We believe in developing, nurturing and sharing our subject matter depth

We do this internally to support staff development, effective internal execution and team work, and externally to influence better decision making.

We are curious and passionate learners, always looking to develop a deeper understanding of what we’re solving and deepening our skill sets in everything we do.

We, as individuals and as a team, find ways to develop, share and use our depth to drive impact.

We believe in striving for excellence

We hold ourselves, our colleagues and our partners to high standards of competence and performance.

We believe in delivering higher quality, greater innovation and more analytically rigorous work than our competitors. We do not settle for average or mediocre.

We are reflective of our shortcomings and continuously focus on improving, progressing and developing.

We believe in maintaining an entrepreneurial culture

We encourage all CPCSers to think and act like owners and focus on creating positive impacts inside and out.

We allow ourselves to experiment and take calculated risks. We support the implementation of initiatives when people show entrepreneurial drive and commitment to see them forward.

We apply an entrepreneur’s mindset to challenges and opportunities in our day-to-day activities. This keeps us agile.

We believe in treating colleagues, clients and partners as we would want to be treated

We are fair, thoughtful and empathetic. We welcome and are mindful of people’s uniqueness and frames of reference.

We have honest and respectful conversations even when we disagree. We collaborate with clients because we value their views. We respect others’ time and life preferences, including what contributes to their work-life fullfillment.

Every day we work towards greater diversity, equity and inclusion. We strive to cultivate self-awareness and keep our biases in check.

We believe that work should be fun and fulfilling

Fun can mean different things, but we define it as having fun tackling hard challenges with talented, driven, diverse and motivated colleagues.

We have fun satisfying our curiosity and applying our creativity to interesting problems. We have fun working in complex environments and making a difference. Fun also means getting better at what we do and building fulfilling careers.

We stay away from boring and cookie-cutter projects and unnecessary bureaucracy as much as we can. We show up because work is fun and fulfilling. We work to have an impact — not simply to get a pay cheque.

Fun and rewarding culture.

We enjoy solving today’s complex social and economic issues in the infrastructure sector. 

We care about our people.

Our team members can become shareholders (most of them do!). You’ll also enjoy our flexible work mindset and perks to help you strike a work-life blend that works for you.

• Diversity refers to, but is not limited to, age, gender, ethnicity, national origin, sexual orientation, disability, indigenous status, gender expression/identity, education, religion as well as diversity of thoughts and cognitive frameworks.
• Equity is when all individuals have equal opportunities and support to succeed and grow. It’s more than treating everyone the same way; it’s also about accommodating differences such as accessibility.
• Inclusion is an intentional choice to ensure that all individuals are valued, respected and involved. In other words, it’s how diversity is put into action. It results in a sense of belonging.

As CPCS continues to grow, one of our key objectives is to attract, retain and nurture the most talented individuals. This is how we can best develop solutions for growing economies.

CPCS is committed to providing and fostering a workplace that is diverse, inclusive, free from barriers and psychologically safe.

Our three priorities:

Actively promote diversity, equity and inclusion

• Seek diversity in the people we hire and promote as well as the people we do business with.
• Welcome and include all employees; offer equal support and attention to all.
• Offer all employees equal opportunities for professional development.
• Give visibility, internally and externally, to a diverse pool of experts and thought leaders.
• Support the organizational impact of our employee resource groups, including the Employee Engagement, Corporate Social Responsibility and the Diversity, Equity and Inclusion Committees; leverage diverse thinking to influence positive and concrete change.

Remove barriers to diversity, equity and inclusion

• Ensure that hiring, evaluation and promotion processes are based on principles of individual merit and achievement, without any form of prejudice, bias or inequity.
• Create a work environment that is free from any form of microaggression, acts of violence, harassment or bullying, by raising awareness, addressing issues and fostering an inclusive leadership.
• Understand and address specific barriers that may hold back certain employees or groups of employees. 

Be committed to progress

• Ensure that leadership is committed, employees are involved and all are accountable at their level.
• Plan for action, monitor and report progress and course correct as needed.
• Communicate this policy internally and externally and corresponding action plans.