BC's Top Employers (2020) by Canada's Top 100 Employers

ABOUT THE WINNERS:

THE COMPLETE LIST:

BC’s Top Employers (2020)

ABOUT THE WINNERS:

Fielding a host of recruitment strategies

PHC

Keeping talented staff in BC’s red-hot tech sector

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p Employees from Foundry, a

MEDIACORP

specialized health network for young people at Providence Health Care, one of this year’s winners.

2020

BC’s Top Employers

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BC’S TOP EMPLOYERS 2020

2020

BC’s Top Employers 15th Annual Edition

K.MUISE/PERKINS+WILL

BC’S TOP EMPLOYERS 2020 Magazine Anthony Meehan, PUBLISHER

Editorial Team:

Richard Yerema, MANAGING EDITOR

Kristina Leung,

p Employees at Perkins+Will Canada Architects in downtown Vancouver.

SENIOR EDITOR

Stephanie Leung, ASSISTANT EDITOR

Chantel Watkins, JUNIOR EDITOR

Advertising Team:

Kristen Chow,

MANAGING DIRECTOR, PUBLISHING

Ye Jin Suhe,

CLIENT SUPPORT COORDINATOR

Vishnusha Kirupananthan, JUNIOR GRAPHIC DESIGNER

Sponsored Profile Writers:

Berton Woodward, SENIOR EDITOR

Michael Benedict Brian Bergman Jane Doucet Simon Hally Don Hauka Patricia Hluchy D’Arcy Jenish Bruce McDougall John Schofield Nora Underwood

BC’s Top Employers turns 15

his year marks the 15th edition of the BC’s Top Employers competition and in many ways the anniversary is a watershed for the project. When the competition started, the first list of winners very much reflected BC’s economy of that era. There were many public sector organizations, a few resource firms and a handful of technology companies. Today, the list is larger and reflects the broad strength of the province’s economy — and the prominent role technology firms now play in BC’s labour market. For job-seekers, these are the best of times: the province continues to set new records with some of the lowest unemployment rates in Canada. Employers in BC are competing vigorously for talented staff by improving their workplaces and HR practices. In the process, they are building world-class organizations that will make the province’s economy stronger and more durable. This year’s guide to BC’s Top Employers is really just a ‘catalogue of best practices’ when it comes to attracting and retaining talented employees. From software firms and hospitals to police forces and marine freight companies, the employers chosen represent the province’s most progressive employers across a wide range of industries. As in previous years, our editorial team has selected the winners using the same eight criteria as our 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 (8) community involvement. Employers are compared to other organizations in their field to determine which offers the most progressive and forwardthinking HR programs amd initiatives. There’s another story that runs through the pages of this year’s announcement, which doesn’t receive enough attention. BC has been remarkably successful in attracting large numbers of skilled new immigrants, who are putting their talents and education to work for BC employers. These newcomers and their families are improving BC’s economic prospects, bringing dynamism and a growing economy to the province. As editors and writers, we aim to chronicle the best stories and HR initiatives, so that other employers can emulate these ‘best practices’ and raise the bar. Our editors’ detailed reasons why each of this year’s BC winners was selected were released this morning at: www.ct100.ca/bc We aren’t able to predict the innovations and best practices you’ll see at BC employers in the next 15 years. But with your continued support we’ll be working hard to give readers a front-row seat to see what the very best employers in the province are doing. – Tony Meehan

B.DENNEHY/GALVANIZE

BC’S TOP EMPLOYERS 2020

p Employees at Galvanize working in one of four casual meeting rooms at the company’s Vancouver head office.

In B.C.’s red hot tech sector, keeping talent is a challenge in itself (which is where the office dogs come in) V ancouver S un

ecruiting in Vancouver’s technology industry has always been a challenge, but holding on to new hires is increasingly the issue, said Kathy Enros, vice-president, talent at the compliance-software firm Galvanize. “It’s definitely more competitive, definitely a job-seekers market,” Enros said. “You’ve got more tech companies coming to Vancouver, including some of the big names, which is great because it helps attract people.” However, the competition also opens up

options to jump ship, which tech professionals will do if they see the right fight somewhere else, Enros said, so once companies recruit new hires, they must “fight to keep them once you get them.” For Galvanize, formerly known as ACL Services Ltd., that makes it all the more important to be seen as a top employer by winning a spot on the BC’s Top Employers list, which it has done so again for 2020 (it also won a spot on the 2019 list when it was still ACL Services). The company has also won a position on the Canada’s Top 100 Employers list, the

national-level competition produced by the same recruiting publisher, Mediacorp Canada Inc. “It does weigh in a decision for what companies (candidates) should look at,” Enros said. “A lot of candidates only look at employers on the list.” Mediacorp has seen increased interest in the B.C. regional competition, said Richard Yerema, the company’s managing editor, which has been expanded to 95 from 85 a year ago. “That’s a reflection of the economy in B.C.,” Yerema said. “B.C. is a destination,

not just for people but for organizations.” And the competition in the tech sector could very well continue ratcheting up, with forecasts estimating continued growth in its industries as a bright spot in the economy. “Labour market conditions in Metro Vancouver are very tight with high job-vacancy rates (and) low unemployment,” said Bryan Yu, deputy chief economist at Central 1 Credit Union. Yu, in his latest forecast, estimates that unemployment in B.C. will creep down to 4.2 per cent in 2020, despite weakness in

BC’S TOP EMPLOYERS 2020

industrial sectors such as forestry. However, Yerma said the stereotypical reputation of B.C.’s economy being just about resources doesn’t hold true anymore. “I think when you are competing for talent in a market like Vancouver, the need to be noticed, to be attractive, would cut across all lines,” Yerema said. When it comes to technology talent, “every large firm has a need for such skills.” “So you’re not just competing against your own industries, you’re competing against the market in general,” Yerema said. At Galvanize, standing out includes offering employee wellness accounts, generous parental-leave benefits, better-than-average vacations and a dog-friendly office environment. “We absolutely adore our dogs,” Enros said, of the well-behaved best-friends that are welcome on a regular basis (thanks to understanding landlord Manulife). Their presence, she said makes conversations easier, break down barriers and help reduce stress. – Derrick Penner

p Kathy Enros is Vice-President, Talent, at Vancouver-based Galvanize.

GALVANIZE

Cont.

p Employees from Galvanize marching in the ‘Tech Loves Pride’ section of Vancouver’s Pride parade.

B.CALHOUN/GALVANIZE

RETAINING TECH TALENT

BC’S TOP EMPLOYERS 2020

P.JOSEPH/UBC

2020

BC’s Top Employers

2020 WINNERS

p Employees from the Museum of Anthropology at the University of British Columbia, one of this year’s winners. The following organizations have been chosen as BC’s Top Employers for 2020 (employee counts refer to full-time staff):

BEBOOKS INC., Victoria. Online marketplaces. 89 employees. Hosts an annual Charity Week to help employees increase awareness of their causes as well as raise funds with matching company donations. AMAZON CANADA FULFILMENT SERVICES, ULC, Vancouver. Online marketplaces. 10,000 employees. Supports new moms and dads with maternity and parental leave top-ups to 100 per cent of salary for 14 and six weeks, respectively. AQUATIC INFORMATICS INC., Vancouver. Software for water utilities. 62

employees. Helps employees plan for life after work with retirement planning assistance services as well as matching RSP contributions. ARROW TRANSPORTATION SYSTEMS INC., Vancouver. Trucking and logistics. 824 employees. Reaches out to the next generation through apprenticeships and skilled trades’ programs and manages a post-secondary scholarship program for children of employees.

A BLACKTOP LTD., North Vancouver. Highway and roads construction. 342 employees. Starts new employees with three weeks of paid vacation and offers additional paid time off over the Christmas holiday season.

BC ASSESSMENT, Victoria. Property tax authorities. 715 employees. Along with generous maternity and parental leave top-up payments, new parents enjoy the convenience of onsite childcare when they are ready to return to work. BC CHILDREN’S HOSPITAL FOUNDATION, Victoria. Non-profit fundraising bodies. 112 employees. The employee-led “Super Fun Committee” helps employees build connections informally through a number of social events every year. BC HOUSING MANAGEMENT COMMISSION, Burnaby. Public housing authorities. 808 employees. Along with three and four weeks of starting vacation, employees receive up to 10 paid personal

days to help balance their work and personal commitments. BC HYDRO, Vancouver. Electric utilities. 5,777 employees. Hosts an employee network of health and wellness representatives who organize initiatives throughout the year in support of overall employee wellness. BC PENSION CORPORATION, Victoria. Pension administrators. 565 employees. Supports ongoing employee development through in-house and online training along with generous tuition subsidies to $7,500 annually. BC PUBLIC SERVICE, Victoria. Provincial government. 30,283 employees. Employees can apply for additional time

N.MOUELLIC/BEEDIE

BC’S TOP EMPLOYERS 2020

BRITISH COLUMBIA UTILITIES COMMISSION, Vancouver. Public utilities regulators. 56 employees. Provides a health spending account of up to $710 per year as well as a separate wellness spending account of up to $315 annually.

ANFOR CORPORATION, Vancouver. Sawmills. 4,525 employees. Supports the next generation as they transition from school to work with summer employment, co-op placements, and paid internships. CANWEL BUILDING MATERIALS GROUP LTD., Vancouver. Lumber and building materials distributors. 388 employees. Provides tuition subsidies for courses at outside institutions, to $1,700 per year. CAPILANO UNIVERSITY, North Vancouver. Post-secondary education. 567 employees. Offers the convenience of onsite childcare for new parents who are returning to work. CAPITAL REGIONAL DISTRICT, THE/CRD, Victoria. Municipal governments. 546 employees. Lets employees who are approaching retirement gradually reduce their work hours through phasedin work options.

p Beedie employees at the site of a ‘tilt-up’ on a new commercial project on Tilbury Island in Delta, BC.

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off through a self-funded leave of absence program, up to one year in duration. BEEDIE, Burnaby. Real estate development. 336 employees. Supports children, seniors, and families in communities where employees live and work through the ‘Beedie Cares’ volunteer program. BELLIN TREASURY SERVICES LTD., Vancouver. Treasury management software. 27 employees. Lets everyone share in the fruits of their labour through profit-sharing and year-end bonus programs. BEST BUY CANADA LTD., Burnaby. Retailing. 5,600 employees. Corporate office features a cafeteria with healthy and special-diet menus as well as an onsite fitness facility, open 24/7.

BRITISH COLUMBIA AUTOMOBILE ASSOCIATION/BCAA., Burnaby. Member-supported organizations. 1,138 employees. Employs 60 volunteer wellness champions and organizes regular wellness activities and challenges to encourage healthy habits.

BRITISH COLUMBIA INVESTMENT MANAGEMENT CORPORATION/BCI, Victoria. Asset managers. 475 employees. New employees receive four weeks of starting vacation allowance, increasing to a maximum of seven weeks over the course of their careers.

BRITISH COLUMBIA FERRY SERVICES INC., Victoria. Marine transportation. 3,616 employees. Offers up to ten paid personal days off annually, which can be scheduled at employees’ discretion.

BRITISH COLUMBIA LIQUOR DISTRIBUTION BRANCH, Burnaby. Liquor retailing. 2,530 employees. Provides excellent maternity and parental leave top-up for employees who are new mothers and fathers, including adoptive parents.

BRITISH COLUMBIA INSTITUTE OF TECHNOLOGY/BCIT, Burnaby. Post-secondary education. 1,953 employees. Manages a unique international mobility fund to provide faculty and vocational instructors with opportunities to participate in international research and teaching overseas.

BRITISH COLUMBIA LOTTERY CORPORATION / BCLC, Kamloops. Gambling and gaming operators. 923 employees. Offers peace of mind through a defined benefit pension plan and health benefits that extend into retirement.

CHARTERED PROFESSIONAL ACCOUNTANT OF BRITISH COLUMBIA/CPABC, Vancouver. Professional membership organizations. 121 employees. Makes the commute to work a little easier with a transit reimbursement program of up to 75 per cent for monthly transit passes. CLIO, Burnaby. Law practice software. 330 employees. In addition to maternity and parental leave top-ups, new parents receive a $500 contribution to an RESP fund for each new addition to their family. CLOUDREACH CANADA INC., Burnaby. Cloud computing services. 33 employees. Offers referral bonuses as an incentive for employees to recruit candidates from their personal networks, to $3,480 for successful hires. COAST CAPITAL SAVINGS FEDERAL CREDIT UNION, Surrey. Credit unions. 1,604 employees. Donated over 12,000 volunteer hours in the past year and invests seven per cent of its pre-tax profits towards local community causes annually. COLLEGE OF PHYSICIANS AND SURGEONS OF BRITISH COLUMBIA, THE, Vancouver. Professional membership organizations. 133 employees.

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Extends health benefits to retirees, with no age limit and full premium coverage. COPPERLEAF TECHNOLOGIES INC., Vancouver. Asset management software. 173 employees. Recently launched their ‘HealthFlex’ program, an annual spending account which employees may use for related expenses such as gym memberships. COQUITLAM, CITY OF, Coquitlam. Municipal governments. 889 employees. Supports employees in taking time off through a formal ‘earned days off’ program, in addition to paid vacation allowance.

ELTA POLICE DEPARTMENT, Delta. Police services. 272 employees. Recognizes officers, employees, volunteers and citizens who go out of

their way to build public safety through several awards and commendations. DENTONS CANADA LLP, Vancouver. Law firms. 1,173 employees. Has a special ‘Learning and Development Centre of Excellence’ team, which focuses on creating customized education programs for the firm’s workforce. DLA PIPER (CANADA) LLP, Vancouver. Law firms. 505 employees. Organizes dedicated wellness weeks with activities such as meditation coaching, onsite massages, and presentations from wellness and healthy food preparation coaches. DOUGLAS COLLEGE, New Westminster. Post-secondary education. 1,002 employees. Campus includes a dedicated puppy room, with regular visits from the Pacific Assistance Dogs Society.

DP WORLD (CANADA) INC., Vancouver. Ocean freight and shipping. 155 employees. Matches employee charitable donations to a maximum of $1,000 per year.

wholesalers. 5,364 employees. Encourages ongoing employee development with tuition subsidies and a variety of in-house and online training options.

SIT ADVANCED SOLUTIONS INC., Victoria. IT consulting services. 480 employees. LEED Gold-certified head office features an onsite fitness facility with employee-led sports teams and instructor-led classes.

FRASER HEALTH AUTHORITY, Surrey. Hospital authorities. 12,406 employees. Helps employees plan securely for the future with contributions to a defined benefit pension plan.

E F

INANCIALCAD CORPORATION/ FINCAD, Surrey. Derivatives trading software. 82 employees. Offers flexible work hours and a telecommuting option to help employees balance work and their personal commitments. FINNING INTERNATIONAL INC., Vancouver. Machinery and equipment

ALVANIZE, Vancouver. IT security software. 284 employees. Staff can unwind in a unique employee lounge with karaoke, acoustic guitar, dartboards, billiards and local craft beer on tap. GREAT LITTLE BOX COMPANY, THE, Richmond. Box manufacturing. 287 employees. Unique manufacturing work environment features an onsite fitness facility, outdoor sand volleyball court,

DELTA POLICE

q On patrol and connected: a police constable on the Delta Police Department consults the department’s in-car police data system.

BC’S TOP EMPLOYERS 2020

2020 WINNERS

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outdoor gazebo and even a dock for kayak commuters.

EMMERA, AN AUSENCO COMPANY, Burnaby. Environmental consulting. 230 employees. Provides subsidized memberships to an onsite gym at its head office as well as financial support for corporate participation in events, such as the Vancouver Sun Run.

NDUSTRY TRAINING AUTHORITY/ ITA, Richmond. Industry training and certification. 115 employees. Offers a full year of paid leave for new mothers as well as parental top-up for fathers and adoptive parents, to 35 weeks.

INSURANCE CORPORATION OF BRITISH COLUMBIA/ IBC, North Vancouver. Public auto insurance. 5,885 employees. Manages a wellness employee resource group, responsible for organizing events, campaigns and competitions to support the mental health and well-being. INTERFOR CORPORATION, Burnaby. Sawmills. 1,172 employees. Helps young people get a head start in their careers with in-house apprenticeships, paid internships, co-op placements and summer employment. INTERIOR HEALTH AUTHORITY, Kelowna. Hospital authorities. 9,264 employees. Established a dedicated Indigenous human resources plan with recruitment and retention strategies.

for parents-to-be as well as maternity and parental leave top-up payments of 100 per cent of salary for 17 weeks.

ITACS INC., Vancouver. Scientific research organizations. 211 employees. Encourages low-impact commuting through a green commuting program which includes transit subsidies, subsidies for bike sharing memberships and for personal bike purchases. MOTT ELECTRIC, GP, Burnaby. Electrical contractors. 503 employees. Helps the next generation gain career-level experience through apprenticeships, co-op placements and summer employment. MOTT MACDONALD, Vancouver. Engineering firms. 117 employees. Helps employees save for the future through a defined contribution pension plan. MOUNTAIN EQUIPMENT CO-OP, Vancouver. Outdoor clothing and supplies retailers. 964 employees. An industry leader that provides maternity leave top-ups for new moms for 17 weeks as well as parental leave top-ups for fathers for up to 11 weeks. MTU MAINTENANCE CANADA LTD., Richmond. Aircraft engine

maintenance. 429 employees. Encourages employees to engage in physical fitness with a number of employee-led sports teams, including soccer, baseball and badminton.

ATURE’S PATH FOODS INC., Richmond. Packaged foods. 189 employees. Hosts an annual health and wellness week featuring free massages, yoga classes, holistic nutritionists and biometric screenings. NICOLA WEALTH MANAGEMENT LTD., Vancouver. Investment management. 177 employees. Hosts celebrations and social events throughout the year including a summer party with live music, a themed Christmas party and monthly kayak outings.

ERKINS+WILL CANADA ARCHITECTS CO., Vancouver. Architectural firms. 205 employees. Offers employees up to five paid personal days to help balance their personal and working lives. PETERSON INVESTMENTS (CANADA) INC, Vancouver. Real estate developers and managers. 177 employees. Encourages employees to become recruiters for the company, with referral bonuses of up to $2,000 per successful hire. PLENTY OF FISH, Vancouver. Dating websites. 102 employees. New employees start with three weeks of paid vacation, moving to four weeks after only three years of employment.

NORTHERN HEALTH, Prince George. Hospital authorities. 3,890 employees. Helps employees prepare for the future with retirement planning assistance.

PNI DIGITAL MEDIA INC., Vancouver. Digital printing. 243 employees. Head office features classic arcade video games, a DJ centre, and popcorn and espresso machines.

PPENHEIMER GROUP, Port Coquitlam. Fruits and vegetable wholesaling. 140 employees. Lets employees share in the company’s success through year-end bonus and profitsharing programs.

PROVIDENCE HEALTH CARE, Vancouver. Hospital groups. 4,087 employees. Along with maternity leave top-up payments, new mothers may extend their paid leave into an unpaid leave of absence.

q In the model shop at Perkins+Will Canada Architects, creating new designs on 3D printers, a laser cutter and more.

NIGHT PIÉSOLD LTD., Vancouver. Engineering firms. 154 employees. Manages a global career development program to allow employees to work at other locations around the world.

AND TITLE AND SURVEY AUTHORITY OF BRITISH COLUMBIA, Victoria. Land registration systems. 110 employees. Recently added a health spending account of $500 to its health benefits plan, allowing employees a little flexibility to top up coverage. LEFT TECHNOLOGIES INC., Maple Ridge. Custom software development. 45 employees. Offers a baby bonus of $1,000

K.MUISE/PERKINS+WILL

IQMETRIX, Vancouver. Retailing software. 382 employees. Organizes a semi-annual trip to a tropical destination, with expenses fully or partially covered.

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HR TECHNOLOGIES, Kelowna. Medical records software. 442 employees. Supports employees with older children with academic scholarships for post-secondary education, to $1,000 per child per year.

AYMOND JAMES LTD., Vancouver. Investment management. 1,118 employees. Raised over $1.2-million in donations for over 500 charitable organizations in the past year. R.F. BINNIE & ASSOCIATES LTD., Burnaby. Engineering firms. 235 employees. Provides maternity leave top-up payments for new mothers, to 90 per cent of salary for up to 17 weeks. ROCKY MOUNTAINEER, Vancouver. Rail tour operators. 345 employees. Supports long-term employee development with tuition subsidies for courses related to their current position.

SURREY SCHOOL DISTRICT NO. 36, Surrey. Elementary and secondary schools. 9,585 employees. Supports ongoing employee development as part of its raison d’être with subsidies for job-related courses and professional accreditations.

ECK RESOURCES LIMITED, Vancouver. Mining. 8,433 employees. Head office features mountain and ocean views, and “The Headframe” space on the 35th floor, used for meetings and social gatherings. TELUS COMMUNICATIONS INC., Vancouver. Telecommunications. 22,812 employees. Supports employee health and wellness through individualized health risk analytics which considers job function, age and gender, generation, and stage-of-life to tailor recommendations. TOURSBYLOCALS CANADA INC., Vancouver. Tour operators. 53 employ-

program that enables employees to implement and lead a learning project focused on community service.

TRANSLINK (SOUTH COAST BRITISH COLUMBIA TRANSPORATION AUTHORITY), New Westminster. Public transit. 7,200 employees. LEED Gold-certified head office features a 4,000-square-foot fitness facility, with private studio, personal training, and pilate and boot camp classes.

UNIVERSITY OF NORTHEN BRITISH COLUMBIA, Prince George. Post-secondary education. 580 employees. Offers generous maternity and parental leave top-up payments for new mothers, to 100 per cent of salary for a full year.

TYBO CONTRACTING LTD., Langley. Construction. 93 employees. Rewards recipients of its ‘Employee of the Year’ award with a week-long, all-expenses paid vacation to a destination of their choice.

BC/ UNIVERSITY OF BRITISH COLUMBIA, Vancouver. Post-secondary education. 12,436 employees. Manages a unique six-month community leadership

UNIVERSITY OF THE FRASER VALLEY/ UFV, Abbotsford. Post-secondary education. 817 employees. Employees receive a $1,000 health spending account as part of their health plan, with unused amounts transferred to their personal savings accounts.

ANCOUVER AIRPORT AUTHORITY, Richmond. Airport operators. 490 employees. Encourages employees to leave the car at home with transit subsidies, a carpool

q Faculty and newly graduated students leaving the October convocation ceremony at Simon Fraser University.

AP CANADA INC., Vancouver. Enterprise management software. 3,342 employees. Lets everyone share in the company’s success with profit-sharing and a year-end bonus program. SIMON FRASER UNIVERSITY, Burnaby. Post-secondary education. 3,105 employees. Offers training on a number of subjects to help create awareness of diversity and inclusion, including gender identity, unconscious bias and creating accessible opportunities for students. SOMATIC HVAC SOLUTIONS LTD. Vancouver. Mechanical contractors. 60 employees. Offers matching charitable donations of up to $3,000 annually to encourage employee involvement in local communities. SOPHOS INC., Vancouver. IT security. 310 employees. Provides paid time off to volunteer, donating over 3,500 volunteer hours on company time in the past year.

D.NORTHEY/SFU

SRK CONSULTING (CANADA) INC., Vancouver. Engineering firms. 172 employees. Offers a number of flexible working arrangements including shortened and compressed work weeks, telecommuting and flexible work hours. ST. GEORGE’S SCHOOL, Vancouver. Elementary and secondary schools. 247 employees. In addition to maternity and parental leave top-up, new parents have the option to extend their leave into an unpaid leave of absence.

ees. Cultivates an ownership culture through a share purchase plan that is available to all employees.

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2020 WINNERS

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sign-up system, and secure bike parking onsite. VANCOUVER, CITY OF, Vancouver. Municipal governments. 7,610 employees. Is a certified ‘Living Wage’ employer that offers long-term security through a defined benefit pension plan. VANCOUVER FILM STUDIOS, Vancouver. Motion picture studios. 70 employees. Helps employees save for the future with matching RSP contributions. VANCOUVER FOUNDATION, Vancouver. Non-profit foundations. 48 employees. Supports ongoing employee development through a variety of in-house training initiatives. VANCOUVER ISLAND UNIVERSITY, Nanaimo. Post-secondary education. 862 employees. Encourages employees to engage in physical fitness with intramural sports teams and recreational activities such as kayaking and rock climbing.

VANCOUVER POLICE

UNBC

VANCOUVER POLICE DEPARTMENT, Vancouver. Police services. 1,841 employees. Helps employees plan for the future with retirement planning assistance services and contributions to a defined benefit pension plan. VICTORIA AIRPORT AUTHORITY, North Saanich. Airport operators. 47 employees. Supports employees who are new mothers and fathers with maternity and parental leave top-up payments, to 100 per cent of salary for up to 16 weeks.

ESGROUP EQUIPMENT LP, Surrey. Machinery and equipment wholesalers. 197 employees. Starts new employees with three weeks of paid vacation and considers previous work experience when setting individual vacation entitlements. WEST FRASER TIMBER CO. LTD., Vancouver. Sawmills. 5,622 employees. Designates a portion of its pre-tax profits to charitable and community giving. WORKSAFEBC, Richmond. Workplace safety commissions. 3,296 employees. Extends health benefits to retirees, with 100 per cent premium coverage and no age limit. — Richard Yerema & Kristina Leung

Photos (from top): 1. Staff at the University of Northern British Columbia attend an informal meeting. 2. Patrolling the waters with employees from the marine unit of the Vancouver Police Department.

RL HILL/SOMATIC

BC’S TOP EMPLOYERS 2020

p Vancouver-based Somatic HVAC Solutions Ltd. recognizes that the city’s high cost of living often presents a barrier for new employees to join the company.

Employers fielding a host of recruitment strategies to succeed in BC’s exceptionally tight labour market V ancouver S un

or Vancouver’s Somatic HVAC Solutions Ltd., part of its success in recruiting new employees is to help them solve the problem posed by the city’s high cost of living. “The cost of living is a big issue,” said Somatic president Glibert Ghezesan, in a region with Canada’s highest housing costs. Company cars, previously Audi e-tron models now Tesla Model 3s, are part of the solution, said Ghezesan, in Somatic’s progressive pay and benefits package that aims for a strong team approach to its operations.

“That’s a huge burden off someone when the majority of their income is being eaten through a mortgage or what have you.” And it is an approach to recruiting and human resources that has won Somatic recognition on the BC’s Top Employers competition. The 2020 BC’s Top Employers competition, produced by the employment-related publisher Mediacorp Canada Inc., chose 95 B.C. winners from its national competition, which included over 1,100 applications. Employers are evaluated on factors

ranging from physical workplaces and benefits (both financial and family) to skills development and work atmosphere. Mediacorp managing editor Richard Yerema said Somatic stood out for its enhanced benefits, flexible work arrangements and generous parental leave. It is an impressive array considering its size (60 employees at the time of application, 72 as of this writing) , Yerema said, and not traditionally a sector where one would see such offerings. “A unique B.C. story, we suspect enlight-

ened ownership combined with the recognition that there is a competition for talent in such a diverse economy,” Yerema said. Somatic, which operates in the commercial heating and cooling and plumbing sector, is looking to build staff in a highly competitive field. The building trades are being squeezed both by high demand from big projects, such as B.C. Hydro’s Site C dam project, and retirements in a rapidly aging workforce, said Bryan Yu, deputy chief economist for Central 1 Credit Union.

BC’S TOP EMPLOYERS 2020

BELLIN

RECRUITING STRATEGIES

BCLDB

p Staff at Bellin Treasury Services building Christmas wreathes and friendships.

Cont.

“There is a skills shortage that prevails, particularly in high-value professional services,” Yu said in an email exchange. “Construction also remains vigorous.” Ghezesan said Somatic is fortunate that it receives a lot of word-of-mouth referrals from members of its own staff. “If we didn’t have that, I think we would be in a lot of trouble,” Ghezesan said. Once on board, Ghezesan said Somatic takes a sophisticated approach to developing talent through a culture that encourages teamwork and career progression “in a sustainable approach.” The perks and benefits Somatic offers, the president said, are “more typical for a tech company, or a company that isn’t in the trades.” “It’s a work-hard, play-hard culture,”

Ghezesan said. “But in a very progressive way. That’s what we find people are looking for.” The 2020 BC’s Top Employers competition involved a longer list of winners this year due to increasing interest in the evaluation, which Yerema said is a testament to the diversity of B.C.’s business community. The list ranges from small employers, such as treasury-services firm Bellin Treasury Services Ltd. At 27 employees, to big employers, such as forest-products company Canfor Corp. with 4,525 workers. It covers public-sector employers such as the B.C. Liquor Distribution Branch, and private-sector firms across all industries from technology to retail services. “The unfolding story of B.C. is that impressive diversity.” – Derrick Penner

p Raising a glass to colleagues receiving their Long

Service Award at BC Liquor Distribution Branch.

BC’S TOP EMPLOYERS 2020

Amazon Fulfilment Services delivers great careers 10,000+ 10

AMAZON CANADA ASSOCIATE WORKING IN AMAZON FULFILMENT CENTRE

ne of the miracles of the modern world is the ability to shop online and have whatever you order delivered to you in as little as a day. Making that all happen for Amazon Canada in B.C. is the job of the employees at its subsidiary Amazon Canada Fulfilment Services, ULC, the warehouses from which the products are shipped to customers. Among the draws of working for a company that is growing as quickly as Amazon Canada are the opportunities. Vibhore Arora is with Fulfilment Services in New Westminster – one of three such centres in the province. He joined Amazon after graduating from business

school as part of the company’s leadership program in operations “Pathways” almost eight years ago. Through that time his role has changed every 18 months and he is currently responsible for building Amazon’s operations in Canada.

“We want our employees to be developing and growing within the organization.”

— Sonia Huang Human Resources Business Partner

“There are opportunities for upward movement, for lateral movement, for crossfunctional movement, from operations into other functions,” says Arora, currently

director of regional operations. And as Amazon is a global company, those opportunities extend to jobs in other parts of the world. The company’s Career Choice program enables employees to build skills needed to pursue their interests, with up to 95 per cent of tuition and associated fees for relevant courses covered. “We want our employees to be developing and growing within the organization,” says Sonia Huang, a human resources business partner in the Deltabased Fulfilment Services. “Once they graduate from the program, they have the option of pursuing a career in their field of study. This helps increase the overall employability of the general workforce.”

FULFILMENT CENTRES IN CANADA

5,000

PROJECTED FUTURE AMAZON WORKFORCE IN VANCOUVER

2002

YEAR AMAZON.CA STARTED IN CANADA

Despite the fact that Amazon continues to grow exponentially, there is an opendoor policy that allows for employees even in the earliest stages of their careers to reach out to senior executives. On the flip side, senior staff encourage feedback of any kind in various ways. “We want to make sure that we’re actively seeking feedback from our employees and are working towards creating a safe and positive work environment for them,” says Arora. The company’s commitment to quick action in relation to its employees resonates through its business practices as well – one of the things that attracted Huang to Amazon. While change can take a long time to implement in other corporations, Amazon’s “bias for action” leadership principle embraces calculated risk-taking. “If there is a change that makes sense and benefits our customers, we act swiftly,” says Huang. “And that’s really important because sometimes if you take too long, you miss a golden opportunity to make an impact.”  This story was produced by Mediacorp in partnership with Postmedia, on behalf of Amazon Canada Fulfilment Services, ULC

Find a job you’ll love amazon.com/jobs

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BC’S TOP EMPLOYERS 2020

A serious mission, a driven team at Aquatic Informatics 74 127 37% 8

AQUATIC INFORMATICS' HQ BOAST BEAUTIFUL 360° VIEWS OF THE CITY

sabelle Chenier’s daughter was just three-and-a-half years old when she was diagnosed with cancer. That’s when Chenier discovered that at Aquatic Informatics, she was so much more than an employee. “I was pregnant at the time, then maternity leave and out of nowhere, the company topped up my salary while I was on EI and taking care of my daughter,” says Chenier, strategic account manager. “People really cared. They’d cook meals for us when we were in the hospital. The VP of customer success would bring us coffee in the morning. They’re an amazing

company to work for and I would never even consider switching jobs, ever.”

“They're an amazing company to work for and I would never even consider switching jobs, ever.” — Isabelle Chenier Strategic Account Manager Headquartered in Vancouver, Aquatic Informatics provides software solutions addressing critical water data management, analytics, and compliance challenges for the rapidly growing water industry. Cities

and water monitoring agencies worldwide rely on the company’s services to ultimately protect human health and reduce our environmental impact. With over two billion people a year falling ill and two million – most of them children – dying from water-related diseases, that’s serious work. Empowering water professionals to better tackle these critical issues gives the company’s employees a sense of mission. “Global water quality problems are so big and as a software company, we can make a huge impact. It’s a mission our team buys into,” says Edward Quilty,

FULL-TIME STAFF IN CANADA STAFF WORLDWIDE OF EMPLOYEES ARE WOMEN CHARITIES HELPED LAST YEAR

president and CEO. “It’s very serious work with so much at stake, but we strive to maintain a fun environment and a trusting, collegial atmosphere.” That atmosphere in the company’s offices atop FortisBC Centre in the heart of downtown Vancouver includes 360-degree views of mountains and ocean, a beer fridge, free organic fruit and snacks in the lunchroom, and weekly happy hours. Group activities like monthly lunches and volunteer shoreline clean-ups also help build a sense of fellowship among employees. “It’s a really great environment and it feels like a family, not just a company,” says Chenier. Employees also enjoy flexible work hours, generous health and wellness benefits, and training opportunities. And despite its rapid growth, the company has maintained its unique ethos of constant collaboration across all teams. “We have quarterly ‘clearing the air’ or ‘awkward conversations’ sessions. We create an environment where people can speak openly and professionally about things that are bugging them and I think this helps with our high retention,” says Quilty.  This story was produced by Mediacorp in partnership with Postmedia, on behalf of Aquatic Informatics Inc.

BC’S TOP EMPLOYERS 2020

BC Ferries makes it easy to fit in as a casual 3,616 1,110 431 17

TICKET AGENT AT BC FERRIES' HORSESHOE BAY TERMINAL

ike many people who start out at BC Ferries, Melanie Lucia was a casual employee, working part-time while at university studying for a teaching degree. That was almost 30 years ago. Because, like many people who begin as casual employees at BC Ferries, she never left. “I really saw a lot of opportunities here, to move around the company,” says Lucia, now full-time executive director of catering and terminal operations. “And we were paid well. While my friends were working

three jobs to pay for their books, I had one.” Casual employees typically start in frontline positions – Lucia was a ticket agent – and can choose how they want to work, whether it’s a certain number of days a week or the time of day.

“You're never left feeling like you're not going to be set up for success.”

— Melanie Lucia Executive Director, Catering & Terminal Operations

This Casual Availability Model is a relatively new development introduced by the company to allow for more predictability, and therefore more work-life balance. “The reality of being a casual worker before was that you were basically on call 24/7,” says Iris Klein, a casual terminal attendant at Horseshoe Bay. “And that’s a challenge for many reasons – people have families, they have to commute, they need a second job. This is a big improvement.” A casual position can lead to a fulfilling career almost anywhere in the organization. “There’s every department you can

FULL-TIME STAFF IN CANADA YEAR-ROUND CASUAL EMPLOYEES SEASONAL POSITIONS WEEKS, MATERNITY LEAVE TOP-UP PAY

think of – accounting, engineering, working on a vessel, training,” says Klein. “If you show that you want to work, and if you have initiative, the sky is really the limit.” Lucia took over her current position from a man who was retiring after 42 years with the company. He’d started as a busboy. Along the way there are extensive training opportunities, not just within the job functions but in other areas of interest as well, and much of it paid for by the company. “You’re never left feeling like you’re not going to be set up for success,” says Lucia. When she was a regional manager, she decided to get a master’s degree in business. “The company said, ‘sure, no problem’ and supported me through that as well,” she says. “The beauty of it is you can just try so many things.” And that, combined with some pretty amazing views, at least partly explains BC Ferries’ remarkable employee retention rate. “Where else would you go?” she adds. “You never feel like it’s stale and you’re not being challenged.”  This story was produced by Mediacorp in partnership with Postmedia, on behalf of BC Ferries

Welcome to your corner office We’re hiring for #CareersOnTheCoast. The open air and untamed waters of the west coast are calling. Visit bcferries.com/careers and set your course.

BC’S TOP EMPLOYERS 2020

The community impact is direct at BC Housing 800 220 55% 60%

BC HOUSING TEAM MEMBERS AT VANCOUVER'S DOWNTOWN EASTSIDE HAZELWOOD OFFICE

esponding to an increasing number of homeless people living rough on the sidewalk of 135th Street in Surrey, Carmen Hall and her colleagues from BC Housing (BCH) coordinated with the City of Surrey and the local health authority to provide 161 units of modular housing, moving people off the street and into small, self-contained studio apartments. It was one of an ongoing series of initiatives that BCH has taken to provide affordable housing for vulnerable and at-risk populations in the province, and it reminded Hall of the reason why she joined the organization six years ago. “I’d been doing outreach work in Sur-

rey, connecting with BC Housing on behalf of my clients,” she says. “I saw the huge impact that they have on the community. They do good work, and I wanted to be part of it.”

“The passion and commitment our employees have to the individuals and communities we serve, and the strong sense of team, are what brought me to BC Housing.”

— Stacey Lee Vice President, Human Resources

Founded as a provincial Crown agency in 1967, BCH develops, manages and

administers a wide range of subsidized housing options across the province, working with about 800 non-profit housing providers and helping more than 116,000 households in over 200 communities across British Columbia. Specifically, the organization serves people who are homeless or at risk of homelessness, as well as people with disabilities, Indigenous individuals and families, low-income seniors, people with mental illnesses and addictions, women and children at risk of violence, low-income families, and others who face challenges in finding affordable housing, as well as buyers of new homes. “Creating safe, affordable and quality housing is core to BCH’s purpose,”

FULL-TIME STAFF IN CANADA JOBS AVAILABLE LAST YEAR OF MANAGERS ARE WOMEN OF EXECUTIVE TEAM ARE WOMEN

says Stacey Lee, vice president, human resources. The B.C. government has allocated $7 billion over the next 10 years to deliver housing solutions to the province. “Our focus for the next few years is to make life more affordable and create more homes for people who live and work in our communities,” she says. Hall joined BCH in 2013 as a tenant support worker. She became one of the organization’s coordinated access and assessment managers in 2018 after earning a social work degree through online studies. “We give people the support they need to do the job,” says Lee. “They’re addressing some of the most challenging issues in our province, and they can see the positive impact on individuals and communities.” Hall now works with non-profits, municipalities and health authorities to develop a range of housing options to accommodate the growing homeless population around Vancouver and municipalities east of the city. “Housing is such an important issue,” she says. “You can make a difference here.”  This story was produced by Mediacorp in partnership with Postmedia, on behalf of BC Housing Management Commission

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 2020

Safety and openness spark loyalty at BC Hydro

BC HYDRO HOST ALL EMPLOYEE CONFERENCE CALLS INCLUDING THOSE THAT FOCUS ON SAFETY IN THE WORKPLACE

ynzy Anderson had worked several jobs as an electrician before joining BC Hydro in 2017, so she has something to compare in terms of the work environment. “I think it's pretty fantastic,” she says of BC Hydro. “One of the key things is just feeling safe enough in your job to be able to report incidents, or ask for first aid, or report environmental things, and not suffer any negative repercussions. In some places, if you get hurt, they kind of cover it up, whereas with BC Hydro, if I don't feel safe doing a certain thing, then I'm allowed to

say no. Which is nice, because at the end of the day, that can mean life and death.”

“It's a very knowledgeable environment where people are challenged every day.” — Carolynn Ryan Chief Human Resources Officer Anderson, originally from Ontario, studied as an electrician at Camosun College in Victoria and is working through her apprenticeship at BC Hydro on various

rotations. Currently she is part of a major overhaul of the generating station at Seven Mile Dam near Trail. Electricians, she explains, work “inside the fence” while line workers are the ones who go up the poles and towers. She says she feels proud to work for a provincially-owned Crown corporation that keeps everybody’s lights on and is so green – around 98 per cent of the power it generates comes from clean and renewable resources. “And we have tons of environmental protocols. We can’t even touch a bird’s nest if it’s nesting season. We will reschedule work around it.”

Be part of an innovative team that builds connections across B.C.

Learn more at bchydro.com/careers

5,777

FULL-TIME STAFF IN CANADA

1,099

JOBS AVAILABLE LAST YEAR

31,884

JOB APPLICATIONS RECEIVED LAST YEAR

50%

OF EXECUTIVE TEAM ARE WOMEN

How is it being a woman in a heavily male world? “It’s very inclusive – there’s no division,” she says. “Walking into a new crew doesn’t feel like walking through the cafeteria in an oil rig campsite – you don’t have people staring at you because you have a ponytail. It’s very equal.” Carolynn Ryan, chief human resources officer, says she’s also had the opportunity to compare work environments, having arrived at BC Hydro only a year ago. “One of the things I noticed was how much the employees love the company – they are dedicated to the work, and everyone is keenly aware of the mission to provide this essential service to British Columbians. It’s a very knowledgeable environment where people are challenged every day.” She adds that the culture is highly collaborative, including a “particularly exceptional” exercise. Throughout the year, CEO Chris O’Riley and the executive team host all-employee conference calls on various topics, including several that focus entirely on safety. Lynzy Anderson approves.  This story was produced by Mediacorp in partnership with Postmedia, on behalf of BC Hydro

BC’S TOP EMPLOYERS 2020

Finding new ways to work together at Best Buy 5,600 17 31 500+

BEST BUY'S CORPORATE EMPLOYEES COLLABORATE IN A MEETING

lizabeth Beddiaf wasn’t looking for a new job in early 2018 when she was invited to tour the headquarters of Best Buy Canada Ltd. in Burnaby. “I had no plans to leave the company I was working for,” she says, “but I realized what an amazing place this is. I could see the strong vision and collaborative culture.” Beddiaf grabbed the opportunity to join Best Buy as an agile coach. “I have a lot of experience and certification in agile project management,” she explains. “Now I’m working to organize the tech department into product family teams. My job is to

Proud to be one of BC's Top Employers.

make sure there’s lots of cross-functional collaboration and communication instead of relying on traditional methods like monthly meetings.

“We want to be amazing for our customers & for our people. We listen to them at every touchpoint we can.” — Chris Taylor Chief Human Resources Officer “Everything we do here at headquarters

supports the people in the stores who face the customers. I work with nearly every team in the building, and I’ve noticed how open they all are to input and change. They’re very curious and willing to work in new ways.” Best Buy aims to be an innovator in the way work gets done, says Chris Taylor, chief human resources officer. “We’re way out in front in retail in the use of agile, especially in the tech space.” As well as agile coaches, the company has talent coaches who work one-on-one with every employee on the technology team, working with them to map out their

FULL TIME STAFF IN CANADA WEEKS, MATERNITY LEAVE TOP-UP PAY YEARS, LONGEST-SERVING EMPLOYEE CHARITIES HELPED LAST YEAR

careers and helping navigate that entire journey. “There are two parts to our culture,” Taylor says. “Being amazing and being human. We want to be amazing for our customers and for our people. We listen to them at every touchpoint we can: through formal surveys and less formal meetings. We’ve started using a new survey tool that tracks employee engagement and satisfaction levels on a weekly basis, so we can gauge responses to changes in real time.” Being human includes a focus on diversity and inclusion. “Best Buy is an extremely safe environment, and we’re building on that,” Taylor says. “For example, we’re offering new benefit coverage for transgender employees. We’re trying to address unconscious bias, and we’re pushing for more dialogue, especially around mental health. We want to make seeing a counsellor as comfortable as seeing a physiotherapist.” For her part, Beddiaf is happy she moved to Best Buy. “I’m having the time of my life. There’s so much collaboration and accountability. We’re not told what to do, but given problems to solve as a team.”  This story was produced by Mediacorp in partnership with Postmedia, on behalf of Best Buy Canada Ltd.

BC’S TOP EMPLOYERS 2020

BCAA drives a culture of caring, respect and community 1,138 55% 62% 3,000+

BCAA BOLSTERS LEARNING AND ADVANCEMENT OF ALL EMPLOYEES THROUGH ITS PROFESSIONAL DEVELOPMENT COURSES

ourteen years ago, Rupi Sidhu was a recent immigrant from Punjab, India, with a young son to support and a desire to carve out a new career in her adopted homeland. For Sidhu, finding employment with the British Columbia Automobile Association (BCAA) “helped me live my Canadian dream.” It began with a part-time greeter job at a BCAA service office. With training and support, Sidhu took on increasingly senior roles and is currently manager of BCAA’s Richmond service location. Sidhu is now in a position to coach and mentor others. “It’s a good feeling to help people realize their career goals,” she says.

“I’m also blessed to be in a job where we can have such a positive impact on our members. We’re in the business of protecting people’s assets and dreams.” BCAA has nearly one million members,

“Our philosophy is to hire for attitude and then provide technical training when needed.” — Dawn Demery Chief People Officer reaching into one in every three B.C. households. Alongside its original roadside assistance service are newer services,

Shape a Brighter Future With Us bcaa.com/careers

including home, car and travel insurance and, most recently, Vancouver’s largest car-share service, Evo. “We challenge ourselves constantly to innovate and better serve British Columbians,” says chief executive officer Eric Hopkins. “We protect people’s lives in B.C. today and look for new ways to shape a better future for everyone.” BCAA believes firmly in the power of community. It has invested more than $1.2 million to build better play spaces across the province – with help from employee volunteers. It has also donated over 10,000 child car seats to help families in need, and last year provided almost $300,000 to support United Way community programs.

FULL-TIME STAFF IN CANADA OF MANAGERS ARE WOMEN OF EMPLOYEES ARE MILLENNIAL & GEN Z STAFF VOLUNTEERED HOURS LAST YEAR

BCAA’s people-first culture puts a strong emphasis on values of caring, respect and community. “Our talented team is passionate about making a difference in people’s lives,” says Hopkins. “And we always look for ways to invest in our teams.” BCAA provides employees with a wellness program focusing on physical, emotional, social and financial well-being, as well as a flex benefits program, rewards and recognition, open workspaces and work-life balance. “Career development is another key priority,” says Dawn Demery, chief people officer. “We’re very proud to have a professional leadership coach on staff who works with leaders at all levels, and we also offer a wide range of career development courses, job shadowing and mentoring opportunities.” Significantly, more than half of all promotions are internal. “Our philosophy is to hire for attitude and then provide technical training when needed,” says Demery. “This is a place where people can truly build a career.”  This story was produced by Mediacorp in partnership with Postmedia, on behalf of British Columbia Automobile Association

BC’S TOP EMPLOYERS 2020

BCIT always has ‘something amazing happening’ 1,953

THE BCIT MARKETING TEAM TAKING A MOMENT TO SPREAD THE WORD ABOUT GENDER EQUALITY

n her role as instructor at the British Columbia Institute of Technology (BCIT), Sanja Boskovic knows how her students feel about the benefits of education. Since she arrived in Canada in 1997 as a refugee from Sarajevo with her husband and seven-year-old son, Boskovic has earned a master’s degree and two doctorates while teaching for the last 18 years at BCIT. “Education has always been close to my heart,” says Boskovic, who worked in the former Yugoslavia as an aerospace engineer until war broke out. “You just never know where your life will take you. I’m an example of someone who was left with nothing after the war, and now I live a great life

“We're educating a new generation of citizens and developing tomorrow's leaders. As teachers, that puts us in a very powerful position.” — Sanja Boskovic Associate Dean, Aerospace because of my education and my mind.” As associate dean of aerospace since 2018, Boskovic continues to advance the goal of BCIT to provide diploma and degree programs to skilled technicians and workers in professions such as engineering, business and media, applied and natural sciences, computing and IT, health

sciences, and trades and apprenticeships. Since 1964, when the institute opened its Burnaby campus with 498 students, enrolment has grown to 18,755 full-time students and 30,593 part-time students on five BCIT campuses throughout the Lower Mainland. “BCIT is one of those places where there’s always something amazing happening,” says Ana Lopez, vice-president of human resources and people development. “Through its programs and relationships with industry, we’ve earned an impressive reputation, which helps in attracting great employees.” With almost 2,000 full-time staff, the supportive work environment at BCIT includes childcare facilities, generous

— SHAPING THE LEADERS OF TOMORROW. EDUCATION FOR A COMPLEX WORLD.

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413

JOBS AVAILABLE LAST YEAR

41 50%

YEARS, LONGEST-SERVING EMPLOYEE OF EXECUTIVE TEAM ARE WOMEN

compensation, and comprehensive benefits programs. More importantly, Lopez says, BCIT’s ongoing emphasis on engagement, leadership, and employee development is helping to create and sustain a distinctive culture. “We live our values,” says Lopez. “There’s a sense of pride here in what we do, and it comes from our commitment to our students.” Boskovic felt so committed to her students that she returned to school herself in her early fifties to earn a PhD in educational technology and learning design. “I was in a position to look at how we’re going to enhance learning and help students be successful in our program areas,” she says. “We’ve developed incredible new education technology and approaches to teaching. But I needed to learn a different set of skills in order to serve my students better. “We’re educating a new generation of citizens and developing tomorrow’s leaders. As instructors, that puts us in a very powerful position.”  This story was produced by Mediacorp in partnership with Postmedia, behalf of British Columbia Institute of Technology

BC’S TOP EMPLOYERS 2020

Take your ideas all the way to the top at BCI 513 3 85% 4

BRITISH COLUMBIA INVESTMENT MANAGEMENT CORPORATION EMPLOYEES MEET TO SHARE WORK EXPERIENCES

ach morning when she comes to work, Christy Pham rides the glass elevator to her 11th floor offices, watching the city spread out below her and feeling on top of the world. But perhaps the best thing for Pham about working at the British Columbia Investment Management Corporation (BCI) is she can take her ideas to the top with her. “If somebody shows initiative, they can take an idea all the way to the top because this organization rewards initiative,” says Pham, senior principal, infrastructure and renewable resources. BCI is a leading provider of investment management services to British Columbia’s public sector. One of the largest asset managers in Canada, the corporation han-

dles over $153 billion of managed assets, providing clients with portfolio, consulting and investment operation services.

“We're giving employees a voice to play a part in our change and transformation.” — Norine Hale Executive Vice President, Human Resources Headquartered in Victoria, BCI’s significant growth has created a rich, diverse workplace. Pham and a number of fellow employees were determined to harness that energy and got together to design a diversity and inclusion strategy that was

Building Meaningful Futures for our clients, our investments, our

people

embraced by the company’s management and board and implemented. “The corporation is so open and collaborative that any person can make a difference if they want to,” says Pham. BCI believes in making a difference in its employees’ lives with a comprehensive compensation and benefits package and providing them a state-of-the-art downtown facility. The physical workplace is complemented by benefits that include a full year of pregnancy and parental leave top-up pay and four weeks starting vacation allowance. Another bonus for Pham is the corporation’s award-winning management development program. “The amount of funding and support that the company puts into the manage-

FULL-TIME STAFF IN CANADA STAR FITWELL CERTIFICATION FOR HEALTHY BUILDINGS MATERNITY LEAVE TOP-UP PAY FOR 52 WEEKS WEEKS STARTING VACATION

ment development program is impressive,” says Pham. “The company is very good at championing their employees with training.” Norine Hale, executive vice president, human resources, says BCI’s robust training and development programs demonstrate the corporation’s commitment to employees. “We invest a lot of money and time in our employees,” says Hale. “We want to give as much support as possible for everyone to excel in their roles because we feel that, in turn, translates into better decisions that people make in the workplace and better investments for our clients.” Hale says BCI has worked hard to create a people-driven corporate culture with a start-up mentality that harnesses employees’ creativity as the company expands. “We’re giving employees a voice to play a part in our change and transformation,” says Hale. “Our employees get to shape what the work looks like and that’s really exciting for people.”  This story was produced by Mediacorp in partnership with Postmedia, on behalf of British Columbia Investment Management Corporation

BC’S TOP EMPLOYERS 2020

Energetic, engaged and empowered at the BCUC 56

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INTERNAL & EXTERNAL TRAINING OPPORTUNITIES LAST YEAR

36 64%

BCUC TEAM MEMBERS AT AN ENERGY CONFERENCE IN BC

orking at the British Columbia Utilities Commission (BCUC) requires a special blend of technical knowledge and people skills, says Viki Vourlis Fisher, executive director of corporate services. “Our people are passionate about what they do,” she explains. “Our environment is structured yet dynamic, formal yet fun, and our work is highly collaborative yet requires a tremendous amount of individual focus. Our team is filled with intelligent doers who love to read and write and who demonstrate maturity, humility and resourcefulness.” The BCUC is responsible for ensuring British Columbians receive safe, reliable

energy and basic auto insurance at fair rates, while allowing the utilities a fair return. Most staff members are specialists in areas such as accounting, engineering, economics, business, public policy and administration.

“Our environment is structured yet dynamic, formal yet fun, and our work is highly collaborative yet requires a tremendous amount of individual focus.” — Viki Vourlis Fisher Executive Director of Corporate Services

When a regulated entity applies to the BCUC to increase rates or build infrastructure, for example, a cross-disciplinary team is assigned to review the application and gather evidence. The evidence is then reviewed by a panel of commissioners who make a legally binding decision on the application. “Our cross-functional teams provide a variety of perspectives and depth of skills, and an opportunity for our staff to work with different executives, people leaders and commissioners,” says Vourlis Fisher. “This also provides greater responsibility to individuals and a sense that they belong to one team.” Patrick Wruck joined the BCUC in 2012 after earning a BA in political sci-

YEARS, LONGEST-SERVING EMPLOYEE OF PEOPLE LEADERS ARE WOMEN

ence at the University of Victoria and a master’s in public policy at Simon Fraser. He started as a customer service specialist handling complaints and is now commission secretary and manager of regulatory services. In that joint role, his responsibilities include records management as well as editing and reviewing all documents issued by the BCUC. “Seven years ago, I never thought I’d be in this position now. It has been quite the journey,” Wruck says. “I’ve had and seized lots of opportunities. The work is fast-paced and busy, and it can be stressful, but the atmosphere is extremely positive and upbeat.” A positive workplace culture was a top priority for Keshni Nand when she applied for a position with the BCUC in 2016. Born in Fiji, she’d trained as a lawyer in New Zealand and later came to Vancouver. “The culture here is great,” she says. “Seven months after I started, I was promoted to my current role of compliance analyst. I love it – it’s stimulating and challenging, with a lot of mentoring and support for personal growth.”  This story was produced by Mediacorp in partnership with Postmedia, on behalf of British Columbia Utilities Commission

BC’S TOP EMPLOYERS 2020

A culture of ideas at CanWel Building Materials 388

CANWEL BUILDING MATERIALS GROUP LTD EMPLOYEES REVIEWING PROJECT RESULTS

n three short years with CanWel Building Materials Ltd., Adrienne Ibasco has gone from a temporary junior accounting position to a fulltime position, then had two further promotions, completed an accounting degree and is now in night school, working toward a designation as a chartered professional accountant. To Ibasco, a junior accountant in the company’s finance department, those facts provide a snapshot of some of the benefits of working at CanWel. “In my department, I am given a lot of flexibility with my work hours,” says

Ibasco. “It’s been very helpful, so I’ve been able to juggle work and school at the same time.” The company also reimburses employees up to 75 per cent of the cost of tuition for any job-related courses they take. And, as Ibasco has experienced, there are always opportunities to move up.

“If we don't have the right people, the ship's not going to go to the right place.” — Amar Doman CEO

“We like to promote from within,” says CEO Amar Doman. “We like people who have been with us -- who know the company culture, who know the product lines -- to move up. And as we continue to grow, both organically and through acquisition, there are lots of opportunities to better and further your career.” One employee recently celebrated 49 years with CanWel. Doman bought the company in 1999 and has experienced 20 years of straight profitability – something he credits his skilled and highly motivated employees with helping to achieve. “At management level and all the way

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CHARITIES HELPED IN 2019

3 5,391

WEEKS STARTING VACATION ALLOWANCE JOB APPLICATIONS RECEIVED LAST YEAR

through, everybody is engaged and likes the business,” he says. “I’m really proud of the team here. If we don’t have the right people, the ship’s not going to go to the right place.” To keep everyone moving in the same direction, senior executives try to stay transparent about their business practices and strategies, with regular meetings and a “welcoming culture of ideas,” as Doman calls it. “We like to have everybody bring forward their great minds. We have a sideto-side style more than an up-and-down style.” And an open-door policy among management means that employees are encouraged to discuss not only their future prospects with the company but also any guidance they seek in their current positions. “We need everybody to be focused on what they’re doing and be not only happy but engaged and really caring about their job,” Doman says. “Because every position in the company – from the warehouse to the head office – is important. They’re all critical.”  This story was produced by Mediacorp in partnership with Postmedia, on behalf of CanWel Building Materials Group Ltd.

BC’S TOP EMPLOYERS 2020

CRD offers broad opportunities – and a bit of glee 546 267 39 49%

CAPITAL REGIONAL DISTRICT'S CRYSTAL FUDGE

s a newcomer to the Capital Regional District (CRD), Crystal Fudge was intrigued by small signs she saw posted in some of her co-workers’

cubicles. “Each note indicated the person had been the recipient of ‘a random act of glee’,” she says, describing the handiwork of the Fisgard Glee Club. “I think it’s wonderful that volunteers take the time to add some joy to somebody’s day.” As well as surprising colleagues with small treats, the employee group raises funds for charity and organizes fun events throughout the year at the CRD’s main

downtown Victoria building. Fudge, however, was working there on a short-term assignment and soon bid farewell for a fulltime position at another of the regional district’s many workplaces.

“Everybody is super helpful. They're always extremely patient in answering all my questions.” — Crystal Fudge Utility Operator, Team Lead She’s now a utility operator, team lead at the McLoughlin Point Wastewater Treat-

Thank you to our dedicated & knowledgeable staff for making us one of BC’s Top Employers. Interested in joining our team? Learn more at www.crd.bc.ca/careers

ment Plant, a state-of-the-art facility in the final stages of construction in Esquimalt. But the Glee Club’s inherent message stays with her: the CRD is an organization where people look after one another. Her experiences touring other facilities to learn more about the CRD’s operations and safety protocols typify that spirit. “Everybody is super helpful,” says Fudge. “They’re always extremely patient in answering all my questions.” The regional government for 13 municipalities and three electoral areas on southern Vancouver Island and the Gulf Islands, the CRD delivers a myriad of services within and across jurisdictional boundaries.

FULL TIME STAFF IN CANADA JOBS AVAILABLE LAST YEAR YEARS, LONGEST-SERVING EMPLOYEE OF EMPLOYEES ARE WOMEN

From arts and cultural facilities to watershed management, the goal is vibrant, liveable and sustainable communities. Construction began on the McLoughlin Point plant in 2017 so it will be fully operational when new provincial and federal government regulations come into effect on Dec. 31, 2020. Incorporating the latest technologies, the plant is being built to exceed those standards – and to keep functioning even after a major earthquake. “It was a once-in-a-lifetime opportunity and I simply couldn’t pass it up,” says Tony Smerychynski, field supervisor since he and his young family moved from Calgary in March 2019. He’s excited to be part of the team that will be responsible for the wastewater treatment for a large part of the region. Like Fudge, Smerychynski has been familiarizing himself with CRD’s diverse operations and he too is impressed with the collaborative culture. In hiring for the McLoughlin Point plant, which will be fully automated and staffed 24/7, the CRD is considering more than qualifications: ig will look for people that exemplify those cultural traits.  This story was produced by Mediacorp in partnership with Postmedia, on behalf of on behalf of Capital Regional District

BC’S TOP EMPLOYERS 2020

A greater purpose makes work meaningful at CPABC 125 39 70% 77%

JESSICA CHAN (LEFT), FINANCIAL LITERACY PROGRAM ADMINISTRATOR AT CPABC, TAKES A MOMENT TO DISCUSS A PROJECT

s the training, governing and regulatory body of 37,000 chartered professional accountants and 5,000 students, the mandate of the Chartered Professional Accountants of British Columbia (CPABC) is to protect the public by enforcing professional and ethical standards “Because of that, our staff have this fundamental ability to really make a difference in the lives of British Columbians,” explains president and CEO Lori Mathison, FCPA, FCGA, LLB. “It gives them a sense of meaning and purpose in their work.” Senior managers try to connect each employee to that greater purpose through transparency. Mathison hosts quarterly town hall meetings to keep staff current

on developments, as well as more informal monthly chats and Lunch and Learns. “We really value the judgment and contributions each of our employees makes,” Mathison adds. “Our culture, our philosophy, is that every single person here makes a difference. And employees have told us that that’s how they feel.”

“Our culture, our philosophy, is that every single person here makes a difference.” — Lori Mathison President & CEO, FCPA, FCGA, LLB CPABC takes steps to understand and respond to the needs of every staff member.

Each is encouraged to develop a personal development plan. “It’s like a road map towards achieving our long-term career goals,” explains financial literacy program administrator Jessica Chan. Then senior managers identify opportunities that will help employees achieve those goals. The organization subsidizes up to 100 per cent of tuition for job-related courses, up to $5,000 per year. Employees also undertake a personal effectiveness assessment to evaluate their communication and management styles based on a four-colour model – sunshine yellow, cool blue, fiery red and earth green. Increasing self-awareness and understanding each other’s communications preferences has improved personal and team effectiveness.

FULL-TIME STAFF IN BRITISH COLUMBIA YEARS, LONGEST-SERVING TENURED EMPLOYEE USE GO GREEN TRANSIT SUBSIDY OF MANAGERS ARE WOMEN

“We have Insights colour blocks on top of our desks that let others know what our communication styles and preferences are” Chan explains. “We know how to work with each other and not take things personally.” Not only is CPABC committed to protecting the public, the organization is involved in charitable work as well. One day a year, for example, the entire office closes and employees go into the community to work. During a three-week-long annual United Way campaign, employees organize fundraising activities; this past year, they raised more than $22,000. And it’s not all work at CPABC. Employee-driven initiatives run the gamut from Board Game Thursday and TED Talk Tuesday to holiday parties and an “over-the-top” (Mathison’s words) Halloween party. In fact, this past year, Chan and seven co-workers were one of the winning teams at the costume competition: they were dressed as life-size Insights colour blocks.  This story was produced by Mediacorp in partnership with Postmedia, on behalf of Chartered Professional Accountants of British Columbia

We put our people first — and deliver results in the service of the public, and our members & students. Work with us bccpa.ca/jobs

BC’S TOP EMPLOYERS 2020

Employees give back and get involved at Copperleaf 209 5% 3 $200

COPPERLEAF STAFF AT THEIR VANCOUVER HEADQUARTERS

opperleaf puts a lot of effort into checking in with employees to learn how engaged they are and how they’d like to see the firm evolve. The company – which helps organizations, many of them utilities, manage their assets and infrastructure, to the tune of more than $850 billion globally – also allows staff to take the lead on which charities to support. Last year, after an employee lost a sister to the genetically inherited Huntington’s disease, “he proposed we do some fundraising under our Random Acts of Delight [RAD] initiative, which are employee-run

events that give back to society,” says Barry Quart, vice president of marketing and employee experience. “The whole company just got so passionate about this. We ended up raising over $16,000. I think we were one of the largest contributors to the Huntington’s Society of Canada in 2019.”

“Our philosophy breeds success and drives a sense of pride and accomplishment within the company.”

— Barry Quart Vice President of Marketing & Employee Experience

The fast-growing company, which started with a handful of staff in 2000 and is expected to reach 300 this year, abides by principles established by its founding staff, says Quart. “Our culture comes down to the focus we have on our employees and on our customers. People want to work with a progressive company that provides exceptional value and extraordinary experiences for our clients. Our philosophy breeds success and drives a sense of pride and accomplishment within the company.” Quart assumed the new role of VP of employee experience in 2019, a position created to make the work experience “exceptional,” he says. The company also

Building a better world, one decision at a time. www.copperleaf.com/careers

FULL-TIME STAFF IN CANADA NON-MATCHING RRSP CONTRIBUTION WEEKS STARTING VACATION, PLUS 1 WEEK HOLIDAY BREAK FLEXIBLE HEALTH & FITNESS CREDIT

added a mentorship program to its professional development offerings, which include tuition subsidies. An employee engagement survey led to the launch of “fireside chats” in which employees can bring up any topic with the management team. A recent “chat” led the company’s “green team” to gain approval to purchase carbon offsets for staff airplane travel. “Something we always say here is, ‘Speak up, even if it’s controversial,’” observes Danilo Prates, a product innovator at Copperleaf. “It’s important to have everyone participating in the process of continually improving.” Embracing fun at work is also a key Copperleaf tenet. The Vancouver headquarters has foosball and Ping-Pong tables, and Copperleafer Rippu Gupta was recently crowned singles champion at TechPong, a charity Ping-Pong tournament involving the local tech community. Prates helped organize a RAD event to clean up a local beach. “There’s always a lot going on that benefits the community,” he says. “These events are a real joy to be part of.”  This story was produced by Mediacorp in partnership with Postmedia, on behalf of Copperleaf Technologies Inc.

BC’S TOP EMPLOYERS 2020

Growth opportunities abound at the City of Coquitlam 889 38 44 3

CITY OF COQUITLAM EMPLOYEE PARTICIPATING IN A 'NEIGHBOURHOOD NIGHTS' EVENT IN THE COMMUNITY

n the 26 years that Jo-Ann Avelino has worked for the City of Coquitlam, where she lives and raised her children, her career has evolved through a number of roles. “If you show initiative and drive, there are many opportunities to grow your career at the City,” she says. The supportive relationship between managers and their teams instils deep loyalty in employees like Avelino. “It’s my honour to be a public servant for the City, and in a small way to give back to the community that has given so much to me and my family over the years.”

“I loved the philosophy of 'leading with purpose', whether you're a manager or a park gardener.” — Jo-Ann Avelino Support Desk Supervisor, Technical Services In 1994, Avelino was hired as a help desk clerk. Five years later she became a user support assistant, then a support analyst, a role she held for 10 years before her promotion to technical services support desk supervisor in 2015. “Without the sup-

port of my managers throughout the years, I wouldn’t have had the opportunities that I received,” she says. Last year, Avelino was one of 20 graduates of an 18-month internal Core Leadership Program. “As a new supervisor, I felt there was so much to learn,” she says. “I loved the philosophy of ‘leading with purpose,’ whether you’re a manager or a park gardener or a receptionist.” One valuable lesson Avelino learned from the program was how to understand her leadership style better – and how to tailor that style to work more effectively with

FULL TIME STAFF IN CANADA YEARS, AVERAGE AGE OF ALL EMPLOYEES YEARS, LONGEST-SERVING EMPLOYEE WEEKS, STARTING VACATION ALLOWANCE

others. “I’m direct and detail-oriented, so I learned that I have to soften my approach with someone who might be more sensitive,” she says. “That emotional intelligence and self-awareness helps build better relationships.” Nikki Caulfield, director of human resources and corporate planning, appreciates hearing that employees have benefited from the two internal leadership programs, especially given that she worked to develop them in order to support a culture of leadership development and career growth. “Our professional development initiatives are one of the things I love the most about working here,” she says. “It’s exciting to see people advance in their careers.” The City also takes seriously the challenge of ensuring everyone is happy and productive, no small feat considering the sheer volume of employees and the diversity of jobs. “The range of careers we have is almost unfathomable – engineers, lifeguards, fitness instructors, accountants and snowplow drivers, to name just a few,” says Caulfield. “We do such different roles, but they’re all in the service of our community, which we love.”  This story was produced by Mediacorp in partnership with Postmedia, on behalf City of Coquitlam

YOU COULD WORK HERE Apply today | coquitlam.ca/careers

BC’S TOP EMPLOYERS 2020

It’s a sharing, caring, passionate team at Finning 5,364

AMANDA FEWER, CUSTOMER SERVICE MANAGER AT FINNING, AND EZEKIEL PIZARRO, A TECHNICIAN APPRENTICE, WITH SOME OF THE COMPANY'S HEAVY EQUIPMENT

ike most of his fellow employees, Chad Hiley is so ardent about Finning that it’s in his blood. “We’re all connected with each other and the communities we work in and we have multi-generational employees,” says Hiley, chief human resources officer. “We’re very passionate about what we do. You could say we bleed yellow.” Finning is the world’s largest Caterpillar dealer, operating on three continents. Founded in 1933 and headquartered in Vancouver, Finning sells, rents and provides parts and service for the iconic, yellow Caterpillar equipment and engines

to customers in industries such as mining, construction, petroleum and forestry, as well as offering a range of power systems applications.

“We're very passionate about what we do. You could say we bleed yellow.” — Chad Hiley, Chief Human Resources Officer Employees receive a comprehensive wage and benefits package that includes extended health care, dental and orthodontic coverage, a health spending account and wellness programs. It also

features a progressive, flexible work arrangement policy. Finning employees are also shareholders. The company’s share ownership plan offers partial dollar matching for employees who purchase stock. “It’s a program we’re proud to be able to offer our employees because they care about the success of the organization,” says Hiley. “You see your contributions in a different light when you’re an owner.” Finning also offers employees extensive training, investing $15 million in training services in 2018. The company has a partnership with Actua, a leading Canadian science, technology, engineering and math (STEM) outreach organization

FULL-TIME STAFF IN CANADA

86%

OF B.C. EMPLOYEES ARE SHAREHOLDERS

32% $15M

OF MID-LEVEL LEADERS & ABOVE ARE WOMEN INVESTED IN TRAINING PROGRAMS

that engages 35,000 youth per year, including more than 11,000 Indigenous youth in communities across western Canada. “A great thing about Finning is the outreach we do to encourage kids to choose a trade as their first choice,” says Amanda Fewer, customer service manager at Finning’s Surrey branch. “Finning really puts a lot of effort into getting out there and making an investment in the future.” Finning employees also invest a lot of time and energy in the communities where they work, helping 100 charities last year. Fewer says food baskets, potlucks, volunteering and other charitable activities are woven into the Finning fabric. “I work with a highly-educated, collaborative and passionate team in a culture where you naturally help out your fellow person,” says Fewer. The company also prioritizes safety. “We want people to get home not only physically safe, but psychologically as well,” says Hiley. “We emphasize mental health as well as physical well-being in the workplace.”  This story was produced by Mediacorp in partnership with Postmedia, on behalf of Finning International

PROUD TO BE NAMED ONE OF BC’S TOP EMPLOYERS FOR 2020. Join us as we work together to build and power a better world.

www.finning.com

BC’S TOP EMPLOYERS 2020

Fraser Health views employee wellness holistically

CAMILA, FRASER HEALTH'S PEDIATRIC EMERGENCY NURSE

ameron Brine has a simple prescription for keeping Fraser Health in top shape as an organization. “We take care of our people so they can take care of others,” says Brine, vice president, employee experience. “If we have great staff experiences, our patients will have good experiences and that’s why we do what we do.” Fraser Health is B.C.’s largest regional health authority, providing one in three British Columbians (1.8 million people) from Burnaby to Hope with services ranging from hospital care to mental health and other community services. Headquartered in Surrey, it has over 26,000 employees, 2,900 physicians and more than 6,000 vol-

unteers providing services and support to patients, residents and clients.

“There is a commitment to excellence at all levels within Fraser Health and this makes me proud, knowing that we are doing the right things for our patients, communities and families.” — Len Pierre Regional Coordinator for Indigenous Cultural Safety With so much complexity and so many demands, it’s essential to provide employees with a comprehensive, holistic package

of health, wellness and professional development support. Fraser Health employees get free access to fitness facilities at many sites and generous health and wellness benefits, as well as paid vacation time and personal days. The organization also provides tuition support, subsidies for professional accreditation and in-house training. “One focus that makes us unique is the opportunity we provide for career laddering, education and training. That’s where people get energized and it helps with employee retention,” says Brine. “It’s an important investment we make in our employees, which in turn helps them to provide excellence in patient care.” Fraser Health also emphasizes mental wellness, something that’s critical to the

British Columbia's largest and fastest growing health authority with over 26,000 employees, 2,900 physicians and 6,000 volunteers that provide services ranging from acute to community-based care to 1.8 million people.

careers.fraserhealth.ca Len, Cultural Safety Coordinator

Kalina, Emergency Nurse

12,406

FULL TIME STAFF IN CANADA

47% 62,000 4

OF EXECUTIVE TEAM ARE WOMEN INDIGENOUS PEOPLES SERVED WEEKS VACATION TO START

well-being of every employee and part of the organization’s holistic approach to wellness. Len Pierre, regional coordinator for Indigenous cultural safety, is a strong advocate for that approach. “The organization really emphasizes caring for your psychological safety, whether you work in an office, in the community or you provide frontline services or support services,” Pierre says. “There is a commitment to excellence at all levels within Fraser Health and this makes me proud, knowing that we are doing the right things for our patients, communities and families.” While the region’s sheer size and diversity of communities presents employees with challenges, Pierre believes it’s also one of Fraser Health’s strengths. “The message from leadership to all of us is that we’re all working collectively to deliver the best possible program or deliver the best possible service,” says Pierre. “We’re a diverse culture moving forward together, all on the same pathway to holistic health. That sense is very strong here.”  This story was produced by Mediacorp in partnership with Postmedia, on behalf of Fraser Health Authority

BC’S TOP EMPLOYERS 2020

ITA values inclusion among staff and skilled trades

ITA STAFF WITH INDIGENOUS PARTNERS

ride in their work and strong camaraderie among colleagues—that’s what staff at the Industry Training Authority (ITA) credit for their robust and healthy workplace culture. ITA, which leads and coordinates B.C.’s skilled trades system, aims to make those trades more accessible for women, Indigenous peoples and other under-represented groups. And people at ITA say they’re proud to be a part of that important work. Michael Cameron, a Métis from Manitoba, relishes his role as director of Indigenous initiatives at ITA. In 2018, he spent nine months travelling to 46 First Nations communities in B.C. to learn about barriers to apprenticeship and trades careers.

The knowledge he gained informed ITA’s Indigenous Inclusion Strategy, which was rolled out in early 2019.

“When you can help empower a First Nations community, you feel a tremendous sense of accomplishment.” — Michael Cameron Director of Indigenous Initiatives “The strategy outlines what ITA and our stakeholders need to do to ensure Indigenous peoples’ participation and success in skills training in B.C.,” says Cameron.

“When you can help empower a First Nations community, you feel a tremendous sense of accomplishment.” CEO Shelley Gray is proud of ITA’s progress. As a woman in a male-dominated industry, she understands first-hand the importance of reducing barriers. After joining ITA in 2013 as director of customer experience, she was promoted to chief operating officer in 2017 and chief executive officer the following year. “I’ve been able to break that strong glass ceiling and advocate for hiring more women internally,” says Gray. ITA recently hired a director of women in trades, a new role created to ensure that more women see the trades as a viable career option and professional pathway.

itabc.ca/careers

115

FULL-TIME STAFF IN CANADA

WEEKS, MATERNITY LEAVE TOP-UP PAY

80% 55%

OF MANAGERS ARE WOMEN OF EXECUTIVE TEAM ARE WOMEN

An inclusive culture is evident across ITA, including in its staff kitchens. “They’re a hub for connecting,” says Gray. “You can get a tea or coffee and chat about your weekend, which leads to informal connections. Everyone is on a first-name basis, and we try to foster an open-door, collaborative environment.” Employee engagement is a priority for ITA, where committees meet regularly to enhance communications, wellness, professional development, social activities and green initiatives. Gray is most passionate about doing work that has a direct impact in her home province. “What attracted me to ITA is the passion for the work we do, which is to help people better their lives through skilled trades careers. I’ve had young people stand in front of me in tears, saying they could never have completed their apprenticeship without ITA’s support. The pride that comes from helping people is hard to describe and is felt throughout this organization.”  This story was produced by Mediacorp in partnership with Postmedia,on behalf of Industry Training Authority

BC’S TOP EMPLOYERS 2020

Fast-growing LTSA offers learning – and truth 110 39 67% 46%

WITH HER DEEP UNDERSTANDING OF THE LAND TITLE REGISTRY AND NATURAL COMFORT WITH TECHNOLOGY, KRYSTAL HINTER HAS BUILT HER CAREER AT THE LTSA

s an undergraduate at Thompson Rivers University in Kamloops, Krystal Hinter was all over the proverbial map – taking courses in everything from French to statistics. But she found her calling after taking a summer job in May 2005 with the then newlyformed Land Title and Survey Authority of BC. “I really enjoyed the work because it was interesting and there was always something new to learn,” says Hinter, who has transitioned through six different roles and is currently manager of the process management and analytics team. “When I was

offered a regular position, I leapt at the opportunity.”

“When I was offered a regular position, I leapt at the opportunity.”

— Krystal Hinter Manager, Process Management & Analytics

The Victoria-based organization was created through an act of the B.C. legislature but its operation is independent of the government. It is responsible for keeping accurate records of ownership of every piece of private property in the province,

says president and chief executive officer Connie Fair. As such, it handles several million transactions and property searches annually. “If you want to know who owns what, you go to the registry,” says Fair. “The registry is the truth and that’s what drives our employees.” Apart from that, employees can aspire to a rewarding career in any number of roles. Many new hires start as an examiner of title, a complex job that takes two years of on-the-job training; trainees must pass exams at the end of years one and two. The LTSA is a highly automated organization. In fact, Fair points out that effec-

FULL-TIME STAFF IN CANADA YEARS, LONGEST-SERVING EMPLOYEE OF EMPLOYEES ARE WOMEN OF MANAGERS ARE WOMEN

tively all – including those millions of annual transactions – are done electronically. As well, the organization conducts research and development in order to keep current on the latest technology. “We have many different positions and opportunities in IT,” says Fair. “We’re continually making improvements and we have large projects on the go all the time.” The organization has expanded considerably since it was created, leading to the formation of new departments, new subsidiaries, new customer offerings and new positions. To keep pace with all the change, every employee has their own career plan, developed with input from their supervisor. “I’ve personally benefited from having wonderful managers who really supported me,” says Hinter. “They allowed me to take on roles that weren’t necessarily part of my day-to-day tasks.” Leadership development is also critically important to support all the growth. “They’ve created a whole program to help a group of us develop our leadership skills so we could move into management,” adds Hinter.  This story was produced by Mediacorp in partnership with Postmedia, on behalf of Land Title and Survey Authority of BC

BC’S TOP EMPLOYERS 2020

Mitacs focuses on innovation to retain top talent 211 FULL-TIME STAFF IN CANADA APPLICATIONS 13,115 JOB RECEIVED LAST YEAR 40% 56%

LIKE THE RESEARCHERS AND SCIENTISTS THEY SUPPORT, MANY MITACS EMPLOYEES ARE HIGHLY EDUCATED AND HAVE ADVANCED DEGREES

itacs connects researchers across Canada with industry to drive innovation and growth. One recent Mitacs-supported internship spurred the creation of a low-dose-radiation breast imaging device. Created by Oleksandr Bubon, a postdoctoral fellow from Lakehead University working with the Thunder Bay Regional Health Research Institute, the device detects tumours in the earliest stages of cancer, providing a more effective screening method than current techniques, especially for women with dense breast tissue. The award-winning device is undergoing clinical trials at Toronto’s Princess Margaret Hospital.

“We show up to work every day to support Canadian innovation – the students, the companies and the professors that benefit from our programs,” says Jennifer Wilkie, Mitacs’ chief finance and human resources officer, based in Vancouver.

“We show up to work every day to support Canadian innovation — the students, the companies and the professors that benefit from our programs.” — Jennifer Wilkie Chief Finance & Human Resources Officer

Celebrating over 20 Years of Inspiring Innovation We invite you to join us. www.mitacs.ca/careers

“Those student interns help companies, and in turn Canada, to be as innovative as possible through collaborative research projects. We join Mitacs to help make that vision a reality – helping Canada thrive.” Over the past few years, notes Wilkie, Mitacs has introduced measures to help attract and retain talent. “We look to welcome passionate, professional, highly educated team members. Many in our team have graduate degrees. We need to ensure we support our employees with policies that follow best practices,” she says. Mitacs – which has offices in Vancouver, Toronto, Ottawa and Montréal – strives to link performance to compensation and is committed to fostering a learning mindset throughout its culture. The organization recently expanded its benefit package with

SALARY TOP-UP FOR MATERNITY/PATERNITY LEAVE OF MANAGEMENT TEAM ARE WOMEN

an RRSP matching program and a green commute program that includes incentivizing biking to work, purchasing an electric car or using a monthly transit pass. “We have quarterly engagement surveys to help us learn directly from our team members,” says Wilkie. “A lot of the initiatives that we’ve undertaken, like the RRSP and transit pass reimbursement, have been based on what the team members are telling us in the survey.” Johnny Wang, a senior grant management specialist at Mitacs in Vancouver, helps manage the organization’s grants, which fund research on everything from aerospace systems to child-literacy rates. As the father of a young child, he particularly appreciates the parental leave top-up, the week-and-a-half winter holiday, and flex time, a recent perk added for all employees across Canada. But mostly, he says, it’s the people who make Mitacs a great work environment. “It’s a very collaborative atmosphere,” he says, noting that the monthly gatherings to celebrate birthdays help unify the team and are “a really fun way to bring us all together.”  This story was produced by Mediacorp in partnership with Postmedia, on behalf of Mitacs

BC’S TOP EMPLOYERS 2020

Laughter is a measure of success at Mott Electric 480

AT MOTT ELECTRIC, LISTENING FOR LAUGHTER AMONG EMPLOYEES IS A KEY MEASURE OF HOW WELL THE COMPANY IS DOING

ompanies use lots of different high-tech metrics and methods to measure the engagement of their employees. At Mott Electric, they rely on the Coffee Break Laughter Current. “We measure the health of our company based on the laughter we hear,” says Ellisha Mott, vice president. “We highly encourage coffee breaks where everybody gets together and talks, and we know how the day is going to go with the company as a whole based on the laughter exchanged in those conversations.” Perhaps a little old-fashioned, but then Mott Electric has been around since William Mott founded it in 1930. Since then,

the Vancouver-based company has grown into one of the largest, most diversified electrical contracting companies in B.C. with electrical, service and telecommunications divisions.

“We've got multi-generational employees because people rarely leave. It's really a place that we like to call your forever home.”

__ Ellisha Mott Vice President

With deep roots in the Lower Mainland and B.C., Mott Electric employees are now

working on the next generation of shopping malls, complexes and infrastructure the company helped build decades ago. Ellisha Mott is the fourth generation of her family to work at the company and she’s not alone. “We’ve got multi-generational employees because people rarely leave,” says Mott. “It’s really a place that we like to call your forever home.” Ron Helmer has been with the company for 42 years as an estimator/project manager. He says Mott Electric has maintained its family-business culture despite its growth. “You never hear people complaining because everybody loves coming to work,” says Helmer. “It’s really great. I mean, I’m 70 years

FULL-TIME STAFF IN CANADA

YEARS, AVERAGE AGE OF ALL EMPLOYEES

42 44

YEARS, LONGEST-SERVING EMPLOYEE CHARITIES HELPED LAST YEAR

old and I’m still working here.” The family feel is also nurtured by the company’s hiring process. Mott says employees don’t just have to be a good fit for a particular job: they have to be a good fit for Mott Electric’s culture. “We try to hire people who want to be bigger than something other than just their job,” she says. “We want to hire people who want to be part of a family.” Mott Electric employees enjoy a generous benefits package, including matching RRSP contributions, 26 weeks maternity leave top-up pay, health and wellness programs and extensive training and safety programs. Employees also play a lead role in the company’s philanthropic work, helping 44 charities last year. That culture of caring permeates the company from top to bottom, says Helmer. “It’s about caring for the employees, caring for the customer, caring for the outcome of the job and caring about the safety of the employees,” says Helmer. “Caring says a lot.”  This story was produced by Mediacorp in partnership with Postmedia, on behalf of Mott Electric, GP

BC’S TOP EMPLOYERS 2020

Outdoor enthusiasts scale career heights at MEC 1,056 10,984 315 71%

MOUNTAIN EQUIPMENT CO-OP EMPLOYEE AT A MEC EVENT

or someone who’s always felt at home in the outdoors, it seemed almost inevitable that Ben Parsons would end up one day at MEC (Mountain Equipment Co-op). After stints as a dog sled guide, an outdoor educator and a ski instructor, he landed at the company’s Halifax store 12 years ago and migrated to B.C. six years later, where he now works as a specialist at MEC’s Kelowna location. It’s the sense of purpose that’s kept him there. “I see it as retail with a soul,” he says. “MEC exists to help people get active

and get outside, and there is real value in that for communities. MEC also invests in making the retail sector a better place through initiatives like Fair Trade Certified and Bluesign.”

“I see it as retail with a soul.” — Ben Parsons Specialist, Kelowna Store It’s also a heck of a lot of fun, notes chief human resources officer Deb Paulsen. Employees often form friendships and spend time during their off-hours sharing

Stoked on the outdoors? Us too. Join us mec.ca/workinghere

adventures like climbing, day hikes or paddling trips, she explains. Most were outdoor enthusiasts before working there, and they’re excited to share that passion and their advice on gear and activities. MEC’s workplace culture is also fundamentally shaped by its business model. Since it is a consumers’ co-operative, employees and shoppers are literally members and owners. “Our members do expect more from us,” she says. “So our business structure is designed around values.” True to its open, outdoor spirit, MEC is environmentally and socially aware, and has earned praise from organizations

FULL-TIME STAFF IN CANADA JOB APPLICATIONS RECEIVED LAST YEAR CHARITIES HELPED LAST YEAR OF EXECUTIVE TEAM ARE WOMEN

like the San Francisco-based Sustainable Apparel Coalition for the transparency of its supply chain. During last September’s international climate strike, MEC stores were among a select number of retailers to close their stores to give employees the choice to attend. Staff members frequently organize other environment-related events, like trail cleanups. And the company allows employees to volunteer for like-minded charities for up to two paid days a year. The co-op’s culture is collaborative, team-driven and inclusive, and the company strives to support careers for the long-term. Early on, “it was clear that this is a company that values developing staff,” says Parsons. “There are a million little things that make working here great.” The workplace perks are competitive, too, and include a full suite of extended health and dental insurance, RRSP matching, maternity and parental leave top-ups, tuition reimbursement for career-related courses, generous staff discounts on all gear, and an employee-assistance program.  This story was produced by Mediacorp in partnership with Postmedia, on behalf of Mountain Equipment Co-op

BC’S TOP EMPLOYERS 2020

Building a strong community at Raymond James 1,118 18 45% 500

RAYMOND JAMES' RIDE TO CONQUER CANCER TEAM

hen Brendan Willis cycled across British Columbia in June of 2017, he didn’t do it alone. The financial adviser and branch manager of Raymond James Ltd.’s Kelowna corporate branch pedaled 920 kilometres in seven days with six colleagues and several friends, raising awareness and funds for prostate cancer research along the way. “I believe that if you’re going to do something, you should have a purpose and help someone,” says Willis, who joined the independent full-service investment dealer in 2006. “That’s what gets me out of bed in the morning, both professionally

and personally.” In June 2019, Willis and his team hopped on their bikes once again to cycle across Alberta sporting Raymond James-sponsored jerseys.

“We're very philanthropic in our office, and that drives our workplace culture.” — Brendan Willis Financial Adviser & Branch Manager, Kelowna Corporate Branch In the last eight years, the Kelowna branch has doubled in size to 37 staff. More people means a bigger impact on giving back to the community with such ini-

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

tiatives as the annual Christmas in November fundraiser. Since it launched in 2014, the one-night, entertainment-themed event has raised almost $300,000 in total for local charities chosen by the staff each year, including the Salvation Army, the YMCA and the local food bank. This year, the proceeds were donated to Kelowna’s Child Advocacy Centre, which supports neglected or abused children. “The centre is across the street from our office, so it’s truly a part of our community,” says Willis. “We’re a very philanthropic branch, and that drives our workplace culture.” Kelowna corporate branch administrator Cheryl Penner spearheaded the idea for

FULL TIME STAFF IN CANADA WEEKS TOP-UP PAY FOR PARENTAL OR OTHER PERSONAL LEAVES OF MANAGERS ARE WOMEN CHARITIES HELPED LAST YEAR

Christmas in November when she noticed that funds earmarked for branch branding weren’t being fully utilized. “We have a culture of caring at our branch, and this is a wonderful pay-it-forward initiative,” she says. “I’m blessed to work in a job where I’m compensated well for what I do, and I want to give back.” Penner appreciates that employee proposals such as hers are considered and often implemented. “When your opinions and ideas are heard, it makes you feel valued and empowered,” she says. “In our branch, that comes right from the top.” The Raymond James corporate mission states that it’s “a financial services firm as unique as the people we serve, transforming lives, businesses and communities through the power of personal relationships and professional advice.” “These are all positive attributes for successful client/adviser relationships,” says Penner. “We feel like we’re making a difference – in the office with our clients, as well as in our community – and it feels good.”  This story was produced by Mediacorp in partnership with Postmedia, on behalf of Raymond James

CARES

BC’S TOP EMPLOYERS 2020

Everyone gets a great experience at Rocky Mountaineer

ROCKY MOUNTAINEER FOCUSES ON OFFERING FIRST-CLASS SERVICE TO GUESTS

ou can have a lot of fun working for Rocky Mountaineer, the scenic train experience that runs between Vancouver and the Rockies. And you don’t even have to be riding the rails with the guests as an onboard host or cook. People in the downtown Vancouver office seem to enjoy themselves too. “One of the things I like most about our business is we have this group of passionate, committed people who really are on the same page in terms of what we do,” says president and CEO Steve Sammut. “Our purpose is to be creators of

life-changing experiences, which I know sounds really lofty. But when you talk about it here at the company, everybody gets it. And while we focus it on our guests, we also try to do that for each other and everyone we come in contact with. Everyone believes in the purpose.”

“We have this group of passionate, committed people who really are on the same page in terms of what we do.” — Steve Sammut President & CEO

In fact, the people on the trains are seasonal staff, part of a group of up to 550 onboard and destination team members who work from April to October. The 345 full-time staff work in corporate roles in Vancouver, at a maintenance centre in Kamloops, and as sales representatives in Europe, Australia, the U.S. and China. Among their perks are two train passes each year, plus the opportunity to “wave off” departing passengers at the Station. Sammut says the company looks for outgoing, friendly people in all its recruiting. They should also be aligned with its values: being one team, creating meaningful moments, and achieving extraordinary

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3 51%

WEEKS, STARTING VACATION ALLOWANCE OF MANAGERS ARE WOMEN

outcomes. And you’ll find few friendlier or more aligned than group operations coordinator Ruth Ayquipa. “I am living proof of those values,” says Ayquipa, a Peru native who has been with the company on and off since 2006 and full-time since 2017. “I just love Rocky Mountaineer.” A recent winner of the President’s Award for the quality of her work as a liaison with travel agents booking large groups, Ayquipa points to a simple example of the values in action. She became overwhelmed one day with the amount of information she needed to process. “So everybody in my team just dropped everything they had on their plate and dedicated that day to helping me.” She also appreciates the company’s openness to all kinds of people, having started in Canada as a nanny before getting into the hospitality industry. “Regardless of your accent or your background,” she says, “Rocky Mountaineer looks at you as an equal.” All aboard!  This story was produced by Mediacorp in partnership with Postmedia, on behalf of Rocky Mountaineer

30 YEARS OF CREATING LIFE-CHANGING EXPERIENCES.

BC’S TOP EMPLOYERS 2020

Caring in multiple ways at St. George’s School 252 45% 40% 42

ST. GEORGE'S EMPLOYEE ENJOYING A SPA DAY FOR ALL STAFF MEMBERS

hen a member of her family died suddenly at age 42, much was expected of Pat Pachchigar as part of her Hindu culture. There would be 13 days of mourning, and Pachchigar, a teacher at St. George’s School in Vancouver, had to feed up to 30 people at her home every night, among other responsibilities that would intrude upon her working hours. “Do what you have to do,” her Junior School principal told her. “No one is counting.” “It was so meaningful to receive that

support,” says Pachchigar. “That’s the sort of place St. George’s is. When help is needed most, they are there. Most workplaces would just send flowers. They did that, but they also provided meals and looked after my children when I brought them to work for a few hours. Other teachers stepped up and covered for me. There was no fuss – it was just done.”

“When help is needed most, they are there.” — Pat Pachchigar Teacher

For headmaster Tom Matthews, the response to Pachchigar’s personal tragedy demonstrates the school’s attitude toward all employees. “They are known, engaged and loved,” he says. Matthews adds that a shared sense of purpose distinguishes St. George’s from most workplaces. “Our teachers and staff know they are contributing to more than the bottom line,” he says. “Their commitment to education and helping to build a better world makes for an engaged culture and sense of belonging.” To foster that sense of belonging, St. George’s offers distinctive employee ben-

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

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efits, including a 50-per-cent rebate for monthly public transport passes and direct payments on a sliding scale for those who cycle or carpool to work. Staff who cycle or walk there get a free breakfast. The workplace is even dog friendly. Matthews brings his mostly Bernese Mountain pooch to work regularly, one of some 20 staff who do so. “It’s an icebreaker and opens other channels of communications,” he says. To foster professional development, St. George’s generously supports ongoing education. “We don’t simply want to be the best,” says Matthews. “We strive to constantly improve.” Pachchigar recently spent a “life-changing” two weeks at a partner school in Bhutan. “Other employers would send only senior people on such a venture,” she says. “But St. George’s is a progressive place that values its people and trusts them to be positive ambassadors.” She adds: “Many employers just tick the boxes of good things to do, but St. George’s actually believes in them. There is nothing I would not do for them.”  This story was produced by Mediacorp in partnership with Postmedia, on behalf of St. George's School

BC’S TOP EMPLOYERS 2020

TransLink employees go the extra mile for customers 7,988 975 3,795 49

TRANSLINK TEAM CELEBRATING VANCOUVER PRIDE

ames Tanaka sees his bus as an opportunity to bring people into a warm, welcoming environment, as if he owns a restaurant and the passengers are his regulars. This people-first focus keeps TransLink and its customers

moving. “When people get on my bus, it’s like, ‘Welcome to my restaurant! Have a seat.’ I want to make sure they get a little bit of ‘James’ happiness passed onto them,” says Tanaka, who joined Coast Mountain Bus Company, a subsidiary of TransLink, four years ago as a transit operator. “I try to be as positive as I can and hopefully that rubs off on my customers, even

if they’re having a tough day. With luck, they leave with a smile.”

“You're jazzed every day about the work that you're doing.” — Patricia Lucy Director of Brand, Marketing & Ridership Development Headquartered in New Westminster, TransLink is Metro Vancouver’s regional transit authority and is unique among North American transit agencies. It’s responsible for planning, designing, funding and operating an integrated transportation system connecting communities by bus,

rail, commuter rail, passenger ferry and on-demand transit services. It also maintains pedestrian and cycling paths, the major road network and five bridges. Amongst all these moving pieces is the positive corporate culture that Tanaka demonstrates daily – a focus on delivering the best possible customer experience. “Our common purpose at the end of the day is about our customers, no matter which piece of all these moving parts we take care of,” says Patricia Lucy, director of brand, marketing and ridership development at TransLink. “This focus on the customer experience is integrated at every level of the TransLink enterprise. We’re working for

FULL-TIME STAFF IN CANADA JOBS AVAILABLE LAST YEAR LONG-SERVING EMPLOYEES (10+ YEARS) YEARS, LONGEST-SERVING EMPLOYEE

the people and the livability of the region with a passion that creates an amazing environment to work in.” Because you can’t be a top employer without top employees, TransLink provides a comprehensive benefits package to recruit and retain the best. Flexible work hours, extended healthcare benefits and tuition support are coupled with training and professional development opportunities. A healthy benefits package isn’t the only reason TransLink is a top employer. Employees have the opportunity to see their work improve the communities it serves. The sheer scale of TransLink’s impact on the region is impressive. “It’s addicting being involved in such a large project where you see your infrastructure become part of the fabric of where people live and is so integral to their daily lives. You don’t get that everywhere,” says Lucy. “Once you get that TransLink bug, you don’t want to leave because you’re jazzed every day about the work that you’re doing.”  This story was produced by Mediacorp in partnership with Postmedia, on behalf of TransLink (South Coast British Columbia Transportation Authority)

BC’S TOP EMPLOYERS 2020

Vancouver Film Studios mixes care and creativity 70 52 42% 34

VANCOUVER FILM STUDIOS IS ONE OF CANADA'S LARGEST PRODUCTION STUDIOS, WITH 12 SOUND STAGES LOCATED JUST EAST OF DOWNTOWN VANCOUVER

ast year, at just age 38, Derek Hall suffered a massive heart attack. His employer, Vancouver Film Studios (VFS), could not have been more supportive. “They told me, ‘Don’t worry, don’t stress, take as much time as you need,” he recalls. Hall, general manager of a 12-person unit that provides lighting and grip services for VFS movie and TV productions, stayed off the job for a month, then gradually returned to full time, every recovery day at full salary. “I didn’t have to use any sick leave or vacation time,” he says. “I got a

personal trainer for six months and now I get comprehensive check-ups from an executive health program. “It shows that I’m valued and appreciated by the company, that they really care. It makes me want to do so much more to make us the best studio in the world.”

“We want engaged and happy employees because that makes us an excellent place to work.” __ Pete Mitchell President & Chief Operating Officer

With 12 sound stages located 15 minutes east of downtown Vancouver, VFS is already one of Canada’s largest full-service production studios. It is the country’s first carbon-neutral studio, and VFS facilities have hosted productions that featured the likes of George Clooney, Uma Thurman and Halle Berry, among others. For president and chief operating officer Pete Mitchell, the helping hand for Hall and others who experience traumatic issues is only one way VFS demonstrates concern for its employees’ well-being. The company is a big supporter of employee career development and education, footing the

CELEBRATING 20 YEARS IN THE FILM INDUSTRY

FULL-TIME STAFF IN CANADA WEEKS, MATERNITY/ PATERNITY LEAVE TOP-UP PAY OF EXECUTIVE TEAM ARE WOMEN YEARS, LONGEST-SERVING EMPLOYEE

bill for a myriad of professional and technical programs. “We are in a rapidly changing industry and we want our people to be up-to-date as well as creative,” Mitchell says. “Also, I believe in determining how much work people can accomplish in a day and then giving them a little bit less to do so they have time to think, to create.” Hall, who started as a floor grip, adds: “Everyone who wants to better themselves will get all the help they need.” VFS also gives employees up to two paid days off to participate in charitable activities. “Philanthropy is important to our people,” says Mitchell. “We want engaged and happy employees because that makes us an excellent place to work.” For Hall, who sits on the all-employee board that manages a $400,000 charitable foundation, the emphasis on giving shows VFS is “grounded in the community.” He adds: “These are good people. Sure, they want to make money, but they put people, not profit, first. They care.”  This story was produced by Mediacorp in partnership with Postmedia, on behalf of Vancouver Film Studios

BC’S TOP EMPLOYERS 2020

Pursuing a larger purpose at Vancouver Foundation 48 3 82% 47%

VANCOUVER FOUNDATION'S DONOR SERVICES TEAM

fter a few years in the private sector, Sohnia Sandu decided she wanted to be part of an organization with a larger purpose, so she applied for a position at Vancouver Foundation. “I started in reception in December 2018,” she says. “There are so many things I like about working here. It’s great to be part of a community foundation as old and well-known as this one. The people are genuinely good and I’ve grown a lot as a person just working with them.” “We’re also encouraged to learn. A year after I joined, I was promoted to junior ac-

countant. I have some work experience in bookkeeping and now with the foundation’s support I’m enrolled in an accounting program at BCIT.”

“It's great to be part of a community foundation as old & well-known as this one. The people are genuinely good and I've grown a lot as a person just working with them.” — Sohnia Sandu Junior Accountant Sandu’s story isn’t unusual, says Kevin

Creating healthy, vibrant, and livable communities across BC.

McCort, president and CEO. “We attract people who are inspired by our mission, which is to work with our community to create permanent endowment funds that support charities. We have a very positive, striving work culture – the job is never done.” Vancouver Foundation was itself inspired in 1943 by a gift of $1,000 from Alice Mackay, a secretary who wanted to help homeless women. “There was no place for endowments to be held, so 10 families each added $10,000 for a total of $101,000 to start the foundation,” McCort explains. Since then, it has granted more than $1 billion to thousands of charities, mostly in

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the Lower Mainland, and currently manages about 2,000 funds with $1.3 billion in assets. Sandu likes the employee benefits the foundation offers, including flexible work hours, health and dental benefits, an RRSP program, tuition reimbursement, three weeks vacation to start plus an additional day every year, and parental leave with generous EI top-ups. She also appreciates Vancouver Foundation’s attention to diversity, equity and inclusion. “I’ve noticed a lot more conversations about these issues. It’s a big learning experience for us as a group. As well, they opened up an internal grant for staff. I applied with two colleagues and we were given resources to advance diversity internally.” “This is a priority externally as well,” says McCort. “We want people to view this as their foundation, so we try to reflect the diversity of the community.” “I’ve worked in the non-profit sector my whole career,” he adds. “I came here because it’s big enough and influential enough that we can help make real change.”  This story was produced by Mediacorp in partnership with Postmedia, on behalf of Vancouver Foundation

BC’S TOP EMPLOYERS 2020

Education is for everyone at Vancouver Island University 862 44 61% 2.4%

STUDENTS AND STAFF AT VANCOUVER ISLAND UNIVERSITY GATHER AT THE TOTEM, LOCATED IN THE NEW HEALTH SCIENCES BUILDING

eing situated in a beautiful environment with easy access to kayaking, rock climbing, paddle boarding, surfing and more are big attractions of Vancouver Island University (VIU). But an even bigger draw for employees is the institution’s mission. “Our key slogan is Matter Here,” says Dan VanderSluis, associate vice-president of human resources. “We take that very seriously, for both students and employees.” A key initiative of the University is Access to Excellence -- and that access applies to everyone. “We welcome students from all demographics and grade point levels, and we help them along their journey

Proud to be one of

to completion,” he says. “And this while being an example of excellence, where our President’s Scholarships attract top highschool students.”

“Because we're a university, we put a high degree of emphasis on educational opportunities.” __ Dan VanderSluis Associate Vice-President of Human Resources Spread across four coastal campuses, the main one in Nanaimo, VIU was also the first post-secondary institution in BC to of-

fer free tuition to youth who lived in foster care. Two years ago, the provincial government turned the university’s initiative into a province-wide policy. In addition, VIU is a national leader in Indigenous education, including a recent partnership with the MasterCard Foundation. This partnership provides designated funding and supports to Indigenous students. “Our focus on social innovation and commitment to non-traditional learners typically overlooked in traditional university systems is what gets folks excited about working here,” says VanderSluis. “It’s more than just a job.” And along the way, there are plenty of professional and personal development

FULL-TIME STAFF IN CANADA YEARS, LONGEST-SERVING EMPLOYEE OF MANAGERS ARE WOMEN VOLUNTARY TURNOVER RATE FOR FULL-TIME EMPLOYEES

opportunities for employees. In her 15 years at VIU, Tina Schultz has worked in a few departments. “I’m a bit of a learning junkie, so it’s been so valuable for me,” says Schultz, a professional practice liaison technician. Aside from job opportunities, employees can take credit courses at no cost, with the possibility of working towards a degree or certificate. Schultz was one of four employees selected to do an annual one-year leadership program. “It was a really incredible experience,” she says. “Not only did I get paid for my wages at that course for a year, I ended up with great credentials.” Training and development funds have had a high uptake from staff at all levels. “Because we’re a university, we put a high degree of emphasis on educational opportunities,” says VanderSluis, adding that employees are supported in those endeavours at VIU and other institutions of their choice. But, as Schultz notes, employees are not the only beneficiaries. “In the end,” she says, “the more we do, the more we are able to help students with their success.”  This story was produced by Mediacorp in partnership with Postmedia, on behalf of Vancouver Island University

Work where you matter. careers.viu.ca

BC’S TOP EMPLOYERS 2020

Diversity rules at the Vancouver Police Department 1,841 1,045 34% 38%

VANCOUVER POLICE DEPARTMENT MEMBERS ATTENDING THE VAISAKHI FESTIVAL

hen it comes to diversity, it would be tough to top the Vancouver Police Department. “Our officers speak over 50 different languages,” says chief Adam Palmer. “We have people who were born in countries all over the world.” Cultural background is just one measure of diversity. Palmer adds that the department also hires officers from very diverse professional backgrounds. “We get a lot of people who get into their thirties, who’ve always wanted to be an officer,” he says. “We’ve hired teachers, accountants, architects, registered nurses and people with backgrounds in the arts.”

Then there are the diverse career opportunities – both for officers and civilian employees. “It feels like the sky’s the limit here,” says constable Tania Visintin. “There are so many different avenues to take.”

“We've hired teachers, accountants, architects, registered nurses and people with backgrounds in the arts.” — Adam Palmer Chief Visintin joined the police force seven years ago and started in patrol, which

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means patrolling the streets in a cruiser. Along the way, she took advantage of one of the many training opportunities available to officers. She became a certified negotiator, which required a two-week course to start followed by 12 days of training annually. She remained on patrol, but would be called in to resolve through negotiation any number of critical situations, which could include people who were contemplating suicide or were holding a hostage, among other things. More recently, she took a position as a media relations officer in the public affairs section – something she’d always wanted to do. “Before I became an officer I would

#JoinVPD

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see media relations officers on TV and thought that was interesting,” says Visintin. “It’s a real honor to have the opportunity to represent the force.” Palmer notes that over the course of an average career of 30 years, it’s possible for an officer to change directions six, seven or eight times – a career journey that can take them from patrol to homicide, the motorcycle unit, the equestrian unit, undercover or the marine unit that works the waterfront. The same applies on the civilian side of the department. Apart from corporate functions such as finance, legal and human resources, the department employs civilians who work alongside detectives by pulling together files on homicides, serial sex offences, bank robberies and more. They can also work on wiretap cases or in victim services. “Sometimes young people come in with university degrees and don’t realize the opportunities open to them,” says Palmer. “Then they realize that there are some really cool jobs available.”  This story was produced by Mediacorp in partnership with Postmedia, on behalf of Vancouver Police Department

#TeamVPD

BC’S TOP EMPLOYERS 2020

Employees fly high at Victoria Airport Authority 55 16 39 40

VICTORIA AIRPORT AUTHORITY STAFF WERE PROUD TO WELCOME TWO MILLION PASSENGERS TO YYJ IN 2018

mong the things that unite and engage employees of the Victoria Airport Authority (VAA) is its commitment to making the passenger experience the best it can be. Sometimes this requires that staff go above and beyond their responsibilities. In February 2019, the Victoria area got more snowfall than had ever been recorded in the month of February – more than 68 centimetres, 11 times the norm. And when a female passenger’s flight was cancelled, she called the VAA in tears because she was desperate to get home to her sick baby in

Edmonton. A VAA administrative assistant went out of her way to ask the air carrier to find another flight for the mother, which it did, and was rewarded with a big hug.

“We all work as a team to serve the travelling public.” — Randy Bogle Chief Financial Officer “We all work as a team to serve the travelling public,” says chief financial officer Randy Bogle. “During winter operations, it’s all hands on deck with our maintenance

department, our firefighters and our electrical department, all working together to make sure that our runways are clear and we’re operating a safe facility. We’ve had staff stay overnight at the airport to get sufficient rest before going back to work.” Another source of pride within VAA is the non-profit organization’s commitment to its employees. It organizes regular outings that include, among other things, golf tournaments and attending baseball games, plus a holiday party for staff and their spouses. There’s a lunch with the CEO three times a year to keep staff informed about their workplace.

THANK YOU TO THE DEDICATED AND TALENTED PEOPLE AT VICTORIA AIRPORT AUTHORITY. We applaud their contribution towards creating an exceptional travel experience for Victoria International Airport’s customers and making us one of BC’s Top Employers.

FULL-TIME STAFF IN CANADA WEEKS, MATERNITY LEAVE TOP-UP PAY YEARS, LONGEST-SERVING EMPLOYEE CHARITIES HELPED LAST YEAR

There’s also an annual kids Christmas party and a family Halloween party at a local farm with a corn maze and train. Once a year, staff gather to celebrate employees reaching long-service milestones. Meanwhile, VAA’s grooming and training of employees is notable, says electrical supervisor Yngve Marthinsen. “They’re always trying to enhance our knowledge,” he says, “whether it’s through classroom training, presentations, technical courses or seminars, and they let us go on networking opportunities across Canada or abroad with other experts in our field. The airfield is so different from any other electrical realm that we need special certifications.” Marthinsen also appreciates VAA’s contributions to the community, which amounted to donations of about $50,000 in 2019, and its numerous environmental and sustainability projects. “Something I’m really proud of,” he notes, “is that we’ve got such a good carbon-management program, including solar and geothermal infrastructure. We’re always looking to see if we can move forward with something that's going to reduce the amount of carbon we generate.”  This story was produced by Mediacorp in partnership with Postmedia, on behalf of Victoria Airport Authority

BC’S TOP EMPLOYERS 2020

Learning never stops at Wesgroup Equipment 197

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5,500 3

AT WESGROUP EQUIPMENT, EXCEPTIONAL WORK IS RECOGNIZED THROUGH THEIR 'GRIT AWARD' PROGRAM

eff Allen started working right after completing high school, but his education has never ended in the 11 years since then. His first job was as an apprentice heavy-duty equipment mechanic for a company in Nanaimo that later became Westerra Equipment, part of Wesgroup Equipment LP. While continuing to work, he then went on to earn his Red Seal qualification at Vancouver Island University and made the most of many training programs offered by equipment manufacturers. As his skills and experience grew, Allen progressed from driving a service truck to becoming lead technician, and in May

2019 he was promoted to service manager at Westerra’s Nanaimo location, where he’s responsible for eight technicians, including two in Victoria.

“We invest a lot in training and development because our people matter a lot. They are what set us apart.”

__ Dhar Dhaliwal CEO

“I now have more administrative work, which is very different from what I’ve done before,” he says. “A new window was opened for me. I enjoy this role. The

company has given me all the support and training I need in areas such as finance, leadership and team-building.” With headquarters in Surrey, Wesgroup Equipment is a full-service distributor of equipment for the construction and material handling industry, serving customers across the province through two dealerships: Westerra and Williams Machinery. “We invest a lot in training and development because our people matter a lot. They are what set us apart,” says Dhar Dhaliwal, Wesgroup’s CEO. “All our team are people-focused problem-solvers. They’re focused on their colleagues and our customers. We need continuous improvement in all aspects of our business, including our

Do What You Love. Hands On. JOIN OUR TEAM Sales Representatives • Service Technicians • Parts People

www.WESGROUPEQUIPMENT.com

TRAINING HOURS LAST YEAR WEEKS, STARTING VACATION ALLOWANCE

people, so we can adapt and stay relevant. We help our people grow their skills and knowledge.” That includes an annual development plan for every employee. “Each person’s plan is worked out with their manager, and their progress is checked,” Dhaliwal explains. “Some components of the plan are shared, some are individual. The programs we offer are mostly professional but sometimes the soft skills they learn, such as listening or emotional intelligence, will help in their personal lives as well.” When hiring, he adds, the company looks for people who love learning, have an entrepreneurial mindset, and will fit with the team and the culture, which he describes as collaborative and friendly. Allen agrees. “It’s a friendly, comfortable atmosphere with consistent recognition. What I like about working here is the ability to advance, the consistently positive support and the mentoring, which continues for me in my current role. The company always encourages you to be the best you can be.”  This story was produced by Mediacorp in partnership with Postmedia, on behalf of Wesgroup Equipment LP

BC’S TOP EMPLOYERS 2020

At WorkSafeBC, making a difference is at its core

SHANNON CORBEIL, OCCUPATIONAL SAFETY OFFICER, APPRECIATES PEER-SUPPORT PROGRAMS OFFERED AT WORKSAFEBC

hen you take on a job that supports the health and safety of millions of workers in B.C., it’s important that your organization supports you. Whether they’re working to prevent workplace injury and illness, or supporting workers and employers after a workplace injury or incident, the team at WorkSafeBC is making a difference every day – and they know they have the training, support and programs in place to help them. Shannon Corbeil knows the tragedy and trauma of a fatal workplace incident. Recently, in her role as an occupational safety

officer with WorkSafeBC, she encountered her first on-the-job fatality. The way her colleagues rallied to lend support was phenomenal, she says. The incident occurred on a Saturday afternoon when Corbeil was on call. She put in a request for a seasoned health and safety officer to accompany her, and a co-worker immediately responded. After responding to the incident, she benefited from WorkSafeBC’s peer-support program, which she describes as “next-level camaraderie.” “That’s an amazing program,” says Corbeil, “and it highlights the fact that the organization feels its people are important and they need to be invested in.”

“We care about our employees & provide them with the support they need because the work they're doing every single day is important to the lives of workers in B.C.”

— Valerie Molloy Director, HR Core Programs & Services

As an employee, WorkSafeBC has your back in more ways than one, she explains. It ensures that every employee is equipped to face the challenges of the job by putting new recruits through the right training. The organization also provides ongoing

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mentoring programs and financial assistance for career-related continuing education. “We’re committed to making sure that every member of our team has the knowledge, skills and support they need to be successful,” says Valerie Molloy, director, HR core programs and services. WorkSafeBC strives to live its values of service and integrity, innovation, accountability, partnership and collaboration – and it looks for employees who do the same, adds Molloy. Together, the WorkSafeBC team bring their values to life by being respectful, caring, fair, knowledgeable, understandable and responsive. "We care about our employees and provide them with the support they need,” she notes, “because the work they're doing every single day is important to the lives of workers in B.C." That helping spirit extends to the communities in which WorkSafeBC operates. Employees frequently roll up their sleeves to donate time and money to local charities. Says Corbeil: “We all want to make a difference in our communities – that’s why we joined WorkSafeBC to begin with.”  This story was produced by Mediacorp in partnership with Postmedia, on behalf of WorkSafeBC

A career with a difference. Join our team and help make B.C. workplaces healthy and safe. Learn more at worksafebc.com/careers

Match your degree or diploma with employers that recruit new grads with your academic background Published annually since 1992, The Career Directory is Canadaâ&#x20AC;&#x2122;s longest-running and best-loved career guide for new graduates. Each year, our editorial team reviews thousands of employers to determine the academic qualifications they actively seek in younger job-seekers. The result is a wonderful, free resource that helps new graduates find student jobs that make the most of their university degree or college diploma.

CareerDirectory.ca Match your degree or diploma with employers that actively recruit new grads with your educational qualifications!

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