HR Inclusion & GBA+ at Daybreak Strategy

We help mining and heavy industrial organizations modernize operations — and we expect our own hiring and HR practices to reflect the same discipline, transparency, and innovation we bring to client work. This page outlines how we apply Gender-based Analysis Plus (GBA+) to build inclusive, high-performing teams across Northern Ontario and the regions we serve.

Why HR inclusion matters in mining and heavy industry

The future of mining and industrial operations is digital, connected, and people-centric. To deliver complex programs in environments like Sudbury, the Ring of Fire, and other global mining hubs, we need teams that combine technical depth with diverse lived experience and perspectives.

For us, inclusion is not a side initiative. It is a practicality: inclusive teams see more risk, identify more opportunity, and execute more sustainable transformations — from automation and digital twins to ESG and cybersecurity.

Our GBA+ approach to HR

Gender-based Analysis Plus (GBA+) is the framework we use to examine how sex, gender, geography, Indigenous identity, race, disability, age, language, and other factors intersect to shape access to opportunity. We apply this lens whenever we:

Design a role or project team.
Launch a recruitment campaign.
Define travel, site, or shift expectations.
Scope training and capability-building programs for our people and our clients.

In a Northern Ontario context, that means accounting for rural and remote communities, fly-in/fly-out realities, family and community obligations, and the legacy of extractive projects on Indigenous lands.

Inclusive hiring practices

We model the same rigor in hiring that we bring to strategy, data, and technology work.

Role design

Before posting a role, we:

Clarify essential responsibilities vs. “nice-to-have” experience.
Challenge assumptions about location, travel, and schedule where remote or hybrid work is possible.
Ask who may be unintentionally excluded by the way the role is currently defined.

Job postings and outreach

Our postings:

Use clear, non-jargon-heavy language and avoid biased “culture fit” wording.
Include a plain-language accommodation statement for candidates with disabilities or other needs.
Reach beyond informal networks to include Northern Ontario talent pipelines and equity-deserving communities (including women in mining/tech, Indigenous professionals, racialized talent, 2SLGBTQ+ people, people with disabilities, and newcomers).

Structured selection

During screening and interviews we:

Use structured, role-specific questions tied to defined competencies.
Score candidates consistently and document decisions based on evidence, not gut feel.
Offer remote interview options where practical, to reduce geographic and scheduling barriers.
Treat candidates with respect — limited unpaid work, clear timelines, and honest feedback where possible.

Onboarding and retention

Inclusion does not end with an offer letter. When someone joins Daybreak, we:

Make expectations, success measures, and decision paths explicit.
Discuss flexibility, accommodations, and travel requirements up front.
Provide access to client-facing work, mentorship, and ownership of meaningful outcomes — not just background tasks.

Our commitments

As a boutique firm operating at the intersection of strategy, technology, and operations, we set clear commitments for how we show up internally and externally.

We commit to:

Equitable opportunity – Roles are scoped and filled based on capability, potential, and values alignment, with conscious effort to remove structural barriers.
Respect and psychological safety – We do not tolerate discrimination, harassment, or retaliation — in our teams or on client engagements.
Accessibility and accommodation – We provide accommodations through recruitment and employment and work with clients to align project expectations with this commitment.
Continuous improvement – We review our HR inclusion practices regularly, looking at data, feedback, and lessons from each recruitment cycle.

Inclusion across our services and client work

Inclusion is also embedded in how we design and deliver work for clients:

In automation and connected operations, we think about the worker experience — change impacts, training access, and human factors, not just technology.
In data and intelligence, we consider which metrics are tracked, who has visibility, and how decisions impact different groups of workers.
In transformation and sustainability, we connect ESG, community expectations, and workforce impacts, particularly in mining communities where projects shape livelihoods for decades.

This people-first view is part of why mining and industrial leaders choose Daybreak: you get digital and operational expertise, plus a partner that understands the human system around the technology.

Who we’re looking to work with

We’re always interested in connecting with people who:

Have experience in mining, energy, infrastructure, or heavy industry — on site, in projects, or in control rooms.
Are curious about data, automation, and AI, even if your path into technology has been non-linear.
Care about safety, community, and long-term impact as much as transformation and performance.

If you don’t see a perfect role posted but feel aligned with this approach, you can still reach out. We’re a growing firm and often assemble teams around specific transformation programs.