Greater Toronto Top Employers (2016) by Canada's Top 100 Employers

’ O S T T N O O P R E O M T P R L E O T Y AE E 2016

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2016

SUNNYBROOK HEALTH SCIENCES CENTRE

10th Annual Edition

GREATER TORONTO’S TOP EMPLOYERS 2016 Magazine Anthony Meehan, PUBLISHER

Karen Le,

VICE-PRESIDENT

Editorial Team:

Richard Yerema, MANAGING EDITOR

Kristina Leung, SENIOR EDITOR

Advertising Sales:

Kristen Chow,

OPERATIONS MANAGER

Sheetal Lala,

CLIENT SUPPORT SPECIALIST

Sponsor Content Writers:

Berton Woodward, SENIOR EDITOR

Michael Benedict Brian Bergman Ann Brocklehurst Jane Doucet Sheldon Gordon D’Arcy Jenish Bruce McDougall Michael Schiniou John Schofield Barbara Wickens

p Staff BBQ at Sunnybrook Health Sciences Centre, one of this year’s winners.

THE GOLD STANDARD FOR EMPLOYERS IN THE GTA

his marks the 10th annual edition for our Greater Toronto’s Top Employers competition, which has become a benchmark in the Greater Toronto Area for workplace best-practices. Like the metropolitan area it represents, the competition has become exceptionally strong and competitive – so much so that, for Toronto-area employers, the minimum scores to secure a place on the GTA list now surpass our national Canada’s Top 100 Employers competition. Once again this year, our team of editors have evaluated employers on eight criteria: (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. These criteria have remained the same since the competition’s inception and are the same criteria used to judge our national winners. A distinguishing feature of the competition is that, at the end of the review process, our editors prepare detailed reasons for selection, explaining why each of

the winners was chosen. These reasons are published on the competition website as well as our popular job search engine, Eluta.ca, now used by over seven million Canadians each year. We are pleased to announce our 2016 winners in this beautiful magazine co-published with The Globe and Mail. The magazine reaches hundreds of thousands of Globe readers across the GTA. Also be sure to visit the magazine’s online companion, which features hundreds of additional photos and stories on this year’s winning employers: www.CanadasTop100.com/toronto In publishing a list such as this, it is inevitable that some excellent employers are passed over or omitted. To these employers, we invite you to contact our editorial team (see p. 26) to share your stories – we would be pleased to consider your organization for next year’s list. For this year’s winners, we congratulate you on making the grade in what has been our most competitive year to date. We hope that you continue raising the bar for the 2017 competition!

INTRODUCTION

– Diane Jermyn

MARK BLINCH/RYERSON UNIVERSITY

“The leading GTA employers understand that they exist in one of the most competitive employment landscapes in the country,” says Richard Yerema, managing editor of Canada’s Top 100 Employers. “The employers who call the GTA home must ensure that their human resource practices are not only competitive within their industry but also in the wider GTA neighbourhood.”

p Employees at Ryerson University enjoy the the Mattamy Athletic Centre at the Gardens.

s Canada’s biggest metropolitan area, the GTA offers a rich diversity of employers in a wide range of industries, from financial services to auto manufacturing to media and communication technology. The GTA is also home for approximately 40 per cent of Canada’s business headquarters, all looking to hire the best possible employees. Making the winners list of the GTA’s Top Employers is a challenge for any organization and a tribute to their ability to provide great places for people to work.

GM CANADA COMPANY

p GM Canada President Steve Carlisle (2nd from left) and members of the leadership team at the Oshawa Assembly Plant.

CCENTURE INC., Toronto. Management consulting; 3,476 employees. Encourages employees to think beyond their roles through an Inventor Award Program offering financial awards to those who create patentable assets. ASTRAZENECA CANADA INC., Mississauga. Pharmaceutical manufacturing; 644 employees. Manages the Young Health Program, a long-term community involvement initiative to improve the health and wellness of vulnerable youth.

ASF CANADA INC., Mississauga. Chemical manufacturing; 683 employees. Provides health benefits that extend, with no age limit, to retirees. BAYER, Toronto. Pharmaceutical manufacturing; 1,639 employees. Offers employees a generous $15K subsidy for in vitro fertilization.

2016 WINNERS employees. Encourages employees to give back to the community with up to three paid days off to volunteer.

AA SOUTH CENTRAL ONTARIO, Thornhill, Ont. Insurance; 1,255 employees. Reaches out to the next generation through summer-student, coop and paid internship opportunities. CADILLAC FAIRVIEW CORPORATION LTD., Toronto. Property management; 1,178 employees. Offers retirement planning workshops, phased-in work options and contributions to a defined contribution pension plan. CAMH / CENTRE FOR ADDICTION AND MENTAL HEALTH, Toronto. Hospital; 2,212 employees. Manages an on-site daycare facility that employees can take advantage of when they return to work.

BLAKE, CASSELS & GRAYDON LLP, Toronto. Law firm; 1,375 employees. Provides two private nap rooms and a quiet room that can be used for meditation or religious observance.

CAMPBELL COMPANY OF CANADA, Toronto. Food preparation and packaging; 750 employees. Offers generous referral bonuses of up to $5,000 when employees recommend an exceptional candidate.

BODY SHOP CANADA, THE, Toronto. Cosmetics and beauty supplies; 332

CANADIAN TIRE CORPORATION LTD., Toronto. Retail; 85,000 employ-

ees. Provides a range of communication and feedback tools to keep employees informed, as well as to capture their feedback. CAPGEMINI CANADA INC., Toronto. Information technology; 389 employees. Cultivates an ownership culture through a share purchase plan available to all employees. CARSWELL, A DIVISION OF THOMSON REUTERS CANADA LTD., Toronto. Publisher: 912 employees. Offers a generous subsidy to help cover the costs associated with adoption, up to $5,000 per child. CATHOLIC CHILDREN’S AID SOCIETY OF TORONTO, Toronto. Child and youth services; 506 employees. Offers four weeks’ vacation to start and up to ten paid personal days off, which can be used throughout the year. CENTRAL COMMUNITY CARE ACCESS CENTRE / CCAC, Newmarket. Home health care services; 642 employees. Invests in ongoing employee development with tuition subsidies of up to $1,500 for courses taken at outside institutions.

CHILDREN’S AID SOCIETY OF TORONTO, THE, Toronto. Child and youth services; 749 employees. Offers new parents the option to extend their leave into an unpaid leave of absence. CIBC, Toronto. Banking; 35,438 employees. Invested more than $64-million globally on employee training last year. CISCO SYSTEMS CANADA CO., Toronto. Computer and equipment manufacturing; 1,633 employees. Created the Connected North initiative in 2013 to provide video collaboration technology to schools and hospitals in remote aboriginal communities across Canada. COCA-COLA CANADA, Toronto. Beverage and food manufacturing; 5,388 employees. Manages a Supplier Diversity Mentoring Program to provide company assessments, coaching, guidance and training to help suppliers grow their business. COLLEGE OF PHYSICIANS AND SURGEONS OF ONTARIO, The, Toronto. Professional organizations; 352 employees. Maintains a formal wellness program that includes subsidized on-site yoga, Pilates and fitness classes, plus weekly massage therapist visits.

2016 WINNERS ( CON T. ) CORBY SPIRIT & WINE LTD. / HIRAM WALKER & SONS LTD., Toronto. Liquor and wine manufacturing; 456 employees. Offers generous tuition subsidies for job-related courses, up to $6,000, and subsidies for professional accreditation. CORUS ENTERTAINMENT INC., Toronto. Media production and broadcasting; 1,525 employees. Features an interior five-storey bio-wall with abundant plant life and a rainwater harvesting system at its unique head office.

ELOITTE LLP, Toronto. Accounting; 8,960 employees. Encourages employees to apply for extended work terms at its offices worldwide. DIALOG, Toronto. Architecture; 510 employees. Helps students gain on-thejob experience by hiring approximately 23 students each year for 4- to 8-month work terms. DIAMOND SCHMITT ARCHITECTS INC., Toronto. Architecture; 162 employees. Recognized for its dedication to sustainable design, with 29 LEED-certified

projects, including three that are LEED Platinum.

resource groups, including a women’s networking group and Fidelity PRIDE.

DURHAM COLLEGE OF APPLIED ARTS AND TECHNOLOGY, Oshawa. Colleges; 777 employees. Provides a full year of paid leave for employees who are new mothers.

FORD MOTOR COMPANY OF CANADA, LTD., Oakville, Ont. Auto manufacturing; 7,072 employees. Encourages employees to keep fit through subsidized access to an onsite fitness facility with state-of-the-art equipment and instructor-led classes.

DYNACARE, Brampton, Ont. Medical laboratories; 2,040 employees. Manages an academic scholarship program for employees’ children who are pursuing postsecondary studies.

LLISDON CORP., Mississauga. Building construction; 1,505 employees. Donates up to $1,000 for every 25 volunteer hours contributed by each employee. ENTERTAINMENT ONE LTD., Toronto. Motion picture and video distribution; 949 employees. Offers discounts on DVDs, Blu-rays, CDs, fitness products, video games and electronics through an employee purchase plan.

IDELITY CANADA, Toronto. Portfolio management; 765 employees. Manages a number of employee

CI COMMUNICATIONS INC., Toronto. Public relations; 27 employees. Offers tuition subsidies of up to $2,500 for courses taken at outside institutions and subsidies for professional accreditation. GENERAL ELECTRIC CANADA / GE, MISSISSAUGA. Diversified technology and equipment manufacturing; 7,213 employees. Hosted a countrywide Day of Caring initiative to encourage employees to get involved in their local communities. GENERAL MOTORS OF CANADA COMPANY, Oshawa. Auto manufacturing; 9,357 employees. Lets employees take home company vehicles for a short period of time, providing a chance to enjoy the products they build.

q Employees of Griffith Laboratories volunteering at a food bank on World Food Day.

GRIFFITH LABORATORIES LTD.

GOODRICH AEROSPACE CANADA LTD., Oakville, Ont. Aircraft parts and equipment manufacturing; 1,017 employees. Helps students and new grads gain on-the-job experience with coop, summer-student and paid internship opportunities. GREAT BLUE HERON CHARITY CASINO, Port Perry, Ont. Casinos; 699 employees. Hosts company-organized gatherings throughout the year, including an annual children’s holiday party and a barbecue, as well as recognition events for long-serving employees. GRIFFITH LABORATORIES LTD., Toronto. Spice and extract manufacturing; 341 employees. Helps employees plan securely for the future with contributions to a defined benefit pension plan.

ALTON, REGIONAL MUNICIPALITY OF, Oakville, Ont. Municipal government; 1,778 employees. Offers employees at Halton Region’s head office the convenience of an on-site daycare facility along with priority placement.

2016 WINNERS ( CON T. ) HITACHI DATA SYSTEMS CORP., Toronto. Computer storage device manufacturing; 118 employees. Gives signing bonuses for some employees, year-end bonuses for all and generous referral bonuses for those who help recruit candidates. HOLLAND BLOORVIEW KIDS REHABILITATION HOSPITAL, Toronto. Hospital; 544 employees. Has an on-site cafeteria with healthy and special-diet menus plus subsidized meals. HOSPITAL FOR SICK CHILDREN, THE, Toronto. Hospital; 5,467 employees. Invests in ongoing training and development internally and within the broader community, hosting over 100 conferences each year.

OHNSON & JOHNSON INC., Markham, Ont. Consumer product manufacturing; 545 employees. Identifies health and lifestyle risks of staff through a confidential employee questionnaire and analyzes the results to plan future programs.

7 LAW SOCIETY OF UPPER CANADA, THE, Toronto. Professional organizations; 521 employees. Offers compassionate-leave top-up payments for employees who need to care for a loved one, up to 70 per cent of salary for eight weeks.

PMG LLP, Toronto. Accounting; 6,165 employees. Maintains a Working Parents Network to bring together parents with young children to share their ideas, experiences and resources.

LOBLAW COMPANIES LTD., Brampton, Ont. Supermarkets and grocery stores; 28,580 employees. Operates the unique grad@Loblaw, a 15-month training program with full pay and benefits, for new or recent graduates.

KRUGER PRODUCTS L.P., Mississauga. Paper products; 1,872 employees. Organizes the White Cashmere Collection event – a fashion design challenge using toilet tissue – which serves as an annual fundand awareness-raiser for the Canadian Breast Cancer Foundation.

LOYALTYONE CO., Toronto. Marketing consulting services; 1,230 employees. Maintains a flexible health benefits plan, allowing employees to customize levels of coverage as well as transfer unused credits to a wellness account, RRSP or health spending account.

INTACT FINANCIAL CORP., Toronto. Insurance; 10,840 employees. Manages a two-year graduate leadership development program for MBA graduates.

LAKERIDGE HEALTH, Oshawa. Hospital; 2,372 employees. Provides maternity- and parental-leave top-up payments for employees who are new mothers and fathers or adoptive parents.

MARS CANADA, Bolton, Ont. Food manufacturing; 480 employees. Offers a generous postsecondary scholarship program for children of employees, up to $7,000 per scholarship.

MAX, Mississauga. Motion picture theatres; 310 employees. Subsidizes the social committee’s annual events for staff, including a children’s holiday party, IMAX friends and family movie screenings for major blockbuster events and a volleyball tournament.

ABATT BREWERIES OF CANADA, Toronto. Breweries; 3,000 employees. Celebrates employee innovation from all levels across the company through a unique Ideas Process awards program.

ANULIFE FINANCIAL, Toronto. Insurance; 11,195 employees. Created the Wellness Matters program to provide resources and services supporting the physical and mental well-being of employees.

q Employees at Holland Bloorview Kids Rehabilitation Hospital spending time with patients in the playroom.

MATTEL CANADA INC., Mississauga. Toy manufacturing; 118 employees. Cultivates an ownership culture through a share purchase plan available to all employees. MAZDA CANADA INC., Richmond Hill, Ont. Auto wholesale; 137 employees. Offers three weeks of starting vacation, additional paid time off during the winter holidays and paid personal days for use throughout the year. MCCARTHY TÉTRAULT LLP, Toronto. Law firm; 1,426 employees. Provides a unique maternity buddy program to keep parents on leave up-to-date about the firm and their jobs. MEDTRONIC OF CANADA LTD., Brampton. Electromedical and apparatus manufacturing; 700 employees. Encourages healthy and active minds through several in-house training initiatives. METROLINX, Toronto. Public transit; 3,011 employees. Committed to environmental sustainability and maintains an employee-led “green team.” MILLER GROUP, THE, Markham, Ont. Highway, street and bridge construction; 4,570 employees. Offers courses on leadership, management and construction through its newly formed Miller Institute of Excellence. MOUNT SINAI HOSPITAL, Toronto. Hospitals; 2,344 employees. Manages a number of in-house initiatives that focus on the physical and emotional well-being of employees.

N HOLLAND BLOORVIEW KIDS REHABILITATION HOSPITAL

ELSON EDUCATION LTD., Toronto. Publishers; 368 employees. Maintains a flexible health benefits plan, allowing employees to customize levels of coverage and transfer unused credits to additional salary or savings. NORTON ROSE FULBRIGHT CANADA LLP, Toronto. Law firms; 1,489 employees. Provides a health spending account of up to $750 per year, as well as a fitness club subsidy, to encourage employees to keep physically active. NOVO NORDISK CANADA INC., Mississauga. Pharmaceutical manufacturing; 285 employees. Features a graduate program providing MBA students with opportunities to study and work at Novo Nordisk global locations for eight-month assignments.

NTARIO MEDICAL ASSOCIATION / OMA, Toronto. Professional organizations; 286

LAW SOCIETY OF UPPER CANADA

p The neoclassical grandeur of The Great Library at the Law Society of Upper Canada, one of this yearâ&#x20AC;&#x2122;s winners.

2016 WINNERS ( CON T. ) employees. Offers referral bonuses of up to $1,000 for employees who successfully recommend a candidate. ONTARIO PUBLIC SERVICE / OPS, Toronto. Provincial government; 61,698 employees. Manages a diversity council of executive representatives from across the OPS who work together to help shape inclusion policies for the future.

EPSICO CANADA, Mississauga. Beverage and food manufacturing; 9,163 employees. Maintains a healthy living program that includes wellness challenges, online resources, assessments and coaching tools, plus a subsidy for gym memberships. POWERSTREAM, INC., Vaughan, Ont. Electric power distribution; 558 employees. Offers in-house apprenticeships, as well as a four-year engineer-in-training program. PRAXAIR CANADA INC., Mississauga. Chemical and related products manufacture and wholesale; 2,250 employees. Encourages employee volunteerism through a generous matching gifts program that matches eligible employee contributions, dollar for dollar, to a maximum of $15,000. PROCTER & GAMBLE INC., Toronto. Consumer product manufacturing; 1,729 employees. Features open-concept col-

laborative workspaces at its head office with all the latest technology to ensure that off-site employees stay in touch.

BC, Toronto. Banking; 52,026 employees. Offers flexible hours, telecommuting, reduced office hours during summer months, and shortened and compressed workweek options. ROGERS COMMUNICATIONS INC., Toronto. Communications, cable, publishing and subscription programming; 23,325 employees. Extends parental-leave top-up to new dads and adoptive parents, up to 70 per cent of salary for 17 weeks. ROTHMANS, BENSON & HEDGES INC., Toronto. Tobacco product manufacturing; 796 employees. Offers an off-site daycare subsidy. ROUGE VALLEY HEALTH SYSTEM / RVHS, Toronto. Hospitals; 1,577 employees. Provides retirement planning workshops and phased-in work options to help employees transition. RYDER CANADA LTD., Mississauga. Truck rentals and freight transportation; 1,655 employees. Lets everyone share in the companyâ&#x20AC;&#x2122;s success with profit-sharing and a share purchase plan. RYERSON UNIVERSITY, Toronto. Universities; 2,816 employees. Established the Workplace Wellbeing Services unit to assist employees with issues related to

health, disability, sick leave, accommodations and return to work.

ALESFORCE CANADA CORP., Toronto. Custom computer programming; 1,027 employees. Recognizes exceptional employee performance through a number of rewards programs. SAMSUNG ELECTRONICS CANADA INC., Mississauga. Consumer electronics; 543 employees. Offers a global mobility program that provides employees with an opportunity to work in Korea for up to one year. SAP CANADA INC., Toronto. Custom computer programming; 2,625 employees. Developed the Volunteer Ambassador program to help manage employee volunteering and charitable efforts in the community. SAS CANADA, Toronto. Custom computer programming; 286 employees. Offers a health spending account of up to $700 a year, allowing employees to top up existing coverage. SENECA COLLEGE, Toronto. College; 1,487 employees. Maintains a Diversity and Equity Office, responsible for educational, training, awareness and prevention programs to support the creation of a diverse work environment. SHOPPERS DRUG MART INC., Toronto. Pharmacies and drug stores; 1,462

employees. Supports employees who are new parents or adoptive parents through maternity- and parental-leave top-up payments. SIEMENS CANADA LTD., Oakville, Ont. Engineering services; 4,967 employees. Operates an employee suggestion program that encourages staff to share their feedback. SIGMA SYSTEMS CANADA INC., Toronto. Computer systems design services; 98 employees. Offers employees who are new mothers flexible hours when they return to work. STATE STREET CANADA, Toronto. Investment banking and securities dealing; 1,204 employees. Conducts an annual global inclusion awareness survey across the organization to understand employee perceptions. SUNNYBROOK HEALTH SCIENCES CENTRE, Toronto. Hospital; 5,721 employees. Offers a unique Life Stages Program that provides support to employees through all stages of life.

D BANK GROUP, Toronto. Banking; 45,399 employees. Manages an online site that helps employees match their skills and interests with local charitable initiatives. TORONTO INTERNATIONAL FILM FESTIVAL / TIFF, Toronto. Motion

UBISOFT

p Ubisoft Toronto employees sharing some good news at one of the company’s monthly team meetings.

2016 WINNERS ( CON T. ) picture promotion and distribution; 223 employees. Moved into a custom-built facility, the Bell Lightbox, featuring five in-house cinemas, a film reference library, three learning studios and a centre for students and scholars. TORONTO, CITY OF, Toronto. Municipal government; 23,096 employees. Offers a full year of paid leave for new mothers, parental-leave top-up to a maximum of 37 weeks for fathers and adoptive parents, plus on-site daycare.

BISOFT TORONTO, Toronto. Software publishers; 340 employees. Organizes UbiGallery, a biannual competition for art students in their final year at Toronto-based postsecondary schools.

UNILEVER CANADA INC., Toronto. Consumer product manufacturing; 1,343 employees. Manages an academic scholarship program to support employees’ children pursuing postsecondary studies, up to $5,000 per child. UNITED WAY OF GREATER TORONTO, Toronto. Charitable organizations; 198 employees. Offers a generous in vitro fertilization subsidy of up to $12,000 to employees needing fertility treatments. UNIVERSITY OF TORONTO, Toronto. Universities; 9,167 employees. Maintains dedicated family-friendly spaces for breastfeeding or pumping and baby changing stations on campus.

IPRO TECHNOLOGIES LTD., Mississauga. Computer systems design services; 800

employees. Offers new employees three weeks of starting vacation as well as up to five paid personal days, which can be used throughout the year. WORLD VISION CANADA, Mississauga. Charitable organizations; 455 employees. Launched a new training program for high-potential employees, featuring academic, experiential and cross-functional learning opportunities.

EROX CANADA INC., Toronto. Computer equipment manufacturing; 3,061 employees. Offers the convenience of on-site daycare, operated by a private provider.

MCA OF GREATER TORONTO, Toronto. Individual and family services; 1,528 employees. Provides compassionate-leave top-up for employ-

ees who need to care for a loved one, up to 80 per cent of salary for up to 8 weeks. YORK REGIONAL POLICE, Newmarket, Ont. Police services; 2,150 employees. Offers new staff three weeks of starting vacation, and a maximum of seven weeks for long-standing employees. YORK, REGIONAL MUNICIPALITY OF, Newmarket. Municipal government; 3,181 employees. Piloted a two-year rotational program to provide master’s-level finance graduates with work experience in various areas. YWCA TORONTO, Toronto. Individual and family services; 198 employees. Encourages ongoing employee development through in-house and online training.

YMCA OF GREATER TORONTO

q YMCA of Greater Toronto employees at the Newcomer Information Centre support immigrants starting new lives in Canada.

METHODOLOGY

ny employer with its head office or principal place of business in the Greater Toronto Area may apply for the Greater Toronto Area’s Top Employers contest. Competition is tough. According to Richard Yerema, managing editor of Canada’s Top 100 Employers, the richness of the region that makes this competition so uniquely competitive also makes it challenging to judge on

the editorial decision-making side. The editors of Canada’s Top 100 Employers evaluate each employer’s operations and human resources practices using the same eight criteria as the national competition of Canada’s Top 100 Employers. Those criteria are: physical workplace; work atmosphere and social; health, financial and family benefits; vacation and time off; employee communications

focused on how employers capture employee feedback; performance management; training and skills development; and community involvement. Employers are compared to other organizations in their field to determine which ones offer the most progressive and forward-thinking programs. – Diane Jermyn

DAVE UPHAM / RYERSON UNIVERSITY

p Ryerson University professor Roberto Botelho is Canada Research Chair in Biomedical Science and Technologies.

A Landscape of Quality

Wherever they are in the GTA, Greater Toronto’s Top Employers just keep getting better

andy, cars, colleges and casinos. That’s an edgy way of looking at this 10th annual list of Greater Toronto’s Top Employers. We’re talking geographically. At the four furthermost corners of the Greater Toronto Area’s tilted rectangle, you will find confectioner Mars Canada in Bolton in the northwest, Ford Motor Company in Oakville in the southwest, Durham College of Applied Arts and Technology in Oshawa in the southeast and the Great Blue Heron Charity Casino just outside Port Perry in the northeast. Does the word diversity come to mind? It should. Diversity of organizations, diversity of people, diversity of place. That has been

the hallmark of the Greater Toronto list for a decade, and it continues in this 2016 edition, reflecting the size and power of the GTA.

peninsula jutting into Lake Scugog in Durham Region, it may seem to many Torontonians more like an escape from the GTA.

Between those four corporate compass points are some of Canada’s largest and best-known employers, from RBC in downtown Toronto to Canadian Tire at Yonge and Eglinton. Many are also global household names, such as Samsung Electronics Canada in Mississauga and Mazda Canada in Richmond Hill. From the Lakefront to Newmarket, there are lawyers, health professionals, educators, charities and government organizations. Not to mention giants of entertainment, communications, technology and consumer products, downtown, uptown and crosstown.

But CEO and General Manager Arnold Block is firm. “We are definitely part of the GTA,” he says. “We’re in the geographic boundaries, of course, but the GTA is also the catchment area where our customers come from, and our staff.”

But even at the furthest reaches of the 7,000-square-kilometre GTA, there are clear elements of commonality. Take the Great Blue Heron Charity Casino, honoured this year for the first time. With its countryside location on a

One of those staff members is Alana Cawker, who grew up in nearby Sunderland. To her, Greater Toronto’s fabled diversity of people is one of the advantages of her job. “Because our casino is so multicultural,” she says, “it’s a great opportunity for me, coming from a small town, to learn about different cultures.” That’s the GTA, all right. And this year, Great Blue Heron has made its way onto the list of Top Employers because it delivers on its belief that keeping its employees engaged is essential

MOUNT SINAI HOSPITAL

p Members of the staff running club at Mount Sinai Hospital, one of this year’s winners. LANDSCAPE OF QUALITY (CONT.)

to its business mission. “We recognize that we can’t make our customers happy if our own employees who are trying to deliver the message aren’t happy,” says Block. This is the kind of thinking that unites all 99 of Greater Toronto’s Top Employers as they vie for the best people – often with each other. “Employers in the GTA understand that they exist in one of the most competitive employment landscapes in the country,” says Richard Yerema, Managing Editor at Mediacorp Canada, which manages the Greater Toronto’s Top Employers competition. “If they want to excel at capturing the best talent, they must ensure their human resource practices are not only competitive within their industry but also in the wider GTA neighbourhood.” Indeed, a talented graduate will often find her skills and brainpower are in demand by many different kinds of companies and organizations, from candy to cars. That means employers must ensure they’re on the cutting-edge in terms of what they offer – from attractive and open workspaces to flexible hours to generous benefits.

That’s well understood at the senior levels of the nation’s largest bank. “Toronto is truly one of the great cities of the world in its diversity and breadth of backgrounds,” says Jamie Anderson, Deputy Chairman of RBC Capital Markets. “As an employer it gives us a huge pool of talent to draw from.” But it’s crucial to give people the kind of environment they want to work in. “We try to be as flexible as we can to accommodate people,” says Anderson. “If you’re not doing that these days, A) you’re going to fall behind, and B) you’re not going to get the best talent. And it is all about talent.” Every year, the goalposts move. One HR executive at a company on this year’s list noted that he and his colleagues recently realized that the firm’s maternity leave salary top-up was, at eight weeks, now at the trailing end of what Top Employers offer and needed revision. Too true – at Ontario colleges like Durham, the policy is 93 per cent of salary for 52 weeks. Even the oldest element of enlightened employee relations – staff development – is in constant flux. Describing ways they help their people

progress, many Top Employers point to new leadership programs, expanded career guidance, and mentorship, mentorship, mentorship. Deloitte LLP has even turned mentorship upside down. It has deployed some younger staff to mentor more senior people in how to use technology properly! (And, of course, the younger ones still gain insight from the senior ones when they get together.) It’s not surprising that in the past decade, the goalposts have also moved for the list of Greater Toronto’s Top Employers. In its founding year of 2006, there were just 50 companies and organizations honoured. Its near-doubling to 99 today reflects the improvement in the quality of the applicants and their programs, says Yerema. “It’s Greater Toronto employees who gain,” he points out. “Good employers try to ensure they match or exceed local norms in order to attract the best talent – and in the GTA, those norms often lead the rest of the country.” That means the workplaces of Greater Toronto’s Top Employers just keep getting better, from the centre to the edges.

– Berton Woodward

Accenture’s Accenture’s Fjord Fjord adds adds edge edge to to the the Toronto Toronto team team

ccenture is opening up a studio ccenture is opening up adesign studio for its innovative Fjord for its in innovative design brand Toronto. Fjord But don’t brand Toronto. But team don’t look tointhe new Fjord look the new Fjordredesign team for a to simple website for a simple website or an app refresh. According toredesign Scott or an app refresh. According Scott Weisbrod, the studio lead andtoGroup Weisbrod, the studio leadcharged and Group Service Design Director with Service Design Director chargedthat’s with just setting up the Toronto location, setting location, that’s just a small up parttheofToronto what Fjord’s all about. a small part of what Fjord’s all about. “You want to hire Fjord to help you “You want tohairy hire Fjord to help with the big, problem that you seems with the big,tohairy problem that seems impossible solve,” he explains. impossible to solve,” “We see a demand forhe theexplains. services “We a demand for Accenture.” the services Fjordsee provides within Fjord provides within Accenture.” When Accenture acquired Fjord in 2013, When Accenture in be 2013, the idea was that acquired the wholeFjord would the idea was that the whole would be greater than the sum of the parts. Seen greater than brand the sum the parts. Seen as an iconic in of design thinking as an iconic brand in design thinking and service design, Fjord was an ideal and service for design, Fjord was an ideal acquisition Accenture, which helps acquisition for Accenture, which helps the world’s biggest and best-known the world’s biggest and best-known organizations find digital solutions to organizations findtransform digital solutions to drive growth and businesses. drive It doesgrowth this forand alltransform industriesbusinesses. working It does its thisstrategy, for all industries working across consulting, digital, across its strategy, consulting, digital, technology and operations divisions. technology and operations divisions.

sleek and modern office equipped with sleek and modern office equipped an innovation centre, relaxed workwith an innovation centre, relaxed work spaces and “telepresence” meeting spaces “telepresence” meeting rooms, and which allow participants to rooms, allow participants beam inwhich from around the world. to beam in from around the world. Accenture and its Fjord team are Accenture and its Fjord team aresome setting an example as they help setting an example they help some of Canada’s biggestasand best known of Canada’s biggest and best known organizations find digital solutions organizations find solutions to drive growth anddigital transform to drive growth and transform their businesses. “We’re not just their businesses. “We’re notalljust consultants, we implement the way consultants, weBill implement the way through,” says Morris, all Senior through,” Bill Morris, Senior Managing says Director and Canadian Managing Director and Canadian President of Accenture. “That makes President of Accenture. Fjord an especially good“That fit.” makes Fjord an especially good fit.” According to Weisbrod: “Fjord is According Weisbrod:and “Fjord known as atotrailblazer, thenisyou known as a trailblazer, then you layer Accenture on top and of us, it puts layer Accenture on top of us, it puts us on a whole different playing field.” us a whole different playing field.” Theonnew studio, which will comprise The new studio, which will comprise some 20 people at first, is still staffing some people at first,ofisroom still staffing up and20there is plenty for up and there plenty of room for growth. Fjordishas 20 design studios growth. Fjord has and 20 design studios around the world, the biggest around and theemployees. biggest have in the the world, range of 100 have in the range of 100 employees. So what are some of the big, So what are some of the big, hairy problems Accenture’s hairy problems Accenture’s Fjord team addresses? Fjord team addresses? Well, says Weisbrod, “Companies “Companies might Well, “Companies “Companies might might says comeWeisbrod, to Fjord and ask, might come to Fjord and ask, ‘How do we immerse ourselves come to Fjord and ask, ‘How do we of immerse ourselves come to Fjord and ask, in the world consumers?’” in the world of consumers?’” ‘How do we immerse Weisbrod sees two major trends ‘How do we immerse Weisbrod sees two major trendsof – number one, the digitization ourselves in the world –everything, number one, digitization ourselves in the world andthe number two, a of massive everything, and number two, a massive shift in consumers’ expectations of of consumers?’” shift in consumers’ expectations of of consumers?’” brands. Just as the world of entertainment brands. Just as the world of entertainment – Scott Weisbrod, has been transformed by digital so it Scott Weisbrod, has transformed digital sohealth it Group– Service Design Director will been revolutionize the by finance and Group and Service Design Director will revolutionize the finance and health Studio Lead industries, your home and your car. and Studio Lead industries, your home and your car. Consumers’ expectations are no longer Consumers’ expectations are no longer shaped just by direct competitors but shaped just by direct competitors but by what Weisbrod calls “perceptual Part of Accenture Interactive, the Fjord by what Weisbrod calls “perceptual Part the Fjord competitors.” Digital products and teamof ofAccenture designers Interactive, and developers competitors.” Digital away products and team of designers andresources developers services are chipping at the have access to global as services are chipping awaybusinesses at the have access to globalthat resources as foundations of traditional well as assignments are many foundations of traditional businesses well as 0909_9.25x1.75_FjordCanada_AccAd assignments that is arelocated many at copy.pdf 1 11/6/15 10:10 like banks. Weisbrod cites,AM as an and varied. Their studio 0909_9.25x1.75_FjordCanada_AccAd copy.pdf 1 11/6/15 like banks. Weisbrod10:10 cites,AMas an and varied. Their studio is located at example, U.S.-based Acorns.com, Accenture’s Toronto headquarters, a example, U.S.-based Acorns.com, Accenture’s Toronto headquarters, a

Fjord’s Fjord’s Toronto Toronto studio studio brings brings Living Living Services Services and and innovative innovative design design thinking thinking to to Canada. Canada.

Fjord’s studio lead scott Weisbrod and his team solve “big, hairy problems” Fjord’s studio lead scott Weisbrod and his team solve “big, hairy problems”

3,476 3,476 full-time staff full-time staff in Canada in Canada

61 61

charities helped charities helped last year last year

an app which promises “lowering an which promises by “lowering theapp barrier to investing letting its the barrier invest to investing by letting its customers their spare change customers invest their spare change into diversified portfolios.” into diversified portfolios.” “It’s showing how easy it can be, and “It’s showing how easyhe it can be, and shifting expectations,” explains. shifting expectations,” he explains. “People ask, ‘Why doesn’t my “People ask, ‘Why doesn’t my bank have a service like that?’” bank have a service like that?’” So-called experiential competitors So-called competitors don’t evenexperiential have to be in the same don’t have to be in the same line ofeven business. Consumers familiar line Consumers familiar withof thebusiness. frictionless service provided with the frictionless provided by Uber, disruptor ofservice taxi and limo by Uber, disruptor of same taxi and limo companies, want the standard companies, wanttheir the same standard of service from telco or bank. of service from their telco or bank.

5,875 5,875 staff volunteer staff hoursvolunteer last year hours last year

49 49

years, longestyears, longestserving employee serving employee

“We approach human problems with “We human with heartapproach and empathy. Weproblems try to understand heart We says try toWeisbrod. understand users and and empathy. their needs,” users and their needs,” says clients Weisbrod. Oftentimes, Fjord will help make Oftentimes, clients make life easier forFjord theirwill ownhelp employees. It life easier their own employees. might, for for example, “create a portal It to might, for be example, “create ainportal help them more effective daily to help be more effective daily tasksthem and routines,” explainsin Weisbrod. tasks and is routines,” explains Weisbrod. The goal to have maximum impact The is to have as maximum on asgoal many people possible.impact on as many people as possible. For Accenture and Fjord, says Morris, For Fjord,time saysfor Morris, “thisAccenture is a reallyand exciting us and “this is a really exciting time for and our people, because they want to us change our people, they and wantlives.” to change the way the because world works the way the world works and lives.”

“S

Fighting Fighting cancer cancer gets gets personal personal at at AstraZeneca AstraZeneca

cience and the patient are at cience and patient are the heart ofthe everything weat the of everythingThat, we do atheart AstraZeneca.” do at AstraZeneca.” That, says Carlo Mastrangelo, says CarloCorporate Mastrangelo, Director, Director, Corporate Communications, is one of the key Communications, is one the key attractions of working at of Mississaugaattractions of working at Mississaugabased AstraZeneca Canada Inc., a based AstraZeneca company Canada Inc., a on the biopharmaceutical focused biopharmaceutical company focused on the discovery and development of innovative discovery development ofdiabetes innovative medicines and for treating cancer, and medicines for treating cancer, diabetes cardiovascular and respiratory diseases.and cardiovascular and respiratory diseases. According to Mastrangelo, the last According to Mastrangelo, the last 18 months have been an exciting 18 months have been an exciting time for the organization. time for the organization. “We have increased our research footprint “We have increased research footprint in Canada, tripled theour size of our clinical in Canada, tripled the size of our clinical team and are moving into new areas of team and are movingpersonalized into new areas of medicine, including healthcare medicine, including personalized healthcare and treatments that are tied to a specific and treatments that are tied to“This a specific patient biomarker,” he says. is an patient biomarker,” he says. “This is an industry and company that is incredibly industry and company that isa incredibly gratifying, where you make profound gratifying, where a profound impact on the livesyou of make patients each day.” impact on the lives of patients each day.”

“This “This is is an an industry industry and and company that is incredibly company that is incredibly gratifying, gratifying, where where you you make make a profound impact a profound impact on on the the lives of patients each day.” lives of patients each day.” – Carlo Mastrangelo, – Carlo Mastrangelo, Director, Corporate Communications Director, Corporate Communications

Half of AstraZeneca’s employees are Half employees are basedofinAstraZeneca’s Mississauga and half stationed based and half stationed acrossin theMississauga country, specializing in clinical across themedical country,science specializing in clinical research, and sales. research, medical science and sales. The company offers a flexible work The company providing offers a flexible work to environment, technology environment, providing technology enable employees to work remotely.to enable to work remotely. Patient employees story and scientific posters Patient story and scientific postershead are found throughout its modern are found throughout its modern head office, aimed at connecting staff to their office, aimed at connecting staff to purpose – improving patient lives. their purpose – improving patient lives. Employees are highly engaged. The Employees are highly The company scored 94 perengaged. cent in its last company scored 94 per cent in its last

employee engagement survey, which is employee survey, which is of conducted engagement every two years. This is one conducted every twoglobal years. corporation. This is one of the top scores in the the top scores in the global corporation. To help staff better understand the To help behind staff better understand science the business andthe connect science behindAstraZeneca the businessruns and aconnect with patients, unique with patients, AstraZeneca a unique internal program called Myruns Science internal called My Science Matters.program It is led by the Scientific Matters. It is led by the Scientific Affairs team, who host regular lunch and Affairs team, who host regular lunch and learn sessions, townhall presentations learn sessions, townhall presentations and fun scientific tournaments. and fun scientific tournaments. My Science Matters covers topics My Matters coversabout topics fromScience educating employees from educating employees about different diseases, to the patient different diseases, to the patient journey and the latest in evolving journey and the latest in evolving science. Often physicians and patients science. Often physicians andtopatients are invited as guest speakers share are invited as guest speakers to share their perspectives and knowledge. A their and knowledge. recentperspectives session highlighted the workA recent the work of threesession younghighlighted Canadian scientists of three Canadian scientists who wonyoung Health Challenge Awards, who won Health Challenge at Awards, sponsored by AstraZeneca, the sponsored by Wide AstraZeneca, the 2015 Canada Science at Fair. 2015 Canada Wide Science Fair. AstraZeneca is committed to AstraZeneca is committed to of the professional development the professional development employees. It recently held itsof first employees. It recentlyWeek, held its first staff annual Development where annual Development wherewere staff across different teamsWeek, and levels across different teams and levels were encouraged to think about their personal encouraged to think about their personal growth and provided with opportunities growth and provided with opportunities to build new skills. This event included to build new event included resources andskills. tools,This videos, roundtables resources and tools, videos, roundtables and a motivational guest speaker. and a motivational guest speaker. “When reviewing their vision statement, “When reviewing their statement, many organizations put vision the business many organizations put the business first and employees second, but first and employees for AstraZeneca it`s second, the otherbut way for AstraZeneca it`s otherVice way around,” says Greer the Hozack, around,” Greer Hozack, Vice President,says Human Resources and President, Human “At Resources and Communications. the very outset Communications. the very outset we focus on great “At employees.” we focus on great employees.” AstraZeneca is also a partner of AstraZeneca is also aCanada. partnerThis of Stand Up to Cancer Stand Up to Cancer Canada. This national campaign involves a number national campaign involves a number of charities, government agencies of government andcharities, companies. Its goal isagencies to educate and companies. goal prevention is to educate the public aboutIts cancer the aboutfor cancer prevention and public raise funds interdisciplinary and raise funds for interdisciplinary collaborative oncology research. collaborative oncology research.

ASTRAZENECA EMPLOYEES GEORGE DEANGELIS, MICHELLE RICCIO AND TRACY HOLLAND ASTRAZENECA EMPLOYEES GEORGE DEANGELIS, RICCIO TRACYCAMPAIGN HOLLAND SUPPORTMICHELLE THE STAND UP TOAND CANCER SUPPORT THE STAND UP TO CANCER CAMPAIGN

698 698

full-time staff full-time staff in Canada in Canada

200 200

charities helped charities helped last year last year

AstraZeneca takes great pride in being a AstraZeneca takes pride in being a partner of Stand Upgreat to Cancer Canada, partner of Stand Up to Cancer Canada, says Mastrangelo. Oncology is an says Mastrangelo. is anhe says, important focus forOncology the company, important focus for the company, hean says, as it has a deep-rooted heritage and as it has a deep-rooted heritage and an exciting research pipeline in areas such exciting areas such as breast,research lung andpipeline ovarianincancer. as breast, lung and ovarian cancer. “Many of us have had friends or family “Many us havesays hadMastrangelo. friends or family battlingof cancer,” “It is battling says Mastrangelo. “It is a drivingcancer,” force behind the involvement aofdriving force behind the involvement employees in Stand Up to Cancer of employees inhave Standplacards Up to Cancer Canada and we with the Canada and we have placards the names of people each of us arewith standing names of people each of us are standing up for outside our offices and cubicles.” up for outside our offices and cubicles.”

Proud Proud to to be be one one of of Greater Greater Toronto’s Toronto’s Top Top Employers Employers

127 127

job openings joblast openings year last year

6,600 6,600 staff volunteer staff hoursvolunteer last year hours last year

The company has also recently supported The companyMargaret has also Cancer recentlyCentre supported the Princess in the Princess Margaret Cancer Centre in Toronto. In 2015, AstraZeneca donated Toronto. In 2015, AstraZeneca donated $450,000 to the centre’s ovarian cancer $450,000 to the centre’swill ovarian program. The donation help cancer fund program. The donation will fund clinical trials, ovarian cancerhelp research clinical trials, ovarian cancer research and training of the program’s next and trainingofofgynecological the program’soncologists. next generation generation of gynecological oncologists. “In addition to the causes AstraZeneca “In addition the causes AstraZeneca supports, weto encourage staff to volunteer supports, we encourage staff to volunteer and fundraise for charities they have a and fundraise for charities they have a personal connection to,” says Hozack. personal connection to,” says Hozack. “We strongly believe in making a “We strongly believe making a difference in our localincommunities.” difference in our local communities.”

Starring Starring now now on on eTV eTV – – your your fellow fellow BASF BASF employees employees

ou’ve heard of CTV and MTV. ou’ve heardeTV? of CTV and MTV. How about You’ve How about eTV? You’ve heard of it if you work at heard it if you work at BASF,ofthe world’s largest BASF, the world’s largest chemical producer. That’s producer.TV, That’s where theychemical watch Employee or eTV, where they watch Employee TV, or eTV, a program that started at the Mississauga aheadquarters program thatofstarted the Mississauga BASF at Canada Inc. headquarters of BASF Canada Inc. Jamie Apfelbeck was involved in the Jamie Apfelbeck was involved in the creation. Now Internal Communications creation. Internal Communications Manager Now in Mississauga, he was working Manager infour Mississauga, wasthe working in IT some years agohe when idea in somestaff four videos years ago the idea of IT sharing waswhen broached. of sharing staff videosofwas broached. It came from a group employees It came fromtoaBASF’s group ofSimply employees responding Dare responding to BASF’s Simply Dare program, which encourages people program, which encourages people throughout the company to suggest throughout the and company to suggest improvements innovations. improvements and innovations. Apfelbeck became part of the team that Apfelbeck became part oftook the team that implemented eTV, which its original implemented eTV, which “Speaker’s took its original inspiration from Citytv’s inspiration from Citytv’s “Speaker’s Corner” feature. Employees were Corner” were or their recordedfeature. talking Employees about their work recorded talking about their work or their ideas for improving company processes ideas for improving company processes in short videos of around two minutes, in shortwere videos of around which posted on the two localminutes, intranet. which were posted on the local intranet.

“No “No matter matter where where you you are are in the organization, whether in the organization, whether you’re you’re a a top top executive executive or or in in sales or in production, you sales or in production, you have have this this platform platform where where you you can can share share your your ideas ideas and thoughts.” and thoughts.” – Jamie Apfelbeck, Jamie Apfelbeck, Internal–Communications Manager Internal Communications Manager

“It really caught on,” says Apfelbeck. “It really caught says Apfelbeck. After starting as aon,” Canada-wide platform, After starting as a Canada-wide platform, eTV spread across North America. Now eTV spread across North America. Now

anyone at BASF locations in Canada and anyone BASF locations and the U.S.atcan record videos in forCanada eTV, and the U.S. can record videos for eTV, and anyone in the global company, which is anyone in the global company, headquartered in Germany, canwhich watch.is headquartered in Germany, can watch. Today there are four video categories – Today are four video Drive, there for ideas; Faces, for categories employees– Drive, for ideas; Faces, for employees to introduce themselves; bSAFE (a to introduce themselves; bSAFE (a play on BASF), to encourage safety; play on BASF), to encourage safety; and Only at BASF, where people and Onlyexperiences at BASF, where people describe at work. The describe work. The videos areexperiences also shownaton the company’s videos are also shown on the company’s informational LCD screens. informational LCD screens. “It turned into something that no matter “It turned something that no matter where youinto are in the organization, where you are ina the whether you’re top organization, executive or in whether you’re a top executive in sales or in production, you haveorthis sales or inwhere production, have thisideas platform you canyou share your platform whereApfelbeck you can share ideas and thoughts,” says.your “And and Apfelbeck “And yourthoughts,” audience is the wholesays. company.” your audience is the whole company.” To Terri Howard, Director, Human To Terri Howard, Director, Human Resources, for BASF Canada, eTV is Resources, for BASF Canada, eTV is a perfect example of how the company adoes perfect example of how the company things. “It really demonstrates what does things. “It really demonstrates we call our CORE values – creative,what we call our CORE values – creative, open, responsible and entrepreneurial,” open, responsible and entrepreneurial,” she says. “It was created in line she was created in line withsays. those“Itvalues, and it was also an with those values, and our it was also an opportunity to engage employees. opportunity to engage our employees. It’s been really well received.” It’s been really well received.” In Canada, BASF employees are In Canada, BASFinemployees are largely involved sales, marketing largely involved in sales, marketing and production – agricultural products and – agricultural products makeproduction up the largest business unit – make up the largest business unit along with corporate functions and– a along with corporate functions and a small research and development group. small research and development group. In the Greater Toronto Area, BASF In Toronto Area, BASF hasthe theGreater Mississauga head office and has the Mississauga head office production facilities in Bramptonand and production in manufacture Brampton and Toronto thatfacilities primarily Toronto that primarily manufacture construction-related chemical products. construction-related chemical products. But about 40 per cent of Canadian But about 40 persometimes cent of Canadian employees only visit employees only sometimes a BASF office – most of thevisit sales ateam, BASF office – in most the work sales including the of GTA, team, including in the GTA, work from home and go out to meet clients from home andstill go network out to meet clients directly. They with other directly. They still network with employees at company meetings other and employees at company meetings–and events, however, and Apfelbeck who events, andhome Apfelbeck – who himself however, works from two days a himself works from home two days a

We We create create chemistry chemistry that that makes makes “wow” “wow” love love “why”. “why”. Learn more about BASF Kids’ Lab at Learn more about BASF Kids’ Lab at we-create-chemistry.basf.com we-create-chemistry.basf.com

BASF employees from the mississauga head office film a segment for etV BASF employees from the mississauga head office film a segment for etV

683 + 2,500+ 683 2,500

full-time staff full-time staff in Canada in Canada

students hosted students hosted at BASF Kids’ Lab at BASF Kids’ Lab

week – often uses such opportunities to week often uses such opportunities record–the visiting employees for eTV.to record the visiting employees for eTV. Howard says BASF is a particularly good Howard says who BASF a particularly fit for people areis drawn to large good fit for people who areapplicants drawn to large organizations. “Our often talk organizations. “Our applicants within often talk about the greater opportunities a about the greater opportunities within a big company, whether it’s advancement, big company, it’s advancement, or training andwhether development, or the wide or training and development, or the wide variety of areas to work in,” she says. variety of areas to work in,” she says. An engineer by trade, Apfelbeck says he An trade, Apfelbeck says has engineer benefitedby from BASF’s support forhe has benefited from BASF’s support forIT, career development. After 18 years in career development. After 18 years in his work on the eTV project led to himIT, his work on the eTV project led to him

17 17

weeks, maternity weeks, maternity top-up pay top-up pay

35 35

charities helped charities helped last year last year

joining the corporate communications joining thetaking corporate team and on hiscommunications current role team and taking on his current role overseeing internal communications. overseeing internal communications. “It’s a big change for me but I’m “It’s big change but“II’m reallya enjoying it,”for heme says. really enjoying it,” he says. “I the think it’s really cool that I got think it’s really cool that I got the opportunity to make the jump. It says opportunity to make jump. –Itthey says something about the the company something about theand company – they really value, enable encourage really value, enableprogression.” and encourage this kind of career this kind of career progression.” Sounds like a good video for eTV. Sounds like a good video for eTV.

150 years 150 years

LIFE LIFE values values and and community community spirit spirit rule rule at at Bayer Bayer

ayer, a life sciences company ayer, sciences company based ainlife Mississauga, Ont., has based Mississauga, has its owninBNN channel –Ont., Bayer its ownNetwork BNN channel News at their– Bayer News Network their Matheson officeatand plans to office and plans to roll it out Matheson in other locations in 2016. BNN roll it out incompany other locations in 2016. broadcasts news and eventsBNN broadcasts company newslocated and events from television monitors in office from television located in office kitchenettes andmonitors near elevators.“This is kitchenettes is a fun way to and helpnear staffelevators.“This become ambassaadors funof way to help becomeand ambassaBayer and staff its products dors of Bayer and its products andand stay informed on company events stay informed on company events and announcements,” says Lynda Newcomb, announcements,” says Lynda Newcomb, Vice President, Human Resources. Vice President, Human Resources. Not only is the company consistently Not only is the company ranked a top employer in consistently the GTA but ranked a top employer in the GTA but its recent purchase of Merck’s consumer its purchase Merck’s consumer carerecent business madeof Bayer the number care Bayer the number threebusiness providermade of over-the-counter healththree providerinofCanada. over-the-counter healthcare products care products in Canada. Bayer’s acquisition added household Bayer’s acquisition added Dr. household brand names Coppertone, Scholl’s brand names Coppertone, Dr. Scholl’s and Claritin to its already notable product and Claritin to its already notable product offering including Aleve, ASPIRIN and offering Aleve, ASPIRIN and Canesten.including This created a buzz around Canesten. This created a buzz around the organization, explains Newcomb. the organization, explains Newcomb.

“Bayer does not operate with “Bayer does not operate with a typical top-down structure, a typical top-down structure, so employees are supported in so employees are supported in exploring roles both vertically exploring roles both vertically and horizontally.” and horizontally.” – Jamie Stretch, – Jamie Stretch, Regional Sales Manager Canada West, RegionalPharmaceutical Sales ManagerDIvision Canada West, Pharmaceutical DIvision

“There was a lot of excitement in our “There wascare a lot of excitement in acquiour consumer division about the consumer division about the acquisition,” shecare says. “Employees driving sition,” shewere says.also “Employees driving into work proud to see our into werecome also to proud to see our new work products life on advertising new products come life on advertising billboards along the to Gardiner Expressbillboards along the Gardiner Expressway this past summer.” way this past summer.”

Another recent Bayer initiative that Another Bayerpride initiative generatedrecent employee was that a televigenerated employee pride was a television campaign for ASPIRIN 81mg. sion campaign for ASPIRIN 81mg. During a suspected heart attack, Bayer During a suspected attack, recommends callingheart 911 and thenBayer crushing recommends calling 911 and81mg then crushing and chewing two ASPIRIN tablets. and ASPIRIN tablets. The chewing product istwo approved for81mg this use The product “Feedback is approvedonforthe this use nationwide. campaign nationwide. “Feedback onNewcomb. the campaign was overwhelming,” says was overwhelming,” says Newcomb. At its Mississauga headquarters, the At its Mississauga headquarters, the company has a modern open concept company modern open workspacehas to aencourage staffconcept to move workspace encourageThere staff toaremove around and to collaborate. around and collaborate. state-of-the-art meeting There rooms,are booths state-of-the-art rooms, booths in the pantries, ameeting patio and a cafeteria in the pantries, a patio and a cafeteria where employees can gather. Company where employees can Company information posters aregather. featured on each information posters are featured on each floor, inspiring employees to continue floor, employees to continue doing inspiring great work for customers. doing great work for customers. Bayer’s workplace culture is built on its Bayer’s culture isintegrity, built on its four keyworkplace values: leadership, four key values: leadership, integrity, flexibility and efficiency, summarized flexibility andcompany’s efficiency, employee summarized as LIFE. The as LIFE. Theprogram, company’s employee recognition called You Make recognition called You Make Life Better, program, rewards staff who integrate Life integrate theseBetter, valuesrewards into howstaff theywho work. these values into how they work. Jamie Stretch, Regional Sales Manager Jamie Regional Sales Manager CanadaStretch, West for the Pharmaceutical Canada thebreathes Pharmaceutical Division,West livesfor and these values. Division, lives and breathes values. He has held a range of sales these and marketHe has a range of sales andatmarketing rolesheld over a 10-year career the ing roles over a 10-year careerfollowed at the company and says he simply company and says he simply followed his interests. his interests. “Bayer does not operate with a typical “Bayer does not operate with a typical top-down structure, so employees are top-down so employees are supported structure, in exploring roles both vertisupported in exploring roles both vertically and horizontally,” Stretch explains. cally and horizontally,” “Everyone is consideredStretch uniqueexplains. and “Everyone considered unique and their voicesisheard and interests their voices heard and interests encouraged.” encouraged.” In his current role, Stretch is responsible In current role, Stretch responsible forhis managing the sales teamis in the for managing thedivision. sales team the to Ophthalmology As in a way Ophthalmology division. As atoway to stay involved and connected patients, stay involved connected patients, Stretch and hisand team memberstoattend Stretch his team members attend events inand support of the Foundation events in Blindness support ofand the CNIB. Foundation Fighting When not Fighting Blindness CNIB. When not on the road, Stretchand works mainly from on thein road, Stretch works mainly from home Oakville. home in Oakville.

BAYER HEAD OFFICE SHOWCASING THE COMPANY’S LIFE VALUES - LEADERSHIP, INTEGRITY, FLEXIBILITY, EFFICIENCY BAYER HEAD OFFICE SHOWCASING THE COMPANY’S LIFE VALUES - LEADERSHIP, INTEGRITY, FLEXIBILITY, EFFICIENCY

1,639 1,639 full-time staff full-time staff in Canada in Canada

328 328

charities helped charities helped last year last year

To familiarize new employees with the To familiarize new employees with the company, the Hello Bayer orientation company, the introduced. Hello BayerHello orientation program was Bayer program introduced. Bayer features awas microsite aboutHello the workplace features a microsite about the and culture plus a welcome kitworkplace with a first and plus welcomeinformation. kit with a first day culture checklist anda benefits day and benefits information. Andchecklist when they arrive, a “Bayer Buddy” And when they arrive, “Bayer Buddy” is assigned to take thema on an office tour. is assigned to take them on an office tour. Bayer’s internal social committee ensures Bayer’s internal social committee a community spirit remains aroundensures the abuilding community spirit remains the for employees. Thearound committee building for employees. committee offers discount tickets forThe local offers discount tickets at forthe local attractions like events Mirvish attractions events Wonderland. at the Mirvish Theatre andlike Canada’s Theatre and Canada’s Wonderland. Bayer has many programs and initiatives Bayer has many programs andThe initiatives that support its LIFE values. that support its LIFE values. The

Explore Bayer Employment Opportunities Explore Bayer Employment Opportunities at Bayer.ca and BayerCropScience.ca at Bayer.ca and BayerCropScience.ca

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job openings joblast openings year last year

42 42

years, longestyears, employee longestserving serving employee

company’s wide-ranging competitive company’s wide-ranging benefits package includescompetitive matching benefits package includes matching retirement and savings programs. retirement Bayer also and has savings an onlineprograms. store where Bayer also has an online where staff can purchase Bayer store over-thestaff canproducts purchaseatBayer over-thecounter discounted prices counter products prices and a state of the at artdiscounted gym on site. and a state of the art gym on site. “Bayer lives the culture, it doesn’t just “Bayer lives the culture, doesn’t just speak the culture. Takingitadvantage of speak the culture. Taking the on-site gym over youradvantage lunch hourof the on-site overthe your lunchbeside hour is easier to gym do when person is easier to treadmill do when the you on the is aperson senior beside you on the treadmill is a senior executive,” says Stretch. “Bayer is executive,” is that kind of says place,Stretch. where “Bayer people are that kind of place, where people are approachable and the community approachable and the community spirit is strong.” spirit is strong.”

Evolving CAA looks for an innovative spirit

aniel aniel Howse Howse may may be be aa bit bit of of aa poster boy for how CAA South poster boy for how CAA South Central Central Ontario Ontario (CAA (CAA SCO) SCO) is expanding and evolving. is expanding and evolving.

At At the the moment, moment, Howse Howse works works out out of of the the 2-million-member 2-million-member auto auto club’s club’s headquarters headquarters in in Thornhill, Thornhill, Ont., Ont., selling selling vehicle vehicle and and home home insurance. insurance. But But as as it it happens, happens, he he recently recently bought bought aa home home in in Port Port Hope. Hope. That’s That’s when when he he learned learned he’d he’d be be able able to to work in the nearby Cobourg CAA work in the nearby Cobourg CAA store, store, one one of of 34 34 in in the the CAA CAA SCO SCO region. region. “We “We are are looking looking to to include include insurance insurance agents in more of our agents in more of our stores,” stores,” says says Mary Mary Duncan, Duncan, Vice Vice President, President, Human Human Resources. Resources. “The “The stores stores are are moving moving from from being being primarily primarily aa travel travel store store to to more of a retail store so it will more of a retail store so it will be be allallencompassing encompassing for for member member needs.” needs.”

Then, Then, too, too, Howse Howse is is young. young. CAA CAA is is keen keen to recruit younger associates who to recruit younger associates who in in turn turn can can help help attract attract younger younger members, members, thereby thereby refreshing the 50-something demographic refreshing the 50-something demographic that that is is its its largest largest component, component, says says Duncan. Duncan. “We are looking for an innovative “We are looking for an innovative spirit.” spirit.”

“We “We are are looking looking for for highly highly skilled professionals skilled professionals who who are looking for a place are looking for a place where where they they can can fulfill fulfill all all their career aspirations, their career aspirations, yet yet work for a company that work for a company that cares cares about about others.” others.” – Mary Duncan, – Mary Duncan, Vice President, Human Resources Vice President, Human Resources

All All of of which which suits suits Howse, Howse, who who joined joined in in 2012 2012 and and enjoys enjoys being being in in sales. sales. “I “I love love having having targets, targets, and and the the incentives incentives for for going going above above target target keep keep you you refreshed,” refreshed,” he he says. says. “And “And even even though though you’re you’re working working as as part part of of the the CAA CAA team, team, you‘re you‘re almost almost your your own own boss. boss. You You get get out out of of it it what what you you put put in.” in.”

He He also also likes likes the the service-oriented service-oriented culture. culture. “We really do care “We really do care about about the the members,” members,” he he says. says. “It’s “It’s not not just just about about the the top top dollar. dollar. And the environment is open for And the environment is open for success. success. If If you you come come in in to to further further an an insurance insurance career or a sales career, they career or a sales career, they have have your your back. back. It’s It’s aa supportive supportive community.” community.”

CAA SCO ASSOCIATES WORK IN A HIGHLY COLLABORATIVE ENVIRONMENT CAA SCO ASSOCIATES WORK IN A HIGHLY COLLABORATIVE ENVIRONMENT

1,255 full-time full-time staff staff in in Canada Canada

years, years, longestlongestserving serving employee employee

Duncan Duncan says says the the variety variety of of services services CAA provides means it needs CAA provides means it needs aa lot lot of of different different skills. skills. It It has has travel travel agents, agents, call call centre centre personnel, personnel, insurance insurance underwriters underwriters and and adjusters, adjusters, finance finance professionals, professionals, IT IT people and corporate functions, people and corporate functions, as as well well as as the the sales sales team team Howse Howse is is aa part part of. of. In In addition, CAA now sells its own travel addition, CAA now sells its own travel medical medical insurance insurance through through another another team. team.

gives gives aa very very homey homey CAA CAA feeling.” feeling.” CAA CAA SCO’s SCO’s region region extends extends from from Sault Sault St. St. Marie Marie to to Kingston, Kingston, and and southwest southwest to to Windsor. Windsor. Other Other parts parts of of Ontario Ontario are are served served by by sister clubs CAA Niagara and sister clubs CAA Niagara and CAA CAA North North and and West. West.

For For those those working working in in stores, stores, aa refreshed refreshed CAA CAA outlet outlet in in Burlington Burlington shows shows the the future. future. “It’s much more of an open environment, “It’s much more of an open environment, more more self-serve, self-serve, more more technology technology for for young people,” Duncan young people,” Duncan says. says. “But “But it it still still

Other Other employees employees also also have have work-fromwork-fromhome and other flexibility home and other flexibility options. options. A A notable notable benefit benefit at at CAA CAA is is the the bonus bonus week week of of vacation vacation associates associates get get at at every every fifth fifth

“We “We are are looking looking for for highly highly skilled skilled professionals who are professionals who are looking looking for for aa place place where they can fulfill all their career where they can fulfill all their career aspirations, yet work for a company aspirations, yet work for a company that that cares cares about about others,” others,” says says Duncan. Duncan.

A A pilot pilot project project for for the the CAA CAA SCO SCO call call centre may offer the ultimate centre may offer the ultimate in in work-life work-life balance. balance. Some Some 50 50 employees employees have have been been set up with all the equipment they set up with all the equipment they need need to to handle handle calls calls from from home home full-time. full-time. “They’re “They’re really really embracing embracing this,” this,” Duncan Duncan says. says.

24,156 job job applications applications last last year year

year year of of employment, employment, in in addition addition to to their their regular regular time time off off that that year. year. And And not not surprissurprisingly, ingly, everyone everyone gets gets free free membership membership in in CAA. CAA. Annually, Annually, CAA CAA holds holds an an associates associates appreciation week, with appreciation week, with aa slate slate of of activities activities –– from from games games and and barbecues barbecues to to executive executive visits visits to to the the stores stores –– designed designed to to thank thank associates associates for for their their hard hard work. work. “It speaks volumes about the “It speaks volumes about the type type of of culture culture we we have,” have,” says says Duncan. Duncan. That That culture culture is is highly highly collaborative, collaborative, and and very very member-driven, member-driven, she she says. says. “CAA has the heart of an association “CAA has the heart of an association but but the the mind mind of of aa business.” business.”

CAA CAA South South Central Central Ontario Ontario is is proud proud to to be be one s Top Top Employers Employers one of of Greater Greater Toronto Toronto’’s for for the the seventh seventh year year in in a a row. row. ™ Making bad days good. And good days better. is a trademark of CAA South Central Ontario. ™ Making bad days good. And good days better. is a trademark of CAA South Central Ontario. ® CAA and CAA logo trademarks owned by, and use is authorized by, the Canadian Automobile Association. (1266-11/15) ® CAA and CAA logo trademarks owned by, and use is authorized by, the Canadian Automobile Association. (1266-11/15)

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jobs jobs available available in in past past year year

caasco.com/careers caasco.com/careers

Making Making bad bad days days good. good. ™ And good days better. And good days better.™

CAMH CAMH gets gets rid rid of of the the walls walls around around mental mental illness illness

any organizations like anysay organizations like to they are “building to say are “building for thethey future,” but at the for the future,” but at the Centre for Addiction and Centre for Addiction and Mental Health (CAMH), Health (CAMH), this convictionMental is a reality. Canada’s this conviction is a reality. Canada’s largest mental health and addiction largest mental health and addiction teaching hospital is preparing to enter teaching is preparing to enter the largesthospital phase yet of a multi-year the largest phaseproject yet ofaimed a multi-year redevelopment at furthering redevelopment project aimed furthering its mission of transforming theatlives of its mission of transforming theaddiction. lives of those with mental illness and those with mental illness and addiction. “There are lots of changes on the way,” “There areBellissimo, lots of changes the way,” says Kim Vice on President, says Kim Bellissimo, President, Human Resources andVice Organizational Human Resources and Organizational Development at CAMH. “The model for Development at CAMH. “The dealing with the populations wemodel servefor has dealing with serve has evolved fromthe onepopulations of custodialwe care to one evolved from of custodial one of healing andone recovery. That’scare verytoinof healing and That’s very inspirational and recovery. is reflected in everything spirational we do.” and is reflected in everything we do.” CAMH, formed from the merger of four CAMH, formed from the merger of four organizations in 1998, is headquartered organizations in 1998, is headquartered at Queen Street West and Ossington at QueeninStreet West and Ossington Avenue downtown Toronto where a Avenue in downtown Toronto “lunatic asylum” first opened inwhere 1850.a “lunatic asylum” opened in changed 1850. The buildings, andfirst their names, The buildings, and their names, changed over the years, but until CAMH emerged over athe years, mandate but until to CAMH emerged with modern reinvent the with a modern mandate to reinvent treatment of mental illness, negativethe treatmentremained of mentalentrenched. illness, negative attitudes attitudes remained entrenched.

“The real draw is the “The real draw is the cause, the shared sense cause, the shared sense of improving the quality of improving the quality of life for others.” of life for others.”

– Kim Bellissimo, – KimHuman Bellissimo, Vice President, Resources and Vice Organizational President, Human Resources and Development Organizational Development

Today, only a stretch of high brick wall Today, as only stretchreminder of high brick wall stands an ahistoric of how stands aspatients an historic of their how isolated oncereminder were from isolatedfriends patientsand once from their family, thewere community at large. family, friends and the community at large.

The 27 – acre site is helping to revitalize Theneighbourhood 27 – acre site iswith helping to revitalize the pedestrianthe neighbourhood with pedestrianfriendly grounds, shops and green spaces. friendly grounds, green spaces. In the 21st century,shops beingand integrated into In the 21st century, being integrated into the community is part of the treatment. the community is part of the treatment. At a time of changing attitudes, especially At a time of changing attitudes, especially among young people who are more willamong young people who are more willing to seek help, the open, welcoming ing to seek help, the open,towelcoming environment is designed encourage even environment is come designed to encourage even more people to forward for treatment. more people to come forward for treatment. CAMH is also one of the world’s CAMH research is also one of theinworld’s leading centres its field. leading research centres in field. Researchers are focused onits making Researchers are focused on making cutting edge discoveries that will improve cutting edge discoveries our understanding of the that brainwill andimprove our understanding of the brain and two transform patient care. By the time transform patient By theintime two new buildings arecare. completed 2020, new buildings are completed in 2020, educational and clinical care spaces will educational and clinicalforcare spaces will enhance opportunities knowledge enhance opportunities for knowledge exchange and for turning scientific exchange and forpioneering turning scientific discoveries into new treatments. discoveries into pioneering new treatments. For CAMH staff, a dynamic, safe and For CAMH staff, a easily dynamic, safe andby healthy workplace, accessible healthytransit, workplace, accessible by public is justeasily the starting point. public transit, is just the starting point. The organization offers employees, The organization offers employees,pay among other things, a competitive among other things, a competitive and benefits package, opportunitiespay for and benefits package, opportunities development and advancement, and for developmentfamily-friendly and advancement, and exceptional incentives. exceptional family-friendly incentives. The latter include parental-leave topThepayments, latter include parental-leave up an option to extendtopthat up payments, an option to extend that leave into an unpaid leave of absence, leave into an unpaid leave of absence, and an onsite daycare facility. and an onsite daycare facility. What attracted Uzma Haider to CAMH Whatyears attracted Haider CAMH three ago Uzma – and has kepttoher three years ago – and has kept her excited and engaged since – was a excited opportunity and engagedtosince – was unique deploy her a unique opportunity to deploy her in skills and education. With degrees skills and education. With degrees in engineering and health infometrics, engineering and health infometrics, Haider describes her work on CAMH’s Haider describes her workinfrastructure on CAMH’s new I-CARE technology new I-CARE technology infrastructure as “an amazing fit.” I-CARE, which as “an amazing fit.” I-CARE,patient whichhealth documents and standardizes documents and standardizes patient information, facilitates collaborationhealth information, collaboration among all thefacilitates professionals involved in among all the professionals involved in a patient’s care, including physicians, a patient’s nurses and care, socialincluding workers.physicians, nurses and social workers. As a Project Coordinator in CAMH’s As a Project Management Coordinator in CAMH’s Information Group, Information Management Group,

A CITY-INTEGRATED SITE EMERGES WITH THE NEXT PHASE OF CAMH’S REDEVELOPMENT PROJECT A CITY-INTEGRATED SITE EMERGES WITH THE NEXT PHASE OF CAMH’S REDEVELOPMENT PROJECT

2,212 2,212 full-time staff full-time staff in Canada in Canada

Enterprise Project Management Office, Enterprise Project Management Office, Haider helped to implement I-CARE Haider helped to implement I-CARE and is now involved in optimizing its and is now involved its operations. “I-CAREinisoptimizing a fully customized operations. “I-CARE is a fully customized system and each group of stakeholders has system and each group of stakeholders has different needs,” she says. “There is a lot different needs,” she says. “There is a lot of work involved in making sure I-CARE of workininvolved in makes makingsense sure for I-CARE works a way that works in a way that makes sense for everyone while continuing to enhance the everyonespeed while and continuing to enhance the system’s functionality overall.” system’s speed and functionality overall.” This assignment brings her face-toThis with assignment herCAMH face-toface a wide brings range of face with a wide range of CAMH

Transform your career Transform your career with one of Canada’s Best Diversity Employers

with one of Canada’s Best Diversity Employers

Join CAMH, Canada’s leading hospital for mental health, and help transform Joinlives CAMH, Canada’s leading hospital for mental health, and help transform the of people living with mental illness and addiction. the lives of people living with mental illness and addiction. Visit our website and transform your career. Visit our website and transform your career.

52 52

weeks, combined weeks, combined maternity and maternity parental leave and top-up parental leave top-up

www. www.camh camh.ca .ca

45 45

years, longestyears, employee longestserving serving employee

42,575 42,575 job applications job last applications year last year

employees, says Haider, and this in turn employees, says Haider,understanding and this in turn has given her a broader has given her a broader understanding of the mission and values that inform of the mission andoperations. values that Itinform the organization’s is also the organization’s operations. is also another reason she enjoys her It position another reason“This she enjoys position with CAMH. is suchher a great team with CAMH. is such great team to work with,”“This Haider says. a“Everybody to work Haider says. “Everybody has suchwith,” a positive attitude.” has such a positive attitude.” Bellissimo concurs: “The real draw is Bellissimo concurs: draw is the cause, the shared“The sensereal of improving the quality cause, the shared of improving the of life for sense others.” the quality of life for others.”

Canadian Tire’s team takes pride in Jumpstart

auren auren Griffith Griffith will will never never forget forget the way she was offered the way she was offered her her job job working with Canadian Tire working with Canadian Tire Corporation’s Corporation’s signature signature charity, charity, Jumpstart, which Jumpstart, which helps helps families families in in need need by by defraying defraying the the often often onerous onerous costs of young people’s involvement costs of young people’s involvement in in sports sports and and physical physical activity. activity. The The offer offer wasn’t wasn’t made made on on the the phone phone or in a meeting room. It came or in a meeting room. It came on on aa stage, in front of hundreds of people. stage, in front of hundreds of people.

From From the the CEO. CEO. To explain, To explain, let’s let’s start start at at the the beginning. beginning. During During her her high high school school years, years, Griffith Griffith was was aa talented talented basketball basketball player player who who competed competed for for two two club club teams teams in in the the Greater Greater Toronto Toronto Area. Area. When When she she found found it it hard hard to to meet meet costs costs and and fees fees of of some some $2,000 $2,000 aa year, year, her her coaches coaches approached approached Jumpstart, Jumpstart, which which helped helped cover cover the the expenses. expenses.

That That allowed allowed her her to to concentrate concentrate on on basketball – “I was relieved basketball – “I was relieved II didn’t didn’t have have to to worry worry about about money” money” – – and and she she went on to win basketball scholarships went on to win basketball scholarships to to two two major major American American universities. universities.

“We “We encourage encourage our our employees employees to to get get out out and and see how important the see how important the money money they’re they’re raising raising and and the the time time they’re they’re giving giving is is to to these families.” these families.” – Landon French, – Landon French, President of Canadian Tire President of Canadian Tire Jumpstart Charities Jumpstart Charities

When When she she returned returned to to Toronto Toronto with with aa sociology sociology degree degree in in 2012, 2012, she she began began working working at at aa series series of of jobs jobs involving involving community community outreach. outreach. Then, Then, earlier earlier this this

year, year, Jumpstart Jumpstart asked asked her her to to tell tell her her uplifting story at its annual recognition uplifting story at its annual recognition meeting at a large downtown hotel. meeting at a large downtown hotel. After After she she spoke, spoke, Michael Michael Medline, Medline, President and CEO President and CEO of of Canadian Canadian Tire Tire Corporation Corporation (CTC), (CTC), took took to to the the stage stage and, and, clearly clearly impressed, impressed, publicly publicly offered offered her her aa job job right right then then and and there. there. Griffith Griffith was was astonished. astonished. “I “I felt felt happy and a little overwhelmed,” happy and a little overwhelmed,” she she says. says. “This “This was was the the career career moment I had been waiting moment I had been waiting for for since since II graduated graduated from from college.” college.”

Now Now she she is is in in the the thick thick of of Jumpstart’s Jumpstart’s work in her role as Advisor, work in her role as Advisor, CTC CTC Community Community and and Jumpstart. Jumpstart. She She helps helps field field event event requests requests from from the the community, community, attends attends major major events events and and advises advises on on branding. “I feel very privileged,” branding. “I feel very privileged,” she she says. says. “I “I can can definitely definitely relate relate to to the kids I’m helping because the kids I’m helping because I’ve I’ve been been one one of of them. them. They They just just want want to to get out of the house, make friends get out of the house, make friends and and play play sports. sports. It’s It’s amazing amazing that that Jumpstart can help them Jumpstart can help them do do that.” that.” Focused Focused on on helping helping kids kids aged aged 44 to to 18, 18, Jumpstart Jumpstart covers covers the the costs costs of of getting getting involved involved in in sport, sport, such such as as registration registration fees fees or or transportation, transportation, and and provides provides equipment equipment through through its its network network of of stores. stores. The The Canadian Canadian Tire Tire family family includes includes FGL FGL Sports, Sports, which which operates operates Sport Sport Chek, Chek, Sports Sports Experts Experts and Atmosphere, as well and Atmosphere, as well as as Mark’s Mark’s and and Canadian Canadian Tire Tire Financial Financial Services. Services.

Landon Landon French, French, President President of of Canadian Canadian Tire Jumpstart Charities, says Tire Jumpstart Charities, says the the organization organization grew grew out out of of the the nearly nearly 100-year-old 100-year-old culture culture of of Canadian Canadian Tire, Tire, which which has has always always been been known known for for giving giving back back to to the the community. community. “Our “Our employees employees are are very very proud proud to to be be aa part part of of it,” it,” he he says. says. In In the the 10 10 years years since since Jumpstart Jumpstart took took over from predecessor over from predecessor foundations, foundations, it it has has helped helped 11 million million kids kids across across Canada, including 80,000 Canada, including 80,000 in in the the GTA, GTA, and and disbursed disbursed more more than than $100 $100 million. million. This This year year alone alone it it will will help help about about 200,000 200,000 kids kids in in need, need, says says French. French.

CANADIAN TIRE EMPLOYEES PARTICIPATE IN JUMPSTART GAMES IN TORONTO CANADIAN TIRE EMPLOYEES PARTICIPATE IN JUMPSTART GAMES IN TORONTO

85,000 57,000 143,652 599 total staff total staff in Canada in Canada

staff volunteer staff volunteer hours last year hours last year

Employees Employees participate participate through through encouraging encouraging $2 $2 donations donations at at store store cash cash registers, registers, getting getting involved involved in in corporate corporate fundraising fundraising events, events, and and volunteering volunteering to to help help at at the the biggest biggest events of all, the Jumpstart events of all, the Jumpstart Games. Games.

Held Held in in 24 24 communities communities across across Canada Canada this this year, year, Jumpstart Jumpstart Games Games provide provide children children from from financially financially disadvantaged disadvantaged families families with with aa day day of of play play where where they they have the opportunity to build have the opportunity to build teamwork teamwork skills skills and and interact interact with with others others their their age. age. “We “We encourage encourage our our employees employees to to get get out and see how important the money out and see how important the money they’re they’re raising raising and and the the time time they’re they’re

job applications job applications last year last year

applicants for Next applicants for Next Generation Talent Generation Talent Program last year Program last year

giving giving is is to to these these families,” families,” says says French. French. “There are moms and dads that “There are moms and dads that shed shed aa tear tear because because the the kids kids are are having having so so much fun. For some of these much fun. For some of these kids, kids, it’s it’s the the first first time time they’ve they’ve been been on on aa bus, or out of their neighbourhood. bus, or out of their neighbourhood. We We want want our our employees employees to to feel feel that that energy and have that experience.” energy and have that experience.”

The The charity charity is is one one of of Canadian Canadian Tire’s Tire’s many many attractions attractions in in recruitment. recruitment. “It “It really really helps us with potential new employees,” helps us with potential new employees,” says says French. French. “They “They know know aa lot lot about about Jumpstart and see the community Jumpstart and see the community value. value. It’s It’s aa great great part part of of the the culture culture here.” here.”

Canadian Tire Corporation is proud to be one of Greater Toronto’s Top Employers.

Changing lives through learning at Durham College

ot ot everyone everyone gets gets up up Monday Monday to to Friday Friday and and goes goes to to the the office office thinking thinking anything anything is is possible. possible. But But Don Don Lovisa, Lovisa, president president of of Durham Durham College, College, subscribes subscribes to to that that notion notion –– it’s it’s one one of of the the things things that that drives drives him him as as well well as as many many of of his his colleagues. colleagues. “We “We see see it it all all the time,” says Lovisa. “We’re changing the time,” says Lovisa. “We’re changing lives lives through through learning learning and and helping helping people get on with their people get on with their careers.” careers.” Lovisa’s Lovisa’s anything-is-possible anything-is-possible mantra mantra applies applies mainly, mainly, but but not not exclusively exclusively to to the the college’s college’s more more than than 30,000 30,000 students, students, including including 12,000 12,000 full-time full-time post-seconpost-secondary and apprenticeship dary and apprenticeship students students as as well well as as part-time part-time and and continuing continuing education education students students and and online online learners. learners. However, However, there there are are multiple multiple career career paths paths and and possibilities possibilities for for both both the the support support and and administrative administrative staff staff and and the the faculty faculty who who teach teach over over 140 140 market-driven market-driven programs programs available available in in the the college’s college’s nine nine schools. schools. Offered at its Oshawa and Offered at its Oshawa and Whitby Whitby camcampuses puses and and Pickering Pickering Learning Learning Site, Site, these these include include everything everything from from business business fundafundamentals mentals and and filmmaking filmmaking to to agricultural agricultural technology, baking and pastry technology, baking and pastry arts. arts.

“There’s “There’s a a real real sense sense of of community community and and family family here. here. It’s It’s what what sets sets us us apart. apart. People People genuinely genuinely care care about about you.” you.” – Allison Hector-Alexander, – Allison Hector-Alexander, Manager, Office of Student Diversity, Manager, Office of Student Diversity, Inclusion and Transition Inclusion and Transition

“We “We have have employees employees with with 35 35 and and 40 40 years of experience but they haven’t years of experience but they haven’t been been sitting sitting in in the the same same positions positions all all

those those years,” years,” says says Lovisa. Lovisa. “They’ve “They’ve been been able able to to move move through through the the college.” college.” Allison Allison Hector-Alexander Hector-Alexander can can attest attest to to that. She had spent most of her that. She had spent most of her career career working working with with women women and and children children who who had survived domestic abuse had survived domestic abuse when when she she spotted spotted an an advertisement advertisement for for aa newly-created position as director newly-created position as director of of aa Women’s Women’s Centre Centre run run by by the the college’s college’s Student Student Association. Association. She She landed landed the the job job –– this this was was in in 2009 2009 –– and and has has since since moved moved on on to to become become Manager Manager of of Durham Durham College’s College’s Office Office of of Student Student Diversity, Diversity, Inclusion Inclusion and and Transitions. Transitions.

She She reports reports to to the the vice-president, vice-president, Student Student Affairs Affairs and and her her role role is is to to work with staff and faculty to work with staff and faculty to ensure ensure that that the the college college remains remains open open and and welcoming to students regardless welcoming to students regardless of of ethnic ethnic background, background, sexual sexual orientation orientation or or spiritual spiritual and and cultural cultural tradition. tradition. “There’s “There’s aa real real sense sense of of community community and and family family here,” she says. “It’s what sets here,” she says. “It’s what sets us us apart. apart. People People genuinely genuinely care care about about you.” you.” Along Along with with aa culture culture of of collegiality, collegiality, Hector-Alexander also Hector-Alexander also likes likes the the openness openness and and approachability approachability of of the the college’s senior leadership. “All college’s senior leadership. “All our our leaders leaders are are very very accessible,” accessible,” she she says. says. “If you have a question or a concern “If you have a question or a concern or or need need guidance guidance they’re they’re ready ready to support you. They’ve to support you. They’ve provided provided me me with with aa lot lot of of mentorship.” mentorship.”

Mentoring Mentoring and and professional professional developdevelopment ment occur occur both both formally formally and and informally informally at at the the college, college, says says Lovisa. Lovisa. “We “We look look for for people people who who want want to to take take on on leadership leadership roles roles and and we we offer offer them them opportunities opportunities to to participate in local, regional, participate in local, regional, provinprovincial cial and and national national events events that that allow allow them them to hone their skills and connect to hone their skills and connect with with others.” others.” Faculty Faculty are are afforded afforded opportunities opportunities to to take on roles as associate take on roles as associate deans deans or or deans deans and and from from there there they they can can move move into into entry-level, middle or advanced entry-level, middle or advanced management management positions positions within within the the college college administration. Employees who administration. Employees who aspire aspire to to teaching teaching positions positions are are eligible eligible for for

DURHAM COLLEGE’S ALLISON HECTOR-ALEXANDER DISCUSSES HER DIVERSITY MANDATE WITH SEVERAL STUDENTS DURHAM COLLEGE’S ALLISON HECTOR-ALEXANDER DISCUSSES HER DIVERSITY MANDATE WITH SEVERAL STUDENTS

744 full-time full-time staff staff

150 19,000+ 93%

charities charities supported supported last last year year

financial financial assistance assistance to to acquire acquire the the necessary academic credentials. necessary academic credentials.

“A “A lot lot of of our our support support staff staff would would like like to to become become teachers teachers and and there there are are opportuopportunities nities to to move move into into faculty faculty positions,” positions,” says says Lovisa. Lovisa. “They “They can can begin begin by by teachteaching part-time and through years ing part-time and through years of of practice practice and and professional professional development development can become members can become members of of the the faculty.” faculty.” Lovisa Lovisa adds adds that that communicating communicating often often and openly with employees, and openly with employees, as as well well

employee employee volunteer volunteer hours hours

maternal/parental maternal/parental salary salary top-up top-up

as as listening listening to to their their concerns, concerns, are are critical components critical components in in maintaining maintaining aa committed committed and and contented contented workforce. workforce. And he points to And he points to an an unusually unusually low low turnover turnover as as one one measure measure of of how how that that approach approach is is working working at at Durham Durham College. College. “We “We have have aa one one per per cent cent annual annual turnover turnover in in staff, staff, three three per per cent cent if if you you include retirees,” he says. “Being include retirees,” he says. “Being able able to to hold hold on on to to staff staff means means people people are are happy happy and and that that they they feel feel engaged.” engaged.”

6YYEEAARRSS

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W WW W W. W. D DU UR RH HA AM MC CO O LL LL E EG GE E .. C CA A

Compassion Compassion and and ingenuity ingenuity rule rule at at Dynacare Dynacare

any of those who work any of those who work at Dynacare are not at Dynacare are not only employees, but only employees, also patients whobut have also patients who benefited from thehave caring, benefited from professionals the caring, compassionate health-care compassionate health-care professionals administering one of the medical administering one provides. of the medical tests the company tests the company provides. Marketing Coordinator Rosemary Holm Marketing Coordinator Rosemary Holm is one of them. When she joined the is one of them. When she joined the Brampton head office as a marketing Brampton office as a routine marketing assistant inhead 2008, she had blood assistant in 2008, she had routine blood work done at the on-site patient centre. work the on-site “I wasdone wellattaken care of,patient and it centre. was a “I was well taken careshe of, says. and it“It was a positive experience,” was positive experience,” she says. “Itwas was reassuring to have someone who reassuring to have someone who was calm and professional take my blood.” calm and professional take my blood.”

“When “When you you have have talented talented people and you people and you help help them create harmony them create harmony between between work work and and home, home, they’ll give you 10 they’ll give you 10 times times more in return.” more in return.” – Donna Pascal, – Donna Pascal, Vice-President Human Resources Vice-President Human Resources

Dynacare (formerly Gamma-Dynacare) Dynacare (formerly Gamma-Dynacare) operates 220 laboratory and health operates 220 laboratory and Quebec, health services centres in Ontario, services in Ontario, Quebec, Manitobacentres and Saskatchewan and eight Manitoba and Saskatchewan andprovide eight laboratories across Canada that laboratories Canada that provide such servicesacross as blood collection, such services ascancer bloodscreening collection,and transportation, transportation, prenatal testing,cancer amongscreening others. Inand prenatal testing, among others. In recent years, services have expanded to recent services havetesting, expanded to includeyears, advanced genetic digital include advanced genetic testing, digital health and corporate wellness programs, health wellness programs, as welland as acorporate number of specialized as well as a number of specialized services for the insurance industry. services for the insurance industry.

Vice-President Human Resources Vice-President Donna Pascal isHuman touchedResources when she Donna Pascallike is touched she hears stories Holm’s.when “I have hears stories Holm’s. “I have a friend who’slike going through a ahealth friendissue who’s going a at who had through blood taken health issue lab,” who had taken a Dynacare saysblood Pascal. “Sheat atold Dynacare lab,” says Pascal. me that the phlebotomist “She was told me that the and phlebotomist so professional gentle, herwas arm so professional andlevel gentle, her arm didn’t bruise. This of compassion didn’t bruise. Thisme level compassion and caring makes feelofproud.” and caring makes me feel proud.” There’s no question that hiring the very There’s no question that hiring the“We very best front-line employees is vital. best front-line employees is vital. “We look for people who are customerlook for people who areaccountable customer- and focused, collaborative, focused, collaborative, accountable compassionate,” says Pascal. “They and compassionate,” “They also must ideally says havePascal. ingenuity.” also must ideally have ingenuity.” An example of such ingenuity: a An example of such ingenuity: a had Dynacare phlebotomist in Quebec Dynacare phlebotomist in Quebec to take blood from an autistic child.had to takepictures, blood from autistic child. Using she an came up with a way Using pictures, she camethat up with a way to explain the procedure allowed to explain the procedure that allowed the child to be calm enough to have the be “This calm enough to have the child bloodto test. reassured both the blood test. “This reassured the child and the parents,” saysboth Pascal. the parents,” Pascal. “It’schild that and kindthe of caring andsays initiative “It’s that kind of caring and initiative that leads to our best practices.” that leads to our best practices.” Best practices are core components Best practices values are coreand components of Dynacare’s mission. of Dynacare’s values and mission. For employees, they include flexible For employees, include flexible scheduling suchthey as compressed scheduling as compressed workweeks such and job sharing, workweeks job sharing, professionaland development such as professional development such as lunch-and-learn sessions, an employeelunch-and-learn sessions, an employeeled social committee that supports led committee that supports localsocial charities, and post-secondary local charities, post-secondary scholarships forand employees’ children. scholarships for employees’ children. Holm has four children ranging in age Holm hastofour children ranging in age from 15 22. Her oldest, a daughter from 15 to 22. oldest, aof daughter who attends theHer University Guelph, who attends the of Guelph, has received twoUniversity $1,250 scholarships has two $1,250 scholarships that received she put toward tuition. “This is that she putthe toward tuition. “This a program company values andis aemployees program the company values it’s and appreciate because employees appreciate because it’s a big financial help,” she says. a big financial help,” she says. For five years, Holm has been a member For five years, HolmSocial has been a member of the employee-led Network of the employee-led Social Network Committee. With its annual budget, Committee. With its annual budget, the organizers arrange summer picnics, the organizers arrange summer picnics, holiday parties and charity drives. “We holiday parties and charity drives. “We

Dynacare employee making a difference in a child’s life Dynacare employee making a difference in a child’s life

2,040 2,040 full-time staff full-time staff in canada in canada

10 10

charities helped charities helped last year last year

ask ourselves, where can we help as ask ourselves, can we many people aswhere we can?” shehelp says.as many people as we can?” she says. In May, Holm took the lead in In May, Holm took thetolead in the organizing a 5K walk support organizing a 5K walk to supportwhich the Aga Khan Foundation Canada, Aga Khan Foundation Canada, which aims to end global poverty. “Being part aims end global poverty. “Being of thetosocial committee helps unite part of the social committee helps unite employees and promotes a positive employees and promotes ashe positive workplace environment,” says. workplace environment,” she says. It’s easy to foster a happy workforce It’s to foster a happy workforce witheasy managers who are supportive with are supportive whenmanagers their staffwho suggests creative when their creative ways to getstaff theirsuggests work done during, ways to get their work done during,

420 420

jobs available jobs available last year last year

of managers of aremanagers women are women

for example, a short workweek or for example, short “We workweek or through a jobashare. recognize through job share. “We recognize that this ahelps with retention,” says that this“When helps with says Pascal. you retention,” have talented people Pascal. you create have talented and you“When help them harmonypeople and you help create they’ll harmony between workthem and home, between and more home,inthey’ll give you work 10 times return.” give you 10 times more in return.” Holm agrees. “I feel like my Holm agrees. feel like myshe employer cares“Iabout me,” employer cares me,” she says. “I have anabout encouraging boss says. have an encouraging boss I who is“Imy mentor and champion. who mentor andeach champion. love is to my come to work day.” I love to come to work each day.”

Making Making a a difference difference in in people’s people’s lives lives dynacare.ca dynacare.ca

63% 63%

“I

At Fidelity, make sure you listen – and speak up

’m all EARS!” is a phrase ’m all EARS!” is a phrase that resonates at Fidelity that resonates at Fidelity Investments Canada Investments Canada ULC. That is because, for ULC. That is because, for the past two years, it has the past two years, it has been the slogan of a company-wide been the slogan of a company-wide “listening campaign” that encourages “listening campaign” that encourages employees to “Empathize, Ask, employees to “Empathize, Ask, Recognize, Spotlight” – EARS! Recognize, Spotlight” – EARS! “The campaign is intended to make “The campaign is intended to make sure all employees are listened to, sure all employees are listened to, whether it be managers listening to whether it be managers listening to their reports or peer to peer,” says their reports or peer to peer,” says Nancy Lupi, Vice President, Human Nancy Lupi, Vice President, Human Resources. “It is in support of an Resources. “It is in support of an open, transparent, honest culture – one open, transparent, honest culture – one that is collaborative, respectful and that is collaborative, respectful and focused on continuous improvement.” focused on continuous improvement.”

“I “I am am impressed impressed by by the the number number of of employees employees who who entered entered the the Emotional Emotional Intelligence Intelligence workshops workshops with with trepidation trepidation and and emerged emerged thankful thankful they they had had the the training.” training.” – Nancy Lupi, – Nancy Lupi, Vice President, Human Resources Vice President, Human Resources

Fidelity Canada is part of the Fidelity Fidelity Canada is part of the Fidelity Investments organization of Boston, Investments organization of Boston, one of the world’s largest financial one of the world’s largest financial services providers. In Canada, services providers. In Canada, Fidelity manages some $110 billion Fidelity manages some $110 billion in mutual fund and institutional in mutual fund and institutional assets. In the GTA, it employs 680 assets. In the GTA, it employs 680 people. In addition to salespeople people. In addition to salespeople with financial aptitude, Fidelity’s most with financial aptitude, Fidelity’s most numerous hires are customer service numerous hires are customer service representatives and product specialists. representatives and product specialists.

The EARS campaign is just one of The EARS campaign is just one of the Fidelity initiatives to promote an the Fidelity initiatives to promote an open and respectful workplace. The open and respectful workplace. The company has been providing Emotional company has been providing Emotional Intelligence training to employees at Intelligence training to employees at all levels. “It means being aware of the all levels. “It means being aware of the impact of your own behaviour on other impact of your own behaviour on other people,” says Lupi. “I am impressed people,” says Lupi. “I am impressed by the number of employees who by the number of employees who entered the Emotional Intelligence entered the Emotional Intelligence workshops with trepidation and emerged workshops with trepidation and emerged thankful they had the training.” thankful they had the training.” Fidelity also champions diversity and Fidelity also champions diversity and inclusion. Each year, it presents an inclusion. Each year, it presents an online training video with different online training video with different workplace scenarios. Staff are asked workplace scenarios. Staff are asked to interactively indicate which to interactively indicate which behaviours are discriminatory. “Even behaviours are discriminatory. “Even long-serving employees are reminded long-serving employees are reminded that if a certain situation happens, that if a certain situation happens, they should speak up.” says Lupi. they should speak up.” says Lupi. The company supports diversity, too, The company supports diversity, too, through its Employee Resource Groups. through its Employee Resource Groups. These are voluntary groups of employees These are voluntary groups of employees who have a common ethnicity, gender or who have a common ethnicity, gender or sexual orientation, or who have similar sexual orientation, or who have similar experiences. Currently, there are four experiences. Currently, there are four groups – for women, Asians, blacks groups – for women, Asians, blacks and Latinos, and PRIDE minorities. and Latinos, and PRIDE minorities. Each group is sponsored by at least Each group is sponsored by at least one senior Fidelity executive. one senior Fidelity executive. Lindsay Zubek, Manager, Regional Lindsay Zubek, Manager, Regional Sales, has belonged to both the Sales, has belonged to both the women’s and PRIDE groups since women’s and PRIDE groups since they launched in Canada three and a they launched in Canada three and a half years ago. “Being a co-chair of half years ago. “Being a co-chair of the Women’s Networking Group has the Women’s Networking Group has been one of the most rewarding parts been one of the most rewarding parts of my career,” she says. “It has allowed of my career,” she says. “It has allowed me to interact with senior leaders, me to interact with senior leaders, both inside and outside Fidelity.” both inside and outside Fidelity.” The groups collectively have more than The groups collectively have more than 200 members, many of them belonging to 200 members, many of them belonging to more than one group. Their impact is felt more than one group. Their impact is felt across the firm, as they draw employees across the firm, as they draw employees from different departments who might from different departments who might not otherwise meet. Their events are open not otherwise meet. Their events are open to non-members, too. “In the women’s to non-members, too. “In the women’s group, we try to involve both men and group, we try to involve both men and women at our events,” says Zubek. women at our events,” says Zubek.

Fidelity Canada volunteers at daily Bread Food Bank Fidelity Canada volunteers at daily Bread Food Bank

793

full-time staff full-time staff in Canada in Canada

500

charities helped charities helped last year last year

Employee benefits are an important Employee benefits are an important feature at Fidelity. Its profit-sharing feature at Fidelity. Its profit-sharing plan rewards selected employees plan rewards selected employees annually, based on their performance annually, based on their performance as well as Fidelity’s. Especially as well as Fidelity’s. Especially popular is the defined contribution popular is the defined contribution pension plan, through employer pension plan, through employer contributions to a group RSP. contributions to a group RSP. No matching contributions are No matching contributions are required of employees. The employer’s required of employees. The employer’s contribution rises to 15 per cent of base contribution rises to 15 per cent of base salary and annual bonus after four years. salary and annual bonus after four years. “This benefit sets Fidelity apart,” says “This benefit sets Fidelity apart,” says

1,766 staff volunteer staff hoursvolunteer last year hours last year

173

jobs available jobs available last year last year

Zubek. “Whenever someone hits that Zubek. “Whenever someone hits that four-year milestone, it is something four-year milestone, it is something we get really excited about.” we get really excited about.” Employees also look forward to their Employees also look forward to their annual paid day to volunteer for a cause. annual paid day to volunteer for a cause. For the past two years, Zubek and her For the past two years, Zubek and her 20-member regional sales team used their 20-member regional sales team used their days to help at the Daily Bread Food days to help at the Daily Bread Food Bank. Previously, they mentored a class Bank. Previously, they mentored a class of Grade 8 students, in keeping with of Grade 8 students, in keeping with Fidelity Canada’s national partnership Fidelity Canada’s national partnership with the Boys and Girls Clubs of Canada. with the Boys and Girls Clubs of Canada.

Outstanding employees make us a top employer. ADV 20056 GTA Top Employer banner ad 9-25x1-75.indd 1 ADV 20056 GTA Top Employer banner ad 9-25x1-75.indd 1

2015-11-23 10:39 AM 2015-11-23 10:39 AM

Leaders Leaders support support their their employees employees at at GE GE Canada Canada

s corporate trips go, this one s corporate trips go, this one was definitely different – and was definitely different – and exciting. In the summer of exciting. In the summer of 2013, Heather Chalmers and 2013, Heather Chalmers and a team of executives from a team of executives from GE Canada travelled to Bangkok GE Canada travelled to Bangkok and then on to Rangoon, the capital and then on to Rangoon, the capital of Myanmar, one of the world’s of Myanmar, one of the world’s least-visited nations and one with least-visited nations and one with enormous development challenges. enormous development challenges. “Not many people have been to “Not many people have been to Myanmar,” says Chalmers, General Myanmar,” says Chalmers, General Manager of GE Healthcare Canada Manager of GE Healthcare Canada “It’s a country moving to democratic “It’s a country moving to democratic rule and the people need better rule and the people need better healthcare, more reliable power and healthcare, more reliable power and access to clean drinking water. It was access to clean drinking water. It was an amazing experience and gave all an amazing experience and gave all of us exposure to business challenges of us exposure to business challenges outside our normal markets.” outside our normal markets.” Travel to faraway places does not Travel to faraway places does not happen every day at GE, but Chalmers happen every day at GE, but Chalmers says employees are challenged daily to says employees are challenged daily to be curious, inquisitive and innovative. be curious, inquisitive and innovative. “You never get the chance to rest “You never get the chance to rest on your laurels,” adds Chalmers, a on your laurels,” adds Chalmers, a 20-year veteran of GE. “We are 20-year veteran of GE. “We are always looking to innovate, looking always looking to innovate, looking around the corner to explore what are around the corner to explore what are the current and future needs of the the current and future needs of the marketplace and our customers.” marketplace and our customers.”

“We “We are are always always looking looking to to innovate, looking around innovate, looking around the the corner corner to to explore explore what what are the current and future are the current and future needs needs of of the the marketplace marketplace and our customers.” and our customers.” – Heather Chalmers, – Heather Chalmers, General Manager, GE Healthcare Canada General Manager, GE Healthcare Canada

GE’s various lines of business – GE’s various lines of business – including healthcare, aviation, power, oil including healthcare, aviation, power, oil and gas –supply clients with hardware, and gas –supply clients with hardware, software and the in-house expertise software and the in-house expertise

that makes power plants and water that makes power plants and water treatment plants as well as everything treatment plants as well as everything from locomotives, jet engines and LED from locomotives, jet engines and LED lighting operate at peak efficiency. The lighting operate at peak efficiency. The healthcare division provides hospitals healthcare division provides hospitals and clinics with GE ultrasound machines, and clinics with GE ultrasound machines, nuclear cameras, magnetic resonant nuclear cameras, magnetic resonant imaging devices (MRIs) and other imaging devices (MRIs) and other equipment as well as the expertise to equipment as well as the expertise to ensure optimum patient care. ensure optimum patient care. GE is equally committed to providing GE is equally committed to providing employees with opportunities to grow employees with opportunities to grow and develop professionally. Globally, and develop professionally. Globally, the company spends over $1 billion the company spends over $1 billion annually on training and development annually on training and development through its own leadership programs through its own leadership programs and by supporting employees who are and by supporting employees who are pursuing educational opportunities pursuing educational opportunities through university or college programs. through university or college programs. Dehlia Blanchard, General Manager of Dehlia Blanchard, General Manager of Service with GE Healthcare Canada, Service with GE Healthcare Canada, started 23 years ago as a field service started 23 years ago as a field service representative responsible for repairing representative responsible for repairing and maintaining equipment. She’s come and maintaining equipment. She’s come a long way since then. “Leadership a long way since then. “Leadership supports employees,” says Dehlia. supports employees,” says Dehlia. “It’s part of the culture. I expressed my “It’s part of the culture. I expressed my interest in exploring opportunities and interest in exploring opportunities and the company supported me all the way.” the company supported me all the way.” She, in turn, has mentored and She, in turn, has mentored and encouraged others. “For me, one of the encouraged others. “For me, one of the keys to feeling successful is watching keys to feeling successful is watching others succeed,” says Blanchard. “It’s others succeed,” says Blanchard. “It’s a sign of good leadership at GE.” a sign of good leadership at GE.” The company’s Leadership Effectiveness The company’s Leadership Effectiveness Acceleration Program (LEAP) provides Acceleration Program (LEAP) provides training for those who have risen through training for those who have risen through the management ranks to become the management ranks to become executives. GE also works with an executives. GE also works with an employment partner called Career Edge employment partner called Career Edge which targets outside talent and provides which targets outside talent and provides one-year internships to individuals one-year internships to individuals looking to develop professionally or looking to develop professionally or make career moves, very often leading to make career moves, very often leading to offers of permanent employment. offers of permanent employment. The company is also committed to The company is also committed to contributing to the well-being of contributing to the well-being of communities across Canada through communities across Canada through its GE Volunteers program, including its GE Volunteers program, including

GE CANADA’S DEHLIA BLANCHARD (LEFT) CONFERS WITH COLLEAGUE HEATHER CHALMERS (RIGHT) GE CANADA’S DEHLIA BLANCHARD (LEFT) CONFERS WITH COLLEAGUE HEATHER CHALMERS (RIGHT)

6,500 1,228 63,238

full-time employees full-time employees in Canada in Canada

jobs available jobs available last year last year

its signature national event, the GE its signature national event, the GE Day of Caring, held annually in the Day of Caring, held annually in the fall. Blanchard led a group of 75 fall. Blanchard led a group of 75 employees this year that spent a day employees this year that spent a day at a YMCA camp and, among other at a YMCA camp and, among other things, built a mountain bike trail, things, built a mountain bike trail, repaired and painted cabins and prepared repaired and painted cabins and prepared an organic garden for the winter. an organic garden for the winter. More recently, GE has launched a mental More recently, GE has launched a mental health initiative aimed at promoting health initiative aimed at promoting the emotional and psychological wellthe emotional and psychological well-

job applications job last applications year last year

being of employees and creating a being of employees and creating a non-judgmental dialogue around mental non-judgmental dialogue around mental health issues. “We want to make sure health issues. “We want to make sure that these issues are better understood, that these issues are better understood, that we remove the stigma around mental that we remove the stigma around mental health and that people have access to health and that people have access to the services they need when they’re the services they need when they’re not well,” says Blanchard. “We also not well,” says Blanchard. “We also want people to know it’s okay to talk want people to know it’s okay to talk about these things.” about these things.”

Explore a career with the world’s leading digital industrial company ge.com/ca/careers ge.com/ca/careers

years, longestyears, employee longestserving serving employee

General General Motors Motors technology technology drives drives the the future future

utomated and autonomous utomated and and autonomous driving. Cars trucks driving. Cars and trucks that can “talk to each other” that can “talk each other” and help avoidtocrashes. and helpand avoid crashes. Electric other alternative alternative propulsionElectric systemsand thatother provide more propulsion systems that provide energy-efficient, cleaner drives. more energy-efficient, cleaner drives. For Brian Tossan, Director of For BrianMotors’ Tossan, Oshawa-based Director of General General Motors’ Oshawa-based Engineering Centre, these are all Engineering Centre, these aregreener all aspects of tomorrow’s safer, aspects of“connected” tomorrow’s safer, greener and more car – and and “connected” car near – andyou theymore are coming to a road they coming to a future. road near you in theare not-so-distant in the not-so-distant future. “We’re expecting more change in “We’re expecting in this industry in themore next change five years this in the nextlast five50years thanindustry we’ve seen in the years,” than we’ve seen 50 years,” says Tossan. “It’sina the verylast exciting says a very exciting time Tossan. to be in “It’s the business.” time to be in the business.” The vision of the “connected car” – one The of the “connected – one that’svision programmed to be morecar” aware of that’s to be aware of how itprogrammed interfaces with its more environment how interfaces with its environment whileitalso allowing consumers to while also allowing consumers bring their digital lives into theirto bring their lives into their vehicles – isdigital driving a hiring boom at vehicles – is driving a hiring boom at GM Canada’s Engineering Centre. GM Canada’s Engineering Centre.

“We’re building what “We’re building what transportation is going transportation is going to look like.” to look like.” – Brian Tossan, BrianEngineering Tossan, Centre Director of–GM’s Director of GM’s Engineering Centre

“We have just over 300 engineers “We havehere,” just over engineers working says300 Tossan. “We working here,” says Tossan. “We are currently hiring another 100 are currently hiring another 100of the engineers to support our vision engineers support of the connected to car. These our willvision be people connected car. These will be people with the software development and with the diagnostic software development andto controls skills required controls diagnostic skillsThe required design the new features. fact isto design the new features. The fact is the technologies being developed in the being developed our technologies industry today are as fresh andin our today are as and newindustry as anything that’s outfresh there.” new as anything that’s out there.”

Some of those technologies will soon Some those technologies will soona hit theof pavement. GM is introducing hit theCadillac pavement. GMfeaturing is introducing a 2017 model “super2017 Cadillac model featuring “supercruise” technology that will provide the cruise” technology that willand provide the ability to drive hands-free feet-free ability to drivehighway hands-free and feet-free under certain conditions. under certain highway conditions. Jasinthen Gopalapillai joined GM Jasinthen joined GM Canada asGopalapillai a software engineer Canada a software engineer this pastas April after several years this past April years working in the after fieldsseveral of mobile working in the fields mobile communications and of mobile games. communications and mobile games. “What really excited me was the “What really excited me was the potential for autonomous driving potential fortoautonomous technology change not driving just the technology changebut notother just the automobile to industry, industries automobile industry, but other industries as well,” says Gopalapillai. “I really as well,”tosays Gopalapillai. reallymy wanted be part of that by “I taking wanted to be partinofthe that by taking core experience mobile spacemy core experience mobile space and applying it toinathe new domain.” and applying it to a new domain.” Gopalapillai has been impressed by the Gopalapillai has been the level of teamwork andimpressed innovationbyhe’s level of teamwork and innovation he’s seen at GM. “This is a large company seen at GM. “This a large but working where isI do feelscompany more like but working where I do feels more like being part of small start-up,” he says. being parta of small he says. “There’s real easestart-up,” of communication “There’s a real and easebetween of communication with managers team with managers andare between members. People open toteam new members. People are open to other.” new ideas and learning from each ideas and learning from each other.”

GM CANADA’S ENGINEERING CENTRE IN OSHAWA, ONTARIO GM CANADA’S ENGINEERING CENTRE IN OSHAWA, ONTARIO

9,357 9,357 $8,000 $8,000 full-time staff full-time staff in Canada in Canada

annual tuition annual tuition assistance for assistance for salaried employees salaried employees

Gopalapillai is currently taking Gopalapillai is currently taking courses towards a master’s degree courses towards a master’s degreein in computer science, specializing in computer science, machine learning. Hespecializing sees this as in a key machine learning. He of sees this as as a key step towards his goal working a step towards his goal of working as a technical manager in that field. GM technical manager that courses, field. GMpart reimburses him forinthose reimburses him those courses, part of a program thatforprovides employees of a program that provides with up to $8,000 in tuitionemployees support. with up to $8,000 in tuition support. Another attraction of working at Another of working GM is theattraction company’s emphasisaton GM is the strong company’s emphasis on providing work-life balance providing strong work-life balance through initiatives such as flexible through initiatives suchand as attractive flexible hours, telecommuting hours, telecommuting and attractive vacation and time-off policies. vacation and time-off policies. “That’s quite important to me because “That’s important to daughter me because I have a quite seven-month-old Iand have a seven-month-old daughter another baby on the way,” says and another baby on the way,” says

HOW HOW WE WE USE USE OUR OUR CARS CARS IS IS CHANGING. CHANGING. SO WE’RE CHANGING HOW SO WE’RE CHANGING HOW WE WE ENGINEER ENGINEER THEM. THEM.

6 6

weeks, maximum weeks, maximum vacation allowance vacation allowance

52 52

weeks, maternity weeks, maternity & parental leave & parental leave top-up pay top-up pay

Gopalapillai. “I’m very family-oriented Gopalapillai. very family-oriented and I want to “I’m be involved in my and I wantgrowth to be involved in my For children’s and activities. children’s growth activities. that to happen, youand need to workFor for a that to happen, you need work for company that believes in to balance anda company that inatbalance I think GM is believes very good that.” and I think GM is very good at that.” Recruiting and mentoring younger Recruiting andGopalapillai mentoring younger engineers like is one of engineers like Gopalapillai the most appealing parts of is theone joboffor the mostaappealing parts of the veteran. job for Tossan, 17-year GM Canada Tossan, a 17-year GM Canada veteran. “At the end of the day, it’s all about the “At theand endthe of the day,toit’s all about people ability develop newthe people and the to develop new talent right hereability in Canada,” he says. talent right here in Canada,” he says. “We’re building the future of what “We’re building future of what transportation is the going to look like. transportation is going to look like. For the people with the right technical For thethat’s people withtothe rightfor technical skills, going make a very skills, that’s going to make for a very appealing and rewarding career.” appealing and rewarding career.”

Disruptors wanted. Disruptors wanted. Connect with us at careers.gm.com Connect with us at careers.gm.com

GE N E R AL GE N E R AL

MOTORS MOTORS

It’s It’s no no gamble gamble working working at at Great Great Blue Blue Heron Heron Casino Casino

fter 17 years at the Great fter years Charity at the Great Blue17Heron Casino, Blue Heron Charity Casino, Phuong “Paul” Luu knew Phuong “Paul” knew he worked withLuu a great he worked with aBut great group of people. it was of people. Butbecame it was only whengroup his youngest child only whenillhis youngest childhow became seriously that he realized great. seriously ill that he realized how great. In 2014, his son Patrick, 13, contracted In 2014, Sarcoma, his son Patrick, Ewing’s a form13, of contracted bone cancer, Ewing’s Sarcoma, a formrounds of boneofcancer, and underwent gruelling and underwent “It gruelling rounds of chemotherapy. was a very difficult chemotherapy. “It was verysays difficult time for my family andame,” Luu. time for my family and me,” says Luu. Basic medical expenses were already Basic medical expenses werewhile already covered by OHIP, of course, the covered by benefits OHIP, ofplan course, the company’s fullywhile paid for company’s benefits plan fully paid for the expensive drugs involved. But his the expensive drugs involved. But his colleagues at the casino, located just colleagues at the casino, located just outside Port Perry, Ont., knew there are outside Portcosts Perry,atOnt., knew there are many other a time of crisis. many other costs at a time of crisis. A special barbecue for the casino’s A special barbecue the casino’s 1,000-plus full and for part-time staff was 1,000-plus full and was quickly arranged to part-time assist the staff family, quickly to assist thematched family, yieldingarranged $9,000. The casino yielding Thethe casino matched that, and $9,000. its owners, Mississaugas that, and its owners, the Mississaugas of Scugog Island First Nation, made of Island First Nation, made an Scugog additional contribution. In all, an additional contribution. In all, Luu received some $20,000. Luu received some $20,000.

“There is a direct link “There is aemployee direct link between between employee happiness and customer happiness and customer satisfaction. It is almost satisfaction. It is almost impossible to achieve one impossible to achieve without the other.”one without the other.” – Arnold Block, – Arnold Block, CEO and General Manager CEO and General Manager

Today, after treatment at Toronto’s Today, at Toronto’s Hospitalafter for treatment Sick Children, Patrick Hospital for Sick Children, is doing fine. “I will foreverPatrick be is doing for fine.everyone’s “I will forever be grateful hard work grateful for everyone’s hard work and generosity,” says Luu. and generosity,” says Luu. The Vietnamese immigrant joined the The Vietnamese immigrant the casino as an Inspector whenjoined it opened casino an has Inspector it opened in 1997asand risen towhen the role of Pit in 1997 and has risen to the role of Pit

Manager. “We have a very strong team,” Manager. “Wework havetogether a very strong he says. “We like a team,” family.” he says. “We work together like a family.” Arnold Block, CEO and General Manager, Arnold CEOmany and General Manager, says thatBlock, like Luu, employees says Luu, have that beenlike with the many casinoemployees for a long have for a long time, been oftenwith sincethe thecasino beginning. The time, sincethat theloyalty beginning. The casinooften inspires by doing casino inspires loyalty by doingboth whatever it can that to help employees, whatever it can to help employees, both formally and informally, from mentoring, formally andrecognition informally, programs from mentoring, training and training and recognition programs to assistance in a crisis, he says. to assistance in a crisis, he says. “We understand that there is a direct “We understand that there is a direct link between employee happiness and link between employee says happiness customer satisfaction,” Block.and customer satisfaction,” Block. “It is almost impossiblesays to achieve “It almost the impossible totake achieve oneiswithout other. We this one without the other. this to heart and have madeWe it atake main to heart and havebusiness made itphilosophy.” a main principle of our principle of our business philosophy.” Groundskeeper Alana Cawker, a local Groundskeeper Alana Cawker, a local employee who started in security in 2000, employee who started in security in 2000, is a good example of that philosophy. She is a good of that philosophy. She enjoys theexample family-like environment and enjoys family-like environment and meetingthe customers. “Because I’m outside, meeting customers. I’mchat outside, I get to meet a lot of“Because patrons and with Ithem,” get to she meetsays. a lot“Iofactually patronshave and chat with patrons them,” “I actually patrons sendingshe mesays. Christmas cardshave because sending me Christmas I’ve become close withcards them.because They I’ve become close with They always say people are sothem. friendly here.” always say people are so friendly here.” Block notes that Great Blue Heron Block notes Great Blue Heron is one of the that largest employers in is one of the largest employers in

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677 677

full-time staff full-time staff in Canada in Canada

80 80

charities helped charities helped last year last year

Durham Region, with a full-service Durham Region,slot with a full-service staff of dealers, attendants, cashiers, staff of dealers, cashiers, technicians, foodslot andattendants, beverage workers, technicians, and beverage maintenancefood personnel, securityworkers, maintenance personnel, security officers, customer relations hosts, officers, customer hosts, administrators andrelations others. “A lot of administrators and others. “A lot of people are attracted by the excitement people are attracted by the“They excitement of the industry,” he says. enjoy of industry,”with he says. “Theyand enjoy thethe interaction customers the customers and the interaction atmospherewith of entertainment.” the atmosphere of entertainment.” Owned by the First Nation, the casino Owned by the Nation, theHeron casino is managed by First the Great Blue is managed by the Great Blue Heron Gaming Company, a partnership Gaming Company, a partnership comprising Vienna-based Casinos comprising Vienna-based CasinosGroup Austria International, the Steiner Austria International, thetoSteiner and Sonco Gaming. Up 10 per Group cent and Sonco Gaming. Up to per cent of staff are Aboriginal, and10 many of staff are Aboriginal, andthe many employees are hired from local area. employees are hired from the local area. Income from the gaming tables flows to Income the gaming tables flows to the Firstfrom Nation’s charitable foundation, the First Nation’s charitable foundation,

50% 50% of managers of aremanagers women are women

1 1

week vacation weekatvacation bonus 10th year bonus at 10th year

much of which is distributed back into much of which iscommunity, distributed while back into the surrounding slot the surrounding community, while slot machine proceeds go to the province’s machine proceeds goGaming to the province’s Ontario Lottery and Corporation. Ontario Lottery Corporation. The casino itselfand alsoGaming raises charity funds The itselfpride also raises charity funds – andcasino employee – through an annual – andtournament, employee pride through annual golf which– has givenan$2.2 golf tournament, which has given $2.2 million back to the community since 1997. million back to the community since 1997. Block says that along with strong Block says thatand along with strong compensation benefits, a commitment compensation and benefits, a commitment to a safe workplace and intensive to a safeprograms, workplaceanother and intensive training attraction training programs, attraction of employment withanother Casinos Austria of employment with Casinos Austria is the potential to work elsewhere. The is the potential to work elsewhere. The company runs casinos on seven U.S.company runsships casinos U.S.based cruise and on hasseven gaming based cruiseinships and has gaming operations 15 countries. “Some of operations 15 taken countries. “Some our people in have contracts in of other our people have taken contracts in other countries and were thrilled to have had an countries andtowere thrilled to have an opportunity see the world,” says had Block. opportunity to see the world,” says Block.

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15-10-27 1:07 PM 15-10-27 1:07 PM

Tell us your story If you are an exceptional GTA employer with progressive HR programs and initiatives, we invite you to submit an application for next yearâ&#x20AC;&#x2122;s edition of Greater Torontoâ&#x20AC;&#x2122;s Top Employers. For more information, please visit: CanadasTop100.com/apply Our 2017 application will be available in February.

2017

Griffith Griffith Laboratories Laboratories feeds feeds the the world world

s a global food company, sGriffith a globalLaboratories food company, has Griffith has chosen a Laboratories natural cause to chosen a natural cause to champion – alleviating champion – alleviating world hunger. In 2014, world hunger. 2014, Griffith’s Canadian head In office worked Griffith’s head office worked with localCanadian food banks to provide with localmeals. food banks to provide 250,000 This year, they are 250,000 This year, they are pursuingmeals. the even more ambitious pursuing the even one more ambitious goal of providing million meals goal of providing million meals to individuals and one families in need. to individuals and families in need. “There’s a lot of energy and passion “There’s lot doing of energy passion internallyafor this,”and says Jim internally for doingToronto-based this,” says Jim Thorne, Griffith’s Thorne, General Griffith’s Manager. Toronto-based “In addition to General additionvolunteer to donatingManager. food, our“In employees donating food, our employees volunteer in food banks. One of the reasons in food love banks. One ofatthe reasons people working Griffith is that, people love working at Griffith is that, beyond providing really good jobs, beyond really good jobs, we give providing back to our communities.” we give back to our communities.” It was initiatives like the anti-hunger It was initiatives like theJaime anti-hunger campaign that attracted Oren to campaign Oren Griffith. “Ithat wasattracted certainlyJaime looking forto Griffith. “I was certainly looking for much more than just a paycheque,” much morewho thanjoined just a paycheque,” says Oren, Griffith in says Oren, who joined Griffith in 2014 as a Human Resources Business 2014 as a“IHuman Business Partner. wantedResources to be part of a Partner. wanted to be part of bigger a company“Ithat’s engaged in the company engaged in the bigger picture of that’s community investment and picture of community investment and sustainability and where I could work sustainability andshared wherethat I could work with others who mindset.” with others who shared that mindset.”

“There’s “There’s aa lot lot of of energy energy and and passion for doing this.” passion for doing this.” – Jim Thorne, – Jim Thorne, General Manager General Manager

Eighteen months in, Oren feels very Eighteen months in, Oren afeels very much at home at Griffith, familymuch at home at Griffith, a familyowned, Illinois-based company that owned, Illinois-based company is a product development partnerthat is a product development providing food ingredient partner solutions providing food solutions to customers in ingredient some 30 countries to customers in some 30 countries and across four continents. and across four continents.

Griffith has a longstanding commitment Griffith has a longstanding commitment to the principle of sustainability to the itprinciple sustainability when comes toofsourcing its whenproducts it comesand to sourcing food solutionsitsas food as products as well runningand its solutions manufacturing well as running its manufacturing plants and other operations. plants and other operations. “In terms of any leftover product “Inwaste termsthat of any leftover product or we have, zero goes or waste that we have, zero goes into landfill sites,” says Thorne. into we landfill sites,”recycling says Thorne. “So are either it or, if “Sofood, we are or, if it’s weeither use itrecycling or donateitit.” it’s food, we use it or donate it.” Griffith is also making a company-wide Griffith also making effort toisimprove energya company-wide efficiency and effort to improve energy efficiency reduce water consumption. “This is and good reduce water consumption. “This is good for the environment and it also reduces for the environment also reduces our operating costs,”and saysit Thorne. “It’s our operating costs,” says Thorne. “It’s very much a ‘win-win’ proposition.” very much a ‘win-win’ proposition.” Griffith places a high priority Griffith placesthe a high on recruiting rightpriority talent – on recruiting the right talentare – and then making sure they and then making sure they are properly prepared to work within properly prepared to work within Griffith’s team-based culture. Griffith’s team-based culture. “We certainly want qualified and “We certainly qualified and skilled people, want but we have a rigorous skilled people, buttowemake havesure a rigorous interview process they interview process make sure they also have the righttoattitude,” says also have“Iftheneed rightbe,attitude,” Thorne. you can says always Thorne. need be, you but can personal always train for “If technical skills, train for skills,entirely.” but personal skills aretechnical another thing skills are another thing entirely.” How would he describe the “right How would he describe the “right attitude” to work at Griffith? Thorne attitude” to work at Griffith? Thorne ticks off a list of character traits. ticks off a list of character traits. “Friendly. Caring. Positive. “Friendly. Caring. Positive. Collaborative. We’re always looking Collaborative. We’re looking for smart people – foralways example, we for smart people – for example, we have 18 top-calibre food scientists have 18 top-calibre food scientists working in our R&D centre – but working in ourpeople R&D with centre – but of we also want a sense we also want people with a sense humbleness, open-mindedness andofan humbleness, open-mindedness and an appetite for learning and growing.” appetite for learning and growing.” Once the employee is hired, Griffith Once the is hired, Griffith strives to employee make the on-boarding strives to make the on-boarding experience unique. “With many experience unique. many employers, it starts “With and stops with a employers, it startssession,” and stops with a single orientation observes single orientation session,” observes Oren. “But when I was hired by Oren. “But was two hiredweeks by Griffith, mywhen entireI first Griffith, my entire first two weeks was a structured set of meetings with was a structured set of meetings with

Griffith Laboratories employees volunteering at a food bank Griffith Laboratories employees volunteering at a food bank

322 322

full-time staff full-time staff in Canada in Canada

37 37

jobs available jobs available last year last year

the leadership and the employees of the the leadership of all various and areasthe I’demployees be working all theI various areas I’d bethe working with. really got to know heart with.culture I reallyofgot know the heart and thistoorganization.” and culture of this organization.” In addition to a very competitive In addition to aand very competitive compensation benefits package compensation and benefits (including a defined benefitpackage pension (including a defined benefit plan), Griffith employees canpension access employees can access aplan), rangeGriffith of programs to upgrade their a range of advance programstheir to upgrade skills and careers.their skills and advance their careers. Oren, for example, is taking Oren, for example, is taking education advantage of the company’s advantage of the company’s education reimbursement program to study partreimbursement program to study part-

1,490 1,490

job applications job last applications year last year

42 42

years, longestyears, employee longestserving serving employee

time at York University in pursuit of time at YorkofUniversity in pursuit of a Bachelor Administrative Studies, awith Bachelor ofin Administrative Studies, a major human resources. with a major in human resources. “That’s something I might have been “That’s something havethe been unable to afford andI might that opens unable afford andcareer that opens the door fortolong-term growth door for long-term career at Griffith,” she says. “I’mgrowth recently at Griffith,” recently married and she I seesays. this “I’m as a company married and I see this as a company that will provide me with the stability that will provide me with stability and balance to advance mythe career as I and balance to advance my career as I also start a family. I’m excited about also starttoawork family. I’meach excited about coming here day and I coming to work each daytoand I hope to do so forhere many years come.” hope to do so for many years to come.”

We’re We’re proud proud to to be be one one of of Greater Greater Toronto’s Toronto’s Top Top Employers, Employers, aa region region known known for for ethnic ethnic diversity diversity and and world-class world-class cuisine! cuisine!

Career aboundat atJohnson Johnson&&Johnson Johnson Careerdevelopment development opportunities opportunities abound

W W

hen Andrew Kalmuk walked hen Andrew Kalmuk walked nervously into his boss’s nervously into his boss’s office to raise a difficult office to raise a difficult question, question,hehereceived receivedaa surprising answer. surprising answer.Kalmuk Kalmuk was a relatively was a relativelyrecent recentmarketing marketinghire hire with Janssen with JanssenPharmaceuticals Pharmaceuticals(a(aJohnson Johnson && Johnson Johnsoncompany), company),and andhehewas was considering applying for considering applying fora apromotion promotion at at Johnson Johnsonand andJohnson JohnsonInc. Inc.(J&J) (J&J) Consumer ininthe Consumer theGreater GreaterToronto TorontoArea. Area. Kalmuk wanted Kalmuk wantedtotomove movefrom from pharmaceuticals, pharmaceuticals,where wherehehehad hadjust just helped launch helped launcha anew newdiabetes diabetesdrug, drug,toto consumer products. consumer products.“I“Iexpected expectedtotobe be told, ‘Not yet,’” told, ‘Not yet,’”says saysKalmuk. Kalmuk.“But “But mymy boss encouraged boss encouragedme metotoapply. apply.Not Not only that, hehegot only that, gotJanssen’s Janssen’sHR HRpeople peopletoto work with theirequivalents equivalentsatatJohnson Johnson work with their and JohnsonInc. Inc.Consumer Consumertotoensure ensure and Johnson that I got a shotatatthe theposition.” position.” that I got a shot

adds, “Theresponse responseway wayexceeded exceeded HeHe adds, “The expectations.” mymy expectations.”

“Notonly onlycan canyou youprogress progress “Not vertically,but butyou youcan canalso also vertically, movehorizontally horizontallyunder underthe the move sameumbrella.” umbrella.” same – Andrew Kalmuk, – Andrew Kalmuk, Group Brand Director Group Brand Director

Kalmuk got the job, Group Brand Kalmuk gotand theisjob, Group Brand for Director, now responsible Director, and is now responsible the marketing and promotion offor several thesignature marketing promotion of several J&Jand consumer health and signature consumer health and wellnessJ&J products. He also supervises wellness products. a staff of seven. He also supervises a staff of seven. “It was one thing to give me the “Itgo-ahead, was one thing give me the that but thetoactive support go-ahead, support that followedbut wasthe theactive difference in making followed wassays the difference inshows making it happen,” Kalmuk. “It it happen,” says Kalmuk. “It shows how the company is committed to how the company is committed to

helping people develop professionally.” helping people develop professionally.” Indeed, multinational J&J encourages Indeed, multinational J&J encourages staff to move around the organization staff to move around the organization and take All job job and take on on new new challenges. challenges. All postings in the the postings are are open open to to anyone anyone in company, world. In In company, anywhere anywhere in in the the world. the are three three theToronto Toronto area area alone, alone, there there are major with majordivisions: divisions: Janssen, Janssen, along along with separate consumer separate medical medical device device and and consumer product “Not product operations. operations. Says Says Kalmuk: Kalmuk: “Not only but onlycan can you you progress progress vertically, vertically, but you under youcan can also also move move horizontally horizontally under the in the the thesame same umbrella. umbrella. That’s That’s unique unique in healthcare shows healthcare product product industry. It shows that thatJ&J J&J not not only only values values diversity of oftalent, talent, but but actually actually facilitates movement sectors.” movement across across business business sectors.”

AddsLouisa Louisa Greco, Greco, the company’s company’s Adds Markham-based Canadian Canadian Managing Markham-based Managing Director: “This “This year, year, more than 25 per Director: per centof ofour our employees employees will take on new cent new rolesas as part part of of their their career development, roles development, eitherin in Canada Canada or or at one of our 250 either 250 operating companies companies around around the operating the world.” world.” Dedication to to its its employees employees is Dedication is one one pillar pillar of the company’s signature four-part of the company’s signature four-part Credo.Written Written by by former former chairman chairman Credo. Robert Johnson in 1943, “Our Robert Johnson in 1943, “Our Credo” Credo” comprises J&J’s J&J’s guiding guiding principles principles or comprises or responsibilities that that have have long long been responsibilities been singled out out as as examples examples of of successful singled successful corporate behaviour. The responsibility corporate behaviour. The responsibility employees ranks just below Number totoemployees ranks just below Number One, a duty to consumers and healthcare One, a duty to consumers and healthcare professionals. Third comes corporate professionals. corporate responsibility Third to the comes community responsibility to the community followed, lastly, by being profitable. followed, lastly, by being profitable. Responsibility to employees Responsibility to employees includes more than their professional includes more The thancompany their professional development. is also development. The health company also dedicated to their andisgeneral dedicated to their healthareand general welfare. All personnel encouraged welfare. personnelquestionnaire are encouraged to take aAll confidential that toidentifies take a confidential questionnaire that potential health and lifestyle identifies health and lifestyle risks. Thepotential results often trigger a fitness risks. Theregistration results often regime, for trigger coursesatofitness stop regime, registration for courses to stop smoking, nutrition advice and cancer smoking, nutrition and cancer awareness, among advice other measures. awareness, measures. “Our aim isamong to haveother the healthiest “Our aim isintothe have the healthiest workforce country,” says Greco. workforce in the country,” says Greco.

J&JJ&J STAFF AREARE ENCOURAGED TO TAKE ON NEW CHALLENGES STAFF ENCOURAGED TO TAKE ON NEW CHALLENGES

545 545

full-time full-timestaff staff ininCanada Canada

51 51

charities charitieshelped helped last lastyear year

A fully equipped onsite fitness centre A fully equipped onsite fitness centre with fitness and wellness consultants, with fitness andhelp wellness consultants, all free to staff, address what all free to staff, help address what employees may have learned about employees may have about their health needs. Andlearned to encourage their health needs. And to encourage good eating habits, there are free energy good eating habits, there are free energy snacks and fruit baskets – organic snacks and baskets organic bananas are afruit special hit ––along with a specialtohit – along with abananas cafeteriaare dedicated healthy foods, a cafeteriaa daily dedicated healthy foods, including freshto salad bar. “Instead including a daily fresh bar. “Instead of a sandwich, I can havesalad a dinnerof a sandwich, I can have dinnerquality meal at lunch,” saysaKalmuk. quality meal at lunch,” says Kalmuk. Beyond employee health, J&J shows Beyond employee J&J wellshows consideration for its health, personnel’s consideration for itsBenefits personnel’s being in other ways. are wellbeing in other ways. Benefits generous and employee lifestyleare is generous and employee is taken seriously. Maternitylifestyle and paternity taken seriously. Maternity and paternity

It is your passion and commitment that makes Johnson & Johnson Inc. a top company in Canada. It is your passion and commitment that makes Johnson & Johnson Inc. a top company in Canada.

63% 63% ofof staff staff areare female female

37 37

years, longestyears, longestserving employee serving employee

leaves include 100-per-cent salary leaves include 100-per-cent salary top-ups for 18 weeks. Compassionate top-ups weeks. Compassionate care leave for can18 also be topped-up to full care leave can also be salary for eight weeks. Astopped-up well, the to full salary for eight weeks. As giving well, the company matches charitable and company matches charitable employees get two days off withgiving pay and two of days offchoice. with pay toemployees devote to aget charity their to devote to a charity of their choice. Ergonomic office features include Ergonomicchairs officeand features include high-quality sit/stand high-qualityFor chairs and sit/stand workstations. his part, Kalmuk likes workstations. For his part, Kalmuk working at his desk’s high position. “I likes working at stand his desk’s highhe position. would rather than sit,” says. “I would rather stand than sit,” he says. And walk rather than stand. “To And walk rather stand. “To stay healthy, we’re than considering stay healthy, we’re walking meetings,” heconsidering says. walking meetings,” he says.

At At Kruger, Kruger, sustainability sustainability applies applies to to careers, careers, too too

ario Gosselin, CEO of ario Gosselin, CEOLP, of likes Kruger Products Kruger Products to joke that he builtLP, hislikes to joke that he built his career at the Mississaugacareer at the Mississaugabased company from based company from the ground floor – by sweeping it. the ground floor by17, sweeping it. At the tender age–of he was hired At the tender age of 17, he was hired at a Kruger newsprint mill in Troisat a Kruger newsprint milllaboured in Trois-by Rivières, Que., where he Rivières, Que., where he laboured byHis day and studied accounting at night. day andwas studied accounting at night. His tuition covered by the company. tuition was covered by the company. Over his four-decade career with the Over his four-decade careera with organization, he’s become livingthe organization, becometoa helping living example of itshe’s dedication example of its dedication to helping employees realize their potential. He employees realize their He was eventually hired as potential. an assistant was eventually hired as an assistant accountant at the mill, and spent the accountant at the mill, and spent the following decades rising through following decades rising through increasingly senior management increasingly seniora companymanagement roles and earning roles and earning a companysponsored MBA along the way. sponsored MBA along the way. In 2005, he was named chief executive In 2005,ofhe was named chiefa leading executive officer Kruger Products, officer of Kruger Products, a leading manufacturer of tissue, towel and manufacturer of tissue, and napkin products, knowntowel for brand napkin products, known for brand names like Cashmere and Scotties. names likesays Cashmere and57, Scotties. “For us,” Gosselin, “the sky “For us,” says Gosselin, 57, “thetosky is the limit for people who like is the limit for people who like to progress within the organization.” progress within the organization.”

“For “For us, us, the the sky sky is is the the limit for people who limit for people who like like to progress within the to progress within the organization.” organization.” – Mario Gosselin, – MarioCEO Gosselin, CEO

At Kruger Products, employees don’t At Kruger Products, employees don’t need to worry about being pigeon-holed need to worry about being pigeon-holed in a particular job, says Serge Reynaud, in a particular job, says Serge Reynaud, Corporate Vice-President, Human Corporate Human looking Resources.Vice-President, “We have no problem Resources. no problem outside the “We box,”have he says. “We’re looking really outside the box,” he says. really serious about investing in “We’re our people and serious investing in our peoplethe and offeringabout the ability to move beyond offering the where abilitythey’re to moveworking.” beyond the department department where they’re working.”

The company promotes employee The company promotes employee mobility through generous tuition mobility generous tuitionand subsidiesthrough for college, university subsidies for college, university and professional accreditation programs. professional programs. In addition, itaccreditation launched a popular In addition, program it launched popular mentorship twoa years ago mentorship program its twotop years ago aimed at developing talent. aimed at developing its top talent. The initiative is expanding rapidly The initiative is expanding rapidly across the company’s operations in across the company’s operations Canada and the United States. in Canada and the United States. As a family firm, a concern for the wellAs a family firm, a concern forthroughout the wellbeing of employees continues being of employees continues throughout their careers and beyond. Employees their and beyond.and Employees have careers access to financial retirement have access to financial and retirement planning services, and health benefits planning and health extend to services, retirees, with no agebenefits limit. extend to retirees, with no age limit. The family atmosphere is enhanced by The family atmosphere enhanced by a corporate culture that is balances hard awork corporate culture balancesoften hard with fun. Thatthat enjoyment work fun. That enjoyment often comeswith through volunteer activities, comes through volunteer activities, which help employees give back to which help employees giveProducts back to their communities. Kruger their communities. Kruger Products actively assists charities that benefit actively assists charities that benefit cancer research, conservation and cancer research, and children’s health.conservation In fact, the company children’s health. In fact, the company is a Top Five National supporter of the is a Top Five National supporter of the Canadian Breast Cancer Foundation. Canadian Breast Cancer the Foundation. Every year, it organizes White Every year,Collection it organizes the White Cashmere event, a breast Cashmere Collection event, a breast

Pioneer event at Kruger recognition Program at region east Pioneer event at Kruger recognition Program at region east

1,872 1,872 full-time staff full-time staff in Canada in Canada

11 11

charities helped charities helped last year last year

cancer funds and awareness raiser cancer funds and awareness raiser that challenges Canadian fashion that challenges Canadian designers to create couturefashion designs designers to create couture designs crafted from soft and luxurious sheets crafted from soft and luxurious of Cashmere bathroom tissue. sheets of Cashmere bathroom tissue. The company’s commitment to The company’s commitment sustainability has become an to increasingly sustainability hasinbecome an increasingly important factor attracting and important factor in attracting retaining top employees, saysand VP, retaining top employees, says VP, Sustainability and Innovation, Sustainability and Innovation, Steven Sage. “People just want to Steven “People“that just they’re want to know,” Sage. he observes, know,” “that they’re workingheforobserves, a company that cares working a companyand thatthe cares about thefor environment about the environment and the communities in which they operate.” communities in which they operate.” They also take pride in how much Kruger They alsohas takereduced pride initshow much Kruger Products environmental Products has reduced its environmental footprint. Over the past five years footprint. thethe past five years alone, saysOver Sage, company has alone, says Sage, the company has slashed its greenhouse gas emissions slashed its greenhouse gas emissions

132 132

jobs available jobs available last year last year

46 46

years, longestyears, employee longestserving serving employee

in Canada by more than 22 per cent, in Canadawater by more than trimmed usage by 22 11 per per cent, cent, trimmed water usage by 11 per and cut packaging materials by cent, 12 and cut packaging materials byfive 12 per cent. Its goals for the next per cent. theambitious. next five years willIts begoals even for more years will be even more ambitious. Faced with increasingly intense Faced with increasingly competition from global intense giants, Kruger competition from Kruger Products owes its global successgiants, to its people, Products owes But its success to when its people, says Gosselin. in an era says Gosselin. But intypically an era when young professionals work young professionals work for several companiestypically over time, he for several companies over he adds, holding on to them is time, a greater adds, holding to them is is striving a greater challenge. Theon company challenge. company is striving to create anThe environment where to create ancan environment where careers. employees build long-term employees can build long-term careers. “It’s up to us to make sure we have “It’s up toin usplace to make sure we have programs to retain them,” programs in place to retain them,” he says. “We try to be close with he “We to be with oursays. people as try much as close we can and our people as much as we can and work with them to be successful.” work with them to be successful.”

Canada’s Canada’s Leading Leading Manufacturer Manufacturer of Quality Tissue Products of Quality Tissue Products for for Household, Industrial and Household, Industrial and Commercial Commercial Use Use krugerproducts.ca krugerproducts.ca

Lakeridge Lakeridge Health Health follows follows aa path path to to excellence excellence

akeridge Health unfurled an akeridge unfurled an ambitious Health five year strategic ambitious five year strategic plan back in 2010-11 that set plan in 2010-11 set someback ambitious goals that for this some ambitious goalsperched for this community hospital community hospital perched on the eastern edge of the GTA. on the eastern edge of the GTA. The plan was the result of extensive The plan was the the result of community, extensive discussions with local discussions with the local community, industry partners and healthcare industry partners andhospital. healthcare professionals at the When professionals at the hospital. When it was done, its vision was both it was done, its vision was both simple and challenging: “Excellence simple challenging: “Excellence – everyand moment, every day.” – every moment, every day.” The strategic plan targets a number The strategic plan targets number of key areas. These are to aenhance of key areas. These are to enhance the patient experience, be the safest the experience, bethe theprovince safest and patient healthiest hospital in and healthiest hospital in the province and to invest in facilities, equipment, and to investand in training, facilities,notes equipment, technology technology and training, notes Kevin Empey, President & CEO. Kevin Empey, President & CEO.

“This “This current current phase phase of of the the Lakeridge Lakeridge Health Health strategic strategic

plan plan focuses focuses on on supporting supporting a a psychologically psychologically healthy healthy workforce, workforce, learning learning and and training, and technology training, and technology and and innovation.” innovation.” – Kevin Empey, – Kevin Empey, President & CEO President & CEO

“This current phase of the Lakeridge “This phase the Lakeridge Healthcurrent strategic planoffocuses on Health strategic plan focuses supporting a psychologically on healthy supporting psychologically healthy workforce, alearning and training, and workforce, learning and training, and technology and innovation,” he says. technology and innovation,” he says.some “It’s the natural next step following “It’s natural next stepinitiatives.” following some of ourthe earlier successful of our earlier successful initiatives.”

Lakeridge Health serves the growing Lakeridge Health serves the growing regional municipality of Durham. It runs regional municipality of Durham. It runs four hospitals, in Oshawa, Bowmanville, four hospitals, in Oshawa, Bowmanville, Port Perry and Whitby, as well as 16 Port Perry and centres. Whitby, Lakeridge as well as Health 16 smaller health smaller health centres. Lakeridge Health manages a budget of $480 million and manages a budget of 1,600 $480 million treats approximately patientsand daily. treats approximately 1,600 patients daily. In the last year, Lakeridge Health In lastonyear, Lakeridge Health hasthe built its goal for employees has built on its goal for employees of becoming the healthiest hospital of becoming healthiest hospital workforce in the Ontario with the workforce in Ontario with the launch of its new Step Up and launch of its new Step Up and Stand Together campaign. Stand Together campaign. “This campaign is all about creating “This campaign is all about creating an even more collegial and respectful an even more collegial and respectful workforce. That way we can attract and workforce. Thathealthcare way we can attract and inspire the best workforce inspire the best healthcare workforce possible,” explains Empey. “Staff possible,” explains Empey. “Staff are participating enthusiastically, are participating enthusiastically, which is really fantastic.” which is really fantastic.” Lakeridge Health has three pillars of Lakeridge Health has threeare pillars of wellness programs. These physical, wellness programs. These are physical, occupational and psychosocial. occupational and psychosocial. Lakeridge Health has also created Lakeridge Health hasprogramming also created that strong supports and strong supports and programming focuses on each of these pillars. that focuses on each of these pillars. Healthcare is often stressful, so Healthcare is oftenisstressful, Lakeridge Health working so hard to Lakeridge Health is working hard to support staff, volunteers and physicians, support staff, volunteers andones physicians, notes Empey. “They are the we notes “Theycompassionate are the ones we entrustEmpey. with giving care entrust giving to everywith person whocompassionate comes throughcare to person who “But comes through ourevery doors,” he says. part of being our doors,” he says. part of being compassionate is also“But making sure compassionate is also making sure we are taking care of each other.” we are taking care of each other.” Joshua Theodore, an Occupational Joshua Theodore, Occupational Therapist, stronglyanbelieves in this Therapist, strongly believes in this collective approach. He has been collective He has been a member approach. of an inter-professional apractice member of an inter-professional council for a few years so he practice council for a few years so he knows what team-oriented success knows what team-oriented success is like. Theodore says everyone is Theodore says is like. interdependent, and everyone working is interdependent, and and working together benefits staff patients. together benefits staff and patients. “Communication and collaboration “Communication collaboration are important in a and large matrix are important in a large matrix organization like Lakeridge Health. In organization likegroup, Lakeridge Health. In our professional doctors, nurses, our professional group, doctors, nurses, dieticians, therapists, and social workers dieticians, therapists, and social workers

Others Others wanted wanted him. him. We got him. Here. We got him. Here.

InterventIonal radIologIst dr. sean galente wIth a patIent at Lakeridge HeaLtH oshawa InterventIonal radIologIst dr. sean galente wIth a patIent at Lakeridge HeaLtH oshawa

2,366 2,366 full-time staff full-time staff in Canada in Canada

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job openings joblast openings year last year

get together every morning to coordinate get together everyafter morning to coordinate plans for looking patients. It plans looking after patients. It makesfor a big difference,” he explains. makes a big difference,” he explains. A significant part of the strategic plan’s A significant part of the plan’s focus on technology andstrategic innovation focus on technology and innovation is in upgrading the physical space to is in upgrading physical space to provide a betterthe patient experience provide a better patient experience and an enhanced work environment and an enhanced environment for staff. “We arework continually looking for staff. in “We areways continually looking to invest new to protect our to invest in new ways to protect staff from injury,” says Empey. our staff from injury,” says Empey. Lakeridge Health is also partnering with Lakeridge Health is also partnering with other regional healthcare providers to other regional healthcare providers to compare notes on learning tools and how compare notes on learning tools and how

11,137 11,137 job applications job last applications year last year

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years, longestyears, longestserving employee serving employee

to help frontline staff become leaders. to staff become leaders. Ashelp part frontline of this initiative, occupational As part of this initiative, occupational teams have visited other hospitals to teams have visited otherare hospitals see firsthand what they doing. to see firsthand what they are doing. The hospital is very supportive of staff The very supportive of bring staff goinghospital outsideisfor learning as they going outside for learning as they bring back skills and ideas that everyone back skills and ideas that everyone can benefit from, explains Theodore. can benefit from, explains Theodore. “Lakeridge Health is a wonderful place to “Lakeridge Health is aget wonderful place to work,” he says. “You professionally work,” hewith says.many “Youtalented get professionally involved people involved with many and teamwork is verytalented strong.”people and teamwork is very strong.”

Dr. Greg Athaide specializes in minimally Dr. Greg Athaide specializes in minimally invasive gynecological surgery. He’s one of invasive gynecological surgery. He’s one of the many highly qualified surgeons here at the many highly qualified surgeons here at your hospital. your hospital. Talk to your family doctor about getting your Talk to your family doctor about getting your surgery at Lakeridge Health. surgery at Lakeridge Health.

The Law Society aims to be a role model

o, o, what’s what’s an an architect architect doing doing working working at at the the Law Law Society Society of of Upper Upper Canada? Canada? On On one one level, level, the the answer answer is is fairly fairly straightforward. straightforward. Architect Architect Mona Mona Elali Elali is is the the society’s society’s Senior Senior Facilities Facilities Manager, Manager, responsible responsible for for preserving preserving aa 19th-century 19th-century heritage heritage building building and and its its six six acres acres of of manicured manicured grounds, grounds, as as well well as as creating creating aa modern modern and and ergonomically efficient ergonomically efficient workspace workspace for for more more than than 500 500 employees. employees. But her answer is also But her answer is also more more profound. profound. “The “The Law Law Society’s Society’s values values reflect reflect mine,” mine,” says says Elali. Elali. “And they take the same “And they take the same care care with with the the Osgoode Osgoode Hall Hall building building as as they they do do with with employees. employees. This This is is aa safe, safe, comfortable comfortable and and sustainable sustainable place place where where people people have have aa chance chance to to grow.” grow.”

“We “We can’t can’t urge urge the the professions professions to to promote promote diversity diversity and and gender gender equality equality unless unless we we walk walk the the talk talk ourselves.” ourselves.” – – Rob Rob Lapper, Lapper, CEO CEO

The The Law Law Society, Society, Canada’s Canada’s largest, largest, regulates the legal regulates the legal and and paralegal paralegal professions professions in in Ontario. Ontario. Its Its central central mandate is to protect the mandate is to protect the public public interest interest through through oversight oversight over over the the province’s some 49,000 lawyers province’s some 49,000 lawyers and and 7,000 7,000 paralegals. paralegals. It It also also strives strives to enhance access to justice. to enhance access to justice. Says Says Rob Rob Lapper, Lapper, the the society’s society’s CEO: CEO: “We “We serve serve the the public. public. That’s That’s important important because because that that public public interest interest ethos ethos infuses our staff. It provides infuses our staff. It provides them them

with with aa clear clear mission mission and and aa sense sense of of purpose purpose that that is is important important to to morale.” morale.” The The society society also also strives strives to to be be aa role role model for the professions it model for the professions it regulates. regulates. Some Some two-thirds two-thirds of of its its employees employees are female. The same are female. The same percentage percentage holds holds for for both both management management and and senior management senior management positions. positions. That’s That’s considerably considerably higher higher than than for for the the legal legal profession profession as as aa whole. whole. “We “We should should be be ahead ahead of of the the curve,” curve,” says says Lapper. Lapper. “We can’t urge the professions “We can’t urge the professions to to promote promote diversity diversity and and gender gender equality equality unless unless we we walk walk the the talk talk ourselves.” ourselves.” The Law Society has made The Law Society has made the the Top Top Employers Employers list list for for aa decade decade now, now, and and Lapper Lapper says says that’s that’s largely largely because because it it provides provides myriad myriad opportunities opportunities for for individuals to develop individuals to develop professionally professionally and and to to take take on on new new challenges challenges within within the organization. That the organization. That approach approach was was also also aa key key factor factor in in the the society society this this year year winning winning aa Governor Governor General’s General’s Canada Canada Award Award for for Excellence. Excellence. That That honour honour goes to organizations that goes to organizations that demonstrate demonstrate continual continual innovation innovation and and sustainable sustainable improvement throughout improvement throughout the the workplace. workplace. The society takes a broad approach The society takes a broad approach to to serving serving the the public public it it is is mandated mandated to protect. For example, to protect. For example, Law Law Society Society staff staff are are encouraged encouraged to to learn learn French French or or improve improve their their proficiency proficiency in in the the language language so so they they can can provide provide bilingual bilingual services services to to the the Ontario Ontario public. public. Onsite Onsite language language courses courses are are available available and and tuition tuition for for those those wanting wanting to to take take classes classes in in this this and and other other job-related job-related areas, areas, including including legal legal studies, studies, are are generously generously subsidized. subsidized. “There’s “There’s lots lots of of competition competition these these days days for for talented talented people,” people,” Lapper Lapper says. says. “Our “Our commitment commitment to to professional professional skill skill enhancement enhancement and and internal internal job job opportunities allows us opportunities allows us to to attract attract and and keep keep the the best best people.” people.” As well, the Law Society As well, the Law Society is is responsive responsive to work-life balance needs. to work-life balance needs. Flexible Flexible working working arrangements, arrangements, including including telecommuting, telecommuting, flexible flexible work work

ONTARIO’S LAW SOCIETY OFFERS A RANGE OF CAREERS FOR A DIVERSE WORKFORCE ONTARIO’S LAW SOCIETY OFFERS A RANGE OF CAREERS FOR A DIVERSE WORKFORCE

543

full full time time employees employees

12,000 visitors visitors during during Doors Doors Open Open Toronto Toronto

hours hours and and compressed compressed work work weeks weeks are are available. available. Employees Employees get get up up to to two two paid paid days days to to devote devote to to the the volunteer volunteer activity activity of of their their choice. choice. Elali Elali first first encountered encountered the the historic historic downtown downtown Toronto Toronto building building that that is is home to the Law Society, in home to the Law Society, in addition addition to to the the Ontario Ontario Court Court of of Appeal Appeal and and other other courts, courts, when when she she was was in in private private practice. practice. At At the the time, time, she she was was volunteering volunteering with with Doors Doors Open Open Toronto, Toronto, an an annual annual weekend weekend event event when when the the public public can can visit visit otherwise restricted buildings. The otherwise restricted buildings. The Law Law Society Society takes takes this this openness openness one one step step further, offering guided tours further, offering guided tours during during the the summer summer months, months, another another one one of of Elali’s Elali’s responsibilities. responsibilities. “How “How can can you you not not be be

employee-organized employee-organized charitable charitable events events in in 2015 2015

promotions, promotions, secondments secondments and and transfers transfers last last year year

impressed impressed with with this this structure?” structure?” she she asks. asks. “Working “Working here here is is aa privilege.” privilege.” Moreover, Moreover, it it is is aa public public trust, trust, one one Elali Elali takes takes seriously. seriously. “The “The Law Law Society Society has has aa long long history history of of caring caring for for its its property,” property,” she she says. says. “I “I am am proud proud to to lead a team that not only maintains lead a team that not only maintains this this facility, facility, but but also also enhances enhances it.” it.” Elali can also attest to the society Elali can also attest to the society as as aa people-caring people-caring organization. organization. “When “When II expressed expressed interest interest in in the the job, job, II was introduced to some staff was introduced to some staff before before II decided decided whether whether II wanted wanted to to go go ahead,” she says. “I saw a number ahead,” she says. “I saw a number of of happy happy people people who who have have been been here here for for decades. decades. That That made made the the decision decision easy.” easy.”

Celebrating 10 consecutive years as a Greater Toronto Top Employer Learn Learn more more about about the the opportunities opportunities available available at at lsuc.on.ca lsuc.on.ca

Work Work hard, hard, play play hard hard at at Mattel Mattel Canada Canada

or about a year, Alicia Sumar or about a year, Alicia held many a little girl’sSumar -- and held many a little girl’s -some big girls’ – dream joband at some girls’ – dream job at Mattelbig Canada: marketing Mattel marketing Barbie, Canada: the world’s first and Barbie, thefashion world’sdoll. firstThen and still most popular still most popular fashion doll. Then the company threw Sumar a curve the threw Sumar curve ball.company “They approached meaand said, ball. “They approached me and ‘We know your blood runs pure said, ‘We your blood runs pink,know but we would like youpure to be the pink, but we would like younew to be the marketing manager for our Mega marketing manager ourrecalls. new Mega Bloks product line,’”forshe Bloks product line,’” she recalls. It was a big decision. Barbie is It was a bigby decision. considered many toBarbie be theiscrown considered manyempire. to be the crown jewel in theby Mattel Along jewel in the Mattel empire. Along with such other iconic brands as Hot with such other iconic brands as Hot Wheels and Fisher-Price, Barbie has Wheels and Fisher-Price, Barbie helped make Mattel a worldwide has helped make Mattel amanufacture worldwide and leader in the design, leader in the design, manufacture and marketing of toys and family products. marketing of toys and family products. In February 2014, Mattel Inc. acquired In February Mattel Inc. acquired Mega Bloks,2014, adding construction blocks Mega Bloks, adding and collectors’ sets toconstruction the portfolioblocks of and sets to the150 portfolio of toys collectors’ it sells in more than countries. toys sells in more 150 countries. And it now Sumar wasthan being asked to And now Sumar was being askedand to take on responsibility for Mega, take responsibility for Mega, and its 18ondifferent sub-brands, in Canada. its 18 different sub-brands, in Canada. Thanks, however, to the emphasis Mattel Thanks, emphasis Mattel places onhowever, creating to anthe environment places on creatingcan an environment where employees work and grow, where employees canprofessionally, work and grow, both personally and both personally and professionally, Sumar was up for the challenge. Sumar was up for the challenge.

“Mattel “Mattel wants wants you you to to think think like like an an entrepreneur.” entrepreneur.” – Alicia Sumar, – Alicia Sumar, Marketing Manager Marketing Manager

Based in Mississauga, Ont., Mattel Based in Mississauga, Mattel Canada’s workforce is Ont., employed Canada’s is employed primarily workforce in sales, marketing and primarily in sales, distribution. In hermarketing work withand Barbie, distribution. In her work with Barbie, Sumar had focused on traditional Sumar hadfunctions focused on traditional marketing such as public marketing functions such as public

relations and communications. With relations and communications. With Mega, however, she’d take on additional Mega, however, she’d take on additional responsibilities that would allow her to responsibilities that would to interact more directly with allow supplyher chain, interact more directly with supply chain, finance and capitalize on new ways of finance andwith capitalize on new of interacting consumers in ways a rapidly interacting with consumers in a rapidly changing 24/7 retail environment. changing 24/7 retail environment. Mattel encourages such crossMattel encourages such crossdepartmental and cross-functional departmental and cross-functional moves not only as a way to foster trust moves not only asamong a way to foster trust and cohesiveness co-workers, and cohesiveness among co-workers, but to help individuals master new but to that helpcan individuals new skills advance master their careers. skills that can advance their careers. The company invests in the long-term The companyof invests in the long-term development its employees in other development of its employees in otherand ways as well. This includes in-house ways as well. This includes in-house external courses and training, with theand external andtuition training, with theof companycourses providing subsidies company providing tuition subsidies of up to $8,000 for job-related education. up to $8,000 for job-related education. Another Mattel core value contributed Another Mattel core to value contributed to Sumar’s decision make the Mega to Sumar’s decision to make the Mega switch – its culture of ownership. The switch – its culture of ownership. The company cultivates entrepreneurship company cultivates entrepreneurship through, among other ways, a share through, other ways, a share purchase among plan, available to all purchase plan, available to all employees, and year-end bonuses employees, and additional year-end bonuses for all. It offers financial for all. It offers additional financial benefits as well, such as referral benefits as for referral bonuses as of well, up to such $2,000 employees bonuses of up to $2,000 employees who successfully refer a for candidate. who successfully refer a candidate. For Sumar, the ownership culture also For Sumar,into theaownership culture also translates sense of autonomy. translates into a sense of autonomy. “Mattel wants you to think like an “Mattel wantswhich you toI think entrepreneur, love,”like saysanSumar. entrepreneur, which I love,” Sumar. “When you’re trying to makesays a big “When you’re trying to maketoa ask, big ‘If decision, you’re encouraged decision, encouraged this were you’re my company, wouldtoIask, take‘If this this were myanswer company, would takeforthis step?’ If the is yes, thenI go it.” step?’ If the answer is yes, then go for it.” And if things don’t work out? And if things don’t work out? “If we don’t try, we will fail,” says “If we don’t try,Vice-President we will fail,” says Sanjay Luthra, and Sanjay Vice-President and CountryLuthra, Manager for Canada. “We Country Manager for Canada. “We reward failure.” Unorthodox perhaps, reward failure.” that Unorthodox perhaps, but a viewpoint makes perfect but a viewpoint that makes perfect sense in Mattel’s competitive context. sense in Mattel’s competitive context. To remain the market leader, Mattel To remain the leader, Mattel is dedicated tomarket being first to launch is dedicated to being first to launch groundbreaking new products. Yet groundbreaking products. individuals who new fear falling flatYet tend individuals who fear falling flat tend

MATTEL CANADA EMPLOYEES CELEBRATE HALLOWEEN IN THE “PLAY PATROL” SPONSORED COSTUME CONTEST MATTEL CANADA EMPLOYEES CELEBRATE HALLOWEEN IN THE “PLAY PATROL” SPONSORED COSTUME CONTEST

118 118

full-time staff full-time staff in Canada in Canada

47 47

years, longestyears, longestserving employee serving employee

to take only baby steps or return to to take only baby steps ornotes returnLuthra. to what worked previously, what worked previously, notes Luthra. Instead, a culture of innovation Instead, innovationthe depends aonculture peopleofthroughout depends on people throughout organization, not only to those the who organization, not only to those who invent toys, being willing to take risks. invent toys, being willing to take risks. Thus, those who work hard, do thorough Thus, those workahard, do thorough research andwho develop well-thought research a well-thought out plan, and can develop still make an important out plan, caneven still make important contribution if theyancome up short. contribution if they come up wrong, short. “The key is toeven analyze what went “The key is to analyze what went wrong, not repeat mistakes and, most important, not repeat mistakes and, most important,

20 20

jobs available jobs available last year last year

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job applications job last applications year last year

share what they have learned others,” share what they havethat learned others,” says Luthra, adding the company says adding that in thewhich company holdsLuthra, monthly meetings holds monthly meetings injust which staff are encouraged to do that. staff are encouraged to do just that. It’s this supportive, inspiring It’s this supportive, inspiring environment that makes the Mattel motto environment makes the Mattel motto “creating the that future of play” ring true. “creating the future of play” ring true. “Everyone works together,” says Sumar. “Everyone says Sumar. “I’ve neverworks seen atogether,” group of people who “I’ve never seen a group of people who care more about everybody’s success.” care more about everybody’s success.”

Iconic, Iconic, global global brands...inspiring brands...inspiring children children at at play...engaged play...engaged and and talented talented employees...endless employees...endless possibilities...this possibilities...this is is Mattel! Mattel!

Mazda Mazda employees employees are are ambassadors ambassadors of of the the brand brand

n her first day on the job nat her first day on the job a Mazda Canada Inc., at Mazda Canada Inc., ato senior executive stopped senior stopped to talk to executive Amanda Goldenberg talk Amanda Goldenberg whiletoshe worked at her sheknelt worked at and her desk. “He while actually down desk. “He actuallyHe knelt and said, ‘Welcome.’ saiddown he hoped said, ‘Welcome.’ He said he and hoped my first day was going well that my first any day ideas was going well and if I had that might helpthat the if I had any ideas that might help the company, I should let him know.” company, I should let him know.” That brief conversation, two years ago, That brief conversation, twoshe’d yearsjoined ago, convinced Goldenberg that convinced Goldenberg she’d joined the right company at thethat right time. the right company at the right time. As a Specialist, Curriculum As a Specialist,Goldenberg Curriculumdevelops and Development, Development, Goldenberg administers online training develops programsand administers training programs designed foronline head-office employees designed for head-office employees and for approximately 5,000 staff and for approximately 5,000 staff members at Mazda’s 165 franchised members at across Mazda’s franchised dealerships the165 country. Based dealerships acrossoffice the country. Based in Mazda’s head in Richmond in Mazda’s head office and in Richmond Hill, Ont., Goldenberg her fourHill, Ont., Goldenberg and her fourperson team also coordinate face-toperson team also coordinate face training programs for asface-tomany as face programs for as many as 1,200training dealership personnel who learn 1,200 dealership personnel who learn about and test drive the company’s about and teston drive the company’s new vehicles a closed-circuit track. new on athem closed-circuit track. “We vehicles get to drive too,” she adds. “We get to drive them too,” she adds.

“I never thought I’d “I never thought I’d end up in the automotive end up in the automotive industry. But I’m so industry. But I’m so happy to be here. happy to be here. And we get to drive And we get to drive really cool cars.” really cool cars.” – Amanda Goldenberg, – Amanda Goldenberg, Specialist, Curriculum Development Specialist, Curriculum Development

Goldenberg arrived at Mazda after Goldenberg arrived at Mazda graduating with a Bachelor of after Education graduating ofWith Education degree fromwith Yorka Bachelor University. degree from University. Withfor thousands ofYork graduates competing thousands of graduates competing for

only a few openings with local school only a few with local boards, sheopenings looked farther afieldschool and boards, looked farther afield and acceptedshe a contract position in Mazda accepted contract department. position in Mazda Canada’s awarranty Canada’s warranty department. Since Mazda operates dealerships and a Since Mazda dealerships and a regional officeoperates in Quebec, she thought regional office Quebec, she thought initially that theintemporary position initially thather theatemporary would give chance to position practice her would give her a chance to practice her French-language skills. “But the people French-language skills. “But the people here were so friendly and helpful, and I here were and helpful, and I always feltsosofriendly supported,” Goldenberg always felt by so the supported,” says, “that time my Goldenberg contract says, by the time contract ended,“that I didn’t want to my leave.” ended, I didn’t want to leave.” Fortunately, just as she started Fortunately, just as she looking for another job,started Mazda looking for anotheranjob, Mazda Canada circulated internal Canada circulated an an internal announcement about opening in announcement about andepartment. opening in its Brand Engagement its Brand Engagement department. “We’ve been growing for the last three “We’ve been growing forpeople the last three years, adding five or six a year, years, adding or six people a year, and we’ve hadfive tremendous success and we’ve hadpeople,” tremendous success finding great says Brian finding greatthe people,” says Brian McDougall, company’s Senior McDougall, the company’s Senior Director of HR, IT & Administration, Director of HR, IT & Administration, That’s not surprising. New employees That’s notCanada surprising. New employees at Mazda enjoy three weeks of at Mazdavacation Canadaand enjoy three additional weeks of starting receive starting and receive additional paid timevacation off between Christmas and paid timeYear. off between Christmas and the New They also receive paid the New Year. also receive personal days. They “We all need timepaid off personal days.to“We all need time offsays occasionally manage our lives,” occasionally to manageit’s our McDougall, “whether forlives,” a sicksays day McDougall, “whether it’s This for aallows sick day or to take care of a child. or to take care of atheir child. This allows people to manage own time.” people to manage their own time.” Generous vacation schedules and Generous vacation and competitive benefitsschedules programs, including competitive benefits programs, including a defined benefit pension plan, are acertainly defined not benefit pension plan,that areattract the only factors certainly not only “We factors that attract employees tothe Mazda. also have a employees to Mazda. “We also have a great product,” says McDougall, a 25great product,” says McDougall, a 25year HR veteran, who came to Mazda year HReight veteran, almost yearswho ago came from to oneMazda of the almost eight years ago fromautomakers. one of the Big Three North American Big Three North American automakers. “This is a tough business,” he “This is a tough business,” he from continues. “We don’t shy away continues. “We don’t shy away from that. There are days when it’ll be tough that. are But dayswe’re whenhere it’ll for be tough to goThere to work. to to work. But for a ourgoemployees, andwe’re we tryhere to make our employees, we try to lives.” make a difference in ourand employees’ difference in our employees’ lives.”

SPECIALIST, CURRICULUM DEVELOPMENT AMANDA GOLDENBERG ATTENDING A TRAINING SESSION SPECIALIST, CURRICULUM DEVELOPMENT AMANDA GOLDENBERG ATTENDING A TRAINING SESSION

138 138

full-time staff full-time staff in Canada in Canada

1,690 1,690

job applications job last applications year last year

Goldenberg noticed that difference Goldenberg that at difference from the daynoticed she started Mazda. “I from dayafter she the started at Mazda. “I startedthejust company launched started just after the company launched its customer experience initiative,” its shecustomer says. “It experience focuses the initiative,” culture of the she says. “It focuses the culture of that the organization on the customer, and organization the customer, andwith, that means anyoneonyou’re interacting means you’re buying interacting whetheranyone it’s a person a carwith, or whether it’snext a person car or the person to youbuying in the aoffice. the person next to you in We’re all ambassadors of the the office. brand.” We’re all ambassadors of the brand.” As she discovered during her first day As she job, discovered during her first day on the Mazda Canada encourages on the job, Mazda Canada encourages

43 43

years, longestyears, longestserving employee serving employee

3 3

weeks, starting weeks, allowance starting vacation vacation allowance

employees to bring a fresh perspective employees to bring freshideas, perspective to the company, “to ashare use to company, “tonew sharethings.” ideas, use mythe skills and learn my skills and learn new things.” All this came as a revelation to All this camewho as a had revelation to Goldenberg, assumed Goldenberg, who had assumed that she would follow a career as a that she wouldteacher followwith a career as a conventional a public conventional a public school board. teacher “I neverwith thought I’d end school board. “I neverindustry,” thought I’d up in the automotive sheend up in “But the automotive industry,” she says. I’m so happy to be here. says. “But so happy to cool be here. And we getI’m to drive really cars.” And we get to drive really cool cars.”

WITH THE RIGHT PEOPLE WITH THE RIGHT PEOPLE BEHIND THE WHEEL, BEHIND THE WHEEL, EVERYTHING IS POSSIBLE . EVERYTHING IS POSSIBLE . Thank T n ka Mhaazd M a zd a

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Medtronic Medtronic makes makes doing doing good good aa ‘win’ ‘win’ for for everyone everyone

ver since she joined Medtronic ver since Medtronic more thanshe 30 joined years ago, Senior more thanLaura 30 years ago, Senior Director Cameron has Director Laura Cameron has looked forward to its annual looked forward to its annual Employee Holiday Program, Employee Holiday Program, which takes place every December. which takes place everymaternity December. She even came in from She in from maternity leaveeven oncecame just so she could attend. leave once just so she could attend. Conceived to celebrate examples of Conceived to celebrate examples how the work employees do helpsofto how the work employees do helps to improve the lives of patients and their improve the livesthe ofworld, patients their families around theand Holiday families world, Holidaycan Programaround turns 55the this year.the “Nothing Program turnsfrom 55 this year. “Nothing can touch hearing a patient. Typically touch from patient. Typically there’shearing not a dry eyeain the house,” says there’s notwho a dryheads eye inupthe says Cameron, thehouse,” Diabetes Cameron, who heads up the Diabetes Business Group at Medtronic Canada, Business Group medical at Medtronic Canada, which develops devices and which develops devices and provides servicesmedical for individuals provides for individuals suffering services from chronic illness. suffering from chronic illness. “It gives every single employee – “It gives they everywork single whether in employee an office or– whether they work inchance an office out on the road – the to or see out theproducts road – the to make see howon our andchance services how our products and services a difference in people’s lives.” make a difference in people’s lives.”

“A lot of people who work “Ainlot people who work thisofindustry are here in this industry because they likeare tohere help because they like to is help people. Volunteering sort people. Volunteering is sort of an extension of that.” of an– Sherisse extension of that.” McLaughlin, – SherisseSpecialist, McLaughlin, Compliance Quality Compliance Specialist, Quality & Regulatory Affairs & Regulatory Affairs

Sherisse McLaughlin, who started as Sherisse McLaughlin, who started as a Compliance Specialist in Quality a&Compliance Specialist in Quality Regulatory Affairs in November & Regulatory Affairs in November 2014, agrees. “In my job I don’t see 2014, agrees. my job I don’t first-hand the “In benefits of what wesee first-hand the benefits of whatProgram we do,” she says. “The Holiday do,” she says. “The was awesome. It wasHoliday a great Program thing was awesome. great thing for me to see asItawas newaemployee.” for me to see as a new employee.” Both McLaughlin and Cameron are Both McLaughlin and Cameron are actively involved in Medtronic’s actively involved in Medtronic’s philanthropy programs and efforts. philanthropy programs and The company’s “Mission inefforts. Motion” The company’s “Mission in Motion”

aims to get employees involved in the aims to get employees involved in the community in ways that match their community in wayswhile that match personal passions, living their out the personal passions, living include out the Medtronic mission.while Incentives Medtronic mission. –Incentives include generous matching up to $100,000 generous matching – up–to $100,000 per employee annually and, at certain per employee at certain times of year, annually doubling –ofand, employee times of year, doubling of employee charitable donations. It also donates charitable donations. It alsowhere donates $500 to approved charities an $500 to approved charities for where an employee has volunteered 25 hours. employee has volunteered for 25 hours. McLaughlin volunteers as a mentor at McLaughlin volunteers as aand mentor at the Peel Children’s Centre directed the Peel Centreto and $500Children’s grant she earned itsdirected sexual the $500 grantAs shea earned toof itsthe sexual abuse project. member abuse project. As a member of the company’s Philanthropy Club, she helps company’s Philanthropy Club, she helps organize and coordinate Medtronic organize andcharitable coordinate Medtronic employees’ initiatives. The employees’ charitable initiatives. The idea is to keep fundraising interesting idea is toand keep interesting and fun notfundraising let it get overwhelming. and fun and not let it get overwhelming. Recent projects range from the Recent projectsWay range from theto a annual United campaign annual United food Way drive campaign to a Thanksgiving competition Thanksgiving food drive competition led by McLaughlin’s department where led by McLaughlin’s where all items were donateddepartment to the Eden all items were donated Eden Community Food Banktointhe Mississauga. Community Bank in Mississauga. Last June, asFood part of Project 6, an annual Last June, as part of Project 6, an annual volunteerism campaign that takes place volunteerism campaign that during the sixth month of thetakes year place to during thethe sixth month year to represent sixth tenetofofthe Medtronic’s represent the sixth of Medtronic’s mission, some 200 tenet employees built more mission, somefor 200kids employees built more than 80 bikes across Canada. than 80 bikes for kidsdonated across Canada. The Brampton office theirs to The Bramptonand office theirs Big Brothers Big donated Sisters of Peel.to Big Brothers and Big Sisters of Peel. The bike-building groups were organized The bike-building groups were randomly as an opportunity for organized randomly an opportunity for employeesasfrom different departments employees fromeach different to get to know other. departments “A lot of to get towho know each “A lot of people work in other. this industry are people who work this are here because they in like to industry help people,” here they like to help people,” says because McLaughlin. “Volunteering says “Volunteering is sortMcLaughlin. of an extension of that.” is sort of an extension of that.” The philanthropy initiatives are also The initiativesmorale are also goodphilanthropy for overall Medtronic good for overall Medtronic morale and team building. “They bring and team building. “They bring employees closer together and make employees closer together make that bond stronger for workand as well,” that stronger work as well,” says bond Cameron. “It’sfor a win-win.” says Cameron. “It’s a win-win.” Two events dear to her heart are the Two events dearbreakfast to her heart are the annual pancake to help a family annual pancake breakfast to help a family

MEDTRONIC EMPLOYEES BUILDING BIKES FOR MISSION IN MOTION PROJECT MEDTRONIC EMPLOYEES BUILDING BIKES FOR MISSION IN MOTION PROJECT

1,500 1,500

full-time staff full-time staff in Canada in Canada

100 100

charities helped charities helped last year last year

in need and the Shoppers Drug Mart in need and to theConquer Shoppers Drug Mart “One Walk Cancer”, which “One Walk to Conquer Cancer”, which benefits Toronto’s Princess Margaret benefits Toronto’s Cancer Centre andPrincess of whichMargaret Cameron Cancer and of which Cameron has beenCentre an honorary chair for the past has honorary for the past two been years.anHer family chair and kids attend two years.with Her her. family andthe kids attend the walks Over past four the walks with her. Over the past four years, Medtronic walkers have raised years, walkers have raised almostMedtronic $100,000 for cancer research. almost $100,000 for cancer research.

HELP US MAKE HELP US MAKE HEALTHCARE HEALTHCARE BETTER BETTER Do meaningful work, make a

Do meaningful make a— difference, and work, improve lives difference, and improve lives — starting with your own. starting with your own. Learn more at Medtronic.ca Learn more at Medtronic.ca

1,300 1,300 $100,000 $100,000

staff volunteer staff hoursvolunteer last year hours last year

maximum matching maximum matching grant per employee grant per employee

Cameron says that while Medtronic Cameron that while Medtronic has alwayssays seen being a good corporate has always seen a good corporate citizen as part ofbeing the company’s mission, citizen as parthave of the company’s the programs become moremission, the programs have more with formalized over herbecome three decades formalized over hergreat threething,” decadesshe with the company. “The the company. “The greatleaves thing,”itself she says, “is that Medtronic says, “isthe thatcauses Medtronic itself open to of theleaves employees.” open to the causes of the employees.”

Paying Paying it it forward forward at at Norton Norton Rose Rose Fulbright Fulbright

mployees at Norton Rose mployees Norton Fulbrightatare offeredRose more Fulbright are offered more than just opportunities to than just their opportunities to advance career paths. advance theirencouraged career paths. They’re also They’re also encouraged to pay their experience forward. to pay their experience forward. One of the ways the law firm supports One of the development ways the lawisfirm supports individual through individual development is through its mentoring program. Michelle its mentoring Michelle Gonsalves is aprogram. prime example. Following Gonsalves is a prime example. Following a summer-student stint as a Legal aAssistant summer-student as ahired Legalto in 2006, stint she was Assistant in 2006, leave, she was hired to cover a maternity after which cover a maternity after which she joined the firmleave, permanently. she joined the firm permanently. Today Gonsalves is a Coordinator in Today Gonsalves is a Coordinator in the Legal Project Management group, the Legal Management group, which is aProject new role within a new which is a mentors new rolejunior withinstaff a new team. She and team. She to mentors junior staff and continues be mentored herself. continues to be mentored herself.

“Initiatives targeted at “Initiatives targeted at building a healthy mind building a healthy mind and a healthy body are and a healthy body are key to creating a happy, key to creating a happy, productive and engaged productive and engaged workforce.” workforce.” – Rhonda Heffernan, – Rhonda National Director Heffernan, Human Resources National Director Human Resources

“When I was hired, I was assigned “When was hired, was assigned a formalI mentor andIas I grew, I adeveloped formal mentor and as I grew,mentoring I numerous informal developed numerous informal mentoring relationships,” she says. “This strong relationships,” sheallowed says. “This strong mentoring culture me to forge mentoring culture allowed me to my own career path, and I want toforge my path, on andtoI others.” want to passown that career knowledge pass that knowledge on to others.” Gonsalves is motivated to invest her time Gonsalves to invest her of time and energyisinmotivated her employer because the and energy herNorton employer of the many ways in that Rosebecause Fulbright many that Rosea week, Fulbright investsways in her. AtNorton least once she invests in her. once a week, she spends an hourAtinleast the expansive, light-filled spends an hour in the expansive, light-filled lounge, which boasts glassed-in reading lounge, and TV which rooms,boasts a poolglassed-in table and areading kitchen. and TV rooms, a pool table and a kitchen. “I read and eat my lunch, and sometimes “I readmy andco-workers eat my lunch, and she sometimes I meet there,” says. I meet my co-workers there,” she says.

Providing a space to decompress is Providing space to decompress is essential atathe fast-paced, Canadianessential the fast-paced, Canadianbased lawatfirm, which has offices based which offices to aroundlaw thefirm, world. “It’s has important around there-energize, world. “It’sthen important to relax and go back relax and re-energize, then go back to work,” says National Director to work,” says National Director Human Resources Rhonda Heffernan. Human Resources Rhonda “Our lounge is collegial andHeffernan. inclusive “Our loungeisiswelcome collegialthere.” and inclusive – everyone – everyone is welcome there.” Norton Rose Fulbright’s comprehensive Norton Rose Fulbright’s comprehensive health-and-wellness program seeks to health-and-wellness program seeks to support the entire development of each support the entire development of each person. It’s an employee/employer person. It’s an employee/employer relationship built on shared values and relationship on sharedbelief values and rooted in thebuilt fundamental that rooted the fundamental belief that healthyinpeople are happy and productive. healthy people are happy and productive. In an industry famous for heavy workloads, In an deadlines industry famous for heavy workloads, tight and intense pressure, tight deadlines and intense pressure, Norton Rose Fulbright realizes that the Norton Rose Fulbright that theis impact the work has onrealizes its employees impact the work onititshas employees significant. That’shas why pioneeredis significant. That’shealth why itfirst-aid has pioneered an on-site mental training an on-siteand mental training program, whyhealth it wasfirst-aid one of the first program, why it to was one ofwith the first law firms and in Canada partner Not law firms in Canada to partnerorganization with Not Myself Today, a not-for-profit Myself Today, workplace a not-for-profit organization that addresses mental health. that addresses workplace mental health. Each year the firm participates in a Each yearof theactivities firm participates a full week aiming toinraise full week of activities aiming to raise awareness around mental health and break awareness mental and break the stigma around associated withhealth it. “We want the stigma associated with it. “We want

NORTON ROSE FULBRIGHT EMPLOYEES CELEBRATE NATIONAL DAY OF PINK NORTON ROSE FULBRIGHT EMPLOYEES CELEBRATE NATIONAL DAY OF PINK

1,489 1,489 full-time staff full-time staff in Canada in Canada

224 224

charities helped charities helped last year last year

to help people with both personal and to help people with both and professional stressors, nopersonal matter what professional stressors, matter what their issues might be,” no says Heffernan. their issues says Heffernan. “We feel thismight helpsbe,” promote a safe and “We feel this helps promote a safe and supportive working environment.” supportive working environment.” Strong bodies make for stronger minds, Strong bodiesthat make for stronger minds, a philosophy Norton Rose Fulbright aweaves philosophy that Norton culture. Rose Fulbright into its corporate It’s a weaves intoreimburses its corporate culture. It’s culture that employees 100a culture employeesfor 100 per centthat (to reimburses an annual maximum) per cent (to an annual maximum) for the cost of activities promoting physical the cost ofand activities promoting physical wellness that hosts a national wellness and that hosts a national team-building fitness challenge. team-building fitness challenge. During this year’s fitness challenge, During thisheld year’s challenge, which was in fitness May, employees which was held in May, employees were put on teams of 10 and given were put on to teams of 10 and given pedometers record their daily steps pedometers to record their daily for a month. Gonsalves used herssteps while for a month. Gonsalves hers while biking, walking, playingused soccer and biking, walking, playing soccer and working out at the gym. The firm hopes working out at the gym. The firm hopes to make this a global initiative in 2016. to make this a global initiative in 2016.

When Toronto’s top 25 employers for 2016 are recognized, When Toronto’s top 25 employers for 2016 are recognized, we’re there. we’re there. Norton Rose Fulbright is proud to be counted amongst the best employers in Toronto. Norton Rose Fulbright is proud to be counted amongst the best employers in Toronto. Law around the world Law around the world nortonrosefulbright.com nortonrosefulbright.com

190 190

jobs available jobs available last year last year

71% 71% of managers of aremanagers women are women

Norton Rose Fulbright recognizes that Norton Rose Fulbright recognizes work doesn’t just happen inside thethat work just happen inside the but walls doesn’t of brick-and-mortar buildings, walls brick-and-mortar buildings, but insteadoftakes place where employees may instead takes place where may feel most productive. The employees firm’s flexible feel productive. firm’s flexible workmost options include The telecommuting and work optionsorinclude telecommuting compressed modified workweeks. and compressed or modified workweeks. “Initiatives targeted at building a “Initiatives targeted at building healthy mind and a healthy bodya are healthy mind and a healthy body areand key to creating a happy, productive key to creating a happy, productive and engaged workforce,” says Heffernan. engaged workforce,” says Heffernan. “We’re proud of our wellness initiatives “We’re of us ourapart.” wellness initiatives and feelproud they set and feel they set us apart.” Gonsalves launched her career at Norton Gonsalves launched hera career Norton Rose Fulbright almost decadeatago and Rose Fulbright almost a decade ago and hopes to finish it there. “It’s rare to be hopes to finish it there. “It’s rare to be given the opportunities for advancement given theinopportunities advancement I’ve had such a short for period of time,” I’ve had in a short period ofI’m time,” she says. “Itsuch shows me that what she says. “It shows whatI’m I’m doing is valued and me the that services doing is valued and thea services I’m providing are making difference.” providing are making a difference.”

Respect Respect does does the the rounds rounds at at the the OMA OMA

t’s not that anyone enjoys getting a t’s enjoys getting a flu not shot,that butanyone at the Ontario Medical flu shot, but at the Ontario Medical Association (OMA), the annual Association (OMA), the annual on-site flu clinic represents much on-site flu ensuring clinic represents much more than employees don’tmore lose than daysensuring off workemployees to the latest don’t lose days off The workjab to may the latest bug going around. still be bug going around. still be uncomfortable, butThe staffjab canmay at least uncomfortable, canputs at least be reassured thatbut thestaff OMA a high be reassured that the OMA puts a high premium on their overall well-being. premium on their overall well-being. “The OMA does lots of great things “The does lotssays of great for itsOMA employees,” Jackiethings for its employees,” says JackieLearning & McFarlane, Business Partner, McFarlane, Business Partner,Resources Learning & Development, in the Human Development, in the of Human Department. “Many these Resources initiatives Department. “Many of these initiatives are health related, which makes sense are health related, profession’s which makesmandate.” sense given the medical given the medical profession’s mandate.” In addition to standard drug and In addition to standard drug and dental benefits, the OMA encourages dental benefits,tothe OMA encourages its employees lead active, healthy its employees to leadanactive, healthy lives. This includes in-house weight lives. This includes an in-house loss group, a lunchtime running weight loss group, a lunchtime running group, on-site yoga classes, stress group, on-site and yogasupport classes, management, forstress out-ofmanagement, andwellness support for out-ofoffice health and activities. office health and wellness activities.

“Every CEO is only as “Every CEO is only as successful as all his or successful as all his or her staff.” her staff.” – Tom Magyarody, – Tom Magyarody, Chief Executive Officer Chief Executive Officer

If and when an employee gets sick, the If and actively when anencourages employee gets the OMA themsick, to stay OMA actively encourages them stay home and get well, and does notto require home and get andtodoes require a doctor’s notewell, for up five not business adays doctor’s note forthe uporganization to five business – a practice has days – a practice organization publicly called forthe other employershas to publicly called forhas other employers to adopt. The OMA no allotted number adopt. OMA has no allotted number of sickThe days, and that trust is repaid with of sick days, and that absentee trust is repaid a lower-than-average rate. with a lower-than-average absentee rate. The OMA represents 34,000 physicians, The OMAand represents physicians, residents medical34,000 students across residents and and medical across the province, playsstudents a vital role the province, and plays a vital role

in the development and promotion of in the development promotion of health-care servicesand in Ontario. It takes health-care services in workforce Ontario. Ittotakes a diverse professional aimplement diverse professional to the OMA’s workforce wide-ranging implement OMA’s wide-ranging policies andthe initiatives. Staff provide policies and services initiatives. Staff distinct provide support and in such support services such distinct fields asand finance, law,ineconomics, practice fields as finance, law, economics, practice management, computer technology, management, computer health policy and publictechnology, affairs. health policy and public affairs. Most staff work out of the OMA’s Most staff workatout of the OMA’s Toronto office Bloor Street and Toronto office at at the Bloor Street and Avenue Road, epicentre of Avenue Road, at the epicentre of convenient public transit. Seven convenient public transit. Seven regional managers are located across regional managers located the province to helpare keep linesacross of the province to help of communication openkeep withlines physicians. communication open with physicians. Since 2013, McFarlane has been Since 2013, McFarlane has been involved in the OMA’s participation involved in the OMA’s participation in a Canada-wide campaign to support in a Canada-wide campaign to support mental health in the workplace. Its mental health in theare workplace. tools and resources aimed at Its tools and resources are aimed at educating and engaging employees educating andissues engaging employees around such as de-stigmatizing around such issues as de-stigmatizing mental illness and creating an open mental illness and creating an open and supportive work environment. and supportive work environment. The result is that people in the office The is that people in the office haveresult a better understanding of their have a betterdesire understanding employer’s and abilityoftotheir employer’s desire and ability to support issues surrounding mental support issues surrounding health, says McFarlane. Shemental adds, health, says McFarlane. Shenormalizes adds, “Discussing mental health “Discussing mentaland health it in the workplace the normalizes OMA has it in the workplace and the fostered an environment of OMA respecthas and fostered environment safety foranour employees of to respect do so.” and safety for our employees to do so.” For Tom Magyarody, the OMA’s For the OMA’s newTom CEO,Magyarody, respect is essential in the new CEO, respect is essential in the workplace for a variety of reasons, workplace for a variety of reasons, including enabling and encouraging including enabling andwork. encouraging people to do their best He sees people to do their bestatwork. He sees clear evidence of this the OMA. clear evidence of thisofatthe theboard OMA. At a recent meeting of At a recentmembers meeting spoke of the highly board of directors, directors, members spoke highly of the staff, says Magyarody. of the staff, says Magyarody. He intends to practice what he preaches. He intends to goal practice preaches. Magyarody’s is towhat meethe every Magyarody’s is to meet every staff member goal face-to-face, ask lots of staff member face-to-face, askhe lots of questions – and listen to what can questions and listen to what can learn from–them. “Every CEO he is only learn from them. “Every is only as successful as all his orCEO her staff,” as successful as all his or her staff,”

OMA PRESIDENT DR. MICHAEL TOTH GIVES CEO TOM MAGYARODY A FLU SHOT OMA PRESIDENT DR. MICHAEL TOTH GIVES CEO TOM MAGYARODY A FLU SHOT

286 286

full-time staff full-time staff in Canada in Canada

17 17

weeks, parental weeks, parental top-up pay top-up pay

he says. “They’re the ones with all the he says. “They’re theexpectations ones with alland the answers. I have high answers. I have high I’m sure they will liveexpectations up to them.”and I’m sure they will live up to them.” This is, in fact, Magyarody’s second time This is, with in fact, second time around theMagyarody’s OMA. After leaving his around with the in OMA. After leaving former position Corporate Affairs, his he former in Corporate Affairs, he workedposition for another not-for-profit member worked for another not-for-profit member association. The opportunity to really association. The opportunity to really make a difference in the Ontario healthmake a difference in the care system prompted hisOntario return, healthhe says. care system prompted his return, he says.

Proud Proud to to once once again again be be a a Greater Greater Toronto Toronto Top Top Employer. Employer.

Customer focused • Acting collaboratively • Resourceful • Excellence Customer focused • Acting collaboratively • Resourceful • Excellence

37 37

years, longestyears, longestserving employee serving employee

3 3

weeks, starting weeks, allowance starting vacation vacation allowance

After a 14-year absence from the After 14-year from the OMA,athere wasabsence a pleasant surprise OMA, was a pleasant waitingthere for Magyarody: the surprise familiar waiting Magyarody: theworked familiarwith faces of for many people he’d faces of many with previously. “It people speaks he’d very worked well of an previously. speaks very of an organization“Itthat people arewell motivated organization that says people are motivated to stick around,” Magyarody. “It is to stick around,” says Magyarody. “It is also a great way to reassure newcomers also a great way to reassure this is a good place to work.”newcomers this is a good place to work.”

Finding youth Findingthe theright rightmental mentalhealth health care: care: how how RBC RBC helps helps youth

W W

hen Lynda Clarke needed hen more Lyndahelp Clarke needed to find for her to find more help forshe her teenage son’s troubles, teenage son’s troubles, decided to check out a linkshe decided to check out a link one of her colleagues had one of her colleagues had shared with her – the Family Navigation shared with her – the Family Navigation Project. It turned out out to be butbut Project. It turned to abelife-saver, a life-saver, onlyonly laterlater did did she she discover that the project discover that the project waswas sponsored by the veryvery company sponsored by the company she she has has worked at for 28 years: RBC. worked at for 28 years: RBC. Launched by Sunnybrook Health Launched by Sunnybrook Health Sciences Centre in 2013, thethe project helps Sciences Centre in 2013, project helps families navigate the the complex mosaic families navigate complex mosaic of services for for young people, aged 13 13 of services young people, aged to 26, withwith serious mental health and/or to 26, serious mental health and/or addiction problems. Since then, thethe RBC addiction problems. Since then, RBC RunRun for the Kids in Toronto hashas raised for the Kids in Toronto raised more thanthan $5.1$5.1 million to support it. it. more million to support Clarke, a single mother whowho works as an Clarke, a single mother works as an Executive Assistant in RBC’s Canadian Executive Assistant in RBC’s Canadian banking division, sayssays herher sonson hadhad needed banking division, needed helphelp since he was young, butbut things gotgot since he was young, things much worse during teenage years. much worse during his his teenage years. “A tidal wave came at me,” says. “A tidal wave came at me,” sheshe says. school provided some His His highhigh school hadhad provided some useful information about services, “but useful information about services, “but the key thing is the right the key thing is the right fit.”fit.” ForFor twotwo years, unable to find it, until years, she she waswas unable to find it, until sheshe contacted Family Navigation Project. contacted the the Family Navigation Project.

Equally important, she gotsupport support Equally important, she got herself. “When there wasnothing nothing forfor herself. “When there was available those two years,I also I also available forfor those two years, crashed,” says, “becauseI was I wastrying trying crashed,” sheshe says, “because psychologist, everything.SoSo to to be be hishis psychologist, hishiseverything. navigator found helpasaswell.” well.” mymy navigator found meme help Jamie Anderson, Deputy Chairmanofof Jamie Anderson, Deputy Chairman RBC Capital Markets and RBCRun Runfor for RBC Capital Markets and RBC the Kids’ champion in the bank, is quite Kids’ champion in the bank, is quite was just awe. I felt the “I “I was just in in awe. I felt blunt about situation thatled ledtotothe the blunt about thethe situation that creation of the Family Navigation Project. a weight was taken creation of the Family Navigation Project. likelike a weight was taken “We currently haveananintegrated integrated “We dodo notnot currently have shoulders.” mental health care system Greater offoff mymy shoulders.” mental health care system ininGreater Toronto that easy navigate,”says says Toronto that is is easy toto navigate,” – Lynda Clarke, – Lynda Clarke, Anderson, who has served as Chair Anderson, who has served as Chair ofof Executive Assistant Executive Assistant Centre for Addiction and Mental thethe Centre for Addiction and Mental Health. “What we have is quite a wide Health. “What we have is quite a wide array of organizations, ranging from very array of organizations, ranging from very After talking it through, her Family small to quite substantial, that provide After talking itasthrough, her Family small to quite substantial, that provide Navigator, its professionals are mental health care and addictions care. Navigator, as its professionals are mental health care and addictions care. called, set up a tailor-made list of But unless you really know all these called, set upand a tailor-made listcould of Butorganizations, unless you really know all these to agencies services that you’re hard-pressed agencies and services that could organizations, you’re hard-pressed to specifically help her son, including find where you should be getting care.” specifically help herand son, including find where you should be getting care.” a youth drop-in counselling RBC, which first mounted the Run a youth drop-in andnever counselling service she had heard of. RBC, which mounted for the Kidsfirst in New Yorkthe andRun now service she had never heard of. fororganizes the Kids itininNew York and now “I was just in awe,” says Clarke. “I felt eight cities worldwide, “I was in awe,” Clarke. felt organizes eight cities worldwide, likejust a weight wassays taken off my“Ishoulders.” wanted it theinToronto version to support like a weight was taken off my shoulders.” wanted the Toronto version to support

DAVEMCKAY, MCKAY,PRESIDENT PRESIDENTAND ANDCEO, CEO,RBC RBC(CENTER) (CENTER) JOINED JOINED OVER 8,000 PARTICIPANTS DAVE PARTICIPANTSWHO WHORAN, RAN,WALKED WALKEDAND ANDSTROLLED STROLLED THE3RD 3RDANNUAL ANNUALRBC RBCRUN RUN FOR FOR THE THE KIDS, RAISING $2 ININTHE $2 MILLION MILLION BENEFITTING BENEFITTINGYOUTH YOUTHMENTAL MENTALHEALTH HEALTH

52,026 6,718 52,026 full-timestaff staff full-time Canada ininCanada

charities helped helped charities last year year last

improvedaccess accesstotomental mentalhealth health care, care, improved andcontacted contactedSunnybrook. Sunnybrook.Dr. Dr.Anthony Anthony and Levitt,Research ResearchDirector Directorof of Sunnybrook’s Sunnybrook’s Levitt, DepartmentofofPsychiatry, Psychiatry,brought brought Department forwardthe theFamily FamilyNavigation Navigation Project Project forward idea––and andaapartnership partnershipwas was born. born. Levitt Levitt idea became the project’s Medical Director. became the project’s Medical Director. This year’s RBC Run for the Kids This year’s RBC Run for the Kids in Toronto attracted some 8,400 inparticipants, Toronto attracted some 8,400 including more than 5,800 participants, including more than 5,800 RBC employees and family members. RBC employees and family members. “People really get behind it,” Anderson “People really get behind it,”interested Andersonin says. “Employees today are says. “Employees today are interested in multiple aspects of what their employment multiple of what their employment entails –aspects including the organization’s entails – including the organization’s commitment to helping communities commitment helping communities prosper and to how can they get involved. prosper how cananthey get involved. Givingand employees opportunity to be Giving employees an opportunity to be

52% of of managers managers are are female female

64.8 64.8

years, years,longestlongestserving servingemployee employee

engaged in engaged in something somethingthey’re they’reexcited excited about works about works in in every every way way––employees employees like it, like it, itit is is good good for for the thecommunity communityand and it helps helps us it us attract attract people peopleto towork workhere.” here.” Anderson counts Anderson counts himself himselfas asone oneofofthose those people. When people. When he he rejoined rejoinedthe thebank bank at a senior level in 1995 after a stint at a senior level in 1995 after a stint in New York, “it was in part because in New York, “it was in part because RBC is very involved in communities RBC very involved communities acrossisthe country,” he in says. “I wanted across the country,” heorganization says. “I wanted to be involved with an to be involved with aandifference.” organization where I could make where I could make a difference.” Lynda Clarke is quite sure RBC has made Lynda ClarkeToday, is quite a difference. hersure sonRBC is 19 has and made aisdifference. Today, her son is 19 and still working through his challenges. is stillthe working through his challenges. “But great thing is,” she says, “he “But greattothing says, “he knowsthe where go tois,” getshe support.” knows where to go to get support.”

PROUD PROUD A feeling that results from fulfilling a promise.

AWe’ve feeling that results from fulfilling a promise. won Greater Toronto’s Top Employers award 7 years running. That’s because RBC follows through ®

® We’ve won Greater Topenvironment Employers award 7 years running.collaborative That’s because follows through on its promise of Toronto’s a great work with high performing, andRBC inclusive teams. on its promise of a great work environment with high performing, collaborative and inclusive teams.

(R)/TM Trademark(s) of Royal Bank of Canada.

To learn more, visit people.rbc.com To learn more, visit people.rbc.com

(R)/TM Trademark(s) of Royal Bank of Canada. 151031-1035 Greater Toronto.indd 1

151031-1035 Greater Toronto.indd 1

10/30/15 10:58 AM

Rogers invests big in staff development

hen hen Rogers Rogers Communications Communications made made investing investing in in and and developing developing its its people people aa key key part part of of its its Rogers Rogers 3.0 3.0 strategy, strategy, the the company company sprang sprang into into action. action. Its Its first first initiatives initiatives included included creating creating aa high-tech high-tech learning learning centre, centre, developing developing original original curriculum, curriculum, and and setting setting –– and and achieving achieving – – aa goal goal of of training training 800 800 managers managers in in the the first first year year of of the the program. program. The message sent to employees The message sent to employees was was that that top top executives executives had had heard, heard, loud loud and and clear, clear, their their requests requests for for more more training training and and coaching, coaching, and and were were responding responding – – fast. fast. The The Rogers Rogers Learning Centre is a visible Learning Centre is a visible example example of of Rogers’ Rogers’ commitment. commitment. Located Located on on Bloor Street in Toronto, across Bloor Street in Toronto, across the the road road from from the the corporate corporate headquarters, headquarters, the centre takes the centre takes up up an an entire entire sub-level sub-level of of the the building building in in which which it’s it’s housed. housed.

“It’s “It’s been been quite quite the the journey journey and and it’s it’s been been fast. fast. We’re We’re tweaking tweaking and and enhancing as we go.” enhancing as we go.” – Salima Salima Nathoo, Nathoo, – Talent Talent Development Development and and Social Social Learning Learning Leader Leader

It has has giant giant windows windows which which look look out out It on on the the Rosedale Rosedale ravine ravine and and an an outside outside space for for participants participants to to gather gather when when space the the weather’s weather’s fine. fine. The The interior interior is is designed as as “inspiration “inspiration for for all all different different designed types types of of learning,” learning,” says says Nancy Nancy Nazer, Nazer, Senior Vice Vice President President of of Organizational Organizational Senior Development Development and and Enterprise Enterprise Learning. Learning. “It shows shows employees employees how how invested invested we we “It are are in in their their ongoing ongoing development.” development.” The The images images and and thought-provoking thought-provoking statements statements on on the the wall wall reflect reflect the the

company’s company’s legacy legacy as as well well as as founder founder Ted Rogers’ personal credo Ted Rogers’ personal credo that that “the “the best best is is yet yet to to come.” come.” Modular Modular furniture furniture folds folds up up and and can can be be easily easily moved moved into into multiple multiple configurations configurations depending depending on on what’s what’s on on the the learning learning agenda. agenda. A cafe space, couches and A cafe space, couches and communal communal tables tables allow allow for for informal informal networking networking over over lunch lunch and and breaks, breaks, and and post-training post-training social social events. events. The The latest latest technology technology is is used used for for learning learning and and there’s there’s even even aa replica replica of of aa Rogers Rogers store store for for training training frontline frontline employees employees attending attending the the Retail Retail Academy, Academy, one one of of five five main main programs programs offered offered at at the the centre. centre. Along with retail, other Along with retail, other key key programs programs cover cover training training and and coaching coaching for for managers, managers, directors directors and and executives, executives, organizational organizational effectiveness effectiveness and and onboarding for onboarding for new new employees. employees. The The centre centre is is now now more more than than 95-per-cent 95-per-cent booked booked every every day, day, with with full full capacity capacity at at 104. 104. Several Several small small groups groups can can train train there simultaneously or one large there simultaneously or one large group. group. Recently, Recently, some some 100 100 managers managers all trained together at the all trained together at the centre. centre. Talent Talent Development Development and and Social Social Learning Learning Leader Leader Salima Salima Nathoo Nathoo joined joined Rogers Rogers earlier earlier this this year year to to head head up up the the new new manager manager program program at at the the Learning Learning Centre. Centre. A A specialist specialist in in experiential experiential learning, learning, she she worked worked with with other other Rogers Rogers leaders leaders and and external external vendors vendors to to create create the the manager manager leadership leadership development development program program from from scratch. scratch. “It’s “It’s been been quite quite the the journey journey and and it’s it’s been been fast,” fast,” she she says. says. “We’re “We’re tweaking and enhancing tweaking and enhancing as as we we go.” go.” As it stands now, it takes Rogers As it stands now, it takes Rogers managers managers about about six six to to eight eight months months to to complete the program, which complete the program, which begins begins with with aa two-day two-day session session at at the the Learning Learning Centre, explains Nathoo. The Centre, explains Nathoo. The program program has has four four in-person in-person components, components, which which are are taken taken within within six six to to eight eight weeks weeks of of each each other, other, with with on-going on-going learning learning on a social collaboration on a social collaboration platform. platform. Part Part one one is is about about company company culture culture and and knowledge. knowledge. Two Two is is about about leadership leadership and and understanding understanding themselves themselves and and

“The best is yet to to come.” “The best is yet come.” jobs.rogers.com jobs.rogers.com

The The Learning Learning CenTre CenTre seT-up seT-up aLLows aLLows for for boTh boTh informaL informaL neTworking neTworking and and soCiaL soCiaL evenTs evenTs

23,325 3,956 316,960 full-time full-time staff staff in in Canada Canada

jobs jobs available available last last year year

their their leadership leadership brand. brand. Three Three involves involves coaching for influence. coaching for influence. Four Four is is about about collaboration collaboration and and trust. trust. Everything Everything is is tied tied together together with with aa focus focus on on teams. teams. Managers Managers take take advantage advantage of of the the Learning Learning Centre Centre facilities facilities and and technology technology to to do do things things like like create create aa collaborative collaborative video video or or participate participate in in “gamified “gamified learning” through digital learning” through digital simulations. simulations. More More traditionally, traditionally, they they also also hear hear from from the the company’s company’s VPs VPs and and SVPs. SVPs. “They speak a lot about the customer “They speak a lot about the customer experience experience and and how how we we make make money,” money,” says Nathoo, so that managers says Nathoo, so that managers from from different different areas areas of of the the business business can can better better understand understand the the company company as as aa whole. whole.

job job applications applications last last year year

years, years, longestlongestserving serving employee employee

Along Along with with the the 800 800 managers managers trained at the Toronto trained at the Toronto centre centre this this year, year, Rogers Rogers has has also also put put hundreds hundreds of of new new hires hires through through its its recently recently launched launched onboarding onboarding program, program, flying flying them them in in from from across across the the country. country. Over Over the the next next year, year, it it plans plans to to refresh refresh its its director director and and executive executive programs programs as as it’s it’s done done with with managers, managers, and and it it wants wants to to expand expand the the Retail Retail Academy. Academy. “What “What we’re doing is all designed we’re doing is all designed to to attract attract and and retain retain top top talent, talent, to to ensure ensure our our employees understand our employees understand our commitment commitment to to their their engagement,” engagement,” says says Nazer. Nazer.

Breaking Breaking barriers barriers at at Rothmans, Rothmans, Benson Benson & & Hedges Hedges

hen Jackie Taylor first hen Jackie Taylor first saw the Toronto offices saw the Toronto offices of Rothmans, Benson of Rothmans, Benson & Hedges (RBH) Inc. & Hedges (RBH) Inc. two years ago, she felt two years ago, she felt like she’d stepped into an episode of like she’d stepped into an episode of Mad Men – and not in a good way. Mad Men – and not in a good way. “All the management team were in “All the management team were in one spot in their 1960s oak-paneled one spot in their 1960s oak-paneled offices,” recalls Taylor, RBH’s offices,” recalls Taylor, RBH’s Director of Human Resources. “All Director of Human Resources. “All of their employees were in a maze of of their employees were in a maze of cubicles in a completely separate area. cubicles in a completely separate area. It wasn’t the kind of physical space It wasn’t the kind of physical space that encouraged the collaborative that encouraged the collaborative teamwork RBH is all about.” teamwork RBH is all about.” Since then, the office has undergone a Since then, the office has undergone a major renovation. The cubicles have major renovation. The cubicles have been taken down, providing clear sight been taken down, providing clear sight lines across the floor. Team leaders lines across the floor. Team leaders now sit with their employees in areas now sit with their employees in areas designed to encourage the open exchange designed to encourage the open exchange of ideas. Those senior managers who of ideas. Those senior managers who still have their own offices are entirely still have their own offices are entirely visible through glass panels and their visible through glass panels and their doors remain resolutely open. doors remain resolutely open.

“There’s “There’s no no snobbishness snobbishness in this company.” in this company.” – Jackie Taylor, – Jackie Taylor, Director of Human Resources Director of Human Resources

A small, but telling detail is that A small, but telling detail is that everyone, across the ranks, has the everyone, across the ranks, has the same size of desk. The message: same size of desk. The message: no arbitrary hierarchies here. no arbitrary hierarchies here. Jennifer Burns, a trade marketing Jennifer Burns, a trade marketing executive with RBH, is a big fan of the executive with RBH, is a big fan of the changes. “Psychologically, it’s very changes. “Psychologically, it’s very empowering,” she says. “You feel very empowering,” she says. “You feel very much in control of your own space, much in control of your own space, but you always have people close by but you always have people close by if you need assistance. It really feels if you need assistance. It really feels like we’re all part of one big team like we’re all part of one big team working toward a common purpose.” working toward a common purpose.”

Both Taylor and Burns say the new Both Taylor and Burns say the new digs better reflect RBH’s work culture. digs better reflect RBH’s work culture. “There’s no snobbishness in this “There’s no snobbishness in this company,” says Taylor, who worked company,” says Taylor, who worked for 16 years at various international for 16 years at various international postings with RBH’s parent company, postings with RBH’s parent company, Philip Morris International (PMI) Inc., Philip Morris International (PMI) Inc., before coming to Toronto. “It’s very before coming to Toronto. “It’s very egalitarian. As just one example, we egalitarian. As just one example, we have a program called ‘take me to lunch’ have a program called ‘take me to lunch’ where anyone here can call up me or my where anyone here can call up me or my boss and say, ‘hey can you take me to boss and say, ‘hey can you take me to lunch and talk to me about the company lunch and talk to me about the company and how I can develop my career?’” and how I can develop my career?’” Career advancement is a top priority Career advancement is a top priority at RBH. It begins at the recruitment at RBH. It begins at the recruitment stage where potential employees are stage where potential employees are asked about their career aspirations asked about their career aspirations and willingness to pursue international and willingness to pursue international opportunities. Once onboard, employees opportunities. Once onboard, employees are assigned a “work buddy” to are assigned a “work buddy” to help them navigate the workplace help them navigate the workplace as well as a supervisor who will as well as a supervisor who will spend the first few weeks providing spend the first few weeks providing information on the company’s history, information on the company’s history, products and business model. products and business model. There are also some singular There are also some singular advancement opportunities. One is advancement opportunities. One is the Xcel Program, which each year the Xcel Program, which each year sees 14 high-performing individuals sees 14 high-performing individuals selected from across the company and selected from across the company and asked to come up with solutions to asked to come up with solutions to real-time business challenges (one of real-time business challenges (one of this year’s teams developed a new peer this year’s teams developed a new peer recognition program that’s now being recognition program that’s now being implemented). The participants are implemented). The participants are closely mentored by senior managers, closely mentored by senior managers, providing them with fresh insight providing them with fresh insight into how the company operates. into how the company operates. Some employees are encouraged to Some employees are encouraged to take short and longer-term assignments take short and longer-term assignments (ranging from six months to three (ranging from six months to three years) at PMI affiliates around the years) at PMI affiliates around the world. They typically return with world. They typically return with the experience and skills to take on the experience and skills to take on new and greater responsibilities. new and greater responsibilities. “That’s the cream-of-the-crop when it “That’s the cream-of-the-crop when it comes to career development,” says comes to career development,” says Burns, who hopes to do a foreign Burns, who hopes to do a foreign posting at some point. “I know people posting at some point. “I know people

Rothmans, Benson & hedges employees collaborate at their head office Rothmans, Benson & hedges employees collaborate at their head office

796

full-time staff full-time staff in Canada in Canada

years, longest years, employee longest serving serving employee

who have done it and they’ve all said who have done it and they’ve all said it was an incredible experience.” it was an incredible experience.” RBH employees also enjoy a wide RBH employees also enjoy a wide range of benefits that were recently range of benefits that were recently updated to take account of new realities updated to take account of new realities and demographic trends. For example, and demographic trends. For example, mothers on pregnancy and parental mothers on pregnancy and parental leave are now eligible for 100 per cent leave are now eligible for 100 per cent top-up of their salary for six months top-up of their salary for six months (up from six weeks) while dads now (up from six weeks) while dads now qualify for nine weeks of parental leave, qualify for nine weeks of parental leave, again topped up to 100 per cent. again topped up to 100 per cent.

82,000 employees employees globally globally

180

countries where countriesproducts where company’s company’s products are sold are sold

Other programs provide families with Other programs provide families with emergency back-up care for children emergency back-up care for children and the elderly and easier access and the elderly and easier access to quality daycare. There is also an to quality daycare. There is also an expanded fitness credit and support for expanded fitness credit and support for financial and retirement planning. financial and retirement planning. “Our goal is to provide benefits that “Our goal is to provide benefits that make sense for a multi-generational make sense for a multi-generational workforce,” says Taylor. “It’s something workforce,” says Taylor. “It’s something we’re continually refining.” we’re continually refining.”

Rouge Rouge Valley Valley celebrates celebrates learning learning and and achievement achievement

egistered Nurse Sarah Masita egistered Masita has come Nurse a long Sarah way since has a longto way since she come immigrated Canada she to Canada fromimmigrated her native Kenya in from her native Kenya December of 2007. Fullinof Decemberand of determination, 2007. Full of personal ambition personal determination, she foundambition a perfectand match in Rouge she found a perfect match in Rouge Valley Health System (RVHS) – an Valley Health System (RVHS) an employer that would support her–career employer thatand would her career development lovesupport of learning. development and love of learning. After taking a job as a gas station After taking a job aasregistered a gas station clerk and earning practical clerk anddiploma earningfrom a registered practical nursing Centennial nursing from to Centennial College,diploma Masita came work at Rouge College, Masita came to work at Rouge Valley Centenary hospital campus in Valley Centenary hospital campus in Scarborough. While working weekends, Scarborough. While working weekends, she earned a bachelor of science degree she earned a bachelor of science degree in registered nursing from Ryerson in registeredThanks nursingtofrom Ryerson University. RVHS, she was University. to RVHS, she was eligible for Thanks up to $2,000 annually in eligible for up to $2,000 annuallyoninthat tuition assistance as she worked tuition as she that degree assistance and is entitled to worked a similaronsubsidy degree and entitled to ato similar now that sheis has decided pursuesubsidy now that she has decided to pursue a master’s degree in nursing. a master’s degree in nursing. “It gives you a good boost,” says Masita. “It givesValley you a really good boost,” says you.” Masita. “Rouge encourages “Rouge Valley really encourages you.”

“We’re a lifelong learning “We’re a lifelong learning organization…We have organization…We have folks who started as clerks folks who started as clerks in our admitting department in our admitting department right out of high school and right out of high school and have since gone on to have since gone on to become nurses.” become nurses.” – Kathy Gooding, – KathyHuman Gooding, Vice-President, Resources. Vice-President, Human Resources.

RVHS, made up of Rouge Valley Ajax RVHS, made up of Rouge Valley and Pickering hospital campus in Ajax west and Pickering hospital campus in west Durham Region and Rouge Valley Durham Region and Rouge Valley

Centenary, goes out of its way to support Centenary, goes want out oftoitsfurther way totheir support employees who employees who want to further their education. “We’re a lifelong learning education. “We’re lifelong learning organization,” saysaKathy Gooding, organization,” Kathy Gooding, Rouge Valley’ssays vice-president, human Rouge Valley’s vice-president, human resources. “We hold a Celebration of resources. “We annually. hold a Celebration of Learning event It’s incredible Learning annually. It’s incredible how manyevent people have earned certifihow people earned cates,many diplomas or have degrees eachcertifiyear; cates, or degreesin,each year; or whodiplomas have participated or facilitaor have participated in, or or facilitatedwho co-op education programs, other ted co-op education programs, or other kinds of learning activities.” kinds of learning activities.” In May’s Celebration of Learning Rouge In May’s Celebration Learning Rouge Valley recognized 324ofemployees — Valley —who almost recognized a quarter of324 the employees 1,588 people almost a quarteratofthethetwo 1,588 people who work full-time hospital camwork at folks the two hospital puses.full-time “We have who startedcamas puses. “We folks who started as clerks in ourhave admitting department right clerks in ourschool admitting department right out of high and have since gone out high school and since gone on toofbecome nurses at have Rouge Valley,” on become nurses at Rouge Valley,” saystoGooding. says Gooding. Rouge Valley also has several social Rouge Valley also has several social programs to support employees on the programs to support employees the job. Gooding says that RVHS is on launchjob. Gooding says that RVHS is launching an “ability evolution program” aimed ing an “ability evolution program” aimed at creating a pool of positions that workat creating a pool of positions that workers can move into if they require ers can move intodue if they require accommodation to work-related accommodation due to work-related restrictions. RVHS managers are also restrictions. managers are also working withRVHS their teams to develop working with their teams to develop action plans to address areas of concern action plans address areas of engageconcern identified in to a recent employee identified in a recent employee engagement survey, as well as recommendations ment as well as recommendations made survey, by frontline staff. made by frontline staff. “We are continually striving to support “We are continually to support the needs of our staff,striving understanding that the needsaof our staff, understanding we have diverse group who are per-that we have very a diverse group who are performing different roles,” Gooding forming different roles,” Gooding explains.very “Staff in a high-pressure unit explains. “Staff or in critical a high-pressure like emergency care willunit have like emergency or critical will in have different needs than those care working different needs working in offices, but therethan arethose commonalities. offices, are commonalities. Our staffbut arethere all working to provide Our staff are working provide excellence in all patient and to family-centred excellence in do patient and family-centred care, and we whatever we can to care, andour weentire do whatever to support team in we thatcan effort.” support our entire team in that effort.” Masita is particularly impressed with Masita is particularly impressed withand the range of professional workshops the range professional Lunch andofLearn sessionsworkshops sponsored and Lunch andValley. Learn sessions sponsored in by Rouge She has participated by Rouge Valley. She has participated in

ROUGE VALLEY HEALTH SYSTEM RN SARAH MASITA AT WORK ON THE WARD ROUGE VALLEY HEALTH SYSTEM RN SARAH MASITA AT WORK ON THE WARD

1,588 1,588 full-time full-time staff staff

318 318

jobs available jobs available last year last year

one-to three-day workshops in which one-to workshops in which variousthree-day experts offer advice on such various offer advice on patients such things asexperts working with elderly things as working with elderly patients suffering from dementia, and how to suffering how to work as afrom teamdementia, in order toand improve work as a team in order to improve patient care. patient care. Currently a member of the staffing Currently a member of of thenurses staffing resource team, a group who resource team, a units groupand of nurses who work on various different work on various units and different departments as needed, Masita is always departments needed, working withasnew teamsMasita and it is hasalways working andexperience. it has proved towith be anew veryteams positive proved to be a very positive experience.

9,514 9,514

job applications job last applications year last year

71% 71% of executives ofare executives female are female

“All of us — registered nurses, registered “All of usnurses, — registered nurses, registered practical personal support practical personalrepresentatives, support workers, nurses, patient support workers, support representatives, and otherspatient — work together as a team,” and others“Working — work together as a can team,” she says. in a hospital be she says. “Working in a hospital can stressful, but when there’s teamwork be stressful, when teamwork you don’tbut even feel there’s it.” you don’t even feel it.” Masita also likes management’s Masita also likes management’s commitment to effective communication commitment effective communication within RVHS.to“There is very open within RVHS. “There is very open but communication from top to bottom, communication top to bottom, also from bottomfrom to top,” she says. but also from bottom to top,” she says.

An engaged team committed to a quality experience for our patients An engaged team committed to a quality experience for our patients and families—that’s what makes us a workplace of choice. and families—that’s what makes us a workplace of choice. Proud to be one of Proud to be one of

Together—the best at what we do Together—the best at what we do

Rouge Valley staff speak with a patient and her family member about her care plan and Rouge Valley staff speak with a patient and her family together member at about her care plan and everyone‘s role. Learn more about how we are working www.rougevalley.ca. everyone‘s role. Learn more about how we are working together at www.rougevalley.ca.

Samsung’s Samsung’s people people power power elevates elevates brand brand to to new new heights heights

hen Kayla Lunter, a hen Kayla Lunter, a supply chain manager, supply chain manager, joined Samsung joined Samsung Electronics Canada Electronics Canada in 2008, friends had in 2008, friends heard of the brand, but weren’thad overly heard of with the brand, but weren’t familiar the company. Thisoverly year, familiar withtime, the company. This year, for the first Samsung made it to for made it to the the top first 10 oftime, bothSamsung Ipsos Reid’s Most the top 10 of both Ipsos Reid’s Most Influential Brands in Canada and Léger Influential in Canada Brands. and Léger Marketing’sBrands Most Reputable Marketing’s Most Reputable Brands. “Now,” says Lunter, “the first reaction “Now,” says Lunter, “the first reaction is ‘Wow!’” is ‘Wow!’” Samsung’s popular Galaxy smartphones Samsung’s popular Galaxy smartphones and tablets have been an integral part of and tablets have been an integral part of building the brand visability in Canada, building the brand visability in Canada, as well as an increased presence in the as wellwhere as an it’s increased presence in range the GTA, engaged in a wide GTA, where it’s engaged in a wide range of activities. Since the summer of 2014, of the summer of 2014, foractivities. example, Since Samsung has operated for Samsung operatedin the example, largest outdoor LEDhas billboard the largest outdoor LED billboard Canada at Yonge-Dundas Square. in Canada at Yonge-Dundas Square.

“We “We want want every every single single employee employee to to feel feel inspired inspired every every day.” day.” – Mark Childs, – Mark Childs, Chief Marketing Officer Chief Marketing Officer

Visitors can frequently be spotted up Visitors can be spotted up gazing up at frequently the 97-feet-wide by 60-feetgazing up at the 97-feet-wide by 60-feettall screen, which is equivalent to onetall which is equivalent to onethirdscreen, the size of a soccer field. They third the size of a soccer field. They could be informed with real-time traffic could be informed traffic or weather updates with fromreal-time a partnership or weather updates from a partnership with the Weather Network to footage with to Film footage from the the Weather Toronto Network Internation from the Toronto Internation Film Festival (TIFF), where Samsung was a Festival (TIFF), where Samsung was a key sponsor in 2016. key sponsor in 2016. “We felt that it was a perfect way to “We felt that it was a perfect way to get closer to our primary audience, get closer to our primary audience, young-minded Canadians, by aligning young-minded Canadians, by aligning

with one of their core passions of with one entertainment,” of their core passions of film and says Chief film and entertainment,” says Chief Marketing Officer Mark Childs. Marketing Officer Mark Childs. Samsung has also just opened its first Samsung alsoinjust its first standalonehas store the opened GTA, which standalone store infeet the–GTA, – at 2,535 square is its which largest –inatCanada. 2,535 square feet is Sherway its largest Located in –CF in Canada.the Located in CF Canadians Sherway Gardens, store allows Gardens, store allows Canadians to engagethe with Galaxy mobile devices to withSamsung Galaxy mobile devices andengage the latest innovations. It and the latest Samsung innovations. It also features a Samsung Service Centre also Samsung with features walk-in asupport for Service a varietyCentre of with walk-in supportone-hour for a variety of products, including repairs. products, including one-hour repairs. “Our experience stores are all about “Our experience stores are aboutto bringing our technology andallbrand bringing our technology and brand to life,” says Childs. life,” says Childs. Samsung’s cutting-edge technology is Samsung’s cutting-edge technology is also integrated throughout the company’s also integrated throughout the company’s new Mississauga headquarters, which new Mississauga headquarters, which opened in 2013. Designed by employees opened in 2013. Designed by employees for employees to reflect the Samsung for employees to reflect the to Samsung culture, each floor is meant inspire culture, each floor is meant to inspire creativity and collaboration and creativity and collaboration and represents company values through represents company values through colours. The first floor is purple for colours. The first floor is purple for people. The elevator is red for change. people. The elevator is red for change. The second floor is orange for prosperity. The floor orange for prosperity. The second third floor is is blue for excellence. The third floor is blue for excellence. And the fourth floor is green for integrity. And the fourth floor is green for integrity. “Creating the first floor was a fantastic “Creating floor was a fantastic expressionthe of first the brand coming to life,” expression of the brand coming to life,” says Christine Greco, Vice President says Christine Greco, Vice President Human Resources and Corporate Human Corporate Affairs. Resources The space and features a Affairs. The space features showroom with Samsung’s alatest and showroom with Samsung’s latest and future technologies, and bleacherfuture technologies, and bleacherstyle seating for employees. style seating for employees. For employees like Lunter, the building For employees like Lunter, the rooms building offers both traditional meeting offers both traditional meeting rooms and more relaxed spaces with sofas and relaxed spaces with sofas and more giant cushions. There’s a subsidized and giant cushions. There’s a subsidized Samsung Café catering to on-site and Samsung Café catering to featuring on-site and take-out employee needs, both take-out employee needs, featuring western and Korean food choices. Atboth western and KoreanActivity food choices. the complimentary Centre,At the complimentary Activity Centre, complete with gym equipment and complete with gym equipment and shower facilities, employees can work shower facilities, employees can work out with trainers and take group classes out like with yoga.trainers and take group classes like yoga.

SAMSUNG CANADA EMPLOYEES PARTICIPATE IN A “SAMSUNG GIVES” INITIATIVE TO BENEFIT SICK KIDS SAMSUNG CANADA EMPLOYEES PARTICIPATE IN A “SAMSUNG GIVES” INITIATIVE TO BENEFIT SICK KIDS

543 543

full-time staff full-time staff in Canada in Canada

143 143

jobs available jobs available last year last year

There’s also an employee lounge and a There’s also an employee lounge and a dedicated room for meditation, prayer dedicated room for meditation, prayer and reflection. Outside the office, there and reflection. Outside the office, there are covered bike racks and designated are covered bike racks and designated preferred parking spaces for employees preferred parking spaces for employees who carpool or drive hybrids. who carpool or drive hybrids. Samsung is actively involved in Samsung is actively in giving back to many involved GTA causes giving back to many GTA causes

25 25

years, longestyears, longestserving employee serving employee

40 40

charities helped charities helped last year last year

and community organizations and community organizations including the Sick Kids Foundation. including the Sick Kids Foundation. It encourages employees to take two It encourages employees to take two days each year to volunteer through days each year to volunteer through its “Samsung Gives” initiatives. its “Samsung Gives” initiatives. “We want every single employee to feel “We wantevery everyday, single to work feel inspired and employee be proud to inspired everyCanada,” day, andsays be proud to work for Samsung Childs. for Samsung Canada,” says Childs.

DISCOVER DISCOVER A A CAREER CAREER AT AT SAMSUNG SAMSUNG CANADA. CANADA. Find Find out out more more at at www.samsung.com/ca/careers www.samsung.com/ca/careers

Lessons Lessons learned: learned: Seneca Seneca helps helps staff staff make make aa difference difference

ifteen years ago, David ifteen yearsleft ago,a booming David Humphrey Humphrey left a booming information technology industry information technology industry to join Seneca College as a to join Seneca College as faculty member. “I’d beena faculty member. been to do interested in teaching, but“I’d I wanted interested in teaching, but I wanted do it at an institution with a broad scaletoand it an institution withsays a broad scale and anatapplied mandate,” Humphrey. an applied mandate,” says Humphrey. At first, Humphrey continued to work as At first, Humphrey to work as a programmer in thecontinued private sector while ateaching programmer in the while part-time at private Seneca.sector But the teaching at Seneca. But college’s part-time focus on innovation and the student college’s innovation student success, infocus bothon academic andand applied success, both and applied learning,inand theacademic support available to learning, and the support available to faculty and staff, convinced Humphrey faculty and staff, convinced Humphrey that he could make a difference as a that he could make a difference teacher and researcher at Seneca.as a teacher and researcher at Seneca. “Working at Seneca, you can have an “Working Seneca, can have and an impact, doatwork that you has meaning impact, do work that has meaning and gives personal satisfaction, build a gives satisfaction, build better personal world and have time to liveain it better world and have time to live in it too,” says Bernie Beaulieu, Seneca’s too,” says Bernie Seneca’s Executive DirectorBeaulieu, of Human Resources. Executive Director of Seneca HumanisResources. “Everything we do at geared “Everything we do atand Seneca is geared toward our students, it’s very toward our Even students, and it’s very roles, rewarding. in administrative rewarding. in administrative we have theEven opportunity to improveroles, we have the opportunity to improve the lives of students in some way.” the lives of students in some way.”

“Working at Seneca, “Working at Seneca, you can build a better you can build a better world and have time to world and have time to live in it too.” live in it too.” – Bernie Beaulieu, Bernie Beaulieu, Executive– Director, Human Resources Executive Director, Human Resources

This focus on student success at Seneca This focus on student at Seneca helped to attract more success than 9,500 applihelped to attract more than 9,500 applicants for just 118 full-time positions at cants just 118across full-time positions at its 10 for campuses Ontario last year. its 10 campuses across Ontario last year. Humphrey became a full-time faculty Humphrey full-timealong faculty member in became 2002 anda helped, with member in 2002 and along with several associates, to helped, found the Centre several associates,oftoOpen foundTechnology the Centre for Development for Development of Since Open then, Technology (CDOT) at Seneca. he has (CDOT) at Seneca. Since then, he has collaborated with industry not only collaborated with industry not only

SENECA COLLEGE STAFF, FACULTY & STUDENTS PARTICIPATE IN UNITED WAY’S CN TOWER CLIMB to conduct research in open-source SENECA COLLEGE STAFF, FACULTY & STUDENTS PARTICIPATE IN UNITED WAY’S CN TOWER CLIMB to conduct research technology, but alsoin toopen-source share industry technology, but also to share industry expertise with students in the classroom. expertise with students in the classroom. In Humphrey’s program, students have In Humphrey’s have contributed codeprogram, work to students the Firefox contributed code workbytoMozilla, the Firefox job applicants maternity & parental full-time staff new full-time web browser, created and joblast applicants maternity & parental full-time staff new full-time web browser, createdopen by Mozilla, and year leave salary top-up in Canada hires last year improved Mozilla’s technology, last year leave salary top-up in Canada hires last year improved openadopted technology, helping to Mozilla’s set standards by helping set standards adopted by than Google, to Apple and Microsoft. More Google, Apple andgraduates Microsoft.have More than 10 of Humphrey’s joined and staff, as well, who collectively speak keep learning as well through its 10 of Humphrey’s graduates have joined and as well, who collectively speak keep learning well through its Mozilla full-time, while others have 118 staff, different languages including ManLeadership andasEmployee Development Mozilla full-time, while others have 118 different languages including ManLeadership and Employee Development found positions with large companies darin, Cantonese, French, Spanish, Hindi, Office, which helps fund professional found with companies darin, French, Spanish, Hindi, Office, which including helps fundtuition professional such aspositions Microsoft andlarge Google and at PersianCantonese, and Arabic. development, assistance. such Microsoftstartups and Google and at Persian and Arabic. development, including tuition assistance. smallastechnology in Toronto. For Humphrey, Seneca’s supportive envi- That support has produced dividends small technology startups in Toronto. For Humphrey, Seneca’s envi- That support has produced dividends In 2014, Seneca further increased its ronment has enabled himsupportive to remain on for everyone. Humphrey recently In 2014,of Seneca further its ronment hasedge enabled him to for remain for everyone. Humphrey recently support innovation byincreased opening Seneca the leading of his field moreon became the first college professor support by opening Seneca the edge of his for providing more became thea first college professor HELIX, of aninnovation incubator for both students thanleading a decade. With thefield college to receive Natural Sciences and HELIX, an incubator for boththat students a decade. With the college providing to receive a Natural Sciences and the external community supports than 37 weeks of parental leave top-up for Engineering Research Counciland of and the external community thatfocusing supports 37 weeks parental Humphrey leave top-uphas forhad Engineering Research of entrepreneurship in all sectors, fathers, forofexample, Canada Synergy AwardCouncil for Innovation entrepreneurship in all sectors,and focusing fathers, for example, hashis had Canada Synergy Award on the development of health lifetime to participate in Humphrey the arrival of by the Governor Generalfor ofInnovation Canada on theproducts development of health and lifetime to participate in the arrival of his by the Johnston. Governor The General Canada style and services. two daughters. David prizeofincludes style products and services. two daughters. David Johnston. Thegrant prize that includes a $100,000 research will With more than 27,500 full-time stuThe college also offers research asupport $100,000 research grant will further research bythat Humphrey With more than 27,500 full-time stuThe college also offers research dents, Seneca attracts a widely diverse sabbaticals and regular breaks in the support further research by Humphrey and his team related to Firefox. dents, Seneca attracts a widely diverse sabbaticals and regular breaks in the student body. “I have students in my school year, along with generous and his team related to Firefox. student body.Jordan, “I haveIndia, students in my – all school along and withfitness generous classes from Thailand benefitsyear, programs facilities. “The calibre of the talent already here classes from Jordan, India, Thailand – all benefits programs and fitness facilities. “The calibre of thetotalent already here over the world,” says Humphrey. This T:9.25” definitely appeals people who are T:9.25” Seneca employees are encouraged to over the world,” says Humphrey. This definitely appeals to people who are diversity is reflected in Seneca’s faculty looking to join our team,” says Beaulieu. Seneca employees are encouraged to diversity is reflected in Seneca’s faculty looking to join our team,” says Beaulieu.

Our Our people. people. Great Great results. results.

118 118

9,500 9,500

93% 93%

We’re We’re redefining redefining how how people people think about education. think about education. ONE OF GREATER TORONTO’S ONE OF GREATER TORONTO’S TOP EMPLOYERS 2016. TOP EMPLOYERS 2016. 7 YEARS & COUNTING... 7 YEARS & COUNTING...

T:1.75” T:1.75”

CELEBRATING: CELEBRATING:

1,487 1,487

senecacollege.ca senecacollege.ca

Shoppers Shoppers fosters fosters aa culture culture of of caring caring and and opportunity opportunity

aring is in the DNA of aring is in Drug the DNA of Inc. Shoppers Mart Shoppers Drug Martretailer Inc. As Canada’s leading As Canada’s products leading retailer of pharmacy and of pharmacy products and services, the company has company has more thanservices, a routinethe interest in the more than aofroutine interest well-being the patrons of in thethe more well-being of the patrons of the more than 1,250 independently owned and than 1,250 independently owned operated Shoppers Drug Mart andand operated Shoppers Drug Mart and Pharmaprix stores across the country. Pharmaprix stores across the country. “It is easy to feel good about working “It easy to feel about working for is Shoppers Druggood Mart,” says Sharla for Shoppers Drug Mart,” says Sharla Paraskevopoulos, Vice President of Paraskevopoulos, President of Human Resources,Vice “because our culture Human Resources, “because our culture is focused on maintaining the health is focused on of maintaining the health and wellness our customers. Our and wellness of our customers. Our just relationship goes much deeper than relationship goes or much deeper than just selling a product service to people.” selling a product or service to people.” At the same time, she says, “we also At thea same shetosays, “we also have strongtime, desire get things have strong desire toWe getare things done aand be efficient. very done and be We are which very dedicated andefficient. hard-working, dedicated and that hard-working, helps achieve efficiency. which It is a helps that efficiency. It is a uniqueachieve combination of qualities.” unique combination of qualities.” Shoppers has a GTA workforce of Shoppers has employees, a GTA workforce almost 2,200 locatedofat its almost 2,200 employees, at its Central Office and relatedlocated healthcare Central Office anddoes related businesses. (This not healthcare include businesses. (This does not include more than 12,000 employees of the more than 12,000 employees of the Toronto-based retail pharmacies, Toronto-based retail pharmacies, which are owned by franchisees.) which are owned by franchisees.)

“The company invested “The company invested in me. It was open and in me. It was open and supportive to my exploring supportive to my exploring different parts of different parts of the business.” the business.” – Becky Hong, Senior Director, –Pharmacy Becky Hong, Senior Planning andDirector, Pricing Pharmacy Planning and Pricing

“The backgrounds we look for in “The we look for those backgrounds we hire are experience in in retail those we hire are experienceanalytics, in retail operations, merchandising, operations, merchandising, analytics, data, marketing and finance,” says data, marketing and finance,” says Paraskevopoulos. “As Shoppers Drug Paraskevopoulos. “As Shoppers Drug

Mart continues to enhance its Shoppers Mart continues to program, enhance its Shoppers Optimum loyalty analytics Optimum loyalty program, analytics is becoming a critical skill set.” is becoming a critical skill set.” Shoppers offers a full range of employee Shoppers offers a full range ofavailable employee benefits, including a discount benefits, includingpurchases. a discountNot available on front-of-store far on front-of-store purchases. Not far behind is the flexible health plan. It behind is the flexible health plan. It allows employees to customize coverage allows employees to customize coverage to suit their personal circumstances. to suithave theirapersonal circumstances. “You set amount of flex dollars, “You have a set amount of flex dollars, and you assign them according to and assign them according to youryou needs,” says Paraskevopoulos. your needs,” says Paraskevopoulos. Becky Hong, Senior Director of Becky Hong, Seniorand Director of has been Pharmacy Planning Pricing, Pharmacy Planning Pricing, has been with Shoppers sinceand 2008. She aligns her with Shoppers since 2008. She aligns health plan options with her husband’sher health plan options with her husband’s company plan and tailors coverage to company plan and tailors coverage meet her family needs. “I have usedtothe meet her family needs. “I have used the flex dollars to pay for dental expenses flex dollars to pay for dental expenses that were not covered by the dental plan.” that were not covered by the dental plan.” To encourage professional development, To encourage development, Shoppers Drugprofessional Mart University offers Shoppers Drug Mart University offers 2,300 online courses as well as in-class 2,300 online courses asas well as in-class training on such topics leadership and training on such topicsFor as high-potential leadership and change management. change For high-potential staff, themanagement. company provides time off staff, the company provides time off to attend an Advanced Leadership to attend offered an Advanced Leadership Program in partnership with Program offered inSchulich partnership withof York University’s School York University’s Schoolsays of Business. “It’s likeSchulich a mini-MBA,” Business. “It’s like a mini-MBA,” says Paraskevopoulos. “Shoppers has about Paraskevopoulos. “Shoppers has year.” about five employees participate every five employees participate every year.” Hong, who has a director and a manager Hong, who director and a manager reporting tohas her,asays the courses reporting her, says the courses helped hertobecome a better leader. helped her become a better leader. “The company invested in me,” she “The company invested in me,” she says. “It was open and supportive to says. “It was open and supportive my exploring different parts of theto my exploring parts of the business. I wasdifferent given the opportunity business. I was given the opportunity to move from finance to front store to move from finance to front store merchandising to pharmacy.” merchandising to pharmacy.” A key element of Shoppers’ culture A element of Shoppers’ culture of key caring is support for worthy of caringwith is support causes, a focusfor on worthy women’s causes, with athe focus on women’s health under relaunched banner, health under the relaunched Shoppers LOVE YOU. The banner, company Shoppers YOU. The company supports aLOVE number of women’s health supports a number of women’s health organizations including the Canadian organizations the Look Canadian Breast Cancerincluding Foundation, Good Breast Cancer Foundation, Look Good

ShopperS Drug Mart Inc. employees celebrating launch of love you campaign ShopperS Drug Mart Inc. employees celebrating launch of love you campaign

1,462 1,462 full-time staff full-time staff in canada in canada

684 684

charities helped charities helped last year last year

Feel Better, Women’s College Hospital, Feel Better, Women’s College Hospital, Osteoporosis Canada and the Princess Osteoporosis Canada and the Princess Margaret Hospital Foundation. Margaret Hospital Foundation. Each year, the company also encourages Each year, the encourages employees andcompany customersalso to donate to employees and local customers to donate more than 500 women’s healthto more thanacross 500 local women’sEmployee health charities the country. charities across the country. events Employee participation in fundraising participation fundraising events is encouragedinand helps to create is encouragedwith andthe helps to create engagement causes. For engagement the causes. For example, 20 with per cent of participants in example, 20 per cent of Run participants in the Shoppers Love You for Women the Shoppers Love You Run for Women

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jobs available jobs available last year last year

PROUD PROUD TO TO BE BE NAMED NAMED ONE ONE OF OF GREATER GREATER TORONTO'S TORONTO'S TOP TOP EMPLOYERS EMPLOYERS 2016! 2016! @shopperscareers @shopperscareers

job applications job last applications year last year

are Shoppers Drug Mart employees, are Shoppers Drug Mart employees, pharmacist-owners and their store teams. pharmacist-owners and their store teams. Shoppers also has an internal employee Shoppers hasWISH an internal employee campaign also called – Working in campaign – Working Support ofcalled Hope WISH – which, since its in Support Hopehas – which, since its launch inof2003, aided almost 300 launch in 2003, has aided almost 300 colleagues facing difficult personal colleagues facing difficult situations. Fundraisers suchpersonal as ticket situations. Fundraisers such ticket auctions and food drives are as held auctions andthe food are held throughout yeardrives for WISH. “I haven’t throughout theofyear for WISH. “I haven’t seen this type program at another seen this type of program at another organization,” says Paraskevopoulos. organization,” says Paraskevopoulos.

THANK THANK YOU YOU TO TO ALL ALL EMPLOYEES EMPLOYEES FOR FOR TAKING TAKING OWNERSHIP OWNERSHIP AND FINDING MORE WAYS TO CARE. AND FINDING MORE WAYS TO CARE. careers.shoppersdrugmart.ca careers.shoppersdrugmart.ca

38,283 38,283

linkedin.com/company/shoppers-drug-mart linkedin.com/company/shoppers-drug-mart

The The Sigma Sigma Way Way is is paved paved with with surprises surprises

uring his Sigma Systems job uring his Sigma Systems job interview, Shawn Henshall interview, Shawn Henshall looked around for just a looked around for just a touch of grey. “I searched touch of grey. “I searched for the occasional greyfor the occasional greyhaired person,” he explains, “because haired person,” he explains, “because I hoped the company also had some I hoped the company also had some experienced employees to complement experienced employees to complement its youthful energy. In the high-tech its youthful energy. In the high-tech world, retention is a pretty good world, retention is a pretty good indication that the workplace atmosphere indication that the workplace atmosphere is positive and stimulating enough to is positive and stimulating enough to keep people happy at their jobs.” keep people happy at their jobs.” Henshall’s 15 years in the Henshall’s 15 years in the telecommunications sector made him telecommunications sector made him wary when he approached Torontowary when he approached Torontobased Sigma, a global provider of based Sigma, a global provider of software and systems application software and systems application solutions for communication, media solutions for communication, media and other high-tech enterprises. “I was and other high-tech enterprises. “I was tired of companies unable to fulfill their tired of companies unable to fulfill their assurances to customers, but Sigma is assurances to customers, but Sigma is just the opposite,” he says. “Here, we just the opposite,” he says. “Here, we deliver exactly what we promise.” deliver exactly what we promise.”

“This “This is is a a career career position, position, not a temporary job. not a temporary job. Sigma Sigma is is where where II want want to to be.” be.” – Shawn Henshall, – Shawn Henshall, Director of Product Management Director of Product Management

In addition to keeping its customer In addition to keeping its customer commitments, Sigma has a number commitments, Sigma has a number of other attributes that attract and of other attributes that attract and retain employees. Says Henshall, retain employees. Says Henshall, now the company’s Director of now the company’s Director of Product Management: “For one Product Management: “For one thing, I rediscovered the passion you thing, I rediscovered the passion you usually find only in a startup.” usually find only in a startup.” For another thing, Henshall says Sigma For another thing, Henshall says Sigma treats its people with considerable treats its people with considerable respect and understands the importance respect and understands the importance of people’s personal lives. “If I arrive of people’s personal lives. “If I arrive

at work later because I had to take at work later because I had to take my daughter to school, it’s not a my daughter to school, it’s not a problem,” he says. “They are very problem,” he says. “They are very flexible when it comes to all sorts flexible when it comes to all sorts of personal and family matters. That of personal and family matters. That flexibility is worth its weight in gold.” flexibility is worth its weight in gold.” Another attractive Sigma workplace Another attractive Sigma workplace feature: management that is accessible feature: management that is accessible and listens. “I can walk into the CEO’s and listens. “I can walk into the CEO’s office without an appointment to discuss office without an appointment to discuss an issue at almost any time – and I have,” an issue at almost any time – and I have,” Henshall says. “That’s empowering.” Henshall says. “That’s empowering.” President and CEO Tim Spencer engages President and CEO Tim Spencer engages with employees in a variety of other with employees in a variety of other ways beyond his open door. Once a ways beyond his open door. Once a week, either he or another member week, either he or another member of the senior team pushes a cart to of the senior team pushes a cart to distribute free ice cream throughout distribute free ice cream throughout the office. “It could take 15 minutes, the office. “It could take 15 minutes, but I easily spend more than an hour but I easily spend more than an hour listening to what is on people’s minds.” listening to what is on people’s minds.” Once a month, Spencer invites everyone Once a month, Spencer invites everyone who has a birthday that month for an who has a birthday that month for an informal session in his office. “We talk informal session in his office. “We talk about everything from sports to product about everything from sports to product launches,” he says. “But I always launches,” he says. “But I always ask if they have any impediments in ask if they have any impediments in their work or routines. Once someone their work or routines. Once someone complained about a slow-boiling complained about a slow-boiling kettle. It was replaced the next day.” kettle. It was replaced the next day.” When Spencer became Sigma president When Spencer became Sigma president in 2004, one of his first moves was to in 2004, one of his first moves was to introduce bonuses and profit-sharing to introduce bonuses and profit-sharing to the then decade-old company that had the then decade-old company that had experienced few profitable years. “Profitexperienced few profitable years. “Profitsharing is essential,” he says, “because it sharing is essential,” he says, “because it connects people directly to our business.” connects people directly to our business.” Funny thing. Ever since the company Funny thing. Ever since the company began sharing its profits, it has been began sharing its profits, it has been profitable. For Henshall, who had profitable. For Henshall, who had been used to working for struggling been used to working for struggling companies with erratic profit records, companies with erratic profit records, Sigma’s approach is yet another Sigma’s approach is yet another competitive advantage. “My bonus competitive advantage. “My bonus was so fantastic that it surprised was so fantastic that it surprised the heck out of me,” he says. the heck out of me,” he says. Meanwhile, Spencer acknowledges that Meanwhile, Spencer acknowledges that while generous benefits are important while generous benefits are important to attract and retain staff, they are to attract and retain staff, they are

sigma-systems.com sigma-systems.com

EMPLOYEES DEVELOP MEANINGFUL WORKING RELATIONSHIPS WITH DOWN-TO-EARTH LEADERSHIP AT SIGMA EMPLOYEES DEVELOP MEANINGFUL WORKING RELATIONSHIPS WITH DOWN-TO-EARTH LEADERSHIP AT SIGMA

100

full-time staff full-time staff in Canada in Canada

500

staff volunteer staff hoursvolunteer last year hours last year

only one part of a winning workplace only one part of a winning workplace formula. Creating an overall positive formula. Creating an overall positive employee experience is key. “We call employee experience is key. “We call it the Sigma Way,” he says. “We like it the Sigma Way,” he says. “We like to have fun—our quarterly and annual to have fun—our quarterly and annual social events are very important to us.” social events are very important to us.” Staff are also generous in their own Staff are also generous in their own right. Since 2007, they have supported right. Since 2007, they have supported Free the Children’s efforts on behalf of Free the Children’s efforts on behalf of two villages in India. In total, Sigma two villages in India. In total, Sigma employees have raised more than employees have raised more than $500,000 for the Canadian charity. $500,000 for the Canadian charity. Says Spencer: “Our people want to Says Spencer: “Our people want to

1,200

job applications job last applications year last year

years, longestyears, longestserving employee serving employee

be engaged in social causes and feel be engaged in social causes and feel good about what they are doing.” good about what they are doing.” In the end, Henshall found a few of In the end, Henshall found a few of those longer-term employees he was those longer-term employees he was seeking. The average tenure among the seeking. The average tenure among the engineering team is more than 11 years, engineering team is more than 11 years, over half the life of the company. over half the life of the company. Henshall sees himself becoming one of Henshall sees himself becoming one of Sigma’s more experienced hands. “This Sigma’s more experienced hands. “This is a career position, not a temporary job,” is a career position, not a temporary job,” he says. “Sigma is where I want to be.” he says. “Sigma is where I want to be.”

At At State State Street, Street, you you become become part part of of aa rare rare breed breed

or Tanya McClelland, there are or McClelland, areat twoTanya standout reasons tothere work two reasons to“There work at Statestandout Street Canada: are State Street Canada: great opportunities here“There – and are it’s great opportunities here – and it’s a fantastic place to be a mom.” a fantastic place to be a mom.” McClelland joined the financial services McClelland joined the financial services firm in Toronto in 2006, when she had firm in Toronto when she had one child. After in her2006, second maternity one child. herpart-time second maternity leave, she After worked for two years leave, shedaughter worked began part-time for two years until her pre-school. “It until herperfect daughter began pre-school. was the opportunity for me at“It was the perfect formy mehome at that time, in myopportunity career and in that in myNow career andfull-time in my home life,”time, she says. back life,” she says. responsibilities, Now back full-time with expanded she still with responsibilities, she still worksexpanded from home two days a week. works from home two days a week. McClelland is a Business Continuity McClelland is aInformation Business Continuity Consultant and Security Consultant and Information Security Analyst for State Street, a global Analyst State Street, in a global companyfor headquartered Boston company headquartered Boston that provides services forininstitutional that provides services forrole, institutional investors. As part of her she helps investors. As that part ifofany her part role,ofshe to make sure thehelps to make sure that if any goes part of the — corporation’s operation down corporation’s operation goes down — due to bad weather or a more catastrophic due bad weather or apeople more catastrophic eventto— State Street’s and event —in State Street’s people systems other locations can and back it up. systems in other locations can back it up.

“The global nature of “The global nature of the company is one the company is one of its attractions.” of its attractions.” – Angelo Pugliese, – Angelo Pugliese, Vice President, Global HR Vice President, Global HR

With global responsibilities, McClelland With global spends a lot responsibilities, of time working McClelland with people spends a lot of time–working with people across times zones from Europe to across times zones – from Europe to Australia – and can manage her day Australia – and cangets manage her day accordingly. If she up early to work accordingly. gets up she earlymay to work with Europe,Ifforshe example, with may finishEurope, workingfor inexample, the early she afternoon. finish working in the early afternoon. State Street supports a wide range of State Street supports wide range clients, of financial services for ainstitutional financial for institutional clients, includingservices global custody and portfolio including custody and and portfolio valuation, global asset management support valuation, asset management and support

for foreign exchange and electronic for foreign exchangeclients and electronic trading. In Canada, are primarily trading. In Canada, clients are primarily domestic, but Canadian employees domestic, but State Canadian support other Streetemployees teams around support other State Street the world. Globally, State teams Street around operates the world. Globally, State Street operates in 30 countries with more than 31,000 in 30 countries with more than 31,000 employees, and has US$27 trillion in employees, has US$27 trillion in assets underand custody and administration. assets under custody and administration. “The global nature of the company is “The nature of the company one ofglobal its attractions,” says Angelo is one of its Vice attractions,” says Angelo Pugliese, President, Global Human Pugliese, Vice President, Global Human Resources. “We’ve had employees Resources. “We’velike hadChina, employees move to countries India, move to countries China, Australia and a lot like to the US.”India, Some are Australia and a lotothers to the arrange US.” Some are transferred, while a new transferred, while others arrange a new position on their own. “They really want position on their own. “They really want to stay with the company,” says Pugliese. to stay with the company,” says Pugliese. A key element of mobility at State Street A mobility State Street is key that element workingof there makesatyou part is working part of that a rare breed. there “It’s amakes highlyyou technical of a rare breed. “It’s a highly technical path, so that knowledge capital is path, so that knowledge capital is very valuable to us,” says Pugliese. very valuable to us,” says Pugliese. The company recruits with an emphasis The company recruits an emphasis on accounting degrees with or technology on accounting degrees or technology backgrounds, from both colleges and backgrounds, from both colleges and

Staff volunteering at a State Street Canada global outreaCh event Staff volunteering at a State Street Canada global outreaCh event

1,204 1,204 full-time staff full-time staff in Canada in Canada

48 48

charities helped charities helped last year last year

universities. For new grads, “one of the universities. new grads, of the big benefits isFor there’s a lot of“one training big benefits is there’s a lot of training available, whether self-directed learning available, whether self-directed learning or a technical stream,” says Pugliese. or a technical stream,” says Pugliese. What kind of people work there? What kind of people there?“We Thoughtful ones, sayswork Pugliese. Thoughtful says So Pugliese. “We service a lotones, of assets. we have to service a lot of assets. So we have to make sure things are accurate and done make surehe things accurate andour done on time,” says.are “We also need on time,” hetosays. “Wetoalso need our employees be able recognize and employees to And be able recognize and mitigate risk. we to want individuals mitigate risk. to And we want individuals who are able communicate effectively who to communicate effectively with are our able clients so they understand with oursupport clients so they understand how we their day-to-day how we support their day-to-day operations and address their challenges. operations and address their challenges.

1,749 1,749 staff volunteer staff hoursvolunteer last year hours last year

35 35

average averageage employee employee age

This is a highly sophisticated and This is a highly sophisticated technically oriented business.”and technically oriented business.” But there’s another side of State Street, But another side ofher State Street, too. there’s McClelland balances daily too. McClelland balances her daily job responsibilities with internal and job responsibilities with internal external volunteer work. As chairand of the external volunteer work. As chaircouncil, of the company’s Canadian fundraising company’s Canadian fundraising council, she organizes countless charity events she countless events and organizes blood drives, and is charity involved with and blood drives, and is involved with the Employee Management Council, the Employee Management Council, which promotes employee engagement which employee engagement throughpromotes fun events and networking. through fun events and networking. “I believe that if people get to know “I believe people get toshe know each other that on aifsocial level,” each on work a social level,”better.” she says, other “they’ll together says, “they’ll work together better.”

Teamwork Teamwork defines defines the the culture culture of of care care at at Sunnybrook Sunnybrook

s a registered nurse with sexperience a registered withintensive in nurse neonatal experience in neonatal intensive care, Deb Cull-Hollingsworth care, Cull-Hollingsworth knewDeb she would enjoy working knew she wouldHealth enjoy working at Sunnybrook at Sunnybrook Health Sciences Centre. The modern facilities Sciences Centre. The modern facilities of its Women & Babies Program were of its Women & Babies Program were a clear improvement over the cramped amaternity clear improvement the cramped ward of theover old downtown maternity ward ofwhere the old downtown Toronto hospital she’d worked Toronto hospital wherewarm, she’dcollegial worked before. Sunnybrook’s before. Sunnybrook’s warm, collegial environment has proved equally welcome. environment has proved equally welcome. “For such a huge place, I see familiar “For hugeand place, seeinfamiliar facessuch everya day not Ijust my faces everybut day not just intoo,” my own unit, in and the hallways own unit, but in the hallways too,” says Cull-Hollingsworth. “Sunnybrook says “Sunnybrook has aCull-Hollingsworth. really nice friendly atmosphere. has really are nicealmost friendly atmosphere. Theapeople family.” The people are almost family.” Sunnybrook is indeed big, nestled within Sunnybrook is indeedsetting. big, nestled its 100-acre parkland Sincewithin its 100-acre parkland Since care opening in June 1948 setting. as a veterans opening Junegrown 1948 as veteransinto care hospital, in it has anda evolved hospital, has grown and evolved into Canada’sitlargest single-site hospital, with Canada’s largest single-site hospital, some 1.2 million patient visits a year.with some 1.2 million patient visits a year.

“Sunnybrook has a “Sunnybrook has a really nice friendly really nice friendly atmosphere. The people atmosphere. The people are almost family.” are almost family.”

– Deb Cull-Hollingsworth R.N. – Deb Cull-Hollingsworth R.N.Unit Team Leader, High Risk Obstetrical Team Leader, High Risk Obstetrical Unit

As well as serving the local community As well as serving theSunnybrook local community in midtown Toronto, in midtown Toronto, Sunnybrook cares for patients referred from other cares forhospitals. patients referred from other Ontario Four internationally Ontario hospitals. Four internationally recognized specialty programs – heart recognized programs heart and stroke; specialty cancer; trauma and –emergency and stroke; cancer; trauma and emergency services; and high-risk maternal services; and high-risk and newborn care – arematernal equipped to and newborn care are equipped handle some of the–most criticallyto handle some ofpatients the most ill and injured incritically Canada. ill and injured patients in Canada.

Sunnybrook is also a leading teaching Sunnybrook is alsowith a leading teaching hospital affiliated the University hospital affiliated of Toronto, where with eachthe yearUniversity more than of Toronto, where year morestudents than 2,600 graduate andeach postgraduate 2,600 graduateand andabroad postgraduate students from Canada learn about the from and learnSome abouthave the latest Canada advances in abroad healthcare. latest advances healthcare. Some have fellowships withinthe Sunnybrook Research fellowships with1,275 the Sunnybrook Institute whose researchers,Research Institute 1,275 researchers, includingwhose 295 scientists and clinicianincluding scientists and clinicianscientists, 295 do groundbreaking work. scientists, do groundbreaking work. In all, more than 10,000 full- and partIn all,staff, morephysicians than 10,000 and parttime andfullvolunteers time physicians workstaff, on-site each day.and It’svolunteers a large and work on-site It’s a large diverse group,each yet day. Sunnybrook hasand met diverse group,ofyet Sunnybrook has met the challenge respecting individual the challenge of respecting individual wants and needs with a wide-ranging wants and benefits needs with a wide-ranging employee package. Staff can employee benefitsthat package. Staff can access programs serve everything access programs that serve everything from their daily health and safety needs from their daily health and safety needs to their long-term career aspirations. to their long-term career aspirations. A supportive workplace environment A supportive environment where peopleworkplace feel they are truly making where peoplealso feelplays they aare truly making a difference significant role aindifference also playsata Sunnybrook. significant role worker satisfaction As in worker satisfaction experience at Sunnybrook. As Cull-Hollingsworth’s shows, Cull-Hollingsworth’s shows, this often comes downexperience to teamwork. this often comes down to teamwork. She is team leader in the High Risk She is teamUnit leader the High Risk Obstetrical forinwomen with Obstetrical for women with pregnanciesUnit so complicated they require pregnancies so complicated theyMany require round-the-clock inpatient care. round-the-clock inpatient patients in the 23-bed unitcare. haveMany other patients in the 23-bed unit have other serious medical conditions, including serious medical conditions, neurological disorders, heartincluding disease neurological disorders, heart disease or cancer. Cull-Hollingsworth can also or cancer. Cull-Hollingsworth can also turn to colleagues in other departments turn to expertise colleaguescan in help otherprovide departments whose the whose expertise can provide need. the interdisciplinary carehelp the women interdisciplinary care the women need. “Teams are essential in an organization “Teams essential an organization as large are as ours,” saysinMarilyn Reddick, as large as ours,” says Marilyn Reddick, Vice President, Human Resources Vice President, Human Resources and Organizational Development. and Organizational Development. “Teams can be within a department, “Teams can be within aand department, or inter-departmental, a person or and Instead a person caninter-departmental, be on multiple teams. can be on multiple Instead of feeling like cogsteams. in a much larger of feeling likeindividuals cogs in a much larger organization, can see the organization, can see the impact of theirindividuals contributions.” impact of their contributions.” At the same time, Sunnybrook recognizes At same time, Sunnybrook recognizes andthe rewards individual achievement. and rewards individual achievement.

Sunnybrook RegisteRed NuRse deb Cull-HolliNgswoRtH Sunnybrook RegisteRed NuRse deb Cull-HolliNgswoRtH

5,721 5,721 full-time staff full-time staff in Canada in Canada

44 44

years, longestyears, longestserving employee serving employee

Each June, for instance, a Service Each for instance, Service AwardJune, Celebration pays atribute to Award Celebration pays tribute important career milestones withtoa important careerand milestones with a beautiful dinner gifts pre-chosen beautiful dinner and gifts pre-chosen by the recipient. Cull-Hollingsworth by the recipient. attended in 2015 Cull-Hollingsworth to mark 20 years of attended in was 2015lovely,” to markshe 20 says, years“being of service. “It service. “It was lovely,” says, “being among other people whoshe have dedicated among other people have dedicated their working life to who Sunnybrook.” their working life to Sunnybrook.” Cull-Hollingsworth also enjoys the Cull-Hollingsworth also enjoys theon the huge staff barbecue held each fall huge staff barbecue held each fall on the

9,000 9,000

job applications job last applications year last year

65% 65%

managers from managers from internal promotion internal promotion

Sunnybrook grounds where burgers, Sunnybrook grounds where burgers, sausages, corn, ice cream and cupcakes sausages, cream andand cupcakes are served.corn, “It isice lots of fun, really are served. “It isappreciated,” lots of fun, and makes you feel shereally adds. makes you feel appreciated,” she adds. For Reddick, the reason for putting For Reddick, for putting on such eventsthe is reason plain: “Our on such events isresource plain: “Our most important is our most important resource is our people. Each and every person people. Each andsuccess.” every person is critical to our is critical to our success.”

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