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Remediation involves assessing the site for environmental impacts due to operational activities and mitigating any that are found.
In conducted 2,264 remediation assessments to move sites towards reclamation, where disturbed land is returned to a capability equivalent to before development.
Following initial reclamation the site is monitored until it meets regulatory criteria, when an application for regulatory closure can be submitted.
The average time from initial reclamation to site closure for a well is five years.
For some ABC areas we have been successful in achieving site closure within one year.
In regulators, with a 99% approval rate on submissions.
This accounted for 10% of Husky’s inventory of sites ready for reclamation.
Over the past eight years, we have certified almost and associated facilities, such as access roads and log decks, reclaiming approximately 9,600 acres of land.
Our tree planting program supports UN SDG implementation of sustainable management of all types of forests, halt deforestation, restore degraded forests and substantially increase afforestation and reforestation globally.
We planted sites in 2019, using species native to the area to re-establish similar land capability, including white and black spruce, lodgepole and jack pine, larch, poplar, dogwood and willow.
We anticipate the number of trees planted will decline in the next few years as planned well abandonments shift from primarily forested areas to cultivated land.
Over the past we have planted more than two million trees on our reclaimed assets.
Returning land to equivalent capacity involves restoring habitat, especially for species at risk, and supports UN SDG the loss of biodiversity.
Of the areas we certified in in regions that are home to species on Environment Canada’s Committee on the Status of Endangered Wildlife in Canada (COSEWIC) list.
Caribou is an umbrella species for boreal forest biodiversity, where other species that share the same habitat requirements benefit from the reclamation and restoration work.
sulphur handling facility near Whitecourt, Alberta, which was used to store and ship sulphur from a third-party gas plant, is progressing.
A Class to consolidate soil with any sulphur impacts, reducing the affected area from 40 hectares to two hectares.
In contained 8,600 cubic metres of elemental sulphur waste and 100,000 cubic metres of affected soil in the landfill.
About using limestone and will be re-used to restore the site.
The ability to obtain soil analysis results while still in the field means better and more effective decision making.
We applied an advanced spectroscopy sensing tool that provides real-time soil analysis of salinity and petroleum hydrocarbons at sites.
We have a range of facility sizes in our asset base and strive to decommission all in a safe, orderly, timely and cost effective manner.
Options to manage surface equipment and other infrastructure depend on the scale and location of the facility.
When developing a site decommissioning plan, we make every effort to re-use, sell, transfer, salvage and recycle, before sending items to the landfill.
In well sites and completed decommissioning and demolition of 13 major facilities.
Nearly of steel, tin, aluminum and copper, was recycled at local scrap metal recycling facilities.
Hazardous materials, including asbestos, were safely contained, removed and disposed of prior to demolition, in accordance with occupational health and safety regulations and disposal requirements.
Construction and demolition waste, which comprised less than 10% of total waste, was disposed of in local landfills.
By using local facilities, and re-using materials locally, we reduced the transportation fuel and related trucking emissions associated with disposal.
We work with specialized vendors to ensure efficient sorting, processing and handling of waste materials to obtain the highest value possible for our scrap metal recycling.
For large-scale demolition activities our vendor selection process includes criteria that specifically address these capabilities and we implement steel credit programs to provide an incentive to maximize the volume of recycled waste.
With four plant sites and pads, as well as extensive equipment and piping, it will be our largest single-facility abandonment to date.
We expect removing the facility will take about two years, coordinated with field abandonment of more than and 130 pipelines to maximize efficiencies.
In equipment to reduce the safety risks associated with theft and trespassing.
Any pipes in sensitive aquatic habitats were cleaned and removed in accordance with an approved Aquatic Habitat Protection Plan.
Demolition and equipment and infrastructure removal occurred at three high-priority sites, while hazardous materials on-site were identified and assessed so that safe handling and disposal plans could be developed.
We will re-use all pumpjacks and tanks from the site, and any material that can’t be re-used will be sent to local scrap metal recycling facilities.
remediate sites has been recognized by various groups.
Social Our employees and contractors drive our business through innovation, supported by a diverse and inclusive workplace.
We want to contribute positively to the quality of life in the communities where we operate, reducing impacts and creating benefits.
is the foundation of a better and more productive working environment.
Husky aims to create a workplace that reflects the communities where we work, where people are treated with dignity and respect, free of harassment, and where diversity is valued in all its forms.
Husky recognizes that shareholders, employees, prospective employees and other stakeholders assess our Company’s diversity and inclusion culture, in part, on who succeeds at our most senior levels.
Recognizing the need to improve the representation of people from diverse backgrounds at senior levels, in a gender diversity target of 25% women at or above the Vice President level.
This target is achievable through our existing talent management and development programs, combined with targeted recruiting to ensure our talent pipeline continues to include women and people of diverse backgrounds.
Managers and leaders across Husky play a key role in meeting and exceeding this target.
Each business performance contract, against which pay-for-performance compensation is evaluated, includes diversity and inclusion plans and goals.
These targets are supported by other corporate human resources programs, employee career development plans, education, training, mentorships and sponsorships designed to help employees achieve their potential and contribute strongly to Husky across their careers.
Our People We support programs such as Women in Science and Engineering (WISE), encouraging careers in STEM.
A fundamental component is increasing representation from diverse groups, including women, Indigenous Peoples, Black people and other people of colour, and persons with disabilities.
This includes encouraging candidates from these groups to consider Husky as an employer of choice, and we participate in targeted forums, conferences and career fairs, forming strategic partnerships with organizations such as Catalyst and the Canadian Centre for Diversity and Inclusion.
As part of our gender equity strategy, we look to increase female participation in careers related to science, technology, engineering and math (STEM), and work with Networking Empowering Women, Women in Science and Engineering (WISE) and the Canadian Centre for Women in Science, Engineering, Trades and Technology (Win...
In Alberta we work with Operation Minerva, where girls in Grade who have careers in STEM.
We are building a strategy to ensure inclusion of lesbian, gay, bisexual, transgender, queer and two-spirited employees and potential employees.
In parade for the first time, joining staff from offices in Calgary and St.
The Diversity and Respectful Workplace Council provides local representation across all areas of our operations, organizing employee events to increase awareness and understanding.
Our education and mandatory training programs increase employee knowledge and encourage a respectful work environment.
Our employee resource groups align with corporate objectives, and are open to any Husky employee whether a member of the designated group or an ally.
The Fusion Network reflects the cultural diversity of employees across the Company.
The enABLE group promotes education and understanding for employees with disabilities, both visible and not.
employees who can focus on safely completing the job at hand, contributing to a more productive workplace.
We support this through a competitive total rewards package for employees and their families, including a base salary and a fully-funded, comprehensive benefits package with supplementary medical and dental care, income protection (life and accident insurance, short and long-term disability coverage), registered retire...
We also offer a fitness allowance, service awards, dependent scholarships and children’s summer camp reimbursement.
We encourage employees to access financial literacy information offered by the Company, including financial education opportunities, access to financial planning resources and one-on-one retirement planning sessions.
Retiring employees may qualify for a comprehensive retiree health-benefit program.
An annual personalized Total Rewards Statement provides employees with a complete picture of how they benefit from, and can maximize, their rewards programs.
We invest in the health and wellness of our employees and their families by providing access to online resources and counselling services through our Employee and Family Assistance Program, including solutions for better work-life balance, career counselling and health coaching.
Recognizing that mental health is vital to a person’s overall wellbeing, we strive to reduce the stigma associated with mental health issues and help employees access services more quickly.
The Working Mind program, developed by the Mental Health Commission of Canada, promotes awareness of mental health in the workplace, educates employees on how to recognize changes in behaviour in themselves and others, and provides resources to help maintain good mental health.
About half of our employees have participated in the program.
We have also doubled our annual individual coverage for psychological services.
Additional health and wellness information is provided to employees through the myHealth website, where resources, programs and upcoming events are outlined.
Should an employee have a medical-related absence, we provide an integrated disability management program with a focus on early intervention.
When coming back to work is recommended, the employee and their supervisor, along with health practitioners and human resources personnel, work together to facilitate a safe and productive return.
technical development programs and resources to all employees.
Qualified candidates are eligible for tuition reimbursement and a subsidized master’s degree program.
Employees are encouraged to create and maintain a professional development plan, considering their personal long-term career goals along with Husky’s business objectives.
Annual performance and operational goals and objectives are set at the executive leadership level and then cascade through the organization so that individual goals are aligned with those of their manager and the business strategy.
Employees participate in informal performance discussions throughout the year, and a formal annual review based on these goals.
We encourage at least two additional career development conversations during the year.
We are committed to supporting and promoting the protection of human rights and designated protected groups at Husky.
Husky also seeks to support and promote the protection of human rights in our sphere of influence.
We adhere to the United Nations Universal Declaration of Human Rights and all applicable human rights laws in the jurisdictions where we operate.
virtual program that gives employees and family members access to a nurse practitioner within placing a call.
About the program in the first month, citing the convenience of receiving a diagnosis and filling prescriptions without having to leave the office.
The kitchens have numerous seating arrangements and heights for people of varying abilities, while the coffee stations have recessed sinks that can be accessed by someone using a wheelchair.
Each floor is colour coded (walls, signs, furniture) indicating where you are.
self-determination and to maintain their culture, identity, traditions and customs.
Our practices and policies recognize Indigenous rights and reconciliation, including the Aboriginal and Treaty rights of First Nations, Métis and Inuit peoples embedded in Canada’s Constitution.
Husky recognizes the diversity of Indigenous Peoples and communities in the areas where we operate.
We work with Indigenous communities to build mutually-beneficial relationships founded in respect, cooperation and economic inclusion.
communities in Canada by seeking opportunities to work together for mutual benefit.
We continue to expand how Indigenous businesses can access work and take advantage of economic inclusion opportunities, developing a wider network of both vendors and employees.
A focus on building capacity in Indigenous businesses establishes competitiveness and develops entrepreneurs.
We create opportunities for goods and services to be provided on a competitive basis, with contracts awarded on technical and safety criteria, as well as price.
Safety is always the primary consideration and all vendors must meet the appropriate Husky safety standards and requirements.
Indigenous companies currently provide our operations with security, safety and medical services, janitorial services, crane operations, general labour, mechanical services, fluid hauling and catering.
We seek to add additional companies to our supply chain by attending business and vendor events.
Thunderchild Energy Services Company, we provided an opportunity for up to eight Indigenous students to participate in an introductory land use planning course.
The training focused on classroom sessions, including speakers addressing Traditional Knowledge, and a field component that provided wildlife and vegetation identification, protocols and processes, with the students also sharing their knowledge, including Cree names, traditional harvesting protocols and traditional use...