About 46 per cent of Pearson’s workforce was born outside Canada, and 69 per cent have parents who immigrated from elsewhere. This is just one dimension of the multifaceted diversity that enriches our workplace culture. As many studies have shown, workplace diversity helps to drive innovation and business growth – which is why we collaborate with other employers across the airport to create a place where every employee feels included, safe and valued.
The GTAA’s commitment to diversity and inclusion is embedded in our talent, workplace and community practices. We’ve also implemented a five-year strategy to target specific opportunities for improvement. These include increasing the representation of women and visible minorities in leadership, fostering a more inclusive work environment and working with local community groups to build more diverse talent pipelines.
The GTAA’s commitment to diversity and inclusion is embedded in our talent, workplace and community practices.
The Women’s Alliance@YYZ is committed to advancing women in the GTAA workplace by attracting and developing talent, cultivating mentorships and supporting professional growth.
In support of this strategy, a new employee resource group was launched in 2019: the Women’s Alliance@YYZ is committed to advancing women in the GTAA workplace by attracting and developing talent, cultivating mentorships and supporting professional growth. The group’s inaugural event, attended by our CEO and executive team members, was designed to encourage open dialogue on topics such as unconscious bias, the imposter syndrome, women in non-traditional roles and why gender diversity matters.
We also apply a crucial diversity and inclusion lens in selecting partners for the Propeller Project, to ensure that the underemployment programs we invest in are representative of Toronto Pearson’s surrounding communities. For example, the youth who develop their tech skills with NPower Canada span the spectrum of ethnic diversity and include a greater proportion of women than are currently employed in the sector. Similarly, the Ogaden Somali Community Association of Ontario (see video) not only helps East African immigrants enter the job market but also provides a broad range of culturally sensitive services, from translation and interpretation support to counselling for women on breast cancer awareness and escaping domestic violence.
For more on diversity and inclusion, please see Sustainability Approach and Performance.
Pearson’s Passenger Care Team is focused on ensuring accessibility and serving passengers with reduced mobility.
While airlines provide wheelchair and mobility assistance, our new Passenger Care Team is even more focused on ensuring accessibility and serving passengers with reduced mobility – and on helping to create a smooth, enjoyable airport experience. Adapting best practices from around the world, our strategy includes co-developing travel solutions and programming with advocacy groups such as the Canadian National Institute for the Blind, the Canadian Council of the Blind, the Canadian Hearing Society and Autism Ontario. Among the programs launched in 2019:
- Using the Aira assistive technology app, passengers who are blind or low-vision can connect to human agents for navigational help at Toronto Pearson. The app enables them to choose their own paths through our airport.
- Partnering with Air Canada, Jake’s House and Autism Ontario, we welcomed 120 children with autism and their families on a simulated airport/flight experience to help them prepare for future travel.
- 15 teams from the St. John Ambulance Therapy Dog Program greet travellers and help alleviate anxiety in those who aren’t at ease flying.
- Working with the not-for-profit Changing Places, we’ve added assisted changing rooms in both terminals for people with severe mobility restrictions.