Acceptance & belonging
We are committed to attracting and retaining top talent, fostering a results-driven culture and creating a workplace where diverse perspectives are welcomed and encouraged. This approach strengthens our decision-making, enhances innovation, and positions us to meet challenges and seize opportunities.
By removing barriers and cultivating an environment where everyone feels respected and empowered with a sense of belonging, we enable people to do their best work — resulting in a more productive, engaged workforce with greater efficiency and fewer absences.
Our commitment: Foster an environment where everyone feels a sense of belonging and is empowered to achieve personal and organizational success.
Ambitions & actions
Strengthen belonging by achieving top-quartile survey results on questions that relate to belonging by year-end 2028.
Maintain at least 30% Board representation of each of the male and female genders, and at least 40% overall diversity1.
Measure gender representation in leadership roles and progress efforts to remove potential barriers to attracting, retaining and developing top talent.
Improve STEM and skilled trades career readiness, with an additional focus on girls and women.
1 Includes women, Indigenous peoples, persons with disabilities and members of visible minorities.
Learn more about our operations, technology development and our community involvement. Read our stories.
Attracting and retaining top talent
Recognizing that gender diversity in the energy sector continues to lag most major sectors, especially in field and operating locations where access to diverse talent is more limited, we are committed to fostering belonging and supporting the next generation of talent by improving STEM and skilled trades career readiness, with an additional focus on girls and women.
Fostering acceptance and belonging in our workplace
To achieve an unbiased and respectful workplace, individuals are evaluated based on qualifications, merit and abilities, and we encourage applications from all qualified candidates.
We are committed to providing a safe workplace, applying fair labour practices, treating our workforce with dignity, fairness and respect, and our Human Rights Policy supports the principles of the Universal Declaration of Human Rights. Our Workplace Violence & Harassment Prevention Standard shares our expectations of staff and highlights the values that foster an accepting workplace where everyone feels like they belong.
Staff resource groups
We have a charter and governance framework for staff who would like to start a resource group. Currently, six groups help us encourage social engagement where all are welcome. They are voluntary, open to all staff in all locations, employee-led and executive-sponsored groups that enhance the experience of all staff.
enABLE@Cenovus focuses on promoting education, awareness and understanding for staff who have, or who are supporting individuals with physical or mental disabilities.
Fusion@Cenovus aims to bridge cultural gaps by leveraging the unique perspectives and skills of all staff and promoting cultural awareness and understanding to break down barriers.
Indigenous Community Sharing Circle (ICSC@Cenovus) welcomes both Indigenous and non-Indigenous staff and strives to create a supportive environment where staff can gather, engage and be empowered to achieve personal, career and community goals.
PRIDE@Cenovus provides education on LGBTQ+ challenges and opportunities in the workplace while promoting a safe and positive environment for all staff.
Women@Cenovus encourages all genders to forge strategic connections and develop themselves.
MentalHealthMatters@Cenovus aims to foster positive mental health for all staff. Through collaboration, education and communication, the network is helping us build a more open and supportive mental health culture, and take better care of ourselves and each other.