At Air Canada, Diversity and Inclusion are essential to our success. We strive to create a healthy and rewarding work environment for our employees.
Air Canada has been rated one of Canada’s Top Diversity Employers for the last six years. We understand that diversity is fundamental to our success, ensuring that the cultural sensitivities of customers are respected while stimulating creativity and passion in our workforce.
At our airline, you’ll find women working in virtually every area of the operation, many of them in non-traditional roles. That’s because Air Canada actively encourages and supports equal opportunities regardless of gender.
Nearly half of our 37,000 employees are women. They occupy positions throughout the company – working alongside their male colleagues not only in flight decks and on board our aircraft, but also in airports, legal and accounting departments and right up to the office of executive management. Indeed, in the executive suite, women hold the most senior roles as Executive Vice President and Chief Commercial Officer, Senior Vice President, People and Culture, Chief Information Officer, Corporate Secretary and Vice President, In-Flight Service.
In Fall 2018, Women in Governance held its Annual Recognition Gala in Montreal, awarding Air Canada its Parity Certification along with 30 other organizations from all over Canada and to mark their exceptional commitment to gender equality in the workplace.
Employee Resource Group: Women in ACM
For women occupying non-traditional roles, women in Air Canada Maintenance created a committee to provide the women of ACM with a forum to explore and learn about women in leadership roles through networking, exploring their own personal development. This forum, aligned with our corporate initiative, started with a small group of approximately 10 women in 2013 to it’s current membership of 200. The group is open to both management and unionized employees.
My hope is that aspiring pilots who travel on one of my flights or see me in uniform are struck by the spark of possibilities. Flying is an extraordinary and rewarding career, and young women need to be aware that it’s an opportunity available to them. Hopefully, seeing a female captain and crew inspires young women to reach for their goals in aviation or whatever field they choose.
Captain Barbara Baerg
Partnerships are essential. We work with numerous Aboriginal programs, media and job fairs to hire First Nations people across Canada.
Since 1993 Air Canada has been a sponsor of The Indspire Awards to recognize Indigenous professionals and youth with outstanding career achievements. Recipients are chosen to serve as role models for all Indigenous peoples. In addition, since 2016, we sponsor the Indspire Bursaries and Scholarships to support Aboriginal students in their post-secondary education, apprenticeships and skilled trades programs.
Along with Jazz, Air Canada created a partnership with FNTI (First Nation Technical Institute) in order to help young Aboriginals in becoming pilots.
18 years ago, I saw an employment poster from Air Canada with a First Nations girl in an Air Canada uniform and I thought to myself: "That is what I want to do! That is going to be me!" Before I became a flight attendant, I had only been in an airplane a couple times. This career has opened my eyes to many new sights and has shown me the world. Air Canada is a great company and when my family talks about what I do and whom I work for, they are proud. I would love to see more First Nations people employed and representing Air Canada–whether it be on the front line, in the air, on the ground, or behind the scenes. Huy chq’u"
Karen Chapman, Service Director
With our international expansion and the diversity amongst our customers and stakeholders, it is only natural that their cultural sensitivities are reflected in our workforce and services.
Although always a progressive corporation, Air Canada in recent years has taken additional steps to increase diversity in its workforce. There are an estimated 60 languages spoken and counting by Air Canada employees and 26 per cent of employees belong to visible minorities.
At Air Canada, we believe in equal opportunities for all individuals and we are committed to creating a work environment that is inclusive, welcoming and safe.
If a person can do the job, we make sure that person gets the job.
Arielle Meloul-Wechsler, Senior VP, People, Culture and Communications
Air Canada partners with a number of external organizations to further improve their ability to create an inclusive workplace:
We foster a workplace environment where all employees with diverse sexual orientations and gender identities can feel comfortable bringing their authentic selves to work.
Air Canada is a proud partner of Pride at Work and a strong supporter of Pride Celebrations and HIV/AIDS causes across the country.
I’ve never felt discrimination of any sort in the workplace here. I’ve always had jobs I really liked. I’ve been blessed.
Eric Lauzon, Manager of Community Partnerships
For the fifth consecutive year, Air Canada is proud to offer the Captain Judy Cameron Scholarships in honour of the airline's first female pilot.
The scholarships aim to foster the next generation of women who are following in Captain Judy Cameron’s trailblazing footsteps. The scholarships are granted to young Canadian women studying to become commercial pilots or maintenance engineers.
In 2019, Air Canada committed to awarding $20,000 per year for the Captain Judy Cameron Scholarships, awarded in conjunction with the Northern Lights Aero Foundation.
In 2022, CAE joined Air Canada to double the amount awarded under the 2023 and 2024 Captain Judy Cameron Scholarships for commercial pilot training. Additional scholarship recipients will be selected to become CAE Women in Flight Ambassadors.
You have until November 30, 2023, to submit your application.
For more information on the Judy Cameron Scholarships.
For any questions or technical issues please email: [email protected].
The Northern Lights Aero Foundation is a not-for-profit organization that recognizes outstanding Canadian women in aviation and aerospace. Its mission is to encourage women in Canada to succeed in careers in aviation and aerospace by recognizing and celebrating the achievements of accomplished women, engaging in outreach, facilitating mentorship, and providing scholarship opportunities.
CAE equips people in critical roles with the expertise and solutions to create a safer world. As a technology company, CAE digitalizes the physical world, deploying simulation training and critical operations support solutions. Above all else, they empower pilots, airlines, defence and security forces, and healthcare practitioners to perform at their best every day and when the stakes are the highest. Around the globe, CAE is everywhere customers need them to be with more than 13,000 employees in more than 200 sites and training locations in over 40 countries. Today and tomorrow, CAE strives to make sure their customers are ready for the moments that matter.
This renewable award will be distributed annually to Indigenous student(s) who are attending approved post-secondary institutions enrolled in aviation programs to become a commercial pilot with demonstrated financial need for contribution to education costs. There will be one renewable award granted to a student in other programs such as aerospace engineering along with disciplines that pertain to Air Canada’s business operations such as finance, marketing, business management, information technology, law, and human resources with demonstrated financial need. For more information or to apply.
Deadlines: August 1, November 1, February 1
In keeping with the requirements of the Employment Equity Act, Air Canada submitted its 2021 Annual Employment Equity Report. This Report gives insight into Air Canada’s employment equity journey, from both a qualitative and quantitative perspective. The qualitative portion of the Report highlights the progress made by Air Canada around workplace equity. It also showcases the holistic approach that has been adopted to address diversity, equity and inclusion within the Company. The quantitative portion of the Report provides aggregate data highlighting representational information as it relates to the four identities in the Employment Equity Act (women, visible minorities, persons with disabilities, and Indigenous peoples).
For the first year, the salary data from the 2021 Report can be assessed using Employment and Social Development Canada’s (ESDC) new Equi’Vision tool. It allows for pay comparisons within the organization and with other federally regulated employers, using a standardized set of groupings of occupational groups as defined by ESDC, referred to as Equity Occupational Groups (EEOG).
As an organization committed to best practices around data reporting, the comparisons generated through Equi’Vision must be interpreted using among other factors, those listed below. It is important to note that these factors are not separate from one another but often cumulative. So, all these factors must be considered when looking at the results of the Equi’vision tool, otherwise, the results may lead to incorrect conclusions.
In addition to establishing a formal plan under the Pay Equity Act, Air Canada has internally adopted a strategy that will continue to ensure that equity and inclusion are fostered within the Company. This strategy earned the Company the honour of two employment equity awards from ESDC in 2023, the Sector Distinction Award and the Outstanding Commitment Award.
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