HBC is committed to building a winning culture that informs our decisions and processes, empowers our associates to excel, and ultimately drives our business forward. We have four key principles that guide our organization every day:

  1. Get Personal - Use data to create an even more personalized experience for customers when shopping with our brands across all channels.
  2. Fail Fast, Fail Cheap - Explore the new and unknown. Be smart and strategic in our approach by investing in the right opportunities and knowing when to pull back quickly or change course.
  3. Marry Art & Science - Take data-driven insights a step further and marry them with experience and creativity to redefine the department store concept.
  4. Prioritize the Game Changers - As a team, focus on the priorities that will have the highest impact in overcoming the challenges facing our businesses.

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Diversity & Inclusion

HBC is committed to fostering a diverse and inclusive workplace. Every HBC associate comes to work with a different experience and background, which contributes to the innovative ideas that move us forward.

Within the company, we have a series of associate-led networking groups that bring together people with shared interests, to learn from each other, and foster collaboration and respect.

  • C.O.R.E. (Culturally-Oriented & Responsive Environment), was formed to enhance cultural acumen through the recognition and celebration of ethnicity, geographic regions, and backgrounds. Our belief is that greater understanding, respect and appreciation for cultural values, practices and subtleties make us better as an organization, ultimately driving stronger performance together.
  • Women In Finance supports the careers of women who work or are interested in working in Finance and Accounting through activities that foster career development, relationship building, and professional success strategies.
  • HBC Out & About serves to unite the LGBTQIA+ community at HBC. We are dedicated to increasing diversity, enriching our internal culture, and becoming a positive force in the greater LGBTQ community.
  • HBC Moms Network is a community of women who are managing their careers and families. This is a community of women at work who support each other with shared information and resources.
  • Women In Tech serves as a professional network that works to empower, build confidence, foster engagement and support career growth within HBC, as well as to inform our recruiting practices.​​​
  • Women in Power (based in India) works to ensure a collaborative, supportive and empowering environment for women in the workplace.

Multi-Year Accessibility Plan

This 2014-21 accessibility plan outlines the policies and actions that Hudson’s Bay Company has in place or will put in place to improve opportunities for people with disabilities.

Statement of Commitment

Hudson’s Bay Company is committed to treating all people in a way that allows them to maintain their dignity and independence. Our belief is in integration and equal opportunity. The Company is committed to meeting the needs of people with disabilities in a timely manner, and will do so by preventing and removing barriers to accessibility and meeting accessibility requirements under Ontario’s Accessibility for Ontarians with Disabilities Act.

Accessible Emergency Information

Hudson’s Bay Company is committed to providing our customers with publicly available emergency procedures, plans or public safety information in an accessible way, as soon as practical, upon request.

As of January 1, 2012, the Company has provided individualized workplace emergency response information to our employees with disabilities, if the disability is such that the individualized information is necessary and the Company is aware of the need for accommodation.


Hudson’s Bay Company has taken the following steps to ensure our associates receive training on Ontario’s accessibility laws and on human rights legislation as it relates to people with disabilities, which includes training:

  • during onboarding for all new hires in Ontario and includes (i) the Ontario Human Rights Code and (ii) “Welcoming Customers with Disabilities” eLearning courses on the Company’s learning management system; and
  • be provided in a way that best suits the needs and responsibilities of our associates.


Hudson’s Bay Company considers the needs of people with disabilities when designing, procuring or acquiring self-service kiosks.

Information and Communications

Hudson’s Bay Company is committed to meeting the communication needs of people with disabilities.

Hudson’s Bay Company will ensure that its websites or new domains conform to WCAG 2.0, Level A as required by Ontario’s Accessibility for Ontarians with Disabilities Act.

Hudson’s Bay Company takes the following steps to ensure existing feedback processes are accessible to people with disabilities upon request:

  • Make available feedback forms on the company’s Health and Safety intranet site for all locations to provide to the public upon request.
  • Training provided to local management to assess the format required by the customer and to provide accommodation as required.

Hudson’s Bay Company takes the following steps to make sure all publicly available information is made accessible upon request as of January 1, 2016:

  • Continue to make the Accessibility for Ontarians with Disability Act policy available on Hudson’s Bay Company website.
  • Continue to provide training to our associates to assess the format required by the customer and to provide accommodation as required.
  • Accept requests from customers over the phone, in person, or in writing.


Hudson’s Bay Company is committed to fair and accessible employment practices. The Company will accommodate people with disabilities during the recruitment, assessment and hiring process and during employment. The Company will continue to review recruitment policies, job descriptions, processes and communications and amend as required to take into consideration the requirements set out in the Accessibility for Ontarians with Disabilities Act.

Hudson’s Bay Company has return-to-work policies and programs for accommodations of associates that are absent due to a disability. The Company will ensure the accessibility needs of its associates with disabilities that are made known to us are taken into account during performance management, career development and redeployment processes. Hudson’s Bay Company will continuously strive to prevent and remove other accessibility barriers as they are identified.

As of January 1, 2016, the Company informs our associates of the policies used to support associates with disabilities, including, but not limited to, policies on the provision of job accommodations that take into account an associate’s accessibility needs due to disability, by: (i) consulting with our associates with disabilities to determine those accessible formats or communication supports that may be of assistance, and how such accommodation may be provided; and (ii) providing the information as soon as practicable after commencement of employment, and updates whenever there is a change to the policies.

Design of Public Spaces

Hudson’s Bay Company will meet the Accessibility Standards for the Design of Public Spaces (Ontario) when building or making major modifications to public spaces. Public spaces include:

  • Outdoor paths of travel, like sidewalks, ramps, stairs, curb ramps, rest areas and accessible pedestrian signals;
  • Accessible off street parking; and
  • Service-related elements like service counters, fixed queuing lines and waiting areas.

Hudson’s Bay Company has the following procedures in place to prevent service disruptions to its accessible parts of its public spaces.

  • In the event of a service disruption, local management will notify the public of the service disruption and alternatives available by completing and posting the notice of disruption form available on the Health and Safety intranet site.