Air-Canada-Modern-Slavery-report - Flipbook - Side 7
— Supplier Code of Conduct (SCC)
Our people
Air Canada’s success and sustainability is dependent on how
well it serves, engages and connects with its customers, how
well it contributes to its communities and how it attracts,
engages, trains, retains and motivates its employees. In 2023,
Air Canada grew to about 39,000 employees. We value having
a diverse and inclusive workplace as supported by our policies.
We continue to invest in employees’ growth and development
to best serve our customers. Air Canada employee programs
leverage the latest tools in technology and pedagogy to
optimize engagement and effectiveness, and support employee
skill development and knowledge sharing.
Our human resources
Fostering a Respectful
recruiting processes are
Workplace
robust and the risk of forced
Reporting and addressing
harassment and violence
labour or child labour among
our personnel is extremely
unlikely. We also recognize
our personnel’s right to
freedom of association.
Within our business, about
85 per cent of the active
workforce is covered by a
collective agreement, that
contributes to excluding the
AIR CANADA’S COMMITMENT TO EMPLOYEES
risk of forced labour or child
labour. Our Board of Directors
and the Board’s Human
Resources, Compensation
and Pension Committee have
oversight of the application of our human resource policies.
Air Canada employees are entitled to work in an environment free of Harassment
and Violence. The company is committed to fostering a safe and healthy workplace
and shall make every reasonable effort to provide a workplace free of Harassment
and Violence through appropriate preventative and remedial measures.
Newly recruited employees benefit from strong, extensive initial
training programs to initiate them into Air Canada’s values.
Air Canada offers tools for individuals to report situations that
could represent a contravention of the law, human rights abuses
or harassments in our operations. These mechanisms include our
independent third-party anonymous ethics reporting system
as previously described and the Human Rights and Harassment
Office (HRHO). The Human Resources, Compensation and
Pension Committee of the Board is also presented an account of
complaints received and investigated by the Human Rights and
Harassment Office.
Every three years (or more often as required), Air Canada reviews
and updates the Workplace Harassment and Violence Prevention
Policy and corresponding training.
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MODERN SL AVERY, FORCED L ABOUR AND HUMAN TR AFFICKING REPORT
• The Supplier Code of Conduct (SCC) is a
component of our responsible sourcing
strategy for products and services. It serves to
extend our culture of integrity to our supply
chain and sets the expectations required
from our suppliers and their vendors. This
principles-based code is aligned with our
core values and sets out our expectations of
suppliers to ensure their behaviour meets
Air Canada standards in key areas, such
as business integrity, responsible business
practices and responsible treatment of
individuals. The SCC includes provisions on
human rights, health and safety matters
and ethical behaviours. We also state our
expectation that suppliers do not engage in
any form of child or forced labour, modern
slavery or human trafficking. Remedial action
may include termination of the relationship.
Our independent third-party reporting system
is also available to members of the supply
chain to communicate any concerns.
— Procurement Policy
• In 2023, we updated our Procurement
Policy, which takes a disciplined approach
to procuring goods and services. We aim
to obtain the best value possible from our
suppliers while mitigating risks. We also
consider environmental, social, governance
and economic factors when conducting
procurement activities. The policy explains
how we choose suppliers and how we ensure
that they meet our standards through
due diligence screening and reputational
assessments. We believe that growth and
prosperity do not have to come at the expense
of sustainability.
Other policies also contribute to mitigating the risk
of any form of exploitation including our Workplace
Violence and Harassment Prevention Policy,
Remuneration and other employment standards and
guidelines, Safety Policy and Safety and Security
Reporting Policy. Policies are updated periodically for
accuracy and relevance to changing conditions.
