As of {{ticker.Quote.Date.DatePart}} {{ticker.Quote.Date.TimePart}} EST
We are a leading, oil-focused infrastructure company with a focused asset base and stable, long-term cash flows.
With nearly 14 million barrels of storage, and over 500 km of crude pipelines, we touch 1 in every 4 barrels produced in Western Canada.
Safety, environmental protection and community play important roles in our growth as a company.
We are a crude oil infrastructure company that connects customers to markets, employees to rewarding careers, and investors to long-term value.
We are committed to fostering a respectful and inclusive workplace reflective of the communities where we live and work.
We believe that an effective Board and Leadership team requires diverse expertise, experience, independence, personal skills and qualities to ensure our long-term success. In an effort to increase gender diversity within our Board and Leadership team, we rolled out a Diversity and Inclusion Policy in March 2019. In February 2021, we expanded the Policy to include racial and ethnic minorities as well as Indigenous Persons and also embedded our diversity and inclusion targets. The Policy articulates our belief that diversity allows for better corporate governance and enhanced effectiveness through the contribution of different perspectives and experiences. At the time of publishing, women comprise 40 percent of our Board and 33% of our Senior Leadership team.
Read Our D&I Policy
Gibson continues to make progress on its diversity and inclusion commitments and identified both short- and long-term objectives for improving diversity, including four key strategic pillars around which efforts have been focused: Recruitment, Retention, Advancement and Awareness. To date, with an initial focus on gender diversity, we have successfully initiated programs across all four pillars.
Key metrics were identified to understand the composition of our workforce. Results of this analysis have enabled us to incorporate gender diversity into our human resource programs. For instance, recruitment practices were modified to aim for equal gender representation of applicant interviews. We have also initiated and implemented a Women in Operations & Engineering and a Women in Finance Development Programs to attract and develop future female leaders graduating from post-secondary schools. These programs are further supplemented by the Gibson Energy Women in Operations & Engineering and Women in Finance scholarship programs which will support female students at various post-secondary schools across North America.
Interested in working at Gibson? Learn more here.