ERM embraces diversity and inclusion to meet client needs and create a more enriching environment for employees.

We are committed to diversity and equal opportunity in all aspects of employment. We seek to provide a work environment where all employees have the opportunity to reach their full potential and contribute to ERM's success.

Our objective is for the diversity of our employees to reflect the diversity of the communities in which we do business, and for ERM to respect the customs and cultures of those communities.

Through our policies, we prohibit discrimination on the basis of race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, veteran status or under any category protected under the laws of communities in which we do business. Our commitment to diversity and equal opportunity employment means that we:

  • Recruit, hire, train and promote on the basis of equal opportunity;
  • Provide a workplace free of discrimination;
  • Maintain a workplace free of harassment;
  • Foster a workplace with access to opportunities; and
  • Treat each other with respect and dignity.

As part of our commitment to the UN Global Compact, ERM is a signatory of the Women's Empowerment Principles. We have also been involved in a number of technical and industry forums with other companies exploring the opportunities and challenges encountered by global businesses. In Brazil, we contributed a paper on Equality and Equal Pay, as part of the Global Reporting Initiative's (GRI) Knowledge Sharing Project. At the Prospectors and Developers Association of Canada (PDAC) mining conference in Canada, we convened a panel with a number of industry leaders, exploring the challenges faced by women in the sector.

As a Partner-led organization, our target in FY14 was to continue increasing the ratio of female Partners. We made some progress on this, but did not meet the five percent increase we had specified, however, the percentage of female new recruits and newly promoted Partners was greater than our overall average, showing ongoing progress in meeting this this target. We have met our target of increasing the number of women Senior Consultants, and are seeking to achieve a similar increase in FY15 while we look to develop our diversity and inclusion agenda that encompasses diversity of thought, style, national origin, disability and sexual orientation just to name a few.

For more detailed information, see our Global Data section.

As part of the GRI G4 requirements, we are reporting on the ancestry, gender, and age composition of our governance structures at the close of FY14. The U.K.-based Board of Directors consists of four male members of Caucasian heritage, with two aged between 30 and 50 and two aged over 50. The 13 members of the Executive Committee reside in different countries around the world, including Argentina, Australia, the U.K. and U.S. The Executive Committee consists of one female and 12 male members, all of Caucasian descent. Six members are aged between 30 and 50, the other seven are aged 50 years or over.

For more information on our Executive Management team, visit www.erm.com

Highlight

"Women in Mining" Armchair Panel at PDAC

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ERM was invited by Fasken Martineau, a Canada-based law firm focused on the mining and oil and gas industries, to participate in a panel discussion on women in mining. The panel took place at the Prospectors and Developers Association of Canada (PDAC) event, the world's largest mining conference.

Anne Currie, a Partner in ERM's Canada Division, joined the panel of senior women in the mining industry, which included the head of the Ontario Securities Commission and the corporate secretary for Goldcorp. The armchair chat, with an audience of around 50 PDAC attendees, focused on gender diversity in mining, as the industry faces an upcoming global labor shortage. The discussion also touched on cross-cultural expectations around the role of women, the importance of mentors, risk-taking and self-imposed limitations.

After the panel, ERM's debrief discussion identified gender in the workplace as a key theme for the conference. Female consultants in the industry worked to increase information-sharing and mutual support throughout the company, starting with a Chatter group and a regular conference call for female Partners in Canada. ERM hopes to expand the initiative across geographies in FY15.

Work/Life Balance

Our business sometimes demands long hours, frequent or extended travel and deadline pressures; within this context, ERM strives to maintain an appropriate work/life balance for our employees.

We recognize that our employees face a variety of demands both at and outside of work, including family commitments, study and other personal pursuits. We strive to provide flexible working arrangements, where feasible, and technology solutions to help our employees manage their day-to-day demands.

We also encourage the promotion of healthy lifestyles. In many of our locations, employees help identify and implement well-being initiatives, such as expanded access to medical benefits and wellness activities, gym memberships, team sports, recognition of special family days and fresh fruit supplies in the office.

We have invested significantly in specialist health expertise for those traveling to the tropics and other extreme environments and for those who work on sites with higher elements of risk. The Health and Safety section of this report provides further details on our approach.

People Profile

leila schein

Leila Schein, Buenos Aires, Argentina

A Thought on Sustainability

When I first joined ERM, I had a blurry concept of my near future. I put all my energy into my work and got pretty exciting rewards out of it: I traveled quite a lot, not only within Argentina, but also to Brazil, Chile, Ecuador and even London, always involved in interesting projects and meeting people across the company.

But, life happens and it does so in such a strong way that sometimes we can only become spectators. My first daughter pretty much made me forget where or what I was doing before her. I didn't want to stop working but I couldn't get back to do it as before; this was an opportunity to redefine the way ERM and I related.

My supervisors, with the support of my colleagues, suggested a combination of part-time regime and home office that was and still is a perfect way for me to balance my role as a mother and my responsibilities as a consultant and part of a team. Working every day with sustainability-related issues, it is impossible for me to forget how much this everyday gift is a step towards a better world.