Equity, diversity and inclusion
Teams that reflect Quebec, with fair access to work and to advancement.
GSF Canada’s teams bring together people of very different backgrounds, ages, languages and origins. That is not a communications objective; it is the daily reality of a service company that hires locally, across every region where it operates, in roles that do not require a specialized diploma.
Our responsibility is to make that diversity a strength rather than a source of misunderstanding. It runs through hiring rules based on the real requirements of the job, onboarding that is understandable to the person arriving, and supervisors trained to work with multilingual teams.
For us, equity is decided mostly at the point of access: access to a first job, to a workable schedule, to training, to a team lead position. Those moments determine whether someone advances or stalls.
We apply the Quebec and Canadian legal framework on human rights and non-discrimination. Regulatory indicators published in France by Groupe GSF belong to a different legal system and are not transposed here.
Equal opportunity in hiring
Hiring decisions rest on the real requirements of the role: availability, physical capacities tied to the tasks, understanding of safety instructions, service mindset. Age, origin, gender, religion, sexual orientation, disability and family status play no part in the assessment.
- Selection criteria tied to tasks and site instructions.
- Openness to non-linear careers and returns to the labour market.
- Welcoming people newly arrived in Quebec.
- No criterion based on a prohibited ground of discrimination.
An inclusive workplace
An inclusive team is not a silent one. We expect concrete behaviour from our managers: introducing new people, checking that instructions were understood, distributing unpleasant tasks fairly, and stepping in when an out-of-place remark starts circulating. That is where inclusion is actually decided.
Respect and non-discrimination
GSF Canada tolerates no discrimination, harassment or intimidation, whether it comes from a colleague, a manager or a third party present on a site. Anyone who experiences or witnesses such a situation can raise it with their manager or with human resources, and the concern must be handled. Our obligations here follow applicable Quebec and Canadian law.
Language and communication
French is GSF Canada’s working language. We also know that many people join our teams while still learning it. Safety instructions and methods are therefore explained simply, demonstrated in the field where needed, and revisited with the person rather than delivered once.
Access to training and advancement
Equity would mean little if it stopped at hiring. Our training paths are open to all teams, and team lead or specialty positions are offered first to people already on staff. A promotion has to be prepared: it takes support, not just an announcement.
Working conditions and balance
Our work involves varied hours, sometimes in the evening or early morning. Within the limits of service agreements, we aim to build predictable schedules and to account for known personal constraints — transportation, childcare, a second job. Predictability is often the first real driver of equity.
The Groupe GSF framework
Equal opportunity and developing everyone’s talent are among the commitments published by Groupe GSF. Those commitments guide Group culture internationally. Their Canadian expression sits within Quebec and Canadian law, and the Group’s French regulatory indicators do not apply to GSF Canada.