This is a quote from Linda Coady, the new president and CEO of the B.C. Council of Forest Industries, reflecting on learnings from a recent project she co-led in her former role with the Pembina Institute, along with Globe Series president Elizabeth Shirt.

Shirt and Coady opened the Women in Forestry Virtual Summit this week with a discussion about takeaways from the project that uncovered barriers and collected stories and lessons from women leading the energy transition.

Shirt confided that the stories they collected were, “At times tough to hear, and I’m sure tougher to share.” The project confirmed women, especially Indigenous women, are more likely to be harassed than their male counterparts in industrial settings, but the more than 100 women who participated each shared a unique strategy for resilience to continue to lead in their careers.

Coady said forestry faces similar challenges to the energy industry with gender equality and participation, but that momentum is there with events like the summit bringing leaders – regardless of company seniority – together to learn and share.

The third annual virtual summit drew more than 800 participants from across the country, as well more than 20 other countries, all tuned in to see how the Canadian forest industry is working to break down barriers to embracing diversity.

Speakers tackled what it means to be an ally, Indigenous rights and participation, hiring strategies, and the role of the boss in making workplaces more inclusive. A panel of women in the industry shared their personal journeys to carve out a role in a male-dominated workplace.

Heather Boyd, executive director of the Forestry Sector Council in Nova Scotia, spoke to recruitment strategies and noted that at their recent forestry innovation event, 35 per cent of the participants were women – a marked uptick from the industry average most recently tallied in 2016 as 17 per cent.

“Inclusion is not just about checking boxes,” Boyd said. “It’s about ensuring all people in your workforce feel like they belong.” A diversity, equity and inclusion (DEI) strategy is a good place to start, but that needs to be a working document, consistently reviewed and not shelved, she said.

The workplace environment was among the topics brought up during the panel discussion with women working in operations roles.

The panel, moderated by lumber trader Haleigh Callison, included Cascades Récupération+ regional operations manager Cynthia Larose, Ann-Marie Baron, OH&S Manager for Lemare Group, and millwright and welder Lana Love.

Love, who recently became a field operator with Arbios Biotech, shared her experience when she started in trades, feeling the need to be one of the guys. “When my apprenticeship started, I think that some men saw it as a threat to their right to exist the way they had always been able to exist at work, and the often-misogynistic culture that they enjoyed at work,” Love said. Her reaction to their blame was to try and be seen as “one of them.”

“That changed when I became a became a supervisor. Creating a safe and inclusive workplace was really important for me, for all of my workers. Racist, sexist or otherwise offensive remarks were not allowed by anyone,” she said.

All of the sessions for the virtual event are now available on demand on our event page, each as an individual YouTube link by clicking on the title of the session.

Thanks to all our sponsors for making this free event possible!

Our gold sponsors: John Deere, Interfor, West Fraser, and Canfor.

And our bronze sponsors: Alberta Forest Products Association, Forestry Innovation Investment, FSC, GreenFirst Forest Products, Mosaic Forest Management, Resolute Forest Products, Sustainable Forestry Initiative, Woodtone, WorkSafeBC, and Forests Ontario.

CFI: What drew you to forestry and your job at SFI?

My love of forests started in the middle of the night in Vermont during a thunderstorm. Lightning struck just a few feet away from head, and all the electricity in the house went out. The next day, the electrician couldn’t figure out how we were still alive, but I knew. It was because my bed wasn’t made from a steel frame. My father, a cabinet maker, made my bed out of wood, and it saved my life.

I’m a forest hugger—valuing all the benefits that forests and forest products bring, all the life-saving and life-sustaining benefits. But unfortunately, we have seen that if a forest isn’t valued, it can be converted to something else, like a parking lot or mall, which means we lose the important environmental, social, and economic benefits sustainably managed forests provide.

At SFI, we are working to advance sustainability through forest-focused collaborations, and our vision is a world that values and benefits from sustainably managed forests. Through our work at SFI, my hope is that people value sustainably managed forests and we can work together for a better future.

CFI: Do you find there are certain challenges or hurdles for women to enter or stay in the industry?

In the State of Canada’s Forests: Annual Report 2022, it says that only 17 per cent of people employed in Canada’s forest sector are women. Without role models in leadership positions or organizations being intentional with recruiting and retaining, young women may not decide to pursue or stick with a green career pathway.

But when you are intentional and do the work, you see that women and a diversity of people, including Indigenous, Black, Latina/o/x, and 2SLGBTQIA+ communities and people living with disabilities, are very interested in the forest and conservation sector.

For example, through Project Learning Tree Canada (PLT Canada), an initiative of SFI, we’ve helped place over 7,000 young adults in green jobs across Canada with our Green Jobs program, and we’re very proud to have achieved gender balance and almost 15 per cent of placements for Indigenous youth.

We need to continue working on creating pathways for women and a diversity of people to leadership positions, because if you can see it, you can be it. Organizations have to create the conditions for success so that women and a diversity of people are getting those opportunities. When I speak to executives, they do recognize this need. But there is more work to be done here, even if I have seen improvements over the course of my career.

CFI: What was it like for women when you first got involved in the industry?

When I started in the forest and conservation sector, I was the only woman in the room. Today, thankfully, it’s changed. There has been great progress, inclusion, and opportunity, but we still have a ways to go. It’s important is to ensure a diversity of voices at the table.

CFI: What can companies do to attract and retain women?

We all need to work together to build a diverse and resilient workforce and create inclusive, welcoming workplaces.

For recruitment, we need to highlight women and a diversity of people in green jobs and showcase the exciting diversity of careers within Canada’s forest and conservation sector. We also know that awareness needs to start young, which is why PLT creates a lifetime of learning through environmental education, forest literacy, and career pathway resources and programs. As kids grow into young adults, we help them develop skills, networks, and experiences that can lead them to successful career paths. We’ve worked hard to help employers share role models and career opportunities, with resources like A Guide to Green Jobs in Canada: Voices of Indigenous Professionals, Black Faces in Green Spaces: The Journeys of Black Professionals in Green Careers, career fact sheets, Forest Quest, and more.

Then of course, once someone is excited about a career in the forest and conservation sector, they need to be welcomed into an inclusive workplace. Organizations need to do internal trainings and embed diversity, equity, inclusion, and accessibility within their organization. They should also be intentional in ensuring they have gender equality and diverse representation in leadership, on boards, and on committees. We are working on more employer trainings to support these initiatives, such as PLT Canada’s Indigenous Rights and Relationship Building courses with Sault College and our Green Jobs Employer Series.

Mentorship is another powerful tool for recruiting, retaining, and advancing the workforce, so organizations can decide to invest in creating a program for their employees. It can help young women and a diversity of people get in the door, and it can help those already in the sector advance their own career by developing coaching and leadership skills.

CFI: What advice do you have for women considering a career the forest industry?

Take the front row! Be curious, believe in yourself, and learn from others. When you succeed, help others do the same—share your voice for good!

As the forest and conservation sector is traditionally male dominated, it can be intimidating entering the workforce as a young woman. Finding a mentor who can share wisdom, lessons learned, and connections, breaks down some barriers and can help you navigate the space. You can find an informal mentor through LinkedIn or networking events, or join a structured program, like PLT Canada’s Green Mentor program.

This article is part of CFI, Pulp & Paper Canada and Canadian Biomass’ Women in Forestry series, an annual celebration of women in the industry. Find more content here and follow us on social media with the hashtag: #WomeninForestry.

Remember to join us for the Women in Forestry Virtual Summit on Mar. 7 at 11 am ET/8 am PT! It’s FREE to register. Sign up now!

Year after year I’m amazed at how rapidly things are changing compared to when we started. These voices are more and more optimistic about what the future holds for inclusion in the forest sector.

Below is this year’s collection of Q&As. Give them a read, and join us tomorrow for our third annual Women in Forestry Virtual Summit.

‘Challenge yourself’: Q&A with plant manager Hanen Abd
Hanen Abd is a successful chemical technologist, a thriving plant manager, and a devoted mother who loves challenges. READ MORE

Unboxing learning opportunities: Q&A with Kruger’s Paula Allen
Paula Allen entered the pulp and paper industry in pursuit of new opportunities. Her quest to learn more and more about Kruger and the packaging industry sparks her enthusiasm afresh every day. READ MORE

President’s view: Q&A with Fibreco’s Megan Owen-Evans
Megan Owen-Evans, president of B.C.-owned Fibreco Export Inc., one of the largest wood biomass handling terminals in the world, is helping bring more diversity to the Vancouver waterfront. READ MORE

Home in forestry: Q&A with mill manager Natalie Peace
Natalie Peace, mill manager with Weyerhaeuser Edson OSB in Alberta, discusses the changes she has seen in the mill over the last 20 years and the power there is in having diversity in the workplace. READ MORE

‘Go for it!’: Q&A with tradeswoman Lana Love
One message that Lana Love would like to highlight for women is that gender-based views of what a woman’s career should be shouldn’t stop one from pursuing a career in the forest industry. READ MORE

Immersed in forestry: Q&A with Lemare Group’s Ann-Marie Baron
Ann-Marie Baron is the occupational health and safety and labour relations manager at Lemare Group, a privately owned harvesting, road building, log brokerage and civil works company based on Vancouver Island. READ MORE

‘Raise your voice’: Q&A with Prof. Peggy Smith
In her many years of experience in the industry, professor Peggy Smith has raised her voice to make a huge difference and is encouraging women to do the same. READ MORE

Team player: Q&A with Jessica Kruger’s Charland Labonté
Since Jessica Charland Labonté’s chance entry into the industry, she has taken up numerous challenges along the way and delivered the required results. READ MORE

Ardent advocate: Q&A with silviculture supervisor Olivia Blizzard
A chance decision to join a forestry program in university led Olivia Blizzard – silviculture supervisor with J.D. Irving’s woodlands division in New Brunswick – to become a passionate advocate for sustainable forestry practices and bringing in more women to the industry. READ MORE

Sustainable career: Q&A with Shaw Renewables’ Julie Griffiths
The right team and flexibility to find the right home-work balance were essential factors for Julie Griffiths to settle into her career with Nova Scotia wood pellet producer Shaw Renewables. READ MORE

Winning contributions: Q&A with forest sustainability director Wendy Crosina
Wendy Crosina is the director of forest sustainability at Weyerhaeuser Canadian Timberlands, and is also a recent recipient of the Forest Products Association of Canada’s Women in Forestry award. READ MORE

Quest for improvement: Q&A with Sarah Stockley, environmental specialist at Mercer
As an environmental specialist, Sarah Stockley’s focus is on keeping up with industry standards and requirements. She is on a quest to continuously improve environment and sustainability practices at Mercer Peace River Pulp. READ MORE

Celebrating women: Q&A with Tolko Industries’ Janis Simpkins
Janis Simpkins, the vice-president of Indigenous and government relations and Sustainability with Tolko Industries talks sustainability, Indigenous partnerships, and women in leadership. READ MORE.

Focusing on ‘IDEA’: Q&A with forester Julie Dinsdale
For Julie Dinsdale – a registered professional forester and is the B.C. Indigenous relations lead for West Fraser – focusing on Inclusion, Diversity, Equity and Accessibility (IDEA) is a great idea. READ MORE

‘Sasquatch’ logger: Q&A with Janessa Nelson-Smith
Janessa Nelson-Smith grew up in a logging family, married into a logging family and has now joined a growing group of women making their careers in forestry. READ MORE

Sparking passion: Q&A with forestry student Aly Brooks
Aly Brooks, a second-year forest technology student from NAIT, says her passion for being outdoors drove her decision to join the forestry course. READ MORE

‘Take the front row!’: Q&A with SFI’s Kathy Abusow
Kathy Abusow is a renowned leader in the forest industry who is encouraging women to take the front row and help each other to succeed. READ MORE

Julie is a registered professional forester and is the B.C. Indigenous relations lead for West Fraser. We spoke with her last year about how she was helping reshape the forest industry though measurable action on economic reconciliation with Canada’s Indigenous communities as well as sustainable forest management.

We caught up with her again this year for a quick update.

CFI: How did the industry change in the past year?

Overall, there is a higher level of understanding about the business advantage and necessity for inclusion, diversity, equity, accessibility. We have seen an increased focus on IDEA conversations and how to turn those ideas into action in the forest industry in a methodical way. There has been a more focus on creating a space for conversations about IDEA where we can explore issues from multiple perspectives and facilitate positive change together more effectively.

Working in a respectful way to reduce fear that can exist around change is an important part of this work gaining traction.

Specific to West Fraser, workforce representation of women increased to 15 per cent and representation of under-represented minorities has increased to 25 per cent.

CFI: How has your role changed in the past year?

My role has changed to fully focus on supporting our divisions in Indigenous relations – this includes a wide variety of responsibilities, but primarily the focus on building bridges, agreements and partnerships with Indigenous communities and our divisions. I have an increased focus on Indigenous recruitment, retention, and inclusion, community relations, and exploring business development opportunities. In addition to this, I am leading the implementation of our work in Canada towards Progressive Aboriginal Relations (PAR) certification, where we will be working on setting targets on procurement from Indigenous-owned business and Indigenous employment.

CFI: How significant is it for women in our industry (and other industries) that we celebrate this day?

This is an important time of reflection, of looking back to see how far we have come, and learning from the past so that we can continue to choose more inclusive pathways in the future.

Showcasing the achievements of women, Indigenous, and diverse candidates is a great way to connect with and inspire the current and future workforce. By demonstrating the focus on IDEA, we can encourage people from all backgrounds to take their place in the forest industry and other industries and have a rewarding career.

This article is part of CFI, Pulp & Paper Canada and Canadian Biomass’ Women in Forestry series, an annual celebration of women in the industry. Find more content here and follow us on social media with the hashtag: #WomeninForestry.

Remember to join us for the Women in Forestry Virtual Summit on Mar. 7 at 11 am ET/8 am PT! It’s FREE to register. Sign up now!

In her many years of experience in the industry, she has raised her voice to make a huge difference and is encouraging women to do the same.

CFI: What drew you to forestry and your job at Lakehead?

I think I was going through a mid-life crisis in my mid-30s. I had been a secretary for almost 20 years and was tired of living close to the poverty line, unable to buy a house or afford a car as a single woman working in the “pink ghetto”. I decided to return to school.

Forestry was the discipline I settled on because it brought together my personal history and interests.

I come from a family of loggers and farmers with mixed blood (Cree) ancestry. I moved to Thunder Bay, Ont., from a bush camp near Manitouwadge, Ont., in the middle of my first year of school in a one-room schoolhouse in Stevens, Ont. Thunder Bay became home, but I left when I was 17 to travel the world and work across Canada. I became interested in social change, including women’s liberation and a concern about the environment. I also began to explore my Indigenous roots, inspired by my younger sister who was part of a group of young folks who, under Xavier Michon’s leadership, established the Thunder Bay Indian Friendship Centre.

Forestry seemed to me to be the place where I could come home to my family and Lakehead University, and bring together my interests around Indigenous peoples’ place on the land and in decision-making, feminism, the environment through better forestry practices, and earning a better living in a largely male-dominated field. In 1991, I graduated from the honours bachelor of science in forestry, the same year that the National Aboriginal Forestry Association (NAFA) was founded. My first contract was with NAFA.

After working at NAFA for a few years, I decided to pursue graduate studies and enrolled in the University of Toronto’s Faculty of Forestry in 1997. In 2000, Lakehead University’s Faculty of Forestry and the Forest Environment approached me to see if I would be interested in applying for a position that would develop Indigenous programming in the faculty. I jumped at the chance to return home, to my family and alma mater, and to work on expanding the knowledge of forestry students about Indigenous issues. It took me another seven years to complete my PhD with the added burden of teaching, research and administrative work, but I finally got it done! I retired from Lakehead University in 2017.

CFI: What was it like for women when you first got involved in the industry?

Because I was in the forest policy arena, promoting rights-based Indigenous engagement in the forest sector, I attended a lot of meetings.

Many times, I was the only woman in the room. Often times, it meant challenging the men in the room about their language about and treatment of women and Indigenous people. Even to this day, there are times when I raise issues in meetings but my voice is ignored. I note that more attention is paid when it’s a man making the same point. But I think, overall, there is a growing respect for and solicitation of women’s leadership in the sector.

CFI: What can companies do to attract and retain women?

I was involved with the National Steering Committee on Gender Equity in the Forest Sector led by a partnership between the Centre for Social Intelligence and the Canadian Institute of Forestry (CIF). There are some great tools that came out of this process and I would urge companies to use them. The CIF has a website – Free to Grow – where you can find resources. Included on the site is a small study I worked on with Erin Knight on Indigenous Women’s Leadership in the Forest Sector (2021).

CFI: What advice do you have for those considering a career the forest industry?

I think we’re entering a transformative stage in the forest sector, with opportunities for addressing challenges and introducing more innovation in the sector. Issues I was concerned about in the late 1980s persist and there is always room for improvement. Raise your voice and make a difference!

This article is part of CFI, Pulp & Paper Canada and Canadian Biomass’ Women in Forestry series, an annual celebration of women in the industry. Find more content here and follow us on social media with the hashtag: #WomeninForestry.

Remember to join us for the Women in Forestry Virtual Summit on Mar. 7 at 11 am ET/8 am PT! It’s FREE to register. Sign up now!

There are many avenues to choose from in the forest sector, and Lana the millwright, welder, leader and most importantly, mother, chose the road less travelled.

This is her story.

CFI: What led you to become involved in the forest industry?

Growing up in a small community surrounded by other small communities that were supported by the forest industry was a factor for sure. Where I lived, the mills were the main economic driver. My dad was a faller, until he was injured and couldn’t continue. Most of my uncles worked in the bush and my grandfather built logging roads. Even my husband worked as a logging contractor for two decades.

I moved away from my home community after high school for several years, and got my C Level welding qualification, but ultimately ended up back home, as a single mother. I pursued a job at the mill to support my daughter because serving and housekeeping for minimum wage wasn’t cutting it and no one would hire me as a welder. Working in the mill was the start of an amazing journey that has afforded me so many opportunities for career growth and learning.

CFI: What kind of equipment have you operated/currently operating? What’s a normal day on the job like for you?

When I was in the mill, I operated a lot of different equipment, before I started my apprenticeship. I operated the bander, sawmill and planer stackers, tilt hoist and lug loader, to name a few. Once I got my millwright apprenticeship, I was on the tools, so I operated power tools and welders. I also got my crane safe folding boom ticket and operated our Hiab crane.

I’m in a new role now, also connected to the forestry industry. At Arbios Biotech we are in the early stages of construction at our worksite, so I’m using my experience to provide input to the operating design of the renewable biofuel plant. I am also currently working on my Fourth-Class Power Engineering certificate and look forward to the new equipment that I will learn to run because it will give me a lot of new skills.

CFI: What do you like most about working in the industry?

What I like the most is how much opportunity there is and the variety of career paths. I didn’t come into the industry thinking that I would ever end up where I am now. I just wanted to be able to pay my bills and give my daughter the future she deserves. I imagine that when people think about the forest industry they think about logging and mills, which are just two aspects. There is so much more.

At Arbios Biotech we are using forestry residues to make renewable biofuels with a low carbon footprint. I am excited about the new technology and the sustainable diversification of the forestry industry that will contribute to using all of the log. I am also excited to be connected to the industry that is still the main economic driver in this community.

CFI: What are you most proud of?

I am most proud of being a Red Seal Millwright. When I won my apprenticeship through the bidding system at the first mill I worked at, there were a lot of people that told me I shouldn’t or couldn’t do it; that it was hard, heavy, and dirty work “that isn’t fit for a woman”. I knew that I could work as hard as anyone, that I was smart enough to find a way to make the work easier for myself and that it would be an amazing opportunity to gain better job security and pay. So, I did it. I didn’t even know what a millwright was before I started working at the mill. I got great marks in school; both the academic and practical portions and I know I did a good job at work. A lot of people had to admit they were wrong.

(Editor’s note: The Red Seal program is the interprovincial standard of excellence in the skilled trades. According to the College of the BC Building Trades, it is the highest standard of training in the country.)

Now I work to encourage other women and other underrepresented people to consider a career in the trades – something that they might not otherwise – because maybe someone told them along the way that it wasn’t for them.

CFI: Any advice for women who are looking to get into the forest sector?

I say go for it! There are a lot of different avenues into the forest sector. You could get an academic education for various roles – administrative or technical, you could get a trade and work in the mills as a skilled tradesperson, or you could start in the mill in a production role, and there are so many opportunities from there. Where you start isn’t necessarily where you will end up and, in the meantime, you will have a great job where you will earn good money and learn useful skills.

This article is part of CFI, Pulp & Paper Canada and Canadian Biomass’ Women in Forestry series, an annual celebration of women in the industry. Find more content here and follow us on social media with the hashtag: #WomeninForestry.

Remember to join us for the Women in Forestry Virtual Summit on Mar. 7 at 11 am ET/8 am PT! It’s FREE to register. Sign up now!

Hanen graduated from Ontario’s Sheridan College in 2012 with an advanced diploma in chemical engineering technology and a diploma in business administration, project management from McMaster University. Right after graduation, she immediately worked as a chemical technologist in the manufacturing industry and at environmental laboratories, before becoming the plant manager at Stella-Jones’ Guelph facility in 2021.

“Working for Stella-Jones has been a game-changer in my career because of its amazing leadership team, as well as the great team I get to work with on a daily basis that has been giving me the freedom to express and implement ideas and navigate the world of pressure treated wood,” Hanen proudly says.

CFI: What led you to become involved in the forest industry?

A series of events lead me into the forest industry.  After an unfortunate closure of my previous employment while on maternity leave, I found myself searching for a job that could challenge me.  I received offers from other industries but the forest industry peaked my interest.  I felt it would provide me opportunities to grow personally and professionally.

CFI: In your experience, how do you think the industry deals with diversity and inclusion?

This industry is definitely male dominated, but in my two short years as the plant manager – and being new to the industry – I have always felt like an equal and well-respected.  I lead a staff of 22 great employees – none of which have ever made me feel insecure.

CFI: What do you like most about working in the industry?

This is a fast-paced industry.  There’s something new every day which seems to challenge me in the areas of safety, logistics, production, environment, chemistry, sales, procurement, accounting, etc. Wood is a renewable natural resource and a product most people rely on every day, where it be for home structure, furniture, electrical distribution, etc.  Wood doesn’t evolve much, processes do.

CFI: Any advice for women who are looking to get into the forest sector?

Challenge yourself!  The forest industry has evolved, and I believe any person is capable, especially if one enjoys the outdoors.

This article is part of CFI, Pulp & Paper Canada and Canadian Biomass’ Women in Forestry series, an annual celebration of women in the industry. Find more content here and follow us on social media with the hashtag: #WomeninForestry.

Remember to join us for the Women in Forestry Virtual Summit on Mar. 7 at 11 am ET/8 am PT! It’s FREE to register. Sign up now!

CFI: What led you to a career in the forest industry and your current role with Norwood Sawmills? 

What inspired me to pursue a career in the forest industry and ultimately led me to my current role with Norwood Sawmills was my love for the beauty and potential of every fallen tree. My journey began on a golf course, where I was struck by the sight of all the majestic trees that would inevitably be lost. That’s when I realized that I wanted to play a role in giving these trees a new life. So, I bought my first portable sawmill and started my adventure in the forest industry.

As I continued to work with my sawmill, I discovered the immense joy that came with creating something new and valuable from what had been discarded. That’s when I knew that I had found my calling in life. When I joined the Norwood family as a sawyer, I was thrilled to be a part of a team that shared my passion for transforming fallen trees into beautiful, useful lumber.

Now, in my current role at Norwood Sawmills, I get to help others embark on their own sawmilling journey. It’s an incredibly rewarding experience to be able to guide new family members in selecting the perfect sawmill that will grow with their cutting needs, and to watch them discover the same joy and satisfaction that I did when I first started out.

I consider myself incredibly fortunate to be able to do what I love every day, and I am excited to continue this journey in the forest industry with Norwood Sawmills

CFI: What is involved in your role? Highlights? 

As a member of the team, my primary focus is on engaging with sawyers on our social platforms. I’m constantly inspired by the passion and excitement that our community brings to the table, especially as they eagerly anticipate the assembly and operation of their very first sawmill.

What I love most about my role is being able to witness the transformative power of our sawmills firsthand. It’s incredibly rewarding to see a tree that might have otherwise gone to waste become a cherished part of someone’s home, or even a brand-new home altogether. Being able to share in the joy and excitement of our customers as they bring their projects to life is truly inspirational.

I feel incredibly fortunate to be a part of the Norwood community, and to have the opportunity to help others discover the same sense of fulfillment and purpose that I have found in the forest industry.

CFI: Do you find there are certain challenges or hurdles for women to advance in the sector? Have you faced any of these situations?

Absolutely, I believe that there are still challenges and hurdles for women looking to advance in the forest industry and other male-dominated sectors. As a woman who has worked outside for years and operated big equipment, I have personally experienced some of these challenges.

One of the biggest obstacles that I have encountered is the perception that these industries are only for men. We need to change this perception and encourage more women to join us. We can help the next generation of women to overcome these hurdles by setting an example and encouraging them to pursue their passions, regardless of gender.

I’m proud to be a part of an industry that is evolving to include more women every day. We have strong women who are making a difference and leading the way in every aspect of the forest industry. Whether you’re a heavy equipment operator or a woodworker, your skills and contributions are what matter most.

CFI: What do you think the industry should do or change to attract and support women?

I think it’s important for the industry to make a concerted effort to attract and support women. There are many things we can do to make this happen. One of the biggest changes that we can make is to create a more inclusive and welcoming environment for women.

There have been some great strides in recent years, like the development of clothing designed specifically for women. This is a huge step forward in making women feel more comfortable in the field.

Ultimately, we need to continue to challenge the status quo and create a more inclusive and diverse industry for all. As Eleanor Roosevelt said, “Women are like tea. You never know how strong they are until you put them in hot water.” Let’s show the industry what we are made of and continue to push for change.

CFI: What advice do you have for women starting out in forestry?

My first piece of advice is to be confident and believe in yourself. You are just as capable as anyone else in this field, and you bring a unique perspective and set of skills that can help to make this industry better. So don’t let anyone tell you that you can’t do this, because you absolutely can!

Finally, don’t be afraid to take risks and try new things. This is a field that requires innovation and creativity, so don’t be afraid to think outside the box and try something new. Whether it’s developing a new technique for cutting lumber or finding a better way to manage a forest, you have the power to make a real impact in this industry.

In short, my advice is to be confident, never stop pushing yourself to learn and grow. With your passion and dedication, you have the power to change this industry for the better. So go out there and show the world what you’re made of!

I truly believe that forestry is a field where women can thrive, and I hope that I’ve been able to convey some of that enthusiasm to you today. Whether you’re just starting out or you’ve been in the industry for years, I wish you all the best in your journey.

This article is part of CFI, Pulp & Paper Canada and Canadian Biomass’ Women in Forestry series, an annual celebration of women in the industry. Find more content here and follow us on social media with the hashtag: #WomeninForestry.

Remember to join us for the Women in Forestry Virtual Summit on Mar. 7 at 11 am ET/8 am PT! It’s FREE to register. Sign up now!

In this interview, they discuss the changes that Natalie has seen in the mill over the last 20 years and the power there is in having diversity in the workplace. When you think about women working in the forest sector, a career in the mill might not be the first opportunity that comes to mind. Natalie is happy to shatter those ideas.

This article is part of CFI, Pulp & Paper Canada and Canadian Biomass’ Women in Forestry series, an annual celebration of women in the industry. Find more content here and follow us on social media with the hashtag: #WomeninForestry.

Remember to join us for the Women in Forestry Virtual Summit on Mar. 7 at 11 am ET/8 am PT! It’s FREE to register. Sign up now!

Aly digs into her passion for being outdoors, which drove her decision to join the forestry course at NAIT.

Aly speaks to what she has learned in her studies, some of the surprising forestry roles she has learned about, and how programs such as Work Wild and the Junior Forest Rangers have influenced her to explore the many opportunities in the sector.

“My dad spent 40 years in the industry, I am in the industry, my husband and kids are involved in the industry, the whole town is into forestry,” says Ann-Marie, who is currently the occupational health and safety and labour relations manager at Lemare Group, a privately owned harvesting, road building, log brokerage and civil works company based on Vancouver Island.

On top of that, Ann-Marie was re-elected last year for a second term as a councillor for the municipal council of Port McNeill, located on Vancouver Island’s north-east shore and was originally a base camp for loggers.

To paraphrase another power woman, Ann-Marie’s family is living in a forestry world and she is a forestry girl (or woman, rather.)

CFI: You started your career in special education, what led you to become involved in the forest industry?

I was at a point in my career – working part time hours in the public school system, while my children went to school – that I was ready for full time work. The forest industry allowed me to take that step.

CFI: What was it like for women when you first got involved in the industry?

When I started 18 years ago, there were women in administrative roles – payroll, accounts payable and occasionally you would meet a registered professional forester [RPF]. Now I expect to walk into a room and expect to find many women in compliance roles, as well as professionals like RPFs, biologists, etc.

CFI: In your years of experience, how do you think the logging industry has evolved in terms of diversity and inclusion? Have you seen it improve over the years?

In my bubble of exposure in north Vancouver Island, I have seen a steady increase of women in forestry. Our local Ministry of Forests and BC Timber Sales have more women than men employed in their offices. Forestry has an opportunity for many disciplines. For example, a married couple, both working in the forest industry, can have such diverse work scopes that when you overhear their dinner table conversation, you would think they worked in different fields. I find if you can do the task assigned, you will be accepted.

CFI: What do you like most about working in the logging industry?

I have been extremely fortunate in my career at Lemare that I have been encouraged by ownership and management to learn and participate in many different components or parts of the business. If I am trying to understand how regulations apply to the technical or operational side, the supervisors I work with say, “Hop in!” and we go to a worksite to watch or participate in the actual activity.

The industry is its own little family, there are connections through the work, logger sports, community sponsorship and partnerships that keep you invested. As a third generation, with my son being the fourth generation in our family to work in coastal B.C. logging, there is always someone who knows or worked with your family members and that has its own value and support.

CFI: What positive effects from forestry do you see in your community?

Forestry allowed both my daughter and bonus daughter the ability to work in positions that gave them valuable experience and a higher rate of pay while they were preparing for and attending post secondary school.  My son and bonus son have both been apprentices and certified – one as a heavy duty mechanic and one as a welder and blaster.

Our town has held logger sport competitions for 11 years.  Three members of our team (Nick Russel in the men’s division, my son in rookie, and Allison Briscoe in the women’s division) have all competed in Stihl Timbersports at both the Canadian and international levels.  It sure swells your heart with pride when you hear your community mentioned and see your team on The Sports Network.

(Ed’s note: Stihl Timbersports is an extreme sport competition series where lumberjack sport athletes compete in the use of axes and chainsaws.)

Many of our local sports teams, and events on the north island are sponsored by forest industry companies.

CFI: Any advice for women who are looking to get into the forest sector?

The best pieces of advice I received, from a gruffled old-school logger, was “Take yourself seriously or no one else will” and, “Don’t let anyone talk to you in a way that they wouldn’t speak to their mom or sister.” I believe that you have to be passionate about whatever is important to you but don’t pretend to know everything. You have to be open to learning: All. The. Time.

This article is part of CFI, Pulp & Paper Canada and Canadian Biomass’ Women in Forestry series, an annual celebration of women in the industry. Find more content here and follow us on social media with the hashtag: #WomeninForestry.

Remember to join us for the Women in Forestry Virtual Summit on Mar. 7 at 11 am ET/8 am PT! It’s FREE to register. Sign up now!

A chance decision to join the forestry program in university led her to become a passionate advocate for sustainable forestry practices and bringing in more women to the industry.

CFI: What drew you to forestry and your job in silviculture?  

Olivia: I had no idea forestry existed. I grew up thinking that forestry was just logging like a lot of people do because we don’t necessarily see the other side of it. But I ended up working for a forestry college, MCFT [Maritime College of Forest Technology], and in the summers they would have us work with local NGOs so I was doing a lot of plot sampling, tree planting, different things, and learned about forestry. I was on a team of almost all females, including a single mom with two kids, so I had a pretty strong start to getting to see some very admirable women working in the field.

I was at school [University of New Brunswick] for physics at the time and a friend went into forestry and I was like, “I think I’ll do it!” We had no idea how awesome of a group it was until we got in there. Coming from the science program, we faced that point where we asked what was coming next, and in a science degree its often onto a masters. At that point, more school didn’t really excite me, so hearing about the job opportunities we would have after just an undergrad in forestry it was really a no-brainer. My friend found herself in a silviculture position out west now, so it’s been really neat to be able to catch up and chat about the similarities and differences of the land and programs we’re managing.

I think my passion for silviculture now comes from how diverse of a field it is. Nothing is set in stone, it’s very open to interpretation and it requires a lot of out-of-the-box thinking and long-term planning. I’m very much so problem solver so I’ve always liked that aspect.

Today I’m in sort of a hybrid role. I’m quite involved with planning right now so I’m in the field, validating data or I’m collecting inventory. I’ve been auditing quality on the ground and planning out treatments at my computer in the offseason. There’s definitely no two days that are the same.

CFI: What do you enjoy about your job? 

There’s so much I love about forestry it’s hard to answer these questions! I’m such an advocate, it’s ridiculous.

I think my passion comes from stewardship for the land. And I think the people in the workplace make it a lot easier to feel that. I love getting to bounce ideas off other people. Silviculture is such a puzzle and every site is so different. Getting to have those conversations about perspectives on decisions for a site that are impacting 50 years down the road are important. I think the camaraderie and the teamwork makes that happen.

The concept of there being no one right answer motivates me everyday. We’re working on huge time scales – I’m preparing for a harvest 40 or 50 years down the road. It’s about making an informed decision based on the resources that you have available and ongoing research.

Talking about social license has been a big factor in my role as a supervisor. We’re out day to day in the woods, talking with contractors, woodlot owners and public land users. It’s probably one of the most rewarding parts of the job, getting to educate the public and have those conversations. I think the whole industry is shifting towards not beating around the bush. We’re being direct with what’s happening and I think that’s the only way that things are going to change, when people are going out on tours and seeing what we’re doing day-to-day in the operations. Until people are out there or talk to foresters, I don’t think they realize that we all share the same values.

CFI: Do you find there are certain challenges or hurdles for women to enter or stay in the industry? 

I’ve been part of the fortunate generation in that we had a lot of trailblazers before us. We’ve got our foot in the door, and now it’s about opening that doorway for everyone.

I think we’re tackling a lot of major issues and, if not, they are being discussed and speaking from my experience I feel like women have the resources to voice those concerns that they might have. But now I find day-to-day it’s more about the little things. It’s framing the culture, creating a more supportive workplace, allowing women those opportunities and removing the little monotonous barriers – not the big glass ceiling-style ones.

Now it’s about pushing women to excel and giving them opportunities to be more visible. That’s one thing that I’ve noticed is there’s a lot of women in forestry, but you don’t necessarily see them running companies. So it’s getting women to that point and encouraging more women to fill the gaps we’ll be seeing with upcoming retirements.

CFI: What can companies do to attract and retain women?

My experience is definitely that comfort lies in numbers. I think having more and more representation is going to bring in more of those diverse perspectives and really create that inclusive workplace.

I had a female forester join my team this year in a leadership role and the change in my motivation – having that strong role model to look up to – was huge. I think it’s about having women in leadership positions and really giving them the opportunity to develop as a leader as they progress in their careers. Where it is a male-dominated industry, a radical shift to a diverse workplace isn’t necessarily realistic. It’s important to try to encourage women to shift into these roles, while also offering them ample support to really set them up for success.

I think we’re a good example of that. Her and I started a women’s group in the company that allows women in operational roles to get leadership opportunities and get those informal mentorships that really push you to the next level as an employee. After she joined and I realized the difference it makes having a female leader you can turn to for advice or feedback, it really motivated me to share that experience with other employees, especially young females who might need the additional confidence. Everyone has been super supportive of getting the group off the ground and all the participants are really looking forward to what’s to come.

In our field it’s rare to be in a group that’s only women in a room so to get that experience and to be able to talk freely and openly about our experiences and what we want to achieve as a group and where we see it going was really exciting.

CFI: What advice do you have for those considering a career the forest industry?  

Just do it first off. Even now I’m learning daily about more and more jobs that are under the umbrella of forestry that I never would have thought of.  You can go anywhere with it. I think there’s a big perspective that being in forestry means you’re going to be outside 24/7, which isn’t necessarily required. In theory you can be a forester and never leave your office. I think for a lot of people that might be a hurdle that they expect to face, but it’s not necessarily the case.

It’s now a time when creativity is really valued, especially in silviculture where those practices aren’t set in stone. There’s no blanket prescription and you can’t follow a regime perfectly, it’s always going to be variable. We need out-of-the-box thinkers in strategic planning and those diverse perspectives that oftentimes come from women. That’s definitely a big thing that I’ve noticed and really appreciated since joining the workforce.

This article is part of CFI, Pulp & Paper Canada and Canadian Biomass’ Women in Forestry series, an annual celebration of women in the industry. Find more content here and follow us on social media with the hashtag: #WomeninForestry.

Remember to join us for the Women in Forestry Virtual Summit on Mar. 7 at 11 am ET/8 am PT! It’s FREE to register. Sign up now!

Q: How did you get started in logging?

I’ve been surrounded by logging my whole life. My dad was in logging, and my brother followed. One day my brother came home and said to me, “Grab your stuff. You’re coming to work with me.” I thought it was so cool just to be going somewhere with my brother. That’s where it started.

I also married into a logging family. My husband’s family has had a logging company for over 60 years.

Q: What’s a normal day on the job like for you?

I used to log full-time. I did five seasons of logging. Now I work for Nicola Post & Rail in Merritt, British Columbia, cutting fence posts, posts and rail. I love running my limber.

Sometimes I cut sawlog, and we have customers that like firewood. We do a little bit of everything. I have two huskies and a husband, so not logging full-time is kind of nice. I like being able to do something different. Not a lot of operators like cutting this kind of small wood.

Q: What kind of equipment are you operating?

I’m using the Waratah 622B to get through the wood that we have in the mill. I really like the 622B because it’s quite versatile, has great speed and good measurements. It’s by far my favourite head. Waratah heads are built to work. That’s why the company has been around for 50 years.

Q: You’re a woman in the logging industry. Do people in the industry treat you any differently?

I grew up around it, so I don’t think anything of it. I’ve been lucky enough to meet some really great guys. I had one instance where a guy wouldn’t let me drive him to work because I’m a girl. But I just laughed and drove away. You have to have that attitude.

But it’s also nice to see more women are getting into the industry.

When I first started back in 2007, my nickname was Sasquatch, because it was so rare to have a woman on the job. But now, it’s becoming more common, which is really great to see!

Q: What are you most proud of?

I just love that I’m able to have a family life and do what I love at the same time. I have great friendships because of logging, and our family has created memories I’ll hold forever.

Logging is hard work, but it’s not just a job – it’s a passion. That’s what gets me up in the morning. I’m usually out there first to watch the sun come up. It’s very peaceful. If you enjoy being alone and quiet, then it’s the thing for you.

This article is part of CFI, Pulp & Paper Canada and Canadian Biomass’ Women in Forestry series, an annual celebration of women in the industry. Find more content here and follow us on social media with the hashtag: #WomeninForestry.

Remember to join us for the Women in Forestry Virtual Summit on Mar. 7 at 11 am ET/8 am PT! It’s FREE to register. Sign up now!

Anyone who knows Wendy is familiar with the great work that she does as a leader in this industry. In Wendy’s role, she works on all things wildlife-related, as well as working closely on files like sustainability, biodiversity, Indigenous relations, climate and a whole lot more ⁠– a real Smörgåsbord of all things forestry.

In this podcast interview with Alberta Forest Products Association’s Aspen Dudzic, Wendy shares about her journey and career in forestry, describes the value of a multi-species approach when it comes to wildlife management, and details the important role that forestry can play in mitigating wildfire risk.

This article is part of CFI, Pulp & Paper Canada and Canadian Biomass’ Women in Forestry series, an annual celebration of women in the industry. Find more content here and follow us on social media with the hashtag: #WomeninForestry.

Janis and Aspen dig into what Janis is up to in her new role as she explores big topics like sustainability and shares her journey to learn more about Indigenous communities and become a partner in reconciliation. In this podcast, Janis and Aspen also share some personal notes about their relationship and how inspired they are to see so many remarkable women growing into leadership roles in the sector.

This article is part of CFI, Pulp & Paper Canada and Canadian Biomass’ Women in Forestry series, an annual celebration of women in the industry. Find more content here and follow us on social media with the hashtag: #WomeninForestry.

On March 7, 2023 – the eve of International Women’s Day – we expect to welcome back hundreds of forestry changemakers who are looking for inspiration and advice on fostering inclusion in our industry and reaping all the innovation that comes from it.

We are looking for speakers to cover the following audience-requested themes, and welcome suggestions as well.

• The executive perspective on gender and diversity programs
• Balancing work and family life
• Hearing from the ally
• Indigenous inclusion and leadership
• Effective (and ineffective) workplace diversity policies
• Strategies for recruiting a more diverse workforce
• Talking to the boss: How to communicate with leadership
• International Women’s Day 2023 theme of #EmbracingEquity

If you are interested in speaking at our event, or have a speaker to recommend, please send a short proposal to Maria Church: mchurch@annexbusinessmedia.com.

The 2022 Women in Forestry Virtual Summit ­– hosted by Canadian Forest Industries, Pulp & Paper Canada and Canadian Biomass – welcomed more than 800 registrants online. Read about the event here.

To acknowledge and highlight each winner’s contributions, CFI will feature one of 2022’s winners every week for the next 10 weeks.

This time, we introduce our readers to Shelley Stewart, owner of Bar S Ventures in Merritt, B.C.

In 2004 and at 19 years of age, Shelley signed her name to a “new-to-her” Western Star log truck to fulfill her childhood dream. Now at 38, Shelley’s single log truck business venture has evolved to a full-fledged conventional log harvesting operation, employing more than 30 full-time workers and contractors, providing harvesting, hauling, road building, low-bedding, and dump truck services.

Over the years, Shelley has been recognized by her peers and various organizations for her business excellence and has become a trail blazer in the forest industry, leading and lighting the way for women and young entrepreneurs, and mentoring fellow business owners.

“Shelley takes a lot of pride in providing sustainable employment for her team and recognizes the impact and benefits that the local community receives because of her continued efforts,” says husband and employee Rob Stewart. “She cares deeply for her crew, their families and well-being, the forest industry, and will continue to be a trendsetter, stand out, and rise to the occasion.”

Her future goals include being part of an organization committed to helping contractors better understand the logging rates, negotiations, and their overall financial review.

“She likes to say she drives the train, so get onboard or stay the hell off her track!”

To acknowledge and highlight each winner’s contributions, CFI will feature one of 2022’s winners every week for the next 10 weeks.

This time, we introduce our readers to Monika Patel, director of programs and communications for Forest Stewardship Council in Toronto, Ont.

For almost 15 years, Monika has passionately advocated for a responsible approach to forestry and sustainable forest products. She provides strategic communications support on high-profile international projects and works to establish key strategic partnerships with major brands, retailers, and partners in Canada.

Monika works directly with FSC certificate holders, including brands, wood suppliers, and forest management companies to forge new relationships and explore ways to raise awareness for the work they do and the products they manufacture.

In 2021, the 38-year-old oversaw a full-scale international outreach campaign and a website launch to increase awareness for FSC and responsible forestry. The campaign reached almost 800,000 people in one week and featured an animated short film that won an award.

Monika is a collaborative leader, says colleague Elston Dzus. “Monika is creative and resourceful. She can always be counted on as a calming force even in the most rigorous debates.”

Next week we will showcase the achievements of winner Jake Power.

To acknowledge and highlight each winner’s contributions, CFI will feature one of 2022’s winners every week for the next 10 weeks.

This time, we introduce our readers to Stephanie Parzei, Interfor’s senior advisor for environment and forest certification, based in Nairn Centre, Ontario.

Stephanie has managed the implementation and maintenance of various certifications, including forest management, fibre sourcing, chain of custody and controlled wood for EACOM Timber.

The 34-year-old has been identified as a future leader within the company and has built and implemented an environmental management system for the manufacturing facilities. She has served as chair of the Central Canada SFI implementation committee for the past three years, and serves on the environment committees of FPAC and NCASI.

Stephanie is a provisional RPF in Ontario and is seen as a forest certification and sawmill environment expert within the Ontario forest sector. Stephanie also sits on certification advisory committees on the Timiskaming and Abitibi River forests.

“Under her leadership and through her pragmatic approach, she has provided guidance and advice in the achievement of dual certification and successful recertification for multiple and complex forests in northeastern Ontario. She has also been instrumental in the improvement of environmental management systems for these forests,” says colleague William Byman.

Next week we will showcase the achievements of winner Monika Patel.

To acknowledge and highlight each winner’s contributions, CFI will feature one of 2022’s winners every week for the next 10 weeks.

This time, we introduce our readers to Caity Klaudt, occupational safety officer for WorkSafeBC at Kamloops, B.C.

Caity is a registered forest technician who currently co-leads WorkSafeBC’s silviculture high risk strategy, where she executes focused and impactful inspections in areas that represent an exceptional risk to workers.

“For Caity, it’s all about ensuring workers go home safely at the end of the day. She is well-respected within the industry and has made a measurable and positive impact because of her commitment,” says her manager Budd Phillips.

The 35-year-old safety expert has been featured numerous times in various media, has authored many articles about safety, and presented extensively at industry events.

Described as an amazing human being by her friend Collette Donnelly, Caity is involved in programs that give local school kids hands-on experience in the industry, as well as initiatives towards improving equity, diversity, and inclusion in forestry—including advancing opportunities for women.

The University of Guelph alumnae completed the forest technology program at the Northern Alberta Institute of Technology.

Next week we will showcase the achievements of winner Maxence Otis.

To acknowledge and highlight each winner’s contributions, CFI will feature one of 2022’s winners every week for the next 10 weeks.

This time, we introduce our readers to Dianna Embleton, continuous improvement advisor for Tolko Industries in Armstrong, B.C.

With 14 years of experience at Tolko, Dianna works closely with 16 divisions across the company, determining ways they can improve their operations – whether it be in safety, production, efficiency, or employee engagement.

The 39-year-old has become the go-to resource for solving some of Tolko’s most complex problems. She is also responsible for the co-ordination of Tolko’s wide data gathering system and was involved with the implementation of a new standard that will drastically improve the safety of workers in and around electrical systems. The UBC alumnae is also involved with bringing up the next generation of sawmill leaders, as she works with BCIT to develop and enrol people in their wood products programs. As well, she is leading a project with UBC engineering students to find innovative alternatives for wood ash.

“Dianna is the unsung hero of our industry, and she deserves this recognition 10 times over,” says co-worker Jessica Rempel, a 2019 recipient of CFI’s Top 10 Under 40 award.

“She is always striving to make improvements wherever she goes … and is the kind of person that makes you feel like you can accomplish your goals and she will give you the support you need to do so,” Rempel adds.

Next week we will showcase the achievements of winner Calvin Lee.

We asked Haleigh to moderate a panel during the Women in Forestry Virtual Summit on March 8 this year, which gave the mic to a sawfiler, mill manager, chief forester, and log truck driver. Something Haleigh said during the panel stood out to me. During a recent work meeting, she noticed a fellow trader who was addressing the group catch himself saying “guys,” and instead note her in the audience and say “team.” 

To paraphrase Haleigh’s takeaway: Does she feel offended by the term “guys,” which is often used to refer to both men and women? No. Does she feel seen and heard when work colleagues say things like “guys and gals” or just “traders”? Absolutely. 

I think there is a big takeaway there for everyone in the industry. Inclusivity is not about being offended, making waves, or the squeaky wheel. It’s about creating a welcoming and respectful environment to encourage everyone to feel at home in our industry. Everyone. 

And, make no mistake, we need everyone. The labour shortage affects us all. Simply and bluntly put: there are not enough white men anymore. Demographics are changing and the forest industry – like all industries – needs to cast the widest possible net to keep machines running. 

In my conversation with Canfor’s senior vice-president of people, Katy Player, as part of our Women in Forestry Q&A project this year, she said the question, “Where are all the people going to come from?” keeps leaders like herself up at night. 

Out of Canfor’s 8,000 or so employees, about 13 per cent are women. But the needle is moving in the right direction, Player said. Canfor’s diversity council guides the company with practical suggestions to improve inclusivity, and strong mentorship programs as well as a deliberate selection process that considers the entire population, are making a difference. 

“… the inclusive attitudes, I do think we’ve made great strides there and I am excited to see what’s going to come from the focus on that,” Player said. 

If a simple inclusive step like catching yourself using the word “guys” can make a few people in the room feel seen, that seems like low-hanging fruit to me.

We all forget at times – I say “guys” regularly – but, like Haleigh said, it’s not about offending or taking offense. It’s about acknowledging and feeling acknowledged. 

I know I’m going to try to catch myself next time and keep on learning.

The summit was chock full of advice like Haleigh’s. More than 800 people registered and 550 joined us live. All the sessions are now available to watch as video links on the summit’s website.

It’s clear from the summit speakers and participation that the forest industry is changing rapidly. Forest companies large and small are keenly aware of the business case behind diversity and inclusion and are proud to showcase the steps they’ve taken to encourage more women, Indigenous peoples, and people of colour to sign up for forestry.   

Kelly Cooper with the Centre for Social Intelligence and one of the leads behind Free to Grow in Forestry, perhaps put it best during the summit: “Not only is it possible to have a diverse and inclusive workplace, but it is a smart business decision.” 

Kelly shared a growing list of forest products companies and organizations with executives participating in Free to Grow in Forestry’s leadership team. Kelly called the team a social ecosystem of leaders across the forest sector who are committed to improving their immediate organizational needs as well as the overall region and sector’s. 

“Whatever paths you are forging in your organization, I want you to know that you have the wind behind your back now. Four years ago, this issue was seen as an uphill battle. I believe we can confidently say today that we have turned a corner. Change is afoot,” she said.

These initiatives have brought more attention to the career opportunities available to women in forestry and helped address diversity, equity and inclusion in the industry. But, a lot of work still needs to be done to ensure the sector becomes more inclusive and equitable. And there’s one issue that has often been overlooked – one that could help to attract and retain women in the workforce: more inclusive personal protective equipment (PPE). 

Many women in the industry have struggled to find PPE that fits appropriately and works for them. Most of the gear that companies supply is in men’s sizes, and women have had to put up with ill-fitting vests and pants, and find workarounds for gear like boots and hard hats. 

CFI  spoke with a few women in the industry to learn more about their experiences with PPE, what can be done to address the issue, and the potential impact this could have on the industry as a whole. 

One size does not fit all

“Generally, all of the PPE offered in forestry is for men, not even co-ed. I’ve really never been exposed to anything specifically made for women. So, the struggles are very real,” Kaitlin Conroy, RFT, silviculture forester with Canoe Forest Products, says. 

Conroy got her start in the industry tree planting back in 2008, and has held multiple silviculture roles for different companies over the years. Conroy is 5’7” and 125 lbs., which means that, while her height makes it easier for her to wear men’s clothing, the waist size does not work. 

“Having loose clothing, especially when it’s your PPE, is not ideal,” she says. “Even chainsaw-cutter pants – which I’ve had to wear for work as a brusher – those were difficult to find in a small size, and once I found them, the waist belt was fully cinched all the time.

“Men and women’s body types are quite different, so it doesn’t work to take a size small men’s all the time,” she adds. 

Andrea Robinson, who has also worked in the forest as a harvest technician and firefighter, has also had trouble with gear supplied by her previous employers. 

“A lot of supplied clothing generally doesn’t fit,” she says. “I’ve experienced that with high-vis. It’s a one-size-fits-all model, which doesn’t even work for men – so, why they think it’s inclusive and is going to work for women as well, I’m not sure.

“It can be a safety hazard if your supposedly safe clothing is dangling around while you’re doing something that requires skill,” Robinson says. 

Conroy agrees, explaining that she has to wear a size small red cruiser vest that’s too large for her. As a result, the waist of the vest sits below her hips, which puts additional strain on her shoulders. 

Nicole Galambos, wildfire training manager, director for the Hinton, Alta., training centre, and chair of the Diversity and Inclusion Working Group for the forestry division with the government of Alberta, also points out that chest packs and high-vis vests are not appropriate for women because the breast pocket is over the chest and many women cannot put their radio in that pocket. 

Women in the industry also often have a difficult time finding hard hats and boots that fit appropriately. For Robinson, hard hats do not run small enough, so she has to put her hair into a bun and tuck it into the hat to keep it from falling off. 

“I’ll do danger tree assessments and things like that where you have to be looking up constantly and my hard hat literally falls off. So, it’s not very useful at the end of the day, if it’s just going to do that,” she says. 

With regards to work boots or steel-toed boots, often they do not run small enough or narrow enough to fit women properly. 

“I have really skinny feet and narrow heels, and I had to get my last ones essentially custom-made because the ones that are supposedly the best just don’t fit me,” Robinson says. “People who work in the bush know that having healthy feet is one of the most important things, especially if you’re going to be out and about for 12 hours a day in the muck, you have to have good boots.” 

Kaitlin Conroy got her start in the industry tree planting in 2008, and has held multiple silviculture roles for different companies over the years.

A lack of awareness?

Despite the difficulties that women in the industry face as a result of ill-fitting PPE, there has been limited dialogue within the sector about the issue. Most of the discussions are among women in the industry; for example, many women who are part of the Women in Wood networking group on Facebook have discussed the challenges they face and shared the workarounds they have found. 

“If you’re a female, you understand this is an issue, but I’m not sure it’s broadly understood how challenging it is,” Galambos says. “Certainly, when I chatted about it with my management team, it seemed like it’s news. If it’s not a problem for you and no one’s bringing it up as a problem, then how would you know it’s an issue?”

Part of the reason why there has been limited discussion on the issue is because women are still a minority in the industry, Galambos and Conroy say. According to the Association of B.C. Professional Foresters, in 2021, just 22.3 per cent of the professional foresters in the province were women. 

“From my personal experience, I know a lot of those women aren’t necessarily even field workers. They have more of an administration-style role,” Conroy says. “So, I think the problem is that people are aware, but there’s not enough of us to cause a stink.” 

As such, there are not many suppliers that are focused on bringing women-specific forestry gear to the market. 

“I’ve seen a few ads here and there, or someone will say they’ve heard a company is doing something, but in general, I don’t think it’s widely accessible at all,” Robinson says. 

Robinson says equipment manufacturers need to provide more variety in sizing, but adds that it should not necessarily be advertised as women’s sizing, given that there are people of all genders in the forest industry. 

“By having the distinction between men’s and women’s, I feel like it doesn’t totally hit the inclusivity mark. If they just offer a proper variety of sizes for everyone, then I think that would help a little bit more,” she says.  

Most PPE offered in the forest industry is designed for men, which can have safety implications for women.

‘A step in the right direction’

As more women and people of other genders join the industry, some companies are starting to provide more inclusive PPE. One such company is Zomboots, which sells caulk boots for women.

Caroline Smith, the owner of the company, was a tree planter and found the caulk boots she had to wear were a safety hazard. 

“I found the ankle support was so bad and the boots were really heavy, so I felt like I was twisting my ankles every day. I was angry that I didn’t have proper fitting boots, so I decided to try to start making them,” she says. 

And the response to Zomboots has been very positive. 

“Most of the emails I get from people, they’re so thankful. They’re thanking me and they’re so excited to have boots that fit. They just seem happy that somebody has finally taken the jump to make them,” she says. 

Smith is not alone in taking the plunge and starting her own company to provide PPE for women. Another woman, Audrey Rippingale, decided to start her own business called She Works, She Plays. Rippingale drives a trailer around B.C., bringing work and outerwear to women who work in the resource industries, such as mining and forestry. 

According to Galambos, a few other companies are beginning to provide gear that is more appropriate for women. Coaxsher is providing a Nomex pant designed for women, and True North Wildland has a Nomex shirt for women. 

“For the shirt, they’ve taken the breast pockets and moved them down lower so you can actually make use of them, instead of trying to use the pockets on your chest, which is not something a lot of women are comfortable doing when that space is already occupied,” Galambos explains. 

With more women and people of other genders in the forest industry, Galambos believes suppliers will see there is a growing market for more inclusive PPE. 

“That’s certainly what we’re starting to see in wildfire – more and more females coming in at all levels in the organization, and I suspect that’s how private industry works,” she says. “I love that there are options coming onto the market. We have a long way to go, but it’s a step in the right direction.” 

Improving retention

And having more inclusive and appropriate PPE for people of all genders could help address forestry’s ongoing labour shortage.  

“How could it not?” Galambos asks. “Personally, there’s no way that [the ill-fitting gear] is not impacting my ability to feel confident and comfortable, and to perform my best.” 

Robinson agrees, saying that having appropriate PPE would not only help retain but also attract women and people of all genders. 

“Some people who are really small are intimidated by the fact that they might not be able to fit into the gear or they look really funny in it. There’s a fear of portrayal of that in this male-dominated workforce,” she says. “You might like your job a lot, but at the end of the day, if you’re not feeling comfortable or safe, it’s not really worth it for some people.” 

Conroy adds that it could encourage more women to see fieldwork as a possible career choice. “Maybe it’s not even in their thought process at this time because they never see a woman fully decked out in PPE that fits.

“It would be really nice to have the proper gear that fits,” she adds. “It’s a tough go out there – conditions, Mother Nature – so the last thing you want to be fighting with is your gear. The gear is supposed to protect us.” 

Established in 2020 by Report on Business magazine, the Women Lead Here initiative applies a proprietary research methodology to determine Canadian corporations with the highest degree of gender diversity among executive ranks. This initiative highlights businesses that have made tangible, systemic, organizational progress related to executive gender parity.

“We are proud to have one of the most gender diverse board and executive management teams in the industry,” said Jennifer Foster, senior vice-president, corporate affairs and human resources, Western Forest Products. “As we celebrate this recognition of women in leadership roles, I would also like to acknowledge the valued contributions of all of the women on the Western team. As we continue our journey towards enhancing diversity, equity and inclusion at Western, we are working to increase the representation of women at all levels across the company as one step in our broader strategy of fostering a diverse and inclusive workforce.”

For the 2022 ranking, Report on Business conducted a journalistic analysis of nearly 500 large publicly traded Canadian companies, evaluating the ratio of female-identifying to male-identifying executives in the top three tiers of executive leadership. The resultant data was applied to a weighted formula that also factored in company performance, diversity and year-to-year change.

In total, 74 companies earned the 2022 Women Lead Here seal, with a combined average of 46 per cent of executive roles held by female-identifying individuals.

The full list of 2022 Women Lead Here honourees can be found in the April issue of Report on Business magazine, distributed with The Globe and Mail on Saturday, March 26th, and online now at tgam.ca/WomenLeadHere.

The strategies and ideas of winning companies will also be showcased at the Women Lead Here webcast, taking place on March 30, 2022. Event details and registration information are available at www.globeandmail.com/events.

It should go without saying now that the industry needs to diversify its workforce to address the critical labour shortage. Bluntly put: there are only so many white men. That’s not even factoring in the plethora of business advantages that come from having a diverse team.

To change that, we need to talk about it – openly and honestly.

The Women in Forestry summit, held virtually yesterday, drew more than 850 registrants with 550 joining us live to talk about biases, culture changes, career ladders, Indigenous inclusion and so much more. These are not conversations for women only – anyone with a stake in the future of the forest industry needs to be talking about these issues.

Below is a snapshot of what our incredible speakers shared during the summit, but we encourage you to watch the recorded sessions to get the full picture. (Register by emailing events@annexbusinessmedia.com.)

Executive ladder

Susan Yurkovich, outgoing president and CEO of the BC Council of Forest Industries (COFI), kicked off the summit with an inspiring reflection on her career in the forest industry and, specifically, the executive world. Yurkovich is the first woman at the reins of COFI and was often the only women at the boardroom table.

“I would never let them see me sweat,” Yurkovich said, explaining that life as both a mother and an executive was at times messy and difficult. “I learned quickly if you could help a mill manager fix his problem, he didn’t care what you looked like or how old you were.”

Susan Yurkovich, president and CEO, BC Council of Forest Industries.

Yurkovich shared a list of observations on what made her successful:

• Have a plan but be flexible
• Take a calculated risk
• Do your homework – there is no substitute for that
• Find your people and stick with them
• Don’t be afraid to ask for help
• Life is not always a straight line

“Ours is a complex business. It requires a commitment of time. But once you understand it, your value will grow,” she said.

Indigenous inclusion

Innu woman and entrepreneur Mélanie Paul spoke next on what Indigenous inclusion in forestry looks like to her as the president of two Quebec forestry-adjacent companies, Inukshuk Synergie and Akua Nature.

Paul first shared her experience as an Indigenous woman working for her father’s group of companies, which includes wood pellet producer Granules LG – the largest pellet producer in Quebec. Paul said she has felt imposter syndrome and experienced racism, both in the mostly non-Indigenous, male-dominated forest industry and in her home Innu community.

But she rose to the challenge and has since launched her own companies, which place emphasis on Indigenous ownership and inclusion. Akua Nature is 51 per cent Indigenous-women owned.

Sharing advice on working with Indigenous groups, Paul said it’s important to take the time to establish meaningful relationships with community leaders and to understand their obstacles and barriers before offering solutions. That trust can then lead to memorandums of understanding, which are useful tools for both parties to trial an agreement before signing on a dotted line.

Embracing your change power

As society’s values change, workplace cultures must change to keep up. Forestry consultants Dana Collins and Cynthia Lu gave an interactive workshop-style presentation on how to grow a culture change, with a focus on the individual’s power.

Top-down approaches to change can fail if there is a lack of purpose in the workforce, Collins said. When it’s all boiled down, culture change lies in the habits and behaviours of individuals.

Lu and Collins took the audience through a systems mapping exercise that showed how an individual can identify their values and where they fit in the system to understand where they can help change that system.

Using a real-world example from Lu’s previous work experience, Collins and Lu went back and forth to analyze the situation and map out where Lu had leverage to make changes and predict how those small changes could help solve underlying issues.

“If we start to see challenges from a systems lens, we can see the complexities and start to see solutions,” Collins said.

Action to traction

Kelly Cooper, founder of the Centre for Social Intelligence, and Doug Reid, vice-president of the Canadian Institute of Forestry, shared the latest from Free to Grow in Forestry – the sector-wide initiative to promote an equitable workplace culture in the forest sector.

The initiative has moved into its second phase of implementation, which will see it transition from a national scope to a regional focus. “Think of it as the arms and legs of the pillars of Phase 1,” Cooper said. “All the seeds we planted in Phase 1 have now germinated and are starting to grow for what we are doing for Phase 2.”

While Phase 1 focused on building the evidence base, identifying gaps and core principles, and creating tools and resources, Phase 2 will see direct engagement with and training for forest sector leaders and employees on what an inclusive workplace looks like and how to achieve it.

Free to Grow in Forestry’s online training modules launched March 7; find them here.

“Four years ago, this was seen as an uphill battle, but today … the wind is at your back,” Cooper said. “Not only is it possible to have a diverse and inclusive workplace, but it is a smart business decision.”

Breaking down biases

Five incredible women stepped up to take part in our summit panel on women excelling in non-traditional forestry roles. Moderated by lumber trader Haleigh Callison, the panel included sawfiler Sara Davies, chief forester Geneviève Labrecque, mill manager Marie Cyr, and log truck driver Ashley Sidhu.

Rather than summarize their words (I won’t do them justice), here are the main questions posed to the panelists and we again encourage you to watch the recording to hear their honest replies.

• For those who wanted to have a family or to start a family, have you ever felt that doing so was held back by your career, and if so, how did you navigate those challenges, especially with remove jobs? Did you ever feel pressure to not?
• Did you ever back away from forestry because it is male dominated? Face sexism? What tools have you used or developed to overcome those barriers?
• Has a job placement or advancement ever been criticized as tokenism or a diversity hire? How did you or how would you respond?
• How do you promote diversity and inclusion into your daily roles and what are ways we can better recruit other women to your field of work?
• How can men be allies in creating a more welcoming environment?
• What advice do you wish you got when you started your forestry journey?

Language matters

Cindy Fife, RPF, occupational safety officer with WorkSafeBC.

Closing out an incredible day, WorkSafeBC occupational officers Caity Klaudt, Carole Savage and Cindy Fife shared an explainer on the spectrum of gender diversity and why small communication changes can make a difference on jobsites.

“We know that inclusive industries are safer industries,” Savage said.

Gender-based violence is often very difficult to talk about and even more difficult to report, Klaudt said. Understanding gender expression and identity, whether it’s obvious or not, can make a huge difference when it comes to making people comfortable speaking up.

Klaudt shared a personal story about one of her earlier site inspections with WorkSafeBC when she “put her foot in her mouth” while addressing a group. It happens, she said, but she apologized to the individual involved, and then used it as her own learning experience.

Using gender-inclusive language is a simple way to avoid making gender assumptions, Fife explained. That means avoiding words like ladies, gentlemen, ma’am, sir, girls, and guys, and instead using friends, folks, everyone, and all.

Watch online

Missed out on the event? The entire Women in Forestry Virtual Summit is available on-demand, including additional pre-recorded sessions from the Canadian Forest Service and the Sustainable Forestry Initiative.

All of the sessions are free to watch – just register by emailing events@annexbusinessmedia.com to receive a link to the content.

Thank you to our sponsors for their support of the Women in Forestry Virtual Summit, and for making this event possible: Canfor, the Alberta Forest Products Association, GreenFirst Forest Products, Interfor, West Fraser, Free to Grow in Forestry, John Deere, Tolko, Cascades, WorkSafeBC, Alberta-Pacific Forest Industries, Forests Ontario, Resolute Forest Products, the Sustainable Forestry Initiative, Waratah, Woodtone, and Mosaic Forest Management.

Have an idea for next year’s sessions? Contact me at mchurch@annexbusinessmedia.com.

The Western Forest Products Bursary for Women in Forestry will cover half of the tuition fees for the successful candidate enrolled in VIU’s two-year Forestry Resources Technology Diploma Program.

Bursary applications are being accepted from Sept. 1 until Oct. 31, 2022, for the program starting Sept. 2022. Priority will be given to those who have graduated from a secondary school in communities where Western operates; or, have worked for, or have a direct family member who works for Western. Learn more about the program and eligibility requirements here.

“On International Women’s Day, we are proud to acknowledge the contributions of all of the women on the Western team. We have the most gender diverse Board and executive management team in the industry and are working to increase the representation of women at all levels of our workforce as we continue our journey towards enhancing diversity, equity and inclusion at Western,” said Jennifer Foster, senior vice-president, corporate affairs and human resources, Western Forest Products.

“As we join the global community in celebrating International Women’s Day, we are pleased to announce a new bursary that provides financial support to women pursuing a career in forestry,” Foster said.

“We are grateful for Western Forest Products’ support of women in forestry. Before this, VIU did not have any forestry awards specifically for female students. This bursary will help our female students succeed in their program so that they can go on to be productive workers in the forestry industry,” said Jamie Chmielewski, scholarships, awards and bursaries co-ordinator for Vancouver Island University.

The successful candidate will be named in December 2022.

Each year, International Women’s Day gives us at CFI, Canadian Biomass and Pulp & Paper Canada the opportunity to highlight different women in the industry through our Women in Forestry content week and virtual event. It’s one of my favourite projects and I am proud to help facilitate conversations about gender diversity and inclusion in forestry.

Read all the content, Q&As, videos and features at www.womeninforestry.ca. 

It’s also an opportunity to celebrate women’s accomplishments and how far the industry has come in terms of diversity and inclusion. In one of our Q&As this week, Riet Verheggen, a forest industry and public servant veteran, shared what it was like in the forest industry in the late 1980s: “The director said, ‘the forest industry will never accept you.’ Because I was a woman. I had two choices at the time: accept the inevitable until these men all go away, or leave. So, I left,” she said.

But, that would be nearly unthinkable today, and many of the young women who we have spoken to say they don’t face many challenges or difficulties in the industry now. This is because of the trailblazers who came before and broke the biases, to paraphrase the theme for this year’s International Women’s Day (#BreakTheBias).

For example, in another one of our Q&A profiles, Krysta Phillips, woodlands operations supervisor with EACOM (now Interfor) – who is currently on maternity leave – explained how the support from her co-workers enabled her to continue comfortably doing a physical job during her pregnancy.

“The further along I got in the pregnancy, I knew I could count on my coworkers to help me out with things that I used to do easily that were now quite difficult. Like walking for many kilometers in a planned harvesting block to put up ribbon,” she said.

This is not to say that there aren’t still stereotypes and difficulties facing women in the industry. There is still plenty of work to be done to continue to address gender stereotypes in the industry, as well as to attract and retain more women in the forestry workforce.

For example, microaggressions can still be a problem for women in the industry, as Emily Dou, new product development supervisor at Domtar, shared in her Q&A. “When I would go to the machine areas and tell the operators what I would like to do, they would ask why they would have to follow my instructions. That happened a lot when I started here,” she explained.

There also aren’t many women in operational roles in the industry, particularly in logging. According to Cherie Whelan, director of SAFE Companies for the BC Forest Safety Council (BCFSC), there are currently few female log truck drivers and even fewer female hand fallers certified by the BCFSC.

However, our second annual Women in Forestry Virtual Summit on March 8 will attempt to address some of these issues by sharing ways companies can improve their diversity and inclusion efforts and giving an inside look at women’s experiences in operational roles. Building on feedback from last year’s event, this year’s presentations will also focus more on Indigenous inclusion in forestry and how to chart a career path in the industry.

The event will feature trailblazers including Susan Yurkovich, president and CEO of the BC Council of Forest Industries, Dana Collins, forestry consultant and managing director of Juniper Collective, and Kelly Cooper, founder and president of the Centre for Social Intelligence, among many others.

I am excited to learn more from all of our speakers about how a broader culture change can be achieved, and continue the diversity and inclusion conversation so that we can #BreakTheBias. Register now to join us on March 8!

CFI: What led you to forestry and to your position with the Canadian Forest Service (CFS)?

I was born and raised in rural Virginia. Me and my brothers were always outdoors so my love for nature definitely started there. My interest in sustainability and the environment came from my grandfather. He worked in agricultural co-operatives in southeast Asia, for the International Cooperative Alliance. His work required him to travel to different countries and work with farmers on the ground and develop community level projects. That always interested me.

But what I really wanted to do since I was a little girl was to become a commercial pilot. For university I ended up studying political science. And after my undergrad I wanted to go into flight school – but my parents pushed me towards law school. I had no interest, whatsoever, but when it comes to Asian families, you give in to pressure! I ended up writing the LSATs twice and got into multiple law schools as well as UofT’s forestry program I had applied to as backup. I was debating between environmental law programs and UofT’s forestry progam. I must admit that I did not fully understand what forestry was. It was a tough decision: on one side I was having to manage my family’s expectations and on the other I wanted to do something I would love. When I was doing research about forestry, most of information was about it being a sunset industry. My rational for why I chose forestry was that it’s environmental related and studying forestry would open up opportunities to flight school or join the Air Force. With law I’d be tied up all my life.

In the first semester I was a bit clueless. I thought, ‘what am I doing here?’ as I did not understand what forestry was any better. All my classmates had done their undergrad in forestry and knew what they wanted to do in terms of a career in the sector. I even called some law schools to see if they would take me back, but with no other option, I stuck with forestry and in the summer of my first year I was able to secure an internship with CFS. That’s when I realized that I could do forest policy and knew it was exactly what I wanted to do.

While a student I also had an opportunity to do a virtual internship with the United States Forest Service, which gave me insight into how forests are managed in the U.S.

After finishing my forestry degree I landed a 12-month internship with the Ontario Ministry of Natural Resources and Forestry (MNRF) in Sault Ste. Marie. That one-year experience was truly eye opening. I got a really well-rounded forestry experience. I had the opportunity to work on different forest policy files as well as work at the district office where I got first-hand experience about how forest management plans are drafted.

After my internship I qualified for my Registered Professional Forestry designation. I did a short-term contract with the MNRF’s Deputy Minister’s office as a communications assistant, which gave me a good insight into the communications side of forestry. I then came back to the CFS as a policy analyst. I feel like I came full circle.

What do you enjoy about your job?

Even though forest management falls under the purview of provinces and territories, I feel I can influence forest policy and, to some degree, how forests are managed. I find this very fulfilling. Through my policy work I support senior management in their policy decisions related to sustainable forest management and the forest sector. As a policy analyst I have to stay up to date about forestry trends and issues and that’s really interesting because I’m always expanding my knowledge.

Do you find there are particular challenges or hurdles for women, especially women of colour, in the industry? How did you handle them?

At the MNRF I was the only Indian girl in the office, so sometimes in the beginning I would feel a little awkward walking around. But everyone was so welcoming and interested in my career journey. They were open to listening and willing to share their expertise and knowledge. I really appreciated that.

There were three other Indian colleagues of mine, they were senior economists, so that was totally unexpected and a nice surprise.

After my internship, I was offered a few forester positions up north. As much as I really wanted to take those positions – it was obviously a dream job – I felt I couldn’t. As a woman of colour of Indian origin, there were so many other things I had to consider. I never really consulted my family on the decision because I knew they wouldn’t be comfortable with me going that far. Other considerations were food – would I find my spices up there?

In my head I felt that I would be insecure. That’s me assuming things, but I didn’t want to have to move up there to find out whether or not that would be the case.

I also wondered whether or not people would respect me as a Brown woman forester. Would they believe in my capabilities and respect my decisions?

When I got those job offers the pandemic had started and I wasn’t looking to be so secluded from my family. When I turned down the job offers, I could tell that some people were confused.

After I got my RPF, because I don’t have that much on-the-ground experience, for a little while I doubted myself as a true forester. However, I later realized, it’s up to me to be apprised on issues and to expand my knowledge. We have so many resources accessible to us. The CFS does a lot of scientific research and policy thinking on forests and scientists and experts, more often than not, they are really willing to talk about their research and work.

Did you have any advocates or mentors who helped steer you through some challenges?

My first director at CFS was a woman, Amelie Roberge, and she was so empowering. Her bold leadership made me realize that I could also do policy and I always looked up to her. I aspire to be like her.

I also had two amazing mentors at the MNRF. One was a woman, Suzy Shalla, she was a district manager and she was so supportive. Having her as a senior-level forester really allowed me to articulate some of the things I was thinking and share my experiences and issues. I felt I could open up to her.

The other was David Repath, at the MNRF who was an amazing listener and through our conversations really helped me believe in myself as a forester. I was always candid with both of them and sought their advice in aspects of my career. I definitely could not have made it this far without them.

What advice do you have for women and people of colour considering a career in forestry?

When I think about it, I know maybe one or two people of colour who are foresters. That speaks to the amount of work we have to do. And I know the industry is doing work towards that. But there’s a lot left to do.

I want to help make the space for other Indian women foresters. From what I know, forestry is not considered a career choice in the Asian culture.

In the Asian culture, your family often has huge influence in the subject you study at university and your career choices and forestry is not on Asian parents’ list of career choices. And I think it’s because a lot of people still don’t understand what forestry is and the different types of jobs available within the sector.

Even now when I tell people that I am a forester they almost always ask what that is, and are not able to comprehend that I can be a forester while working in an office.

I’m involved with UofT’s forestry alumni association – I’m the president – so we’re trying to see what little small initiatives or projects we can do to bring up students’ awareness of forestry, and to support alumni.

My advice is don’t be intimidated by forestry. I certainly was. But I don’t think we should be. You might at first feel out of place, but push on and find your fit in the sector. Force yourself to expand your knowledge.

The forest sector is so diverse. There are different types of careers so everyone can find a fit – if you want to go in the field, or stay in the office, or something in between. At some point I know I want to get out and in the field, but right now I’m loving my policy work.

This post is part of CFI, Pulp & Paper Canada and Canadian Biomass’ Women in Forestry series celebrating International Women’s Day on March 8. Find more content here and follow us on social media with the hashtags: #WomeninForestry, #IWD2022 and #BreaktheBias.

Remember to join us for the Women in Forestry Virtual Summit on Mar. 8 at 11 am ET/8 am PT! It’s FREE to register. Sign up now!

CFI: What led you to become involved in the forest industry?

It wasn’t a conscious choice; it’s just that’s where the path led me. I started out right out of school at a company called WellWood of Canada. It was a downtown job – I grew up in the lower mainland B.C., in Delta. It was in a high-rise in Vancouver, and that was exciting for me. It was a licensee’s head office. I was there a long time, doing clerical work. Then, I got married, had kids and decided to stay home for a while. Then, we moved to the Interior and there was a big company up here in the Interior; it was in the forest industry, in a different capacity – an automated sawmilling equipment company that built the machinery inside mills. Throughout working there, they would take us on mill tours to see how the wood was processed.

Then, I moved to Finning, an equipment dealer for the forest industry. There were a lot of contractors that came into Finning, and it was one of the contractors who told said the ILA was looking for somebody and asked if I would be interested. He has since passed away – Terry Kineshanko. He was a big force in the industry. I came in, and that was almost 20 years ago.

This job has evolved over the years with doing the show, from helping out at the beginning to taking on the task myself and coordinating everything. You get to a point where people call you and you’re a familiar voice on the phone, and they say ‘Oh, I’ll call Nancy, she’ll know what’s going on.’

CFI: What do you like most about working for the ILA?

It’s quite diverse. There are a lot of different personalities. It offers me flexibility whereas back when I was younger, I didn’t really have that. Every week changes and evolves. I always try to stay on top of what’s going on, whether it’s in the technology or other area. I never used to go to the board meetings, but I do now – not that I contribute, but I’ve learned more along the way. My first love is the accounting part – that is what I really enjoy doing. It’s a one-girl office, so I do all the payroll, receivables, etc., and the running of the office.

CFI: Over the years, how do you think the logging industry has evolved in terms of diversity and inclusion? Have you seen it improve over the years?

Absolutely, yes. There are women on our board now. We used to have a woman chair – Trish Balcaen. Last year, I watched the Women in Forestry event, and I was just amazed at all the stuff they went through, and it actually struck a chord with me. It got me thinking about what I could do or bring to the table. So, I think women have definitely moved forward quite a bit.

We used to do training here and we had female operators come through. They were just young girls, and I was always thinking, ‘Wow, isn’t that neat they can do this now?’ Because I don’t think that was an option years ago when I first entered – and we’re talking a long time ago, more than two decades ago.

CFI: What was it like for women when you first got involved in the industry?

I think women back when I first started, they weren’t given that many opportunities, not like they are now, because the thought was, ‘Well, she’s going to come in, have kids and leave.’ I don’t think they were given the same opportunities, or maybe it was hard to find them. Plus, back then, there was no internet, it was always word-of-mouth. I don’t think when I first started there were the tools there to get involved. That was before the internet and you still had to apply for jobs through the newspaper.

CFI: Do you have any advice for women who are looking to get into the forest sector?

You never know what you can do until you get out there and do it. If you have a passion for it, go for it. At least that’s what I tell my daughters, and they’re both very successful.

This interview has been edited for length and clarity. This post is part of CFI, Pulp & Paper Canada and Canadian Biomass’ Women in Forestry series celebrating International Women’s Day on March 8. Find more content here and follow us on social media with the hashtags: #WomeninForestry, #IWD2022 and #BreaktheBias.

Remember to join us for the Women in Forestry Virtual Summit on Mar. 8 at 11 am ET/8 am PT! It’s FREE to register. Sign up now!

CFI: What first got you involved in forestry?

For me, I didn’t have family that was in forestry or anything like that. It was actually a friend who mentioned that maybe I would like forestry because of my love for the outdoors. So, I started researching forestry programs and I found the forest ecosystem management technician program at Confederation College in Thunder Bay, Ont. I did my research looking at the program and I really liked it; I thought it would be an opportunity for me, so I went full force in. I did my college diploma, and then I transferred to Lakehead University after doing some research into that, too. I got my Bachelor’s of Science in forestry with a specialization in forest management from there. So, in four years I did the diploma and university degree.

CFI: So, how did you end up in your current role?

I graduated in 2013, and I headed out west. I started my career as a summer student in Alberta, and, basically, I’ve been in industry ever since. I worked for sawmills in the woodlands departments, and I tried out planning and silviculture, and ultimately landed in operations supervision. That’s my current role. On top of operations supervision, I’m also responsible for the safe certification program for Skeena Sawmills, and I am the environmental management system coordinator for two different certification programs – the first being the Sustainable Forest Initiative (SFI) with the sawmill and then the Sustainable Biomass Program (SBP) certification for Skeena BioEnergy [the pellet plant].

CFI: What do you like most about your role?

I like the diversity. With operations supervision, there’s lots of fieldwork associated with it. So, I really like being in the field a lot, but I also have office time. I like working for a small sawmill as well, because then I get opportunities to do multiple things at once – it’s not just a one-lane opportunity.

CFI: Are there any particular mentors that have helped you reached this point in your career?

There’s a few I can think of, for sure. My sponsoring forester that I had in Alberta, she was very integral in the initial development of my career when I started. She got me into operations supervision, so I’m super appreciative to have had a mentor like that. A few other people also encouraged me to grow my career and make some pretty big career choices in the last few years.

CFI: How important do you think mentorship is for encouraging other young women to get involved in the industry?

I think that mentorship is 100 per cent important. That’s how I got to where I am today, and I always encourage younger people that I work with to reach out and have that mentorship. Becoming an RPF and having that sponsoring forester, I think that’s a key way you can have mentorship. But, I’ve also worked for some companies that strive to have a strong mentorship program and delivering on that is key.

CFI: Do you find there are particular challenges or hurdles for women in the industry? Any recommendations for how we can address them?

I certainly have experienced some challenges in my career. It being a male-dominated industry, there’s ways that I’ve had to navigate certain situations where maybe I felt that my voice wasn’t heard or I had to speak up a little louder than some other colleagues. So, I’ve certainly faced some challenges but I’ve grown professionally and as a person from them, and fortunately I’ve had management that supports me if I speak out about issues that I’m having. Finding PPE that fits appropriately is also an issue that I’ve had. For example, having hi-vis jackets provided to staff, and I got a size small but I’m swimming in it. And footwear, I definitely have to dig deep into the internet to find appropriate ones.

CFI: What would you say to women who are looking to get involved in forestry or women who are in forestry and want to move up to a leadership position?

I think for younger women, it’s important to do your research. Stay curious and remain open to different ideas. And if you have an interest in anything regarding forestry, I think it’s important to ask questions. Don’t be afraid to lean on others in the industry and learn more before you get into it. I remember my program coordinator saying on one of my first days that forestry will be one of the most challenging but rewarding programs that you’ll go through, and I think that rings true. I definitely see the rewards with it. And for women looking to move into management roles, I think you’ve got to put your foot forward and speak up if you would like to have the opportunity to move ahead with your career.

This interview has been edited for length and clarity. This post is part of CFI, Pulp & Paper Canada and Canadian Biomass’ Women in Forestry series celebrating International Women’s Day on March 8. Find more content here and follow us on social media with the hashtags: #WomeninForestry, #IWD2022 and #BreakTheBias.

Remember to join us for the Women in Forestry Virtual Summit on Mar. 8 at 11 am ET/8 am PT! It’s FREE to register. Sign up now!

CFI: What led you to a career in the world of tree-planting?

Yeah it’s funny I don’t actually have any formal educational background in forestry. I really did get started as a tree planter. I started in my second year of university. I had a roommate who went tree-planting and he came back after the season and he had lost 30 pounds and he was super tanned and he had scrapes and bruises and such an amazing cache of stories from the summer, and I had spent my summer working in an office and I just hated every second of it.

I realized this is the job for me. I applied and was picked up by Outland. That was in 2006. I continued to tree plant for eight years after that. I put myself through university and had lots of international travel. Then in 2012 I went back to school for a post-graduate program in international development. I thought I was going to work for MSF [Doctors Without Borders] or some similar organization overseas.

But then the summer after I wrapped up that program, I did an internship with Outland’s Youth Employment Program. It focused on engaging Indigenous youth in the forestry sector specifically – it made me realize that I could apply my skills domestically. Since then, I have been working in the Indigenous space trying to support engagement in the natural resources sector so that includes everything from tree planting to brush cutting to forest fire fighting.

What is it about your job that you enjoy?

I now have a foot in two worlds. I’m still working with our tree-planting division and I really love it – it’s where my roots are.

I think tree planting is amazing because it’s such an opportunity for young people to explore new things and grow a network of friends. It’s one of the rare industries where the fundamentals haven’t changed. Technology hasn’t really impacted tree planting. But small changes in the new cohorts are bringing are increasing productivity and increasing their pay cheques.

On the other side, I really like working in the Indigenous space and capacity building. I enjoy seeing the sector’s changes and commitment to reconciliation and to inclusivity. It’s not keeping pace with where it should be, but I think genuine efforts are being made and I like participating in that and seeing it happening organically.

Do you find there are certain challenges or hurdles for women to enter or stay in the industry? And have you faced any?

As a tree planter, something that I really loved, once you get there you are living in this microcosm world where nothing really matters on the outside. If you work hard and you were good at your job, you could gain a lot of respect no matter who you are or where you came from. You didn’t need any type of credentials.

That said, certainly there are challenges. It’s hard to really pinpoint what they are, but an example is, as a woman driving a vehicle, your male counterpart could get the vehicle stuck 100 times and nobody would say anything. But as a woman they would say, “Oh she just doesn’t know how to drive.” I remember how self-conscious I was driving. It’s just one example of how it permeates throughout your day.

That concept of having something to prove has stuck with me throughout my career. I would kill my body trying to keep up with the high ballers, who were almost always guys.

There was an added pressure to prove my abilities. It motivated me – and I know it doesn’t for everybody – but I’m a very competitive person!

What can companies do to address some of these barriers for women?

My foreman in my first year really valued having a 50-50 ratio in his crew and he worked really hard to hire that way. We really strive to have diversity and a 50-50 representation of men and women, and it doesn’t always happen, but there is a huge commitment from our company to see that through.

We also have women in leadership roles specifically in the tree-planting sphere. Having a female supervisor in a camp changes the dynamics. In my experience, a female supervisor tends to listen and include everybody’s voices and perspectives. Even if you’re just talking about the plan for the next day. And in my office specifically, my manager is strong female leader who came up as a tree planter and I think her presence in a senior leadership role has definitely had a trickle-down effect in our office. We have a female-dominated office, I think it’s the only one in the company, and I think a lot of that is a testament to her leadership.

From a company perspective, what I like to do is research the demographics of the population in the area that we are working. I think your workforce should reflect those demographics. If you’re working in a northern region and there is a high percentage population of Indigenous people, it’s so important to be inclusive of those people in your workforce. In Thunder Bay there is a higher population of South Asians coming to our city and it’s important to include them in your workforce.

On a higher level, having ESG [Environmental, social, and governance] commitments and linking executive pays to meeting ESG commitments. My manager has personal commitments and it plays out in our office.

Senior leaders have a unique opportunity to set the culture and to really reinforce what matters to your company and to live out those philosophies. I think that’s a neat concept for companies to consider.

What advice do you have for those considering a career in tree planting?

Things are so different for people who are tree planting now because of how much information is available to them. When I applied to tree-planting, I was literally mailed a physical package and told to meet on this day and at this time! Now there is so much information – which I think is good and bad.

My advice is to just do it. Know what you’re getting into but don’t overthink it. The internet is saturated with really positive but also really negative stories. You can get in your head about what tree planting is but you can never really know until you experience it. Take a leap of faith. It was one of the best things that I’ve ever done. It’s so good, at least from my perspective, for mental and physical health.

If you’re thinking that this is right for you – go for it!

This post is part of CFI, Pulp & Paper Canada and Canadian Biomass’ Women in Forestry series celebrating International Women’s Day on March 8. Find more content here and follow us on social media with the hashtags: #WomeninForestry, #IWD2022 and #BreaktheBias.

Remember to join us for the Women in Forestry Virtual Summit on Mar. 8 at 11 am ET/8 am PT! It’s FREE to register. Sign up now!

CFI: What was your career path that led you to a senior leadership position with Canfor?

I’ve had a more non-traditional career path. I started in the sports industry. I pursued a an undergraduate in communications and then a master’s degree in sports management. I was playing a lot of sports growing up and I thought that, if I could make a career out of this, I would be very fulfilled. As I got into my later 20s, I realized that it wasn’t as fun being on the sidelines.

But what I really loved about my work was the people and ability to drive teams to stronger performance ¬– not just on the field but also in in the meeting rooms. So that’s when I made the switch in my early 30s into HR.

My mom had actually worked for the BC Council of Forest Industries in the 70s and she spoke so fondly of, not only the industry, but also the leaders in it. In 2014, I saw a job posting come up from Canfor and – being born and raised in B.C., the Canfor brand is so iconic – so I said I really have to apply for this job. I was fortunate to be brought into Canfor at that time as a director of learning and leadership development.

I progressed through a couple of HR roles here before being asked to take on the vice-president job and was promoted about a year ago to senior vice-president, people. As the senior VP of people, I have the privilege of working with a fantastic team of HR leaders who look after everything from day-to-day HR in our businesses to corporately looking after our talent acquisition and talent development, learning, leadership development, employee experience and all the facets that make life at Canfor enjoyable, right from pre-hire through to retirement.

Highlights so far?

Definitely growing with all of my Canfor colleagues, but particularly my HR team and the executive team, through the pandemic. Just the resiliency needed and the ingenuity needed, I’ve especially come to admire and appreciate our frontline team beyond words. They’ve continued to come to work with so much dedication for our customers and are getting things done by being a lot more creative than we’ve ever had to be.

What do you enjoy about your job in the forest industry?

I’ve worked now in several different industries – energy, real estate, local government and post-secondary – so I know I am super fond of the forest industry.

It’s the genuineness of our people and the fact that you can’t go anywhere in forestry and not meet people who are generally from smaller towns, very connected, stewards of their communities, and just down-to-earth, hardworking people who are so humble. Those are my kind of people and it makes it exceptionally enjoyable.

Do you find there are certain challenges or hurdles for women to advance in the industry, or in executive positions?

It’s a question that we wrestle with a lot. I think we have a few things working against us, and probably a lot of perceptions around the industry that are just no longer true.

When I look at our percentages here at Canfor, we’re still only seeing about 13 per cent women out of 8,000 employees. I am happy to say it’s moving in the right direction, but that’s not without a lot of focused effort. I think there’s a bunch of things we need to do differently around how we promote the industry.

I think the mills themselves and production teams would warmly welcome more women, but we’re not exactly known for our flexible work environments. So there’s some structural things about the work itself that we need to take a hard look at. But the inclusive attitudes, I do think we’ve made great strides there and I am excited to see what’s going to come from the focus on that.

What can companies do to attract and support women or other people with diverse backgrounds and to advance them into leadership?

Our diversity council is helping guide us through what they think it will take in practical terms, which has been so fantastic. What we hear from them is to continue the focus on training to highlight bias and the hurdles. We all know what the research supports in terms of organizations being stronger when we have a more diverse set of views around the table.

The mentorship programs we offer are also super important and we’ve had a lot of success with this. I would not be in the position I am today without the sponsors that I have had, and that includes both women sponsors as well as men.

We are very deliberate too about how we look at the talent opportunities. Everyone needs to have a bit more rigour around the selection processes when they are hiring from the outside or promoting or putting someone into a leadership program or deciding who should go to that conference or on that business trip or on the tour with the CEO. We have stopped and thought, hey, are we considering the entire population here? We are deliberate about making sure we’re inclusive and having diverse representation.

What advice do you have for women starting out in forestry and looking to climb the executive ladder?

It’s probably the same advice for women and men, whether you’re from a diverse background or not: If you are looking to progress in your career it’s really going to come down to letting your work speak for itself.

I think our work can advocate for itself. That is not to say we shouldn’t stand up for ourselves and make sure we’re putting ourselves forward for opportunities, but make sure you’re focused on delivering on the job you have today and the rest, I do believe, takes care of itself. When your work stands out, it’s hard to ignore no matter what your background.

Also, relationships are key. Our industry is especially relationship focused – that is what I love about it. Make the effort to go build genuine, non-transactional relationships with folks in your company or at industry events like the summit coming up. These are all fantastic opportunities for folks to network and build genuine connections that are going to really help you advance, and to find out about opportunities you probably never otherwise would have.

This post is part of CFI, Pulp & Paper Canada and Canadian Biomass’ Women in Forestry series celebrating International Women’s Day on March 8. Find more content here and follow us on social media with the hashtags: #WomeninForestry, #IWD2022 and #BreaktheBias.

Remember to join us for the Women in Forestry Virtual Summit on Mar. 8 at 11 am ET/8 am PT! It’s FREE to register. Sign up now!