at Evans Hunt.
YesI can see other people like me at Evans Hunt.
86%YesI can see other people like me in leadership roles at Evans Hunt.
64%YesI can see other people like me on the leadership team.
66%YesI have things in common with other team members.
69%YesI can be successful as my authentic self at Evans Hunt.
78%YesI’m recognized for my accomplishments.
72%YesI feel my contributions in team meetings are valued.
89%YesI feel comfortable being myself at work.
90%YesI feel like I belong
79%
Training and resources
The vast majority of team members agree that Evans Hunt has done a good job of providing DEI training programs and are satisfied with the 2021 training. This represents a large increase over 2020.
YesEvans Hunt has done a good job of providing DEI training programs.
98%YesIn general, I’m satisfied with the DEI training programs at Evans Hunt.
92%
2020 DEI Report
Where do we go from here?
Our first step was to understand where people were at. How they felt, what their experiences were, and what we needed to focus on. The DEI team used the first annual report as guidance to create and prioritize the year’s initiatives.
How we're doing
Our annual DEI reports inform and help us prioritize initiatives—from policies and internal accountability to education and training to community outreach.
Gender Identity
In 2021, fewer participants were cis-gender men. Cisgender women made up over half of the participants. In 2020, there was a fairly close split between people who identified as cisgender men and cisgender women.
2022's summary.
Gender and sexual identity
While LGBTQIA+ (Lesbian, Gay, Bisexual, Transgender, Queer, Intersex and Asexual, or other) and LGBTQ2S+ (which represents the inclusion of two-spirit in Canada) are widely recognized in North America, Gender and Sexual Diversity (GSD) is a more inclusive and modern replacement of the LGBTQ etc. acronym.
2021's results were very similar to 2020's. The vast majority of participants did not identify as Gender and Sexually Diverse (GSD).
Race and ethnicity
An ethnic group or ethnicity is a population group whose members identify with each other on the basis of common nationality or shared cultural traditions. The term race refers to the concept of dividing people into populations or groups on the basis of various sets of physical characteristics which usually result from genetic ancestry. While race is technically a social construct that ignores the scope of human diversity, we used a mix of race and ethnicity here to distinguish underrepresented minorities, which vary based on country.
Similar to 2020, most participants identified as white/caucasian. This number rose to 75 percent when only considering members of our leadership team. There were slight increases in East Asian, Multiracial, Southeast Asian, South Asian, and Latino/ Latinx/Hispanic participants in 2021. But compared to Calgary's makeup, racialized identities are still underrepresented at Evans Hunt.
Age
Similar to 2020, most of the participating employees were between 25-54. There was no significant representation for individuals under 25 or over 54.
Caregiver status
Similar to 2020, the split between parents/caregivers and non-parents/caregivers in 2021 was close to 50:50.
Education level
On average, team members have a higher level of education than Calgary's general population. But it's important to note that one of the main factors that determine post-secondary education in Canada is parental education level. And immigrants and racialized people are less likely to be able to access post-secondary education opportunities.
Close to three-quarters of participating EH team members have completed a bachelor's degree. Because of changes to how we phrased the question, we can’t directly compare the 2021 results to 2020.
Neurodiversity/disability
A disability may include cognitive disabilities, developmental disabilities, hearing impairment, intellectual disabilities, mobility impairment, vision impairment or blindness, and others. A genetic condition may include cancer, cerebral palsy, chronic pain condition, diabetes, epilepsy, HIV infection, Multiple Sclerosis, Muscular Dystrophy, and others. A mental illness may include anxiety, bipolar disorder, depression, eating disorders, major depressive disorder, obsessive-compulsive disorder, post-traumatic stress disorder, schizophrenia, and others. Neurodiversity may include attention deficit hyperactivity disorder, autism spectrum disorder, dyscalculia, dyspraxia, dyslexia, Tourette Syndrome, and others. We recognize that many neurodivergent conditions, genetic conditions, mental illnesses, and disabilities overlap and are not mutually exclusive.
In 2021, a larger share of participants (close to 1 in 3) identified as being neurodiverse, as having a genetic condition, as having a mental illness, and/or as having a disability. In 2020, one-quarter of team members identified as neurodiverse, having a genetic condition, a mental illness, and/or a disability.
Inclusion and belonging
We know that having a demographically diverse team is only part of the equation. It's impossible to benefit from the positive effects of diversity without inclusive practices. As part of our 2020 survey, we included a series of questions that explored:
- our corporate culture
- the extent to which our team members experienced discrimination and harassment
- our hiring and recruitment policies and practices
- how we reviewed team members' performance and the opportunities that existed for advancement
- to what extent team members felt like they belonged, and if they felt they’ve been given the training and resources to mitigate unconscious bias
Corporate culture
- A large majority of team members agreed that specific aspects of Evans Hunt’s culture are positive and have improved since 2020.
- New in 2021 were questions to help us gain insight into levels of burnout at the company.
YesI agree that leadership at Evans Hunt is committed to supporting diversity and inclusion.
82%YesI agree that discriminatory jokes are not tolerated at Evans Hunt.
61%YesI agree that Evans Hunt provides an environment for the free and open expression of ideas, opinions and beliefs.
88%YesI agree that Evans Hunt enables me to balance my work and personal life.
88%
Discrimination and harassment
- The majority of team members agreed that Evans Hunt policies discourage discrimination and that staffers can report concerns of harassment or discrimination without jeopardizing job security.
- This section showed much improvement compared to results from the previous year’s survey.
- The majority of team members have not witnessed (63%) or experienced (70%) a microaggression, but there are still 30% who have and 33% who are unsure.
YesIf I have a concern about harassment or discrimination, I know where and how to report it.
66%YesI agree that Evans Hunt's policies and procedures discourage discrimination.
48%
Hiring and recruitment
- A majority agree that Evans Hunt hires people from diverse backgrounds, teams reflect diversity, and everyone has access to equal opportunities regardless of their differences.
- There was a significant increase in agreement from 2020 on hiring from diverse backgrounds, while increases were modest for the other two areas.
YesI agree that Evans Hunt hires people from diverse backgrounds.
61%YesI agree that my team at work is diverse.
59%YesI agree that everyone at Evans Hunt has access to equal opportunities regardless of their differences.
77%
Performance reviews and promotion
- Overall scores in this section have improved, but more work needs to be done to help staff understand their compensation, how fair that compensation is, and what a career development path looks like.
- Lower scores reflect more uncertainty than disagreement with the statements, except for knowing how others are compensated in similar roles (63% disagreed with this statement).
- The majority agree that job performance is evaluated fairly and that resources are available for career development, but about 20% are unsure or neither agree nor disagree.
YesI agree that my job performance is evaluated fairly.
75%YesI know how others in roles similar to mine at Evans Hunt are compensated.
12%YesI agree that my compensation is fair relative to similar roles at Evans Hunt
36%YesI agree that there is a clear career development path for me.
41%YesI agree that Evans Hunt offers the resources I need to pursue my career development path.
56%
Belonging
- All scores in this section improved from the previous year except for three areas.
- New to 2021 was a statement about seeing people like themselves in leadership roles at Evans Hunt, which two-thirds agreed with.
- Compared to 2020, a smaller majority said they felt like they belonged and could be their authentic selves at Evans Hunt.
YesI can see other people like me at Evans Hunt.
84%YesI can see other people like me on the leadership team.
69%YesI have things in common with other team members.
64%YesI can be successful as my authentic self at Evans Hunt.
86%
Training and resources
The vast majority of team members agree that Evans Hunt has done a good job of providing DEI training programs and are satisfied with the 2021 training. This represents a large increase over 2020.
YesEvans Hunt has done a good job of providing DEI training programs.
19%