Our People

We recognize the value of strategic, targeted training and through our learning and development programs we:  

• Complete analysis and internal evaluations to understand our people and their training needs; 
• Set short-, medium- and long-term targets for training and development of our employees; 
• Evaluate training programs for continuous improvement using feedback from employees; and 
• Anchor key learnings from training and education programs by requiring homework, follow-up questions, and manager sign-off on new skills.

Training Programs

We work with our employees to build a vision of what they want from their careers and have established a framework to support their growth toward that vision. Each year we support cohorts of our employees through the following courses: 

• Industrial Wood Processing Program at the British Columbia Institute of Technology (BCIT) 
• Business of Sawmilling Program
• LEAD-X
• Senior Leader Development Program

For statistics on successful graduates from these programs, see our annual Sustainability Report. 

Supporting Individual Needs

In addition to the tailored programs we offer annually, we also support on-demand training for employees focused on their individual needs and career paths. Some examples include: 

• Job Training & Progression Plans: In our US operations, we offer a Job Training and Progression program for production employees. This program encourages cross–training, recognizes skill proficiencies and facilitates the development of additional skills.
• On-Demand Learning: We continue to develop and offer an array of courses through our online learning management system that supports everything from new-hire orientation to helping employees learn about Interfor’s role in mitigating climate change.
• Virtual Education Sessions: Virtual education sessions are a popular format, providing accessible and relevant learning opportunities. Facilitated by internal subject matter experts, these sessions allow employees to learn and develop a general understanding of their own and other departments and business units.
• Encouraging Professional Development: We help certified and articling professionals meet their annual training and education obligations, such as those required for Forest Professionals BC or to meet a state Registered Forester license and/or Timber Operations Professional certification in the US. Support is available for accountants working toward a Certified Public or Chartered Professional Accountant (CPA) designation and HR professionals working toward Chartered Professional in Human Resources (CPHR) and Society for Human Resource Management (SHRM) designations.

Investing in Skilled Trades

At our Interfor Center for Trades Excellence in Perry, GA, we provide opportunities for employees to receive in-person instruction and gain practical hands-on learning experience. The training programs enable our employees to progress toward a professional designation while working, and without having to leave their homes and families for extended periods of time.

Learning & Development Programs

Employee Engagement

Meaningful engagement with employees is one of our core values. We have several engagement channels so employees have access to sustainability resources that enable them to be well-versed in the Company’s strategic direction and goals, including:

• Sustainability intranet with industry information, and training and feedback opportunities;  
• Sustainability information sessions; 
• Annual strategic meetings; and
• Interfor website and social media accounts. 

Culture and Retention

We use monthly culture and retention dashboards to track employee satisfaction, engagement and turnover. Metrics for participation, interactions and retention are measured and reported monthly. 

We review the market competitiveness of our compensation and benefits annually and continuously update plans based on these assessments. Our permanent salaried employees share directly in Interfor’s success through a short-term incentive program. Hourly employees at most of our operations also share financially in performance improvements through gain- or profit-sharing programs at their divisions. We offer a fulsome benefits package to all employees, including medical, dental, vision, disability and life insurance. 

Our Employee Assistance Program provides professional and confidential counseling services to help employees deal with personal concerns and life issues such as depression, marital and family conflicts, job pressures, stress and anxiety, alcohol and drug abuse, and grief and loss. 

We respect the rights of workers, including freedom of peaceful assembly and association, collective bargaining, fair working hours and conditions, and fair compensation. We are committed to constructive engagement and stable relationships with our employees and bargaining in good faith with the organizations that represent them. 

Campus Recruiting

Our campus recruiting program is helping us build the talented and dynamic workforce we need to grow our future leaders. Through it, we provide students with a defined plan for their success. They each have a dedicated and knowledgeable mentor and complete a project that drives business value and builds their knowledge. This offers an excellent opportunity for students and lets us evaluate their potential for full-time employment in forestry, lumber manufacturing and business support services. 

We provide practical, meaningful experiences for students to work alongside the best in the industry – people who care about developing the next generation of talent. Our students have opportunities to gain hands-on experience in our operations and offices, working with the industry’s latest technologies and innovations. 

We encourage the students to complete multiple work terms, often at different locations, to give them a broader perspective on our Company and industry. If Interfor is a fit, students are offered a placement in our Sawmill Operations Trainee program or another position that meets their career aspirations. Every year, we hire from our co-op pool into full-time positions. 

Once a student is hired, they participate in our ongoing employee development programs so they can hone their leadership skills and build their industry knowledge to grow their careers. It is one of the reasons why we are able to promote successfully from within. 

At Interfor, we recognize the importance of fostering an inclusive workplace with equitable practices.  We understand that building such an environment is an ongoing effort.   

That’s why, as part of our strategy and commitment to sustainability, we aim to develop a workforce that reflects the strengths and talents of the communities where we operate. We continue to identify and embrace best practices and set clear goals to drive meaningful progress. 

Several of our divisions have site-level committees that focus on celebrating diversity and addressing the specific needs of employees in each region. Beginning in 2025, we require that all employees complete Respectful Workplace training each year to reinforce our commitment to a culture of mutual respect and to reinforce our expectations that all employees will comply with company policies.

African-American History

We continue to build a common platform of understanding so we can better support and engage all of our employees. Through training, campaigns and celebrations, we seek to educate, raise awareness and ultimately come together to address current social issues and challenges. We celebrate Black History Month with events and luncheons hosted at our divisions and a training session for salaried employees facilitated by DEI Company CultureAlly.

Many of our US employees celebrate Juneteenth, and we encourage divisions to host events and we acknowledge Martin Luther King Jr. Day as a holiday for our US divisions. We are proud of our employees’ efforts to celebrate the day with training, trivia, meals and donations to local non-profits.

Hispanic Heritage

We celebrate Hispanic Heritage Month by sharing educational materials through our US Operations to foster a culture of mutual understanding and respect. Our Pacific Northwest Divisions host celebration luncheons for employees. 

Indigenous Cultural Awareness & Understanding

In our Canadian operations, we work with our Indigenous partner communities to identify Indigenous individuals interested in pursuing a career in the forest sector so we can provide them with work experience, mentorship and post-secondary education support.  

Our recent efforts to strengthen Indigenous cultural awareness and understanding include: 

• Our Canadian divisions recognize National Indigenous Peoples Day and National Indigenous History Month in June, and the National Day for Truth and Reconciliation and Orange Shirt Day in September with educational resources and awareness campaigns for both salaried and hourly employees; 
• Our executive and salaried staff have completed Indigenous Cultural Awareness Training with the objective of building a fundamental understanding of Indigenous history in Canada, including the ongoing legacy of colonization and residential schools; 
• The Human Resources team in our Eastern region completed cultural awareness training that focused on ways to address some of the unique barriers and challenges for recruitment and retention of Indigenous individuals; and 
• Many staff who work directly with Indigenous communities attend in-community workshops with Indigenous Elders or join region-specific training to learn more about Indigenous history and culture. 

Please visit our Partnerships with Indigenous Peoples page to learn more about the ways we engage with and support Indigenous communities.

Partnerships with Indigenous Peoples

Taking Action to Attract & Retain Women

Women still face challenges in our industry, and we are committed to breaking down barriers, so they have an equal chance of success. Historically, women have not had a strong representation, especially in operational roles. As part of our diversity strategy, we have set targets and are taking action to increase representation of women in our operational and frontline leadership positions. We celebrate the women in our workforce and give them a platform to inspire and encourage others. 

• Part-time Shifts: We offer part-time and casual shifts at several of our operations to attract a greater diversity of candidates, such as parents with childcare restrictions. We have found that one- or two-day weekend shifts attract a greater gender diversity in applicants and casual shifts allow individuals to try out the work and decide whether to commit to it full-time. 
• Supporting New Mothers: Interfor recognizes the need for private and comfortable spaces to support lactating mothers while at work. Over the past several years, we implemented new standards for lactation rooms at a number of our sites, and our Sault Ste. Marie Division purchased its first lactation pod for new mothers in 2024. 
• Personal Protective Equipment for Women: Traditional personal protective equipment (PPE) designed for men can be ill-fitting for women. We provide PPE options specifically designed for smaller frames, heights and shoe sizes as alternatives for women in our workforce, resulting in greater comfort and superior protection. 
• Women in Trades: We annually participate in women’s conferences and women-specific recruiting events where women in our workforce are invited to share stories about their career paths and showcase the possibilities in our industry. We support programs like the Women in Trades initiative at Thompson Rivers University (TRU) in Kamloops, British Columbia. In 2024, our Adams Lake Division facilitated mock interviews for students in the TRU program. 
• Celebrating Women in our Workforce: Our divisions celebrate International Women’s Day with an awareness campaign, gifts for employees, and recognition of women’s contributions to the industry. 

Supporting Our Veterans

For many veterans, the transition from a military to civilian career can be difficult to navigate. We host hiring events for veterans to help ease this transition and enhance access to the industry.

Each November, our Canadian divisions recognize Remembrance Day, and our US divisions recognize Veterans Day. Many divisions choose to honor the day with a luncheon, recognition for veterans in our workforce, donations to local causes, and opportunities to share veterans’ stories.