Bombardier Recreational Products, or BRP, spun off from the bigger Bombardier Inc. as an independent outfit focused on fun machines, tracing its roots back to a clever inventor in Quebec who whipped up the first snow vehicle in his garage to tackle harsh winters. They design, build, and sell powersports gear like snowmobiles, ATVs, side-by-sides, personal watercraft, boats, and engines, powering adventures on snow, dirt, water, and even asphalt across the globe. What's nifty is how they evolved from pioneering the snowmobile craze to snapping up brands for boats and off-road beasts, turning a family tinkering legacy into a high-octane empire that's all about pushing limits.
These adventure enablers amp up the wokeness with a CSR program that's heavy on ESG, vowing to green their ops and products while fostering DE&I councils for an "inclusive culture" where everyone from diverse backgrounds gets a fair ride. They've got non-discrimination policies covering race and rainbow identities, Pride shoutouts to support LGBTQ+ vibes, and anti-bullying campaigns that nod to social justice.
The social pillar focuses on building resilient communities where people feel safe and respected. It commits to investing in causes that promote positive impact and inclusion.
The report outlines efforts to prevent modern slavery in operations and supply chain, including compliance with human rights standards. It expands expectations for ethical behavior and responsible practices.
The company teams up to support the LGBTQ community through partnerships that break down barriers. It aims to change perceptions in riding activities.
The CSR25 program is designed around environment, social, and governance pillars with targets for reducing carbon footprint and fostering inclusion. It includes initiatives for sustainable operations and community impact.
The company recognizes Pride Month and supports initiatives that amplify queer voices and celebrate self-expression. It participates in activities to aid the LGBTQ+ community.
The Third Party Code of Conduct requires partners to uphold non-discrimination based on characteristics including race, sexual orientation, and gender identity. It mandates compliance with laws on human rights and fair labor practices.
The company has established a diverse DE&I Council comprised of employees from various backgrounds and led by senior executives to implement an action plan. Specific DE&I employee resource groups are also being formed to reach targets.