BC's Top Employers (2017) by Canada's Top 100 Employers

KWANTLEN POLYTECHNIC UNIVERSITY

BCâ&#x20AC;&#x2122;s Top Employers

ct100.ca/bc

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p The library at the Surrey campus of Kwantlen Polytechnic University.

2017

2017 WINNERS

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2017

BC’S TOP EMPLOYERS 2017

2017

BC’s Top Employers 12th Annual Edition

2017 Magazine Anthony Meehan,

SOPHOS INC.

BC'S TOP EMPLOYERS p Wear your bowling whites to the summer party at Vancouver-based Sophos Inc., one of this year’s winners.

PUBLISHER

Karen Le,

VICE-PRESIDENT

Editorial Team:

Richard Yerema, MANAGING EDITOR

Kristina Leung, SENIOR EDITOR

Advertising Sales:

Kristen Chow,

DIRECTOR, OPERATIONS

Amy Wong,

SENIOR ACCOUNT REPRESENTATIVE

Sponsor Content Writers:

Berton Woodward, SENIOR EDITOR

Michael Benedict Brian Bergman

Ann Brocklehurst Sheldon Gordon Patricia Hluchy

Bruce McDougall John Schofield

Barbara Wickens

INTRODUCTION

ome to one of the most stunning natural environments in the world, British Columbia just makes you want to get outside. So it’s understandable that BC’s Top Employers have made fitness and a healthier lifestyle integral to their workplaces. In many cases, employees lead the way with forwardthinking initiatives that are fully supported by their organizations. From mountaineering to extreme office sports, this year’s winners tackle employee wellness in ways as diverse as the province’s beauty. Arc’teryx Equipment Inc., the Vancouver-based manufacturer of outdoor gear, takes being active to the limit – but then, playing outside is the basis for their culture. Besides empowering employees to create whatever they want in terms of exercise, onsite yoga, or a biking or run club, the company provides its climbing enthusiasts with an indoor bouldering cave where they can get together over lunch to set up routes and problem-solve them. There are also morning backcountry ski tours where people meet as a group to ski for an hour or so before work.

“When an employee is passionate about something and finds other people who share that interest, often from other departments or teams, it creates this camaraderie that they bring to work every day,” says Geoff Watts, Senior Manager for People and Culture at Arc’teryx. “That’s really helpful in getting results. We’ve found over our history that the best insights come from our experiences. Being outside and active leads to those insights.” Another thing Watts notes from employee surveys and face-to-face conversations is how important this environment is for both retaining and recruiting employees. “All our programs are employee-led,” says Watts. “It’s really about passionate people who come together to create these programs and who keep them alive. Our role here at Arc’teryx is to make it as easy as possible for them to take flight.” At AbeBooks Inc., an online book marketplace in Victoria, extreme sports means an annual Office Olympics, complete with a wheeled office chair race where teams of two burst from the elevator to careen around twists and turns while

ABEBOOKS INC.

BC’S TOP EMPLOYERS 2017

p An upset in the making at the chair-rowing competition in the 'Office Olympics' at Victoria-based AbeBooks Inc., one of this year's winners.

INTRODUCTION

Continued

colleagues cheer them on. Helmets are mandatory. While the company clearly encourages fun and 50 per cent of staff participate in its fitness reimbursement program, AbeBooks recently took a broader approach to wellness, focused on ergonomics. The company had previously offered standing desks on request, but as part of an overall healthy initiative this year, brought in an additional 32 standing desks. Now 65 per cent of employees have motorized standing desks where people can either sit or stand. “It’s making a huge difference,” says Melissa Anderson, Human Resources Director at AbeBooks and office chair warrior. “It allows us to have a more flexible workspace because standing desks are more space-efficient. People

are comfortable and can move around easily, allowing us to be more collaborative and productive.” In addition to fitness and a comfy seat, healthy eating is another key to overall wellness. At QHR Technologies Inc., a developer of healthcare technology in Kelowna, the fresh fruit and veggie platter is the new water cooler. It’s where people have been gathering to chat over the celery or exchange recipes ever since the company began providing the daily platters free to employees about two years ago. Senior HR Advisor Brandi Callaghan says the result has been happier and very appreciative employees. “There’s less poutine going on,” says Sean O’Grady, a Quality Assurance Analyst at QHR who does software testing. “People are

more mindful about what they eat. It sounds like a small thing, but people go crazy for the fruits and vegetables. It’s close by and all chopped up so you don’t need to do anything. And it comes with a dip – you need to encourage people somehow.” For many of BC’s Top Employers, wellness programs have expanded into a broader range of health benefits focused more on prevention than on illness. Martha Carscadden, an employee experience manager at ACL Services Ltd., a software developer in Vancouver, says the company encourages people to be physically active – there are word search puzzles in the stairwells – but also to explore other sides of wellness. Employees enjoy paramedical benefits that allow for such things as massage, acupuncture, chiropractic treatments and more.

Many of the wellness initiatives are fairly new, mostly in the past two years, says Carscadden, such as the popular lunchtime yoga class, which allows people to step out and reflect on their day before diving back in. The effect, she says, has been huge. “We’ve had about a 50 per cent drop in absenteeism, although it wasn’t high to start with,” she says. “There’s also a sense among employees that the company cares how they’re doing, that’s it’s not about extracting as much energy as we can from you during the day and sending you home exhausted. At the beginning of this trend, people might have thought it was a lot of money for something that seems kind of fluffy, but it’s had a real bottom-line impact for the business as well.” –Diane Jermyn

BC’S TOP EMPLOYERS 2017

Employers are compared with other organizations in their field to determine which ones offer the most progressive and forward-thinking programs. Detailed reasons for selection, explaining why each of the winners was chosen, are published on the competition homepage at http://www.CanadasTop100.com/bc Any employer with its head office or principal place of business in British Columbia may apply for the competition. Further information for prospective applicants can be found on page 31. For ease of comparison, the number of employees shown below for each winner refers to their full-time employees in Canada.

2017 WINNERS

BEBOOKS INC., Victoria. Online bookseller; 100 employees. Features an employee-run social committee (the “SoCo”) that offers a host of fun events throughout the year. ACL SERVICES LTD., Vancouver. Audit and risk management software; 205 employees. Helps employees balance work and family commitments with flexible work options and maternity leave top-up (to 100% salary for 15 weeks). ARC’TERYX EQUIPMENT INC., North Vancouver. Outdoor clothing manufacturing; 780 employees. Encourages staff to cycle to work by offering secure bicycle parking and a drying area for their wet gear.

alcohol-free high school graduation ceremonies across BC.

2017

BC’s Top Employers foundation; 99 employees. Helps employees plan for life after work by providing a defined-benefit pension plan that includes meaningful employer contributions. BC HOUSING MANAGEMENT COMMISSION, Burnaby. Public housing administration; 689 employees. Provides paid time-off for employees to volunteer with local charities (to three days annually) and matches employee charitable donations (to $100). BC HYDRO, Vancouver. Electricity utility; 5,018 employees. Provides excellent family-friendly benefits, including maternity leave top-up (to 87% salary for 17 weeks), scholarships for employees’ children (to $2,000) and assistance for IVF treatment (to $15,000). BC PUBLIC SERVICE, Victoria. Provincial civil service; 26,309 employees. Offers internship programs to post-secondary graduates with disabilities as part of a 10-year action plan to make all aspects of the provincial government more inclusive to persons with disabilities. BEST BUY CANADA LTD., Burnaby. Electronics retailer; 5,473 employees. Encourages employees to volunteer with local charitable initiatives by providing matching donations (to $1,000 for every 40 hours volunteered).

BOEING VANCOUVER, Richmond. Aviation software; 210 employees. Provides a wide range of wellness benefits, from a well-equipped employee lounge and gym to generous maternity leave top-up and a dedicated health spending account for extra coverage (to $800 annually).

BC CHILDREN’S HOSPITAL FOUNDATION, Vancouver. Charitable

BRITISH COLUMBIA FERRY SERVICES INC. / BC FERRIES, Victoria. Ferry transportation; 3,485 employees. Takes previous work experience into

C ASSESSMENT, Victoria. Property tax administration; 720 employees. Offers excellent vacation allowance and paid personal days-off during the year, as well as generous topup pay for maternity and parental leave.

account in setting each employee’s vaction allowance, ranging from three weeks for new employees to eight weeks for long-serving staff. BRITISH COLUMBIA INSTITUTE OF TECHNOLOGY / BCIT, Burnaby. Post-secondary education; 1,845 employees. Offers an outstanding range of onsite amenities, including an Aboriginal sweat lodge, a quiet room for meditation and religious observance, state-of-theart fitness facilities and a cafeteria with healthy menu options. BRITISH COLUMBIA LIQUOR DISTRIBUTION BRANCH, Vancouver. Liquor distribution; 2,163 employees. Provides paid time-off for employees to volunteer with local charities and operates an annual fundraising effort (“Support Dry Grad”) to encourage

BRITISH COLUMBIA LOTTERY CORPORATION / BCLC, Kamloops. Gaming and lotteries; 809 employees. Provides health benefits coverage to retired employees (with no age limit) and offers employees an attractive definedbenefit pension plan.

ACTUS RESTAURANTS LTD., Vancouver. Restaurants; 1,314 employees. Operates one of Canada’s largest in-house apprenticeship programs for employees pursuing a Chef’s “Red Seal” certification, which features paid educational leave for the in-class portions. CANFOR CORPORATION, Vancouver. Forest products; 4,324 employees. Provides a strong focus on lifelong employee learning, with paid internships, in-house apprenticeships, mentoring, subsidies for professional accreditations, in-house and online training and subsidies for courses at outside institutions. CANUCKS SPORTS & ENTERTAINMENT, Vancouver. Professional sports team; 249 employees. Offers some of BC’s best employee social perks, including concerts at the Rogers Arena, free tickets to Canucks games and (depending on the season) even Stanley Cup playoff tickets. COAST CAPITAL SAVINGS CREDIT UNION, Surrey. Credit union; 1,378 employees. Offers a wide range of excellent financial benefits, including a defined-benefit pension plan, low-interest residential mortgages and discounted home/auto insurance.

q Staff at Canucks Sports & Entertainment score free games and concerts at the Rogers Arena.

CANUCKS SPORTS & ENTERTAINMENT

o determine the winners of this year's BC's Top Employers list, the editors at the Canada's Top 100 Employer project evaluated each employer’s operations and human resources practices using the same eight criteria as the national competition: (1) physical workplace; (2) work atmosphere and social; (3) health, financial and family benefits; (4) vacation and time off; (5) employee communications; (6) performance management; (7) training and skills development; and (b) community involvement. These criteria have been consistent since the launch of the BC's Top Employers competition 12 years ago.

BC’S TOP EMPLOYERS 2017

2017 WINNERS

Continued

COLLEGE OF PHYSICIANS AND SURGEONS OF BC, THE, Vancouver. Self-regulating professional body; 126 employees. Offers an excellent defined-benefit pension plan, first-class maternity leave top-up and even a free membership at the Rosewater Hotel Georgia’s fitness centre, which boasts a 52-foot lap pool. CONNECT HEARING, Victoria. Hearing clinics; 359 employees. Provides a matching RSP program to help employees save for retirement, plus maternity leave top-up and year-end profit-sharing – top performing staff are recognized at an annual event in New York City. DENTONS CANADA LLP, Vancouver. Law firm; 1,288 employees. Offers new employees three weeks of annual paid vacation allowance, which increases to five weeks for long-serving staff, plus a range of alternative work arrangements (like telecommuting and reduced summer hours) to help employees balance their work and personal lives.

IALOG, Vancouver. Architectural firm; 556 employees. Heavy emphasis on employee development, with tuition subsidies for outside courses

(to $1,500) and training the next generation with a paid internship program for new architectural graduates. DLA PIPER (CANADA) LLP, Vancouver. Law firm; 520 employees. Offers generous financial bonuses to employees who refer a candidate that is hired by the firm (to $10,000 depending on the position). DOUGLAS COLLEGE, New Westminster. Post-secondary education; 875 employees. Offers excellent benefits to new parents, including maternity and parental leave top-up plus onsite daycare when they return to work. DP WORLD (CANADA) INC., Vancouver. Marine freight; 94 employees. Offers an attractive defined-benefit pension plan plus extensive training benefits, from apprenticeship opportunities to tuition subsidies for courses at outside institutions.

AMILY INSURANCE SOLUTIONS INC., Vancouver. Home and auto insurance; 74 employees. Encourages employees to volunteer with local charitable initiatives by offering paid time-off (two days annually) and provide input on the company’s charitable program. FINANCIALCAD CORPORATION / FINCAD, Surrey. Financial software; 83 employees. Features an employee-run

social committee (the “Ministry of Fun”) that hosts a children’s Christmas party on Grouse Mountain and an evening holiday party for employees aboard a luxury yacht. FORTINET TECHNOLOGIES (CANADA) ULC, Burnaby. IT security software; 909 employees. Offers excellent annual vacation allowance for new employees, starting at three weeks, which increases to four weeks after just two years on the job. FRASER HEALTH AUTHORITY, Surrey. Hospital group; 11,299 employees. Takes an employee’s previous work experience into account in setting vacation allowance, which starts at three or four weeks of annual paid vacation depending on the position.

OLDCORP INC., Vancouver. Gold mining; 3,291 employees. Provides outstanding financial benefits, including a defined-benefit pension plan, matching RSP contributions – in addition to donating 1% of company profits to charitable initiatives that support healthy communities. GREAT LITTLE BOX COMPANY, THE, Richmond. Box manufacturing; 256 employees. Offers a profit-sharing plan (with monthly financial updates) and celebrates the achievement of annual

q Employees at Richmond-based The Great Little Box Company making the most of a day on the president’s yacht, the Princess Louisa.

profitability targets (called “BOX goals”) by offering three extra vacation days – and an all-expenses-paid trip to a sunny destination. GROUSE MOUNTAIN RESORTS LTD., North Vancouver. Resort management; 326 employees. Besides enjoying free access to the resort, employees can take advantage of a wide range of training opportunities – from apprenticeships to paid internships and tuition subsidies.

EMMERA ENVIROCHEM INC., Burnaby. Engineering firm; 181 employees. Offers new employees three weeks of annual paid vacation allowance plus three paid personal daysoff each year to help balance work and outside commitments. HP ADVANCED SOLUTIONS INC., Victoria. IT outsourcing; 463 employees. Offers an industry-leading defined-benefits pension plan, as well as maternity leave top-up payments for a full year.

NDUSTRY TRAINING AUTHORITY / ITA, Richmond. Skills training and trades certification; 104 employees. Offers three weeks paid vacation to start, which increases to four weeks after two years, in addition to a defined-benefit pension plan and generous maternity and parental leave top-up. INTERIOR HEALTH AUTHORITY, Kelowna. Hospital group; 8,798 employees. Provides nurses with four weeks of annual paid vacation allowance to start and offers all employees a valuable defined-benefit pension plan. iQMETRIX, Vancouver. Software for retailers; 317 employees. Offers industry-leading maternity leave top-up (to 75% of salary for 17 weeks) and provides head office employees with a weekly delivery of fresh organic fruit and two taps of craft beer.

THE GREAT LITTLE BOX COMPANY

ISLAND HEALTH, Victoria. Hospital group; 9008 employees. Provides a valuable defined-benefits pension plan and, for head office employees, a private employee garden with relaxing water vistas.

WANTLEN POLYTECHNIC UNIVERSITY / KPU, Surrey. Post-secondary education; 1,027 employees. Provides maternal and parental leave top-up payments, in addition to a wide range of training and educational opportunities – all at no cost to employees.

ICROSOFT VANCOUVER, Vancouver. Software; 572 employees. Provides one of downtown Vancouver’s most modern workspaces, including an onsite coffee

BC’S TOP EMPLOYERS 2017

Continued

bar with barista, daily deliveries of fresh fruit and an employee lounge with music, TV, games and guitars. MTU MAINTENANCE CANADA LTD., Richmond. Aircraft maintenance; 398 employees. Provides a strong emphasis on training and skills development, including subsidies for professional accreditation and even scholarships for employees’ children (to $3,000).

ATURE’S PATH FOODS, INC., Richmond. Breakfast cereals and snacks; 185 employees. Features numerous employee-led fitness activities (their volleyball team is called the “Cereal Killers”) and an employee-managed organic garden at the head office.

PETERSON INVESTMENTS (CANADA) INC.

2017 WINNERS

NORTHERN HEALTH, Prince George. Hospital group; 3,617 employees. Provides a valuable defined-benefit pension plan as well as extensive training opportunities, including internships, apprenticeships and subsidies for outside courses and professional accreditations.

PPENHEIMER GROUP, THE, Coquitlam. Fresh produce distribution; 111 employees. Offers a range of wellness initiatives, from drop-in yoga classes to workshops hosted by guest speakers, and a dedicated wellness spending account (to $400 annually).

ACIFIC BLUE CROSS, Burnaby. Health and travel insurance; 767 employees. Provides health benefits coverage to retired employees (with no age limit) and encourages employees to stay healthy with a subsidized onsite fitness facility. PERKINS+WILL CANADA ARCHITECTS CO., Vancouver. Architectural firm; 181 employees. Encourages employees to walk or bicycle to work by providing transit subsidies, secure bike storage and shower facilities – their head office is a uniquely designed green workspace. PETERSON INVESTMENTS (CANADA) INC., Vancouver. Commercial real estate; 180 employees. Encourages employees to support local charities by offering paid time-off to volunteer and matching contributions (to $2,500). PNI DIGITAL MEDIA INC., Vancouver. Digital printing software; 165 employees. Offers maternity top-up payments (to 100% salary for 12 weeks) and offers generous referral bonuses to employees who successfully recruit new candidates (to $5,000).

p Employees at Peterson Investments (Canada) Inc. strike a pose at the company's annual dinner. PROVINCIAL HEALTH SERVICES AUTHORITY / PHSA, Vancouver. Health services; 10,346 employees. Offers a valuable defined-benefit pension plan in addition to a province-wide focus on getting to work easier, with transit subsidies, secure bicylce parking and shower facilities at some locations.

HR TECHNOLOGIES INC., Kelowna. Electronic medical records; 200 employees. Provides help for employees trying to balance work and personal commitments with up to five annual paid personal days-off plus a unique “Zen Den” where employees can unwind. QLIKTECH CORPORATION, Vancouver. Database software; 150 employees. Offers three paid weeks of annual vacation allowance to start, plus two paid personal days-off each year, as well as training opportunities at the head office in Sweden.

.F. BINNIE & ASSOCIATES LTD., Burnaby. Engineering firm; 115 employees. Provides paid timeoff for employees to mentor local high schools students as well as a dedicated ‘Engineer-in-Training’ program to help career advancement among younger employees.

RAYMOND JAMES LTD., Vancouver. Securities dealer; 840 employees. Provides a dedicated network for female employees to develop their careers within the financial services industry, plus maternity and parental leave top-up (to 70% salary for 17 weeks).

AVE-ON-FOODS, Vancouver. Supermarkets; 5,508 employees. Besides saving a little on their grocery bills, employees are encouraged to save for their future with defined-benefit and defined-contribution pension plans. SCHOOL DISTRICT NO. 36 (SURREY), Surrey. Elementary and secondary schools; 9,633 employees. Offers defined-benefit and defined-contribution pension plans, depending on employee group, as well as maternity and parental leave top-up. SIMON FRASER UNIVERSITY, Burnaby. Post-secondary education; 2,903 employees. Provides excellent family benefits, including maternity leave topup, subsidized tuition for employees’ children and onsite daycare – plus a variety of first-class onsite amenities. SOPHOS INC., Vancouver. IT security software; 210 employees. Rare software firm that provides maternity leave top-up

(to 100% salary for 12 weeks), excellent training and development opportunities and newly renovated downtown head office that has everything you could want – even fresh fruit. SRK CONSULTING (CANADA) INC., Vancouver. Engineering firm; 145 employees. Takes previous work experience into account in setting vacation allowance, which starts at three weeks for new employees, and provides alternative work options (like shortened/compressed work weeks) to improve work-life balance. ST. GEORGE’S SCHOOL, Vancouver. Private school; 241 employees. Provides maternal and parental leave top-up (to 80% salary for 15 weeks), in addition to valuable tuition subsidies and ongoing educational opportunities. SURREY, CITY OF, Surrey. Municipal government; 1,825 employees. Strong focus on attracting the next generation of employees through a summer student program, paid internships and scholarships for employees’ children (to $1,000).

ELUS CORPORATION, Vancouver. Telecommunications; 23,328 employees. Manages one of the nation’s largest flexible work programs (called “Work Styles”), which aims for

2017 WINNERS

Continued

70% of employees work from home or on a mobile basis for part of their work week. TRANSLINK (SOUTH COAST BRITISH COLUMBIA TRANSPORTATION AUTHORITY), New Westminster. Public transit; 6,487 employees. Its head office is LEED Gold certified and is close to public transit (of course) and features a state-of-the-art fitness facility with free employee memberships. TRANSPORTATION INVESTMENT CORPORATION, Coquitlam. Toll highway operator; 33 employees. Provides generous maternity and parental leave top-up (to a full-year) and helps employees prepare for life after work with a valuable defined-benefit pension plan.

BC / UNIVERSITY OF BRITISH COLUMBIA, Vancouver. Post-secondary education; 10,459 employees. Encourages staff at its beautiful campus to stay healthy through subsidized fitness club memberships while offering a valuable defined-benefit pension plan and excellent training benefits, including full tuition subsidies. UNIVERSITY OF NORTHERN BRITISH COLUMBIA / UNBC, Prince George. Post-secondary education; 540 employees. Provides excellent family benefits, including maternity leave top-up (to 100% salary for a full-year), onsite daycare and alternative work arrangements such as compressed and shortened work weeks. UNIVERSITY OF THE FRASER VALLEY / UFV, Abbotsford. Post-secondary education; 816 employees. Provides excel-

lent vacation allowance and encourages healthy lifestyles in Abbotsford’s pedestrian-focused redevelopment, while offering employees a valuable defined-benefit pension plan.

ANCOUVER AIRPORT AUTHORITY, Richmond. Airport operators; 445 employees. Offers exceptional tuition subsidies for professional development (to $20,000), maternity leave top-up (to 93% salary for 17 weeks) and a transit-friendly workplace. VANCOUVER, CITY OF, Vancouver. Municipal government; 6,972 employees. Rewards employees for leading healthy lifestyles through their “FitCity” program, encouraging them to walk or cycle to work, while providing a range of benefits from daycare to a valuable defined-benefit pension plan.

BC’S TOP EMPLOYERS 2017

EST FRASER TIMBER CO. LTD., Vancouver. Forest products; 5,449 employees. Partners with community colleges to offer apprenticeship programs for millwrights, electricians, heavy duty mechanics and saw filers – this program has been successful in increasing the number of apprentices at the company by 450% since 2007. WHISTLER BLACKCOMB, Whistler. Resort management; 3,250 employees. Provides housing for its full- and part-time seasonal employees, discounted mountain passes, and wide range of apprenticeships, co-op training programs and paid internships – while leading its industry in reducing the environmental impacts of operating a world-class resort. n

UNIVERSITY OF BRITISH COLUMBIA

q Employees and students at the UBC / University of British Columbia mark the beginning of the Lunar New Year at the stunning new Student Union Building.

BC’S TOP EMPLOYERS 2017

BC Ferries charts a new course to support employees

s a promising hockey prospect with the Detroit Red Wings development system in the early 1980s, Mike Corrigan knew the meaning of teamwork. He later used those lessons to thrive in the world of business. But Corrigan, now President and CEO of British Columbia Ferry Services Inc., didn’t see much esprit de corps when he joined the publicly owned company, better known as BC Ferries, in 2003. The former Crown corporation, which transitioned to independent management in 2003, was saddled with strained labour-management relations and a blemished safety record.

My supervisor took the time to find out what my career goals were, and over the past 10 years, we’ve been working together to meet and surpass them. Capt. Tracy Flemming Senior Master, Salish Raven

“We had to change the culture of BC Ferries because, at that time, the employees didn’t feel the company had their back with respect to

BC FERRIES EMPLOYEES ON THE BRIDGE OF THE ‘SPIRIT OF BRITISH COLUMBIA’

safety and training,” says Corrigan. “If you ask the employees today, they would say that’s the single biggest change they’ve seen.” The company’s SailSafe program has won international awards and is underpinned by its extensive Standardized Education and Assessment (SEA) program. SEA ensures that employees at all levels are trained in the same way. In the 10 years since SailSafe was established, injuries have dropped from an average of 370 a year to 125. But

training goes beyond safety to include numerous management and leadership courses, too. While the investment in safety has buoyed employee morale, Capt. Tracy Flemming is equally inspired by the company’s dedication to career development. She joined BC Ferries 10 years ago as a deckhand and is now Senior Master for the new Salish Raven. “My supervisor took the time to find out what my career goals were, and over the past 10 years, we’ve been working together to meet and

surpass them,” she says. “There are so many tools that we have at our disposal to help us progress.” BC Ferries also supports employee health and wellness through its Sprout online health and wellness community and the WHEEL program which offers a $50 individual subsidy for participation in any fitness event, or up to $250 for an employee team. Benefits are among the best in the shipping industry, including up to seven weeks of paid vacation, an employee assistance program, and retirement planning assistance. But perhaps the biggest bonus is travelling B.C.’s beautiful coastal waterways. “We get to go to work every day and watch the sun rise or see it set,” says Flemming. “And we meet people from all over the world.”

3,485

full-time staff in Canada

900+

career opportunities for current and new employees last year

18,200

job applications received last year

17,000+

training days provided to staff last year

Set a new course, your career awaits. Visit bcferries.com Client:

File Name:

BC Ferries 21012462-P_Top Employer Nsp Ad

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BC’S TOP EMPLOYERS 2017

Making a difference in people’s lives at BC Housing

fter a decade with BC Housing, Bruk Melles is as motivated and committed as she was on day one. As Director of Supportive Housing and Programs, Melles lives out the Crown corporation’s central mandate, which is to assist renters and provide emergency and subsidized housing for low-income families, the homeless and the disabled. “The number one appeal of this job is the ability to make a difference,” says Melles. “I always go home at night just thankful for what we are able to do and I’m happy coming to work every morning, knowing this is meaningful work.” At the end of the day, it’s dedication and compassion that define our people. Shayne Ramsay CEO

Making an impact through safe, affordable and quality housing is a shared passion for BC Housing employees. Observes CEO Shayne Ramsay: “We have employees in incredibly wide-ranging jobs and what every one of us has in common is a desire to make a

EMPLOYEES AT BC HOUSING TAKING A STAND AGAINST BULLYING ON NATIONAL PINK SHIRT DAY

meaningful difference in people’s lives and communities. We hire for a wide range of skills and experiences – and at the end of the day, it’s dedication and compassion that define our people.” BC Housing’s workplace is guided by its People Strategy, a wide-ranging set of initiatives designed to ensure employees receive services, training, support and ongoing programming in six key areas – leadership and learning; recruitment, retention and advancement; rewards and recognition; health, safety and wellness; employee communica-

tion; and social responsibility. “We know our ability to deliver on our priorities comes down to the dedicated folks who work here,” says Ramsay. “Our People Strategy supports them and gives them the tools they need to reach their full potential.” Every employee receives training in the core competencies of communication, personal effectiveness, results, teamwork and service. Recognized leadership programs, job-specific skills training, mentoring and educational subsidies are also provided. “We have a strong focus on

training opportunities because we know that we all do best when we are developing personally and professionally,” says Agnes Ross, Vice President of Human Resources. “Our coaching and training programs create resiliency in our workplace and help our people bring new ideas to the table.” Melles confirms that BC Housing, celebrating its 50th anniversary this year, provides a progressive and inclusive workplace culture where employees are encouraged to make their voices heard. “I can’t overstate the importance of working with such a passionate group of people,” she says. “We have good opportunities for dialogue and to give our input. All of that helps people feel a commitment to the work and the organization.”

689

full-time staff in Canada

weeks, maternity & parental leave top-up pay

1,341

staff volunteer hours last year

104,000+

households helped last year

We’re proud of our professional,

compassionate, forward-thinking employees who make a positive difference in this province every day.

bchousing.org

BC’S TOP EMPLOYERS 2017

BC Hydro offers a powerful grid of opportunity

ike Ferguson describes the progress he’s made in his long career at BC Hydro as travelling “the lattice of success.” Not the ladder, he says, because, at any company, there are only so many places at the top. “Lattice allows people to expand their learning and expertise,” he explains. Ferguson, who lives and works as a Field Manager on Salt Spring Island, is also studying for a master’s degree in adult education at the University of Calgary. In his three decades at BC Hydro, he’s had a variety of jobs in different locations. BC HYDRO EMPLOYEES AT WORK

Internal or external, the learning is amazing in this organization. Mike Ferguson Field Manager

“When I started as a temporary worker who had just arrived from Nova Scotia, with a Red Seal ticket in Power Line Technician trade, I wanted to see how electricity worked in a big city,” he says. In Vancouver, he worked his way up to sub-foreman before asking for a transfer to the Gulf Islands.

In 2006, Ferguson started working with BC Hydro Training and Development on the Apprentice Power Line Technician training team. He travelled the province to help mentor technicians and worked at BC Hydro’s “school,” the new version of which opened in Surrey in 2013. He and several other trainers completed their provincial instructor’s diploma through Vancouver Community College. “We learned to be more than tradespeople with a knack for

teaching, we learned to be professional trades instructors,” he says. “Internal or external, the learning is amazing in this organization.” The diploma qualified and inspired Ferguson to sign up for his master’s degree, which he is completing while helping to keep the Salt Spring Island lights on. When 2017’s major winter storms had him out working overtime every day for a month, he sent a note to his professor, who told him not to stress and extended his deadline.

Careers like Ferguson’s are not out of the ordinary at BC Hydro. Janet Fraser, Senior VicePresident, Corporate Affairs and Chief Human Resources Officer, says the company strives not only to have a diverse workforce but to offer “diversity in the variety of work we do. We provide opportunities for people to have many different careers.” “I think I’m another example,” says Fraser, a CPA by training, who’s worked in finance, market operations and regulatory as well as leading the HR and communications groups at BC Hydro. With the company in the midst of a major capital investment program, she says, even more opportunities are opening up for employees “to work on exciting, leading-edge projects.”

5,500

full-time staff in Canada

361

jobs available last year

24,948

job applications received last year

years, longest-serving employee

Smart about power in all we do. bchydro.com

BC’S TOP EMPLOYERS 2017

You can feel the buzz at Best Buy Canada

self-described “fair-weather nerd”, Taylor Sharpe used to stop at an electronics store on his way home from public school to chat to the sales staff about video games, wireless routers and flat-screen TVs. So when he landed a job in Vancouver with Best Buy Canada Ltd., he thought he’d found “the holy grail” of jobs. Starting out as a product content copywriter, he says, “I got to see new technology before it hit the shelves, learn about it, and then tell the rest of Canada how cool and awesome it was.” I got to see new technology before it hit the shelves, learn about it, and then tell the rest of Canada how cool and awesome it was. Taylor Sharpe Manager, Digital Content & Usability, eCommerce Content

Best Buy Canada offers technology, entertainment and lifestyle products through nearly 200 stores across Canada and support solutions through Geek Squad services. The company

AT BEST BUY CANADA, EMPLOYEES ARE EMPOWERED TO INTERACT IN A WAY THAT’S BEST FOR THE CUSTOMER - THEIR ‘BE AMAZING’ CREDO

employs almost 5,500 full-time staff and another 6,500 part-time and offers them a full menu of benefits plans, training opportunities and empowerment to drive the company’s success. “We invest in our people,” says Kamy Scarlett, Senior Vice President of Retail and Chief Human Resources Officer, “whether it’s through flexible work schedules, comprehensive benefits, discounts, a companymatched pension plan, RRSP program, Tax Free Savings Account, service recognition program, maternity leave topup or share purchase plan.”

OUR PEOPLE ARE AMAZING

Congratulations to our 12,000 team members. You are the reason for our success and the driving force behind our mission to enhance our customer’s lives with technology.

Best Buy’s flexible benefits plan, for example, offered to all staff members, enables employees to customize levels of coverage to suit their personal needs. Ongoing in-house training as well as a tuition reimbursement program help “to ensure that folks hired for fit can be trained for skill, even if their progression takes them to a completely different department,” says Sharpe, who has advanced in five years from his copywriting position to Manager of Digital Content & Usability, eCommerce Content. In its hiring and recruitment, says Scarlett, Best Buy

looks for people who share the company’s values and culture. “Our culture can be summed up with our Be Amazing philosophy,” she says. “We believe our people are amazing, and we empower people to interact with the customer and be amazing in the way that is best for them, versus in a way the company tells them to.” For Sharpe, that culture keeps him going to work in the morning. “There’s a kind of buzz that permeates the building when you walk in in the morning,” he says. “It’s like you can feel the weight of great ideas being churned out into the air. Being surrounded by this is pretty compelling. It imbues you with a drive to grow and stretch beyond your means.”

5,473

full-time staff in Canada

123,585

job applications received last year

years, average age of all employees

years, longest-serving employee

BC’S TOP EMPLOYERS 2017

Boeing flies high with digital aviation software

eronica MacInnis is a Manager of Analytics at Boeing Vancouver, part of the world’s largest aerospace company. Until a few years ago, however, she had never seen how an airliner was built. So when she went to Boeing’s facility near Seattle on an assignment, she asked a colleague for a tour of the factory floor. He showed her how the 737 is assembled. “It was valuable to gain a greater awareness of the manufacturing side of the business,” she says. “In analyzing data from an aircraft, it’s incredibly helpful to see and understand the different parts that are generating that data.” All of our employees have opportunities for professional development. Boeing provides a huge amount of internal training.

Bob Cantwell President

She had first met the colleague at the Boeing Leadership Center in St. Louis, where she took eight days of classes with peers from Boeing’s other business units. Not only did she gain a useful network of contacts across the company, she also credits the classes with making her a more effective manager of her

DATA SCIENTISTS SARAH LANGILLE (L), TONY SZE (R) AND ANALYTICS MANAGER VERONICA MACINNIS BUILD DATA-DRIVEN SOLUTIONS FOR BOEING’S COMMERCIAL AND DEFENCE CUSTOMERS

eight-person team back in B.C. “We train everyone who is promoted to a frontline leadership position,” says Bob Cantwell, President of Boeing Vancouver. “All our employees have opportunities for professional development. Boeing does a huge amount of internal training, both online and in classroom settings, and reimburses tuition for outside courses, such as an MBA program.” When she joined Boeing in 2012, MacInnis had just com-

pleted a Masters of Management in Operations Research at the University of British Columbia. She was the second hire for an analytics unit being created at Boeing’s existing Richmond location. The company understood that data analysis could generate innovative products to increase its customers’ operating efficiency and had begun to invest in growing an advanced analytics team. Today, Boeing Vancouver houses one of the largest data science teams

in the digital aviation organization. In 2016, it expanded its footprint in the Lower Mainland, opening a new data analytics-driven product development lab that houses 50 employees in the Yaletown district and complements its software development staff of over 200 at the company’s head office in Richmond. “Planning aircraft maintenance, optimizing fuel consumption, assigning flight crews, rescheduling airline flights after disruptions – these are just some of the ways our digital aviation products can help airlines or military customers manage their assets,” says Cantwell. “As we continue to elicit more and more flight data and increase our insights into aviation operations, we are able to create solutions that have a positive impact for airlines, crews and travellers around the world.”

214

full-time employees

jobs available last year

2,766

applications received last year

average age of all employees

BC’S TOP EMPLOYERS 2017

There’s a sense of belonging at BCIT

s a shop foreman at an automotive dealership for many years, Mubasher Faruki worked closely with young apprentices and technicians-in-training. So when he was approached by the British Columbia Institute of Technology (BCIT) to be an instructor, Faruki saw it as an ideal opportunity to harness his practical experience to help shape the next generation of automotive technicians. Twelve years later, as Associate Dean of BCIT’s Automotive Department, Faruki is doing just that. The sky’s the limit in terms of where you want to go professionally and personally. Mubasher Faruki Associate Dean, Automotive

Faruki’s story is a common one at BCIT, a polytechnic institute that works closely with industry to equip career-ready graduates in a wide range of fields, including applied and natural sciences, business and media, computing and IT, trades, and health sciences. For students, BCIT offers practical, hands-on studies that deliver an immediate benefit: 91 per cent

MUBASHER FARUKI, ASSOCIATE DEAN, AUTOMOTIVE AT BCIT

of employed degree graduates are working in their fields of study. For faculty and staff, BCIT provides an opportunity to make a positive contribution while also growing and thriving as individuals and professionals. “One thing I quickly realized is that the sky’s the limit in terms of where you want to go professionally and personally,” says Faruki. “This is such a diverse organization and there is a deep pool of endless possibilities of where you can take your career. At the same time, you are able

to see your students excel and contribute back to your industry. That’s incredibly gratifying.” BCIT encourages employees to continue their education and keep their skills sharp with tuition subsidies for courses both related and unrelated to their current positions. It also allows employees to balance their work and personal lives through initiatives such as flexible work hours, telecommuting and an earned days-off program. Ana Lopez, BCIT’s Vice President of Human Resources and People Development, joined the school

— SHAPING THE FUTURE OF THE NEXT GENERATION.

EDUCATION FOR A COMPLEX WORLD.

last July after many years as a human resources leader in the transportation sector. “It was a unique opportunity to bring my experience to another field,” says Lopez. “In many workplaces, it’s about ‘did you just deliver on time?’ Here it’s about shaping future careers and leaders. That gives people a real sense of belonging and passion around what they do.” Central to BCIT’s success is its strong connection to industry, which has direct input into curriculum through advisory committees. “We rely on our industry partners to keep us informed about current and future needs,” says Lopez. “We are also continuously looking for employees with industry-specific expertise to ensure we remain cutting-edge leaders in our field.”

1,870

full-time staff

11,781

job applications received last year

310

jobs available last year

50%

of board of directors are women

BC’S TOP EMPLOYERS 2017

At Coast Capital, feeling part of something bigger

mol Thind got to know Coast Capital Savings when he was growing up in the Fraser Valley and opened his first bank account there. Then, when he was finishing off his business degree in 2014, a friend told him he would be a good fit at the credit union, which is Canada’s largest member-owned financial co-operative and dedicated to helping its members improve their financial well-being. Turned out the friend was right. Thind started off as a service professional at a branch before being promoted to his current position of Business Banking Officer, working with small business owners at Coast Capital’s Help Headquarters in Surrey. “I had made it pretty clear that commercial banking was where I wanted to develop my career,” he says.

Our employees are known for being socially minded and wanting to make a difference. Tracey Arnish Chief People Officer

Coming from a family of small business owners has given Thind a

MEMBERS OF COAST CAPITAL’S YOUNG LEADERS COUNCIL (L-R) AMOL THIND, ALEKS BESAN, PARM SANDHU, CHELSEA LAWRICK AND SEAN LAFORTUNE

better understanding of the credit union’s small business members. “We really go out of our way to help them grow their businesses, and get their resources in place.” Chief People Officer Tracey Arnish says that by connecting employees to the credit union’s larger purpose of helping members achieve their financial and personal goals, “Coast Capital allows everyone to grow and flourish.” The company supports Thind with the tools and skills he needs to reach his career goals

We want you. In a purely professional manner.

and demonstrate leadership. Programs like “Room to Grow” and “Leaders Who Inspire” are designed to engage employees and inspire passion in their work. “Our employees are known for being socially minded and wanting to make a difference in the lives of our members and their communities,” says Arnish. “At Coast Capital, they can be part of something that’s much bigger.” For three years, Thind has been an active member of one of Coast Capital’s three Youth

Get It Community Councils – regional committees comprised of young leaders, aged 18 to 30, who either work at Coast Capital or represent local communities. This diverse group is responsible for reviewing grant applications and deciding how best to allocate funding. In 2016, the three councils recommended making $1.5 million in community investment grants to 116 groups. “Every year, Coast Capital Savings invests seven per cent of its budgeted pre-tax earnings toward local community causes. Since 2000, that’s more than $65 million,” says Thind. “This is a purpose-driven culture where employees, like me, are able to grow, show leadership and contribute to a much larger cause.”

1,378

full-time staff in Canada

300

jobs available last year

200

charities helped last year

926

staff volunteer hours last year

At Coast Capital Savings, we take our business seriously, but ourselves, not so much. We have helpful products, comprehensive benefits, and a cool atmosphere. Most importantly, we have a culture of help – we help our members, our communities, and each other, every day. You see, How can we help you? isn’t just a clever tagline. It’s what drives us every day. Want to learn more? Visit coastcapitalsavings.com/careers

BC’S TOP EMPLOYERS 2017

DP World offers a container-load of career options

f Vancouver is the gateway for Canada’s growing trade with the Asia-Pacific region, it’s DP World that keeps that trade flowing. DP World Vancouver is Western Canada’s premier container terminal operator and stevedore. Its operations are part of a global network of 77 marine and inland terminals in 40 countries across six continents. Container handling is the company’s core business, generating 75 per cent of its revenue globally. We are an engaging and innovative workplace. We are global and local at the same time. Maksim Mihic General Manager

“We are an engaging and innovative workplace,” says Maksim Mihic, General Manager, DP World (Canada) Inc. “We are global and local at the same time. We’ve been part of the Vancouver community since 1923.” Located in downtown Vancouver, the terminal’s orange cranes are an iconic landmark. In addition to Vancouver, DP World operates in Prince Rupert and on Vancouver Island. DP World offers a diverse mix of

EMPLOYEES AT DP WORLD ENJOYING A BBQ LUNCH

career options – from operations, safety, finance and marketing, to engineering, IT and customer service. Both the Vancouver and Prince Rupert container terminals experienced significant growth in the past five years. In 2016, DP World’s B.C. office workforce increased from 84 to 94, and another six to 10 staff likely will be hired in 2017. (This doesn’t include the 900 unionized longshoremen whom DP World recruits through waterfront hiring halls for some of the best-paying blue-collar jobs in Vancouver.)

The company offers a wealth of career development opportunities, says Mihic. “For each employee, a personal development plan is worked out with their supervisor.” DP World Institute offers 193 online courses, mainly for industryrelated skills. It also presents oneto four-week proprietary courses for which staff are flown to other locations; and a leadership program offered on-site in Vancouver. DP World holds monthly conference calls and annual conferences where personnel in the same occupations can exchange informa-

tion and ideas. Angela Kirkham, Manager, Marketing and Communications, finds such conferences useful. “I get to speak with marketing people from around the globe who are part of the DP World family. Most companies don’t offer that opportunity.” The company also takes its role in the community seriously, allocating $300,000 to $500,000 annually to support worthy causes in Vancouver, Nanaimo and Prince Rupert. A sustainability committee, composed of employees, decides where to direct the funds. Employees also volunteer their time, with the company offering a paid volunteer day. In 2016, staff volunteered an average of eight hours each. “That’s greater than the worldwide average,” Mihic says proudly.

full-time staff

jobs available last year

1,194

job applications received last year

years, longest-serving employee

BC’S TOP EMPLOYERS 2017

Fortinet fights cyber threats around the globe

ortinet may not yet be a household name, but, says Joyce Chow, Senior Director of Human Resources at the company’s Burnabybased Canadian headquarters, “Chances are that you have unknowingly used one of our products in the past.” As the largest network security appliance vendor (units) according to the International Data Corporation, Fortinet counts among its users businesses, government agencies and universities. THE WEB DEVELOPMENT TEAM ON FORTINET’S SECURITY OS, FORTIOS PHOTO CREDIT: ERIC LEUNG

My teammates are all experts in the field and have mentored me above and beyond anything I ever hoped for. Wanda Boyer Software Development QA Engineer

As ever more organizations come to rely on big data and complex IT networks, Fortinet’s business is booming. Around the world some 300,000 customers depend on Fortinet, including the majority of Fortune Top 100 companies. Although the company’s head office is in Silicon Valley, it was

founded in Burnaby, B.C. in 2000. As a result, some 1,000 employees are based in Canada, with 650 of those in Burnaby. British Columbia is home to Fortinet’s research and development centre and its FortiGuard Labs, where analysts and threat researchers develop proprietary tools and technology to protect against breaking cyber-threats including malware, botnets, and mobile vulnerabilities. Working together with academic institutions, Fortinet also runs a network security academy providing industry-recognized train-

ing and certification to students around the world. Its goal is to address the international shortage of qualified cyber-security experts. For example, in early 2017 Fortinet had 85 job openings at its Burnaby office, with half being for new graduates. Such roles include software and hardware developers, quality assurance and technical support engineers, and threat intelligence and cyber security experts. Wanda Boyer, a graduate of the University of Victoria with a master’s in computer science, was hired late last year to join the anti-virus quality assurance team. In just two

FORTINET SECURITY FABRIC

PROTECTING FROM IoT TO THE CLOUD Learn more at www.fortinet.com/whyfortinet

short months, she’s worked on a variety of projects and received incredible support from teammates. “They’re all experts in the field and have mentored me above and beyond anything I ever hoped for,” she says. “I’ve learned so much.” Among the things that attracted Boyer to Fortinet are its innovation and patent program which encourages employees to submit ideas for consideration and offers specialist support to help guide applicants through the patent submission process. “I have some ideas,” says Boyer, adding that she is looking forward to honing them with input from Fortinet experts. And in the quest for work-life balance, she also plans on taking advantage of the various company gyms and joining some of its many social clubs.

937

full-time staff in Canada

224

jobs available last year

39.5

years, average age of all employees

50%

of managers are visible minorities

JUMPSTART Your Career

Apply at http://jobs.fortinet.com

BC’S TOP EMPLOYERS 2017

At Fraser Health, a strong culture of engagement

ore than 20 centimetres of snow had fallen on Vancouver on the morning when Cameron Brine set out for a Coquitlam hotel to join the CEO of Fraser Health and about 300 formal and informal leaders, some of whom were “engagement radicals”. “Most of our engagement radicals are frontline staff in our 12 acute-care facilities and community services,” says Brine, Vice President of People and Organization Development. “They were noted in a recent Accreditation Canada report on Fraser Health as a noteworthy innovative platform that addresses and maintains improvements in staff and physician engagement.” Culture is cultivated by behaviour. If you get the right people, you get the culture you’re looking for. Cameron Brine Vice President of People and Organization Development

It’s one of the many ways that Fraser Health encourages innovation and change at the grassroots level, Brine says. With almost 12,000 full-time staff, Fraser Health serves 1.8 mil-

THE WORKPLACE CULTURE AT FRASER HEALTH IS ROOTED IN RESPECT, CARING AND TRUST

lion people from Burnaby to Hope with services ranging from hospital care to public health services. Keeping employees engaged across such a broad geographic and vocational spectrum can present a challenge, but Brine says Fraser Health does “an extremely good job”. Kalina Repin would agree. A critical care registered nurse, Repin grew up in a small town in the B.C. Interior and joined Fraser Health three years ago when she moved to Port Coquitlam.

“When I came to Vancouver to work, I felt alone,” she says. “Fraser Health gave me a sense of community. I felt that I belonged.” After a six-month training course, paid for by Fraser Health, Repin started as a full-time emergency room nurse, dealing with a variety of patients, from children to homeless adults. “This kind of nursing can be stressful,” she says, “so you really need a supportive management team. The nurses in charge

on our team are always here to help. It makes me look forward to coming to work.” From Brine’s perspective, frontline staff like Repin contribute to the culture of engagement that distinguishes Fraser Health as an employer. “Culture is cultivated by behaviour,” says Brine, who studied kinesiology after competing for Canada as a canoer. “If you get the right people, you get the culture you’re looking for.” Using his own background as an example, Brine says diversity gives Fraser Health a distinct advantage in sustaining its employees’ enthusiasm for their work. “If you keep hiring the same people for the same jobs, you’ll never come up with the changes you need,” he says. “We empower people to be creative. It really fires them up.”

11,453

full-time staff in Canada

116,962

job applications received last year

42.6

years, average age of all employees

54.5%

of executive team are women

“It’s been a journey and a half. Lots of growth and expanding in being a nurse and a better person. It was nice to get rid of the traffic jam and an hour and a half commute.” Laura, Patient Care Coordinator Abbotsford Regional Hospital & Cancer Centre

BC’S TOP EMPLOYERS 2017

iQmetrix offers great staff experiences

erome Valdez wanted something “sticky.” When someone from iQmetrix approached him about a position as a software designer in 2011, the timing was right. Valdez had worked on digital advertising campaigns as a consultant for the previous eight years. “I missed working on product,” he says. “I was itching to be part of something more permanent.” We believe in a holistic work-life balance, an environment where there is no ‘punch-in, punch-out’ mentality. Krystal Ho Director, Corporate Relations

iQmetrix fits that description. Founded in 1999, the software company has become a leading developer of interactive retail solutions. The fact that Valdez knew peers who worked for the company helped, but what really impressed him was when CEO Christopher Krywulak interrupted a Hawaiian vacation to phone Valdez and interview him. Fast forward six years. Valdez is now Director of Operations, Manila, and Development Support Manager at iQmetrix. Based in the Vancouver corporate head office, he

KRYSTAL HO, DIRECTOR, CORPORATE RELATIONS AT IQMETRIX HEADQUARTERS IN VANCOUVER

leads a team of 32 software developers in the Philippines. He also has been a mentor to 10 other team leads in Vancouver, guiding them on autonomous decision-making and on how to be effective managers. This mentoring earned Valdez the company’s Employee of the Year award, presented to him during the annual company-wide retreat held this year in Hawaii. “It was quite special to be honoured in front of 400 colleagues,” he says. “I was overwhelmed.” The presentation

was part of a week-long set of teambuilding activities, complete with surfing, yoga and horseback riding. Almost the entire workforce goes on the annual all-expense-paid retreat. “We believe in a holistic work-life balance, an environment where there is no ‘punch-in, punchout’ mentality,” says Krystal Ho, Director, Corporate Relations. “We trust our employees from the moment they walk through the door. In addition to our robust benefits package, we have unlimited sick

days and a flexible work-fromhome policy, when needed. “ The company has 92 employees in its Vancouver head office, an increase of 26 in the past year. Of the new hires, 18 were computer engineers, the others in sales, marketing, finance and quality assurance. At a minimum, 15 new hires are expected in Vancouver in 2017, but over 100 are forecast for the new Winnipeg office expansion. Each team has its own professional-development budget. Requests to attend a conference or take a training program can be made by any employee to their lead. There are minimal limitations. “We typically ask that people who go to major conferences share the knowledge they gain with the rest of their team at a lunch and learn,” says Ho. “Sharing is caring.”

369

full-time staff in Canada

jobs available last year

5,240

job applications received last year

years, longest-serving employee

BC’S TOP EMPLOYERS 2017

A future as bright as the sky at Northern Health

lexi Robert can’t forget the last time she saw the Northern Lights. “It was indescribable,” says the registered nurse at Northern Health’s Fort St. John Hospital in Fort St. John, B.C. “It was during the summer, and it was literally like a picture. The entire sky was green and purple, and I was mesmerized.” We offer opportunities for staff to really chart their career paths and learn and grow. Dr. Ann Syme Director of HR Planning and Design, Education and Training

For Robert, seeing the legendary Aurora Borealis is just one of the many benefits of working for Northern Health in the province’s beautiful north country. From a career perspective, however, the organization’s support for professional development, the potential for advancement it offers, and its collegial atmosphere shine even brighter. After less than a year with her new employer, the McGill University nursing graduate has already attended a five-day course on palliative care in Vancouver, funded entirely by Northern Health. “You

NORTHERN HEALTH IMAGING STAFF IN STEWART, BC

can apply for funding to further your education,” she explains. “I was fortunate to get that opportunity, and it was really amazing.” Tuition subsidies of up to $7,500 are available for graduate education, and up to $750 for professional accreditation and courses that support career progression. Northern Health, which provides health services to 300,000 people over a 600,000-squarekilometre area, also offers a variety of in-house training initiatives,

including mentoring, internships and apprenticeship programs. “We offer opportunities for staff to really chart their career paths and learn and grow,” says Dr. Ann Syme, Director of HR Planning and Design, Education, and Training. “The end game is really about quality care for our patients and families.” Northern Health’s strategic plan, unveiled in March 2016 after extensive consultations with patients, community members, physicians and staff, is built around four key

values: empathy, respect, collaboration and innovation. “We are all actively working to weave those values into each employee’s everyday work experience,” says Syme. Those values are clearly reflected in Northern Health’s close relationship with the communities it serves. It makes a special effort to court prospective employees who are keen on living in the region. In many cases, it covers moving costs and offers other incentives to relocate there. For Robert, who has B.C. student loans, that means 20 per cent of that debt will be paid by the province after she has worked in northern B.C. for a year. For young people priced out of Vancouver’s sky-high real estate market, says Syme, the more accessible prices in northern communities give young people the chance to buy a home and put down roots.

3,617

full-time staff in Canada

years, longest-serving employee

77%

of managers are women

50%

of executive team are women

Discover a Career with Northern Health the northern way of caring

expectmore.northernhealth.ca

BC’S TOP EMPLOYERS 2017

Pacific Blue Cross: health and well-being for all

ennet Lui knew right from the start that there was something special about working at Pacific Blue Cross (PBC). Even as a mailroom contract employee, he was treated with respect and encouragement. Says Lui: “It’s a big organization, but everyone wants to help each other out so we can all succeed.” Clearly, Lui has. It took him two years of various short-term contracts before he landed his first permanent PBC job, as a clerk. Shortly thereafter, he visited the human resources office to discuss a career plan that would prepare him for a position with a “bigger voice.” Lui took leadership and related courses, both external and internal. PBC picked up the tab. Our health benefits help make top employers, and we’re proud to be recognized for walking the talk. Jan K. Grude President and CEO

One promotion led to another and now, 16 years later, Lui is Manager, Group Services for the Burnaby-based B.C. health-benefits provider, supervising 60 other employees.

PACIFIC BLUE CROSS HELPS EMPLOYEES AND BC RESIDENTS MAKE HEALTHY CHOICES EVERY DAY

Such generous professional development support is but one of many benefits that led to more than 5,000 people last year applying for just 70 PBC openings. “We’re a not-for-profit, and that is a key value running throughout the organization,” says President and CEO Jan K. Grude. Indeed, PBC is a major supporter of numerous not-for-profit community initiatives, especially in healthcare and related fields. Its United Way campaign, for one, is an award-winner, and PBC matches employee efforts.

It also covers all travel health insurance costs for Children’s Wish Foundation kids and their families whose wishes involve travel outside Canada. “Even if they could get coverage, most could not otherwise afford the premiums,” says Grude. Five years ago, PBC launched its Health Foundation that channels funds annually into a variety of health-related programs, including a $150,000 donation last year to the Canadian Cancer Society’s Wig Bank program. For their part, PBC employees

BC’s # 1 Health Benefits Provider

have health benefits that Grude says are “best in class compared to market standards.” Those benefits continue even after retirement. Other perks include health and wellness programs, membership in an on-site fitness facility for $5 per month, $1,000 postsecondary scholarships for employees’ children, and stand-up/ sit-down desks at every workstation. Says Grude: “For more than 75 years, Pacific Blue Cross has been improving health and well-being. We provide health, dental, life, disability and travel coverage for one in three British Columbians through group benefits and individual plans. Our health benefits help make top employers, and we’re proud to be recognized for walking the talk.”

747

full-time employees

5,075

job applications received last year

59%

of managers are female

charities helped last year

BC’S TOP EMPLOYERS 2017

PHSA’s specialty careers focus on best care delivery

he Vancouver-based Provincial Health Services Authority has a unique mandate: to provide specialty health services throughout British Columbia. Doing so requires an organization that is large enough and complex enough to handle all its varying responsibilities. For those looking for a workplace where they can make a difference, PHSA offers many diverse opportunities across the province. Regardless of your profession, there is a wide range of career pathways you can follow.” Christy Hay Program Manager, BC Children’s Hospital

Working with the province’s five regional health authorities, the First Nations Health Authority and the BC Ministry of Health, PHSA plans and coordinates the delivery of specialized healthcare. It does this through a network of agencies, services and programs, such as the BC Cancer Agency, BC Emergency Health Services, BC Mental Health & Substance Use Services, the BC Centre for Disease Control, the BC Women’s Hospital + Health Centre,

AN O.R. NURSE BRIGHTENS THE SPIRITS OF HER YOUNG PATIENT AT BC CHILDREN’S HOSPITAL, AN AGENCY OF PHSA

and the BC Children’s Hospital. “Regardless of your profession, there is a wide range of career pathways you can follow,” says Christy Hay, Emergency Department Program Manager of BC Children’s Hospital. An oncologist, for example, could work at the BC Children’s Hospital or the BC Cancer Agency’s Centre for the Southern Interior outpatient facility. “You could move to the Okanagan Valley to experience an alternative lifestyle to that in metro Vancouver, and still be part of the PHSA,” Hay adds.

While the goal is always patientcentred care, not all staff deal directly with patients. PHSA plays a significant role in health research, developing world-class treatments and technologies for patients, and providing the best evidence for decision-making and effective health care spending. Front-line teams rely on behindthe-scenes support from corporate services professions, which are as diverse as project management, finance and human resources. In her job as Talent Acquisition Advisor for Physician Recruitment,

Akosua Tomash partners with physician-hiring leaders to recruit the best global talent to PHSA specialty agencies, programs and services. “I really feel I’m having a huge impact on patient care,” she says. Tomash landed her current position after three different positions with PHSA over the course of 19 years and a year away. Her trajectory has ultimately led her to a job she loves. Says Tomash, “I’m not going anywhere soon.” Now a new generation of workers is looking to PHSA for new types of opportunities. “What is most important to this changing workforce is work-life balance, and they’re more interested in parttime work,” says Hay. “PHSA honours a flexible work-life balance while investing in its employees to reach their highest potential.”

10,346

full-time staff in Canada

5,360

jobs available last year

144,188

job applications last year

6,000+

in-house training programs

Proud to serve the province as one of BC’s Top Employers.

Join us in delivering the best in care: jobs.phsa.ca

BC’S TOP EMPLOYERS 2017

Binnie builds champions

fter 15 years with R.F. Binnie and Associates Ltd., Tom Rabey says he has learned the key to employee engagement – it’s all about helping people make their mark. “I tell our staff that every great idea needs a champion and all champions are welcome,” says Rabey, Professional Services Group Manager for the Vancouver-based firm of civil engineering consultants. “So if something sounds like a good idea, take it and run with it. Be that champion. If you do, you will help shape our company. That kind of work environment keeps you interested, engaged and excited at the prospect of coming to work each morning.”

They care about helping me meet my career objectives while also growing as a person. Emma Yee Engineer-in-training

Certainly, there is no shortage of opportunities at Binnie. Projects run the gamut from highway and bridge construction to building sports and recreation facilities to helping create entire municipal subdivisions.

R.F. BINNIE ENGINEER-IN-TRAINING EMMA YEE

Most of the projects are based in the B.C. communities where Binnie’s employees work, live and play – another key attraction for both new recruits and veterans like Rabey. “There are few things that engage people more” says Rabey. “You take that extra amount of care and pride because you know the area and you may end up using the infrastructure you’re helping to build. You want to make it the best it can be.” Binnie encourages longer-term, high-achieving employees to

become shareholders; almost a quarter of full-time employees currently own shares. “It’s satisfying to be part of an employee-owned company,” says Rabey. “It allows us to be a lot more dynamic, responsive and accountable.” Binnie offers a strong engineer-in-training (EIT) program which takes new university graduates and provides them with the on-the-job training and mentoring required to become accredited professional engineers.

Emma Yee, who graduated from the University of British Columbia in 2014, is at the midpoint of her EIT program. Yee says she benefits from Binnie’s supportive and collaborative work culture. “My division has people ranging in experience from a couple of years to many decades. They are always willing to share their knowledge and expertise with people like me.” As part of Binnie’s formal mentoring program, Yee was paired up with a more senior engineer with whom she meets regularly. “What I like is that they value people here,” says Yee. “It’s not just about billable hours or my work output. They care about helping me meet my career objectives while also growing as a person.”

142

full-time staff in Canada

jobs available last year

3,796

job applications last year

charities helped last year

BC’S TOP EMPLOYERS 2017

92% staff satisfaction at caring Raymond James

or Deborah Best, it would have been a deal breaker. The financial services industry veteran wanted to know how committed Raymond James Ltd. was to giving back to the community. “If the company was focused only on profits, I would not be here,” says Best, its Vice President, Human Resources. Best joined Raymond James, one of North America’s leading independent full-service investment dealers, in 2012, just months after the Canadian operation established a foundation to handle burgeoning employee charitable donations. In 2016, staff donated some $434,000 to the Raymond James Canada Foundation. We care about our clients first, not about short-term profit margins. Deborah Best Vice President, Human Resources

Says Best: “It is who we are. We have a culture of care. We care about our clients first, not about short-term profit margins. “Clients who value charitable giving can turn to us for

RAYMOND JAMES EMPLOYEES PARTICIPATE IN THE VICTORIA AND VANCOUVER RIDE TO CONQUER CANCER

help. And our employees, who put their clients first, are the sort of people who also care about their communities.” Indeed, take Raymond James financial adviser Jay Dowhaniuk in Kelowna. Every year, he takes positive advantage of the company’s charitable foundation in two ways. He contributes $2,500 of his own money to be forwarded to a charity, or charities, of his choosing, knowing that the foundation will match most of that amount. “When you can leverage Raymond James’ generosity, it’s a win-win,” he says.

Commited to making Raymond James a rewarding place to work and grow. Thank you to our people who set us apart.

Member – Canadian Investor Protection Fund

But altruism is not the only reason that Dowhaniuk is a happy Raymond James employee. He joined the Toronto and Vancouverbased wealth management company nearly 12 years ago from a larger financial institution and says he can’t imagine going anywhere else. “This is a bottom-up organization where I have total freedom to focus on my clients’ needs,” he says. “I’m treated so well that I, myself, feel like a client.” For her part, Best adds that the company’s client-first approach is reflected in its flat organization and “servant-leadership” approach

as opposed to a top-down structure. “Our leaders serve our employees because they are the ones who serve our clients,” she says. Treating employees as valued clients has other implications. “If business circumstances change,” Best says, “we go to great lengths to train people for other functions so they can stay on.” Nurturing its employees extends to generous tuition support for those who want to advance their careers along with industryleading maternity and paternal leave for those with newborns. As a result, it’s no surprise that the latest employee engagement survey recorded a 92-per-cent overall satisfaction result. “In our industry, that’s incredible,” says Best. “It’s nothing short of astounding!”

1,019

full-time staff

389

charities helped in annual campaign

219

jobs available last year

years, longest-serving employee

CARES

BC’S TOP EMPLOYERS 2017

Advancement can be quick at Save-On-Foods

or Kira Tateyama, it was one of those crossroads moments in life. Since she was 15, she had worked in Kelowna for Save-On-Foods, part-time or full-time, while going to school. But now, at 19, she had completed her training as a dental office administrator and she had to decide – would she follow that path? Tateyama and her husband also had a one-year-old son to think about. The dental office sometimes stayed open late hours and on weekends. Save-On-Foods offered flexible work times. The dental office had free dental, but no medical. Save-On-Foods had a lot of benefits, from health to pension. And then there were the people. A TEAM MEMBER AT SAVE-ON-FOODS OFFERS TASTINGS OF PRODUCTS FRESHLY PREPARED IN-STORE

We want to create an environment where people feel good about where they work and know that people care about them. Darrell Jones President

“I loved my job at Save-OnFoods,” she says. “I loved the people I worked with. So it just made sense to stay.” It didn’t hurt that her dad had long been a store manager, but he left her to make her own

decision. She hasn’t regretted it. “Save-On-Foods is like family – it’s like home,” she says. The fast-growing grocery chain is also a good place to advance quickly, as Tateyama found in 2015. Having worked in various areas of her Kelowna store, from the lotto booth to the meat department, she decided to apply for Save-On-Foods’ Retail Leadership Excellence (RLE) program – 12 weeks of managerial training.

Proud to be one of BC’s top employers four years in a row!

By the end of 2015, Tateyama had been posted as a merchandising manager in a Save-On-Foods in Red Deer, Alta., and nine months later became Assistant Store Manager at a second outlet in the city. “The training was awesome,” she says. She hopes to be a store manager in 3-5 years. Save-On-Foods President Darrell Jones understands Tateyama’s journey well. “I started as a bag boy in Cranbrook 41 years ago,” he says.

The company prides itself on being a place where people can join after high school or after post-secondary education, and make it to the top either way. Along with on-the-job training and RLE, there are online training modules, senior leadership programs and support for an MBA education. Job opportunities abound as the chain, the largest based in Western Canada, expands in B.C. and across the Prairies – it has opened 29 new stores in the last three years. But above all, says Jones, the company and its culture are very people-oriented. “We want to create an environment where people feel good about where they work and know that people care about them,” he says. “We know that will get translated to the customer.”

5,711

full-time staff in Canada

45.6

years, longest-serving employee

59%

of employees are women

113

charities helped last year

BC’S TOP EMPLOYERS 2017

At St. George’s School, it feels like family

o Dr. Tom Matthews, Headmaster at St. George’s School for the past seven years, it’s all about the boys. Matthews, an award-winning educator with more than 35 years’ experience, says people love working at the Vancouver independent school because of their shared dedication to students. “There’s a real clarity of purpose, a mission to serve these young men. Everything is designed around that, which builds a real sense of community.” There’s a real clarity of purpose, a mission to serve these young men. Everything is designed around that, which builds a real sense of community. Dr. Tom Matthews Headmaster

At the same time, St. George’s – which has been named a Top Employer for the sixth year in a row – also focuses on each staff member’s unique needs. “While we are a mid-size employer with just over 240 employees, we make every effort to deal with each person as an individual and try to work with them to support their indi-

STAFF AT ST. GEORGE’S SCHOOL ENJOYING A BASKETBALL GAME

vidual needs,” says Karen Potter, Director of Human Resources. The annual employee survey indicates that 88 per cent of staff are happy working at St. George’s and would recommend it to others. Whether it’s a bouquet sent for compassionate or celebratory reasons or a gift card to welcome a new baby, there is a culture of gratitude and employee recognition at the school. Wellness days, onsite health-care practitioners, staff parties and barbecues are among the

tools used to express appreciation. Nancy Kudryk, an executive assistant at the school for more than 25 years, says that “St. George’s absolutely feels like home,” and notes that employees tend to stay a long time – the longest-serving one has been there more than 40 years. The physical setting of the 87-year-old school, next to 847hectare Pacific Spirit Park, provides immediate access to green space. And the boarding community, which includes faculty,

staff and students who live on site, adds a “familial” factor which is palpable at St. George’s. All faculty and staff are encouraged to participate in professional development activities. These may be provided on-site, via conferences around the world or through advanced education courses. These are priorities for the school, with employees serving as models of lifelong learning for the students. “As the pace of change in the world accelerates, the school continually improves its practices to prepare our students for that world,” says Matthews. “We actively promote creative program initiatives, the most recent being a two-day, in-school Global Stewardship Conference featuring presentations by students, faculty, staff and parents, as well as outside speakers.”

240

full-time staff in Canada

jobs available last year

500

job applications received last year

weeks, starting vacation allowance

BUILDING FINE YOUNG MEN. ONE BOY AT A TIME. www.stgeorges.bc.ca

BC’S TOP EMPLOYERS 2017

Driving a major expansion, TransLink is hiring

hen Ray Hamilton first started working as a trolley project technologist at Coast Mountain Bus Company in 1990, he never imagined he would still be with the TransLink enterprise 27 years later. But as he explains, “Once you get into the transportation industry, it sort of gets into your blood.”

We’re definitely a world leader, ahead of the curve in how we run our business. Ray Hamilton Manager, Service Analysis

Hamilton’s career has spanned a period of huge change in public transportation in the Metro Vancouver region due to both dramatic population growth and transformative technology. That change has enabled him to take advantage of a wide range of career opportunities. Over the years, Hamilton has worked at everything from training transit operators to supervising the operations of bus services to overseeing the “Green Wave,” a project to move buses as efficiently as possible through downtown Vancouver.

RAY HAMILTON MONITORS TRANSLINK’S INTRICATE TRANSIT NETWORK

In his current role as Manager, Service Analysis, Hamilton monitors TransLink’s intricate network to ensure that buses arrive at the optimum times to meet other buses, the West Coast Express, SkyTrain and SeaBus. His team mines data and uses performance metrics to constantly improve service. “We’re definitely a world leader, ahead of the curve in how we run our business,” he says. “It’s very important to spend taxpayer money as effectively and efficiently as possible.” Late last year, TransLink’s Board

and the regional Mayors’ Council approved the first phase of a 10-year plan to improve roads, cycling, and pedestrian access as well as bus, rail and SeaBus services. The plan, with a budget of $2 billion, calls for a 10 per cent increase in bus service across the region. As a result, TransLink is actively hiring more than 450 transit operators – the largest hiring spree since the 2010 Olympics. “It’s a huge milestone and very positive for our business because we’re expanding and providing more transportation choices for

the public,” says Jalpa Ruparelia, Manager of Employee Relations. TransLink is actively looking for applicants. “We can really teach anyone how to drive,” explains Ruparelia. “It’s the passion for customer service that we are recruiting for – that’s the key to success.” Operators are the face of the organization and TransLink wants people who will be passionate about the work they do and have a desire to be part of something meaningful in their community. “We have an engaged workforce,” says Ruparelia. “They’re proud of what they do.” Adds Hamilton: “It’s never boring. You’re helping people get to work and kids to school. It’s also a very good company to work for. It treats employees well.”

7,000+

staff in Canada

years, average age of all employees

years, longestserving employee

weeks, starting vacation allowance

BC’S TOP EMPLOYERS 2017

TI-Corp builds bridges to BC’s transportation future

ransportation Investment Corporation (TI Corp) is a small and relatively new Crown corporation, but it has already taken on some big challenges. Founded in 2008 and based in Coquitlam, TI Corp was responsible for building the new Port Mann Bridge and the TReO toll system. The bridge is a 10-lane structure that spans the Fraser River, connecting Coquitlam to Surrey. Opened in 2012, Port Mann and accompanying improvements to Highway 1 helped untangle the biggest traffic bottleneck in British Columbia, reducing the average commute time by 40 minutes a day. Since then, the TReO system has become one of the Lower Mainland’s most recognizable brands. The innovative tolling system is recovering costs for Port Mann and will do the same for the new George Massey Tunnel Replacement. Projects like this are tangible and all of us feel a sense of ownership.

Robyn Plenert Manager of Marketing and Customer Engagement

For TI Corp’s 50-member team, projects like Port Mann are an im-

TI CORP EMPLOYEES COLLABORATING IN THEIR BOARDROOM

mense source of pride. “To look out the window and see this bridge that is having such a positive impact on people’s lives is a pretty big deal for us,” says Irene Kerr, TI Corp’s President and CEO. Robyn Plenert, TI Corp’s Manager of Marketing and Customer Engagement, concurs. “When people ask why we work for TI Corp, a lot of us echo the fact that we are making a real difference. Projects like this are tangible and all of us feel a sense of ownership.”

The TI team is young, highperforming and collaborative – traits reflected in the company’s value statements that “we are limitless in our pursuit” and “we value every voice.” As Kerr explains, those statements are mutually supportive. “The first reflects a can-do attitude that we are going to find solutions by working together. The second builds on that collaborative spirit. Regardless of where you are on the organization chart, your voice

Building Innovative Infrastructure and Transportation Solutions We’re the team behind the Port Mann Bridge, the George Massey Tunnel Replacement Project, and TReO—the easy, electronic and efficient toll system. We’re a Crown corporation that’s dedicated to positive growth for our employees, our partners and the region.

Learn more about us at ticorp.ca

matters. We want you to speak up because I firmly believe that’s where great ideas come from.” Plenert says those values are very much lived out in the workplace. “There isn’t a hierarchy in the traditional sense,” she says. “Every single employee here has a personal relationship with our CEO. As a small team, we are also given responsibilities and opportunities you might not get in a larger organization.” TI Corp’s workforce is very sociable, with potluck lunches a regular occurrence. Employees also come together to give back to the community. The team regularly collects food and donations to support the Surrey Food Bank and the Tri-Cities Share Society and volunteers to serve food bank clients.

full-time, permanent staff in Canada

500

job applications received last year

years, average age of all employees

300

paid staff volunteer days last year

BC’S TOP EMPLOYERS 2017

UFV thrives on its collaborative culture

hen Prof. Lenore Newman was working on her new book, Speaking in Cod Tongues: Exploring Canada’s Cuisine, she recruited some talented, if perhaps unconventional research assistants: her undergrad students at the University of the Fraser Valley (UFV). They surveyed the literature on Canadian food culture, including historical cookbooks, modern blogs and the scant academic writing on the topic, to supplement Newman’s five-year, coast-to-coast fieldwork. “It’s almost unprecedented that undergrads do hands-on research,” explains Newman, who holds the Canada Research Chair in Food Security and the Environment, one of three research chairs at UFV. There’s a real sense that we’re all working together to achieve the university’s goals. Prof. Lenore Newman Canada Research Chair in Food Security and the Environment

“Here, they get the kinds of opportunities that would go to graduate students at other institutions.” The opportunity to work closely with students at a university that

UNIVERSITY OF THE FRASER VALLEY STAFF MEMBER WORKS WITH A STUDENT IN ITS ACADEMIC SUCCESS CENTRE

places a premium on teaching excellence is part of what attracted Newman to UFV in 2011. With maximum class size of 36, UFV offered a welcome alternative to her previous experiences at large institutions with overflowing lecture halls. “It’s our goal to provide the best undergraduate education in Canada,” says Ken Brealey, Associate Vice Provost, Faculty Relations. “To achieve this, we are committed to identifying and using best teaching practices, and to being innovative, entrepreneurial and accountable.” Brealey, who shares responsibility for HR with Dianne Hicks,

Changing lives + building community A BC Top Employer for three consecutive years, UFV is making a difference locally and beyond. Learn more at ufv.ca/beyond

Director, Human Resources and Staff Relations, notes that UFV recently ear-marked $1.2 million for innovative teaching strategies. Research also plays a significant role at UFV. Newman’s investigative work includes aspects of food security, including the tensions between agriculture and suburban growth in areas such as the Fraser Valley. That scholarly pursuit meshes with another of the university’s core values – serving the needs of the surrounding communities. Community engagement has been a fundamental principle since

the school was founded in 1974 as Fraser Valley College. UFV is a fully accredited public university offering more than 100 programs, leading to master’s and bachelor’s degrees, as well as diplomas and certificates. With locations serving Abbotsford, Chilliwack, Mission, Hope and Agassiz, UFV has an annual enrolment of about 15,000 students and more than 1,100 employees, including more than 320 permanent teaching faculty. UFV’s progressive, collegial and supportive culture has contributed to a collaborative community of faculty and staff, says Brealey. “That feeling of being part of a family has been there since our old college days,” he adds. Newman agrees: “There’s a real sense that we’re all working together to achieve the university’s goals.”

814

full-time employees

11.1

years, average service for full-time employees

$1,000

annual Health Spending Allowance

weeks, maternity & parental leave top-up pay

BC’S TOP EMPLOYERS 2017

The City of Vancouver prides itself on diversity

he City of Vancouver’s Art Deco City Hall building impressed Zhila Pirmoradi the first time she saw it. Having recently arrived from Iran, Pirmoradi recalls: “I thought this would be a place I would love to work in. It looked so welcoming.” She didn’t know that the 12-storey building would soon be her new workplace. Since day one on my job, I have never felt like a stranger. Everyone is so welcoming. Zhila Pirmoradi Analyst, Continuous Process Improvement

At the time, Pirmoradi was a PhD engineering student at Simon Fraser University en route to meet a manager in the City’s sustainability group. He had agreed to become her mentor as part of a successful Immigrant and Employment Council (IEC) of B.C. initiative. The City has partnered with the not-for-profit IEC on the mentoring program for seven years, encouraging its staff to mentor new immigrant professionals like Pirmoradi adjust to their new surroundings and find jobs.

EMPLOYEES AT THE CITY OF VANCOUVER TAKING PART IN THE ANNUAL PRIDE DAY MARCH

“The program is just one example of how the City values diversity in what it brings the workplace and the community,” explains Anne Nickerson, Vancouver’s Equal Opportunity Director. “Although we are not looking to recruit new immigrants through our participation, people sometimes do end up working for the City.” Pirmoradi’s first session with her mentor at a coffee shop near City Hall sparked introductions to his

colleagues, both inside and outside city government. As a result of shared professional interests, she discovered a job posting at the City that fit in with her desire to work with and help others. Now, 18 months later, she works as an analyst in the City’s Continuous Process Improvement Program, helping other municipal business units streamline their work and perform more efficiently. “It’s all about sharing insight,”

Pirmoradi says about her job and life at City Hall. “There are so many things we don’t know and can learn from others.” Indeed, Pirmoradi, now an IEC mentor herself, says her colleagues are just as curious about her background as she is about theirs. “Since day one on my job, I have never felt like a stranger,” she says. “Everyone is so welcoming.” It is that openness to others that makes working for the City of Vancouver satisfying for so many of its employees. “We welcome differences for the richness and creativity it brings to the workplace,” says Nickerson. “I love my job because of the wide variety of people I meet, work with and learn from. We take pride in our workforce diversity – for us, it’s a point of excellence.”

6,972

full-time staff

40%

of executives are female

322

jobs available last year

21,603

job applications last year

Tell us your story If you are an exceptional employer with progressive human resources programs and initiatives, we invite you to submit an application for next year’s edition of Alberta’s Top Employers. Now entering its 18th year, our national project is Canada’s longest-running and best-known

2017

BC’s Top Employers

editorial competition for employers. For information on next year’s application process, please visit:

CanadasTop100.com/2018 Applications for our 2018 competition will be released early in the New Year and must be submitted in April.

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BC’s Top Employers

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