Diversity Policy

In satisfying the Corporation’s commitment to selecting the best persons to propose to shareholders as candidates for the Corporation’s Board of Directors and designate as members of management of the Corporation, the Board believes that diversity is important to ensure that the profiles of Board members and members of management provide the necessary range of perspectives, experience and expertise required to achieve effective stewardship and management.

Accordingly, Bombardier has adopted a diversity policy which outlines its approach to achieving and maintaining diversity (including gender diversity) on its Board of Directors and in management positions. This includes requirements for the Board to establish measurable objectives for achieving diversity on the Board and in management positions, and for the appropriate Board committees to monitor the implementation of the policy, assess the effectiveness of the Board nomination process and the appointment process for management positions at achieving the objectives of the policy, and to measure the Corporation’s annual and cumulative progress made in achieving the objectives.

The CGNC and HRCC are responsible for monitoring the implementation and effectiveness of the diversity policy. As such, these committees assess on a periodic basis,

  • the mix of diversity, talents, quality and skills on the Board of Directors and in management positions; and
  • progress made on diversity, including with regard to the achievement of measurable objectives and targets set pursuant to the diversity policy.

The CGNC and HRCC then report their findings to the Board of Directors in order to assess what actions may be required for the coming year. For the financial year ended December 31, 2015, the Corporation has made progress with regard to diversity as evidenced by an increase of 0.8% in the number of women in management positions. Progress has also been made with regard to diversity on the Board of Directors with the election, on April 29th, 2016 of Ms. Beatrice Weder di Mauro as a new director. Women now comprise 26.7% of all directors, which represents an increase of 5.3% compared to the previous Board of Directors. 

Pursuant to its diversity policy, Bombardier aspires towards (i) a Board composition in which women comprise at least 30% of all directors by January 1, 2018, and (ii) having at least 25% of management positions held by women by January 1, 2018, as relevant positions become vacant and appropriately-skilled candidates are available, as set out in the following table:

  Objective Financial Year Ended
December 31, 2015
Financial Year Ended
December 31, 2014
Category Percentage Number Percentage Number Percentage
Number of women in management positions 25% 776/4165 18.6% 837/4710 17.8%
Number of women on the Board 30% 3/14 21.4% 3/15 20%

In consultation with the Executive Chairman of the Board of Directors, the CGNC, composed entirely of independent directors, develops, reviews and monitors appropriate selection criteria for Board of Directors membership that strive to attain a diversity of competencies, genders, personal qualities, geographical representation, business background, cultural background, experience, overall expertise and financial competency, taking into account Bombardier’s circumstances and needs.

In the process of searching for qualified Board of Directors candidates, the CGNC strives for the inclusion of diverse groups, knowledge, and viewpoints. In connection with its efforts to create and maintain a diverse Board, in identifying and nominating candidates for election or re-election to the Board of Directors, the CGNC:

  • will seek to include diverse candidates in any director search. This process will take into account that qualified candidates may be found in a broad array of organizations, including privately held businesses, trade associations, in addition to the traditional candidate pool of corporate directors and officers, and from a variety of cultural and geographic backgrounds;
  • periodically reviews Board of Directors recruitment and selection protocols to ensure that diversity remains a component of any director search; and
  • in order to support the specific objective of gender diversity, considers the level of representation of women on the Board of Directors.

As a result of the most recent assessment of the performance of the Board of Directors by its members, the CGNC and the Board of Directors are of the view that its size and composition as well as the mix of talents, quality and skills are well suited to Bombardier’s current circumstances and needs and allow for its efficient functioning as a decision-making body and promote sound governance.

The HRCC, composed entirely of independent directors, has the mandate to oversee the succession planning for the President and Chief Executive Officer and a number of selected senior executive positions, with the appointment and promotion of other members of management being delegated to management. In compliance with the Corporation’s diversity policy, in fulfilling its role, the HRCC and, where applicable, management:

  • considers candidates that are qualified based on their experience, education, expertise, personal qualities, and general and sector-specific knowledge;
  • makes decisions on appointments and promotions on the basis of performance, skill and merit;
  • reviews potential candidates from a variety of cultural and geographic backgrounds and perspectives, with the Corporation’s diversity objectives in mind including, without limiting the generality of the foregoing, the specific objective of gender diversity; and
  • considers the level of representation of women in executive officer positions when making executive officer appointments.

Pursuant to its mandate, the HRCC also ensures that appropriate hiring policies, competency profiles, training policies and compensation structures, including retirement benefits, are in place so that Bombardier can attract, motivate and retain the qualified personnel required to meet its business objectives. All internal and external training opportunities are based on merit and in light of the Corporation’s and individual needs. In addition, pursuant to its mandate, the HRCC ensures that monitoring is in place regarding social issues such as employment equity, harassment and discrimination, and reviews a 12-month consolidated Ethics and Compliance activity report on human resources issues.

The Corporation’s commitment to diversity is further reflected in its Code of Ethics and Business Conduct, pursuant to which Bombardier shall offer equal employment opportunities without regard to any distinctions based on age, gender, sexual orientation, disability, race, religion, citizenship, marital status, family situation, country of origin or other factors, in accordance with the laws and regulations of each country where it does business.