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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 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 2019
100% of permanent employees participating in an annual performance review and development plan 96% achieved
Strong employee participation numbers in the Great Place to Work survey in all of our participating jurisdictions 

N/A: GPTW survey not held in 2020 due

to COVID-19; shorter, more specific and

frequent surveys used instead to address

specific areas such as Return to the

Workplace and Mental Health and Wellness.

Key Metrics

TOTAL WORKFORCE

At December 31, 2020, our global team comprised 961 people:

Key people metrics in 2020

Diversity and WOMEN IN LEADERSHIP 

We recognize the importance of gender diversity. In April 2021, the Board Diversity Policy was amended to include a clear commitment to increase Board gender diversity to 30% by the 2024 annual general meeting. We achieved this target in July 2021, with four female Directors out of 10 (40%). Our formal recruitment process for the Board and Executive Officer vacant positions includes a candidate screening step that includes reasonable efforts to secure at least 50% of qualifed women applicants and the interview pool for every Board and Executive Officer position available. 102-24 In 2021, Vermilion was also accepted as a member of the 30% Club, joining their campaign to increase gender diversity on boards. Increasing diversity in leadership will be managed over time and in line with market.

We also plan to continue a mentoring program, focused on helping high-potential female employees develop their management skills and prepare for senior leadership roles. Given the positive feedback from mentors and mentees, this program will be expanded to additional participants in 2021. In 2020, 17% of leadership roles at Vermilion were held by women.

Values Matter
Vermilion Energy