Over the past few months, the Council has created and disseminated an audit report for our waterfront employers.

This audit was designed to better understand how employers and the waterfront industry are doing from the perspective of their employees compared to DEI best practices. Auditing the existing work environment allows for an accurate assessment of DEI needs within the waterfront community.

Throughout the process, benchmarking data has been gathered to better inform future initiatives and to ensure our initiatives and programs align with the needs of our community. Data-informed decisions and initiatives also allow us to track measurable progress along the way.

If there should be any questions, please don’t hesitate to reach out to BCMEA.


The Waterfront Council’s Allyship Training workshops and webinars are an integral part of our development towards fostering a safe and inclusive waterfront industry.
In addition to providing tools and tips on how to be a better ally, our Allyship Training workshops are designed to provide attendees with a brief overview of Allyship, insight on personal experiences dealing with conscious/unconscious biases and discrimination, and how to call in/call out behaviors.
For future workshops and webinars, we are requesting feedback to allow us to better tailor the Allyship training sessions to industry needs.


On April 5th, we hosted our very first webinar on Allyship in the Workplace. 🥳

Our goal of this webinar was to explore what allyship means and what being an ally looks like.

Now more than ever, there is a need for people to acknowledge their individual role in creating more equitable and inclusive teams and organizations – particularly when they hold power and privilege. Doing this effectively means being intentional in doing the work of allyship. Allyship requires active, consistent, and determined commitment to a process of learning and re-evaluating ‘the way we have always done things’.

This webinar was designed to equip participants with the knowledge and understanding of what allyship entails. We defined allyship and its core principles and began to acknowledge our accountabilities and opportunities to effectively practice allyship in the workplace.

The session was recorded and will be made available upon request. Please reach out to BCMEA or your HR representative if you would like a copy of the recording!

Stay tuned for future webinars on DE&I topics and how they relate to the waterfront industry. 🙌



Megan Owen-Evans, President of Fibreco & Member of the Waterfront Council.

Meet Megan Owen-Evans, President of Fibreco and member of the Waterfront Council! Megan is passionate about DE&I and empowering women in the waterfront industry. She knows that if it’s possible to make a measurable impact in an environment where change has not always been welcomed, it will demonstrate that it’s possible anywhere.

Follow this link to read Megan’s full member spotlight feature. 

“As a female who has come through the ranks starting as a labourer and working my way up to GM at Cascadia and now President at Fibreco, DE&I holds a great deal of significance to me. The waterfront has largely been a male-dominated environment and I have had to navigate that atmosphere as a female when there weren’t many others to look to.”