Our recent engagement survey reinforced one of Redbrick’s greatest strengths—our commitment to diversity, with 96% of employees recognizing our strong DEI practices across our companies. At the same time, teams shared a growing interest in more dedicated time and focus on Learning & Development, as well as greater involvement from Executives and CEOs in our Monthly Collective Learnings (MCLs).
To address this feedback, we’re reimagining the MCL experience for 2026 by expanding the space and evolving it into two focused streams: DEI and Growth & Development. While DEI MCLs will continue to support meaningful conversations around inclusion and belonging, Growth & Development MCLs will be led by Executives and CEOs, creating opportunities for leadership-driven learning, knowledge sharing, and deeper connection across teams.
To support greater clarity, alignment, and impact, we’re introducing a 2026 MCL Planner. The planner provides a tentative, forward-looking overview of MCL focus areas, hosts, and timelines, while allowing for flexibility as priorities and opportunities shift. This approach helps create greater visibility into how MCL topics are thoughtfully planned and supported.
These MCLs will remain focused on topics related to diversity, inclusion, and reconciliation. Sessions will be planned and supported by the DRIVE Committee and presented by our peers.
These MCLs will focus on learning and skill-building topics that support professional growth. Sessions will be hosted by our Executives and CEOs, with a focus on leadership, development, and public speaking.
As we plan for the year ahead, it’s equally important to understand where we are today. The information shared through ADP and the Engagement Survey helps us better understand our workforce and identify DEI trends, patterns, and areas of opportunity.
The graphs on this page will be updated quarterly to reflect our representation over time, allowing teams to track changes and trends throughout the year. All data is voluntary, confidential, and reviewed only in aggregate, and is not used to make individual employment decisions. By choosing to share this information, including gender data, you help us identify trends and patterns over time and evaluate whether our hiring, recruitment, and other people practices are being applied fairly, consistently, and inclusively across Redbrick and its portfolio companies.
The graph above shows total headcount by gender across Redbrick and all of its portfolio companies.
The graph above shows total management positions by company, across Redbrick and its portfolio companies, broken down by gender.
The graph above shows the Headcount by Business Unit and Gender, across Redbrick and its portfolio companies.
Based on feedback received and a thorough analysis of our workforce, we have identified the following DEI goals for 2026.
These DEI goals are aspirational and forward-looking and are intended to guide our efforts to expand opportunity, strengthen inclusion, and improve representation across Redbrick and its portfolio companies.
Our goals are not tied to quotas or guaranteed outcomes, and they do not involve preferential hiring or promotion based on race, sex, or any other protected characteristic. All employment decisions at Redbrick are based on qualifications, experience, skills, and business needs.
To support fairness and consistency, we use structured and inclusive hiring practices, including standardized scorecards, panel interviews, and role-specific criteria, to reduce bias and ensure equitable evaluation of all candidates.
Our DEI goals focus on targeted outreach, talent development, and removing systemic barriers, not on “must-hire” requirements or workforce balancing.
1. Expand and diversify the applicant pipeline for tech/ engineering roles to increase the representation of qualified women applicants and hires in the Tech department by the end of 2026 through proactive outreach, partnerships, and inclusive recruitment practices.
2. Enhance leadership development and progression pathways to ensure equitable access to management opportunities for women and all employees by the end of 2026.
3. Enhance transparency around workforce representation by regularly sharing anonymized, aggregated data on overall headcount, demographic representation in management roles, and workforce representation across Redbrick and its portfolio companies.
4. Build meaningful partnerships with Indigenous organizations to expand employee volunteer opportunities, strengthen inclusive community engagement, and support cultural learning across Redbrick and its portfolio companies. These partnerships are focused on community engagement and learning and do not influence individual hiring or employment decisions.
We’ve created a set of resources to help you plan, build, and deliver your MCL with confidence. These templates are meant to guide you, not limit you—feel free to adapt them to fit your topic, style, and audience:
Click in the title to download the template. It covers the core elements to help you get started. Once completed, you’ll have a solid MCL to run your session. Just create a Copy so it doesn't modify the master template.
Click on the title to download the presentation template. The slides and format are ready to go, so you just have to add the content. Please contact Mariana to access to Pitch and the presentation.
If you'd like to submit any anonymous questions, concerns, or feedback, feel free to leave a note here!
