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Values Matter
Sustainability Report
Values Matter
2016 Sustainability Report
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People Dashboard

SDGTargetVermilion's Contribution

3.4 Reduce premature mortality through prevention and treatment, and promote mental health and well-being

Access to preventive health care, including supplementary medical coverage for all permanent employees, access to mental health care, and support for safe and healthy surroundings and lifestyles.

5.4 Recognize and value unpaid care and domestic work and shared responsibility

Family-friendly work options, including a strong parental leave program, vacation purchase program, flexible working hours, and the ability to work part-time with benefits.

8.2 Achieve full and productive employment and decent work for all women and men

A range of workforce protections, including respect for labor rights, detailed codes of conduct, robust compensation and benefits program, and a range of options for training and development.

 

 Annual Targets 2018
100% of permanent employees participating in an annual performance review and development plan 95% achieved
Strong employee participation numbers in the Great Place to Work survey in all of our participating jurisdictions  80% response rate

Key Metrics

TOTAL WORKFORCE

At December 31, 2018, our global team comprised 1,023 people:

Key people metrics in 2018

Diversity and WOMEN IN LEADERSHIP 

 

We recognize the importance of equitable gender representation for Board and executive roles. In 2018, the Board approved an amendment to the Diversity Policy addressing gender diversity, which introduces a candidate selection step into our recruitment process for Board and executive positions. The candidate selection step requires reasonable efforts to ensure at least 50% of applicants are women. Our intent is to broaden each search process to ensure qualified candidates of both genders are available for consideration. For senior leadership roles, we will continue to develop our mentoring pilot program, with a focus on identifying high potential female employees, developing their management skills and preparing them for senior leadership roles in the future, by matching participants with members of the Vermilion Management Team (Executives and Direct Reports of Executives).

 

Increasing diversity in leadership will be managed over time and in line with market.  We anticipate an implementation period of five years given our internal talent pipeline for executive positions as our preferred source, and market availability for Board and executive positions. Accordingly, the current Board Diversity Policy does not include a formal target to be achieved by a specified date for the gender composition of the Board or executive officers.

 

Two out of 10 (20%) Directors on our Board are female and one out of four (25%) of our senior management team is female. In 2018, 16% of leadership roles at Vermilion were held by women.

Values Matter
Vermilion Energy