ALERT: We have been made aware of instances where individuals/businesses are misrepresenting themselves as being associated with Hays Canada. Please note that we do not post job advertisements in local marketplace groups on Facebook, we do not contact applicants or conduct interviews via WhatsApp/SMS currently, and we will never ask for credit card or banking information for equipment purchase, nor do we charge fees to jobseekers.
If you are unsure an advertisement or contact is legitimate, please check the job postings on our site and local office contact information.
We believe that a culture built on trust, respect, equality and inclusivity will enable us to live our values, achieve our ambitions and deliver our purpose.
We believe that diversity must be evident at all levels of our business and reflect the markets and communities we serve.
We know that actions speak louder than words. Significant and enduring change will need our constant commitment.
Our commitment
We will support equity, diversity and inclusion in all its forms.
We will place no limits on where we attract talent to join Hays.
Our hiring decisions will be made on talent and potential alone.
We will encourage people to speak up and speak out so that all voices are heard and listened to.
We want all our people to succeed and will strive to help them to fulfil their career ambitions.
We are open to learning and understand we can always do better.
We will support our clients, suppliers and partners to deliver on their own Equity, Diversity and Inclusion ambitions.
We will strive to live our purpose of creating opportunities and improving lives in all that we do.
Our actions
In FY23 we will:
Appoint a full-time, dedicated Global Head of Diversity, Equity and Inclusion.
Review, revise, refresh and share our diversity targets in each business region.
Continue to publish and share our progress on Gender Targets.
Pilot and evaluate a Thinking Partner Program specific to the needs of women in senior leadership.
Design, implement and adopt a globally mandated open and transparent process for senior appointments.
Implement a best practice, globally mandated approach to inclusive recruitment at all levels.
Introduce balanced shortlists for gender (always) and other regional relevant diversity characteristics for all external hiring (excepting volume, entry-level hiring).
Conduct a comprehensive Parental Leave review and develop a consistent organizational and employee-centric approach to managing leave and return to work practices.
