Skip to Content
pink heart pattern pink heart pattern

hiring & career

Our Hiring & Career pillar aims to build programs and recruitment strategies to improve diversity at all levels of the organization, including leadership positions. We strive to build a diverse workplace that benefits all employees, allowing them to feel valued for their differences while creating opportunities for advancement.

pink hearts
BlackNorth; closeup of a person’s eye; text reads: Part of the Problem find solutions at BlackNorth.ca

blacknorth pledge

Rogers is a signatory on the BlackNorth Pledge, which acknowledges the existence of anti-Black systemic racism in Canada and the need to create opportunities within companies for Black people. Rogers Sports & Media’s pledge to the BlackNorth Initiative is a commitment to increasing diversity within our workforce, removing internal systemic barriers to hiring and promotion, expanding unconscious and anti-bias training, and developing mechanisms to advance Black people in our business.

learn more

hiring

Crew members behind-the-scenes on set

Rogers Sports & Media is proud to be part of HireBIPOC – an unprecedented collaboration between over 20 media organizations. This industry-wide initiative looks to create meaningful change around hiring practices, ensuring a more inclusive workforce. HireBIPOC is a roster of Canadian Black, Indigenous and people of colour creatives and crew working in screen-based industries.

This past year also saw the development and launch of Rogers Sports & Media’s new Hiring Plan, which aims to secure as many qualified and diverse candidates as possible. Gone are mentions of educational requirements or years of experience in our job postings because we’re not looking for people who fit the mould – we’re looking for a diverse group of people who break it!

building inclusion across rogers

Diverse television presenters

Rogers Communications believes our team members are at the heart of our success and we aim to attract the best-qualified candidates while ensuring diversity at all levels. Strong diversity management practices ensure we have a diverse candidate pool and foster unique teams with different perspectives, experiences and skills – making us a stronger team! Our inclusion and diversity journey is guided by our internal corporate Diversity Management Policy, which speaks to our commitment to providing a workplace free from discrimination, harassment and prejudice. In 2020, Rogers Communications launched the 2025 Inclusion & Diversity Strategy, which is guided by four pathways to action:

  1. Embed inclusion into our employee experience
  2. Broaden the talent pipeline and increase leadership diversity
  3. Partner with communities to foster inclusion and address inequalities
  4. Create a customer experience that is reflective of, and supports, the diverse needs of all Canadians