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Engagement

Employees

Grooming the next generation

Early and intentional succession planning is critical to maintaining an agile, skilled workforce. As a significant portion of our colleagues approach retirement, we are recruiting and developing our next-generation workforce to meet the needs of our evolving industry.

We provide our employees pathways for professional growth, and offer resources to expand and enhance their skills, knowledge and management capabilities. Our latest survey of employees revealed that, in their opinion, this is one of Domtar’s strengths.

We have partnerships with community colleges, universities and technical trade schools to introduce students to advanced manufacturing technology and processes we use at our manufacturing facilities. This helps to promote manufacturing as an attractive career path for graduates. These partnerships also provide opportunities for our current employees to enhance their own skills.

We are also expanding the diversity of our workforce by hiring talented people who bring experience from other manufacturing industries and backgrounds.

Domtar’s voluntary employee turnover rate was 4.2% in 2018 compared to a 13.5 percent voluntary turnover rate for the U.S. Manufacturing & Distribution Industry.*

*2018 Turnover Report, Compdata Surveys & Consulting.

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Priorities

  • Recruiting and retaining the best employees who share our values of agility, caring and innovation.
  • Equipping our employees with the skills to succeed, including transferring practical manufacturing knowledge from seasoned employees to the next generation.
  • Creating a collaborative, inclusive workplace that fosters teamwork, builds trust and empowers employees to achieve both business and professional development goals.

Challenges

  • Implementing succession plans to facilitate knowledge transfer and remain ahead of the curve in managing the generational transition in our workforce.
  • Ensuring that our managers take the time to have regular conversations with employees regarding performance, behaviors and development plans.
  • Finding candidates willing to relocate to some of our more rural manufacturing locations.

Women in Manufacturing

With dreams of a career in Science, Technology, Engineering and Production (STEP) since high school, Marie Cyr graduated as a mechanical engineer from L’Ecole Polytechnique in Montreal, joined Domtar in 1995 as a project engineer and soon transitioned to maintenance engineer. “I was the first female engineer at Windsor and the stakes were high,” Cyr recalls. “I realized very quickly I wanted to lead a team, and no challenge was too great for me to tackle in order to reach that goal.”

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Getting the Best from a Diverse Background

What do General Motors, Harley Davidson, Michelin Tires and Alcoa have in common?

They all provided Everick Spence with a diverse set of manufacturing experiences, which later helped advance Domtar’s success at continuous improvement (CI).

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9,784
Employees in 2018*

Employees
by age

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Employees by gender

22% female

78% male

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Management by gender

27% female

73% male

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Employees
by employment type

10% management

90% non-management

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56% Non-Union

44% Unionized

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Employees
by region

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*As of December 31, 2018.

1,394
New employees hired in 2018

NEW EMPLOYEES
by age

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New Employees by gender

29% female

71% male

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New Management by gender

22% female

78% male

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New Employees
by employment type

3% management

97% non-management

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59% Non-Union

41% Unionized

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New Employees
by region

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An inclusive workforce makes Domtar a better business

Domtar’s Inclusion and Diversity Committee is composed of leaders from across the organization. The Committee’s objective is to promote a culture of inclusivity, and to help increase the representation of women and minorities within the company’s talent pipeline.

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Domtar's blended learning approach

Domtar uses a blended learning approach to deliver skills and knowledge to employees most effectively. We strive to offer training that is approximately 70 percent on the job, 20 percent classroom and 10 percent online.

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