2. We Value Diversity
It is important to London Drugs that our workforce, vendor, and customer base reflects the diversity of our communities
We recognize that in today's labour market we need to be proactive in our recruitment efforts and make sure we’re accessing the talent and skills of a variety of people

3. Variety in beliefs & customs contributes to our growth
Having team members with a variety of beliefs and customs is what contributes to our continued growth as a company
In addition to diversity, London Drugs’ values:
Fairness and Inclusiveness
Consistency of Approach
Mutual Respect and Dignity
Trust
Variety in beliefs & customs contributes to our growth

4. First to sign an Aboriginal Employment Partnership Agreement
Leading the Way
On June 4, 2003, London Drugs was the first private-sector employer to sign an Aboriginal Employment Partnership (AEPI) agreement.
This symbolized our commitment to:
Develop recruitment strategies
Promote employment and career development opportunities for Aboriginal people
Share information on employment opportunities
Facilitate cross-cultural relationships that foster a supportive work environment
First to sign an Aboriginal Employment Partnership Agreement

5. Source, recruit, hire and retain skilled aboriginal workers
Our Objective
By partnering with the AEPI (now called BCAWS), London Drugs’ goal is to improve our ability to source, recruit, hire and retain skilled Aboriginal workers
Value the input and support we’ve received through our partnership with the AEPI/BCAWS in helping us move forward in our goal
Source, recruit, hire and retain
skilled aboriginal workers

6. Steps So Far Working Group Established Workplace Audit
Cross Cultural Training
What have we done so far?
We established an internal working group with BCAWS representatives and members of our HR team
Through a workplace audit conducted, this workgroup did a review analysis of our employment policies and procedures and this audit result in recommendations for an Aboriginal employment strategy (in progress)
Coordinates cross cultural training for our Managers and staff.

7. Presentation Tool
London Drugs and AEPI/BCAWS created a presentation tool to be used at a variety of outreach activities. This tool highlights info about our culture/values, community involvement, career opportunities, advancement opportunities and what we look for in an applicant, and how our recruitment process works.

8. Strategy To Action Moving Strategy to Action Attend & Sponsor Events
Encourage Our Managers to
be Champions
Communicate
Our Career
Opportunities
Recognize Partnerships
Are Different
Participate in Local Pre-Employment
Programs
Strategy
To Action
SHANE – this is where you own experience will really be highlighted. Speak about the involvement you’ve had as a local champion in your community)
Use London Drugs’ recruitment tools (occupational audit) to share info about the company and our career opportunities
Participate in local pre-employment programs (advertise job postings on Aboriginal websites, participate in career fairs, participate in employment panels for students/job seekers)
Regularly consult with and work with BCAWS for assistance and support
Network and develop partnerships with local Aboriginal employment representatives
Seek out and value the advice of Aboriginal employees on aboriginal recruitment and retention
Recognize that each experience and partnership will be different
Attend and/or sponsor aboriginal events, career fairs, info sessions, and conferences to share info about LD
Be a local champion
Seek out Aboriginal
Advice
Develop
Networks &
Partnerships
Ask For
BCAWS
Assistance

9. The Future! Recruitment materials
Practicum / work experience opportunities
Cross cultural training i.e. on-line
Internal partnership web page
We’re working on recruitment pamphlets and other materials to use with the occupational presentation
We’re looking to partner with retail/business programs in providing practicum/work experience opportunities for aboriginal students
Conduct ongoing cross cultural training.
We will be offering an on-line cross cultural course by the end of March or early April. This will be made available to all staff and management. Assistant Store Managers will be attending a cross cultural training session with Bob Joseph in April as part of their annual meeting
Complete internal webpage focused on our partnership which acts as a toolkit for our managers in moving this strategy forward