2021 was a bright year for ESG at Crew, and the path forward is looking even brighter.
Our Commitment to Excellence means having a laser focus on continuous improvement. As we continue on our sustainability journey, we have maintained the following commitments, goals and targets that will enable Crew to make an even greater impact on the environment, people, and the communities in which Crew operates.
Environmental Goals and Targets
Protecting the environment is a principle we firmly stand behind. At Crew, we embrace innovative industry-leading technologies to reduce our environmental footprint while remaining focused on generating value for shareholders.
- Continuously improve GHG emissions intensity.
- Improve Crew’s total methane emissions through investing in innovative reduction opportunities.
- Reduce our Scope 1 GHG emissions intensity by 20%, relative to the Company’s baseline in 2019, by 2025.
As of December 31, 2021, Crew reduced Scope 1 GHG Emission intensity by 23% relative to the Company’s baseline in 2019.
There are two specific opportunities to highlight regarding emission reduction in 2021. The first is Primus, a spoolable surface pipeline that has saved us significant road traffic and approximately 1,090 tCO2e. The second is the Waste Heat Recovery system at our West Septimus facility. Since commissioning in September 2021, this system has reduced our emissions by 2,239 tCO2e. We expect an annualized emission reduction of 6,699 tCO2e.
- Minimize freshwater use where possible.
- Ensure less than 50% freshwater use for hydraulic fracturing operations in West Septimus 2021 – 2025.
- Reduce freshwater use in North Septimus and Groundbirch operations as development matures.
37% freshwater use in West Septimus.
North Septimus and Groundbirch remained as exploration areas in 2021 and are challenged for water infrastructure. As development matures, we will continue to identify opportunities to reduce our freshwater use in these areas.
Land & Biodiversity
- Effective learning from asset integrity events.
- Continue to review asset integrity management plans and performance annually to improve effectiveness and minimize potential future problems.
- Integrity verification of pipeline management plans.
- Complete a root-cause assessment for any spill of significance and implement corrective actions.
- Undertake at least one inline pipeline inspection each year.
Crew had 0 spills of significance in 2021.
Crew’s integrity management plans were updated in early 2022. We also continue to review our leading and lagging performance indicators to identify areas of concern, thus minimizing potential future problems.
Crew completed 3 inline pipeline inspections in 2021.
Abandonment and Reclamation
- Achieve a reduction in idle well count.
- Continue to invest in A&R activities.
- Reduce by 20% in 2022 from 2020 levels.
- Gross investment of $20 million from 2020 to 2030.
77% reduction in the number of Non-Producing Wells between 2020 and 2021, largely due to Crew’s heavy oil asset divestment and active abandonment program.
$7.85 million invested by Crew, including government funding, in 2020 and 2021.
Social Goals and Targets
Crew recognizes the energy driving our production and success comes from our people. Our people, and their safety is Crew’s highest priority.
Protecting our Crew
- Improve the safety of our operations.
- Continue to build strong and trustworthy relationships with our contractors through Crew’s contractor EHS auditing program.
- Increase the presence of Crew’s executive and management teams during field inspections.
- Outperform peer average total recordable injury frequency (TRIF) on a 3-year rolling average basis.
- Commit to 95% compliance with key field training requirements annually.
- Perform 20 contractor EHS audits each year.
- 75-100 field visits per year.
Crew’s three year TRIF average totaled 0.68 compared to a peer average of 0.65.
97% Compliance for key field training in 2021.
22 Audits in 2021.
229 field visits in 2021.
- Engage the Crew team through honest and open communication.
- Treat our employees as family and focus on ensuring Crew is a fun and rewarding place to work, learn, and grow.
- Empower the youth of the future through Crew’s summer student Ninja program.
- Townhalls two times annually.
- 3 Mullet Crew social events per year.
- 20 summer students from 2021-2025.
Two townhalls were held in 2021.
Crew held 3 Mullet Crew social events in 2021.
6 Summer students in 2021.
Community Partnerships & Giving
- Provide donations and employment opportunities to support the local communities in which we operate.
- Encourage employees to engage with our Crew Cares program and volunteer within the community.
- 120 volunteering hours annually (beginning in 2022).
Crew continues to donate to the community and has donated $630,000 since 2017.
Crew has successfully initiated a staff volunteering program to track our volunteer hours for 2022.
Indigenous, First Nations, and Metis Partnerships
- On-going active engagement with First Nations communities.
- Continuous discussion with various First Nation communities to create synergies and innovative ideas.
- Hold semi-annual meetings with various Chief and Councils in the areas we operate.
- Quarterly meetings with community Lands departments in the areas we operate.
Six meetings with various Chief and Councils took place in 2021.
Twelve meetings took place with community Lands departments in 2021.
The 2021 inaugural ranching initiative proved successful, leading to an expanded program in 2022. In early 2022, Crew initiated a cultural exchange education program to enhance our understanding of the cultures in the areas which we operate.
Governance Goals and Targets
Crew believes strong corporate governance, transparency, and integrity set the foundation for ethical and effective decisions while contributing to the alignment between our Board of Directors (“Board”), management, and stakeholders.
Policies and Mandates
Crew will require an acknowledgement of our code of business ethics by all employees annually.
Crew’s code of business ethics was acknowledged by all employees in 2021.
Maintain Board diversity.
Board diversity was maintained at 40% women.
Board knowledge diversity upheld with strong skills matrix in 2021.