PGL is dedicated to reducing environmental risks and minimizing climate impacts across its operations. We know the negative environmental and social effects of certain human activities and establish business practices, standards, and goals that preserve and improve the environment.
We are implementing several strategies to lower our carbon footprint, including:
Office hoteling to reduce requirements for physical office space
Carbon offsets for business travel
Subsidies for low-carbon commuting
Cycle-commuter facilities and remote work options
Car sharing programs
Our efforts to reduce waste include:
Phasing out paper files
Donating used laptops
Following recycling and composting programs including proper disposal of batteries and electronics
Reducing the use of disposable items
Provide filtered drinking water in offices
We have implemented efficiency measures such as installing LED lighting and using low-flow water fixtures in offices.
Since 2006, PGL has prioritized purchasing durable, long-lasting materials and products with low VOC (volatile organic compound) emissions.
PGL plans to transition company vehicles to EVs where feasible. This transition has been delayed due to supply chain challenges. Internal combustion vehicles may continue to be used for long-distance travel in the interim.
PGL has developed a Sustainable and Ethical Purchasing Policy that sets sustainability guidelines and encourages the use of approved suppliers (i.e., those with third-party environmental accreditations and partnering with locally owned and operated businesses).
PGL joined Canada’s Net-Zero Challenge in 2024 and committed to achieving net-zero emissions by 2050. PGL has set the following interim targets for 2035:
Scope 1 Emissions: 40% reduction
Scope 2 Emissions: 15% reduction
To support these targets, PGL developed and integrated a series of actions and mitigation strategies into our long-term business planning, including:
Office Space Reduction and Relocation to Low-Emissions or Net-Zero-Ready Buildings
We consistently evaluate opportunities to reduce emissions associated with our real estate portfolio as leases expire. We are actively exploring office spaces with lower emissions profiles, considering both availability and cost implications.
Third-Party Engagement
We work with subconsultants and landlords to identify and implement emission-reduction opportunities. Actions already taken have included installing timers for office lighting and heating and promoting the use of EnviroOil™.
Data-Driven Approach
PGL collects and analyzes data on greenhouse-gas emissions to monitor trends and inform decision-making. We are committed to maintaining data that is relevant, complete, consistent, transparent, and accurate. We will adjust our strategies as needed to ensure continual improvement and alignment with our sustainability goals.
PGL's culture is shaped by collaboration, mentorship, and shared responsibility. Equity, Diversity, Inclusion, and Belonging (EDIB) are embedded into our governance, leadership, and day-to-day practices. We are committed to fostering an inclusive workplace where people feel safe, valued, and supported. We value diverse perspectives as they strengthen our work and impact.
We recognize that systemic barriers continue to exist within STEM and professional services, and we are intentional about reducing those barriers through policy, training, accountability, and continuous learning. Through community partnerships, mentorship, and responsible business practices, we seek to reflect and positively contribute to the communities where we live and work. As we continue to grow, we commit to providing equitable access to opportunity, professional growth, and leadership, while maintaining a respectful, harassment-free environment where everyone can do their best work.
PGL's EDIB Committee was established in 2018 and is made up of staff from all corners of the organization. The Committee engages with staff through surveys and focus groups to understand barriers to equity, diversity, inclusion, and belonging. Occasionally supported by external auditors and consultants, the Committee advises the Board, Senior Leadership, and HR on strategies to address said barriers. Shortly after its inception, the Committee supported the development of PGL's EDIB Policy.
PGL invests heavily in mentorship, training, and professional development to support both technical excellence and inclusive career growth at all levels of the organization. PGL invests in training and education in the following ways:
Structured training and apprenticeship programs for:
PGL's Guide Program pairs every staff member with a guide to support:
PGL's Mentorship Committee helps PGLers build interpersonal skills by:
Company-wide training offered regularly on DEI and workplace culture topics, including:
Annual and ongoing learning initiatives, including:
PGL is committed to giving back to the communities where we live and work through charitable contributions, partnerships, and staff involvement.
Donation-matching program for employee charitable contributions.
Sponsorship of non-profit and community sports teams.
Annual donations to charities across Canada each December.
Collaboration with Indigenous artists to create PGL’s annual holiday card.
Ongoing partnership with Engineers of Tomorrow, where PGL Staff volunteer as youth mentors to support awareness of and inclusion in engineering and STEM careers.
PGL is committed to maintaining a safe, respectful, and inclusive workplace free from violence, bullying, and harassment through the following initiatives:
Prevention, accountability, and support for individuals who may face inequities or harm in the workplace through adoption of internal policies and codes of conduct.
Mandatory Violence, Bullying, and Harassment training for all staff, developed and delivered by The Integrity Group, Education and Conciliation Ltd.
Access to third-party reporting resources provide staff with confidential support in addition to internal reporting channels.