Our People and Communities

Contribute to the prosperity and quality of life in our operating communities through trusted partnerships, thoughtful engagement and support for the wellbeing and development of our employees in a safe and inclusive workplace.

$2.8 million

in philanthropic
contributions

100%

of salaried employees completed unconscious bias training

Commitment to achieve

zero safety injuries

by 2030

Employee Safety

Objective: Aspire to reduce employee injuries to zero by enforcing a proactive safety program and culture.
Targets:
- Establish annual safety targets that drive positive actions and behaviors by 2026
- Aim to achieve zero safety injuries by 2030

Indigenous Partnerships

Objective: Foster relationships with Indigenous communities built on trust, mutual benefit and long‑term resilience.
Targets:
- Establish Domtar as a preferred partner for Indigenous communities through the implementation of our Indigenous Partnership policy
  and internal engagement strategies by 2030
- Ensure Domtar is considered a culturally safe and inclusive environment where Indigenous employees, partners and communities feel respected,
  valued and heard by 2030

Community Engagement

Objective: Enhance our community engagement programs focusing on employee volunteerism as well as financial support for education, sustainability and humanitarian needs.
Targets:
- Achieve $20 million in community investments over five years by 2030
- Reach volunteerism milestone established in 2026 by 2030

Employee Experience and Talent Development

Objective: Strengthen the employee experience by fostering an environment where everyone is inspired to build their career and fulfill the company’s purpose.
Targets:
- Achieve milestones determined by top themes in 2026 employe engagement survey by 2030
- Expand growth and development opportunities for at least 85% of high‑potential and potential successors by ensuring their participation in personalized development plans by 2030
- Develop a mitigation strategy for 85% of critical roles, prioritizing internal talent, when applicable, to ensure timely fulfillment of open positions by 2030