Greater Toronto's Top Employers (2019)

2019

CO-PUBLISHED BY

MEDIACORP

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ULTIMATE SOFTWARE

( 2019 )

13th Annual Edition

GREATER TORONTO’S TOP EMPLOYERS 2019 Magazine Anthony Meehan, PUBLISHER

Editorial Team:

Richard Yerema, MANAGING EDITOR

Kristina Leung, SENIOR EDITOR

Stephanie Leung, ASSISTANT EDITOR

Chantel Watkins, RESEARCH ASSISTANT

Advertising Team:

Kristen Chow,

DIRECTOR, OPERATIONS

Ye Jin Suhe,

CLIENT SUPPORT COORDINATOR

Sponsored Profile Writers:

Berton Woodward, SENIOR EDITOR

Michael Benedict Brian Bergman Sheldon Gordon Simon Hally Patricia Hluchy D’Arcy Jenish Bruce McDougall John Schofield Nora Underwood Barbara Wickens

© 2018 Mediacorp Canada Inc. and The Globe and Mail.

All rights reserved. GREATER TORONTO’S TOP EMPLOYERS is a trade mark of Mediacorp Canada Inc. Editorial inquiries: ct100@mediacorp.ca

p The headquarters of Ultimate Software Group in Toronto features a bright atrium for employee lunches and social events.

FORWARD-LOOKING TOP GTA EMPLOYERS TAKE WORKPLACE CULTURE TO THE NEXT LEVEL

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With the most progressive human-resources policies and initiatives, these winners attract and retain the most talented applicants

TA’s Top Employers 2019 have a certain competitive edge. By luck or design, they’re located in Canada’s most dynamic financial and economic centre, home to more than 40 per cent of the country’s business headquarters. It’s also home to the best and the brightest who come from across Canada and the world, creating a culturally diverse work force where more than half of the region’s 6.4-million people identifies as visible minorities. That rich multicultural mix translates directly into increased innovation as diverse perspectives inspire fresh solutions for industry challenges and drive new product development.

Competition for top talent in the GTA is understandably fierce, but this year’s remarkable employers lead the way with the region’s most progressive human-resources policies and initiatives. This advantage not only attracts the most talented applicants to join their ranks, but also helps to retain employees for the long term.

All of these organizations offer a workplace culture that recognizes employees as individuals who want to

keep growing throughout their careers. That’s why the winners make continuing support for employee education and development a cornerstone, with programs that include subsidies for professional accreditation and tuition at outside institutions, in-house training and mentoring firmly in place.

They’re also Canada’s leaders when it comes to health, financial and family benefits, with many companies, such as Holland Bloorview Kids Rehabilitation Hospital, offering generous health-spending accounts and wellness programs that can be tailored to employees’ needs.

While three to four weeks of starting vacation plus personal days is the norm, the most forward-looking employers take it to the next level, trusting individuals to decide their own balance between career and personal space. Toronto’s Ultimate Software Group of Canada, Inc. encourages employees to relax, recharge and pursue personal interests by providing an unlimited number of paid vacation, personal and sick days each year. You are looking at the future.

– Diane Jermyn

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ARUP CANADA INC.

( 2019 )

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WINNERS p The Toronto head office Arup Canada Inc., an engineering firm that offers four weeks of annual paid vacation allowance to new employees.

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CCENTURE INC., Toronto.

Management consulting; 4,864 employees. Invests in the development of its work force, spending approximately $3,200 per person on training in the past year.

ACCORHOTELs, Toronto. Hotels; 9,688 employees. Supports families with older children through a generous academic scholarship program.

ADP CANADA CO., Etobicoke, Ont. Payroll; 2,112 employees. Offers referral bonuses as an incentive for employees to recruit candidates from their personal networks.

AIG INSURANCE COMPANY OF CANADA, Toronto. Insurance; 431 employees. Manages a unique paid time-off program that provides flexibility for employees to take time off for vacation, illness or personal matters.

AMEX BANK OF CANADA, Toronto.

Credit card issuing; 1,555 employees. Helps employees save for the future with a defined contribution pension plan and matching RRSP contributions.

ARUP CANADA INC., Toronto. Engineering consulting; 284 employees. Increased its vacation policy for new employees, offering four weeks of starting vacation allowance.

ASTRAZENECA CANADA INC., Mississauga. Pharmaceutical manufacturing; 769 employees. Encourages employees to be active in the community, offering up to three paid days off per year to volunteer.

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ASF CANADA INC., Mississauga.

Chemical manufacturing; 799 employees. Manages a 24-month rotational professional development program for college students and recent graduates.

BAYER, Mississauga. Pharmaceutical manufacturing; 1,196 employees. Redesigned its formal corporate social engagement strategy to focus on health, nutrition and innovation.

BLAKE, CASSELS & GRAYDON LLP, Toronto. Law firm; 1,348 employees. Launched the BrightIdeas@Blakes initiative to challenge employees across the firm to contribute ideas to improve client service or efficiency.

BORDEN LADNER GERVAIS LLP, Toronto. Law firm; 1,356 employees. Offers in-house resources for new parents, including presentations and panel discussions, a new parent toolkit and a parent coaching program for lawyers.

BOSTON CONSULTING GROUP OF CANADA LTD., Toronto. Management consulting; 300 employees. Lets everyone share in the company’s success with profit sharing.

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AA CLUB GROUP, Thornhill, Ont. Travel insurance and auto services; 1,624 employees.

Recognizes exceptional performance and achievement through a variety of initiatives, including the Applause Program, long-service awards and President’s Award.

CADILLAC FAIRVIEW CORPORATION LTD., Toronto. Real estate management; 1,291 employees. Offers a three-year leadership rotation program designed to provide new graduates with relevant industry experience.

CAMPBELL COMPANY OF CANADA, Toronto. Food preparation and packaging; 597 employees. Increased its support for employees who are new mothers, fathers or adoptive parents with increased maternity or parental top-up payments.

CANADIAN CREDIT UNION ASSOCIATION / CCUA, Toronto. Credit unions;

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77 employees. Provides retirement planning assistance and phased-in retirement work options.

CANADIAN STANDARDS ASSOCIATION / CSA, Etobicoke, Ont. Testing, certification and related services; 754 employees. Offers onsite yoga classes and a fitness club subsidy to encourage employees to keep healthy and active.

CANADIAN TIRE CORPORATION LTD., Toronto. Retail; 65,000 employees.

Supports Jumpstart Charities, a nationally registered charity dedicated to removing financial barriers for children to participate in sport and physical activity.

CAPITAL ONE BANK (CANADA BRANCH), North York, Ont. Credit card issuing; 1,242 employees. Organizes week-long employee appreciation celebrations each year.

CATHOLIC CHILDREN’S AID SOCIETY OF TORONTO, Toronto. Child and youth services; 519 employees. Offers four weeks of vacation to start and up to eight paid personal days off, which can be used throughout the year.

CERIDIAN HCM INC., North York, Ont. Payroll; 1,633 employees. Offers a dedicated career exploration program to help employees learn about internal career options.

CHILDREN’S AID SOCIETY OF TORONTO, Toronto. Child and youth services; 792 employees. Partners with universities and colleges across Canada to provide student placements in a variety of fields.

CIBC, Toronto. Banking; 36,203 employees.

Celebrates exceptional performance through the Achievers program, which allows employees to send informal e-cards and nominate peers for quarterly awards.

CISCO SYSTEMS CANADA CO., Toronto.

Computer and equipment manufacturing; 1,741 employees. Provides corporate discounts on a variety of products such as automobiles, home internet and mobile phones.

CITI CANADA, Mississauga. Banking; 1,198 employees. Offers generous referral bonuses as an incentive for employees to recruit candidates from their personal networks.

COLLEGE OF PHYSICIANS AND SURGEONS OF ONTARIO, THE, Toronto. Professional organizations; 396 employees. Created a formal wellness program, including subsidized onsite yoga, pilates and fitness classes,

newsletters, workshops and an annual onsite wellness fair.

CORUS ENTERTAINMENT INC., Toronto. Media production and broadcasting; 2,973 employees. Expanded its employee engagement survey to include quarterly feedback surveys addressing specific themes as well as ongoing engagement and open-ended questions.

CRH CANADA GROUP INC., Concord, Ont. Concrete manufacturing; 1,206 employees. Helps the next generation of talent gain career-level experience through co-op placements and summer student opportunities.

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IAMOND SCHMITT ARCHITECTS INC., Toronto. Architecture; 206 employees. Encourages fun through a variety of social events, including a family picnic on Toronto Island, a paid day off to ski and snowshoe and Pi Day, an annual in-house pie tasting competition.

DURHAM COLLEGE OF APPLIED ARTS AND TECHNOLOGY, Oshawa.

College; 788 employees. Offers employees a unique opportunity to transform their vacation into a short-term leave to volunteer in developing countries.

DYSON CANADA LTD., Toronto.

Electrical manufacturing; 116 employees.

Offers employees a number of financial perks and incentives, including signing bonuses for some employees and year-end bonuses for all.

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CCLESIASTICAL INSURANCE OFFICE PLC, Toronto.

Insurance; 76 employees. Makes the commute to work a little easier with subsidized parking and a generous transit subsidy of $200 a month.

FLEET COMPLETE, Toronto. Fleet and mobile resource tracking; 265 employees.

Offers a health and wellness spending account of up to $1,000, allowing employees to allocate funds for additional expenses or top up existing coverage.

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IDELITY CANADA, Toronto.

Portfolio management; 995 employees. Manages a unique Voice of the Employee innovation program to encourage employee feedback and awards up to $2,000 for suggestions that are implemented.

ELLISDON CORP., Mississauga.

Construction; 1,904 employees. Offers tuition subsidies for courses taken at outside institutions and access to EllisDon University, featuring a variety of courses.

FORD MOTOR COMPANY OF CANADA, LTD., Oakville, Ont. Automobile manufacturing; 7,869 employees. Provides academic scholarships for employees with university and college-bound children.

ENERCARE INC., Markham, Ont. Electricity and HVAC services; 1,270 employees. Cultivates an ownership culture through a share-purchase plan, available to all employees.

FRESHBOOKS, Toronto. Software publishers; 263 employees. Offers a variety of social events, including an annual Porchfest cottage weekend for employees and their families, Spring Fling and a Festivus holiday party.

ENTERPRISE HOLDINGS INC., Scarborough, Ont. Car rentals; 2,893 employees. Offers a variety of alternative working arrangements and up to eight paid personal days off.

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ENERAL ELECTRIC CANADA / GE, Mississauga. Diversified technology and equipment manufacturing; 6,519 employees.

q An AccorHotels chef warms up at Benihana Japanese Steakhouse & Sushi Lounge in the Fairmont Royal York Hotel in Toronto.

ACCORHOTELS

2019 WINNERS

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Offers a flexible health-benefits plan where employees can transfer unused credits to additional salary, savings or time off.

HEALTHCARE INSURANCE RECIPROCAL OF CANADA / HIROC, Toronto.

Insurance; 99 employees. Expanded its parental top-up program to include fathers and adoptive parents.

GEORGE BROWN COLLEGE, Toronto.

College; 1,454 employees. Offers employees working at the main campus subsidized access to onsite daycare when they return to work after maternity or parental leave.

HOLLAND BLOORVIEW KIDS REHABILITATION HOSPITAL, East York, Ont. Specialty hospital; 544 employees.

Manages an Experienced Workforce Program to support staff during the transition to retirement.

2019 WINNERS

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GRIFFITH FOODS LTD., Toronto. Spice and extract manufacturing; 387 employees.

Provides health benefits that extend to retirees, with no age limit and 100-per-cent premium coverage.

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ALTON, REGIONAL MUNICIPALITY OF, Oakville, Ont. Municipal government; 1,883 employees. Maintains a dedicated committee to provide direction and advice to meet the region’s sustainability goals.

HATCH LTD., Mississauga. Engineering; 2,901 employees. Hosts a unique Hatch Kids Camp to help families manage their time during March break.

HOME DEPOT OF CANADA INC., Toronto. Retail; 13,175 employees. Maintains a charitable focus on ending youth homelessness in Canada.

HOSPITAL FOR SICK CHILDREN, THE, Toronto. Specialty hospital; 5,852 employees. Organizes its charitable involvement and fundraising efforts through the SickKids Foundation, raising more than $10-million in the past five years.

HP CANADA CO., Mississauga. Computer technology and services; 485 employees.

Manages a number of programs to help employees make healthy choices at home and work, including a free onsite health-screening clinic.

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MAX CORP., Mississauga. Movie theatre technology; 300 employees.

Encourages employees to save for the future with a defined contribution pension plan and optional participation in a low-fee group RRSP. INTACT FINANCIAL CORP., Toronto. Insurance; 11,750 employees. Matches employee charitable donations and provides paid time off to volunteer, donating 6,500 volunteer hours on company time in the past year.

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INROSS GOLD CORP., Toronto.

Mining; 248 employees. Supports ongoing professional development through a number of inhouse training initiatives, including Generation Gold for high-potential employees with less than two years of experience.

KPMG LLP, Toronto. Accounting; 7,081 employees. Appointed its first chief mental-health officer, focused on supporting and embedding the firm’s mental-health strategy and developing a national network of mental-health champions.

KRUGER PRODUCTS L.P., Mississauga.

Paper products; 1,929 employees. Offers em-

q Mahtab Sabet, right, a senior software engineer at Capital One Bank, Canada branch in Toronto, works with another volunteer at Gift the Code, an annual hackathon to build new software for local charities.

ployees the option to extend their parental leave to an unpaid leave of absence.

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ABATT BREWING COMPANY LTD., Toronto. Breweries; 3,461 employees. Keeps employees connected through monthly town-hall-style Stein Sessions in the pub, quarterly pub gatherings for business updates and an annual National Commercial Conference.

LAW SOCIETY OF ONTARIO, Toronto.

Professional organizations; 528 employees. Helps employees balance work and personal commitments with a variety of alternative working arrangements and paid personal days.

LOBLAW COMPANIES LTD., Brampton, Ont. Supermarkets and grocery stores; 32,448 employees. Helps students and new grads gain relevant career-level experience with co-op placements and paid internships.

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ANULIFE, Toronto. Insurance; 12,790 employees. Provides resources and services to support the physical and mental well-being of employees as part of its Wellness Matters initiative.

MAPLE LEAF SPORTS & ENTERTAINMENT PARTNERSHIP, Toronto. Sports and entertainment; 859 employees. Offers the MLSE Care Award for employees who make extraordinary contributions in the community.

MARS INC., Bolton, Ont. Food manufacturing; 1,454 employees. Maintains the Mars Ambassador Program to provide employees with opportunities to work on short-term assignments around the world at partner organizations.

CAPITAL ONE BANK (CANADA BRANCH)

MATTAMY HOMES LTD., Toronto. Real estate development; 1,336 employees.

Manages a Finance Leadership Development program for recent graduates.

MAZDA CANADA INC., Richmond Hill, Ont. Auto wholesale; 169 employees.

Offers its unique company assigned or company leased vehicle program, allowing employees to receive a new vehicle every 12,000 kilometres.

MCCARTHY TÉTRAULT LLP, Toronto.

Law firm; 1,400 employees. Organizes extensive Employee Appreciation Week celebrations across all of its offices each year, including a healthy breakfast served by the firm’s partners.

MEDTRONIC OF CANADA LTD., Brampton, Ont. Electromedical apparatus manufacturing; 629 employees.

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2019 WINNERS

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Provides generous tuition subsidies to encourage employees to continue their education, up to $6,000 for courses at outside institutions.

METROLINX, Toronto. Public transit; 3,582 employees. Encourages employees to submit ideas that result in a better workplace, improved customer satisfaction, operating efficiencies and cost savings through its Ideas@Work initiative.

MICHAEL GARRON HOSPITAL | TORONTO EAST HOSPITAL NETWORK, Toronto. Hospital; 1,399 employees. Offers employees who are new parents the option to extend their parental leave into an unpaid leave of absence.

MÉDECINS SANS FRONTIÈRES / DOCTORS WITHOUT BORDERS (MSF) CANADA, Toronto. Medical relief organization; 265 employees. Encourages ongoing employee development through tuition subsidies for courses related and indirectly related to an employee’s current position.

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ELSON EDUCATION LTD., Scarborough, Ont. Publishers; 331 employees. Offers employees paid time off during the summer months and winter holidays, in addition to vacation allowance.

Offers a number of onsite amenities, including a cafeteria with healthy and special-diet menus and subsidized meals, lounge spaces and a fitness facility.

Maintains a YOLO (You Only Live Once) leave program allowing employees with more than five years’ service to apply for unpaid leaves of up to 12 weeks.

ONTARIO TELEMEDICINE NETWORK INC. / OTN, Toronto. Electronic health information; 255 employees. Helps employees plan securely for the future with contributions to a defined benefit pension plan.

PRAXAIR CANADA INC., Mississauga.

Gas and related product wholesalers; 2,270 employees. Introduced new training initiatives, including unconscious-bias training for managers and a generational differences awareness workshop.

ORACLE CANADA ULC, Mississauga.

Computer and information management systems; 2,531 employees. Encourages employees to adopt an ownership mentality through a share-purchase plan, available to all employees.

PROCTER & GAMBLE INC., Toronto.

Consumer product manufacturing; 1,657 employees. Designed head office renovations and ongoing changes with the help of employee focus groups.

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EEL DISTRICT SCHOOL BOARD, Mississauga. Schools; 15,501 employees. Works with local charities that have a direct impact on the lives of children and youth.

PEPSICO CANADA, Mississauga. Soft drink and food manufacturing; 10,699 employees. Offers retirement planning assistance and extends its health-benefits plan to retirees, covering 100 per cent of the premiums, with no age limit.

POINTS, Toronto. Customer loyalty program software; 192 employees.

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IOCAN REAL ESTATE INVESTMENT TRUST, Toronto.

Real estate investments; 655 employees. Helps cultivate the next generation of talent through summer-student roles, co-op placements and paid internships.

ROGERS COMMUNICATIONS INC., Toronto. Telecommunications, cable, publishing and subscription programming; 21,631 employees. Invests in the long-term career development of employees, providing opportunities to participate in leadership training and formal mentoring.

ROYAL BANK OF CANADA, Toronto.

Banking; 52,575 employees. Offers a purchased vacation option that lets employees purchase up to 20 days of additional vacation time when needed.

ROYAL ONTARIO MUSEUM / ROM, Toronto. Museum; 363 employees. Offers a full range of alternative working arrangements to help balance personal and professional commitments.

RSA CANADA GROUP, Toronto.

Insurance; 2,841 employees. Offers a full suite of financial benefits, including a share-purchase plan and year-end bonuses for all employees.

RYERSON UNIVERSITY, Toronto.

University; 3,216 employees. Employs a mental health co-ordinator, responsible for overseeing related initiatives across campus and creating a harmonized and holistic approach to mental well-being for faculty, students and staff.

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ALESFORCE, Toronto. Customer relationship management; 1,335 employees. Developed an in-house feedback app that encourages ongoing monthly two-way feedback between employees and managers.

q An employee of George Brown College in Toronto leading an American Sign Language (ASL) class.

LYMPUS CANADA INC., Richmond Hill, Ont. Medical, industrial and imaging equipment; 250 employees.

Offers a health-spending account as part of its health-benefits plan, allowing employees to top up coverage according to personal needs.

ONTARIO DENTAL ASSOCIATION, THE, Toronto. Professional organizations; 55 employees. Helps employees balance personal and professional commitments with five paid personal days off, which can be used at employees’ discretion.

ONTARIO PUBLIC SERVICE/ OPS, Toronto. Provincial government; 65,136 employees. Offers employees priority placement for their children at the Queen’s Park Child Care Centre.

ONTARIO SHORES CENTRE FOR MENTAL HEALTH SCIENCES, Whitby, Ont. Specialty hospital; 881 employees.

GEORGE BROWN COLLEGE

ONTARIO LOTTERY AND GAMING CORPORATION / OLG, Toronto.

Gambling and gaming operations; 1,466 employees. Keeps employees informed through regular town halls hosted by the CEO and executive roundtables, which allow employees to interact with executives informally.

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SAMSUNG ELECTRONICS CANADA INC., Mississauga. Communications equipment manufacturing; 572 employees.

Offers a number of in-house programs, including an annual Development Week, the “myDevelopment” career portal and a global mobility program.

SCHNEIDER ELECTRIC CANADA INC., Mississauga. Industrial automation and controls; 2,614 employees. Manages a results-focused community program directed at finding ways to help people, such as building homes with Habitat for Humanity.

SENECA COLLEGE, Toronto. College; 1,595 employees. Maintains a dedicated Retirees Association to support continuing contact and dialogue and organize related social events.

SIEMENS CANADA LTD., Oakville, Ont. Engineering; 3,998 employees. Maintains the Caring Hands Employee Committee, which helps the organization plan its corporate social responsibility program and activities.

SUNNYBROOK HEALTH SCIENCES CENTRE, Toronto. Hospital; 7,450 employees. Located on a campus-like setting with nearly 100 acres of ravine parkland with plenty of green space for employees to walk or ride their bikes.

THALES CANADA INC., North York, Ont. Information systems and technology; 1,819 employees. Celebrates exceptional performance and achievement through a variety of awards, including sales, retention, innovation and long service.

TORONTO TRANSIT COMMISSION / TTC, Toronto. Public transit; 14,279 employees. Offers workshops on a variety of topics including nutrition and fitness, caloric balance, portion control, healthy eating on the go and understanding food labels.

ANGERINE BANK, North York, Ont. Banking; 1,202 employees.

Offers a wellness spending account which can be used for a variety of items, including cooking classes, gym membership, sports equipment and stress-management courses.

THOMSON REUTERS CANADA LTD., Toronto. Publishers; 1,397 employees.

Supports a number of charitable initiatives each year and offers employees paid time off to volunteer with their favourite organization.

TORONTO, CITY OF, Toronto. Municipal government; 22,009 employees. Introduced combined maternity and parental leave top-ups to 75 per cent of salary for 78 weeks, as well as extending the parental leave portion for new dads and adoptive parents to 75 per cent for 63 weeks.

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TD BANK GROUP, Toronto. Banking; 46,871 employees. Invests in the ongoing development of employees with generous tuition subsidies for courses related and indirectly related to their position.

TORONTO COMMUNITY HOUSING CORP., Toronto. Housing programs; 1,845 employees. Offers tuition subsidies for job-related courses and professional accreditation, as well as a variety of in-house and online training programs.

TERANET, Toronto. Land registration and information systems; 518 employees.

Keeps employees engaged with social events and celebrations throughout the year, including a family picnic, Easter egg hunt and a bowling night.

TORONTO INTERNATIONAL FILM FESTIVAL INC./ TIFF, Toronto. Motion picture promotion and film festival; 221 employees. Helps nurture the next generation of talent through co-op placements and paid internships.

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BISOFT CANADIAN STUDIOS, Toronto. Software publishers; 4,482 employees.

Allows current employees to apply for temporary assignments to other Ubisoft studios worldwide for a designated period of time.

q Staff at Michael Garron Hospital | Toronto East Hospital Network takes a dance break during a research and innovation fair.

SINAI HEALTH SYSTEM, Toronto.

Hospital; 3,496 employees. Manages an extensive healthy workplace program focused on the physical and emotional well-being of employees, physicians, students and volunteers.

SPIN MASTER CORP., Toronto. Children’s toys and entertainment; 472 employees. Offers referral bonuses as an incentive for employees to recruit candidates from their personal networks.

ST. STEPHEN’S COMMUNITY HOUSE, Toronto. Social service agency; 168 employees. New parents can take advantage of onsite daycare when they are ready to return to work.

STANLEY BLACK & DECKER CANADA CORP., Mississauga. Tool and hardware manufacturing; 1,257 employees. Focuses its charitable efforts on supporting humanitarian, health-related, community development and environmental initiatives.

MGH | TEHN

STATE STREET CANADA, Toronto.

Investment banking and securities dealing; 1,193 employees. Provides retirement planning assistance and phased-in work options to help retiring employees transition.

SUN LIFE FINANCIAL INC., Toronto.

Insurance; 9,662 employees. Created a global wellness strategy focused on five key elements: programming, communication, leadership, organizational practices, assessment and ongoing evaluation.

TVO, Toronto. Television broadcasting; 375 employees. Launched a New Product Design Challenge to harness ideas across the organization.

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UKEN STUDIOS INC., Toronto. Game developer; 90 employees. Offers subsidized access to a shared-use fitness facility and the services of onsite health practitioners such as massage therapists, physiotherapists and chiropractors.

ULTIMATE SOFTWARE GROUP OF CANADA, INC., Toronto.; Software development; 181 employees. Launched an unlimited personal time-off policy to encourage employees to relax, recharge and pursue personal interests.

UNILEVER CANADA INC., Toronto.

Consumer product manufacturing; 1,080 employees. Offers a three-year Future Leaders Program to prepare new graduates for business leadership roles.

UNITED WAY GREATER TORONTO, Toronto. Charitable organizations; 233 employees. Offers a generous IVF subsidy, up to $12,000, if needed.

UNIVERSITY HEALTH NETWORK, Toronto. Hospitals; 11,518 employees.

Supports employee efforts to make health and wellness a priority through a variety of programs, including personalized nutrition sessions, stretch breaks and an interactive travelling Wellness Wagon.

UNIVERSITY OF TORONTO, Toronto.

University; 9,809 employees. Maintains a Senior College Centre to provide retired academics and librarians with space to meet and discuss topics of shared interest.

UTC AEROSPACE SYSTEMS LTD., Oakville, Ont. Aircraft parts and equipment manufacturing; 960 employees. Manages a rotational skills-training program with streams for those early in their career, as well as for experienced high-potential employees.

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ISA CANADA CORP., Toronto.

Credit card issuing; 109 employees. Helps employees save for the future with a defined contribution pension plan and matching RRSP contributions.

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ILLIAM OSLER HEALTH SYSTEM, Brampton, Ont. Hospital; 3,306 employees.

Offers the unique Sun Life Financial Osler Global Health program, which allows employees to gain experience working abroad.

WORLD VISION CANADA, Mississauga.

Charitable organizations; 488 employees.

Offers the purchase of up to 10 additional vacation days as well as the formal Orange Day program for four more paid days off that are scheduled on holiday long weekends throughout the summer.

WSP CANADA INC., Thornhill, Ont. Engineering; 7,850 employees. Helps nurture the next generation of talent through a dedicated new graduate program, co-op placements and paid internships.

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EROX CANADA LTD., North York, Ont. Computer equipment manufacturing; 2,511 employees.

Manages the Xerox Employee

Initiated Philanthropy program to provide financial assistance to non-profit organizations where employees regularly volunteer their time.

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MCA OF GREATER TORONTO, Toronto. Individual and family services; 1,833 employees.

Offers free access to the organization’s fitness facilities at its main location.

YORK REGIONAL POLICE, Aurora, Ont. Police service; 2,260 employees. Maintains a Diversity, Equity and Inclusion Bureau and offers a number of in-house training on topics such as mental readiness, transgender awareness and aboriginal cultural competency.

YWCA TORONTO, Toronto. Individual and family services; 197 employees. Offers four weeks of starting vacation allowance, as well as paid personal days, which can be scheduled throughout the year.

– Diane Jermyn

ST. STEPHEN’S COMMUNITY HOUSE

q In the kitchen with Toby Nicol (left) and Karl Burk, employees of St. Stephen’s Community House in Toronto.

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METHODOLOGY

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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. The competition is tough, as the GTA’s Top Employers is the most hotly contested of the competitions because the region is home to so many exceptional employers. Here’s how they decide the winners.

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; performance management; training and skills development; and community involvement.

The criteria have remained the same since the competition’s inception.

Employers are compared with other organizations in their field to determine which ones offer the most progressive and forward-thinking programs.

More detailed reasons for selection, explaining why each of the winners was chosen, are published on the competition’s website, www.canadastop100.com/toronto.

HIROC

– Diane Jermyn

p Sara Chow (left) and Lori Borovoy from Healthcare Insurance Reciprocal of Canada / HIROC attending a staff appreciation dinner in Vaughan, Ont.

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p Dr. Mohit Kapoor, Director of Arthritis Research at University Health Network, in the laboratory at the Krembil Discovery Tower in Toronto.

A FIERCE WAR FOR TECH TALENT

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As the city expands its role as a tech hub, Greater Toronto’s Top Employers must fight hard for the people nearly every organization needs

n 2018, leaders of the Ontario Telemedicine Network had a decision to make. OTN’s lease in a building in Toronto’s Don Mills neighbourhood, near Highway 401, was up. Should they move? And if so, where?

The answer was yes, to downtown.

Partly that was because their new location on University Avenue would be near many of the hospitals and healthcare organizations OTN works with daily in providing on-screen consultations with medical experts to patients in remote locations. But there was another important factor – tech talent.

“This second motivating force was the idea of being in a place where we could continue to find the talent we want and

attract young people,” says CEO Edward Brown.

It’s no secret that young tech people – software developers, web designers, code writers – tend to gravitate to a city’s core, where the lifestyle is vibrant and so many tech companies are clustered. Brown says up to a third of OTN’s employees are involved in tech, and many of them could work anywhere. “It’s very competitive,” he says.

Indeed, the war for tech talent is one of major trends facing the 125 winners of the 2019 Greater Toronto’s Top Employers competition. These days, nearly every organization requires some form of tech expertise beyond simply maintaining the enterprise computers. Retailers need

shopping websites, banks need vast data systems, media need streaming – and everyone, it seems, needs apps.

“If you’re a tech employee you have a swathe of industries to choose from,” says Richard Yerema, managing editor for Mediacorp Canada, which produces the list. “This means that if you’re an employer in the GTA, you shouldn’t be looking at just your immediate competition. You have to be aware of what other industries are doing. You’re often competing for that very same talent.”

And the demand is only growing. In the summer of 2018, Los Angeles-based international real estate firm CBRE reported that Toronto was the fastest-growing tech centre among all North

American cities in 2017. Moreover, its rank in attractiveness to employers and tech staff – as well as number of tech jobs – had risen to fourth on the continent, after only the San Francisco Bay Area, Seattle and Washington, D.C. CBRE counted 241,400 tech jobs in Toronto, some 8.9 per cent of all jobs.

So if you’re trying to attract the best tech talent, what do you do? To an extent, the ends of the employment spectrum are moving closer together. Traditional corporations, such as Rogers Communications Inc. and Canadian Tire Corp. Inc., are revamping their workspaces, or parts of them, to make them more open, collaborative and fun – a lot more like traditional tech firms.

12

TIFF

( 2019 )

BAYER

p Employees of the Toronto International Film Festival Inc. / TIFF share a lighter moment.

p Employees at Bayer in Toronto taking part in the pharmaceutical firm’s Innovation & Digital Day.

WAR FOR TECH TALENT

Continued

But tech firms, which may be strong on foosball and flex time, also have to look at the benefits offered by traditional firms, notes Yerema. “You’re competing against very serious players in the GTA. If they have a defined-benefit pension plan and generous maternity and paternity top-ups and you have none of the above, you may have to revisit some of your policies and programs. Even if you can’t match that, you may need something in place to show that you will help your people plan for the longer term.”

And these days all top employers try to give their employees a sense they are doing something that matters, or something innovative – or both. Brown says OTN has not had real difficulty in finding talent. “If people are involved in healthcare informatics, this is a really fascinating place to be, because virtual healthcare is one of the leading edges,” he says. “It’s also attractive to see the impact of what you do, so we make sure people have a sense that, you may be developing software but you’re actually changing somebody’s life out there. People want to know they’re doing meaningful work.”

At KPMG LLP, Sebastian Distefano, Regional Managing Partner for the Greater Toronto Area, is dealing with the same phenomena. “There is a war for talent,” he agrees. “The way you win that war is you make sure your total offering to your employee aligns with their passions – in terms of working at the firm and, more broadly, in terms of supporting their passions outside of work. Young people coming out of university often want opportunities to give back, such as through volunteering. They want a purpose, and to able to make an impact. The more you can offer, the more attractive it will be. It differentiates you from others.”

Yerema notes that with such a range of leading employers in the GTA, from financial behemoths to public sector organizations to standout small and medium enterprises, there is always a competitor ready to top what you offer your employees. That means you have to remain strong in all the elements that make a top employer. “It’s very rare on this list to find an organization that would be wanting in any category,” Yerema says.

“This is one of the most vibrant employment markets on the continent.”

– Berton Woodward

13

( 2019 )

Helping to to shape shape the the future future of of work work at at ADP ADP Canada Canada Helping

I

t didn’t take long for ADP Canada Co. discover natural Co. ttodidn’t take Zahra long forDattu’s ADP Canada aptitude forZahra product marketing. to discover Dattu’s natural Outgoing, enthusiastic and curious, aptitude for product marketing.

Dattu joined ADPenthusiastic Canada in 2016 to Outgoing, and curious, represent the ADP company to itsinsmall-business Dattu joined Canada 2016 to clients. Since she alreadytohad experience represent the company its small-business in information technology, sheexperience leapt at clients.

Since she already had theinformation chance to promote ADP’s in technology, shepayroll leapt atand human-resources technology the chance to promote ADP’sproducts. payroll and “Product marketing is where I’m the human-resources technology products. most challenged and feel most passionate,” “Product marketing is where I’m the she says.

“The innovation, the speed and most challenged and feel most passionate,” the says. ability“The to touch different of and the she innovation, theareas speed business the abilityexhilarate to touchme.” different areas of the ADP Canada’s business exhilarateparent me.” company was founded in New Jersey 70 years ADP Canada’s parentalmost company was ago to provideinmanual payroll processing founded New Jersey almost 70 yearsservices ago butprovide soon adopted technologies as to manualearly payroll processingsuch services punch cards, cheque printers and mainframe but soon adopted early technologies such as computers to cheque enhanceprinters its services. punch cards, and mainframe “Over the of its ourservices. history we’ve computers tocourse enhance evolved payrolloftoour human capital “Overfrom the course history we’ve management,” says Holger Kormann, evolved from payroll to human capital President of ADP Etobicoke, “and management,” saysCanada HolgerinKormann, we’re nowofinADP the middle our President Canadaofintransforming Etobicoke, “and business a strong tech we’re nowinto in the middle of company.” transforming our business into a strong tech company.”

ADP’s leaders push you to explore new possibilities.

They ADP’s leaders push youencourage to explore you to question everything.

There’s new possibilities.

They encourage a tremendous to you to questionopportunity everything.here There’s an impact. amake tremendous opportunity here to make an impact.

Zahra Dattu Small Business Zahra Product Dattu

Marketing Lead Small Business Product Marketing Lead

Building on its solid technological foundation, ADP Canada provides its Building on its solid technological services to more 40,000 clients,its foundation, ADPthan Canada provides ranging to from small businesses throughout services more than 40,000 clients, ranging from small businesses throughout

ADP CANADA EMPLOYEES PARTICIPATING IN JERSEY DAY ADP CANADA EMPLOYEES PARTICIPATING IN JERSEY DAY

the country to some of Canada’s bestknown publicand private-sector the country to some of Canada’s bestorganizations. known public- and private-sector On their behalf, ADP Canada manages organizations. critical back-office including On their behalf, functions, ADP Canada manages payroll,back-office time and attendance, talent and critical functions, including performance reporting and payroll, time management, and attendance, talent and strategic insights as well as fully outsourced performance management, reporting and on-demand HR expertise. strategic insights as well as fully outsourced But with more than a million businesses on-demand HR expertise. operating Canada, as thousands But withinmore thanasa well million businesses of public-sector organizations, with operating in Canada, as well as and thousands ADP’s technological prowess, Kormann of public-sector organizations, and with sees a future of continuing growth for the ADP’s technological prowess, Kormann company. sees a future of continuing growth for the “There’s a huge opportunity in the company.

Canadian he says. “As in part “There’smarket,” a huge opportunity theof ADP, we’re helping to shape the future of work as Canadian market,” he says.

“As part of ADP, well ashelping the technology thatfuture supports it.” as we’re to shape the of work Zahra has already well as theDattu technology that enjoyed supportssome it.” of theZahra rewards thathas come withenjoyed the company’s Dattu already some of the rewards that come with the company’s

successful expansion. As ADP Canada’s Small Business Product Lead, she successful expansion.

AsMarketing ADP Canada’s builds Business marketing plans, Marketing based on extensive Small Product Lead, she marketmarketing research, to launch newonproducts builds plans, based extensivefor small-business customers. market research, to launch new products for “We’re constantly evolving and growing,” small-business customers. says Dattu, who graduated in and 2012growing,” from “We’re constantly evolving Wilfrid Laurier an honours says Dattu, whoUniversity graduated with in 2012 from bachelor’s degreeUniversity in Englishwith andan received Wilfrid Laurier honours further training analysis, formats bachelor’s degreeinindata English and received and functions. is aanalysis, place where there’s further training“This in data formats always going to“This be exciting changes.” and functions. is a place where there’s In recent Dattu changes.” has provided always goingmonths, to be exciting marketing two new payroll In recentsupport months,forDattu has provided and HR bundles, Englishmarketing supportdeveloping for two new payrolland French-language supportEnglishtools such and HR bundles,sales developing andas videos, tutorials and aids, generating French-language salesjob support tools such an as email campaign web page for videos, tutorials and creating job aids, agenerating an the products.

Her responsibilities to email campaign and creating a webextend page for social media promotion through Twitter, the products.

Her responsibilities extend to LinkedIn andpromotion Facebook.through Twitter, social media LinkedIn and Facebook.

“We provide our people with training and development that their training strengths, “We provide ournurtures people with and expands their that skillnurtures set and develops their development their strengths, leadership potential,” says develops Kormann.their “Our expands their skill set and framework says centres around “Our leadership potential,” Kormann. growth andframework development and around encourages leadership centres mobilityand within the company.” growth development and encourages For Dattu, who mobility within theadministers company.” a food blog her spare the global reach of ForinDattu, whotime, administers a food ADPinCanada’s parent blog her spare time,company the globalprovides reach of enticing possibilities the future.

“I have ADP Canada’s parentfor company provides a chance possibilities to look beyond the future. doors of enticing for the “I North have says.

“Onethe daydoors I hope take aAmerica,” chance toshe look beyond of to North our best practices the globe.”

America,” she says.around “One day I hope to take support her around ambitions, ourTobest practices the ADP globe.”

Canada encourages its employees To support her ambitions, ADPto acquire new skills and and Canada encourages its capabilities employees to monitorsnew their progress through formalized acquire skills and capabilities and feedback and company also monitors theirreviews. progressThe through formalized provides subsidies for courses taken atalso feedback and reviews.

The company outside institutions and for professional provides subsidies for courses taken at accreditation. outside institutions and for professional “ADP’s leaders push you to explore accreditation. new possibilities,” says you Dattu.

“They “ADP’s leaders push to explore encourage you to question everything. new possibilities,” says Dattu.

“They There’s a tremendous opportunity here to encourage you to question everything. make ana impact.”

There’s tremendous opportunity here to make an impact.”

2,112 2,112 130 130

3,398 3,398 43 43

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA JOBS AVAILABLE LAST YEAR JOBS AVAILABLE LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR YEARS, AVERAGE AGE OF ALLAVERAGE EMPLOYEES YEARS, AGE OF ALL EMPLOYEES

14

( 2019 )

At AIG, ‘you are the CEO of your own career’ At AIG, ‘you are the CEO of your own career’

T T

he views are “to die for” from AIG Canada’s he views are “tonew die downtown for” from Toronto head office.

Working on AIG Canada’s new downtown the 20th head through 22nd floors of Toronto office.

Working ona sleek LEED high-rise, thePlatinum 20th through 22ndemployees floors of a of theLEED globalPlatinum insurancehigh-rise, provider can look sleek employees outthe over Lakeinsurance Ontario and the Toronto of global provider can look Islands, majestic skyscrapers of the out overthe Lake Ontario and the Toronto nearby financial district as well asofthe Islands, the majestic skyscrapers theCN Tower next door.district But notaseveryone enjoys nearby financial well as the CN that magnificent – the executive Tower next door. panorama But not everyone enjoys offices are inside,panorama in the layout’s not that magnificent – thecore, executive on the corners. offices are inside, in the layout’s core, not one aspires to move into my office,” on“No the corners. jokes AIG President andmy CEO “No oneCanada aspires to move into office,” Lynn AIG Oldfield.

“When we were jokes Canada President anddesigning CEO the space, I was“When more concerned about Lynn Oldfield. we were designing our space, team’s Iworkplaces than my own.

It the was more concerned about matters that employeesthan are happy in their our team’s workplaces my own.

It environment.” matters that employees are happy in their Senior Marketing Manager Sandra environment.”

Clement is. Manager “I’ve had Sandra a smile on Seniorcertainly Marketing my face atcertainly work since my first fiveon Clement is. “I’ve had day, a smile yearsface ago,” says Clement.

“I was greeted my at work since my first day, five with open and people“Iare years ago,” arms says Clement. wasalways greeted willing to share knowledge.

Having with open arms their and people are always an officetowith fantastic view shows the willing sharea their knowledge.

Having leadership values us.” view shows the an office with a fantastic leadership values us.”

I’ve had a smile on my face at work since mya first yearsatago.

I’ve had smileday, on five my face work since my first day, five years ago.

Sandra Clement Senior Marketing Manager Sandra Clement

Senior Marketing Manager

For Oldfield, the office configuration is just one examplethe of office what she terms AIG is For Oldfield, configuration Canada’s “grassroots,” employee-centric just one example of what she terms AIG culture. “If you trust your employees Canada’s “grassroots,” employee-centric and treat them well, they will treat our culture. “If you trust your employees customers well,”well, she they says. will treat our and treat them customers well,” she says.

AIG LEGAL STAFF VOLUNTEERING FOR PRO BONO ONTARIO AIG LEGAL STAFF VOLUNTEERING FOR PRO BONO ONTARIO

Responding to staff feedback is another way AIG Canada implements Responding to staff feedbackitsisgrassroots another culture. example: the company ran way AIGOne Canada implements its grassroots its inaugural culture.

One Innovation example: theBootcamp companywhere ran employees from differentBootcamp functions where come its inaugural Innovation together over 12different weeks to functions generate ideas employees from come and action plans on howtotogenerate better serve together over 12 weeks ideas customers improve and action and plans on howthe to workplace. better serve Grassroots alsoimprove means that customers and the employees workplace.take onGrassroots responsibility theirthat ownemployees development. alsofor means take “You are the CEOforoftheir yourown career,” says on responsibility development.

Oldfield.

“You mapofout your wantssays and needs, “You are the CEO your career,” and we help youmap to meet them.”

Oldfield.

“You out your wants and needs, has taken andFor weher helppart, you Clement to meet them.” advantage of numerous For her part, Clementtraining has taken opportunities at the company’s advantage of numerous trainingexpense to switch career directions and be promoted opportunities at the company’s expense to to her current position. and “I have always switch career directions be promoted been and provided a bit to herchallenged current position.

“I havequite always been challenged and provided quite a bit

of autonomy to grow,” she says. “At AIG Canada, you are neithershe leftsays. alone of autonomy to grow,” “Atnor AIG micromanaged. quiteleft empowering.”

Canada, you areIt’s neither alone nor For employeesIt’s seeking professional micromanaged. quitea empowering.” certification, the company for the tuition For employees seeking a pays professional and provides the the company necessary pays time for off.the And for certification, tuition those who succeed, there is a cash bonus of and provides the necessary time off. And forup to $1,000 certainthere designations. those who for succeed, is a cash bonus of up There are a slew of other employee to $1,000 for certain designations. benefits.

Everyone off employee with 26 days of There are a slew starts of other annual leave that can be used for 26 vacation benefits.

Everyone starts off with days of or otherleave purposes.

Nearly everyone has the annual that can be used for vacation right to work fromNearly home for at leasthas some or other purposes. everyone the of the week, and 85 per cent choose to do right to work from home for at least some so.the Onweek, federal statutory holidays, thetooffices of and 85 per cent choose do close at 1 p.m. on the workday before, so. On federal statutory holidays, the offices usually granting another close at a1 Friday, p.m. oneffectively the workday before, half dayaoff.

Employees using the building’s usually Friday, effectively granting another state-of-the-art fitness facility half day off. Employees using get the substantial building’s state-of-the-art fitness facility get substantial

Top talent talent is is what what Top takes us higher. takes us higher.

AIG Insurance Company of Canada is the licensed underwriter of AIG Property Casualty insurance products in Canada.

Copyright ©2018 American International Group, Inc. All rights reserved.

AIG Insurance Company of Canada is the licensed underwriter of AIG Property Casualty insurance products in Canada.

Copyright ©2018 American International Group, Inc. All rights reserved.

discounts. “The benefits are so good, I take them for granted,” says Clement.

“If II need discounts.

“The benefits are so good, take help, Ifor know it will says be there.” them granted,” Clement. “If I need OnI the financial wages are help, know it will side, be there.” competitive and everyone is eligible On the financial side, wages are for an annual discretionary bonus.

Annual for payouts competitive and everyone is eligible an are based on companybonus. financial results and annual discretionary Annual payouts individual performance.

The company are based on company financial results and contributesperformance. five per cent The of ancompany employee’s individual annual pay to pension contributes fivea defined per centcontribution of an employee’s plan.

As well, AIG Canada will match up annual pay to a defined contribution pension to three salary inwill a company plan.

As per well,cent AIGofCanada match up savings to threeplan. per cent of salary in a company Employees savings plan. get, and are encouraged to take, two daysget, off and withare payencouraged for charitable Employees to activities.

Last year, Clement cotake, two days off with pay forjoined charitable workers toLast helpyear, create a garden at a women’s activities.

Clement joined coshelter.

“It meant everything to us aand shows workers to help create a garden at women’s AIG Canada is committed shelter.

“It meant everythingtotohelping us andthe shows community,” says.

AIG Canada isshe committed to helping the That spirit she of helping community,” says. others goes to the core of what insurer does.

That spiritthe of helping others“What goes towethedo matters,” explains Clement. are helping core of what the insurer does.“We “What we do putting people’s together, even the matters,” explainslives Clement.

“We arewhile helping fires are people’s still burning the waters putting lives or together, evenflooding. while the We are a difference at people’s or a fires aremaking still burning or the waters flooding. business’s worst time.

It’s inspiring.”

We are making a difference at people’s or a business’s worst time. It’s inspiring.”

431 431 50% 50% 17 17 82 82

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA OF MANAGERS WOMEN OFAREMANAGERS ARE WOMEN CHARITIES HELPED LAST YEAR CHARITIES HELPED LAST YEAR JOBS AVAILABLE LAST YEAR JOBS AVAILABLE LAST YEAR

Learn more at AIG.ca Learn more at AIG.ca

15

( 2019 )

Amex Amex Canada Canada cares cares about about support support and and flexibility flexibility

Y

oung and ambitious, Nikki Grant feels the perfect oungshe’s and found ambitious, Nikki Grant employer growing her skills feels she’s for found the perfect and career.for Grant, 29, her has skills worked employer growing as a Lifestyle within the worked Travel and Consultant career. Grant, 29, has and Services business American as a Lifestyle Consultant withinatthe Travel Express Canada for more than at two years and Lifestyle Services business American –Express she makes restaurant reservations for Canada for more than two years premium Cardmembers and books concert – she makes restaurant reservations for and theatre tickets, among tasks. premium Cardmembers andother books concert Amex, she says, sheother has found andWith theatre tickets, among tasks. a company “thatshe really which With Amex, says,cares, she has found you don’t often in cares, a lot ofwhich large a company “thatfind really organizations. want to know you don’t oftenThey find really in a lot of large about us as a person, and they our organizations.

They really wanttailor to know regular sessions us tailor so thatour about uscoaching as a person, and to they we’re up for success.” regularsetcoaching sessions to us so that Thesetcaring and accommodating we’re up for– success.”

– nature of the– company has been a The caring and accommodating particular for Grant in – nature ofbenefit the company hasgiven been that, a addition working she that, is alsoin particulartobenefit forfull-time, Grant given in the third year of completing herisdegree addition to working full-time, she also in communications. the third year of completing her degree in communications.

One of our core values is enabling our employees One of our core values isto maintain work-life balance. enabling our employees to maintain work-life balance.

Catherine Finley

Vice President, Human Resources Catherine Finley Vice President, Human Resources

“Within my department, we have the opportunity to department, do a variety of “Within my weshifts have as thewell as switch shifts if something opportunity to do a variety ofdoesn’t shifts work as well in your favour,” says. “Fordoesn’t example, as switch shifts ifshe something work Iinhad a morning shiftsays. in the summer your favour,” she “For example, and when itshift cameintothe registering I hadthen a morning summer for I didn’t havetotoregistering worry about andschool, then when it came whether I’dIbe able have to take a certain course for school, didn’t to worry about or not because of work, as Ia knew that whether I’d be able to take certain course my colleagues my back or not because had of work, as I and knewwere that always willing had to lend helping my colleagues my aback and hand. were always willing to lend a helping hand.

EMPLOYEES AT AMERICAN EXPRESS CANADA SUPPORTING THE 'ONE WALK TO CONQUER CANCER' EVENT TORONTO FORCONQUER THE 10THCANCER' YEAR IN EVENT A ROW EMPLOYEES AT AMERICAN EXPRESS CANADA SUPPORTING THEIN'ONE WALK TO IN TORONTO FOR THE 10TH YEAR IN A ROW

Management is also great with me being in school, especially when I have andin Management is also great with exams me being things that.” when I have exams and school,like especially Flexibility for staff, as well as support, things like that.” areFlexibility key for the says as Catherine forcompany, staff, as well support, Finley, of Human are key Vice-President for the company, says Catherine Resources.

“One of ourofcore values is Finley, Vice-President Human enabling employees to maintain Resources.our “One of our core values is work-life balance.

Whentowemaintain look at our enabling our employees employee satisfaction survey, 90 per cent work-life balance.

When we look at our of all our Canadian employee satisfactionemployees survey, 90say perthat cent their give them the flexibility of all leaders our Canadian employees say that they their need.” leaders give them the flexibility Sheneed.” notes the case of “two highthey performing wanted She notes managers” the case ofwho “twoeach highto work half-time and were permitted – performing managers” who each wanted after it was determined the needs of the– to work half-time and were permitted business would be met –the to needs combine their after it was determined of the jobs into would one. be met – to combine their business jobs into one.

Both Grant and Finley cite the company’s newand open-concept Both Grant Finley cite office the at Sheppardnew Ave.open-concept and Victoria office Park in company’s Toronto.

ForAve. Grant, helps facilitate at Sheppard anditVictoria Park in “great camaraderie ourfacilitate team. We Toronto.

For Grant,among it helps get to meet face-to-face with directors “great camaraderie among ourour team.

We every when they come say get to day meet– face-to-face with in, ourthey directors ‘hi’ today you.” every – when they come in, they say says the company is heavily ‘hi’Finley to you.” invested staff and Finley in says thetraining company is development, heavily for both in managers and working-level invested staff training and development, employees.

For the and former, there’s a for both managers working-level relatively partnership employees.new Fortraining the former, there’s awith Harvard “Leadership training relativelyUniversity. new training partnership with is offeredUniversity. to all of our manager-and-above Harvard “Leadership training employees getmanager-and-above a certificate at is offered toand all they of our the end,” she through employees andsays. they“I’m get agoing certificate at it myself.

It she really adds a richness to dialogue the end,” says.

“I’m going through it at the leadership level.” myself.

It really adds a richness to dialogue at the leadership level.”

THE THE BEST BEST WAY WAY TO TO BACK BACK OUR OUR CUSTOMERS CUSTOMERS IS IS TO TO BACK BACK OUR OUR PEOPLE. PEOPLE. We provide an inclusive culture to help our colleagues thrive.

We provide an inclusive culture to help our colleagues thrive.

Another current focus for Amex is mental-health wellness.

WorldisMental Another current focus“On for Amex Health Day wewellness. hosted an all-employee mental-health “On World Mental event,” says Finley.

“I want to continue Health Day we hosted an all-employee to push says to have mental health enter our event,” Finley.

“I want to continue common so that weenter can remove to push tovernacular have mental health our any stigmavernacular associatedsowith common thatmental we canissues remove and ensure associated that peoplewith are showing up to any stigma mental issues work with athat healthy outlook.” and ensure people are showing up to Finley notes the company’s work withalso a healthy outlook.” commitment inclusiveness and the Finley also to notes the company’s advancement of inclusiveness female employees.

“For commitment to and the the past three of years, women have made advancement female employees.

“Forup 55 of years, the American Express senior the per pastcent three women have made up leadership above.senior If we 55 per centofofour thedirectors Americanand Express look at ourofVP-and-above leadership our directors population, and above. If59we per of them are women.

We provide lookcent at our VP-and-above population, 59 opportunities to really elevateWe ourprovide women per cent of them are women. and have manytoevents resources, opportunities really and elevate our women including mentorship, to ensure we have and have many events and resources, gender parity.” including mentorship, to ensure we have Grant, who hopes to take advantage of gender parity.” theGrant, company’s new job-shadowing program who hopes to take advantage of once she completes her studies, notes the company’s new job-shadowing program that critical.

“As notes a young onceinclusiveness she completesis her studies, female, it’s really important to see that inclusiveness is critical. for “Asus a young that we it’s canreally striveimportant for the topfor and day female, us one to see be female in for the the company.” thata we can VP strive top and one day be a female VP in the company.”

1,680 1,680 60% 60%

11,404 11,404 30 30

FULL-TIME EMPLOYEES IN CANADA FULL-TIME EMPLOYEES IN CANADA OF EMPLOYEES ARE WOMEN ARE OF EMPLOYEES WOMEN JOB APPLICATIONS RECEIVED LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR CHARITIES HELPED LAST YEAR CHARITIES HELPED LAST YEAR

16

( 2019 )

AstraZeneca AstraZeneca employees employees thrive thrive on on support support –– and and science science

D

uring his 18 years at AstraZeneca Canada, uring his 18 years at Martin Booth has worn many Martin AstraZeneca Canada, hats. his early days in BoothFrom has worn many Informationhats.

Technology, helddays several From hishe early in roles, including Project Management, Information Technology, he held several Business Partnering, then, in a big shift, roles, including Project Management, joined thePartnering, Diabetes Marketing “That Business then, in a team. big shift, set up the changes in my career,” joined the next Diabetes Marketing team. “That says Booth.

“It was the biggest shift from set up the next changes in my career,” asays career perspective because you’re Booth.

“It was the biggest shiftnot from working across different functions; you’re a career perspective because you’re not truly in aacross new function.” working different functions; you’re Three and a few roles – later, truly in ayears new –function.”

Booth is now of Analytics, Three yearsDirector – and a few roles – later, Forecasting and Data Excellence at Booth is now Director of Analytics, the research-based pharmaceutical Forecasting and Data Excellence at company.

“As I developed over the years the research-based pharmaceutical at AstraZeneca, I found anover important company.

“As I developed the years driving force forIme was an getting closer to at AstraZeneca, found important understanding patients, well ascloser to theto driving force for me wasasgetting great science wepatients, are engaged in,”ashe understanding as well to says. the great science we are engaged in,” he says.

We really are at our best, when our employees areatatour theirs.

We really are best, when our employees are at theirs.

Gena Restivo Vice-President, Human Gena Resources Restivo

andHuman Communications Vice-President, Resources and Communications

For Booth, that focus on development is aFor keyBooth, part ofthat AstraZeneca’s commitment focus on development to employees.

“We believe commitment people have is aitskey part of AstraZeneca’s potential far beyond theypeople often have can to its employees.

“Wewhat believe see for themselves, we encourage potential far beyondsowhat they oftenthem can to across our entire seelook for themselves, so we organization,” encourage them explains Gena our Restivo, has also to look across entirewho organization,” held a number of positions way explains Gena Restivo, whoon hasher also to becoming Vice-President, held a number of positions onHuman her way Resources andVice-President, Communications.

“We to becoming Human encourage our people to be courageous Resources and Communications.

“We with their growth, ask to forbehelp when encourage our people courageous they and learn missteps; with need their itgrowth, ask from for help when this they need it and learn from missteps; this

EXECUTIVE TEAM AT ASTRAZENECA CELEBRATING EMPLOYEE APPRECIATION DAY EXECUTIVE TEAM AT ASTRAZENECA CELEBRATING EMPLOYEE APPRECIATION DAY

organization truly supports people in growing to betruly theirsupports best selves.” organization people in That support extends growing to be their best beyond selves.” 9 to That 5. “Living ourextends values through support beyond 9our strong purpose, an engaging to 5. “Living ourcreating values through our work and supporting our strongenvironment purpose, creating an engaging employees inside and the office work environment andoutside supporting our are just core toinside who we and what do,” employees andareoutside the we office are says Restivo.

“Wewe truly that just core to who are believe and what wepeople do,” are foundation of our business that saysthe Restivo.

“We truly believe thatand people we our best when are at and theirs.” are are the atfoundation of ourthey business that end,best AstraZeneca weTo arethat at our when theyintroduced are at theirs.”

Thrive@AZ, a multi-year platform To that end, AstraZeneca introduced focusing on employee growth and Thrive@AZ, a multi-year platform development, health and well-being, focusing on employee growth and and cultivating a vibrant, energized workplace. development, health and well-being, and Part of that afocus has energized involved significant cultivating vibrant, workplace. updates to, among other things,significant maternity, Part of that focus has involved updates to, among other things, maternity,

parental, adoption and bereavement leave as well as adoption a doubling of bereavement tuition support for parental, and leave employees. as well as a doubling of tuition support for The company also introduced Best employees.

Doctors, which empowers employees The company also introduced Best to find answers to medical questions relevant Doctors, which empowers employees to to them or their families.questions Then, there is find answers to medical relevant LifeSpeak, online health and wellness to them or an their families.

Then, there is development that provides LifeSpeak, anplatform online health and wellness instant access platform to professional insight on a development that provides range topicsto– professional from physical and mental instantofaccess insight on a health totopics eldercare, stress management and range of – from physical and mental building personal brand. health to aeldercare, stress management and The changes havebrand. been well-received. “A building a personal lotThe of people justhave talkbeen about putting the “A changes well-received. employee in the Booth. lot of people justforefront,” talk aboutsays putting the “It’s the programs and commitment employee in the forefront,” says Booth. to and engaging a supportive “It’screating the programs and commitment to creating and engaging a supportive

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

environment that really drives me, and has made me wantthat to be partdrives of theme, culture for environment really and has so long.” made me want to be part of the culture for then, of course, there’s the work so And long.” itself the of organization’s focus Andand then, course, there’s the on work the an incredibly exciting itselfpatient. and the“It’s organization’s focus on time in the biopharmaceutical industry,” the patient.

“It’s an incredibly exciting Restivo says.biopharmaceutical “We’re seeing more and more time in the industry,” personalized being developed Restivo says. medicines “We’re seeing more and more at AstraZeneca – medicine thatdeveloped is targeted personalized medicines being to the right patient at the right the at AstraZeneca – medicine that dose is targeted first time.” addition, theright company is to the right In patient at the dose the involved in In scientific partnerships thatis first time.” addition, the company have expanded its research footprint in involved in scientific partnerships that Canada over theitspast couplefootprint of years,in have expanded research including being as of a top global Canada over theidentified past couple years, clinical delivery including being site. identified as a top global So it’sdelivery no surprise clinical site. that AstraZeneca’s employees excitedthat by the work they do.

So it’s noare surprise AstraZeneca’s “We know are we are making an work important employees excited by the they do. difference health,” says Restivo.

“We knowinwepatient are making an important “Our employees are incredibly passionate difference in patient health,” says Restivo. about that.” Overare theincredibly next several years, “Our employees passionate the company will be more than about that.” Over thelaunching next several years, 20 she more says. than thelife-changing company willmedicines, be launching “None of this happens without 20 life-changing medicines, she our says.people.

They are happens the foundation ourpeople.

“Nonetruly of this withoutofour business.”

They truly are the foundation of our business.”

850 850 44 44

56% 56% 39 39

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA YEARS, AVERAGE AGE OF ALLAVERAGE EMPLOYEES YEARS, AGE OF ALL EMPLOYEES OF THE CANADIAN EXECUTIVE ARE FEMALE OF THETEAM CANADIAN EXECUTIVE TEAM ARE FEMALE YEARS, LONGESTSERVING EMPLOYEE YEARS, LONGESTSERVING EMPLOYEE

17

( 2019 )

‘Talent is in everyone’ – BASF builds a coaching culture ‘Talent is in everyone’ – BASF builds a coaching culture

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ayne Barton was pleased to be nominated to pleased participate ayne Barton was to in the new Internal be nominated to participate Coaching in the newProgram Internal at BASF Canada, but heCoaching wasn’t prepared foratthe Program BASF impact itbut would have on him. for the Canada, he wasn’t prepared “Theitprogram turned out to be impact would have on him. nothing like whatturned I expected. was really “The program out toI be interested in coaching and I expected the nothing like what I expected. I was really training toinbecoaching instructional about the interested and Iand expected mentoring, butinstructional it was so much training to be and more aboutthan that,” says Barton, whosoismuch Manager mentoring, but it was moreofthan Research Commercial Development that,” saysand Barton, who is Manager of – Agricultural Solutions, working out Research and Commercial Development BASF’s Canadian headquarters –ofAgricultural Solutions, working in out Mississauga, Ont. headquarters in of BASF’s Canadian “It’s a different Mississauga, Ont. paradigm. You start from the idea thatparadigm. the personYou you’re “It’s a different start coaching has all thethe answers. know from the idea that person Iyou’re from my own experience as a Imanager coaching has all the answers. know that my experts already has from myteam own of experience as a manager the knowledge, whenalready they come that my team ofbut experts has in withknowledge, a problem,but sometimes in the rush the when they come in of business it seems easiest to a with a problem, sometimes in offer the rush solution or it throw suggestions. of business seemsout easiest to offer a “Now, or as throw a coach, help them find the solution outI suggestions. solution theirIown “Now, within as a coach, helpexperience. them find the The solution comes It’s solution within theirfrom own them. experience. empowering for me to challenge them The solution comes from them. It’s and elicit thatforlearning, and of course empowering me to challenge them it’s empowering for themand as well.

The and elicit that learning, of course program is truly for inspiring, best it’s empowering them asthe well.

The training I’ve everinspiring, had. It will program is truly themake best me a much more effective leader.” training I’ve ever had. It will make me a much more effective leader.”

Through coaching we can help employees maximize personal Through coaching wetheir can help and professional potential at every employees maximize their personal stage of their careers. and professional potential at every stage of their careers.

Terri Howard Director of Human Resources Terri Howard

Director of Human Resources

BASF CANADA EMPLOYEES CONNECT IN THEIR ‘CREATOR SPACE’, A NEW AREA FOR COLLABORATION AND NETWORKING BASF CANADA EMPLOYEES CONNECT IN THEIR ‘CREATOR SPACE’, A NEW AREA FOR COLLABORATION AND NETWORKING

Barton was one of the first cohort of Barton managers go of through thecohort new wastoone the first coaching program, which isthe thenew first of of managers to go through its kind inprogram, North America a coaching which isfor theBASF, first of chemical producer with operations in its kind in North America for BASF, a 80 countries.producer with operations in 80 chemical The powerful, experiential learning countries. process is part of experiential the company’s approach The powerful, learning to building a coaching culture toapproach help process is part of the company’s its building people learn new things more to a coaching culture to quickly help andpeople adapt learn to change more effectively, its new things more quickly says adapt Terri Howard, and to changeBASF moreCanada’s effectively, Director HumanBASF Resources, who was says TerriofHoward, Canada’s instrumental in bringing the program Director of Human Resources, who was into the company after taking a similar instrumental in bringing the program course externally three years ago. into the company after taking a similar “BASF has an overarching philosophy course externally three years ago. about employee ‘Talent is “BASF has an development: overarching philosophy in everyone.’

Wedevelopment: invest heavily‘Talent in this is about employee space,” she says. coaching in everyone.’

We “Through invest heavily in this we can help employees maximize their space,” she says.

“Through coaching we can help employees maximize their

personal and professional potential at every stage their careers.potential When we personal andofprofessional at support them in reaching potential, every stage of their careers.their When we it helps us meet corporate support them in our reaching theirgoals.” potential, Now that the first group of goals.” it helps us meet our corporate participants, including Barton, Now that the first group of has completed the program, they participants, including Barton,will has begin coaching others throughout completed the program, they will the organization. begin coaching others throughout the “We’re getting the word out with a organization. full“We’re communications plan, out including getting the word with a quarterly webinars about full communications plan,coaching, includingour internal newsletter and a web page on quarterly webinars about coaching, our the company intranet,” Howard says. internal newsletter and a web page on program consists Howard of four training theThe company intranet,” says. modules lasting three or four days each, The program consists of four training separatedlasting by periods few weeks to modules threeofora four days each, allow participants to of apply onweeks the job separated by periods a few to what they’ve learned.

As an on additional allow participants to apply the job value they’ve for coaches, their of training what learned.

Ashours an additional can befor used to gaintheir accreditation from value coaches, hours of training can be used to gain accreditation from

the International Coach Federation. like me will Federation. be available to the“Coaches International Coach others who need us within company.

“Coaches like me will be the available to Coaching be us conducted in company. person or others whocan need within the remotely. Listening is a very in important Coaching can be conducted person or part of theListening process and you remotely. is a sometimes very important can listen more effectively over the part of the process and sometimes you phone,” Barton, who has can listensays more effectively overbeen the with BASF Canada for 20 years. phone,” says Barton, who has been with He joined team at the BASF Canadathe forR&D 20 years. company’s farm in London, He joinedresearch the R&D team at the Ont., soon research after graduating from the company’s farm in London, University Guelph, then moved to Ont., soon of after graduating from the head office in Mississauga, where he University of Guelph, then moved to worked withinoverseas colleagues head office Mississauga, whereand he gained experience in marketing worked with overseas colleagues and and management.

Now,inasmarketing leader of and the gained experience agricultural R&D he’s responsible management.

Now,team, as leader of the for early-stage research to agricultural R&D team,through he’s responsible commercialization. for early-stage research through to “It’s a very dynamic and exciting place commercialization. to “It’s work, and the Internal a very dynamic andCoaching exciting place Program is a reflection of Coaching my experience to work, and the Internal at BASF,”isBarton says. “The is Program a reflection of mycompany experience willing to invest in the long-term success at BASF,” Barton says. “The company is of its people.” willing to invest in the long-term success of its people.”

799 799 17 17 45 45 50% 50%

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA WEEKS, MATERNITY LEAVE TOP-UP PAY WEEKS, MATERNITY LEAVE TOP-UP PAY YEARS, LONGEST-SERVING EMPLOYEE YEARS, LONGEST-SERVING EMPLOYEE OF BOARD OF DIRECTORS ARE OF WOMEN OF BOARD DIRECTORS ARE WOMEN

18

( 2019 )

Blakes Blakes thrives thrives with with Bright Bright Ideas Ideas from from employees employees

E E

arlier this year, Blake, Cassels & Graydon Blakes, arlier this LLP, year, known Blake, as Cassels & turned to LLP, its 850 people its Graydon known as in Blakes, Toronto office for ideas turned tohead its 850 people in its on how to “make head Blakes workforbetter, Toronto office ideas faster and The work firm’sbetter, goal was to on how to smarter.” “make Blakes promote innovation through a faster andansmarter.”

Theculture firm’s goal was to unique program focused on a promoteand an robust innovation culture through enhancing the lawfocused firm’s clients unique andservice robustto program on and improving thetoworkplace. enhancing service the law firm’s clients “We value ourthe people and are always and improving workplace. looking for ways get them more “We value our to people and are always engaged,” Jackson, looking forexplains ways toMary get them moreChief Officer, Resources. engaged,”Professional explains Mary Jackson,“Our Chief employees are the ones closest to“Our the Officer, Professional Resources. action, andare wethe want to closest tap intototheir employees ones the innovative action, andideas.” we want to tap into their Soon to be rolled out to the firm’s other innovative ideas.” offices country, Soonacross to be the rolled out toBrightIdeas@ the firm’s other Blakes was launched as a challenge to get offices across the country, BrightIdeas@ people excited about as sharing ideas –tobig Blakes was launched a challenge getor small and working common people– excited about toward sharing aideas – big or goal. addition to boosting small In – and working toward aemployee common engagement, BrightIdeas@Blakes is goal. In addition to boosting employee intended to cultivate ingenuity. Says engagement, BrightIdeas@Blakes is Jackson: are living in a timeSays of great intended “We to cultivate ingenuity. and rapid“We technological change, as Jackson: are living in a timeasofwell great change in technological what our clients expectasfrom and rapid change, well us. as We needintowhat rethink how weexpect do things change our clients fromsous. we to those We can needrespond to rethink how changes.” we do things so we can respond to those changes.”

The organization cares about your development.

Theyabout really The organization cares want you to succeed. your development.

They really want you to succeed.

Jessica Khuong

Business Development Specialist Jessica Khuong Business Development Specialist

The challenge was a success. More than the office together to Thehalf challenge wascame a success.

More participate foroffice weekly prizes.

The firm than half the came together to participate for weekly prizes. The firm

From From

EMPLOYEES SUBMITTING THEIR IDEAS AT LAUNCH OF BRIGHTIDEAS@BLAKES EMPLOYEES SUBMITTING THEIR IDEAS AT LAUNCH OF BRIGHTIDEAS@BLAKES

received more than 330 suggestions, ranging book330 exchange to received from moreathan suggestions, improving theafirm’s ranging from book business exchangeintake to process, which was the grand-prize improving the firm’s business intakewinner of a flightwhich for two anywhere in North process, wastothe grand-prize winner America. of a flight for two to anywhere in North Even how BrightIdeas@Blakes works America. is innovative.

It is much more than a Even how BrightIdeas@Blakes works sophisticated is innovative. suggestion It is much box. moreIdeas than are a posted on the suggestion campaign’sbox. website sophisticated Ideaswhere are staff canonalso onwebsite other people’s posted thecomment campaign’s where suggestions mark a on “like” forpeople’s those staff can alsoand comment other they consider especially worthy. suggestions and mark a “like” for“The those ability to comment on the ideas “The of others they consider especially worthy. fosters collaboration, among ability to comment onsometimes the ideas of others people whose paths might not otherwise fosters collaboration, sometimes among cross the office,” Jacksonnot says. peopleinwhose paths might otherwise ForinBusiness Development Specialist cross the office,” Jackson says.

Jessica Khuong,Development that collaborative spirit For Business Specialist Jessica Khuong, that collaborative spirit

is what makes Blakes special. She joined the firmmakes nearlyBlakes four years ago She afterjoined is what special. working there for eight months as a the firm nearly four years ago after university co-op “I was as looking working there forstudent. eight months a for fulfilling and student. challenging work, university co-op “I was looking and I was immediately thrownwork, into the for fulfilling and challenging fire, on a project with into a senior and Iworking was immediately thrown the partner.” fire, working on a project with a senior After a few months, Khuong’s manager partner.” encouraged to applyKhuong’s for a new After a fewhermonths, manager role within the department. encouraged her same to apply for a new“It shows the organization cares about“Ityour role within the same department. development,” Khuong cares says. about “They your really shows the organization want you to succeed, and she “They pushedreally me development,” Khuong says. to apply.” want you to succeed, and she pushed me to Khuong apply.” was successful in getting theKhuong position, her former manager wasand successful in getting remains a trusted mentor.

“I have grown the position, and her former manager here andawill continue to grow,” says. remains trusted mentor.

“I haveshe grown here and will continue to grow,” she says.

As for the workplace itself, Khuong says have visited high Aspeople for thewho workplace itself, her Khuong above the city in have one of its bank says people who visited her towers high are impressed theofspacious above the city with in one its bank layouts towers with human touches, as a telescope are impressed with thesuch spacious layouts in thehuman reception area. such Thereasare special with touches, a telescope rooms for meditation or wellness in the reception area. There are special activities lounges or where employees rooms forand meditation wellness can relax with pinball where machines or table activities and lounges employees hockey. onsitemachines meet the or needs can relaxShowers with pinball table of those Showers who cycle or jog to work.

The hockey. onsite meet the needs cafeteria offerscycle a daily healthy lunch for of those who or jog to work.

The just $5. offers a daily healthy lunch for cafeteria But just $5.more important for Khuong are theBut caring supportive moreand important for people Khuongsheare works with.and “We all get engaged the caring supportive people in she charitable works with.community “We all getactivities,” engaged inshe says.

“It makes me proud to work she with charitable community activities,” people careme about helping others.” says. “Itwho makes proud to work with And with people whohelping help her grow people who care about others.” professionally.

“Herewho I am,” And with people helpshe hersays, grow “just a few years into Ithe job,she and I’m professionally.

“Here am,” says, already working important “just a few years on intoanthe job, and project I’m with theworking firm’s managing partner. project It already on an important doesn’t much better than that.”It with theget firm’s managing partner. doesn’t get much better than that.”

1,438 1,438 65% 65% 127 127 150++ 150

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA OF MANAGERS WOMEN OFAREMANAGERS ARE WOMEN JOBS AVAILABLE LAST YEAR JOBS AVAILABLE LAST YEAR CHARITIES HELPED IN 2017 CHARITIES HELPED IN 2017

book book swaps swaps to digital intake. to digital intake.

To create a more innovative and welcoming workplace, we harnessed the ingenuity of the smartest,and most thoughtful experts we — our people.

To create a more innovative welcoming workplace, weknow harnessed the ingenuity of the smartest, most thoughtful experts we know — our people.

Blake, Cassels & Graydon LLP | joinblakes.com Blake, Cassels & Graydon LLP | joinblakes.com

19

( 2019 )

Borden Ladner Gervais sets precedents for law firms Borden Ladner Gervais sets precedents for law firms

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efore a recruiter for Borden Ladner Gervais LLP (BLG) efore a recruiter for contacted Borden Ladner Richelle Molaro in 2014 she had Gervais LLP (BLG) contacted never considered working forhad a law Richelle Molaro in 2014 she firm. At the time, she had working just moved never considered for to a law Ottawa, aftertime, starting in Montreal firm. At the she her had career just moved to doing data analytics.

Ottawa, after starting her career in Montreal Still,data BLG was looking for someone with doing analytics. experience in was client relationship management Still, BLG looking for someone with (CRM), a core skill relationship for a businessmanagement analyst. experience in client “I didn’t aknow usedanalyst.

CRM so (CRM), core law skillfirms for a even business I“Iwas interested in hearing about what theyso didn’t know law firms even used CRM were to,” Molaro recalls.about “I waswhat soonthey I was up interested in hearing thinking ‘thisMolaro is innovative, were up to,” recalls. they’re “I was really soon forward thinkingthinking’.” ‘this is innovative, they’re really She took the job and as she progressed in forward thinking’.” herShe career to move toin tooktook the an jobopportunity and as she progressed the firm’s Toronto office in 2015. her career took an opportunity to Today, move toshe is Director, Practice Management theNational firm’s Toronto office in 2015.

Today, she –is Specialized Litigation.

The title reflects not National Director, Practice Management only two promotions forThe Molaro, but the not – Specialized Litigation. title reflects growing for non-legal professionals only tworole promotions for Molaro, but thein helping make law firms professionals more creativein and growingto role for non-legal competitive. helping to make law firms more creative and competitive.

We’re all part of the same team.

Everyone’s ideas aresame treated with We’re all part of the team. respect andideas everyone can make Everyone’s are treated with valuable contributions to the respect and everyone can make success the firm. to the valuable of contributions success ofAndrew the firm.Harrison Regional Managing Partner, Andrew Harrison BLG Toronto Regional Managing Partner,

BLG Toronto Molaro is one of three national directors who reportisdirectly to thenational COO (also not a Molaro one of three directors lawyer).

Their mandate, says,(also is to not helpa who report directly to theshe COO lawyers in all BLG’s different practice groups lawyer). Their mandate, she says, is to help achieve operational and clientlawyers financial, in all BLG’s different practice groups service excellence. achieve financial, operational and clientWithexcellence. offices in five cities and more than service 700 lawyers andinintellectual property With offices five cities and more agents, than BLG is one of Canada’s largest full-service 700 lawyers and intellectual property agents, BLG is one of Canada’s largest full-service

BLG WOMEN IN CONSTRUCTION VOLUNTEERING IN A HOME BUILDING PROJECT BLG WOMEN IN CONSTRUCTION VOLUNTEERING IN A HOME BUILDING PROJECT

law firms. It focuses on business law, litigation arbitration, and intellectual law firms.and It focuses on business law, property In addition to assisting litigation solutions. and arbitration, and intellectual clients with their legal needs, thetofirm is also property solutions.

In addition assisting introducing new non-legal services to help clients with their legal needs, the firm is also address clients’ challenges. introducing newbusiness non-legal services to help Andrew Harrison, Regional Managing address clients’ business challenges.

Partner, BLG Toronto, joined a predecessor Andrew Harrison, Regional Managing firm 30 years beforejoined a series of mergers Partner, BLG ago Toronto, a predecessor with other stand-alone created one firm 30 years ago beforefirms a series of mergers national firm.

He’s had firms a front-row with other stand-alone createdseat oneever since as BLG to evolve and national firm.has He’scontinued had a front-row seat ever implement new processes and ideas, some since as BLG has continued to evolve and ushered in with help ofand experts implement new the processes ideas,and some technologies new to the legal profession. ushered in with the help of experts and The goal isnew to enable to leverage technologies to the the legalfirm profession. innovations serve more The goal isinternally to enabletothe firmclients to leverage efficiently effectively, Harrison says.

For innovationsand internally to serve clients more instance, artificial intelligence to review efficientlyusing and effectively, Harrison says.

For contracts, once artificial a time-consuming both instance, using intelligencetask, to review contracts, once a time-consuming task, both

Right from the start, Right from the start, you’re you’re collaborating collaborating and innovating. and innovating.

increases productivity and lowers costs.

Harrison says that people from disparate increases productivity and lowers costs. backgrounds alsothat contribute to thedisparate diversity Harrison says people from of the firm. Along with people different backgrounds also contribute to with the diversity ethnicities, genders and orientations, of the firm.cultures, Along with people with different they’re critical to BLG’s ability to orientations, serve its ethnicities, cultures, genders and clients, he says.to“We’re part of same they’re critical BLG’sallability to the serve its team,” he adds.

“Everyone’s ideas are treated clients, he says. “We’re all part of the same with respect and“Everyone’s everyone can make team,” he adds. ideas arevaluable treated contributions to the successcan of make the firm.” with respect and everyone valuable To that end, placesofgreat emphasis contributions toBLG the success the firm.” onTo continuing and professional that end, education BLG places great emphasis development, a wide of on continuingoffering education and range professional courses that Harrison as going development, offeringdescribes a wide range of well beyond any training required by courses that Harrison describes as going provincial lawany societies. topics well beyond trainingWith required byranging from technical skills to legacy planning, provincial law societies.

With topics ranging there are coursesskills for articling from technical to legacystudents planning, through partnersstudents on the eve there are associates courses fortoarticling of retirement, and programs through associates to partnersfor onbusiness the eve of retirement, and programs for business

support staff. He adds that while lawyers advance alongHe a well-known path,lawyers the firm support staff. adds that while offers everyone BLG opportunities advance along aatwell-known path, the to firm upgrade their careers. offers everyone at BLG opportunities to Molarotheir sayscareers. that was certainly the case for upgrade her.Molaro Initially, learned on the job, by saysshe that was certainly the both case for doing and being mentored.

But for her next her. Initially, she learned on the job, both by step BLG sent her on one-week doingforward, and being mentored.

Butafor her next course at the Harvard Business School.

“It step forward, BLG sent her on a one-week was justatphenomenal,” she says.School.

“That was course the Harvard Business “It a life-changing experience.” was just phenomenal,” she says. “That was a The allure of working for a leading life-changing experience.” lawThe firmallure where room grow is of there’s working for to a leading undeniable. law firm where there’s room to grow is But Harrison also credits certain undeniable. intangible factorsalso with contributing But Harrison credits certain to job satisfaction at with BLG.contributing Recent university intangible factors to graduates, he notes, are often attracted by the job satisfaction at BLG. Recent university opportunity do pro graduates, hetonotes, arebono oftenwork. attracted by the As well, many BLG actively opportunity to doatpro bono work.support charitable and volunteer As well, organizations many at BLG actively support groups.

One example, heand says, is how the charitable organizations volunteer Toronto officeexample, banded he together sponsor groups. One says, istohow the aToronto Syrian refugee family.together to sponsor office banded “People value the opportunity to give a Syrian refugee family. back,” saysvalue Harrison.

“We feel very “People the opportunity to positive give about here.” “We feel very positive back,” working says Harrison. about working here.”

1,356 1,356 517 517 20,680 20,680 75% 75%

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA JOBS AVAILABLE LAST YEAR JOBS AVAILABLE LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR OF EMPLOYEES WOMEN OFARE EMPLOYEES ARE WOMEN

blg.com blg.com

20

( 2019 )

Diversity sparks sparks innovation innovation at at CAA CAA Club Club Group Group Diversity

I

nnovation is the driving force behind every program activity at CAA nnovation is theand driving force behind Club program Group, which provides every and activity at roadside CAA assistance andwhich other provides services to Club Group, roadside motorists in South Central Ontario assistance and other services to and Manitoba.in South Central Ontario and motorists “Innovation is about changing with the Manitoba. changing world,is growing with ourwith people “Innovation about changing the and our members,” says Tony CAA’s changing world, growing with Tsai, our people Assistant Vice President of Corporate and our members,” says Tony Tsai, CAA’s Communications.

“Diversity is a key part Assistant Vice President of Corporate of innovation – we’re in a veryis diverse Communications.

“Diversity a key part market and we– need thediverse right of innovation we’retoinhave a very people. and we need to have the right market “Diversity isn’t about checking the right people. boxes, it’s about differentthe people “Diversity isn’tbringing about checking right together different perspectives.

Our boxes, it’swith about bringing different people commitment diversity and inclusion together with to different perspectives.

Ouris built into the to organization. comes right commitment diversity andIt inclusion is from into the top we have an exceptionally built the –organization.

It comes right diverse andexceptionally board. from theleadership top – we team have an diverse leadership team and board.

CAA CLUB GROUP HAS RELEASED NEW TECHNOLOGY TO BETTER PREDICT ITS CLIENTS NEEDS CAA CLUB GROUP HAS RELEASED NEW TECHNOLOGY TO BETTER PREDICT ITS CLIENTS NEEDS

We nurture diversity of thought andnurture experience and knowledge, We diversity of thought so when we lookand at innovation and experience knowledge,we have a wide rangeatofinnovation people and so when we look we experiences to draw have a wide range of on. people and experiences to draw on.

Tony Tsai

Assistant Vice President Tony Tsai of Corporate Communications Assistant Vice President of Corporate Communications

“We nurture diversity of thought and experience and diversity knowledge, so when and we “We nurture of thought look at innovation we have so a wide experience and knowledge, whenrange we of people experiences to draw on.” look at and innovation we have a wide range of To illustrate the creative spiriton.” produced people and experiences to draw byTo CAA’s commitment to diversity and illustrate the creative spirit produced inclusion, Tsai points tototwo widelyand by CAA’s commitment diversity different innovations in-house inclusion, Tsai points developed to two widely and introduced in 2018: the MyPace different innovations developed in-house and introduced in 2018: the MyPace

insurance program and the Gen 2 predictive program analytics and engine.

Both2are the insurance the Gen first of their kind inengine.

Canada. predictive analytics Both are the CAA MyPace pay-as-youfirst of their kindprovides in Canada. goCAA auto MyPace insurance, which pay-as-youis particularly provides beneficial for low-mileage Using go auto insurance, which isdrivers. particularly a telematics connected to a Using mobile beneficial fordevice low-mileage drivers. or web portal, it tracks a vehicle’s aapp telematics device connected to a mobile usage. withatheir regular app or Customers web portal,start it tracks vehicle’s premium and are billed at 1,000-kilometre usage.

Customers start with their regular increments. thebilled vehicle driven less premium andIf are at is1,000-kilometre than 9,000 kilometres overis the course increments.

If the vehicle driven less of a year, annual cost insurance than 9,000the kilometres overofthe course is reduced. mileage exceeded, theis of a year, If thethe annual costis of insurance customerIfpays more isthan the regular reduced. the no mileage exceeded, the premium.pays no more than the regular customer Gen 2 is a proprietary system that premium. predicts and where system breakdowns Gen 2 when is a proprietary that are most likely to occur so CAA can send are predicts when and where breakdowns most likely to occur so CAA can send

trucks to those areas before they’re needed.

“Ourtocore mission is keeping ourneeded. trucks those areas before they’re members safe,” says Tsai.

“We handle “Our core mission is keeping our about 1.2safe,” million callshandle a year members saysroadside Tsai. “We in southern Ontario.

Barring extreme about 1.2 million roadside calls a year weather, GenOntario.

2 has reduced times by in southern Barringwait extreme 15 to 18 Gen per cent.”

Not onlywait is ittimes the first weather, 2 has reduced by system its cent.” kind inNot Canada, it’s 15 to 18ofper only isheitadds, the first also theoffirst for any or AAA clubit’s system its kind in CAA Canada, he adds, worldwide, clubsorare looking also the firstand for other any CAA AAA club at implementing worldwide, andit.other clubs are looking at “With Gen 2it.we apply machine implementing learning to ourmachine data to “With algorithms Gen 2 we apply predict where we’ll get the data mosttovolume learning algorithms to our of calls,”where explains Yam, Product predict we’llLena get the most volume Manager, RoadsideLena Assistance, who has of calls,” explains Yam, Product been involved in developing thewho system Manager, Roadside Assistance, has almost from the “The tool takes been involved in start. developing the system into account historical call data well as almost from the start. “The tool as takes into account historical call data as well as

CAA Club Group is proud to be one of CAA Club Group is proud to be one of Greater Toronto’s Top Employers Greater Toronto’s Top Employers for the 10th year in a row. for the 10th year in a row. ®CAA trademarks owned by, and use is authorized by, the Canadian Automobile Association.

Makingtrademarks bad days good.

Andby,good is a registered trademark of CAA Club Group. (2070-10/18) ®CAA owned and days use isbetter. authorized by, the Canadian Automobile Association.

Making bad days good. And good days better. is a registered trademark of CAA Club Group. (2070-10/18)

current weather and traffic conditions. It has evolved through multiple iterationsIt current weather and traffic conditions. as patterns it’s constantly has evolved emerge, throughsomultiple iterations improving.” as patterns emerge, so it’s constantly Yam, a University of Toronto graduate improving.” in Yam, computer science of andToronto mathematics, has a University graduate been with CAA for six starting ashas a in computer science andyears, mathematics, Technical been with Support CAA for Specialist six years, maintaining starting as a the road service system and then moving Technical Support Specialist maintaining intoroad the IT department, where now the service system and thenshe’s moving responsible for overseeingwhere enhancements into the IT department, she’s now to the dispatch system. enhancements responsible for overseeing had the system. opportunity to work to “I’ve the dispatch on“I’ve many different projects,” to shework says, had the opportunity “including the MyPace program, the travel on many different projects,” she says, program and I want to “including theroadside MyPaceprograms. program, the travel emphasizeand how we’re allowed to innovate program roadside programs.

I want to and use ourhow skills.

CAA is such diverse emphasize we’re allowed to ainnovate group individuals – itishas allowed me and useofour skills. CAA such a diverse to growofand learn. When I first started group individuals – it has allowed me I was anxious aboutWhen how I’d fit in, but I to grow and learn.

I first started it a comfortable to Ibe Ifound was anxious about howenvironment I’d fit in, but in and itgrow in.” found a comfortable environment to be in “It andalways grow feels in.” good to be part of an organization that’sgood growing “It always feels to beand partevolving,” of an agrees Tsai. “We’re all aboutand opportunities organization that’s growing evolving,” and growth, looking the opportunities next great agrees Tsai. “We’re allfor about thing.” and growth, looking for the next great thing.”

1,624 1,624 42 42 41 41 67% 67%

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA YEARS, AVERAGE AGE OF ALLAVERAGE EMPLOYEES YEARS, AGE OF ALL EMPLOYEES YEARS, LONGESTSERVING EMPLOYEE YEARS, LONGESTSERVING EMPLOYEE OF EMPLOYEES WOMEN OFARE EMPLOYEES ARE WOMEN

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21

( 2019 )

CSA CSA Group Group meets meets the the standard standard for for dynamic dynamic workplaces workplaces

W W

hen Ana Restovic meets people a party, she hen AnaatRestovic meets offers peopleaatconcise a party,explanation she of her job.

“I ensure the offers a concise explanation safety of your dishwasher,” tells them. of her job. “Ishe ensure the It encapsulates role as a Senior Operations safety of yourher dishwasher,” she tells them. It Manager at CSA Group. am delighted encapsulates her role as a “I Senior Operations that whatatI do is something people can relate Manager CSA Group. “I am delighted to their Ieveryday lives,” she says. can relate thatinwhat do is something people Group is a not-for-profit association to CSA in their everyday lives,” she says. that provides inspection and CSA Grouptesting, is a not-for-profit association certification productsand in a wide that providesservices testing,for inspection range of market sectors.

It is a leader safety certification services for products in ainwide and certification for Canada rangeenvironmental of market sectors.

It is a leader in safety and the U.S. environmental certification for Canada andThe theCSA U.S.certification mark appears onThe billions products worldwide.

The CSAofcertification mark appears organization operations in Asia,The Europe on billions ofhas products worldwide. and North America, employing someEurope 2,000 organization has operations in Asia, people, including about 600 in its Toronto and North America, employing some 2,000 headquarters. people, including about 600 in its Toronto “For the past century, we have headquarters. continuously innovated clients’ “For the past century, as weour have needs have evolved,” saysasDavid Weinstein, continuously innovated our clients’ President CEO. “This created endless needs have&evolved,” says has David Weinstein, opportunities for our employees to learn, President & CEO. “This has created endless grow and achieve theiremployees career goals.” opportunities for our to learn, grow and achieve their career goals.”

For the past century, we have continuously innovated our cliFor the past century, weas have ents’ needs have evolved. has continuously innovated asThis our clicreated endless ents’ needs haveopportunities evolved. Thisfor has our employees learn, grow and created endlesstoopportunities for achieve their career goals. our employees to learn, grow and achieve their career goals.

David Weinstein President & CEO David Weinstein President & CEO

Restovic, a trained chemical engineer, joined CSA aintrained 2011 aschemical a certifier.

“I was Restovic, engineer, working for in a plastic pipe manufacturer, joined CSA 2011 as a certifier.

“I was working for a plastic pipe manufacturer,

AN EMPLOYEE AT CSA GROUP ADJUSTING AN EMC BOX AN EMPLOYEE AT CSA GROUP ADJUSTING AN EMC BOX

submitting their products to CSA,” she recalls.

“Mytheir technical background submitting products to CSA,”was shekey in getting the CSA job.” background She was promoted recalls. “My technical was keytoin her current position mid-2017, and now getting the CSA job.”inShe was promoted to oversees staffposition who test, andand certify her current in inspect mid-2017, now products submitted to CSA. oversees staff who test, inspect and certify CSA’s technical – including both products submittedexperts to CSA. engineers and tradeexperts school–graduates work CSA’s technical including–both in a fast-paced, dynamic workplace engineers and trade school graduateswhere – work they collaboratedynamic across technical disciplines in a fast-paced, workplace where to promote safetyacross and sustainability. they collaborate technical disciplines enjoy positive, highto “Employees promote safety andthe sustainability. energy environment,” says Paul Keane, “Employees enjoy the positive, highExecutive Vice President, Resources. energy environment,” saysHuman Paul Keane, “Our vision andPresident, mission support Executive Vice Humanthe Resources. importance reinvesting in our people “Our vision of and mission support the – in their development, career importance of reinvesting in planning our peopleand – progression.” in their development, career planning and CSA offers online and in-class learning, progression.”

CSA offers online and in-class learning,

Holding the future to a Holding the future to a higher standard higher standard csagroup.org csagroup.org

Testing. Inspections. Certification.

Testing. Inspections.

Certification.

Standards Development.

Standards Development.

job rotation and special-project assignments.

In theand organization launched its job2018, rotation special-project assignments. first CSA the Academy learning centre, aits In 2018, organization launched classroom learning space thatcentre, leverages first CSA Academy learning a technology to deliver content on topics such classroom learning space that leverages as technical to training, technology deliver people contentand on business topics such leadership, (projectand management), as technicalstandards training, people business commercial, and health, safetymanagement), and leadership, standards (project environment. commercial, and health, safety and “Almost all our employees participate environment. in “Almost internal all training,” says Keane.

“We our employees participate are seeing an annual increase of 25“We per in internal training,” says Keane. cent each year in ourincrease trainingofhours.” are seeing an annual 25 perIn addition, encourages staffhours.” to pursue cent each CSA year in our training In education externally, particularly addition, CSA encourages staff tocourses pursue related to their jobs. particularly courses education externally, WhentoRestovic was promoted to a related their jobs. managerial role, she took courses to in abusiness When Restovic was promoted and financerole, at York earning a managerial she University, took courses in business and finance at York University, earning a

mini-MBA in 2015. “We provide tuition reimbursement for a “We number of our mini-MBA in 2015. provide tuition employees,” saysfor Keane.

CSA of does reimbursement a number oursuccession planning, and offers career planning employees,” says Keane.

CSA does succession workshops for offers employees complement planning, and careerthat planning their career for andemployees personal development goals. workshops that complement Thecareer Toronto promotes staff goals. their and office personal development camaraderie.

Anoffice employee mutual benefit The Toronto promotes staff association, seven elected employees, camaraderie.led Anbyemployee mutual benefit organizes a series annual events, such as association, led byofseven elected employees, trips to thea series Zoo and Canada’s Wonderland, organizes of annual events, such as a bowling night tournament, as wella trips to the Zooand anda golf Canada’s Wonderland, as familynight parties during holiday season. bowling and a golfthe tournament, as well “It’s great parties to see staff with families,” says as family during thetheir holiday season.

Restovic, enjoyed hersays “It’s great who to seerecently staff with their taking families,” two youngwho sonsrecently to a Blue Jays game.

Restovic, enjoyed taking her United the Jays maingame. focus of twoThe young sonsWay to aisBlue CSA’s efforts. addition Thecharitable United Way is theInmain focustoof voluntary employee payroll deductions, CSA’s charitable efforts.

In addition to the cause isemployee also supported bake voluntary payrollthrough deductions, sales and silent organized a the cause is alsoauctions supported throughby bake committee of 22auctions volunteers.

CSA matches sales and silent organized by a employee dollarCSA for matches dollar. Last committeecontributions of 22 volunteers. year’s United Way campaign aboutLast employee contributions dollarraised for dollar. $40,000 in the Toronto officeraised through the year’s United Way campaign about combination employee donations, $40,000 in theofToronto office throughCSA the matching andoffundraising events. combination employee donations, CSA matching and fundraising events.

754 754 85 85 5,124 5,124 43 43

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA JOBS AVAILABLE LAST YEARAVAILABLE IN CANADA JOBS LAST YEAR IN CANADA JOB APPLICATIONS RECEIVED LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR YEARS, LONGESTSERVING EMPLOYEE YEARS, LONGESTSERVING EMPLOYEE

22

( 2019 )

Flexibility, Flexibility, balance balance and and growth growth are are hallmarks hallmarks at at Ceridian Ceridian

L

eagh Turner held a number of eagh Turner held positions a numberinof senior leadership senior technology leadership positions in before global companies global technology before becoming Presidentcompanies of Ceridian becoming President Ceridian in early September – and wasofimmediately in earlybySeptember – andaward-winning was immediately struck the company’s struck by the company’s award-winning workplace culture. workplace culture. belief is that if “Our fundamental fundamental belief is that you“Our create a great environment for ifyour you create aone great environment forhappy your in employees, where they can be employees, oneand where they can lives, be happy their personal professional they in will their your personal and professional they will treat customers magically,”lives, she says. treat your customers magically,” says.

And Ceridian, whose flagshipshe cloudAndDayforce Ceridian,software whose flagship based providescloudhuman based Dayforce software provides human resources, payroll, benefits, workforce resources, payroll, benefits, workforce management and talent management management and management functionality, goestalent the extra mile to create goes the extraemployees mile to create afunctionality, work environment where a work environment can grow their careerswhere whileemployees enjoying the can grow their careerstheir while enjoying flexibility to balance personal andthe flexibility to lives. balance their personal and professional professional lives.

Our fundamental belief is that if Our create fundamental is that iffor you a greatbelief environment you create a great environment your employees, one where theyfor yourbe employees, one where they can happy in their personal and can be happylives, in their professional theypersonal will treatand professional lives, they will treat your customers magically. your customers magically.

Leagh Turner Leagh President Turner

President

Ceridian has three offices in the GTA; hashead three offices the GTA; theCeridian Canadian office is ininToronto, the Canadian headinoffice is in Toronto, with other offices Mississauga and with other The offices in Mississauga Markham. company supportsand Markham. The company supports professional development at all offices professional development all offices through job shadowing andat job rotation through job shadowing andwith job arotation and has close relationships number andOntario has close relationships with a number of universities.

These relationships of Ontario universities.

Thesetorelationships provide students with access new grad provide students access view to new programs that givewith a holistic of grad the programs that give a holistic view of the

CERIDIAN EMPLOYEES VOLUNTEER FOR AN AFTERNOON OF TREE PLANTING AT HOLLAND LANDING CERIDIAN EMPLOYEES VOLUNTEER FOR AN AFTERNOON OF TREE PLANTING AT HOLLAND LANDING

career options at Ceridian and contribute career options at Ceridian and contribute to the recruitment of top talent to the to the recruitment of top talent to the company’s GTA offices. company’s For thoseGTA moreoffices. advanced in their For those more advanced their careers, the company’s TalentinInvestment careers, the company’s Talent Investment Program focuses on developing future ProgramCeridian focuses on developing future leaders. is also a founding partner leaders.

Ceridian iswhich also a is founding partner of #MoveTheDial, dedicated to of #MoveTheDial, which is of dedicated increasing the advancement women to in increasing the advancement of women in technology. technology.

“Bright, smart people who want to chart “Bright, wantsays to chart a new careersmart path people can do who it here,” a new career here,” says Turner.

“You path don’tcan havedotoitdo the same Turner. don’tcompany have to do same thing at “You the same forthe decades.” thing thethat sameflexible company forarrangements decades.”

She at adds work addsimportant that flexible arrangements areShe vitally for work modern employees areallvitally for have modern employees of ages, important whether they young of all ages,aging whether theyorhave young children, parents, both, and must children, aging or both, and must commute to andparents, from work in a major commute to and from work in a major

metropolitan area. “It’s top of mind when metropolitan “It’s to topwork,” of mind when people look forarea. a place Turner people look for aforplace to work,” Turner says, “especially a more youthful says, “especially for used a more workforce that isn’t to youthful working any workforce isn’t used to working other way. that If you don’t offer flexibilityany to other way. you not don’t flexibility to them, you’reIf just as offer appealing.” them, you’regets justthat notand as appealing.”

Ceridian the company is Ceridianongets and theregularly companywork is delivering it. that Employees delivering on it. Employees work with their managers to makeregularly adjustments with their managers make adjustments to their schedule andtowork from home to their scheduleThe andcompany work from home when necessary. also recently when necessary. company also recently announced a newThe Time Away From Work announced Time Away From Work program thata new forgoes traditional vacation program that forgoes traditional vacation days and gives employees the flexibility and days andto gives the flexibility freedom takeemployees time off when they needand it. freedom to takeGauthier, time off Director when they For Colleen of need it.

For Colleen Gauthier, of makes Customer Marketing, thatDirector flexibility Customer Marketing, flexibility makes all the difference.

She isthat a working mother all athe difference.household She is a working mother in two-income and spends 90 in a two-income household and spends 90

minutes or more a day getting to and from minutes more day in getting to and from work.

“I or come in aearly the morning and work.earlier “I come in early in the which morning and leave in the afternoon is really leave earlier the“Iafternoon really helpful,” shein says. can workwhich from is home sheand says.

“I can work from ifhelpful,” I need to I like to be there onehome day I needtotopick andupI like to befrom thereschool. one day aifweek my kids a weeksuper to pick up myfor kidsthem fromand school.

That’s valuable for me.”

That’s superjoined valuable for them and18 for me.”

Gauthier Ceridian about Gauthier about 18with months ago joined and hasCeridian been impressed months ago and been impressed with the openness andhas approachability of the the openness approachability the senior leaders.and “I feel like I’m heardofand senior leaders. feelopinions like I’mmatter,” heard and valued and that“Imy valued thatraise my opinions she says.and “I can my handmatter,” and say shelike says.to“Ibecan my hand that and may say I’d partraise of meetings I’d like to be part of meetings that mayAt not be directly related to my position. not be directly position. to At Ceridian, there related is a lot to of my opportunity Ceridian, a lot of contributions opportunity toare learn, growthere and isfeel your learn, grow and feel your contributions are recognized.” recognized.”

Turner believes that openness lends itself believesand thatinnovation. openness lends itself to Turner fresh thinking So, too, to fresh thinking innovation.

So, too, does diversity.

“Asand a woman in technology a woman inoftechnology Idoes carediversity. about the“As advancement women,” I care about advancement of women,” she says.

“Butthe I care equally about broadshe says.

“But I The care more equally broadbased diversity. ourabout company based like diversity.

The more looks the planet we liveour in,company the better lookswelike we customers.” live in, the better able arethe to planet serve our able we are to serve our customers.”

1,812 1,812 1,086 1,086 41.7 41.7 52% 52%

FULL-TIME STAFF FULL-TIME STAFF IN CANADA IN CANADA EMPLOYEES IN EMPLOYEES THE GTA IN THE GTA YEARS, AVERAGE AGE YEARS, AGE OF ALLAVERAGE EMPLOYEES OF ALL EMPLOYEES OF EMPLOYEES OF AREEMPLOYEES WOMEN ARE WOMEN

23

( 2019 )

Children’s Children’s Aid Aid Society Society of of Toronto Toronto fosters fosters engagement engagement

W W

hen Aimee Worrell first encountered the Children’s hen Aimee Worrell first Aid Society of encountered theToronto Children’s (CAST), sheofnever expected Aid Society Toronto to go to work for the organization.

(CAST), she never expected caringforforthea little girl in my son’s to “I gowas to work organization. class at hiscaring school “I was forina East littleYork,” girl inshe myrecalls, son’s “working thein agency until she class at hiswith school East York,” shecould recalls, return to her I reallyuntil enjoyed the “working withhome. the agency she could experience, I decided to become foster return to hersohome.

I really enjoyedathe parent.” experience, so I decided to become a foster Foster parents play an integral role in parent.” furthering the objectives of CAST,role which Foster parents play an integral in has supported forofmore than 125 furthering the families objectives CAST, which years to protectfamilies childrenforfrom has supported moreabuse thanand 125 neglect. organization places children years to The protect children from abuse and with foster for periods neglect.

Theparents organization placesranging children from a few parents days to several months and, in with foster for periods ranging some several years. months and, in from acases, few days to several CAST alsoseveral provides counselling and some cases, years. support theprovides children’s parents with CASTtoalso counselling andthe objective returning each child with to histhe or support toofthe children’s parents her home.of returning each child to his or objective legal responsibility for the young her“The home. person with CAST,”forsays “Theremains legal responsibility theCEO young Paul Rosebush, “but CAST,” foster families play an person remains with says CEO essential role in “but the child’s life.play Thean Paul Rosebush, foster daily families stable androle caring home environment that essential in the child’s daily life. The foster provide encourage stable families and caring homehelps environment that healthy growthprovide and development.” foster families helps encourage healthy growth and development.”

I foster for CAST and I work there, too.

If I hadn’t been I I foster for CAST andfostering, I work there, wouldn’t have been fostering, qualified for too. If I hadn’t I this job. have been qualified for wouldn’t this job.

Aimee Worrell

Foster Parent Support Worker Aimee Worrell Foster Parent Support Worker

As a foster parent, Worrell has welcomed 14As children her home. was a fosterinto parent, Worrell“One has welcomed ultimately she says, “andwas all the 14 childrenadopted,” into her home.

“One others wereadopted,” reunited with their“and families.” ultimately she says, all the others were reunited with their families.”

CHILDREN’S AID SOCIETY OF TORONTO HEAD OFFICE IN TORONTO CHILDREN’S AID SOCIETY OF TORONTO HEAD OFFICE IN TORONTO

Although she had never envisioned such a development her envisioned life until it Although she had in never happened, Worrell didn’t to itaccept such a development in herhesitate life until CAST’s offer to become of three Foster happened, Worrell didn’tone hesitate to accept Parent employed byFoster the CAST’sSupport offer toWorkers become one of three organization.

Parent Support Workers employed by the “It’s an unusual role,” she says. “If I organization. hadn’t fostering, I wouldn’t “It’s been an unusual role,” she says.have “If I been qualified forfostering, this job.”I wouldn’t have been hadn’t been Beginning her work qualified for this job.” with CAST, Worrell first completed six-month mandatory Beginning hera work with CAST, Worrell training program to prepare mandatory her for first completed a six-month supporting foster to families throughout training program prepare her for the city.

She alsofoster meets once athroughout month withthe her supporting families supervisor, which to with exchange city. She also meetsenables once athem month her information to ensure thatthem the fostering supervisor, which enables to exchange program meets the needs children in information to ensure thatofthe fostering CAST’s programcare. meets the needs of children in “We’recare. an employee-friendly CAST’s organization,” says Rosebush from CAST’s “We’re an employee-friendly organization,” says Rosebush from CAST’s

head office at Yonge and Bloor. “People here of support and flexible work head have officelots at Yonge and Bloor.

“People schedules.

If they have to and workflexible late towork meet here have lots of support the needs of clients, uplate to the schedules.

If their they have to it’s work to meet individual startit’s and their the needs ofwhen theirthey clients, upend to the day and whether they start workand from home individual when they end theiror come to whether the office.

It’swork also afrom goodhome workor day and they environment for people with families.” come to the office.

It’s also a good work With a widefor variety of with employment environment people families.” opportunities, about 60 With a wideCAST varietyadministers of employment student placements The organization opportunities, CASTa year. administers about 60 also partners with universities colleges student placements a year. Theand organization through its Child Institute to also partners with Welfare universities and colleges enhance clinical in working through its Childskills Welfare Institutewith to at-risk In the enhancechildren clinicaland skillsfamilies. in working with process, studentsand become aware of career at-risk children families.

In the opportunities at CAST. process, students become aware of career CAST’s Anti-Black opportunities at CAST.Racism initiative and similar progressive policies helpinitiative to attract CAST’s Anti-Black Racism and potential employees, as well.help “Wetosee a lot of similar progressive policies attract potential employees, as well. “We see a lot of

black families,” Rosebush says, “so we have to ensure that we’re doing says, the right work. black families,” Rosebush “so we haveWe have programs and policies in right place work. that help to ensure that we’re doing the We us to programs improve continuously theplace way that we work have and policies in help not with the black community with us toonly improve continuously the way but we work communities cultures.” not only with of theallblack community but with For Aimee Worrell, providing support for communities of all cultures.” foster complements her own rolefor as For families Aimee Worrell, providing support afoster fosterfamilies parent.complements “My life’s mission is aligned her own role as with theparent. work I“My do,” life’s she says.

“Myisrole is a foster mission aligned awith champion’s I foster for CAST andisI the workrole.

I do,” she says.

“My role work there, too. veryfor fortunate that II a champion’s role.I feel I foster CAST and can and foster the same time.” workwork there, too.

I feelatvery fortunate that I a teen-aged girl and canCurrently work andfostering foster at the same time.” a transgender teen, Worrell has remained Currently fostering a teen-aged girl and in contact withteen, all of her previous foster a transgender Worrell has remained children their “even the in contactand with all families, of her previous foster child whoand wastheir adopted,” she“even says. the “That’s children families, what me to CAST: child attracted who was adopted,” she building says. “That’s the working withbuilding families, whatcommunity, attracted me to CAST: ultimately gettingworking kids home.” the community, with families, As a former teacher an MSc degree, ultimately getting kidswith home.”

Worrell workedteacher extensively in the As a former with an MScpublic degree, and private sectors before she CAST. Worrell worked extensively in joined the public “The rewards here are multi-layered,” she and private sectors before she joined CAST. says.

I can sayare without a doubt that “The “But rewards here multi-layered,” she I’ve such aa unique work says.never “But experienced I can say without doubt that environment as this.” such a unique work I’ve never experienced environment as this.”

792 792 51 51 87% 87% 84% 84%

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA JOBS AVAILABLE LAST YEAR JOBS AVAILABLE LAST YEAR OF EMPLOYEES WOMEN OFARE EMPLOYEES ARE WOMEN OF MANAGERS WOMEN OFAREMANAGERS ARE WOMEN

24

( 2019 )

Self-learning Self-learning is is key key to to career career growth growth at at Citi Citi Canada Canada

A

t Citi Canada, Ian Ng thrives on the challenge the Ng challenge t Citi Canada,– Ian thrivesofon delivering cutting-edge financial the challenge – the challenge of technology in a stable and delivering cutting-edge financial functionaltechnology system. “These are systems in a stable and that move money, so they are quite complex,” functional system.

“These are systems that he says.

“There riskare in operating these move money, soisthey quite complex,” systems.

This is isboth to me as he says. “There risksatisfying in operating these well as something thatsatisfying might keep measup systems.

This is both to me at night.” well as something that might keep me up Canada is part of Citigroup, the at Citi night.” global that Citi financial Canada isservices part oforganization Citigroup, the operates in 160 services countriesorganization and jurisdictions. global financial that The firminemploys about 1,400 people across operates 160 countries and jurisdictions.

Canada, 1,2001,400 in Toronto The firmincluding employs about peopleand across Mississauga.

Canada, including 1,200 in Toronto and “The majority of our professional-level Mississauga. hiring for technology says Christine “Theis majority of our roles,” professional-level Discola, Human Resources hiring is Country for technology roles,” says Christine Officer. is where we Resources are experiencing Discola, “That Country Human the growth in our franchise.

However, we Officer.

“That is where we are experiencing also have a strong on our financewe the growth in our focus franchise.

However, undergaduate program.” also have a strong focus on our finance Citi Canadaprogram.” seeks developers who can undergaduate create excel in the Citiapplications Canada seeksthat developers whoglobal can market – from integrated platforms that create applications that excel in the global leverage data in order to identifythat market market –big from integrated platforms opportunities, to in innovative productsmarket that leverage big data order to identify disrupt the traditional banking model.that opportunities, to innovative products disrupt the traditional banking model.

The majority of our professional-level hiringofis our for professionfinancial The majority technology roles.

However, al-level hiring is for financialwe also have a strong focus on our finance technology roles.

However, we also undergaduate program. have a strong focus on our finance undergaduate program.

Christine Discola

Country Human Resources Officer Christine Discola Country Human Resources Officer

“We have a dynamic, innovative environment is focused on enabling “We have athat dynamic, innovative progress for our and the environment thatclients is focused on communities enabling we serve,”forsays “Innovation is at progress ourDiscola. clients and the communities we serve,” says Discola. “Innovation is at

CITI CANADA PROVIDES TAILORED PROGRAMMING TO HELP ACCELERATE THE SUCCESS OF ITS WOMEN PERFORMERS CITI CANADA PROVIDES TAILORED PROGRAMMING TO HELP ACCELERATE THE SUCCESS OF ITS WOMEN PERFORMERS

the core of what we do. There is a strong focus on of ethics the core whatand we responsible do. There isfinance a strongin everything we do.” focus on ethics and responsible finance in Positionswe fordo.” which the Greater Toronto everything operation hired include Java Positionshasforrecently which the Greater Toronto Development Team Lead, Big Data Technical operation has recently hired include Java Specialist, Senior QALead, Analyst, Business Unit Development Team Big Data Technical Analyst, Senior Analyst Specialist,and Senior QABusiness Analyst,System Business Unit Ng hasand been withBusiness Citi Canada since Analyst, Senior System Analyst 2012, including the past years as Ng has been with Citi three Canada since Senior Vice President, Capital 2012, including the past three Markets, years as Rates He manages a team of 70 SeniorTechnology.

Vice President, Capital Markets, developers who deliver systems and projects Rates Technology.

He manages a team of 70 that supportwho Citi’s sales systems and trading teams developers deliver and projects globally. that support Citi’s sales and trading teams “I’ve seen transformational change every globally. year thatseen I’vetransformational been here,” says change Ng. “Weevery have “I’ve ayear verythat can-do attitude.

With bank“We thishave I’ve been here,” saysaNg. size, mightattitude. expect things be more a veryyou can-do With awould bank this size, you might expect things would be more

A A WORLD WORLD OF OF PROGRESS PROGRESS

slow-moving. Instead, it’s quite fast-paced.

Because Citi isInstead, so global, have a mix of slow-moving. it’swe quite fast-paced. people cultures.

Such a diverse Becausefrom Citi different is so global, we have a mix of workforce contributes to our success.” people from different cultures.

Such a diverse So, too, contributes does Citi’s emphasis on workforce to our success.” professional development.

“Recently, So, too, does Citi’s emphasis on we rolled out a new digital platform for selfprofessional development.

“Recently, we learning,” adoption rolled out asays newDiscola. digital “Early platform for selfrates are encouraging, we are working to learning,” says Discola.and “Early adoption increase to 100 over time.” rates are adoption encouraging, andper wecent are working to Ng benefitted Leading at Citi, increase adoptionfrom to 100 per cent over time.” a program which from helped him transition Ng benefitted Leading at Citi, from beingwhich an individual contributor to a program helped him transition becoming manager, thencontributor a team manager from beinga an individual to and then aabusiness becoming manager,group then leader. a teamFor manager technologists, a parallel program and then a business group leader.called For Engineering them not only technologists,Excellence a parallel helps program called become better developers but them also benot able to Engineering Excellence helps only influence and lead across the become better developers butfirm. also be able to influence and lead across the firm.

Citi Canada has a formal mentorship program, calledhas CANNECTIONS, to Citi Canada a formal mentorship which prospective mentors and mentees program, called CANNECTIONS, to must to participate. whichapply prospective mentorsThe andmentors menteesand mentees are to encouraged toThe meetmentors monthly must apply participate. and for one year. mentees are encouraged to meet monthly forNg onearranged year. an informal mentorship last year which a an director helped him identify Nginarranged informal mentorship last skills woulda need to assume larger year inhewhich director helped ahim identify role organization.

“Having someone skillsinhethe would need to assume a larger outside your immediate management team role in the organization.

“Having someone advise ways you can be more effective in outsideon your immediate management team the organization is valuable,” sayseffective Ng. in advise on ways you can be more is now acting as a mentor, theHe organization is valuable,” says Ng. participating in a program called He is now acting as a mentor, Prometheus female technology participatingtoindevelop a program called employees are at the assistant vicePrometheuswho to develop female technology president meet with employeeslevel whoorarebelow. at the“Iassistant vice-the individual bi-weekly and“Iit’smeet up towith her the to set president level or below. the agendabi-weekly for each meeting,” individual and it’s uphetosays. her to set havefor other programs the“We agenda eachdevelopmental meeting,” he says. for“We high-potential women,”programs have other senior developmental says Discola. “We also have a women’s for high-potential senior women,” network at our Toronto and aMississauga says Discola.

“We also have women’s offices.” half of Canada network With at ourover Toronto andCiti Mississauga employees being women, is no lack offices.” With over half ofthere Citi Canada of participants. employees being women, there is no lack of participants.

1,198 1,198 300 300

10,000 10,000 53% 53%

Believing in Canadians and Believing in Canadians and their ideas for 100 years. their ideas for 100 years.

Citi.com/Canada Citi.com/Canada

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA JOBS AVAILABLE LAST YEAR JOBS AVAILABLE LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR OF EMPLOYEES WOMEN OFARE EMPLOYEES ARE WOMEN

25

( 2019 )

Healthy values values at at the the College College of of Physicians Physicians and and Surgeons Surgeons Healthy

A A

pineapple cake fetched a record $320 earlier this year ata the pineapple cake fetched record annual staff this charity $320 earlier yearauction at the held bystaff the charity Ontarioauction College of annual Physicians andbySurgeons.

AndCollege despite of that held the Ontario regal price,and the Surgeons. cake was just Physicians Andfamily-sized. despite that Employees the College’s central regal price, theatcake was just family-sized.

Toronto offices weeks preparing Employees at spend the College’s central for the yearly and Toronto officesevent, spendtesting weeks recipes preparing decorations. the auction for the yearly During event, testing recipesitself, and they engage During in bidding to drive decorations. thestrategies auction itself, up the priceinsobidding the staff-designated charity they engage strategies to drive receives the maximum benefit. Thischarity year, up the price so the staff-designated the College provided Toronto’s Goodyear, Foot receives the maximum benefit. This Delivery, employing the Collegea delivery providedservice Toronto’s Good Foot people with disabilities, a cheque for Delivery, a delivery service employing $1,751.15 the auction proceeds people withfrom disabilities, a cheque for alone.

Some 300 people, three-quarters the $1,751.15 from the auction proceedsofalone. entire turn out for the Somestaff, 300typically people, three-quarters of cake the auction.

Newly minted entire staff, typically turnCollege out forRegistrar the cake and CEO Nancy Whitmore attended for auction.

Newly minted College Registrar the first andWhitmore was bowled over byfor the and CEOtime Nancy attended enthusiasm. the first time and was bowled over by the enthusiasm.

If you trust employees to get the they will gettoitget done.

Ifwork you done, trust employees the work done, they will get it done.

Nancy Whitmore Registrar and CEO Nancy Whitmore Registrar and CEO

“It demonstrates a level of engagement and that’s arare “Itkeenness demonstrates levelinofworkplaces,” engagementsays Whitmore, wasrare CEO at one regional and keennesswho that’s in workplaces,” says hospital andwho worked in others, both as an Whitmore, was CEO at one regional administrator and a practising obstetrician/ hospital and worked in others, both as an gynecologist, before joining theobstetrician/ College administrator and a practising in June. “It also shows how committed gynecologist, before joining the College theJune. staff“It is to ourshows mandate serving the in also how of committed public. to regulate medicalthe the staff Our is tojob ourismandate of serving practiceOur in the interest,medical and our public. jobpublic is to regulate employees’ dedication to connecting practice in the public interest, and ourwith the community through employees’ dedication to charitable connectingactivities with reinforces that mission.” the community through charitable activities reinforces that mission.”

CPSO EMPLOYEES VOLUNTEERING AT A CHARITY EVENT CPSO EMPLOYEES VOLUNTEERING AT A CHARITY EVENT

In addition to participating in office fundraisers such as the cake auction, In addition to participating in office employees get two days off annually, fundraisers suchupastothe cake auction, with pay, to charitable employees getdevote up to to two days off activities annually, of theirpay, choosing. with to devote to charitable activities of The cake auction is not the College’s their choosing. only activity. establishing Thestaff-driven cake auction is notEven the College’s critical organizational values as only staff-driven activity.

Evensuch establishing accountability, trust and wellness come critical organizational values such as from the employees themselves, accountability, trust and wellnessrather come than beingthe setemployees by a boardthemselves, of directorsrather or senior from than management.

“If theofvalues are embraced being set by a board directors or senior from the bottom up, values management does management.

“If the are embraced not have to do a selling job,” Whitmore from the bottom up, management does says.have “And, clearly, the buy-in is that much not to do a selling job,” Whitmore stronger.” says.

“And, clearly, the buy-in is that much Another College corporate value is a stronger.” dedication to life-long learning.

“We Another College corporate value is ahave a highly educated stafflearning. constantly seeking dedication to life-long “We have a highly educated staff constantly seeking

to learn more and develop their skills,” says Whitmore.

They encouraged to takesays on to learn more and are develop their skills,” new challenges helped Whitmore.

Theyand areresponsibilities, encouraged to take on alongchallenges with tuition of up tohelped $3,000 new and subsidies responsibilities, annually. along with tuition subsidies of up to $3,000 Meanwhile, the College’s commitment annually. toMeanwhile, its wellness the value is manifested in many College’s commitment ways.

Subsidized meditation, yogainand to its wellness value is manifested many PilatesSubsidized classes aremeditation, offered on site. ways. yogaHealth and insurance premiums are covered, 100 per Pilates classes are offered on site. Health cent. There is flexibility in hours 100 worked insurance premiums are covered, per and whether work happens home or cent.

There is the flexibility in hoursatworked at the office. the Sayswork Whitmore: trust and whether happens“If at you home or employees get the work done, theytrust will at the office.toSays Whitmore: “If you get it done.toAnd theirwork physical and employees get the done,health they will well-being essential to work-life balance, get it done. isAnd their physical health and a balance that’s essential to keepingbalance, people well-being is essential to work-life andthat’s productive ahappy balance essentialattowork.” keeping people Theand formula seems at to work.” be working. happy productive The formula seems to be working.

Turnover is low and someone like Natalie Novak, who hasand beensomeone with thelike College for Turnover is low Natalie seven years, herself “newbie.”

Novak, who considers has been with thea College for Says Novak: “Before Iherself joinedathe College, seven years, considers “newbie.”

I would stay“Before in a jobIfor threethe to College, five Says Novak: joined I have Iyears. wouldHere, stay in a jobnot forbeen threetempted to five to leave. Here, Our work thetempted public, to and years.

I havesupports not been the College supports us. Not many other leave.

Our work supports the public, and organizations encourage and many back you to the College supports us. Not other grow professionally whileand alsoback caring organizations encourage youfor to your professionally personal well-being.” grow while also caring for Before applying to the College, your personal well-being.”

Novak a background check on the Beforedid applying to the College, organization.

She turned check first toonthe Novak did a background theannual Top Employers to seefirst if the had organization.

Shelistturned to College the annual madeEmployers it. “I was list delighted notCollege only find Top to see iftothe hadit on theit.list,” shedelighted says, “buttothat ticked made “I was notitonly findoffit all the my list,” boxes:she work-life balance, on says, “but that itlong-term ticked off learning, benefits, retirement all my boxes: work-life balance,planning, long-term community engagement.” learning, benefits, retirement planning, She adds:engagement.”

“The entire package also community aligned with“The my personal values. also The She adds: entire package Collegewith is a place that gives you something aligned my personal values.

The to believe whenthat yougives wakeyou up something in the College is ainplace morning.

It always liveswake up toupitsinpromise. to believe in when you the Otherwise, wouldn’t morning.

It Ialways livesstill up be to here.” its promise.

Otherwise, I wouldn’t still be here.”

396 396 44.3 44.3 66% 66% 500 500

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA YEARS, AVERAGE AGE OF ALLAVERAGE EMPLOYEES YEARS, AGE OF ALL EMPLOYEES OF EXECUTIVE TEAM ARE WOMEN OF EXECUTIVE TEAM ARE WOMEN STAFF VOLUNTEER HOURSVOLUNTEER LAST YEAR STAFF HOURS LAST YEAR

26

( 2019 )

Students Students aren’t aren’t the the only only learners learners at at Durham Durham College College

W

hen Jennifer Cosway received a jobCosway offer from hen Jennifer Durham Applied received aCollege job offeroffrom Arts and Technology in Durham College of Applied Oshawa almost Arts two years ago, she was,inshe and Technology says, ecstatic.

Based Durham College’s Oshawa almost two on years ago, she was, she reputation, Cosway she would be says, ecstatic.

Based knew on Durham College’s working for Cosway an organization was be reputation, knew shethat would committed a positive working fortoanmaking organization thatcontribution was to the lives of just its studentscontribution but to its committed to not making a positive employees to the to the livesand of not justcommunity its students as butwell. to its “All that hasand proven be true,” says Cosway, employees to thetocommunity as well.

Associate Vice-President, Resources.

“All that has proven to beHuman true,” says Cosway, While the primary focus at Durham Associate Vice-President, Human Resources.

College providing Whileisthe primarydiverse focus atexperiences Durham and experiential learning opportunities College is providing diverse experiencesto more than 12,000learning full-time post-secondary and experiential opportunities to and students,post-secondary the employees moreapprenticeship than 12,000 full-time are well-served,students, particularly terms of andalso apprenticeship thein employees their own professional development.

Asideof are also well-served, particularly in terms from tuition reimbursement program for their aown professional development.

Aside courses at otherreimbursement institutions, employees from a tuition program for have access to any Ministry ofemployees Educationcourses at other institutions, funded course offered at Durham College have access to any Ministry of Educationfor onlycourse $20. “At the end of the day, the funded offered at Durham College more we $20. enrich for only “Atour theemployees, end of thethe day,more the we enrich our whole organization,” says more we enrich our employees, the more Cosway. we enrich our whole organization,” says Cosway.

At the end of the day, the more we enrich At the our end employees, of the day, the more we enrich our whole organization. employees, the more we enrich our whole organization.

Jennifer Cosway

Associate Vice-President, Jennifer Cosway Human Resources Associate Vice-President, Human Resources

“It’s not an organization that says we’re not“It’s going too much in says people nottoaninvest organization that we’re in theytoleave; us spread our notcase going investthey too let much in people wings,” says leave; Amit Maraj, Professor in the in case they they leta us spread our School Business, IT anda Management. wings,”ofsays Amit Maraj, Professor in the “It makes want to back and School of me Business, ITcome and Management.

“It makes me want to come back and

AMIT MARAJ IS A PROFESSOR IN THE ARTIFICIAL INTELLIGENCE ANALYSIS, DESIGN AND IMPLEMENTATION, CERTIFICATE PROGRAM AT DURHAM COLLEGE AMIT MARAJ IS A PROFESSOR IN THE ARTIFICIALGRADUATE INTELLIGENCE ANALYSIS, DESIGN AND IMPLEMENTATION, GRADUATE CERTIFICATE PROGRAM AT DURHAM COLLEGE

deliver to everyone else even more.”

Sincetoheeveryone started atelse Durham College, deliver even more.” part-time 2014 and full-timeCollege, in 2017, Since heinstarted at Durham Maraj has in completed master’sindegree part-time 2014 andhisfull-time 2017, and is now working onhishismaster’s PhD –degree both Maraj has completed with college’s financial dayand isthe now working on his help PhDand – both to-day accommodations. with the college’s financialOver helpthe andpast dayyear, he’s attended four conferences and to-day accommodations.

Over the past has many courses.

Through theand year,taken he’s attended four conferences college itself, there are opportunities has taken many courses.

Through theto take workshops onthere all types of subjects – from college itself, are opportunities to take learning how content to –how to workshops ontoalldeliver types of subjects from work withhow artificial intelligence.

And theto learning to deliver content to how school’s Leave for Change program allows work with artificial intelligence.

And the employees to transform vacation time school’s Leave for Change program allows into international personal development employees to transform vacation time opportunities. into international personal development “It’s not just sending someone to a opportunities. conference and sending that being the endtoofa it,” “It’s not just someone conference and that being the end of it,”

GREATER TORONTO GREATER TORONTO TOP EMPLOYER FOR TOP EMPLOYER FOR

8 YEARS

says Maraj. “It’s an ongoing relationship.

My always drills into usrelationship. that if you saysdean Maraj.

“It’s an ongoing want to goalways and learn orifdoyou My dean drillssomething into us that something, don’tlearn hesitate to ask. or They’re want to go and something do more than happy to let you a part of something, don’t hesitate to be ask.

They’re anything wanttotoletdo.” more thanyou happy you be a part of And that’s anything youpart wantoftowhat do.”makes working at Durham enjoyable Maraj.

And that’sCollege part ofsowhat makes for working “Every day, College it’s a newsoexperience,” says, at Durham enjoyable forheMaraj.

“And that’s what keeps me happy “EveryI think day, it’s a new experience,” he says, with culture andwhat the work “Andthe I think that’s keeps environment me happy –with no two days areand thethe same.” fact, the culture workInenvironment Maraj hardly what he – no two daysconsiders are the same.”

In does fact, to be work.

“To considers play a hand in the growth Maraj hardly what he does to of individual from a first-year student be an work.

“To play a hand in the growth to is really of an industry-ready individual fromprofessional a first-year student rewarding and fulfilling,” he says. is“Ireally think to an industry-ready professional that’s one of thefulfilling,” hidden gems of the rewarding and he says.

“I job.” think Having thethe opportunity to work that’s one of hidden gems of thewith job.”

Having the opportunity to work with

students outside of the classroom is something Marajof is the excited about. isThe AI students outside classroom Hub, a newMaraj initiative of Durham something is excited about.College, The AI matches faculty and talented students with Hub, a new initiative of Durham College, industry partnersand to work on students artificial with matches faculty talented intelligence-based solutions business industry partners to work ontoartificial problems.

Maraj hires students to take intelligence-based solutions to business some of these projects starttototake finish problems.

Maraj hires from students with providing experience somehim, of these projectsvaluable from start to finish for involvedvaluable and building deeper witheveryone him, providing experience relationships. for everyone involved and building deeper Durham College is also an important relationships. part of the local community, its Durham College is also an and important employees in a number part of the give localback community, and of its ways.

There’s the give annual campaign employees backfund-raising in a number of ways. for United which typically campaign raises There’s the Way, annual fund-raising $25,000. employees volunteer doing for UnitedAnd Way, which typically raises food prep And and serving at avolunteer local community $25,000. employees doing kitchen onand the serving first Thursday of community every food prep at a local month. alsoThursday an annualofdrive kitchen There on theisfirst everyto support students whoan might notdrive haveto month. There is also annual the means to provide meal around support students whoamight not havethe holidays. the means to provide a meal around the “To be in an organization that’s making holidays. that kind both to students “To be of in contribution, an organization that’s making individually to our community, is just that kind of and contribution, both to students incredibly satisfying,” Cosway. is just individually and to oursays community, incredibly satisfying,” says Cosway.

788 788 52 52

43 43 12,000 12,000

“Collaboration is a fundamental aspect of “Collaboration a fundamental aspect of my success, it’sisimportant that I integrate my work success, thatcommunity I integrate my withit’s myimportant colleagues, my work withto myachieve colleagues, community and students my goals.” and students to achieve my goals.”

Kelly O’Brien Kelly O’Brien Winner – 2018 Employee Award of Excellence Winner – 2018 Employee Award of Excellence

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA WEEKS, MATERNITY & PARENTAL TOP-UP&PAY WEEKS,LEAVE MATERNITY PARENTAL LEAVE TOP-UP PAY YEARS, LONGESTSERVING EMPLOYEE YEARS, LONGESTSERVING EMPLOYEE EMPLOYEE VOLUNTEER HOURS LAST YEAR EMPLOYEE VOLUNTEER HOURS LAST YEAR

27

( 2019 )

Finding Finding meaning meaning and and purpose purpose at at Ecclesiastical Ecclesiastical Insurance Insurance

S

ometimes people struggle to find meaning purpose in their dayometimesand people struggle to find to-day work But in sometimes meaning andlives. purpose their dayit’s builtwork rightlives. into But the fabric of their to-day sometimes employer.

Ecclesiastical it’s built right intoInsurance the fabric is of one their of those employers. employer.

Ecclesiastical Insurance is one from the premise that we want of “We thosestart employers. to “We do good,” says CEO Jacinta Whyte. start from the premise that we “The want values we try to people are to “The do to do good,” saysinspire CEO in Jacinta Whyte. the right the right reasons values wething try tofor inspire in people areintothe do right way.” the right thing for the right reasons in the Ecclesiastical was founded in Great Britain right way.” in 1887, initiallywas to provide Ecclesiastical foundedaffordable in Great Britain insurance for St. Paul’s Cathedral in London. in 1887, initially to provide affordable It began operating in Canada in 1972 and insurance for St. Paul’s Cathedral in London. now has offices in Toronto, Dartmouth, It began operating in Canada in 1972 and Calgary Vancouver.

While about a now hasand offices in Toronto, Dartmouth, quarter itsVancouver. business is still related Calgaryof and While abouttoafaithbased now meets quarterorganizations, of its businessEcclesiastical is still related to faiththe insurance needs ofEcclesiastical several specialty based organizations, now meets sectors, including registered and the insurance needs of severalcharities specialty non-profit organizations, performing arts sectors, including registered charities and spaces (among them, Toronto’s iconic arts non-profit organizations, performing Massey Hall and Roy Toronto’s Thompsoniconic Hall), spaces (among them, educational Massey Hallfacilities, and Royretirement Thompsonhomes, Hall), and museums and heritageretirement buildings homes, across and educational facilities, Canada. museums and heritage buildings across Ecclesiastical is owned by Allchurches Canada.

Trust Limited (ATL), oneby of Allchurches Britain’s largest Ecclesiastical is owned registered charities.

Allone net of profits fromlargest Trust Limited (ATL), Britain’s Ecclesiastical are turned overprofits to ATL and registered charities.

All net from redistributed initiatives.

Ecclesiastical to arecharitable turned over to ATL and redistributed to charitable initiatives.

We start from the premise that we want to do good.

We start from the premise that we want to do good.

Jacinta Whyte CEO Jacinta Whyte

CEO

Mary McGolrick joined Ecclesiastical working as a filing clerk at its Toronto head Mary McGolrick joined Ecclesiastical office.

Today, she isclerk a Senior working as a filing at itsUnderwriter Toronto head who takes greatshepride in serving clients who, office.

Today, is a Senior Underwriter in turn, serve their communities. who takes great pride in serving clients who, in turn, serve their communities.

ECCLESIASTICAL INSURANCE OFFICE EMPLOYEES PREPARE TO RIDE ON THE BIG BIKE FOR HEART AND STROKE FOUNDATION ECCLESIASTICAL INSURANCE OFFICE EMPLOYEES PREPARE TO RIDE ON THE BIG BIKE FOR HEART AND STROKE FOUNDATION

“The fact that our parent company is a not-for-profit a big thingcompany for me,” is “The fact thatisour parent says McGolrick.is“Just money a not-for-profit a bigmaking thing for me,”for shareholders would notmaking bring value to for my says McGolrick.

“Just money work.

It’s alsowould great that so many of to ourmy shareholders not bring value clients are also in the business helping others. work. It’s great that soofmany of our It’s all about back toofthe community.” clients are in giving the business helping others. beneficial relationships feed each It’sThe all about giving back to theoften community.” other, ripples relationships in a pool. Foroften example, one Thelike beneficial feed each of Ecclesiastical’s is theFor Yonge Streetone other, like ripplesclients in a pool. example, Mission (YSM) and one isofthe YSM’s functions of Ecclesiastical’s clients Yonge Street isMission serving(YSM) street youth.

Ecclesiastical has given and one of YSM’s functions some of the young people helped by has YSM is serving street youth.

Ecclesiastical given spots 12-week some in of athe young office peopleplacement helped byprogram.

YSM The to give them credential program. to put spotsgoal in ais12-week officeaplacement on to get a job.

In some to cases, Thetheir goalresume is to give them a credential put they’ve uptoworking forInEcclesiastical. on theirended resume get a job. some cases, The synergies end for there. they’ve ended updon’t working Ecclesiastical.

Ecclesiastical employees arethere. given up to two The synergies don’t end Ecclesiastical employees are given up to two

paid days annually to volunteer. In Toronto, organizations like the Mission, Tim paid days annually to Scott volunteer.

In Toronto, Horton Children’s Foundation and Kids organizations like the Scott Mission, TimHelp Phone among the beneficiaries thoseHelp Hortonare Children’s Foundation andofKids volunteer Phone arehours. among the beneficiaries of those When interviewing potential employees, volunteer hours.

Whyte says “fit” is the potential top priority.

When interviewing employees, “We believe weiscan up expertise and Whyte says “fit” thebuild top priority. knowledge,” sheweexplains.

“But meansand “We believe can build up ‘fit’ expertise people who can work an knowledge,” shecollaborate, explains. “But ‘fit’inmeans interdependent and work share in ownership people who can fashion, collaborate, an and accountability.

We also people interdependent fashion, andlook shareforownership with a good moral compass and accountability.

We also and lookcommitment for people to community involvement.” with a good moral compass and commitment offers a two-year paid to Ecclesiastical community involvement.” internship program designed to develop Ecclesiastical offers a two-year paid future leaders and experts.

In to addition internship program designed develop to rotating through variousIn parts of the future leaders and experts. addition business andthrough earningvarious the necessary to rotating parts ofinsurance the business and earning the necessary insurance

accreditations, each intern is placed on onemonth secondments at twoisnon-profit accreditations, each intern placed on oneorganizations. month secondments at two non-profit “We find the intern program is a big draw organizations. for“We young people who are looking find the intern program is aforbiga draw career that’speople fulfilling for young whoand are meaningful,” looking for a says Whyte.

“It’s fulfilling an engaging and it helps career that’s andprocess meaningful,” says build a legacy will allow this and very itunique Whyte.

“It’s anthat engaging process helps company to continue succeed.” build a legacy that willtoallow this very unique McGolrick says she to takes great pleasure in company to continue succeed.” mentoring interns othergreat new hires.

McGolrick says and she takes pleasure in “Ecclesiastical has supported lot over mentoring interns and other me newa hires. the years, helping to find me andabuild a “Ecclesiastical has me supported lot over career.

This is another way I can back.” the years, helping me to find andgive build a Another advantage of career.

Thisbig is another wayis Ithe canrange give back.” work on offer Ecclesiastical.

Another bigatadvantage is the range of “It’sonnot your average square box,” work offer at Ecclesiastical. says McGolrick.

“As an underwriter, “It’s not your average square box,” you to put yourself in the thought says have McGolrick.

“As an underwriter, processes of the youthe arethought serving. you have to put segment yourself in Here, we have think about assessing processes of thetosegment you are serving. risks performances spaces Here,for webeautiful have to think about assessing like Hall, churches with built-in risksMassey for beautiful performances spaces organs, heritage like Massey Hall,buildings churchesand withnon-profit built-in agencies.

Our clients’ needsand arenon-profit unique organs, heritage buildings and alwaysOur evolving. a challenge, but a agencies. clients’It’s needs are unique rewarding and alwaysone.” evolving. It’s a challenge, but a rewarding one.”

75 75 55% 55%

15% 15% + $41,000 $41,000+

FULL-TIME EMPLOYEES FULL-TIME EMPLOYEES OF MANAGERS AREMANAGERS FEMALE OF ARE FEMALE OF STAFF WORK REMOTELY OF STAFF WORK REMOTELY RAISED BY STAFF FORRAISED CHARITY 2018

BY IN STAFF FOR CHARITY IN 2018

Protecting Protecting those those who who enrich enrich the the lives of others for over 130 years. lives of others for over 130 years.

Join Join us us at at ecclesiastical.ca/careers ecclesiastical.ca/careers

Trusted. Ethical. Specialist.

Trusted. Ethical. Specialist.

28

( 2019 )

Employees have have their their own own voice voice at at Fidelity Fidelity Canada Canada Employees

C

ameron Chamberlain is a “goto guy” at Fidelity Canada. ameron Chamberlain is a “goAnguy” Investment Analyst in the to at Fidelity Canada. company’s product research An Investment Analyst in thegroup, he specializes in Canadian equities, staying company’s product research group, current on theinstocks that are held by 10 he specializes Canadian equities, staying Fidelity on mutual funds.that are held by 10 current the stocks “I work closelyfunds. with our Canadian equity Fidelity mutual portfolio andour research analysts “I workmanagers closely with Canadian equity to communicate their to theanalysts broader portfolio managers andideas research Fidelity organization,” he says.

“When our to communicate their ideas to the broader employees have questions about“When the Canadian Fidelity organization,” he says. our equity market what theabout portfolio employees haveorquestions the managers Canadian are thinking come to managers me.” equity marketorordoing, what they the portfolio Canada is one ofcome the country’s areFidelity thinking or doing, they to me.” leading investment firms, Fidelity Canada ismanagement one of the country’s managing $136 billion in mutualfirms, fund and leading investment management institutional assets.

Partin ofmutual the global Fidelity managing $136 billion fund and organization,assets. the Canadian operation is institutional Part of the global Fidelity headquarteredthe in Toronto, 972 is of its organization, Canadianwhere operation 1,074 employees located. headquartered in are Toronto, where 972 of its Fidelity’s workplace culture emphasizes 1,074 employees are located. continuous learning and continuous Fidelity’s workplace culture emphasizes improvement.

“An employee needs more continuous learning and continuous than merely a job be engaged,” Diana improvement.

“Antoemployee needssays more Godfrey, Senior President, Human than merely a jobVice to be engaged,” says Diana Resources.Senior “We like hire people who want Godfrey, VicetoPresident, Human to grow their careers with Resources.

“We like to hireus.” people who want to grow their careers with us.”

An employee needs more than merely a job toneeds be engaged.

We An employee more than like to hire who want We to merely a jobpeople to be engaged. growtotheir with want us. to like hire careers people who grow their careers with us.

Diana Godfrey Senior ViceGodfrey President, Diana

Human Senior ViceResources President, Human Resources

Chamberlain first worked for Fidelity as a co-op student, first doing three terms while as Chamberlain worked for Fidelity his commerce at thewhile University aearning co-op student, doingdegree three terms of Guelph. joined the company earning his He commerce degree at the full-time University as an Investment Associate in 2017, full-time and of Guelph.

He joined the company as an Investment Associate in 2017, and

FIDELITY CANADA EMPLOYEES PARTICIPATING IN THE RIDE TO CONQUER CANCER FIDELITY CANADA EMPLOYEES PARTICIPATING IN THE RIDE TO CONQUER CANCER

was promoted in June 2018 to Investment Analyst. was promoted in June 2018 to Investment He appreciates the resources and training Analyst. that devotes its staff. and “I saw that HeFidelity appreciates thetoresources training as a student sincetoI’ve fullthat Fidelity and devotes its been staff. here “I saw that time,” he says. to the as a student and“Fidelity’s since I’vecommitment been here fullprofessional and“Fidelity’s personal commitment growth of employees time,” he says. to the at all levels ofand thepersonal organization really stands professional growth of employees outalltolevels me.”of the organization really stands at outIntoaddition me.” to the extensive training it makes availabletointernally, the firm encourages In addition the extensive training it ongoing education externally. made 97 makes available internally, the It firm encourages tuition reimbursements in theItpast eight ongoing education externally. made 97 months.reimbursements Chamberlain, having passed the first tuition in the past eight two levelsChamberlain, of the Chartered Financial months. having passed Analyst the first (CFA) designation exams, isFinancial among those two levels of the Chartered Analyst who have benefited.exams, (He aims to passthose the (CFA) designation is among final have exambenefited. next June,(He at which time who aims to passhe’ll thealso receive an accreditation final exam next June, at bonus.) which time he’ll also receive an accreditation bonus.)

Along with traditional mentoring – where a senior advises amentoring more junior Alongmanager with traditional – where – Fidelity’s Mentor Match program aemployee senior manager advises a more junior includes reverse mentoring, executives employee – Fidelity’s Mentorwhere Match program are mentored bymentoring, younger employees, and includes reverse where executives peer-to-peer are mentoredmentoring. by youngerChamberlain, employees, and who was paired with a member of the legal peer-to-peer mentoring.

Chamberlain, department, valued chance to about who was paired withthe a member of learn the legal the companyvalued from athe different department, chanceperspective. to learn about Employee innovation theFidelity’s companyVoice fromofa the different perspective. program enlists employee feedback innovation and Fidelity’s Voice of the Employee recommendations for improved processes. program enlists employee feedback and “We evaluate each for recommendation,” says recommendations improved processes.

Godfrey, “andeach if werecommendation,” don’t implement it,says we go “We evaluate back to the employee andimplement explain whyit,not.”

Godfrey, “and if we don’t we go In to 2017, the Canadian back the employee and organization explain why not.” received 132the ideas and handed out 17 prizes In 2017, Canadian organization of $300. 132 Theideas originators of the out top 17 four ideas received and handed prizes were awarded an additional $2,000 each.ideas of $300.

The originators of the top four were awarded an additional $2,000 each.

Outstanding employees employees Outstanding take us us to to new new heights heights take careers.fidelity.ca careers.fidelity.ca

One of the ideas recognized was a web-based transcription service that allows to do One of the ideas recognized was Fidelity a web-based reporting off what otherwise just to be do transcription servicewould that allows Fidelity audio files.off what would otherwise just be reporting Fidelity audio files.backs employees who give to their communities.

Chamberlain, for example, sits Fidelity backs employees who give to their on a young leaders committeeforatexample, the George communities.

Chamberlain, sits Hull Centreleaders for Children and Families, which on a young committee at the George offersCentre mentalfor health services childrenwhich from Hull Children andforFamilies, birth through age 18services and their offers mental health forfamilies. children from Thethrough committee organized a “country birth age 18 and their families. fair” event raise both organized money and awarenessfair” for Thetocommittee a “country the centre.

“When we wereand seeking support, event to raise both money awareness for Fidelity, knowing waswere passionate this the centre.

“WhenI we seekingabout support, charity, assisted,” Fidelity, knowing says I wasChamberlain. passionate about this Through time or Fidelity Canada charity, assisted,” saysmoney, Chamberlain. contributed to 890 last year.Canada The Through time or charities money, Fidelity organizationtoincreased the paid contributed 890 charities lasttime year.off The for staff to volunteer, one day two organization increasedfrom the paid timetooff daysstaff annually.

This enables an employee for to volunteer, from one day to twoto volunteer on aThis Fidelity teamanproject and to also days annually. enables employee devote time his or her personal cause. volunteer ontoa Fidelity team project and also Fidelity provides $100 donation devote timealso to his or herapersonal cause. for employees whoprovides have volunteered for at least Fidelity also a $100 donation for 10 hours. Says “There are employees whoGodfrey: have volunteered formany at least different in which“There employees can 10 hours. ways Says Godfrey: are many influenceways how in thewhich company spendscan money different employees on charitable influence howendeavours.” the company spends money on charitable endeavours.”

1,074 1,074 890 890

2,510 2,510 23,263 23,263

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA CHARITIES HELPED LAST YEAR CHARITIES HELPED LAST YEAR STAFF VOLUNTEER HOURS LAST YEAR STAFF VOLUNTEER HOURS LAST YEAR JOBS APPLICATIONS RECEIVED LAST 12 MONTHS JOBSINAPPLICATIONS RECEIVED IN LAST 12 MONTHS

29

( 2019 )

Ride Ride ‘a ‘a rocket rocket ship’ ship’ of of growth growth at at Fleet Fleet Complete Complete

T

he pace of growth at Fleet Complete beenatremarkable. he pace of has growth Fleet In 2014, the Complete hasToronto-based been remarkable. company hadToronto-based roughly 80 In 2014, the employeescompany between Canada and the had roughly 80 United States.

Today, Fleet Complete hastheover employees between Canada and United 500 employees globally and operates in States.

Today, Fleet Complete has over 15 500countries. employees globally and operates in been a rocket ship,” says Larry Indovina, 15“It’s countries.

Executive Vice President, Resources.

“It’s been a rocket ship,”Human says Larry Indovina, “It’s also opened up a world of opportunity.

Executive Vice President, Human Resources.We are changing and of moving forwardWe in “It’sconstantly also opened up a world opportunity. positive ways that allow all us to tackle somein are constantly changing andofmoving forward incredible challenges.

There positive ways that allow all ofareuscertainly to tackleno some boring dayschallenges. at Fleet Complete.” incredible There are certainly no Founded 1998,Complete.”

Fleet Complete offers boring days in at Fleet connected to companies Foundedmobility in 1998,solutions Fleet Complete offers with fleets, mobility assets andsolutions mobile workers.

Initially connected to companies focused on the courier serviceworkers. industry,Initially the with fleets, assets and mobile company expanded across multiple focused onquickly the courier service industry, the sectors, including transportation company quickly distribution, expanded across multiple and fieldincluding services. Currently thetransportation fastestsectors, distribution, growing provider in world, Fleet and fieldtelematics services. Currently thethe fastestComplete offers industry-leading growing telematics provider in thetechnology world, Fleet and global offers partnerships with prominent Complete industry-leading technology automotive manufacturers to prominent help customers and global partnerships with transform businesses from inside out. automotivetheir manufacturers to help customers transform their businesses from inside out.

Working here has been a constant education.

Working here has been a constant education.

Gary Leung

Team Lead, Development Gary Leung Team Lead, Development

Gary Leung has been with the company from theLeung beginning, starting part of a small Gary has been withasthe company group thatbeginning, worked onstarting product out from the as solutions part of a small of the basement of the companysolutions founder’sout group that worked on product house.

Now a Team Lead for Development, of the basement of the company founder’s Leung at Lead the opportunities he’s house. looks Now aback Team for Development, been appreciate the incredible he’s growth Leunggiven lookstoback at the opportunities that has witnessed. beenhe given to appreciate the incredible growth that he has witnessed.

TONY LOURAKIS, CEO AT FLEET COMPLETE SPEAKING AT THE COMPANY’S GLOBAL SALES SUMMIT TONY LOURAKIS, CEO AT FLEET COMPLETE SPEAKING AT THE COMPANY’S GLOBAL SALES SUMMIT

“Working here has been a constant education,” says. used “Workinghehere has“We’ve been aalways constant leading-edge technologies that’sused exposed education,” he says. “We’veand always me to a lot oftechnologies exciting challenges.” leading-edge and that’s exposed satisfying aspects of the meOne to aof lotthe of most exciting challenges.” work, Leung, knowingaspects that Fleet Oneadds of the mostissatisfying of the Complete giving is companies, big and work, addsisLeung, knowing that Fleetsmall, the tools they need to succeed. big and small, Complete is giving companies, lot of ourneed clients are passionate the“Atools they to succeed. about what theyclients do. Soare wepassionate understand the “A lot of our importance ourdo. work andunderstand the difference about what of they So we the our productsofand canthe make in importance ourservices work and difference helping peopleand runservices their businesses our products can makeand in earn a livelihood.” helping people run their businesses and earn a While much has changed as the company livelihood.” grew, Indovina the workplace While much says has changed as the culture company remains stronglysays rooted in four keyculture values grew, Indovina the workplace –remains People,strongly Productivity, rootedInnovation in four keyand values Quality. new employees participate – People,All Productivity, Innovation and in a week-long program, JumpStart, Quality. Allonboarding new employees participate in a which includes detailedprogram, discussionJumpStart, of how week-long onboarding they incorporate these values into their whichcan includes detailed discussion of how they can incorporate these values into their

day-to-day-activities.

Employees are also encouraged to uphold day-to-day-activities. another criticalare priority – keeping to theuphold Employees also encouraged customer satisfied. another critical priority – keeping the “We always tell our employees that when customer satisfied. they arealways makingtella decision that’s going “We our employees that when to impact the customer, do that’s it in the most they are making a decision going customer-centric way possible,” Indovina. to impact the customer, do it in says the most “You are never going get penalized at Fleet customer-centric waytopossible,” says Indovina.

Complete for making that’satright “You are never going toa decision get penalized Fleet for the client.”

Complete for making a decision that’s right forEmployees the client.”are continually engaged in open, two-wayare communication.

All of in Employees continually engaged Fleet global operations open,Complete’s two-way communication.

Allare ofnow connected through video-conferencing Fleet Complete’s global operations are now technology, allowingvideo-conferencing for much greater “face connected through time” between far-flung Fleet technology, allowing for colleagues. much greater “face Complete’s founder and colleagues.

Chief Executive time” between far-flung Fleet Officer, Tony Lourakis, all employees Complete’s founder andensures Chief Executive are aligned onLourakis, the current state of Officer, Tony ensures allaffairs employees in company. streams andofrecords arethe aligned on theHecurrent state affairs monthly updatesHe at the company’s Toronto in the company. streams and records monthly updates at the company’s Toronto

headquarters to provide business updates, discuss longer-term goalsbusiness and takeupdates, questions headquarters to provide from employees.

These areand broadcast to all of discuss longer-term goals take questions the offices.are broadcast to all of frominternational employees. These wellness is strongly promoted. theEmployee international offices.

TheEmployee company’s Toronto location promoted. has access to wellness is strongly aThe gym, a wellnessToronto room and regular company’s location haslunchtime access to meditation sessions led by member. a gym, a wellness room anda staff regular lunchtime All-employee social outings meditation sessions led by a have staff included member.

Blue Jays baseball games andhave a cruise on All-employee social outings included Lake Ontario.

Thegames weeklyand Thursday Blue Jays baseball a cruiseHappy on Hour is a popular it is at every Fleet Lake Ontario.

Theevent, weeklyasThursday Happy Complete office around Hour is a popular event,the as itglobe. is at every Fleet When interviewing new Complete office around therecruits, globe. Indovina saysWhen he looks for individuals “who areIndovina selfinterviewing new recruits, aware, and adaptable.

We need says heeager lookstoforlearn individuals “who are selfpeople who thrive onand change.

We move aware, eager to learn adaptable.

We fast need and it’s who the kind of on organization people thrive change. Wewhere, moveevery fast six the companywhere, expands and andorit’snine themonths, kind of organization every we new challenges to tackle.”expands and six have or nine months, the company sayschallenges that’s a bigtopart of why he’s weLeung have new tackle.” stayed at says Fleetthat’s Complete for of nearly two Leung a big part why he’s decades. stayed at Fleet Complete for nearly two “There’s a live, vibrant feel here,” he decades. says.

“We’reaencouraged innovate “There’s live, vibranttofeel here,” and he run ourencouraged best ideas. It’s definitelyand a says.with “We’re to innovate constant but you are alwaysa run with challenge, our best ideas.

It’s definitely exercising your brain.” constant challenge, but you are always exercising your brain.”

265 265 10,515 10,515 52 52 36 36

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA JOB APPLICATIONS RECEIVED LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR WEEKS, MATERNITY & PARENTAL TOP-UP&PAY WEEKS,LEAVE MATERNITY PARENTAL LEAVE TOP-UP PAY YEARS, AVERAGE AGE OF ALLAVERAGE EMPLOYEES YEARS, AGE OF ALL EMPLOYEES

In the heart of Toronto, Fleet Complete is proud to be recognized as a In the heart of Toronto, TORONTO'S Fleet Complete is EMPLOYER proud to be for recognized as a GREATER TOP GREATER TORONTO'S TOP EMPLOYER for

THREE CONSECUTIVE YEARS THREE CONSECUTIVE YEARS

We thank our employees for making us great.

We thank ourcareer employees for making us great.

Jumpstart your with Fleet Complete today!

Jumpstart your career with Fleet Complete today!

fleetcomplete.com/join-the-team fleetcomplete.com/join-the-team

30

( 2019 )

GE GE generates generates power power in in its its products products –– and and its its people people

A

transformation is under way at transformation underglobally way at General Electric,is both General Electric,according both globally and in Canada, to and in Canada, according to Meredith Keenan, Vice President President of HumanMeredith ResourcesKeenan, for GE Vice Canada. of “GE Human for GE Canada. has Resources had a very centralized structure, had a very centralized but“GE we’rehas currently going through structure, a but we’re currently goingthe through transformation to move centre aof gravity transformation move the centre gravity to our operatingtobusinesses, with a of smaller to our operating businesses, smaller administrative structure,” shewith says.a As more administrative structure,” says. As more decision-making authorityshe is transferred decision-making is transferred to the front lines,authority the company’s long-time to theon front lines, thetalent company’s long-time focus cultivating will become even focus important. on cultivating talent will become even more more GE’simportant. reputation for providing an GE’s reputation providing an environment wherefor people can achieve environment where peoplesuccess can achieve personal and professional was one personal and professional was oneas a reason Khizer Syed joinedsuccess the company reason Khizer technical internSyed ninejoined years the ago.company as a technical intern nine yearsbecause ago. it’s known “I was attracted to GE was attracted GE because it’s known for“Iharnessing and to developing talent.

When harnessing and Ideveloping When Ifor was at university also heard talent. how GE gives at university I also heard GE gives aI was priority to innovation, which how is important a priority to innovation, which important for an engineer,” says Syed, whoisgraduated for anthe engineer,” saysofSyed, whoingraduated from University Guelph computer from the University of Guelph in computer engineering and is now Senior Project engineering andHealthcare is now Senior Project Manager at GE Digital, based Manager at GE Healthcare Digital, basedin at the company’s Canadian headquarters at the company’s Mississauga, Ont.Canadian headquarters in Mississauga, Ont. The culture is very friendly and open.

Theaculture is very friendlyextremely and open.

It’s great environment, It’s a great diverse andenvironment, collaborative.extremely diverse and collaborative.

Khizer Syed

Senior Project Manager, GE Khizer Syed Healthcare Digital Senior Project Manager, GE Healthcare Digital

“We deal with medical imaging modalities “We with modalities such as deal X-rays andmedical MRIs,”imaging he explains.

“I such as andwhich MRIs,” he explains.

“I work inX-rays software, allows doctors to work in software, allows doctors interpret and workwhich with the images.

It’s to all interpret and work with the images.

It’s all about patient care. Some of the top hospitals about Some of the top hospitals in the patient countrycare. are our customers.” in the country are our customers.”

GE CANADA EMPLOYEE WORKING ON A WIND TURBINE ON MANITOULIN ISLAND GE CANADA EMPLOYEE WORKING ON A WIND TURBINE ON MANITOULIN ISLAND

GE’s other key lines of business include GE’s other keypower lines ofgeneration business include aviation engines, and aviation engines, generation andand wind. transmission, andpower renewables in hydro transmission, and renewables in hydro Syed’s progress at GE reflects the and wind.

Syed’s progress at GE reflects the company’s emphasis on learning and career company’s emphasis on learning and career growth.

After his internship, he worked growth.

After his hebusiness worked in marketing, theninternship, moved into in marketing,and thenfor moved intofour business development the past years has development for the past four years has been in projectand management. been in project management.

“The company helped me get my “Themanagement company helped me get myhe says. project certification,” project management certification,” he says.

“There are many learning opportunities “There are manymentorship. learning opportunities here, including I’ve had some here, including mentorship.

I’vemembers had some wonderful mentors, senior staff wonderful mentors, senior staff members who voluntarily provide support to younger who voluntarily provide to younger employees, setting us up support for success. employees, setting us up for success.

“The culture is very friendly and open. culture is very friendly anddiverse open.

It’s“The a great environment, extremely It’s acollaborative. great environment, extremely diverse and Some of the things I most and collaborative. Some of the things I most

enjoy about it are being able to talk with top enjoy abouthaving it are being to talk with top executives, accessable to other businesses executives, access toof other businesses within GE,having and being part the various within GE, and being part the various affinity networks within theofcompany.” affinity within Syed networks is a co-chair of the company.”

Young Syed is a co-chair of the Young Professionals Network, which bridges Professionals Network, whichand bridges the gap between its members senior the gap between its members senior management, bringing peopleand together management, bringing people together for learning, networking and discussing for learning, networking andworks discussing career opportunities.

It also with career opportunities.

It also works with community-based organizations such as community-based organizations such as Junior Achievement, which encourages Juniorschool Achievement, which encourages high students to succeed in a high school students to succeed in a global economy. global economy.

Community involvement is a high priority Community involvement a high priority at GE Canada, Keenan notes.is“For example, at GEbeen Canada, Keenan “For example, we’ve involved withnotes.

United Way we’ve been for involved Way campaigns a longwith time.United We have a very campaigns for a long time.

We have a very strong presence, through payroll deductions, strong presence, through payroll deductions,

fun events at different sites and an annual fun of events at different an annual day caring, when as sites manyand employees as day of caring, whenonasthe many employees as possible volunteer same day in June possible volunteer on the same day in June for all kinds of activities.” forGE all kinds of activities.” also partners with ACTUA, Canada’s GE also partners withtechnology, ACTUA, Canada’s largest STEM (science, largest STEM (science, technology, engineering and mathematics) outreach engineering anda focus mathematics) program, with on youngoutreach women. program, GE withisacommitted focus on young women.

Globally, to employing Globally,women GE is in committed to employing 20,000 STEM roles by 2020.

20,000 womenoffers in STEM GE Canada a fullroles rangebyof2020. employee GE Canada offersa share a full purchase range of employee benefits, including plan and a share purchase and abenefits, flexible including health benefits plan, whichplan has an a flexible health plan, which has an enhanced mentalbenefits health component. enhanced mental health “About five or six yearscomponent. ago we started a “About five ortosixaddress years ago we started major initiative mental health a major initiative to address mental health challenges experienced by employees or challenges experienced employees or a their families,” Keenan by says.

“We’ve built their families,” Keenanhealth says. “We’ve builtwho a community of mental champions community of mental champions who can discuss issues with health employees and direct can discuss issues resources.” with employees and direct them to available them to available In addition to resources.” its collaborative culture, In addition to its collaborative community involvement and focusculture, community involvement and focus on learning and career development, on learning career Keenan adds,and “the workdevelopment, we do here at Keenan adds, “theinteresting. work we do at GE is incredibly Wehere power GE world, is incredibly power the we careinteresting. for people.We The the world, we are carevast.” for people. The opportunities opportunities are vast.”

6,519 6,519 75% 75% 164 164 6,230 6,230

FULL-TIME STAFF FULL-TIME STAFF IN CANADA IN CANADA OF BOARD OF DIRECTORS OF BOARD OF DIRECTORS ARE WOMEN ARE WOMEN CHARITIES HELPED CHARITIES HELPED LAST YEAR LAST YEAR STAFF VOLUNTEER STAFF VOLUNTEER HOURS LAST YEAR HOURS LAST YEAR

31

( 2019 )

Continuouslearning learningand andimprovement improvement are are fundamental Continuous fundamentalatatGeorge GeorgeBrown BrownCollege College

W W

ith five university degrees his belt and years of ithunder five university degrees experience Fortune under his beltatand years 100 of companies, Robin Yap could experience at Fortune 100 have worked companies, anywhere in Robin the world. chose YapHe could College. haveGeorge workedBrown anywhere in the world. He chose ForBrown Yap, aCollege.

Professor and researcher in the George college’s Centre for Business, the deal For Yap, a Professor and researcher inwas the sealedCentre when he college’s forsuggested Business,an theinnovative deal was way of teaching Behaviourway course. sealed when his he Organizational suggested an innovative of Thehis veteran teacher – whose credentials teaching Organizational Behaviour course. include a lawteacher degree,–awhose master’s in computer The veteran credentials science and a doctorate in international include a law degree, a master’s in computer leadership – turns every class in the course science and a doctorate in international into a different social experiment. The leadership turns every class in the oncourse students– perform the experiment or offintocampus, a different experiment. andsocial then reconvene in The class to discuss students perform experiment on- orfull-time offthe results.

Yap,the who began teaching campus, and then reconvene in class toeight discuss at George Brown in 2014 following the years results. who work, begansays teaching full-timeto of Yap, part-time his approach at George Brown in 2014 following eight of experiential learning increases retention years of part-time sayscent his approach to course content work, by 62 per even six months experiential learning after the end of theincreases course. retention of course“That content byof62class percould cent even six months kind be a challenge afterforthe endorganizations, of the course.but not for this other “That kind class could Brown be a challenge school,” he of says.

“George said, ‘Sure, for other notfeeling for this let’s tryorganizations, it.’ That was abut good for me because realized I was Brown in an environment school,” he Isays.

“George said, ‘Sure, of and improvement.” let’scontinuous try it.’ Thatlearning was a good feeling for me because I realized I was in an environment of People really they’re doing continuous learning andfeel improvement.” work that’s good and important – helping students get prepared People really feel they’re doing for lifethat’s and shaping theimportant future workwork good and – force students of the city.get prepared for helping life and shaping Leslie the future workQuinlan force Vice-President, of the city. Human Resources

GEORGE BROWN COLLEGE, ST. JAMES CAMPUS

“I wanted to merge all those things into what I call my ‘sunset career’,” he says, “which means I be into this job forever!”

“Iwill wanted merge all those things into what I In all of thecareer’,” organizations has worked call my ‘sunset he says,he “which means I forbe over the years, Yap adds, he has never will in this job forever!” experienced level of support forworked In all of thethe organizations he has Brown foremployees over the that years,George Yap adds, he provides. has never That support reflected in many experienced theislevel of support forof the college’s policies and benefits. employees that George Brown provides. at George Brown’s ThatEmployees support isworking reflected in many of themain downtown campus, example, can take college’s policies andfor benefits. advantage of working a numberatofGeorge amenities, including and Organizational Development Employees Brown’s main Leslie Quinlan an employee loungefor (with a television, pool table downtown campus, example, can take Vice-President, Human Resources Yap, who also serves as chair of the college’s and table tennis), a variety of dining options, advantage of a number of amenities, including Organizational Development researchand ethics board, likes George Brown’s and free access to the college’s fitness facility, an employee lounge (with a television, pool table emphasis on applied research, as well as its including personal trainers and instructor-led Yap, whoinclusive also serves chair of the college’s and tablesuch tennis), a variety dining options, diverse, andaswelcoming environment. classes as yoga, Pilatesofand Zumba. research ethics board, likes George Brown’s and free access to the college’s fitness facility, emphasis on applied research, as well as its including personal trainers and instructor-led diverse, inclusive and welcoming environment. classes such as yoga, Pilates and Zumba.

As part of theBROWN organization’s as an CAMPUS GEORGE COLLEGE,role ST. JAMES educator, George Brown encourages ongoing employee with generous As partdevelopment of the organization’s role astuition an subsidies up to $20,000 for PhD studies, educator,ofGeorge Brown encourages ongoing as well as adevelopment variety of in-house and onlinetuition employee with generous training The college subsidiesprograms. of up to $20,000 foralso PhDoffers studies, tuition for eligible familyand members. as well rebates as a variety of in-house online In addition, the college provides training programs.

The college alsoexceptional offers top-up employees who are new tuition payments rebates forforeligible family members. mothers (to 93 per of salary for 52 weeks) In addition, the cent college provides exceptional and for fathers andfor adoptive parents (toare 93new top-up payments employees who per cent of salary for 35 weeks).

Employees mothers (to 93 per cent of salary for 52 weeks) can take advantage of subsidized andalso for fathers and adoptive parentsaccess (to 93to onsite daycare at the Casa Loma campus when per cent of salary for 35 weeks). Employees they return to work. can also take advantage of subsidized access to George Brown offers a variety of wellness onsite daycare at the Casa Lomaleave, campus when programs, personal development they return to work.

George Brown offers a variety of wellness programs, personal development leave,

generous extended health-care benefits and a defined benefit pension plan – an benefits increasing generous extended health-care and a rarity in Canada. defined benefit pension plan – an increasing Employee engagement surveys at George rarity in Canada.

Brown regularlyengagement show a high surveys degree of Employee atjob George satisfaction and pride, saysa Leslie Quinlan, Brown regularly show high degree of job Vice-President, Human satisfaction and pride,Resources says Leslieand Quinlan, Organizational Development.

Vice-President, Human Resources and “We’re trying toDevelopment. do the right things for our Organizational employees,” she notes.

“People really do feel “We’re trying to do the right things forit’sour a good place toshe work, and“People we see that in how employees,” notes. really do feel it’s they feel about theyand do and thethat effortinthey a good place what to work, we see how put into being the best they can be.” they feel about what they do and the effort they The college’s culture is underpinned by its put into being the best they can be.” core values of continuous learning, excellence, The college’s culture is underpinned empowerment, accountability and mutual by its core values of continuous excellence, respect, explains Quinlan. Butlearning, employees are empowerment, accountability and mutual motivated most of all by their dedication to a respect,cause. explains Quinlan. But employees are common motivated most all by their dedication “One of the mostofnotable things for me to a common when I camecause. here three years ago was how “Onefocused of the most notable things for me singularly our employees are around when I came here three yearsshe agonotes. was how one thing, and that’s students,” singularly our doing employees around “People reallyfocused feel they’re workare that’s oneand thing, and that’s students,” she notes. good important – helping students get “Peoplefor really feel shaping they’re doing work that’s prepared life and the future good andofimportant workforce the city.”– helping students get prepared for life and shaping the future workforce of the city.”

1,454 1,454 12 12 50% 50% 93%

93%

FULL-TIME STAFF IN CANADA FULL-TIME STAFF MONTHS OF IN PERSONAL CANADA DEVELOPMENT LEAVE FOR ELIGIBLE EMPLOYEES MONTHS OF PERSONAL DEVELOPMENT LEAVE FOR OF SENIOR LEADERSHIP ELIGIBLE EMPLOYEES TEAM ARE WOMEN

OF SENIOR LEADERSHIP TOP-UP PAY TEAM ARE WOMEN FOR MATERNITY AND PARENTAL LEAVE TOP-UP PAY FOR MATERNITY AND PARENTAL LEAVE

IT’S OUR PEOPLE WHO MAKE THE DIFFERENCE Our dedicated team at George Brown College is committed to IT’S OUR PEOPLE WHO giving our students the skills employers valueMAKE most, while THE DIFFERENCE motivating them to succeed and thrive. Helping students build Our dedicated team at George Brown College is committed to their careers inspires us to be better employees every single day. giving our students the skills employers value most, while motivating them to succeed and thrive. Helping students build Join our team: georgebrown.ca/employment their careers inspires us to be better employees every single day.

Join our team: georgebrown.ca/employment

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32

( 2019 )

Healthy Healthy dialogue dialogue and and leaders’ leaders’ sharing sharing help help HIROC HIROC excel excel

W

hen Catherine Gaulton took hen Catherine took over as CEO ofGaulton Healthcare over as CEO of Healthcare Insurance Reciprocal of Insurance Reciprocal of Canada (HIROC) nearly Canada (HIROC) two years ago, she decided to meetnearly with two years she decided to meetone-onwith each of itsago, roughly 100 employees each–ofa its roughly employees on one-onone practice she100 is continuing an one – a basis. practice she is continuing on an annual annual “It’s abasis. way to communicate my thoughts way to communicate my thoughts and“It’s getatheir feedback,” says Gaulton.

“But and get their feedback,” saysto Gaulton. more importantly, it’s a way tap into“But their more importantly, it’s a we waycan to excel tap into their intelligence about how as an intelligence about we can excelcontact as an organization, basedhow on their direct organization, based their direct contact with our clients.

It’s on really grounded me on with totally our clients.

It’s really how committed ourgrounded employeesmeareonto howkind totally committed our employees are to the of work we do.” theAkind of work weinsurer, do.” HIROC was not-for-profit A not-for-profit insurer, was founded in the 1980s whenHIROC the hospitals, founded inorganizations the 1980s when hospitals, healthcare andthe professional healthcare organizations andbecome professional practice groups that would its practice groups would become its subscribers werethat unable to find reasonably subscribers were unable to find reasonably priced insurance in the commercial priced insurance in the commercial marketplace.

Today, HIROC is Canada’s marketplace.

Today, HIROC isliability Canada’s leading provider of healthcare leading provider of healthcare liability across insurance, with over 600 subscribers insurance, withhealthcare over 600 spectrum. subscribers across the non-profit theEmployee non-profit healthcare and spectrum. engagement open Employee engagement and open communication are key priorities for HIROC. communication are key priorities for HIROC. The level of customer service we The levelonly of customer service we provide happens when there’s onlyishappens when there’s aprovide team that happy, healthy and a team that is happy, involved in what they healthy do everyand day. involved in what they do every day.

Catherine Gaulton CEO Catherine Gaulton

CEO Michelle Holden, a communications Holden, a communications andMichelle marketing specialist, works closely on and marketing specialist, works closely on employee engagement initiatives like MY employee the engagement like MY HIROC, company’sinitiatives award-winning, HIROC, the digital company’s award-winning, staff-focused community.

Holden is staff-focused community.

Holdenand is impressed by digital the level of open dialogue impressed by the levelshe of sees openondialogue information-sharing the site.and information-sharing she sees on the site.

HIROC EMPLOYEES AT THE ORGANIZATION’S ANNUAL CONFERENCE AND AGM HIROC EMPLOYEES AT THE ORGANIZATION’S ANNUAL CONFERENCE AND AGM

“Staff share their stories and use the space share questions their stories use thetospace to “Staff bring their andand concerns the to bring concerns fore,” shetheir says.questions “Anotherand unique aspecttoisthe fore,” she says. “Another unique is our leadership’s voice. Our CEOaspect and VPs our leadership’s voice.

CEO VPs regularly blog, not justOur about the and business, regularly notdoing just about theofbusiness, but what blog, they are outside work. It but what they arebuild doing outsiderelationships of work. It really helps staff stronger reallyour helps staffleaders.” build stronger relationships with senior with our senior sharing leaders.”also happens offline Information Information sharingUalso happens offline through the HIROC program, where through the HIROC U program, where staff members are encouraged to put on staff members are encouraged put of on classroom-style lessons in theirtoareas classroom-style in their areas of expertise, such aslessons financial advice, insurance expertise, such as financialsocial advice, insurance innovations or navigating media. innovations or navigating social Another recent experiment in media. transparency experiment in transparency sawAnother all staffrecent participate in the DiSC saw all staff participate the DiSC (dominance, influence, in steadiness and (dominance, influence, steadiness conscientiousness) personality test and and to conscientiousness) personality testtoand to share the results freely.

The goal: better share the results goal: better understand each freely. other’sThe work andtoleadership understand eachmore other’s work and leadership styles and build effective relationships. styles and build more members effective relationships.

Gaulton and other of HIROC’s Gaulton and other members of HIROC’s

leadership team even posted their DiSC leadership teamalong even posted theirthings DiSCthey profiles online, with three profiles online, alongto with three things they felt it was important know about their felt it was important to know about their leadership styles. leadership styles.

“As just one example,” says Gaulton, “As just now one example,” says Gaulton, “everyone knows that, while I’m “everyone about now knows while I’mand impatient gettingthat, to decisions impatient Iabout getting decisions solutions, actually valuetopeople whoand will solutions, Islow actually value people who will sometimes me down.

But that won’t sometimes slow me in down.

But that won’t always be apparent the moment.” always be apparent the moment.”

HIROC has also in encouraged candid HIROCon hasthe also encouraged discussion issue of mentalcandid health. discussion on mental the issuehealth of mental health. tops “We know consistently “We know mental health tops workers’ compensation stats consistently for why people workers’ stats for why people are not atcompensation work or are not being as effective are not at work or areasnot being as be,” effective and fulfilled at work they could says and fulfilled at work they could says Gaulton.

“We’ve beenasproactive in be,” providing Gaulton.and “We’ve been proactive training assistance programsintoproviding deal with andhealth assistance to deal with atraining common issue programs that too often fails to a common health issue that too often fails to get acknowledged.” getThis acknowledged.” issue took on new resonance last This issuea took on new resonance targeted last April when van driver deliberately April when a van driver deliberately targeted

Our employees make us shine!

Our employees make us shine!

We’re proud to be chosen as one of Greater Toronto’s Top Employers

We’re proud to be chosen as one of Greater Toronto’s Top Employers

pedestrians just outside HIROC’s North pedestrians outside HIROC’s York offices,just killing 10 people and North injuring York offices, killingno 10HIROC people and injuring 16 others.

Though employees 16 others.

Though no HIROC employees were injured, the company brought in were injured, company in experts to talkthe to staff aboutbrought the incident’s experts on to talk to staff about the incident’s impact them. impact on them.

Observes Holden: “It meant everything to Holden: everything seeObserves our leadership step“Itupmeant and ask us what to see needed. our leadership step up andusask what we They encouraged tous express we needed. our concernsThey and encouraged anxieties.” us to express ourHIROC concernscontinues and anxieties.” to engage staff through HIROCfundraising continues to engage staff through charitable (often in support of charitable fundraising (often in supportand of one of its subscribers), social activities oneseeking of its subscribers), activities plan and by input into asocial new strategic by seeking input into a new strategic plan setting future priorities. setting priorities.

That future latter effort is intended to build on That latter effort is intended to build on HIROC’s already impressive performance HIROC’s alreadysays impressive performance record.

Gaulton that annual surveys record.

Gaulton says athat surveys of subscribers report 100annual per cent client of subscribers report perthose cent client satisfaction rate.

But ato100 retain high satisfaction rate. But retain those high ratings, HIROC musttocontinue to innovate ratings, HIROC continue to innovate and change with must the times – a challenge and change withemployees the timescan – a meet. challenge she’s confident she’s confident can meet.

“The level ofemployees customer service we “The only level happens of customer service provide when there’swea team provide only happens wheninvolved there’s ainteam that is happy, healthy and what that isdohappy, healthy involved what they every day.

Andand that’s exactlyinwhat theyhave.” do every day. And that’s exactly what we we have.”

99 99 17 17

31 31 60% 60%

FULL-TIME STAFF FULL-TIME STAFF IN CANADA IN CANADA WEEKS, MATERNITY AND WEEKS, MATERNITY ANDPAY PATERNAL LEAVE TOP-UP PATERNAL LEAVE TOP-UP PAY YEARS, LONGEST YEARS, LONGEST SERVING EMPLOYEE SERVING EMPLOYEE OF EXECUTIVE TEAM OF EXECUTIVE ARE WOMENTEAM ARE WOMEN

33

( 2019 )

Kinross Kinross is is golden golden for for putting putting people people first first

M

ichal Kowalczyk lives in a suburban community and ichal Kowalczyk lives in a works in an office tower suburban community andin the heart almost worksofinToronto, an officebut tower in the daily he’s in contact colleagues based heart ofwith Toronto, but almost in Russia, Africa andwith across the Americas daily he’s in contact colleagues based –infrom Alaska to the Andes.

“It’s a Russia, Africa andChilean across the Americas great way to make sure that noAndes. two days – from Alaska to the Chilean “It’sare a the Kowalczyk, greatsame,” way tosays make sure that Senior no twoManager, days are Continuous Improvement Innovation, the same,” says Kowalczyk,and Senior Manager, at Kinross Gold Corporation.

Continuous Improvement and Innovation, That is just oneCorporation. of many reasons he likes at Kinross Gold working Kinross, 25th That isatjust one ofwhich manycelebrated reasons heits likes anniversary in 2018.which The company operates working at Kinross, celebrated its 25th nine mines, in produces approximately 2.5 anniversary 2018. The company operates million ounces per year and employs 2.5 over nine mines, produces approximately 9,000 millionpeople ouncesglobally. per year and employs over Then there globally. is the culture, which is based 9,000 people onThen four core puttingwhich peopleisfirst, therevalues is the–culture, based outstanding citizenship, highon four core corporate values – putting people first, performance culture and rigouroushighfinancial outstanding corporate citizenship, discipline. performance culture and rigourous financial “We make decisions around those guiding discipline. principles,” Gina Jardine, Vice“We makesays decisions around Senior those guiding President Human Resources. really principles,” says Gina Jardine,“We Senior Vicedo put people first.Resources.

We think “We aboutreally people President Human as we make doindividuals put people and first.any Wedecisions think about people are based on how might impactwepeople, as individuals anditany decisions make not just inon Toronto in the communities are based how it but might impact people, around world where operate.” not just the in Toronto but inwethe communities around the world where we operate.”

We don’t have a lot of formal procedures. leta leaders lead from We don’t We have lot of formal pro- a common-sense cedures. We let perspective. leaders lead from a common-sense perspective.

Gina Jardine

Senior Vice-President Gina Jardine Human Resources Senior Vice-President Human Resources

The company recognizes employees who exemplify guidingemployees principles The companythose recognizes through its annual Living Ourprinciples Values who exemplify those guiding Awards. Employees nominate through its annual Living Ourtheir Values Awards. Employees nominate their

MEMBERS OF KINROSS' TECHNICAL TEAM COLLABORATING AT THE COMPANY’S TORONTO OFFICE MEMBERS OF KINROSS' TECHNICAL TEAM COLLABORATING AT THE COMPANY’S TORONTO OFFICE

colleagues and this year there were 3,800 nominations awards. hosts a colleagues andfor this12year thereKinross were 3,800 celebration a gala nominationsforforthe 12winners, awards. including Kinross hosts a evening hosted

by CEO Paulincluding Rollinson. celebration for the winners, a gala “We fly in winners from our sites,” evening hosted

by CEO PaulallRollinson. says Kowalczyk, who won Living Our “We fly in winners fromaall our sites,” Values award in 2016.

“It’saan absolutely says Kowalczyk, who won Living Our fantastic event.”

Values award in 2016. “It’s an absolutely Kinrossevent.” employs a number of different fantastic types of engineers, with Kinross employs including a numberthose of different mechanical, mining, metallurgical types of engineers, including those and with processing well as financial, mechanical,degrees, mining,asmetallurgical and legal and humandegrees, resources Thelegal processing as professionals. well as financial, company hasresources a Gold Rush program The for and human professionals. summer and this past summer companyinterns has a Gold Rush program forhired 22 students to work corporate summer interns and in thisvarious past summer hired departments.

22 students to work in various corporate Kinross has several formal professional departments. development tailored to employees Kinross hasprograms several formal professional development programs tailored to employees

At Kinross Gold, we put At Kinross Gold, we put people first. And our people people first. And our people drive our success. drive our success.

at various levels of the organization. The Generation Goldofprogram is designed for at various levels the organization.

The high potential young professionals.

They Generation Gold program is designed for receive rotational assignments whichThey allow high potential young professionals. them spend 18 assignments months at two different receivetorotational which allow mine to gain The them sites to spend 18 varied monthsexperience. at two different Executive – the mine sites Development to gain varied Program experience.

The top of the Development development pyramid for Executive Program––isthe vice-presidents and above and also– involves top of the development pyramid is for rotational assignments to mines. vice-presidents and above and also involves “The company recognizes hard work rotational assignments to mines. and“The performance,” says Kowalczyk. company recognizes hard work “I’ve been able to participate in C-suite and performance,” says Kowalczyk. meetings CEO, CFOinand CTO “I’ve beenwith able the to participate C-suite and contribute to the conversation.

I bring meetings with the CEO, CFO and CTO people who report to me and they have a and contribute to the conversation.

I bring voice well.report It’s very fulfilling.” peopleaswho to me and they have a Jardine notesIt’sthat members of the voice as well. very fulfilling.” company’s technical – mainly Jardine notes that team members of thethe company’s technical team – mainly the

engineering professionals – often work extra hours or are professionals away from home for work extended engineering – often extra periods. the company hours or However, are away from home forcompensates extended in a number of ways, periods.

However, theincluding company flexible compensates hours arranged between employees and their in a number of ways, including flexible supervisors. hours arranged between employees and their “We don’t have a lot of formal procedures,” supervisors. says“We Jardine. leaders lead from a don’t “We have let a lot of formal procedures,” common-sense perspective. to asay says Jardine. “We let leaders We leadlike from we’re policy-freeperspective. but practice-rich.” common-sense We like to say Kinross also has active social committee we’re policy-free butanpractice-rich.” that arranges thecommittee year. The Kinross alsoevents has anthroughout active social company has events its ownthroughout gym, complete withThe that arranges the year. treadmills, elliptical and weight company has its ownmachines gym, complete with machines. company holdsand a Fitness treadmills,The elliptical machines weight Challenge in which teamsholds fromadifferent machines. The company Fitness departments against each other to Challenge in compete which teams from different raise money for charity.against each other to departments compete Jardine the Kinross head office is raise moneyadds for that charity. conveniently located forKinross employees Jardine adds that the headacross office is the GTA wholocated want toforcommute viaacross public conveniently employees transit rather the GTA whothan wantautomobile. to commute“We via public practically sitthan on top of the GO, subway transit rather automobile.

“We and UP Express,” sheofsays. an practically sit on top the “We GO,did subway employee survey and that did 95 per and UP Express,” shefound says. “We an cent of oursurvey peopleand usefound publicthat transit.” employee 95 per cent of our people use public transit.”

211 211 6,021 6,021

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA JOB APPLICATIONS YEAR JOB LAST APPLICATIONS LAST YEAR

WEEKS, MATERNITY AND PATERNITY LEAVE TOP-UP 27 WEEKS, MATERNITY ANDPAY LEAVE TOP-UP PAY 27 PATERNITY RAISED BY SOCIAL COMMITTEE CHARITY 2017 BY SOCIALINCOMMITTEE $23,264 FOR CHARITY IN 2017 $23,264 RAISEDFOR

OUR OUR PEOPLE. PEOPLE. OUR OUR CULTURE. CULTURE. OUR OUR KINROSS. KINROSS.

34

( 2019 )

Teamwork Teamwork at at KPMG KPMG is is like like playing playing on on aa sports sports team team

T

wo things have been great for Ryan Robinet’s in his wo things have career, been great forview –Ryan playing basketball and Robinet’s career, inworking his view at KPMG basketball LLP. – playing and working Robinetatgrew up inLLP. Windsor, Ont. KPMG playing the grew sport,upand won a fullOnt. Robinet in Windsor, scholarship Michigan’s playing the to sport, and wonHillsdale a full College, ascholarship Division 2toNCAA school.

After that, he Michigan’s Hillsdale College, gained his master’s in After accounting a Division 2 NCAAdegree school. that, he at the University of degree Toronto, where he gained his master’s in accounting still volunteers as of anToronto, assistant where basketball at the University he coach.

Then, inas2013, he joined KPMG still volunteers an assistant basketball in Toronto in in the2013, real estate area KPMG of the coach.

Then, he joined corporate in Torontotax in group. the real estate area of the Today, he a Senior Manager, Tax, and corporate taxis group. grateful career has run.Tax, “They Today,forheway is a his Senior Manager, anddo agrateful really good jobhis of creating for way career hasopportunities run. “They do internally for job youoftocreating learn different things a really good opportunities and pursuefor your Robinet things says. In internally youinterests,” to learn different his his U.S. background, andsecond pursueyear, yourgiven interests,” Robinet says. In he ableyear, to dogiven a secondment with the hiswas second his U.S. background, U.S. corporate taxateam in Toronto. his he was able to do secondment withInthe third year, he was to manager U.S. corporate taxpromoted team in Toronto.

In his in theyear, real estate and atoyear later, he third he wasgroup promoted manager was given secondment, thislater, timeheto in the realanother estate group and a year work with another the national tax teamthis researching was given secondment, time to and the latest in workreporting with the on national tax developments team researching Canadian tax law. and reporting on the latest developments in Canadian tax law.

They do a really good job of creating internally They do opportunities a really good job of for you toopportunities learn different things creating internally and pursue yourdifferent interests.things for you to learn and pursue your interests.

Ryan Robinet Senior Manager, Tax Ryan Robinet

Senior Manager, Tax

“At KPMG we get a lot of the bigname learning “At clients, KPMGwhich we getoffer a lotbig of the bigopportunities, and that’s a name clients, which offerobviously big learning reason to stay while you’reobviously developing opportunities, and that’s a your career,” “But developing I’ve never had reason tosays stayRobinet. while you’re your career,” says Robinet. “But I’ve never had

RYAN ROBINET, SENIOR MANAGER, TAX (SECOND FROM LEFT) AT KPMG CELEBRATING PASSING HIS FINAL ACCOUNTING COLLEAGUES AND MENTORS RYAN ROBINET, SENIOR MANAGER, TAX (SECOND FROM LEFT) ATEXAM KPMGWITH CELEBRATING PASSING HIS FINAL ACCOUNTING EXAM WITH COLLEAGUES AND MENTORS

to take another job, because for anything Itowant learn there are opportunities to take to another job, because for anything do thatto within firm. are rotation I want learn the there are There opportunities to and secondment all over, do that within theopportunities firm. There are rotation including internationally.” and secondment opportunities all over, He has also found that the company including internationally.” is open to also ideasfound for change, as his He has that thesuch company input to make some is openintohelping ideas for change, suchtaxasresearch his and processes fullysome digital. inputwriting in helping to make tax “I’ve research had chanceprocesses to make fully an impact on“I’ve the and awriting digital. way do things here,” says. “This had awechance to make anhe impact on the is a place people the“This top way we dowhere thingsthehere,” he at says. really appreciate the people ideas ofatthe is a place where the theyounger top generation.” really appreciate the ideas of the younger Sebastian Distefano, Regional Managing generation.”

Partner for the Greater Toronto Sebastian Distefano, RegionalArea, Managing agrees offersToronto “a ton of variety” Partnerthat for KPMG the Greater Area, for its team members.

“We“amake a point agrees that KPMG offers ton ofitvariety” to that people get to make work it with forensure its team members.

“We a point to ensure that people get to work with

diverse teams on a variety of different assignments different clients, and diverse teamsand on with a variety of different the learning and development get from assignments with differentyou clients, and that is secondand to none,” he says.you get from the learning development The firm’s Avenues program, that is second to none,” he says.he notes, is designed give newly hired graduates The firm’stoAvenues program, he notes, the opportunity to newly move through a series is designed to give hired graduates of and teams andthrough to teacha them thepractices opportunity to move series aofmultitude of skills. win-win,” he practices and teams“It’s anda to teach them says. a multitude of skills. “It’s a win-win,” he KPMG also uses secondments as part says. of KPMG its charity Each year,asthe firm alsooutreach. uses secondments part places a key member with theyear, United of its charity outreach.

Each the Way firm for several to with help the withUnited its financial places a keymonths member Way operations. for several months to help with its financial Distefano stresses the firm’s commitment operations. to Distefano diversity, notably Women stresses through the firm’sitscommitment in for Leadership program, or WILL. to Line diversity, notably through its Women “A big push in our firmprogram, is to make in Line for Leadership orsure WILL. “A big push in our firm is to make sure

BiBigg plplaans ns and and even even bibiggger ger career career opportuni opportunittiiees.s.

we are inclusive and our workforce is diverse,” he says.and “Diversity allows us we are inclusive our workforce is to challenge ourselves, to think allows differently diverse,” he says. “Diversity us to and ultimately to serve our clients more challenge ourselves, to think differently effectively.” and ultimately to serve our clients more In addition, the firm’s Leaders of effectively.”

Tomorrow program channels up-andIn addition, the firm’s Leaders of coming young peoplechannels into a select group Tomorrow program up-andthat works directly with thea CEO. coming young people into select group It’sworks a high-performing environment, that directly with the CEO. butIt’s there is considerable support and a high-performing environment, mentorship, as Robinet has found.and He but there is considerable support likens working KPMGhas to found. the teamwork mentorship, as at Robinet He he has working experienced as an athlete coach. likens at KPMG to the and teamwork “You someoneasforaneverything,” he hashave experienced athlete and he coach. says. basketball you havehe a “You “On have asomeone forteam everything,” seven-footer who’s goodteam at rebounding, says. “On a basketball you have a and when your team really needs a rebound seven-footer who’s good at rebounding, you’ll probably that needs person.

At and when your rely teamonreally a rebound KMPG, if you have an that issue,person. you probably you’ll probably rely on At have a person thatyou topic really KMPG, if youwho haveknows an issue, probably well, if they’re from athat different have aeven person who knows topic area, really and go to that person.

There’s a lot well,you evencan if they’re from a different area, of and a lot of really smarta lot andcollaboration you can go to that person.

There’s people here. You and needa teams to winsmart in of collaboration lot of really basketball, clientteams service.” people here.and Youinneed to win in basketball, and in client service.”

7,081 7,081 36 36

52.6% 52.6% 250,009 250,009

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA YEARS, AVERAGE AGE OF ALLAVERAGE EMPLOYEES YEARS, AGE OF ALL EMPLOYEES OF MANAGERS AREMANAGERS WOMEN OF ARE WOMEN STAFF VOLUNTEER HOURS LAST YEAR STAFF VOLUNTEER HOURS LAST YEAR

Proud to be named Proud be named one of to Greater Toronto’s one of Greater Top EmployersToronto’s for Top Employers for 13 years in a row.

13 years in a row.

kpmg.ca/careers kpmg.ca/careers

35

( 2019 )

Labatt Labatt brews brews aa culture culture of of candor candor and and meritocracy meritocracy

A

s part of Labatt Breweries of s part of Labatt of Canada’s GlobalBreweries Management Canada’sProgram, Global Management Trainee Eli Ruch spent Trainee Program, Eli Ruch 10 months travelling acrossspent 10into months travelling across Canada and the United States, serving Canada into the Unitedeverywhere States, serving fourto and six-week rotations four- the to six-week everywhere from brewery rotations in Montreal to field sales from the brewery MontrealintoToronto. field sales in Edmonton and in marketing in Edmonton and marketing in Toronto.

His first permanent position was as Group His first permanent position was as Group Manager in the company’s Mississauga, Manager in the company’s Mississauga, Ont. warehouse, and now Ruch is National Ont. warehouse, now Ruch is National Demand Planningand Manager at Labatt’s Demand Planning Manager head office in Toronto.

This at allLabatt’s transpired head office in Toronto. This all transpired in four years. in “The four years. sheer breadth of ownership that sheer breadth ownership that this“The company affords isofimpressive,” says this company is impressive,” says Amanda Lynn,affords Vice-President of People, Amanda Lynn, Vice-President People, “because the pace at which youofcan grow “because the pace at you can grow and be challenged is which quite accelerated and be challenged quitepaths accelerated compared to other iscareer or compared toAnd otherit’scareer pathsthe orvolume of companies. not only companies.

Andopportunities it’s not only the volume work.

With the we offer, it’sof work.theWith the of opportunities also stretch the work.” we offer, it’s also the stretch of the work.”

Most of the employees who work in Most of the employees whoinwork in Labatt’s headquarters started entryLabatt’s headquarters started in entrylevel positions in the field.

“When you level there, positions the field.

“When you start youincollect experiences, start there, you collect build relationships and experiences, enhance your build relationships enhance capabilities, and all and of that comesyour together capabilities, and all of Lynn. that comes together in headquarters,” says “It’s unique headquarters,” says Lynn.

“It’s unique in terms of the different relationships you in terms of the different relationships you can leverage.” can leverage.”

The sheer breadth of ownership The sheer breadth affords of ownership that this company is that this company affords is impressive. impressive.

Amanda Lynn

Vice-President of People Amanda Lynn Vice-President of People

Indeed, those working at headquarters, working at employees headquarters, likeIndeed, Ruch, those collaborate with like Ruch, collaborate with employees

ELI RUCH, NATIONAL DEMAND PLANNING MANAGER AT LABATT IS AT THE HUB OF DISTRIBUTING LABATT’S BRANDS ACROSS CANADA ELI RUCH, NATIONAL DEMAND PLANNING MANAGER AT LABATT IS AT THE HUB OF DISTRIBUTING LABATT’S BRANDS ACROSS CANADA

at six breweries, several regional sales at six breweries, several regional offices, three craft breweries, twosales cider offices, and threea host craft of breweries, two cider houses other facilities.

That houses andinto a host of other facilities. That translates a deep understanding of all translates intofunctions a deep understanding of all the different that create Labatt’s the different that Labatt’s products andfunctions bring them to create market.

“No products andyou bring to market.

“No matter who are,them diversity of opinion matter who you are, diversity of opinion is extremely important,” says Ruch, “so all is extremely important,” says Ruch, all voices, all ideas, are encouraged and “so valued voices,the allstart.” ideas, are encouraged and valued from from the start.”

Labatt prides itself on being a flat, Labatt organization. prides itself onInbeing a flat, informal the Toronto informal In–the Toronto office, all organization.

160 employees from entryoffice,accountant all 160 employees – from entrylevel to vice-president – sit level accountant to vice-president sit together on one floor.

There are no– offices together on one floor.

There no offices or closed-off views.

Jeans are are encouraged or closed-off views. encouraged when employees areJeans not inarebusiness when employees not in business meetings.

“Sittingaretogether really supports meetings. “Sitting together really supports

our culture of candor and meritocracy and our culture ofsays candor and“We meritocracy informality,” Lynn. don’t needand informality,” “We don’t walled officessays or toLynn. be tucked away need out of walledofoffices or to Working be tuckedtogether away outreally of sight our teams. sight ofour ourtransparent teams. Working really fosters work together environment.” fosters ourat transparent A pub the Torontowork officeenvironment.” allows for A pub at the Toronto office allows for larger gatherings, including a quarterly larger at gatherings, including quarterly “Live the Pub” session, leda by Labatt’s “Live at theBut Pub” led bywhere Labatt’s president. it issession, also a place president. But is also place where employees can itmeet for acelebrations, employees can meet celebrations, training sessions andfor informal gettraining sessions and ainformal gettogethers.

“Building real feeling togethers.

“Building feeling is of camaraderie amonga real employees of camaraderie important,” saysamong Lynn.employees “Our pub isis a great important,” saystoLynn.

“Ourand pub is a great venue for them socialize strengthen venue relationships.” for them to socialize and strengthen those those Therelationships.” company is also committed to the The company is alsoitscommitted to the community.

Through Disaster Relief community. Through its Disaster Relief

Program, for example, production can be Program, for example, production be switched from beer to water.

Sincecan 2012, switched beer 450,000 to water. cans Since Labatt hasfrom donated of 2012, water Labatt has donated 450,000 cans of charity water to communities in need.

An annual to communities need.forAnphysically annual charity golf classic raisesinfunds golf classic children, raises funds challenged andforonphysically World challenged children, and on World Environment Day employees get outside to Environment Day employees get they outside to clean up the communities where work. clean up the communities When Ruch was learningwhere aboutthey work.

When Ruch wasinlearning about corporate culture university, he didn’t corporate culture headidn’t think much of it. in “I university, thought that lot think much ofhad it. “I a lot of companies putthought a lot ofthat words on of companies had put a lot of words on paper, but it didn’t really mean much,” paper, it didn’titreally mean much,” he says.but However, was immediately he says.

However, it was immediately clear to him that that wasn’t the case at clear to “Everyone him that that the case about at Labatt. herewasn’t is passionate Labatt.

“Everyone is passionate the company, abouthere results,” he adds.about the company, isabout results,” he adds. and ”Meritocracy extremely important, ”Meritocracy is You extremely important, it’s acted upon. see it every day.” and it’sTo acted upon. see is it what every keeps day.”

Lynn, the You culture Lynn, the what theTocompany at culture its best.is“It’s notkeeps just the company at its best. on “It’sthe notwall,” just she something that’s posted something that’show posted on the wall,” she says.

“It drives we talk to each other, says. we “It interact drives how we talk tohow eachwe other, how in meetings, sit in howopen-office we interactlayout. in meetings, we sit an It’s ourhow culture thatin an open-office sets us apart.” layout. It’s our culture that sets us apart.”

3,400 3,400 45,076 45,076 38 38 200 200

FULL-TIME STAFF FULL-TIME STAFF IN CANADA IN CANADA JOB APPLICATIONS JOB APPLICATIONS RECEIVED LAST YEAR RECEIVED LAST YEAR YEARS, AVERAGE AGE OF YEARS, AGE OF ALLAVERAGE EMPLOYEES ALL EMPLOYEES CHARITIES HELPED CHARITIES HELPED LAST YEAR LAST YEAR

36

( 2019 )

The The Law Law Society Society proves proves the the case case for for communication communication

A A

s the recently appointed Chief Executive Officer of the Law s the recently appointed Chief Society of Officer Ontario, Miles Executive of Diana the Law had some priorities Society ofclear Ontario, DianainMiles mind. Among them:clear strengthening the had some priorities in level communication across the growing mind.ofAmong them: strengthening the organization, reaffirmingacross the values that level of communication the growing define the Lawreaffirming Society, and organization, thecontinuing values that to invest employees’ through define theinLaw Society, futures and continuing innovative professional to invest inleadership employees’and futures through development initiatives. innovative leadership and professional A 17-year veteran of the Law Society, development initiatives.

Miles instituted quarterly A 17-year veteran of the“all-hands” Law Society, meetings to makequarterly sure everyone was fully Miles instituted “all-hands” engaged organization’s activities and meetingsintothe make sure everyone was fully direction. met all 600activities employees engaged inShe thealso organization’s andon adirection. more individual through small group She alsobasis met all 600 employees on coffee a morechats. individual basis through small group “Improving coffee chats. our communications is the“Improving best way weour cancommunications all have reasonable is expectations the reasonable organization the best way about we canwhat all have needs to achieve,” “Even more expectations aboutsays whatMiles. the organization importantly, it gives ourMiles. colleagues better needs to achieve,” says “Evena more idea of what they canour expect when they reach importantly, it gives colleagues a better out or who canwhen touchthey basereach ideato ofothers what they canthey expect with help or who support.” out toforothers they can touch base The 2018 employee with forLaw helpSociety’s or support.” engagement and enablement survey shows The Law Society’s 2018 employee high levels ofand support for thissurvey kind ofshows engagement enablement approach. high levels of support for this kind of approach.

The message we often hear is ‘we love what we do what The message weand often hearweisdo ‘we matters. love what we do and what we do matters.

Diana Miles CEO Diana Miles CEO

“People are telling us they are very proud to “People work forare thetelling Law Society reallyproud us theyand are very believe interestand mandate,” to workinforour thepublic Law Society really says Miles. we oftenmandate,” hear is ‘wesays believe“The in ourmessage public interest love what wemessage do and what we do matters.’

Miles.

“The we often hear is ‘we love what we do and what we do matters.’

TALENT MANAGEMENT PROGRAM PARTICIPANTS IN THE HISTORIC UPPER BARRISTERS’ LOUNGE TALENT MANAGEMENT PROGRAM PARTICIPANTS IN THE HISTORIC UPPER BARRISTERS’ LOUNGE

They really enjoy the openness of our communications our supportive They really enjoy and the openness of ourand collegial workplace culture.” communications and our supportive and Like allworkplace organizations facing the departure collegial culture.” of Like baby-boomer employees overthe thedeparture next all organizations facing decade, the Law employees Society understands the need of baby-boomer over the next to develop generation of leaders.

A decade, thethe Lawnext Society understands the need key initiative the recently introduced Talent to develop theisnext generation of leaders.

A Management (TMP), which offers key initiative isProgram the recently introduced Talent aManagement series of day-long sessions conducted by Program (TMP), which offers external, experts on subjects a series ofbest-practices day-long sessions conducted by such as change management to deal external, best-practices expertsand onhow subjects with give such difficult as changeconversations. managementThe and goal how istotodeal emerging leaders the skills they’ll needistotofill with difficult conversations.

The goal give essential emergingroles. leaders the skills they’ll need to fill In 2018, a total of 156 people participated essential roles. in In the2018, TMP.aAmong was Christine total ofthem 156 people participated O’Neill, an intake and resolution counsel in the TMP. Among them was Christine and currently Acting Manager O’Neill, an intake andAssistant resolution counselof the andActing Resolution Department. andIntake currently Assistant Manager of department deals with complaints theO’Neill’s Intake and Resolution Department. against licensees.

The complaints assessed O’Neill’s department deals withare complaints against licensees. The complaints are assessed

to determine if they meet the statutory standard of a if reasonable of professional to determine they meetbelief the statutory misconduct whetherbelief they present a standard of aand reasonable of professional significant the public. they do, misconductrisk andtowhether theyIfpresent a a full investigation So the TMPdo, session significant risk toensues. the public.

If they a on to deal with difficult conversations fullhow investigation ensues.

So the TMP session was particularly useful, says O’Neill. on how to deal with difficult conversations something have to do every was“That’s particularly useful,wesays O’Neill. day, whether with complainants, licensees “That’s something we have to do every or sometimes with colleagues.

This day,even whether with complainants, licensees session us tips with and checklists better or even gave sometimes colleagues.for This understanding thechecklists person you session gave us where tips and for are better having the conversation is coming understanding where thewith person you are from. on building havingYou the focus conversation withaisrelationship coming so youYou can focus more on effectively with factfrom. buildingdeal a relationship based so youissues.” can more effectively deal with factO’Neill says this is just one of many ways based issues.” theO’Neill Law Society helps employees learn and says this is just one of many ways grow.

ForSociety example, overemployees several years the and Law the Law helps learn Society provided herover withseveral free, lunch-hour grow. For example, years the Law French sowith she could better address Society instruction provided her free, lunch-hour complaints written so in she French. also French instruction couldThere betterareaddress complaints written in French. There are also

regular Lunch-and-Learn presentations on professional and lifestyle issues – everything regular Lunch-and-Learn presentations on from nutrition mental health to diversity professional andand lifestyle issues – everything and frominclusion nutritionbest andpractices. mental health to diversity andStrengthening inclusion best diversity, practices. inclusion and equity is a prioritydiversity, across the organization.

Strengthening inclusion and “We isarea priority really committed ensuring all equity across thetoorganization. of “We our employment activitiesto areensuring fair andall are really committed equitable,” says Miles.

“We monitor of our employment activities are fair and and measure oursays ability to attract diverse and talent equitable,” Miles.

“We monitor and we work hard totoprohibit any form of measure our ability attract diverse talent discrimination or harassment.” and we work hard to prohibit any form of The Law Society also strives to provide discrimination or harassment.” employees healthyalso balance between The LawaSociety strives to provide work and life throughbalance competitive salary employees a healthy between and hours, paid workbenefits, and life flexible throughwork competitive salary volunteer daysflexible and training to helppaid and benefits, work hours, support mental health or volunteeremployees days and with training to help other personal challenges. support employees with mental health or Beyond all that, the Law Society is other personal challenges. fundamentally an enjoyable place toiswork, Beyond all that, the Law Society says O”Neill. an enjoyable place to work, fundamentally “It’s the kind of place where, when says O”Neill. you“It’s getthe on kind an elevator, actually of placeyou’d where, when feel didn’t strike up a you badly get onifanyou elevator, you’d actually conversation,” says.strike “People feel badly if youshe didn’t up take a their work seriously, she but says. they “People also justtake enjoy conversation,” their and other.” workappreciate seriously, each but they also just enjoy and appreciate each other.”

614 614 75% 75% 6,053 6,053 38 38

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA OF EXECUTIVE TEAM ARE WOMEN OF EXECUTIVE TEAM ARE WOMEN JOB APPLICATIONS RECEIVED LAST YEARS JOB APPLICATIONS RECEIVED LAST YEARS YEARS, LONGESTSERVING EMPLOYEE YEARS, LONGESTSERVING EMPLOYEE

37

( 2019 )

Mattamy Mattamy Homes Homes builds builds foundations foundations for for career career success success

A A

s the daughter of a builder growing up in of Brampton, s the daughter a builder Ont., Natasha childhood growing Pessotto’s up in Brampton, Ont., fascination for construction Natasha Pessotto’s childhood went beyond Tinkertoys Lego. “I fascination for and construction used watchTinkertoys construction become went to beyond andsites Lego.

“I buildings and communities,” she used to watch construction sites become remembers, “and my dad would buildings and communities,” shealways say proudly, “and ‘I built remembers, mythat’.” dad would always as a Site Supervisor sayNow proudly, ‘I built that’.”for Mattamy Homes Greater Toronto Now in as the a Site Supervisor for Area, Mattamy Pessotto, helpingToronto to buildArea, those homes Homes in24, theisGreater herself. says, isthose providing Pessotto,And 24,Mattamy, is helpingshe to build homes the foundation for a lifetime of career growth herself.

And Mattamy, she says, is providing and opportunity.for a lifetime of career growth the foundation graduate of George Brown College’s andThe opportunity.

Construction Science and Management The graduate of George Brown College’s program first joined in 2014 as a Construction ScienceMattamy and Management co-op student.

She says the company’s program first joined Mattamy in 2014 co-op as a program is unique gives students co-op student.

She because says theitcompany’s co-op the chance experience various aspects program is to unique because it gives students of industry, includingvarious the trades, the thethe chance to experience aspects permitting process, cost analysis, and the health of the industry, including the trades, and safety practices. permitting process, cost analysis, and health and safety practices.

I definitely have the opportunity to learn andhave growthe within the I definitely opportunity company.

Mattamy creates to learn and grow within thea positive, company.rewarding Mattamy environment creates a and, for me, that makes it an positive, rewarding environment excellent place work. it an and, for me, thattomakes excellent place to work.

Natasha Pessotto SitePessotto Supervisor Natasha

Site Supervisor

“Everybody knows Mattamy, especially in the“Everybody GTA,” she knows says. “And for myespecially co-op, I was Mattamy, in looking for a reputable company that could the GTA,” she says. “And for my co-op, I was provide all the company tools I need learn.” looking me for awith reputable thattocould It’s still today, Pessotto, provide medoing with that all the toolssays I need to learn.” who the company full-time after It’sjoined still doing that today, says Pessotto, graduating She says her goal is to who joinedin the2016. company full-time after continue gaining industry knowledge graduating in 2016.

She says her goal and is toto continue gaining industry knowledge and to

NATASHA PESSOTTO, SITE SUPERVISOR AND BRAD CARR, CEO AT MATTAMY HOMES, AT THE COMPANY’S HEAD OFFICE IN TORONTO NATASHA PESSOTTO, SITE SUPERVISOR AND BRAD CARR, CEO AT MATTAMY HOMES, AT THE COMPANY’S HEAD OFFICE IN TORONTO

eventually become a project manager.

In some become workplaces, beingmanager. a woman in eventually a project a traditionally male-dominated field canin In some workplaces, being a woman be challenging, especially when it comes a traditionally male-dominated field can to advancement. at Mattamy, Pessotto, be challenging,But especially when says it comes to she’s always experienced an atmosphere of advancement.

But at Mattamy, says Pessotto, respect, professionalism inclusivity. of “I she’s always experienced and an atmosphere definitely have the opportunity to learn “I respect, professionalism and inclusivity. and grow within theopportunity company,” to shelearn notes. definitely have the “Mattamy createsthe a positive, rewarding and grow within company,” she notes. environment and, afor me, that makes it an “Mattamy creates positive, rewarding excellent placeand, to work.” environment for me, that makes it an Being recognized as one of the Greater excellent place to work.”

Toronto top employers Being Area’s recognized as one of has the special Greater meaning for thetop company, sayshas Mattamy Toronto Area’s employers special Homes Bradsays Carr.Mattamy “For us, the meaningCanada for theCEO company, GTA is where all began 1978,” heus, explains, Homes Canadait CEO BradinCarr.

“For the “and mainstay of 1978,” our operations.

GTAitisremains where ita all began in he explains, This little bita of icing onofthe “and isit aremains mainstay ourcake.” operations.

Mattamy’s success as on North America’s This is a little bit of icing the cake.” biggest privately owned home builder stems Mattamy’s success as North America’s in large part from how much it invests biggest privately owned home builder stems in large part from how much it invests

in its employees. The company sponsors ongoing employeeThe education, including in its employees. company sponsorsits Finance Development initiative ongoing Leadership employee education, including its for recent graduates.

The 24-month training Finance Leadership Development initiative program new grads experience in for recenthelps graduates.

The gain 24-month training financial assessment, treasuryin program planning helps newand grads gain experience operations, risk management, and financial financial planning and assessment, treasury systems.

“We’re spreadingand that financial operations, risk really management, financial acumen whole business,” systems. throughout “We’re reallythe spreading that financial explains Carr, “to make we’re being good acumen throughout the sure whole business,” stewards of all “to of our resources at every explains Carr, make sure we’re beinglevel good of the company.” stewards of all of our resources at every level says Mattamy also promotes a of Pessotto the company.” healthy work-life balance,also which helps make Pessotto says Mattamy promotes a employees more productive and efficient. healthy work-life balance, which helps make Benefits include weeksand vacation to employees more three productive efficient. start, subsidized Benefits include gym threememberships, weeks vacationand to matching pensiongym planmemberships, contributions.

The start, subsidized and company new contributions. mothers and fathers matching supports pension plan The with maternity andnew parental leaveand top-up company supports mothers fathers payments that keep incomes leave at 70 top-up per cent with maternity and parental of salary for 15 weeks.

And it encourages payments that keep incomes at 70 per cent of salary for 15 weeks. And it encourages

employees to be active in their local communities. employees to be active in their local Mattamy Homes provides one paid day communities. offMattamy per year to help staff members support Homes provides one paid day aoffcharity or non-profit of their per year to help stafforganization members support choice. it offers uporganization to $200 annually to a charityAnd or non-profit of their match donations by employees, choice.charitable And it offers up to $200 annually to or $500charitable to non-profit organizations if match donations by employees, an employee is an active volunteer. “The or $500 to non-profit organizations if whole philosophy giving back has“The been a an employee is an of active volunteer. significant part of Mattamy’s history,” says a whole philosophy of giving back has been Carr, who volunteers as a board member significant part of Mattamy’s history,” says with theatre company. our employees Carr,awho volunteers as a“If board member are something, we want to withpassionate a theatre about company.

“If our employees share and support passion.”we want to are passionate aboutthat something, Theand priority Mattamy puts on its people share support that passion.” extends to the thousands of contract The priority Mattamy puts on its people professionals tradespeople who build extends to theand thousands of contract Mattamy’s many Ontario, professionals andcommunities tradespeople in who build Alberta, North South Carolina, Mattamy’s manyand communities in Ontario, Arizona Florida.

Alberta, and North and South Carolina, “Empowering everyone to create a Arizona and Florida. positive working everyone environment is very “Empowering to create a important,” says Carr.

“Happy isand positive working environment very motivated far more important,”employees says Carr.are “Happy andlikely to deliver aemployees great customer motivated are farexperience. more likely Fundamentally, just believe the two of to deliver a greatwe customer experience. them go hand inwe hand.”

Fundamentally, just believe the two of them go hand in hand.”

1,336 1,336 462 462 30,335 30,335 175 175

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA JOBS AVAILABLE LASTAVAILABLE YEAR JOBS LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR CHARITIES HELPED LAST YEAR CHARITIES HELPED LAST YEAR

Build dreams.

Build dreams.

Experience exciting possibilities.

Experience possibilities.

Belong to anexciting extended family.

Belong to an extended family.

THIS IS OUR HOUSE THIS IS OUR HOUSE

www.mattamyhomescareers.com www.mattamyhomescareers.com

38

( 2019 )

MSF MSF puts puts no no borders borders on on employee employee ideas ideas

A

striking conversation piece greets striking conversation piecehead greets all visitors to the Toronto all visitors to the Toronto offices of Doctors Withouthead offices of Doctors Without Borders/Médecins Sans FrontièresBorders/Médecins Canada (MSF). In Sans the reception Frontières (MSF). with In thea reception area, guestsCanada are confronted dramatic area, guests confronted with a dramatic nine-foot byare six-foot multi-coloured world nine-foot by six-foot multi-coloured world map that almost completely covers one wall. map that almost covers wall.

Countries appearcompletely in vivid shades of one orange, Countries appearPinned in vivid shades of outside orange, green and blue. within and green and blue. Pinned within andphotos outside of these nations are passport-sized these nations are passport-sized photos of some 150 physicians, nurses, logisticians of some 150 physicians, logisticians and professional support nurses, staff who are and professional staffinwho are helping save and support restore lives locations helping save and in perils. locations often plagued by restore war andlives other often plagued by waraand other perils.those “The map creates bond between map creates a bond of “The us at head office and thosebetween workingthose of the us atfield,” head says officeMaher and those working in Najari, a Field in the field,” Officer says Maher a Field Recruitment whoNajari, has served in Recruitment served in Africa and theOfficer Middlewho Easthas and, in his Africa and thehas Middle and, in Toronto job, signedEast up some of his the Toronto job, whose has signed up some the fieldworkers pictures are onofthe fieldworkers whose pictures wall.

“Now, we are far away, are buton thethe map wall. “Now, we are far away, but the map connects us with them and their work. connects us with them and their work.

It’s a human touch, a simple gesture that It’s a human touch,including a simple gesture reminds everyone, visitors,that of the reminds everyone, including visitors, of the vital assistance we provide.” vital assistance we provide.”

We attract people with high We attractwho people high standards are with passionate standards are passionate about theirwho beliefs. about their beliefs.

Tiffany Moore

Human Tiffany ResourcesMoore Director Human Resources Director

He adds: “People see the map and always adds:our “People see It’s theamap askHe about projects. greatand wayalways to ask about our projects.

It’swe a great introduce people to what do.” way to introduce people whatthe weonly do.”visual The giant map to is not The giant mapinternational is not the only visualrelief reminder of the medical reminder of the international medical organization’s mission.

Meeting roomsrelief organization’s Meeting rooms are named aftermission. the towns and regions are named after the towns and regions

MSF STAFF INTERVENTION AFTER FLOODS IN JACOBABAD, PAKISTAN MSF STAFF INTERVENTION AFTER FLOODS IN JACOBABAD, PAKISTAN

where MSF has served, or is serving, and MSF has or is serving, and awhere description of served, the fieldwork is placed on a description of the room’s fieldwork is placed on the wall next to entrance. theStaff wallhelped next todetermine the room’sthe entrance. office visual Staffelements, helped determine theroom officenames visual design layout and designtoelements, layout andnew room names prior moving into these quarters prioryear. to moving these new last Indeed,into responding to quarters employee last year. responding employee voices is aIndeed, key MSF value. Fortoexample, voices is a keyand MSF value. fieldworkers office staffFor canexample, join fieldworkers and office staff canforward join the MSF Association and bring the MSF Association and bring forward proposals that, if approved by fellow proposals that, if approved by fellow Association members, impacts official Association members, impacts official policy. policy.

Says MSF Human Resources Director Says MSF Human Resources Director Tiffany Moore: “We attract people with Tiffany Moore:who “Weare attract peopleabout with high standards passionate high standards whoare arebold passionate about their beliefs. They and outspoken are bold and outspoken –their andbeliefs. we haveThey vigorous debates that keep – anddynamic.” we have vigorous debates that keep MSF MSF dynamic.”

Mentoring and professional development Mentoring and development opportunities, bothprofessional internal and external, opportunities, internal are also vital toboth MSF’s healthand andexternal, growth. are also vital MSF’s health and growth.

“To retain ourtopeople, it’s important to “To retain ourtopeople, it’snew important to support them take on challenges support take on new challenges and growthem into to new positions,” Moore says. and into new positions,” Moore Asgrow employees develop new skills andsays. gain Asexperiences, employees develop new skills gain new they receive a highand degree new experiences, receive a high degree of autonomy.

“Jobthey descriptions can change of autonomy.

“Job descriptions can change based on the situation we are confronted based on situation we are confronted with,” saystheMoore.

“Everyone needs to with,” says Moore.

“Everyone needs be adaptable, because the job can be to very be adaptable, because the job can be very demanding.” demanding.”

A generous benefits package reinforces A generous benefitsThe package employee dedication. drug reinforces plan, for employee drug plan, for one, coversdedication. the entire The cost of prescriptions, one,tocovers the entire cost of prescriptions, up $100,000 per year. upThis to $100,000 perCanada year. invested in new year, MSF This diversity year, MSF Canada invested in new formal and inclusion initiatives to formal diversity and inclusion initiatives to

ensure the organization continues to evolve ensure the organization continues to evolve in this regard.

“Being a global organization, in thisvery regard.

“Being a global we’re diverse already whenorganization, it comes to we’re very diverseprofession already when it comes culture, gender, and age,” saysto culture,agender, says Najari, memberprofession of MSF’s and newage,” Equity, Najari, a member of MSF’s new Equity, Diversity and Inclusion Committee.

“It’s Committee. aDiversity definite and asset,Inclusion but not taking this for“It’s a definiteand asset, but not thisinclusive for granted making suretaking we have granted and practices making sure we of have policies is one ourinclusive main policies and practices is one of our main objectives.” objectives.”

Adds Moore: “We need to keep Adds Moore: “We need to keep challenging ourselves to ensure that challenging ourselves to ensure that everyone really does have the opportunity everyone really the opportunity to be heard anddoes feels have engaged, included, to be heard engaged, included, treated fairlyand andfeels valued for their unique treated fairly and valued for their unique qualities and contributions.” qualities and contributions.”

Overall, Moore says that MSF’s positive Overall, Moore MSF’s–positive global impact reliessays on that its people global impactdedicated, relies on smart, its people – “passionate, engaged “passionate, dedicated, smart,– engaged and humanitarians at heart” at home humanitarians at heart” at home and abroad.

“We care deeply –about and abroad.

“We care deeply about them,” she adds. them,” adds.“We are now in a new, Mahershe agrees.

Maheroffice, agrees.two “We are now in athe new, modern storeys above modernhe office, the of an street,” says, two “butstoreys we stillabove feel part street,” he says, we stillafeel part of an organization that“but is making difference organization that makingtoa something difference on the ground.

Weis belong on the ground. We belong to something bigger.” bigger.”

265 265 18 18

44 61% 61%

The The Skills Skills you you have have are are the the skills skills we we need. need.

Learn more about joining our team.

Learn out more about joining our team. check www.doctorswithoutborders.ca check out www.doctorswithoutborders.ca

FULL-TIME STAFF FULL-TIME STAFF IN CANADA IN CANADA YEARS, LONGESTYEARS, LONGESTSERVING EMPLOYEE SERVING EMPLOYEE WEEKS, STARTING WEEKS, ALLOWANCE STARTING VACATION VACATION ALLOWANCE OF MANAGERS OF AREMANAGERS WOMEN ARE WOMEN

39

( 2019 )

Medtronic cares cares about about people people living living better better and and longer longer Medtronic

M

arilise Kassouf, a biomedical arilise Kassouf, a biomedical engineer in Patient Services engineer in Patient Services at Medtronic Canada, was at Medtronic Canada,patient was helping a Vancouver helping a Vancouver patient with Parkinson’s disease who had run out of with Parkinson’s who implanted had run out battery power fordisease the device in of battery forstabilize the device in his brainpower to help hisimplanted tremors. “The his brain to help stabilize tremors.

“The whole team stayed at workhisuntil midnight whole team at work midnight to make surestayed we could get auntil recharger to make sure wedoor couldongettime,” a recharger delivered to his recalls delivered Kassouf. to his door on time,” recalls Kassouf.

“It was very humbling because it was a “It was very becausetoitgo was a whole team thathumbling was also willing above whole team that wasthis alsopatient,” willing toKassouf go above and beyond to help says and beyond to help this patient,” Kassouf of staff in Brampton, headquarters for the says of staff in Brampton, headquarters Canadian subsidiary of Medtronic,for thethe largest Canadian subsidiary services of Medtronic, the largest medical technology, and solutions medical services and solutions companytechnology, in the world. company the world.

“What in keeps me here is the people, because “What keeps here is the because when I come in me every day, I feelpeople, like I’m when I come every day, feel like I’m coming into ainfamily,” she Icontinues.

“It’s not coming intoit’sa family,” continues.

“It’s not only work, more of she a work-life integration only work, it’svery more of a work-life integration for me.

I feel fortunate to be part of a for me.

I feel very fortunate to be part of a team that truly cares about the impact they team thatpatients truly cares have on everyabout day.”the impact they have on patients every day.”

It’s exciting to be part of a It’s exciting to is beoften part of a to company that first company that is often first to to bring innovative technologies bring innovative technologies to market, and knowing that those market, and knowing thattothose technologies really help change technologies patients’ lives.really help to change patients’ lives.

Laura Cameron

Senior Director, and Laura Diabetes Cameron Consumer Senior Director, DiabetesCare and Consumer Care

Kassouf notes that even the founder of Kassouf notes that evenbenefited the founder ofthe Medtronic, Earl Bakken, from Medtronic, Earlhelped Bakken, benefited from technology he create, crediting histhe technology helped create, his for pacemaker, he insulin pump andcrediting heart stent pacemaker, insulin anda decade. heart stent for extending his life bypump at least extending his life by at least aisdecade.

The Canadian subsidiary celebrating its The Canadian subsidiary is celebrating its

CAREERS CAREERS THAT THAT CHANGE CHANGE LIVES LIVES

MEDTRONIC EMPLOYEES BUILDING BIKES FOR CHARITY MEDTRONIC EMPLOYEES BUILDING BIKES FOR CHARITY

50th anniversary this year, and is very proud 50th year, and is very proud of theanniversary Medtronicthis Mission, written almost of Medtronic almost 60the years ago – to Mission, “alleviate written pain, restore 60 yearsand agoextend – to “alleviate pain, restore health life.” And that, says Laura health and Senior extend Director life.” And says and Laura Cameron, of that, Diabetes Cameron, of Diabetes and ConsumerSenior Care asDirector well as Site Leader for Consumer Careheadquarters, as well as Siteis Leader for the Brampton what makes the Brampton is what makes working there headquarters, hugely rewarding. working there the hugely rewarding.

“It is really complete ‘why’ that keeps is really the complete ‘why’ keeps our“Itemployees here, and what getsthat us up in our employees here, and“Plus, what gets us up in the morning,” she says. it’s exciting the morning,” says. “Plus, exciting to be part of a she company that isit’s often first to to be part of a company that istooften first and to bring innovative technologies market, bring innovative technologies to market, andto knowing that those technologies really help knowing that those technologies really help to change patients’ lives.” change patients’ lives.” ¬– which include Medtronic innovations Medtronicventilators innovations ¬–minimally which include pacemakers, and pacemakers, ventilators and invasive surgery solutions ¬–minimally benefited 70 invasive surgeryglobally solutions benefited million people last¬–year.

Some 70 newer million people globally year. smallest Some newer innovations include: thelast world’s innovations include: the world’s smallest

Do meaningful work, Do meaningful work, make a difference make a difference and improve lives, and improve starting withlives, starting with your own. your own.

pacemaker, the size of a large vitamin capsule; pacemaker, sizeswallow of a large vitamin capsule; a pill camerathe you to do an endoscopy; aand, pill recently camera you swallow to do anthe endoscopy; licensed in Canada, world’s and, recently licensed in Canada, the world’s first self-adjusting insulin pump system for first self-adjusting pump for people with Type 1insulin diabetes agedsystem seven and people older. with Type 1 diabetes aged seven and older.

“I’ve had the opportunity to speak to “I’ve had opportunity to speak patients andthe parents in the U.S whosetolives patients and parents inchanged the U.S by whose have been profoundly this lives new have profoundly changed “Parents by this new pumpbeen system,” says Cameron. of pump system,” says Cameron.

“Parents of children with diabetes are sleeping through children diabetes sleeping through the night,with often for theare first time, because the for theafter firsttheir time,basal because thisnight, deviceoften is looking insulin this device is looking after their basal insulin adjustments.” adjustments.”

The largest medical device employer in The largest device employer in Canada – withmedical more than 1,100 employees Canada – with 1,100 and employees including over more 350 inthan Ontario, with including over 350 in Ontario, with regional offices in Vancouver andand Montreal regional offices in Vancouver andtenet Montreal – Medtronic embraces the sixth of –itsMedtronic embraces thecorporate sixth tenet of mission: being a good citizen. its mission: being a good corporate citizen.

That includes an array of charitable activities.

That includes an array ofdonated charitable Medtronic workers have toactivities. more Medtronic workersofhave to last more than 160 charities theirdonated choosing than 160 charities their choosing last year alone, and theofMedtronic Foundation year alone, andcontributions the Medtronic Foundation matches their dollar-formatches their contributions dollar-fordollar. Meanwhile, June is devoted to Project dollar.

Meanwhile, June is devoted Project 6, named after the month and thatto sixth 6, named aftergets theemployees month and that sixth tenet, which involved in a tenet, which gets employees involved in a philanthropic project. philanthropic project.

Last June, about 500 Canadian employees Last June, about 500 Canadian employees gathered in the Niagara region to assembly gathered in the Niagara region to assembly 50 new bicycles, to be distributed to local 50 new bicycles, to be distributed to local children.

As a member of the philanthropy children.

As Kassouf a member of theplan philanthropy committee, helped the project, committee, Kassouf helped plan half the project, for which employees were given a day for which employees were given halfreally a day of paid time to participate.

“It was of paid time to participate.

“It was really overwhelming,” she says, “especially because overwhelming,” “especially because everyone was justshe so says, excited about assembling everyone wasand justcould so excited those bikes really about feel theassembling joy they those bikes andtocould were bringing kids.”really feel the joy they were kids.”

In bringing a lighter to vein, Kassouf notes that there’s lighter Kassouf notes thatwhich there’s funIntoa be had vein, working at Medtronic, fun be had working atand Medtronic, which has atogym in Brampton offers dance has gym inclasses.

Brampton and offers dance andafitness The headquarters also and fitness classes.

The has various games in theheadquarters cafeteria, as also well as has various games in the cafeteria, as well as a reflection room for prayer or meditation. aInreflection room for aprayer or meditation.

2019 it will open decompression room In 2019 itwith will massage open a decompression room outfitted chairs. outfitted with massage chairs.

1,100 1,100 46% 46% 127 127 6,096 6,096

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

40

( 2019 )

Olympus Canada Canada employees employees work work ‘on ‘on the the edge edge of of perfection’ perfection’ Olympus

R

ecently, an employee of Richmond Hill-basedofOlympus ecently, an employee Canada retired after 35 years Richmond Hill-based Olympus at the company.

President Canada retired after 35 years and CEOatBill asked him why theCollins company.

President he’d CEO stayedBill at the company long. and Collins askedfor himsowhy “He stayed said it at wasthe thecompany fact thatfor wesoweren’t he’d long. just fixing were “He said it electronics, was the factwe that we fixing weren’t electronics that saved lives and fixing made just fixing electronics, we were people healthier and hopefully electronics that saved lives and prolonged made their lives,” recalls “Pride is people healthier andCollins. hopefully prolonged evident across the company.” their lives,” recalls Collins. “Pride is Whileacross Olympus is a name that has evident the company.” long beenOlympus associated cameras and While is with a name that has photography equipment, company’s long been associated with the cameras and real focus is on a variety of photography equipment, thespecialized company’s medical technical products – real focusand is on a variety of specialized microscopes for research, devices– for medical and technical products diagnoses andfortherapeutic treatments, microscopes research, devices for industrial and products that aretreatments, used to assess diagnoses therapeutic the health products and safetythat of jet oil industrial are engines used to and assess pipelines. the health and safety of jet engines and oil “Our business is looking after society’s pipelines. health, andisreally life’safter fulfillment, “Our safety business looking society’s even in safety the cameras line,” saysfulfillment, Collins. health, and really life’s “Ourincustomers are line,” primarily even the cameras saysspecialists Collins. – whether that be doctors, nurses, research– “Our customers are primarily specialists scientiststhat or safety officers.

We’reresearch a whether be doctors, nurses, business to operation.” scientists orspecialty safety officers.

We’re a business to specialty operation.”

At the end of the day, we’re trying to help people’s At the end of thelives day, become we’re trying healthier, safer and fulfilling. to help people’s livesmore become It’s nice tosafer be part that.fulfilling. healthier, andofmore It’s nice to be part of that.

Shaila Sachedina Accounting Manager Shaila Sachedina Accounting Manager

The big initiative for the global company year was The bigthis initiative fortothelaunch globalits core company this year was to launch its core

OLYMPUS CANADA EMPLOYEES AT THE COMPANY’S 2018 NATIONAL SALES MEETING OLYMPUS CANADA EMPLOYEES AT THE COMPANY’S 2018 NATIONAL SALES MEETING

values: integrity, empathy, having a longterm view, agilityempathy, and unity.

“Really it’s to values: integrity, having a longsay, ‘what we stand for as “Really a company?’” term view, do agility and unity. it’s to Collins says. field employees are, he say, ‘what do His we stand for as a company?’” says, probably thefield strongest sales,are, clinical Collins says. His employees he and support Canada sales, because they says, probablystaff theinstrongest clinical graspsupport the importance of the products they and staff in Canada because they are representing.

“Inside theproducts company,they grasp the importance of the we have to be agile and understand we are representing.

“Inside the company, justhave don’ttogobehome getting all we agile without and understand we the devices to go where they are supposed to be.” just don’t home without getting all the The work ethicthey of the and devices to where are employees supposed to be.” their whatemployees they do are Theenthusiasm work ethicfor of the andbig drawsenthusiasm for Accounting Manager Shaila their for what they do are big Sachedina.

Because Olympus’s draws for Accounting Manager head Shaila office is in Japan, company’s year-end Sachedina.

Becausethe Olympus’s head happened fall on Friday.year-end “We office is into Japan, theGood company’s were tryingtotofall figure out how we could happened on Good Friday.

“We be creative andtoaccommodate thewe close,” were trying figure out how couldshe be recalls. “The team’s attitudethe was, ‘whatshe creative and accommodate close,” can we “The do andteam’s how attitude can we help?’

It’s recalls. was, ‘what can we do and how can we help?’ It’s

THIS IS WHO WE ARE. THIS IS WHO WE ARE. WE ARE OLYMPUS. WE ARE OLYMPUS.

really nice to work with a group of people who cares what they’re doing.” really nice about to work with a group of people And deadlines are sacred Olympus who cares about what they’reatdoing.” because the consequences And deadlines are sacredofatmissing Olympus them could be dire. “We have to do every because the consequences of missing function in be thisdire. company on the edge them could “We have to do every of perfection,” Collins, function in thissays company on“because the edge someone’s life issays at the end of“because it.” of perfection,” Collins, But Sachedina someone’s life is atsays theemployees end of it.”are happy to do whatever it takes in are part But Sachedina says employees becausetothey feel appreciated happy do whatever it takes by in the part company.

To feel thatappreciated end, Olympus recently because they by the introducedToa that work-from-home for company. end, Olympusoption recently some employees, and it offers generous introduced a work-from-home option for tuitionemployees, subsidies –and upittooffers $5,250 per some generous year – assubsidies well as subsidies for professional tuition – up to $5,250 per accreditation. year – as well as subsidies for professional The company also encourages accreditation. employees to givealso back by providing two The company encourages days paid leave a year employees to give backfor byvolunteering providing two and by donating organizations that days paid leave a to year for volunteering and by donating to organizations that

employees support, up to $2,000 per year.

And duringsupport, a recentup office renovation, the employees to $2,000 per year. company moved the office executives’ offices the And during a recent renovation, into the core of the andoffices put company moved thebuilding executives’ employees’ up in front the into the corecubicles of the building andofput windows. “The office become employees’ cubicles uphas in front of very the open and “The inviting,” windows. officesays hasCollins. become very There’s also lots ofsays funCollins. to be had open and inviting,” when the work is done. a There’s also lots of funSocialIn, to be had volunteer employee group, organizes when the work is done.

SocialIn, a events at the company – birthday volunteer employee group, organizes celebrations big one in the events at the (including company –a birthday planning stages for the company’s celebrations (including a big one in100th the anniversary nextfor year), charity-related planning stages the company’s 100th events, holiday and company anniversary nextparties, year), charity-related sportingholiday events.parties, “It’s a really nice way to events, and company appreciate people, bring themnice together, sporting events.

“It’s a really way to celebrate each otherbring and them celebrate appreciate people, together, what’s happening in and the company,” celebrate each other celebrate says Sachedina, who isin also treasurer says of what’s happening thethe company,” SocialIn. who is also the treasurer of Sachedina, But their purpose is always at the SocialIn. forefront. the endis of the day, we’re But their“At purpose always at the trying to help people’s lives forefront.

“At the end of thebecome day, we’re healthier, saferpeople’s and more fulfilling,” trying to help lives become she adds. “It’s safer nice and to bemore part fulfilling,” of that. It’sshe a healthier, good feeling.” adds.

“It’s nice to be part of that. It’s a good feeling.”

250 250 64 64 40 40 23 23

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA JOBS AVAILABLE LAST YEAR JOBS AVAILABLE LAST YEAR YEARS, LONGESTSERVING EMPLOYEE YEARS, LONGESTSERVING EMPLOYEE CHARITIES HELPED LAST YEAR CHARITIES HELPED LAST YEAR

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The The ODA ODA has has wellness wellness policies policies with with teeth teeth

W

hen a friend told Richard Pita hen aabout frienda job toldopening Richard at theabout Ontario Pita a jobDental opening Association (ODA), at the Ontario Dentalhe knew in generalAssociation terms what(ODA), it offered: he “A positive environment, knew in work general terms what opportunities it offered: “A for professional growth and aopportunities solid support positive work environment, system for employees,” “Butsupport I for professional growth he andsays. a solid didn’t much morehethan until systemknow for employees,” says.that “But I I started working here.” didn’t know much more than that until I He discovered more than he’d expected at started working here.” theHe ODA’s mid-town office: cardioat discovered moreToronto than he’d expected machines the staff lounge; meditation the ODA’sinmid-town Torontoaoffice: cardio space; a ping pong table; free afruit and machines in the staff lounge; meditation vegetables on pong Wellness Wednesdays; a space; a ping table; free fruit and washroom with a shower “for those ofa us vegetables on Wellness Wednesdays; who cycle to work”. washroom with a shower “for those of us “We try to to work”. encourage healthy habits in who cycle our“We employees,” says Frank Bevilacqua, the try to encourage healthy habits in organization’s CEO. you’re not healthy our employees,” says “If Frank Bevilacqua, the or don’t feel good, you’re not going to be organization’s CEO. “If you’re not healthy happy productive.” or don’torfeel good, you’re not going to be Healthy employees help to reinforce the happy or productive.”

ODA’s mission of promoting healththe Healthy employees help to oral reinforce in the province. morehealth than ODA’s mission ofRepresenting promoting oral 9,000 Ontario, the more ODA’sthan 55 in the dentists province.inRepresenting staff a range services, 9,000members dentists deliver in Ontario, theofODA’s 55 including practice-management staff members deliver a range of tools, services, advocacy continuing education. including and practice-management tools, advocacy and continuing education.

We try to encourage healthy habits employees.

If you’re We try in to our encourage healthy not healthy don’t feel good, habits in ouroremployees.

If you’re you’re not going to be happy not healthy or don’t feel good,or productive. you’re not going to be happy or productive.

Frank Bevilacqua CEO Frank Bevilacqua CEO

“We serve both the profession and its patients,” saysboth Bevilacqua, who has “We serve the profession andworked its for the ODA 1991. “We patients,” sayssince Bevilacqua, whonot hasonly worked represent about 90 1991. per cent of the for the ODA since “We not dentists only represent about 90 per cent of the dentists

Leading oral health for more than 150 years.

Leading oral health for more than 150 years.

www.youroralhealth.ca www.youroralhealth.ca

EMPLOYEES AT THE ONTARIO DENTAL ASSOCIATION ENJOY FRESH FRUIT ON 'WELLNESS WEDNESDAYS' EMPLOYEES AT THE ONTARIO DENTAL ASSOCIATION ENJOY FRESH FRUIT ON 'WELLNESS WEDNESDAYS'

in Ontario, we’re also part of a larger mission to help attain maintain in Ontario, we’repeople also part of aand larger the best to possible oral health can.” mission help people attainthat andthey maintain in 1867, ODA theFounded best possible oral the health thatalso they can.” publishes profession Foundeda journal in 1867,forthetheODA also 10 times a year, sponsors Canada’s10 publishes a journal forone the of profession largest dental conventions, offers times aannual year, sponsors one of Canada’s webinars and e-learning sessions, and largest annual dental conventions, offers administers care, insurance and webinars andhealth e-learning sessions, and investment forinsurance its members. administers programs health care, and As Program Coordinator Member investment programs for its for members.

Education, PitaCoordinator dived right for in toMember the As Program ODA’s dynamic workplace.

From booking Education, Pita dived right in to the session rooms to workplace. lining up speakers, he ODA’s dynamic From booking helped organize regional continuing session to rooms to lining up speakers, he education sessions on topicscontinuing such as buying helped to organize regional and sellingsessions a dentalon practice. education topics such as buying also applied experience in andHeselling a dentalhis practice. managing committees, He also steering applied his experienceorganizing in managing steering committees, organizing

educational events and online programs and budgeting as part a small team educational events andofonline programs setting up a symposium new dentists. and budgeting as part offor a small team Held October, the event more settinginup a symposium for took new dentists. than to planthe and organize.

It Held ainyear October, event took more included eight speakers with expertise than a year to plan and organize.

It in clinicaleight and practice included speakers management with expertiseas well as a roundtable exchange and several in clinical and practice management as social well asevents. a roundtable exchange and several Working with other ODA staff social events. members, quickly learnedstaff about WorkingPita with other ODA the association’s initiatives involving members, Pita quickly learned about economics, education, health policy, the association’s initiatives involving government relations and membership economics, education, health policy, services. government relations and membership “A lot of our projects enable services. individuals to show leadership, “A lot of our projects enable hone their management performhone tasks their they individuals toskills showand leadership, may not normally their day-to-day management skills do andinperform tasks they may not normally do in their day-to-day

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

Toronto’s Top Employers.

job,” says Bevilacqua. “We have an open, family-like environment that makes people job,” says Bevilacqua.

“We have an open, want to come here.” family-like environment that makes people At the same here.” time as Pita went to work want to come onAt organizing he the same educational time as Pita programs, went to work also became involved in theprograms, ODA’s internal on organizing educational he staff initiatives.

He became of the also became involved in the co-chair ODA’s internal social committee, theco-chair health and staff initiatives.

Hejoined became of the safety served the as deputy social committee, joined health fire and warden in the association’s and safety committee, served asbuilding deputy fire organized ping pong tournament. warden in the the staff association’s building and “I’ve hadthe opportunities heretournament. to go above organized staff ping pong and“I’ve beyond my role,” he says. an had opportunities here “We to gohave above incredibly culture here.” and beyondcollegial my role,” he says.

“We have an The enthusiasm beenhere.” mutual. As incredibly collegial has culture much Pita has invested in mutual. the ODA, Theasenthusiasm has been As the association covered much as Pitahashasinvested investedininhim. the ItODA, the the cost of Pita’s courses in at him. the University association has invested It covered of for example, enabling him to theToronto, cost of Pita’s courses at the University earn his Certificate in Project Management of Toronto, for example, enabling him to this earn year. his Certificate in Project Management this“I’ve year.also been encouraged to take more to improve my skills and “I’vecourses also been encouraged to take experience,” “Knowing thatand the more courseshe to says. improve my skills ODA will invest in me makes me feelthe like experience,” he says.

“Knowing that IODA have will a solid future here.

It’s ame place invest in me makes feelwhere like I’d likeatosolid stay.”

I have future here. It’s a place where I’d like to stay.”

55 55 88

879 879 27 27

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA JOBS AVAILABLE LAST YEAR JOBS AVAILABLE LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR WEEKS, MATERNITY & PARENTAL TOP-UP&PAY WEEKS,LEAVE MATERNITY PARENTAL LEAVE TOP-UP PAY

42

( 2019 )

OLG supports supports diversity diversity and and inclusion inclusion with with Pride Pride OLG

T

hree years ago, Jessica Brcko hree years ago, Brcko landed a job in Jessica the Toronto landed job Ontario in the Toronto office ofa the Lottery office of the Ontario Lottery and Gaming Corporation and and Gaming was immediately struckCorporation by the talentand of her was struck byofthereally talent of her new immediately peers. “We have a lot smart new peers. “We people have a lot of across really smart and committed right the and committedsays people right across the organization,” Brcko. organization,” Brcko. with the She was alsosays impressed She was alsocommitment impressed with the organization’s to diversity organization’s commitment to diversity and inclusion and, last spring, landed a and inclusion spring, landed dream job withand, the last corporation.

She isa dream job with the corporation.

SheLead. is now OLG’s Diversity and Inclusion now Diversity Inclusion Lead.

“I wasOLG’s part of the teamand that put together “I was part the team that put together OLG’s first of Women’s Network,” Brcko OLG’s Network,” says. “Itfirst wasWomen’s the beginning of myBrcko formal says.

“It was beginning of my formal shift into thethe diversity and inclusion space. shift diversity and inclusion space.

That’sinto mythe passion.

It’s great to work for That’s my passion.

It’s can greatpursue to work for a company where you your apassion.” company where you can pursue your passion.”

OLG also has a very active PRIDE OLG also a very active PRIDE Network thathas is focused on LGBTQ2+ Network is focused inclusion that at OLG as wellon as LGBTQ2+ supporting inclusion at OLG as to wellPride as supporting OLG’s commitment Toronto and OLG’s commitment to Pride Toronto Pride Month each June.

“We’re proud and Pride Month each June. “We’re proud sponsors of the Toronto Pride Parade,” sponsors of the Toronto Pride adds Brcko.

“Employees at all Parade,” levels adds Brcko.and “Employees at all participate last year we hadlevels three participate and last had three senior executives onyear our we float.” senior executives on our float.”

We have a lot of really smart and We have a lot of really and committed people rightsmart across the committed people right across the organization. organization.

Jessica Brcko

DiversityJessica and Inclusion Lead Brcko Diversity and Inclusion Lead

OLG is currently in the midst of a OLGorganizational is currently inrestructuring the midst ofthat a major major organizational restructuring that is changing how it manages its business, is changing how it manages its business,

OLG EMPLOYEES VOLUNTEERING FOR HABITAT FOR HUMANITY OLG EMPLOYEES VOLUNTEERING FOR HABITAT FOR HUMANITY

says Larry Rourke, Senior Vice-President says Larry Rourke, Senior Vice-President Human Resources.

And that is leading Human Resources.movement And that within is leading to a considerable to considerable asmovement within thea corporation, well as creating the corporation, as well as creating opportunities. opportunities.

“If you like change it’s a very exciting “If atyou like change it’s a very exciting time OLG,” says Rourke.

“That tends time OLG,” “That tends to be atone of thesays topRourke. reasons people come to be one of the top reasons people come here.” here.”

OLG has created a comprehensive OLG has program created a called comprehensive onboarding the New onboarding program called the Newa Employee Experience that provides Employee Experience thatwho provides smooth entry for anyone joins athe smooth entry There for anyone who joins organization. are online tools the to organization.

There tools to ensure that new hiresareareonline fully briefed ensure thatcode new of hires are fully on OLG’s conduct, its briefed history, on code of conduct, history, andOLG’s regulations that must beitsfollowed. and regulations must betofollowed.

Managers receivethat reminders check on Managers receive to check onthe team members at reminders regular intervals over team members at regular intervals over the first few months. first fewwant months.

“We to make sure that the “We want to make sure that the

individual is connected and getting everything individual is connected getting he or she needs,” Rourkeand says.

“Theeverything feedback he she very, needs,” says. hasorbeen veryRourke positive and“The we’refeedback going to has been very, veryon positive continue to build that.” and we’re going to continue to build on that.”

OLG hires summer interns and OLG hires summer and co-op students to workinterns in various co-op studentsbut to especially work in various departments, IT. Students departments, but especially Students with backgrounds in IT canIT. work on any with backgrounds in IT on anyto number of initiatives thatcan arework important number of initiatives that are important to the corporation, including testing, software the corporation, testing, software development andincluding cyber-security.

And codevelopment cyber-security. coop placementsand or internships veryAnd often op or internships leadplacements to a permanent position. very often lead to a permanent position.

Employees can take advantage of a Employees takecareer advantage of a whole suite ofcan online planning whole suiteallow of online planning tools that them career to assess strengths tools that allow and themtotochart assess strengths and weaknesses a career and to material chart a career path.weaknesses “There’s a and lot of available path.

“There’s acan lot access of material available and employees it at their and employees access it at gives their leisure,” Rourkecan says.

“It also leisure,” says.to“Ithave alsocareer gives managersRourke the ability managers the ability to have career

development conversations with development employees.” conversations with employees.”

The corporation encourages The corporation encourages professional development largely through professional development through a series of in-house, onlinelargely training amaterials. series of However, in-house, online training exceptions are materials.

However, are in made. Brcko was ableexceptions to participate made.

BrckoSchool was able participate in the Rotman of to Management’s the Rotman School of Management’s two-day Athena program for women in two-day Athena for womenwas in leadership roles. program “The organization leadership roles. “The organization was very supportive,” says Brcko.

“Afterward very Brcko. “Afterward I wassupportive,” able to makesays a presentation to my Iteam was members able to make presentation my and ashare what I’d to learned. team share learned.

So themembers learning and didn’t stopwhat withI’dme.”

SoOLG the learning didn’t stopto with me.” allows employees work flexible OLGtoallows flexible hours, work employees from hometoorwork adopt a hours, to work from home or adopt a compressed work week.

These initiatives compressed work week. initiatives tend to be informal and These arranged tend to be informal and and their arranged between employees managers. between employees and their managers.

“I’ve found our flex-work approach to be “I’ve found oursays flex-work approach to be very helpful,” Brcko. “We’re treated very helpful,” says Brcko. treated as professional adults.

The“We’re flexibility is as professional adults.

Thefrom flexibility great if you need to work home is or great you needappointment. to work fromSometimes home or go to ifa medical go a medical appointment.

Sometimes lifetogets complicated and it’s great to life great to workgets forcomplicated an employerand thatit’s truly enables work for andan lifeemployer balance. that truly enables work and life balance.

1,466 1,466 181 181

27 27 50.1% 50.1%

FULL-TIME STAFF FULL-TIME STAFF IN CANADA IN CANADA JOBS AVAILABLE LAST YEAR JOBS AVAILABLE LAST YEAR WEEKS MATERNITY AND WEEKS MATERNITY PATERNITY TOP-UP AND PAY PATERNITY TOP-UP PAY OF EMPLOYEES OFARE EMPLOYEES WOMEN ARE WOMEN

43

( 2019 )

Openness Openness and and kindness kindness are are key key at at Ontario Ontario Shores Shores

T

he patient liked fashion magazines.

She would he patient liked fashionroam the halls of She the Ontario Shores magazines. would roam Centre Health the hallsfor of Mental the Ontario Shores Sciences in Whitby anyone had Centre forasking Mentalif Health copies they bring in for her. “She Sciences in could Whitby asking if anyone had would even could go up bring to theinCEO’s office copies they for her.

“Sheand ask if they anytomagazines, theyand would evenhad go up the CEO’sand office would keephad them her when and she they came ask if they anyfor magazines, by,” recalls a Forensic would keepBarbara them forMurray, her when she came Caserecalls Manager at theMurray, hospital,a Forensic which by,” Barbara provides assessment treatment Case Manager at theand hospital, whichfor people complexand andtreatment serious mental provideswith assessment for illness. people with complex and serious mental “So it’s very much an open-door illness. environment knows the “So it’s verywhere mucheveryone an open-door names of patients who are friendly environment where everyone knowslike thethat, and where we don’t have boundaries names of patients who arethose friendly like that, that are typical of most says and where we don’t haveorganizations,” those boundaries Murray.

“Even the support staff, the cleaning that are typical of most organizations,” says staff, want to help comestaff, up with little Murray.

“Even the and support the cleaning ways do to so.help I’ve and actually say staff, to want comehad uppatients with little the person to talk to was waysbest to do so. I’ve actually hadsomeone patientson say the cleaning staff.” best person to talk to was someone on the cleaning At thestaff.” heart of our culture is compassion and caring for people who At the heart of our culture is comare significantly disadvantaged in passion and caring for people who our society. Our staff are very, very are significantly disadvantaged in special that Our way.staff are very, very our society. special that way.

Karim Mamdani President and CEO Karim Mamdani President and CEO

For Murray, who helps patients nearing theFor endMurray, of theirwho hospital transition helpstreatment patients nearing to that openness thethe endcommunity, of their hospital treatmentand transition kindness are centralthat to the Ontarioand Shores’ to the community, openness mission de corps.Shores’ “At the kindnessand are generate central toesprit the Ontario heart of and our culture compassion and“At caring mission generateisesprit de corps. the for people are significantly heart of ourwho culture is compassion and caring disadvantaged society,” confirms for people whoinareour significantly President and in CEO Mamdani. disadvantaged our Karim society,” confirms“Our staff are very, special that way.” “Our President andvery CEO Karim Mamdani. staff are very, very special that way.”

EMPLOYEES AT ONTARIO SHORES PARTICIPATING IN THE ORGANIZATION’S ANNUAL HOLIDAY HOCKEY CHALLENGE EMPLOYEES AT ONTARIO SHORES PARTICIPATING IN THE ORGANIZATION’S ANNUAL HOLIDAY HOCKEY CHALLENGE

That compassion is coupled with innovation, he adds.is“We give people That compassion coupled with the opportunity to adds. be creative, to take on the risks, innovation, he “We give people and we’re prepared to support that.on Werisks, were opportunity to be creative, to take the Canada to become andfirst we’reorganization prepared to in support that.

We were fully electronic, in 2014, and thattocame from the first organization in Canada become the of in our2014, people. offer a portal fullycreativity electronic, andWe that came from thatcreativity allows patients have access to their the of our to people.

We offer a portal health information.” digitized that allows patients toHaving have access to their records, he says, also allows Shores health information.”

HavingOntario digitized to “guidehethe carealso provided our clinicians records, says, allows by Ontario Shores and standardize that care.” by our clinicians to “guide the care provided also using and“We’re standardize thatdifferent care.” technologies to “We’re assist people suffering fromtechnologies mental also using different illness,” continues.

“Itfrom couldmental be through to assist he people suffering something telemedicine – they can use illness,” he like continues.

“It could be through phones, screens or virtual-care modules something like telemedicine – they can use besides In phones,receiving screens orface-to-face virtual-carecare. modules addition, we haveface-to-face worked with ourInclinicians besides receiving care. to find thewebest evidence the addition, have workedthroughout with our clinicians to find the best evidence throughout the

world for the treatment of certain conditions, and then embedded all of conditions, those world for we thehave treatment of certain things into wayembedded we provide and then wethe have allcare.” of those Ontario celebrates things into Shores, the way which we provide care.”its centenary year,which also has developed Ontarionext Shores, celebrates its an extensive program employees, centenarywellness next year, also hasfor developed an which recently wonprogram the hospital goldextensive wellness for employees, level fromwon Excellence Canada. whichstatus recently the hospital gold-It includes a cafeteria that serves healthy, level status from Excellence Canada.

It delicious, a includes a made-from-scratch cafeteria that servesmeals, healthy, fitness centre, and a gym where employees delicious, made-from-scratch meals, a can participate in aavariety of sports.

The fitness centre, and gym where employees hospital has alsoinadopted Health can participate a varietythe of Mental sports. The Commission of Canada’s Standard hospital has also adopted National the Mental Health on Psychological Health and SafetyStandard in the Commission of Canada’s National Workplace. on Psychological Health and Safety in the Other benefits include top-up payments Workplace. forOther new parents 93 per cent of salary benefits– include top-up payments for 31 for–mothers and the same newweeks parents 93 per cent of salary percentage andand adoptive parents for 31 weeksforforfathers mothers the same percentage for fathers and adoptive parents

ontarioshores.ca/100 ontarioshores.ca/100

for up to 15 weeks. Ontario Shores also offers a variety of training for upjob-shadowing, to 15 weeks. Ontario Shores also opportunities and generous tuition offers job-shadowing, a variety of training subsidies.

Andand it hosts myriad celebratory opportunities generous tuition events to show of celebratory staff and subsidies.

And itappreciation hosts myriad foster events collegiality. to show appreciation of staff and Murray benefited from the tuition perk foster collegiality. during herbenefited studies forfrom a Certificate in perk Murray the tuition Psychosocial Rehabilitation.

She also during her studies for a Certificate in took aPsychosocial leadership program called Leading Rehabilitation.

She alsoEdge took that she says program helped her focus her skills and a leadership called Leading Edge become mentor to her others. that she asays helped focus her skills and But one aspect of become a mentor to Ontario others. Shores sheBut particularly the fact one aspectappreciates of Ontariois Shores that compassionappreciates extends to iscolleagues, she particularly the fact not patients. extends Several to years ago, her that just compassion colleagues, manager noticed that sheyears was limping not just patients.

Several ago, herand encouraged her tothat see she her was doctor. manager noticed limping and In the end, underwent encouraged herMurray to see her doctor. a knee replacement. surgery, she says, In the end, Before Murraythe underwent a knee “my manager took thethe time to find replacement.

Before surgery, sheout says, what they could dothe to make getting around “my manager took time to find out easier for me.

After operation I was at what they could do the to make getting around home fourAfter months; it was winter andatI easier for me. the operation I was was kind isolated.

Both my winter manager home for of four months; it was andand I the health department made and was employee kind of isolated.

Both my manager frequent calls health to see how I was doing.” the employee department made frequent calls to see how I was doing.”

881 881 11,549 11,549 84% 84% 43 43

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA JOB APPLICATIONS RECEIVED LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR OF MANAGERS WOMEN OFAREMANAGERS ARE WOMEN YEARS, LONGESTSERVING EMPLOYEE YEARS, LONGESTSERVING EMPLOYEE

44

( 2019 )

Ontario Ontario Telemedicine Telemedicine Network Network makes makes work work meaningful meaningful

I

f someone told you about a place to access healthcare in Ontario that f someone told you about a place receives 3,000 in visits a day that –1 to accesssome healthcare Ontario million year 3,000 – would youa be receives asome visits dayable –1 to name it? No single hospital million a year – would youorbedoctor’s able clinic getsit?anywhere that many, to name No singlenear hospital or doctor’s but thegets Ontario Telemedicine Network clinic anywhere near that many, (OTN), the province’s fast-growing system but the Ontario Telemedicine Network for putting andfast-growing providers together (OTN), thepatients province’s system virtually, does it easily. for employees, for putting patients andAnd providers together that’s a major of pride. virtually, does point it easily.

And for employees, “We’d like every in Ontario to that’s a major pointperson of pride. have easylike access to the bestinhealthcare, “We’d every person Ontario to whenever and wherever theyhealthcare, need it,” says have easy access to the best CEO Edward what whenever and Brown, wherevera founder they needofit,” says has become one of theabiggest CEO Edward Brown, founderintegrated of what telemedicine networks in the world. has become one of the biggest integrated Since the provincially non-profit’s telemedicine networksfunded in the world. inception in 2006, it funded has provided virtual Since the provincially non-profit’s access – usually on it screen – for patients inception in 2006, has provided virtual to consult medical often access – usually on experts screen –remotely, for patients from far-flung partsexperts of the remotely, province. often to consult medical Lately it has expanded more services, from far-flung parts of into the province. such monitoring Latelyasithome has expanded intosolutions, more services, mental support, messaging or such as health home monitoring solutions, video-consulting your own doctor,orand mental health support, messaging helping general practitioners connect video-consulting your own doctor, and quickly specialists. helping with general practitioners connect quickly with specialists.

The thing they have in common is that they’rethey all pretty The thing have inpassionate common is about what we do, because they that they’re all pretty passionate can directly seedo, how we’re they about what we because impacting can directlypeople’s see howlives. we’re impacting people’s lives.

Edward Brown CEO Edward Brown CEO

To run all this, says Brown, requires “anToeclectic people andrequires skill sets, run allmix” this,of says Brown, from changemix” management working “an eclectic of peopleexperts and skill sets, with and other providers help from doctors change management expertstoworking them understand and use the system, to with doctors and other providers to help them understand and use the system, to

EMPLOYEES AT ONTARIO TELEMEDICINE NETWORK HEAD OFFICE IN TORONTO EMPLOYEES AT ONTARIO TELEMEDICINE NETWORK HEAD OFFICE IN TORONTO

technology specialists who keep the virtual connections working, who plus akeep variety technology specialists the of virtual other business and support connections working, plus aroles. variety of “The thing they in common other business and have support roles. is that they’re pretty passionate about what we “Theallthing they have in common is that do,” heall says, “because they can directly see they’re pretty passionate about what we how impacting It’s very do,” we’re he says, “becausepeople’s they canlives. directly see meaningful work for people’s people.” lives. It’s very how we’re impacting It’s also a work very collaborative meaningful for people.” environment, since deliverenvironment, any of the It’s “we also don’t a veryactually collaborative healthcare,” Brown notes.

“We any workofwith since “we don’t actually deliver the 3,700 organizations and 30,000 health healthcare,” Brown notes.

“We work with providers who are members of our online 3,700 organizations and 30,000 health service. alsoare trymembers to empower ouronline people providersWewho of our to work We together, and be creative.

It’s a service. also try to to empower our people fun placetogether, to work.” to work and to be creative. It’s a half of the 250 staff work at funMore placethan to work.”

OTN’s Avenue headquarters in MoreUniversity than half of the 250 staff work at downtown Toronto, with others workingin OTN’s University Avenue headquarters downtown Toronto, with others working

in offices in London, Timmins and Thunder plus at least 25 home in offices Bay in London, Timmins and offices.

“We walkBay the plus talk, at since asking Thunder leastwe25are home offices. people to be saysweBrown.

“So we “We walk thevirtual,” talk, since are asking have a great and I think people to be telework virtual,” policy says Brown.

“So we people enjoytelework that.” policy and I think have a great As a User Designer, Dexter people enjoyExperience that.”

Austria has appreciated of those As a User Experience many Designer, Dexter elements since arriving in March 2018. His Austria has appreciated many of those digital design helps easier His for elements sincework arriving in make Marchit 2018. patients and providers to come digital design work helps make together, it easier for particularly making to thecome system as patients andby providers together, accessible possible. particularlyas by making the system as Given hisasdigital expertise, he could work in accessible possible. a lot of places.

Whyexpertise, OTN? “Every day,work I canin Given his digital he could see the work I doOTN? is making a difference,” a lotthat of places.

Why “Every day, I can he accessa difference,” to seesays. that “People the workneed I dobetter is making healthcare, they need abetter betteraccess patient he says. “People to experience and I’m helping makeathat happen.” healthcare, they need better patient experience and I’m helping make that happen.”

It doesn’t hurt that OTN also offers comprehensive benefits that It doesn’t hurtemployee that OTN also offers include the defined-benefit Healthcare comprehensive employee benefits that of Ontario Pension Plan, and, Healthcare for Austria,of the include the defined-benefit option workingPlan, fromand, home OntarioofPension forregularly.

Austria, the “I do itof onworking Wednesdays,” says Austria. option from home regularly.“I enjoy and I says reallyAustria. do believe “I do ittheonflexibility Wednesdays,” “I it increases my productivity.” enjoy the flexibility and I really do believe Austria also a chance to use his it increases mygot productivity.” talents in aalso newgot online project supporting Austria a chance to use his mental health, White Wall.supporting People talents in a newBig online project who register canBig anonymously their mental health, White Wall.share People thoughts andcan feelings with other users and who register anonymously share their get adviceand 24/7 from clinically trained staff thoughts feelings with other users and about such24/7 issuesfrom as depression, anxietystaff get advice clinically trained or suicidal says working about such feelings. issues as Austria depression, anxiety on the project, oftenAustria doing creative work or suicidal feelings. says working outside his ownoften mandate, to on the project, doingallowed creativehim work meet people frommandate, other teams across theto outside his own allowed him organization. meet people from other teams across the “What I like about OTN is the people organization. are“What very passionate in what and I like about OTNthey is thedo, people they are passionate subject-matter experts each are very in what theyindo, and field,” says. “When Iexperts came in, felt they arehesubject-matter in Ieach welcome to make field,” he and says.empowered “When I came in, Ithe feltright decisions.

There is mutualtorespect, because welcome and empowered make the right everyone’s an expert.” decisions. There is mutual respect, because everyone’s an expert.”

255 255 40 40

17 17 52% 52%

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA JOBS AVAILABLE LAST YEAR JOBS AVAILABLE LAST YEAR YEARS, LONGESTSERVING EMPLOYEE YEARS, LONGESTSERVING EMPLOYEE OF MANAGERS WOMEN OFAREMANAGERS ARE WOMEN

Ontario Telemedicine Network Ontario Telemedicine Network

We’re connecting Ontarians to the care they need, We’re connecting Ontarians to the care they need, when and where they need it. Come join us. when and where they need it. Come join us. otn.ca otn.ca

45

( 2019 )

RBC RBC employees employees share share aa passion passion for for helping helping their their communities communities

II

n her work at RBC in Toronto, Sonya Kumar is known as ainScrum Master, n her work at RBC Toronto, Sonya meaning is theasfacilitator for the Kumar is she known a Scrum Master, HR Workforce Innovation team meaning she is the facilitator for and the helpsHR members stay focused on solving Workforce Innovation team and critical problemsstay with the right solutions in helps members focused on solving the shortest possible The innovative critical problems withtime. the right solutions in system comespossible from software development, the shortest time. The innovative and thecomes term comes from rugby, where system from software development, players quickly and thereconfigure term comesthemselves from rugby, where in a scrum restart the flow of the game.in a playersand reconfigure themselves quickly “I’mand the restart Scrum the Master I’mgame. also scrum flowand of the a team “I’m member, the Scrumaccountable Master andfor I’mthe also outcomes of our accountable program,” says a team member, for Kumar. the “This is a new way that we’resays working, outcomes of our program,” Kumar. so there no way set rules a flat “This is are a new that and we’reit’s working, structure. many so there areI play no set rulesroles.” and it’s a flat Indeed she does.

Kumar’s structure.

I play many roles.”role in this “agile lab”she is an example of RBC’s Indeed does.

Kumar’s role inoften this cutting-edge approach workplace “agile lab” is an exampletoofthe RBC’s often environment.

But she also hasworkplace other roles cutting-edge approach to the supported equally strongly

by RBC: a environment.

But she also has other as roles volunteer the community. supportedin equally strongly by RBC: as a volunteer in the community.

In our culture, everybody should be giving backeverybody to groups they are In our culture, should passionate about. be giving back to groups they are passionate about.

Patti Shugart

Managing DirectorPatti and Global Head, Shugart Corporate ManagingBanking Directorand andGlobal GlobalCredit, Head, RBC Capital Corporate Banking and GlobalMarkets Credit, RBC Capital Markets

In her town of Ajax, Ont., just east of In Toronto, Kumar is a Ont., member the her town of Ajax, justofeast School Community where her two of Toronto, Kumar isCouncil a member of the daughters attend Grade 2 andwhere Gradeher 5. two It School Community Council takes time,attend especially when sheGrade was chair daughters Grade 2 and 5. It and with thewhen principal, directed takes“worked time, especially she was chair the thethe council, and worked and business “workedof with principal, directed with the outside community on worked events and the business of the council, and fundraising.” with the outside community on events and RBC, she says, helps with her schedule fundraising.” so RBC, she can a meaningful way. shecontribute says, helpsinwith her schedule so she can contribute in a meaningful way.

SONYA KUMAR, SCRUM MASTER, AT THE RBC OFFICES IN TORONTO SONYA KUMAR, SCRUM MASTER, AT THE RBC OFFICES IN TORONTO

Moreover, in the past year she logged more than 40 volunteer hours, the bank’s Moreover, in the past yearusing she logged more myCommunity online tool, andthe RBC than 40 volunteer hours, using bank’s matched the hours and tool, donated myCommunity online and $500 RBC to the schoolthe in hours recognition. matched and donated $500 to the best part for me,” says the“That’s school been in recognition.

Kumar.

“The didpart wonderful “That’s beenschool the best for me,”things says with that“The money.

They able to things buy Kumar. school didwere wonderful books for money. the library and contribute to with that They were able to buy equipment forlibrary the kids have fun during books for the andtocontribute to recess – theyforreally appreciated equipment the kids to have it.” fun during Kumar alsoreally worksappreciated with Ascend, recess – they it.” an organization business Kumar alsosupporting works withpan-Asian Ascend, an leaders; RBC supporting is a Platinum sponsor.business organization pan-Asian “We leverage networks and provide leaders; RBC our is a Platinum sponsor. programs andour events that inspire and “We leverage networks and provide educate pan-Asian programsindividuals and eventsfrom that the inspire and community,” says Kumar. educate individuals from the pan-Asian RBC’s support employees’ community,” says for Kumar. community involvement makes her feel RBC’s support for employees’ community involvement makes her feel

“great pride,” Kumar says. “It gives you that of purpose in coming intoyou work. “greatsense pride,” Kumar says.

“It gives It’s justofabout the in paycheque.” thatnot sense purpose coming into work. feeling goestheright to the top at It’sThat not just about paycheque.”

RBC, leaders like Patti Shugart, Thatwhere feeling goes right to the top at Managing Director Head, RBC, where leaders and like Global Patti Shugart, Corporate Banking and Global Head, Credit for Managing Director RBC Capital Markets, also involved Corporate Banking andare Global Credit for with community. reallyinvolved do believe RBC the Capital Markets,“We are also in a corporate culture “We where employees with the community. really do believe who want moreculture purpose in their day not in a corporate where employees only help our clients thrive, but help our who want more purpose in their day not communities she says.

“It’s not only help our prosper,” clients thrive, but help our just lip service,prosper,” this goesshe to says. our firm’s core communities “It’s not values.” just lip service, this goes to our firm’s core Shugart was an early champion of the values.”

RBC Race was for the Kids champion in Toronto,ofwhich Shugart an early the has than $10 forwhich RBCraised Racemore for the Kids in million Toronto, Sunnybrook Hospital’s Family Navigation has raised more than $10 million for Project, helping young people Sunnybrook Hospital’s Familywith Navigation Project, helping young people with

mental health issues find the treatment they need. mental health issues find the treatment Sheneed. also works with a United Way they charity called Women She also works with United. a United“The Waynotion is to take women livingUnited. below the poverty charity called Women “The notion line Toronto pullbelow them the up through is to in take womenand living poverty funding, job opportunities, coaching and line in Toronto and pull them up through mentoring. you help to bring aand funding, jobWhen opportunities, coaching mother out When of poverty, you also lift her mentoring. you help to bring a children which has a ripple effectliftonher our mother out of poverty, you also communities,” children which says has aShugart. ripple effect on our Within RBC,says she Shugart. was also co-creator communities,” of Within RWomen, a global networking group RBC, she was also co-creator for women inaRBC Markets and of RWomen, globalCapital networking group related areas, a champion of a and new for women inand RBCis Capital Markets “Returnship” program that offersofsupport related areas, and is a champion a new to women whoprogram have been of capital “Returnship” thatout offers support markets forwho several can more to women haveyears, beenso outthey of capital easily return to a career markets for several years,insofinance. they can more Shugart estimates she in spends 50-60 easily return to a career finance. hours a yearestimates workingshe with the community.

Shugart spends 50-60 “I wanta year to beworking a good role to show hours withmodel the community. people can achieve success, have a “I wantthat to beyou a good role model to show family life, andsuccess, you canhave alsoa people and that balanced you can achieve spend giving back. ouryou culture, family time and balanced life,In and can also everybody giving backculture, to groups spend timeshould giving be back.

In our they are passionate everybody should beabout.” giving back to groups they are passionate about.”

52,575 52,575 59% 59% 50% 50% 8,700 8,700

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA OF EMPLOYEES AREEMPLOYEES WOMEN OF ARE WOMEN OF MANAGERS WOMEN OFAREMANAGERS ARE WOMEN CHARITIES HELPED LAST YEAR CHARITIES HELPED LAST YEAR

46

( 2019 )

From From TV TV to to the the Jays, Jays, Rogers Rogers offers offers big big opportunities opportunities

W W

hen Jasmin Matalla followed her Torontofollowed in hen fiancé JasmintoMatalla 2016, she didn’t expectinto fall her fiancé to Toronto in loveshe with the city or with 2016, didn’t expect to fall her job at Rogers grew in Communications. love with the city or“Iwith up says. “Before I met my herin jobGermany,” at Rogers she Communications.

“I grew boyfriend, I’d never to move.” up in Germany,” sheintended says. “Before I met my Matalla met her fiancé in Dusseldorf, boyfriend, I’d never intended to move.” where she worked a global Matalla met herfor fiancé in Dusseldorf, telecommunications where she worked forcompany a global that had a relationship with Rogers.

Afterthat arriving telecommunications company had ain Toronto, shewith enrolled in an MBA program relationship Rogers.

After arriving in and became junior fellow the Ted Rogers Toronto, sheaenrolled in an at MBA program Leadership Ryerson University. and becameCentre a juniorat fellow at the Ted Rogers “Every day at theatcentre I walked past a Leadership Centre Ryerson University. plaque andday sawat the Ted Rogers: “Every the words centreofI walked past a ‘The yet to plaquebest andis saw thecome’.” words of Ted Rogers: That justtothecome’.” beginning of Matalla’s ‘The bestwas is yet exposure to Rogers. her wireless That was just the From beginning of Matalla’s provider Toronto Blue she exposure to to the Rogers.

From herJays, wireless provider to the Toronto Blue Jays, she Rogers is everywhere. It’s one of the reasons I enjoy working here.

Rogers is everywhere.

It’s one of We’re part ofI the community. the reasons enjoy working here.

We’re part of the community.

Jasmin Matalla

Manager, Digital Omni Channel Jasmin Matalla Manager, Digital Omni Channel

seemed to see references to the company and its founder at every turn.to the company and seemed to see references its “Rogers founder isateverywhere,” every turn. she says. “It’s one of “Rogers the reasons I enjoy working here.“It’s We’re is everywhere,” she says. one part the community.

And,” she of theofreasons I enjoy working here.adds, We’re “we a 50-per-cent on adds, Blue Jays part get of the community.discount And,” she tickets.” “we get a 50-per-cent discount on Blue Jays For Jim Reid, Chief Human Resources tickets.”

Officer at Rogers, Matalla’s firstResources impressions For Jim Reid, Chief Human of the company in Matalla’s Toronto first reflect one Officer at Rogers, impressions of the company’s Since he joined company ingoals.

Toronto reflect one about years goals. ago, Reid and of the eight company’s Since hethe joined company’s executives havethe focused on about eightsenior years ago, Reid and identifying Rogersexecutives as one of have the top placeson company’s senior focused in the city toRogers work.as one of the top places identifying in the city to work.

ROGERS EMPLOYEES COLLABORATING AT THE COMPANY’S SPORTSNET TELEVISION NETWORK ROGERS EMPLOYEES COLLABORATING AT THE COMPANY’S SPORTSNET TELEVISION NETWORK

passion and entrepreneurial spirit that form “When potential employees see our his legacy. done this,spirit in part, success in the marketplace,” Reid passion andThey’ve entrepreneurial thatbyform “When potential employees seesays, our “they hiring andThey’ve encouraging want toin become part of a winning team.” his legacy. done new this,employees in part, bylike success the marketplace,” Reid says, “they Matalla.

Rogers traces its heritage to the early hiring and encouraging new employees like want to become part of a winning team.”

Now the Manager of Rogers’ Digital 1920s andtraces the founding of radio Matalla.

Rogers its heritage to thestation early Omni Matalla works closely CFRB. In the TedofRogers purchased NowChannel, the Manager of Rogers’ Digitalwith 1920s and the 1960s, founding radio station representatives all partsworks of theclosely organization CHFI ledTed theRogers company’s Omni Channel,inMatalla with CFRB.Radio, In the then 1960s, purchased to create a uniform fororganization customers expansion intothen cableledTV wireless representatives in allexperience parts of the CHFI Radio, theand company’s no mattera where they come intoforcontact with communications andTV established its brand to create uniform experience customers expansion into cable and wireless the company. throughout Canada. no matter where they come into contact with communications and established its brand role is bridging the gap between Since then, entrepreneurial passion has the“My company. throughout Canada. business andistechnology,” driven into the fields ofpassion telephone “My role bridging theshe gapsays, between SinceRogers then, entrepreneurial has “understanding the business of and Internet with significant business and technology,” sherequirements says, driven Rogersconnectivity, into the fields of telephone each segment ofthe thebusiness company.

Ultimately, of we additional telecommunications and media “understanding requirements and Internet connectivity, with significant to make of sure currentUltimately, and potential assets including the Toronto Blue Jays, Citytv want each segment thethat company. we additional telecommunications and media findsure the that samecurrent information at each and want to make and potential assetsSportsnet. including the Toronto Blue Jays, Citytv customers touch point.” the passing of Ted Rogers in 2008, customers find the same information at each andSince Sportsnet.

In less than two years with the company, senior at the touch point.”

Sincemanagement the passing of Tedcompany Rogers inhave 2008, T:9.25” Matalla worked hardwith to learn about all paid attention to capturing thehave drive, T:9.25” In lesshas than two years the company, seniorclose management at the company Matalla has worked hard to learn about all paid close attention to capturing the drive,

aspects of the Rogers brand. “I’ve learned so much,” sheRogers says, “mainly lots of aspects of the brand. through “I’ve learned on-the-job training.

It will have a biglots impact so much,” she says, “mainly through of on my future career, It as will I help with digital on-the-job training. have a big impact transformation acrossasallI help segments the on my future career, with of digital business.” transformation across all segments of the Rogers wants to strengthen its team business.” with people whotoshare the same Rogers wants strengthen itspassion team for work as Matalla’s.

“We have a big withtheir people who share the same passion opportunity to attract great for their workinasToronto Matalla’s.

“We have a big talent,” says Reid, “because we have some of opportunity in Toronto to attract great the mostsays recognizable brandsweinhave Canada, talent,” Reid, “because somelike of Sportsnet and the Jays.brands in Canada, like the most recognizable “Once people Sportsnet and thejoin Jays.the team, they realize what amazing opportunities they have to “Once people join the team, they realize work across allopportunities segments of the company, what amazing they have to from to enterprise to company, media. They work consumer across all segments of the can a career like notoother.” frombuild consumer to here enterprise media. They Matalla builds herlike career at Rogers, canAsbuild a career here no other.” herAsenthusiasm for the hasn’t waned. In Matalla builds hercity career at Rogers, Dusseldorf, where tram In her enthusiasm forthe theStrassenbahn city hasn’t waned. system includes 22the underground stations, Dusseldorf, where Strassenbahn tram her office not accessible by publicstations, transit. her systemwas includes 22 underground “Butwas here live nearby Eglinton the office notweaccessible public and transit.

Allen “It’s just “ButExpressway,” here we liveshe nearsays.

Eglinton anda short the commute.

I love it. she I’vesays. never“It’s been to Allen Expressway,” justable a short take the subway before.” commute.

I love to it. work I’ve never been able to take the subway to work before.”

STAFF 21,631 FULL-TIME IN CANADA FULL-TIME STAFF 21,631 IN CANADA JOB APPLICATIONS 280,825 EXTERNAL RECEIVED LAST YEAR EXTERNAL APPLICATIONS 280,825 RECEIVEDJOBLAST YEAR HIRES LAST YEAR 6,417 EXTERNAL EXTERNAL HIRES LAST YEAR 6,417 HIRES LAST YEAR 2,852 INTERNAL INTERNAL HIRES LAST YEAR 2,852

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10/19/18 5:49 PM

47

( 2019 )

At At the the ROM, ROM, awesome awesome is is aa big big part part of of the the job job

E

ver since Katlyn Olo’s first visit verthe since Katlyn Olo’s Museum first visit as to Royal Ontario the Royal Ontario she Museum atostudent in Toronto, knew as a student Toronto, knew there was in nowhere elseshe that she’d there was nowhere else that she’d rather work. rather work. in 2011 with an Honours Graduating Graduating in 2011 degree with anfrom Honours Bachelor of Commerce Bachelor ofUniversity Commerce fromOlo McMaster indegree Hamilton, McMaster University in Hamilton, Olo watched most of her classmates pursue watchedrelated most of pursue careers to her theirclassmates course work.

But Olo careers related to their course work.asBut had studied cultural anthropology herOlo had studied cultural anthropology as her minor subject.

“I never wanted to go into IT minor subject.

“I never wanted to go IT or banking or insurance,” she says.

“I into wanted or work banking or insurance,” to at the ROM.” she says. “I wanted to After work three at theyears ROM.” with another employer, with after another andAfter morethree thanyears 10 years her employer, first visit, and more 10atyears after her first visit, Olo landedthan a job the ROM. Olo landed a job at the ROM. Now a Marketing Coordinator, Olo works Now a Marketing Coordinator, Olo works with museum staff, including public relations with museum staff, including relations personnel, curators, designers,public planners and personnel, curators, designers, planners and membership coordinators, to plan, develop membership to plan, develop and promote coordinators, exhibitions. “We all work and promote exhibitions.

“WeOlo all work together for each campaign,” says, “from together for each Olo planning right upcampaign,” to execution.

Forsays, me,“from the planning to execution.

For me, real jewel right of theupROM is the people whothe real jewel of the ROM is the people who work here.” work here.”

As one of more than 350 full-time staff As one of more 350 full-time staff members, Olo alsothan participates in organizing members, OloROM’s also participates in organizing events for the social committee, even events for the ROM’s socialincommittee, raising money by running a sponsoredeven raising money by running insays, a sponsored 5K event.

“It was hard,” she “but it was 5K event. worth it.” “It was hard,” she says, “but it was worth it.”

For me, the real jewel of the ROM Forthe me,people the real jewel the ROM is who workofhere. is the people who work here.

Katlyn Olo

Marketing Coordinator Katlyn Olo Marketing Coordinator

The passion that employees like Olo Theinto passion like OloJosh pour their that workemployees helped convince pour into to their workhis helped convince Basseches assume current role inJosh Basseches assumeDirector his current in 2016 as thetoROM’s androle CEO. 2016 as the ROM’s Director and CEO.

EMPLOYEES AT ROM CELEBRATING THE RE-OPENING OF THE HERITAGE WESTON ENTRANCE OF THE MUSEUM EMPLOYEES AT ROM CELEBRATING THE RE-OPENING OF THE HERITAGE WESTON ENTRANCE OF THE MUSEUM

With decades of experience in the U.S. as decades of experience in the U.S. as aWith museum executive, Basseches appreciated a museum Basseches the ROM’sexecutive, global reputation as appreciated a dynamic the ROM’s global reputation as a dynamic institution. institution.

“People go to work for institutions like the “People go tothey work forabout institutions like the ROM because care its mission,” ROM careasabout mission,” he says.because “We’re they known one ofitsthe leading he says. “We’re as one museums in theknown world and oneofofthe theleading few museums theart, world and and one natural of the few that deals in with culture that deals with at art,theculture history.

I leapt chanceand to natural take this job.” history. leapt at the chance to take WhileI an opportunity to work at athis job.”

Whileinstitution an opportunity to ROM work atattracts a cultural like the cultural like the ROM attracts as many institution as 1,200 applicants for a single job as many Basseches as 1,200 applicants for a singleoffers job posting, says the institution posting, Basseches says the institution offers

Date: Oct 24, 2018 Date: Oct 24, 2018 Filename_ Version# Filename_ Version#

advantages that distinguish it from more advantages that distinguish it from more conventional employers, as well. conventional employers, well.

Ongoing training and as professional Ongoing training andstaff professional development encourage to pursue development encourage pursue opportunities to advancestaff theirtocareers. opportunities advanceand theirtown-hall careers. events Monthly staff to breakfasts Monthly staff breakfasts town-hall events keep employees informedand about all aspects of keeporganization. employees informed about all aspects of the theInorganization. partnership with the Canadian In partnership with the Canadian Mental Health Association, the ROM has Mental Health Association, the mental ROM has undertaken an institution-wide undertaken an institution-wide mentalstaff health and wellbeing initiative, while health andparticipate wellbeing in initiative, while members a diversity andstaff members committee participate in a diversity and inclusion along with members inclusion committee along with members

Approvals: Approvals: Proofreader: Proofreader:

Date: Date:

of the community to advise on matters of of the community to advise matters of inclusion, equity and access on across publicinclusion, and access across publicfacing and equity internal projects. facing internalalso projects.

The and institution offers a definedThe institution also offers a definedbenefit pension package, as well as an array benefit pension package, as welltoasrecognize an array of generous awards and grants of generous awardsand andfoster grantsfurther to recognize staff contributions learning staff development. contributions and foster further learning and andSupported development. by one of these grants, Olo Supported by one ofMBA these program grants, Olo recently enrolled in an at recently University. enrolled in “Everyone an MBA program at Queen’s here knows Queen’s University. here how demanding the“Everyone program is,” sheknows says. how demanding the program is,” she “They know I’ll need to take time for says. my “They know I’ll need take time for my studies, but they’re all to supportive.” studies, but they’reofall For employees thesupportive.”

ROM, however, employees of the ROM, however, theFor institution itself offers the biggest the institution itselfyou offers thehere biggest reward.

“Whether work in finance, reward. “Whether you work here in finance, accounting, management or curating, you accounting, management or curating, you make a difference in people’s lives,” says make a difference in people’s lives,” says Basseches.

Basseches.

Olo experiences this difference almost Oloday. experiences thisout difference almost every “I can walk of my office and every day. can of walk out of my office see kids in “I front an exhibit with theirand see kids open,” in frontshe of an exhibit with their mouths says.

“It reminds me of mouths open,” says. “It and reminds of when I grew upshe in Toronto wentme to the when I grew andyou went togrow the museum as a up kid.inIToronto don’t think can museum a kid. don’t can grow up in thisascity andInot gothink to theyou ROM.” up in this city and not go to the ROM.”

363 363 124 124

5,850 5,850 40 40

Signature: Signature:

FULL-TIME STAFF FULL-TIME STAFF IN CANADA IN CANADA JOBS AVAILABLE JOBS AVAILABLE LAST YEAR LAST YEAR JOB APPLICATIONS JOB APPLICATIONS RECEIVED LAST YEAR RECEIVED LAST YEAR YEARS, LONGESTYEARS, LONGESTSERVING EMPLOYEE SERVING EMPLOYEE

48

( 2019 )

RSA RSA Canada Canada focuses focuses on on how how you you work, work, not not where where

W

hen Alan Ly heard of an opening internal hen Alanfor Ly an heard of an auditor Canada openingatforRSA an internal Group, he RSA looked at the auditor at Canada company’s website to learn more about Group, he looked at the the company the job. company’sand website to learn more about the The firstand thing company the he job.noticed was the job description: it saidhelittle aboutwas skills, The first thing noticed the job credentials emphasized description:orit routines, said littlebut about skills, the characteristics of a person who would credentials or routines, but emphasized thrive in RSA’s culture. the characteristics of a person who would “I knew that culture.

I had the qualities they thrive in RSA’s were looking for,” he the says.qualities “I knewthey I could “I knew that I had excel in this culture.” were looking for,” he says. “I knew I could Culture at RSA Canada and helps excel in thiscounts culture.” to Culture distinguish it from its competitors the counts at RSA Canada andinhelps industry.

Withitmore 2,800 employees to distinguish fromthan its competitors in the in Canada, the more company the industry.

With thanranks 2,800among employees largest property and casualty insurance in Canada, the company ranks among the companies in theand country.

Its insurance network of largest property casualty related organizations extends 140 of companies in the country.

Its into network countries, employing extends almost 19,000 people. related organizations into 140 “But we’re not just almost another19,000 big, boring countries, employing people. insurance company,” Mark Edgar, “But we’re not just says another big, boring Senior Vicecompany,” President,says Human insurance MarkResources.

Edgar, “We’re not bureaucratic or hierarchical.

Senior Vice President, Human Resources.

“We’re inclusive and conscious “We’re notvery bureaucratic or hierarchical. that people bring their whole self to work.

“We’re very inclusive and conscious That means bring they can their and that people theirshape whole selfroles to work. their takecan fullshape advantage their That team meanstothey their of roles and strengths way to serve our their teamtotofind takethe fullbest advantage of their customers.” strengths to find the best way to serve our customers.”

We’re not just another big, boring insurance company.

We’re We’re not just another big, not boring bureaucratic or hierarchical. insurance company.

We’re not bureaucratic or hierarchical.

Mark Edgar

SeniorMark Vice President, Edgar Human Senior ViceResources President, Human Resources

That’s not to say that credentials don’t matter. came to RSA Canada after That’sLynot to say that credentials don’t matter. Ly came to RSA Canada after

EMPLOYEES AT RSA CANADA PARTICIPATING IN THE SHORELINE CLEANUP INITIATIVE IN TORONTO EMPLOYEES AT RSA CANADA PARTICIPATING IN THE SHORELINE CLEANUP INITIATIVE IN TORONTO

graduating with a Bachelor of Commerce degree fromwith the University graduating a Bachelor of of Toronto, Commerce completing degree fromhis theChartered UniversityProfessional of Toronto, Accountant’s designation working for completing his Chartered and Professional seven years fordesignation major companies in Canada.

Accountant’s and working for Nowyears an Internal Audit Leader,inLyCanada. enjoys seven for major companies hisNow work.anItInternal can be challenging, Audit Leader,heLysays, enjoys but it givesIt him thechallenging, opportunityhe tosays, apply his work. can be his strengths.

“I have anto outgoing but personal it gives him the opportunity apply personality,” he says. “I“Ireally his personal strengths. haveenjoy an outgoing connecting with enjoy different personality,”and he working says. “I really people in different parts of thedifferent business. connecting and working with Ultimately, we all work to better people in different partstogether of the business. serve our customers.”

Ultimately, we all work together to better Ly’sour approach is consistent with the serve customers.” company’s emphasis on character Ly’s approach is consistent withover the credentials.

In recruiting, its website says it company’s emphasis on character over looks for individuals who its “can shout says out and credentials.

In recruiting, website it be curious, make things keep their looks for individuals whobetter, “can shout out and be curious, make things better, keep their

commitments, are team-spirited and bighearted and areare themselves and proud of it.” commitments, team-spirited and bigThe company also pays close hearted and are themselves andattention proud oftoit.” work-life balance.also Flexible workingto from The company pays hours, close attention home andbalance. generousFlexible maternity andworking paternity work-life hours, from leave are allmaternity part of itsand approach to homeprograms and generous paternity creating a solid are organizational leave programs all part of itsculture. approach to “We focus on how you do your creating a solidmore organizational culture. job,” Edgar, “not “Wesays focus more on where.” how you do your To says encourage to fulfill their job,” Edgar,employees “not where.” potential, RSA Canada has to undertaken To encourage employees fulfill their initiatives to raise awareness of mentalpotential, RSA Canada has undertaken health issues provide support and initiatives to and raisetoawareness of mentalcounselling life, family health health issuesfor andwork, to provide support andand financial issues.

In Toronto, the company counselling for work, life, family health and even began a pilot financial issues.

In program Toronto, to thebring company harmony toathe city’s overcrowded even began pilot program to bringroad network about theroad way harmonyby to learning the city’smore overcrowded its employees get to work, what they know network by learning more about the way its employees get to work, what they know

about road safety and how they feel about other about road road users. safety and how they feel about “We’re other roadcreating users. an organization that’s consistent with ourancultural aspirations,” “We’re creating organization that’s says Edgar.with our cultural aspirations,” consistent AsEdgar. part of its emphasis on continuous says improvement, Canada As part of itsRSA emphasis onprovides continuous financial support forCanada employees who improvement, RSA provides complete designated courses and financial support for professional employees who offers workshops for employees enhance complete designated professionaltocourses and their andemployees leadershiptoskills. offersprofessional workshops for enhance Ly professional has enrolledand in courses to improve their leadership skills. hisLy capabilities in writing andtoconflict has enrolled in courses improve resolution.

“I’minconcentrating at the his capabilities writing and conflict moment on“I’m my soft skills, but I’m also resolution. concentrating at the looking professional momentatonbuilding my softmy skills, but I’m also credentials, both through on-the-job looking at building my professional learning andboth focused programs.” credentials, through on-the-job In defining and pursuing his own learning and focused programs.” ambitions, Ly’sand initiative alsohis contributes to In defining pursuing own the strengthLy’s of RSA Canada’s culture. ambitions, initiative also contributes to biggest fear isCanada’s just going through the“My strength of RSA culture. the“My motions – not value,” says biggest fearbeing is justofgoing through Ly, been withbeing the company the who’s motions – not of value,”for says almost a year. job, when Ly, who’s been“But with in thethis company for I get up in the morning, I look almost a year.

“But in this job,forward when I to going get upto in work.” the morning, I look forward to going to work.”

RSA Canada is proud to be recognized as RSA Canada is proud to be recognized as one of Greater Toronto’s Top Employers. one of Greater Toronto’s Top Employers.

Thanks to our employees, we are making things better together Thanks to for ourour employees, weLearn are making better together every day customers. more @things rsagroup.ca/careers every day for our customers. Learn more @ rsagroup.ca/careers

2,841 2,841 398 398

17,104 17,104 17 17

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA JOBS AVAILABLE LAST YEAR JOBS AVAILABLE LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR WEEKS, MATERNITY LEAVE TOP-UP PAY WEEKS, MATERNITY LEAVE TOP-UP PAY

49

( 2019 )

Samsung take takess aa holistic holistic approach approach to to employee employee wellness wellness Samsung

T

wo years ago, Brittany Ashie wo years ago, Brittany Ashie joined Mississauga-based joined Mississauga-based Samsung Electronics Canada as Samsung Electronics Canada as a Senior Specialist, Corporate a Senior and Specialist, Corporate Communications Citizenship, and Communications and Citizenship, she quickly discovered she’d landedand more she discovered she’dalso landed more thanquickly just a good job. She’d landed than just a goodtojob.

She’d also landed an opportunity grow personally and an opportunity to grow personally and professionally. professionally.

“There are a lot of different programs are ainlot of different we“There can access order to enrichprograms our we canAshie accesssays. in order to enrich our lives,” “There’s leadership lives,” Ashie says. “There’s leadership training, mentorship training and lots of training, mentorship training and lots other resources I can use to expand myof other resources I can use to expand my knowledge.

It’s pretty awesome.” knowledge. pretty awesome.”

Samsung It’s encourages its employees itsprofessional employees to Samsung take up toencourages 60 hours of to take up to 60 hours and of professional development annually will provide development and will the provide up to $4,000 annually per year to offset cost of up to $4,000 perexternally year to offset the cost of training offered by accredited training offered externally by accredited institutions.

As well, the company began institutions.

As well, thelanguage companytraining began offering weekly Korean offering Korean language training through weekly the Korean consulate in Toronto through Koreanatconsulate in Toronto and Ashiethejumped the opportunity. and“I’m Ashie the opportunity. veryjumped excitedatabout it,” she says. “It’ll excitedSamsung’s about it,” Korean she says.roots “It’ll be “I’m greatvery to explore be to explore Samsung’s roots andgreat practice with some of my Korean colleagues in and with some of my colleagues in theirpractice native tongue.” their native tongue.”

There are a lot of different There are we a lotcan of access different programs in programs we can order to enrich ouraccess lives. in order to enrich our lives.

Brittany Ashie

BrittanyCorporate Ashie Senior Specialist, Senior Specialist, Corporate Communications and Citizenship Communications and Citizenship Apart from a rich array of professional Apart from Samsung a rich array of professional development, takes a holistic development, Samsung a holistic approach to the personaltakes wellness of its approach the company personal wellness of its employees.toThe has an on-site employees. company has anwholesome, on-site gym, a staffThe cafeteria that offers gym, a staff cafeteria that offers wholesome,

HEAD OFFICE EMPLOYEES TOOK PART IN AN INNOVATIVE CANADA 150TH APP-BASED ADVENTURE AS PART OF SAMSUNG CANADA’SADVENTURE 30TH ANNIVERSARY HEAD OFFICE EMPLOYEES TOOK PART IN AN INNOVATIVE CANADA 150TH APP-BASED AS PART OF SAMSUNG CANADA’S 30TH ANNIVERSARY

subsidized meals as well as mental health subsidized meals as wellsessions as mental training and education forhealth both training and education sessions for both employees and managers. employees managers.

“I’m the and executive champion for the “I’m the executive champion the mental wellness initiative,” says for Warner mental wellness initiative,” says Warner Doell, Senior Vice-President, Sales and Doell, Senior Vice-President, and Marketing, Digital Appliance Sales Business.

Marketing, Digital Appliance Business.

“I speak at each of these training sessions.

“I speakaatmuch each stronger of these recognition training sessions.

There’s in the There’s a much in the workplace todaystronger that we recognition need to reduce workplace we need to reduce the stigma today aroundthat mental illness and to let the stigma around mental illness to let people know that there is help forand those people know that need it.” that there is help for those that need it.”also maintains robust co-op Samsung alsoprograms maintainsforrobust co-op andSamsung internship students and programs for students who internship are interested in a career in the who are interested in fact, a career in the technology sector. In within the last technology sector. In within the last year, the company hasfact, placed 31 students year, the company placed 31 students in a variety of roles,has including marketing, in a variety of roles, including marketing,

human resources and research and human resources and research and development. development.

Doell notes that several members of that membersbefore of hisDoell team notes worked as several co-op students his teamthe worked as co-op students joining company full-time and before one joining the company one has become a productfull-time manager.and “We put has manager.

“We put our become studentsatoproduct work when they’re here,” our students to work they’re here,” he says.

“They’re not when just photocopying he says. “They’re just photocopying documents.

Theynot become part of a team documents.

They responsibility become part of team and they’re given soathat and they’re responsibility so thatto they’re fullygiven engaged.

We want them they’re fully engaged.

We want them to return to school energized and eager return to school energized and eager to start their careers.” start their careers.”

Samsung is committed to equity and Samsung is committed equity andend, diversity in the workplace to and, to that diversity in employee the workplace and, to that end, has created resources groups – led has created employee resources groups – led by employees themselves – for women, by employees themselves – for women, millennials and working parents.

Ashie millennials and working parents.

Ashie joined the Women@SECA committee joined the Women@SECA committee

Innovate with with us. us.

Innovate Where Canada’s brightest talent Where Canada’s brightest talent meets cutting edge technology. meets cutting edge technology.

Find out more at samsung.com/ca/careers Find out more at samsung.com/ca/careers

and has helped organize a number of and has“We’ve helped had organize a number of events. women from other events.

“We’ve who had women from other organizations, were very successful, organizations, who successful, come in to speak towere us,” very she says.

“They come to speak to us,” sheobstacles says. “They told usinhow they overcame and told they overcame obstacles and so wentusonhow to thrive in their careers.

It was went on to thrive in their careers. It was so inspiring.” inspiring.”

One of Samsung’s guiding principles One of Samsung’s guiding principles is to contribute to communities across is contribute across thetocountry andto it communities puts that principle the it putsitsthat principle intocountry practiceand through ‘Samsung into practice through its ‘Samsung Gives’ initiatives.

Through this initiative, Gives’ initiatives.

Through this by initiative, charitable events are organized various charitable events organized by various divisions, as well are as an annual companydivisions, as an annual companywide Day as of well Giving which is planned by wide Day ofThis Giving is planned by employees. year,which over 400 employees employees.

This year,offices over 400 employees from three different spent the from three volunteer different offices day doing work inspent theirthe day doing volunteer work Samsung in their communities.

All totaled, communities. totaled, Samsung employees haveAllvolunteered over 3,000 employees volunteered over 3,000 hours with have charitable organizations in hours 2018. with charitable organizations in 2018.

“That’s one of the reasons I love “That’shere,” one ofsays theAshie. reasons I love working “There’s working Ashie. “There’s such a bighere,” focussays on corporate social such a big focus corporate responsibility andongiving back social to the responsibility andfeel giving the community. You goodback thattoyou’ve community.

You to feelhelp.” good that you’ve done something done something to help.”

572 572 40 40

22% 22% 90 90

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA AVERAGE AGE OF EMPLOYEES AVERAGE AGE OF EMPLOYEES OF MANAGERS ARE WOMEN OF MANAGERS ARE WOMEN CHARITIES HELPED LAST YEAR CHARITIES HELPED LAST YEAR

50

( 2019 )

At Spin Spin Master, Master, take take risks risks and and think think like like aa child child At

T

he moment Anton Rabie had written his last exam at Western he moment Anton Rabie had University’s Ivey School of written his last exam at Western Business in April 1994, his University’s Ivey School of friend Ronnen Harary said,1994, “Let’shis go Business in April into business.”

When the pair started friend Ronnen Harary said, “Let’s go theirbusiness.” company (they soonstarted joined into Whenwere the pair by another friend, Ben Varadi), they their company (they were soon joined didn’t have friend, a business or market by another Benplan Varadi), they analysis, buta they did have $10,000 didn’t have business plan or marketand what turned behave a great idea. Earth analysis, but out theytodid $10,000 and Buddy, their out ChiatoPet-type toy,idea. wasEarth a what turned be a great phenomenal – the first many Buddy, their success Chia Pet-type toy, of was a for Spin Master, the –now and phenomenal success the global first oftoy many entertainment company. for Spin Master, the now global toy and While the strategies are constantly entertainment company. changing, thestrategies foundersare hold the same While the constantly values nowthe that they didhold when changing, founders thethey same started.now “Forthat thethey first did 10 years, we didn’t values when they articulate ourthe values weyears, were we justdidn’t living started.

“For first–10 them,” says reallyjust only one articulate ourRabie. values“It– was we were living or two offices; everyone was interacting them,” says Rabie.

“It was really only one with Today, Spin Master has 1,900 or twous.” offices; everyone was interacting employees in 28 Spin officesMaster in more 20 with us.” Today, hasthan 1,900 countries. in 28 offices in more than 20 employees countries.

We need dialogue which is robust andneed transparent, we is reward We dialogueand which robust people for havingand thewe courage and transparent, rewardto challenge people for us. having the courage to challenge us.

Anton Rabie

Co-founder and Rabie co-CEO Anton Co-founder and co-CEO

While the growth is remarkable, it has created to maintaining Whilenew the challenges growth is remarkable, it has the company’s culture. “The culture is created new challenges to maintaining like company’s a relationship – we“The have culture to keep is the culture. investing,” says Rabie. like a relationship – we“So havewetoneed keep investing,” says Rabie. “So we need

THE ‘PLAYGROUND CAFÉ’ EMPLOYEE LOUNGE AT THE HEAD OFFICE OF SPIN MASTER IN TORONTO THE ‘PLAYGROUND CAFÉ’ EMPLOYEE LOUNGE AT THE HEAD OFFICE OF SPIN MASTER IN TORONTO

to continually articulate the culture, storytell the culture, create groups to continually articulate thesocial culture, for the culture, eliminate for storytell the culture, createbarriers social groups people, and theneliminate we need barriers to recognize for the culture, for and reward aretoliving the people, and people then wewho need recognize culture.” and reward people who are living the The youthful spirit of risk that was culture.” at The leastyouthful partly responsible for that Spinwas spirit of risk Master’s beginnings is stillfor very much at least partly responsible Spin present. And it was one of very the things Master’s beginnings is still much that drew Amanda to of thethe company. present.

And itBright was one things that “ThisAmanda embraceBright of risktois the so core to the drew company. company’s values you “This embrace of that risk is so feel coreittoallthe the time,” says Bright, Senior company’s values that you feel Manager it all of Product Development.

“It really the time,” says Bright, Senior Manager makes for aDevelopment. more creative “It environment, of Product really especially an engineer. requires a makes for as a more creative Itenvironment, flexible and problem solverato especially as dynamic an engineer.

It requires do well and here.” flexible dynamic problem solver to do well here.”

And to be a good problem solver at Spin have to be able to at think AndMaster, to be ayou good problem solver like aMaster, child. “Things Spin you havedon’t to bework able perfectly to think all the time, “Things and that’sdon’t partwork of theperfectly fun of like a child. it,”the Bright the of all time,says. and“You that’sneed part to of have the fun perspective of your so a the lot of it,” Bright says.

“Youconsumer, need to have times it’s ‘Would eight-year-old really perspective of youranconsumer, so a lot of do this? like this colour? times it’sWould ‘Wouldthey an eight-year-old really Could hands hold this?’ ” do this?their Would theyactually like this colour?

Along the hands way, employees are this?’ ” Could their actually hold encouraged speak up aboutareideas and Along the to way, employees concerns. “We need creative encouraged to speak up aboutfriction,” ideas and Rabie says.“We “Weneed needcreative dialogue which concerns. friction,” is robust and transparent, and we Rabie says.

“We need dialogue which reward for having the to is robustpeople and transparent, andcourage we challenge us.” The philosophy at Spinto reward people for having the courage Master, adds is, “All ideas are challenge us.”Bright, The philosophy at Spin good ideas let’s testis,them and Master, adds– Bright, “All out ideas aresee what ideas sticks,–and they don’tout work, good let’siftest them and they see what sticks, and if they don’t work, they

Are YOU clever, creative & fun? Thrive in a dynamic, entrepreneurial Are YOU clever, creative & environment, fun? Thrive in the entrepreneurial boundaries of innovation? apushing dynamic, environment, pushing the boundaries of innovation?

#LifeAtSpin #LifeAtSpin

don’t work but we’re better for trying.

And that’s inspiring.” don’t work super but we’re better for trying. equally inspiring spirit of And that’sAn super inspiring.” philanthropy is pervasive at Spin Master, An equally inspiring spirit of which has championed itsatbelief all philanthropy is pervasive Spin that Master, children the right its to play. which hashave championed beliefUnder that all its Toy Movement initiative, created children have the right to play.

Under in 2014, company initiative, representatives have its Toy Movement created gone intocompany troubled representatives areas in countries in 2014, have such as Iran, Mexico, Nicaragua, Turkey gone into troubled areas in countries and Jordan wrapped Turkey toys such as Iran,handing Mexico,out Nicaragua, to children who haveout next to nothing. and Jordan handing wrapped toys In children addition,who hundreds of Spin Master to have next to nothing. employees the Toronto take In addition,from hundreds of Spinoffice Master part in the from annual andoffice Sharing employees theCaring Toronto take event, which children two part in during the annual Caring andpick Sharing free toys – onewhich for themselves and two one to event, during children pick give toys to a –friend. free one for themselves and one to In to all,a each year Spin Master gives out give friend. hundreds of thousands toys togives children In all, each year SpinofMaster out in need, and the act of doing hundreds of thousands of toyssotonever children ceases to and inspire.

“It of changes life,” in need, the act doing your so never says Rabie, whose“It next toy delivery mission ceases to inspire. changes your life,” will be to a whose remotenext areatoy of Africa. one says Rabie, delivery“It’s mission of those wherearea you’re just speechless, will be totimes a remote of Africa.

“It’s one you’re It’s oneyou’re of those of thosemoved. times where justmoments speechless, you’ll carry with you’re moved.

It’syou oneforever.” of those moments you’ll carry with you forever.”

472 472 200 200

54% 54% 2,600 2,600

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA PEOPLE HIRED IN CANADA PEOPLE LAST HIREDYEAR IN CANADA LAST YEAR OF EMPLOYEES WOMEN OFARE EMPLOYEES ARE WOMEN STAFF VOLUNTEER HOURSVOLUNTEER LAST YEAR STAFF HOURS LAST YEAR

51

( 2019 )

State Street Street Canada Canada offers offers global global opportunities opportunities State

I

n 2005, James Stewart, a political nscience 2005,graduate James Stewart, a political from Western science graduate from University, walked intoWestern a Toronto job University, intonothing a Toronto job fair knowingwalked virtually about knowing virtually about Statefair Street Canada, whichnothing is part of one of State Streetlargest Canada, which services is part offirms. one of the world’s financial theAfter world’s largest financial services firms. years of working nights in London, After yearswith of working in London, Ont. – and a seriousnights girlfriend in Ont. – and with a serious girlfriend Toronto who would later become hisinwife Toronto who later become wife – he knew he would was looking for a jobhisthat –could he knew he was looking for a job that provide a promising future and the could providefora promising future and the opportunity advancement.

Two weeks opportunity advancement. Two weeks later, he was for hired. later, he was hired.

In 13 years, Stewart has moved ahead years, Stewart in In his13 career and is nowhas an moved assistantahead vicein his career nowwhich an assistant vicepresident forand the isfirm, operates in president thecountries. firm, which operates in more thanfor 100 more than of 100 countries.

“It kind checked all my boxes in terms of “It kindstability, of checked all structure, my boxes and in terms providing some goodof providing structure, good benefits – stability, so it was some great that way,” and he recalls. benefits – sothe it was great way,” heinto recalls.

“And I had ability to that rise quickly more “And I had the to risemanagement quickly into more supervisory and,ability eventually, roles. supervisory and, eventually, For me, it was catching up.”management roles.

ForState me, itStreet was catching offers allup.” the advantages of State Street offers all Stewart, the advantages of a global company, says and each alocal global company, says Stewart, and sense each of office has its own identity and local office hasHeitsgot own identity and sense of camaraderie. a first-hand taste of the camaraderie. a first-hand taste of the global benefitsHeingot 2008, when State Street global benefits in 2008, when State to Street sent him to India for three months train sent him toinIndia for three months to train employees an office there. employees in an office there.

We recognize that our people are We that asset. our people are our recognize most valuable Our emour mostand valuable asset.on Our employees their focus client ployees theirrelationships focus on client service, and building and service, building and innovation are at relationships the heart of our innovation are at the heart of our corporate culture. corporate culture.

Rob Baillie Head of State Rob StreetBaillie Canada

Head of State Street Canada

When he returned, the company asked When he on returned, companytraining asked him to take a seniorthe corporate him to take on a senior corporate training

STATE STREET CANADA’S HEAD OFFICE IN TORONTO STATE STREET CANADA’S HEAD OFFICE IN TORONTO

role. Today, he focuses on leadership role.

Today, heand focuses on leadership development technology integration. development andjunior technology “Even at a more level,”integration. he says, “Even at a more junioroflevel,” he says, that “they were supportive opportunities “they opportunities that shapedwere my supportive career earlyofon.” shaped my career Rob Baillie, theearly Headon.” of State Street Rob Baillie, thecompany Head of largely State Street Canada, says the recruits Canada, says theuniversity company and largely recruits candidates with college candidates with university and college degrees in business administration, degrees in business accounting, financeadministration, and economics. But accounting, financewho and are economics.

But it also hires people new to the it also hires people who are new to State the industry.

And for many years now, industry. for many years now, State Street hasAnd actively worked to attract and Street haspeople activelyofworked attract and promote diverse to backgrounds. promote people ofthat diverse backgrounds.

“We recognize our people are our “We recognize that our people our most valuable asset,” adds Baillie.are “Our most valuable adds Baillie.

“Our employees andasset,” their focus on client service, employees and their focus client service, building relationships and on innovation are at building relationships and innovation are at

the heart of our corporate culture.” theStewart heart ofalso ourvalues corporate State culture.”

Street’s deep sense alsocorporate values State Street’s deep sense of Stewart ethics and social responsibility. of ethics and corporate social responsibility.

Through active employee volunteerism and Through employee volunteerism and corporate active donations, the firm is committed corporate the impact firm is in committed to makingdonations, a meaningful every to making a in meaningful impact in every community which it operates. community in which it operates.

In 2018, State Street recognized its In 2018, State Street recognized its Toronto and Montreal locations jointly Toronto and Montreal jointly as worldwide offices of locations the year for their as worldwide offices of the year philanthropic work. Stewart saysfor thetheir philanthropic Stewart says the with Toronto officework. has strong partnerships Toronto officelike has the strong with organizations Fredpartnerships Victor mission organizations likeand the Second Fred Victor mission for the homeless Harvest, a for homeless and Second Harvest, foodthe rescue and redistribution charity. a food rescue and redistribution charity.

“That’s one thing we really pride ourselves “That’s reallyaims pridetoourselves on,” he one says.thing “StateweStreet be a good on,” he says.

“State Street aims to be a good corporate citizen.” corporate citizen.”

State Street also supports its employees in Statevariety Street also supports its employees a wide of ways.

In addition to staffin avolunteer wide variety of ways.

In addition to staff groups, it promotes numerous volunteer it promotes employee groups, committees geared tonumerous personal employee committees geared to personal development and career growth, including a development and career growth, including a professional women’s network. professional network.

As a fatherwomen’s of two young sons, Stewart As a father two younggenerous sons, Stewart appreciates theofcompany’s appreciates the and company’s generous health benefits significant, definedhealth benefitspension and significant, definedcontribution plan. contribution plan.learning, State To supportpension continuous To support continuous learning, State Street’s Educational Assistance Program Street’s Assistance Program providesEducational up to $5,000 a year toward provides upemployees to $5,000ina year toward tuition for Canada who tuition employees in Canada who enroll inforacademic programs, including enroll in workshops, academic programs, including courses, conferences courses, workshops, conferences or seminars.

The company’s new, or seminars. The online company’s new,system industry-leading learning industry-leading system provides curated online course learning content that provides curated course content that can be customized to match employee can be customized match employee preferences, settingstoand personal data. preferences, settings and personal Other education initiatives includedata. job Other education include job shadowing, lunchinitiatives and learns, and crossshadowing, lunch andwithin learns,business and crosstraining opportunities units. training opportunities within business units.

“We see the development of our staff see the development ourBaillie. staff as “We an important investment,”ofsays as an important investment,” sayspersonal Baillie.

“We’re committed to both their “We’re committeddevelopment.” to both their personal and professional and professional development.”

1,193 1,193 12,807 12,807 26 26 50% 50%

FULL-TIME STAFF FULL-TIME STAFF IN CANADA IN CANADA JOB APPLICATIONS JOB APPLICATIONS RECEIVED LAST YEAR RECEIVED LAST YEAR YEARS, LONGESTYEARS, LONGESTSERVING EMPLOYEE SERVING EMPLOYEE OF EMPLOYEES OFARE EMPLOYEES WOMEN ARE WOMEN

52

( 2019 )

TD TD seeks seeks aa wide wide range range of of talent talent for for its its digital digital future future

W

hen Amy Yeung was hen Amyup Yeung was in finishing her PhD finishing up her PhD social psychology at in social psychology at and University of Waterloo of Waterloo was wonderingUniversity if she should stay in and was wondering if occurred she shouldtostay academia, it never her in that she academia, never to herafter thatashe might find itwork at occurred a bank. Now, might find work a bank.Design Now, after a year and a half as at a Senior year and a half as a Senior Design Researcher in Digital Customer Experience Researcher in Digital Customer Experience (DCX) at TD Bank, she enjoys using her (DCX) at TD shetraining enjoys using her psychology andBank, research to help psychology training develop and and test research new designs and to help develop andoftest newinterfaces designs and prototypes digital like web prototypes of digital interfaces like web pages or apps. pages or apps.

Yeung is part of a transformation of is part of a transformation of theYeung financial services industry that’s being the financial services industry that’s being driven by technology and led by companies driven technology led people by companies such as by TD, which areand hiring with a such as TD,wide whichrange are hiring people with a surprisingly of backgrounds. surprisingly wide becomes range of backgrounds.

“As technology a fixture in our “As technology a fixture our everyday lives, the becomes world around us isinbeing everyday theit’s world around us ishow being shaped bylives, it, and revolutionizing shaped by about it, andeverything,” it’s revolutionizing how we do just says Michael we do just aboutHead, everything,” says Michael Rhodes, Group Innovation, Rhodes, Group Technology and Head, SharedInnovation, Services (ITSS).

Technology Sharedjourneys Servicesare (ITSS).

“At TD, our and customer “At TD, ourbeginning customer journeys are space. increasingly in the digital increasingly beginning So as we build the bankinofthe thedigital future,space. we’re So asrecruiting we build and the bank of the for future, we’re also developing the skills also of therecruiting future.” and developing for the skills of the future.”

The scope of skills and expertise The we scope of has skills and been expertise that need never more that we need has never been more diverse. diverse.

Rizwan Khalfan Chief Digital and Rizwan Khalfan Payments Officer Chief Digital and Payments Officer

Those skills include highly specialized Those skills include highly specialized tech knowledge – DevOps, data science techartificial knowledge – DevOps, science and intelligence, fordata example – and artificial intelligence, for example –

EMPLOYEES AT TD BANK WORKING IN COLLABORATIVE, MODERN WORKSPACES EMPLOYEES AT TD BANK WORKING IN COLLABORATIVE, MODERN WORKSPACES

but also research expertise and transferable but also expertise and transferable skills suchresearch as Yeung’s to provide insights skillscustomer such as Yeung’s to provide insights into needs and expectations. into customer and expectations.

“We’re hiringneeds top talent from a range “We’re hiring talent from aand range of different areas,top from engineers data of different and data scientists to areas, mobilefrom and engineers web developers scientists to mobile and and anthropologists whoweb workdevelopers on customer and anthropologists whoRizwan work on customer experience design,” says Khalfan, experience design,” says Rizwan Khalfan, Chief Digital and Payments Officer.

“The Chief of Digital Officer.

“The scope skills and Payments expertise that we need scope of skills has never been and moreexpertise diverse.”that we need hasYeung neverhad been notmore quitediverse.” completed her PhD Yeung quitea completed her PhD when she had camenot across TD job posting for she came across a TD job posting awhen researcher in the DCX Design Researchfor a researcher in the DCX Design Research Team.

She had some related experience Team.anShe had some related experience from internship with Facebook doing from an internship with Facebook doing foundational research about users, so she foundational about users, so she applied for theresearch position. applied for the position.

“My first interview was held in a research “My first interview was held in a research

lab room that had just been built at TD lab room thatinhad just been at TD headquarters Toronto,” shebuilt recalls.

“I headquarters in Toronto,” sheThey’d recalls.built “I thought that was pretty cool. thought wasinstead pretty of cool.

They’d built their ownthat space renting vendors’ their own space instead of renting vendors’ space.

It showed they thought the work was space. It showed they thought the work was important.” important.”

As part of a team of seven researchers As part of a team of seven in Canada and another three researchers in the U.S., in Canada and another in theand U.S., Yeung works with bank three customers Yeung works bankofcustomers and employees on with a variety digital projects. employees ontesting a variety of interfaces, digital projects.

“As well as new we as conceptual testing newresearch,” interfaces,she we also“As dowell more also do more conceptual research,” she says.

“We try to understand the potential says. “We trypeople to understand the potential barriers that come across when barriers that interfaces. people come when using digital It’sacross not just about using digital It’s not just about where to clickinterfaces. but how comfortable they where click but how comfortable they are withtothe experience.

People are very are withabout the experience.

People are very serious banking online – there are serious about banking there are important issues about online privacy–and trust. important issues about privacy and trust.

TD TD is is proud proud to to be be one one of of Greater Greater Toronto's Toronto's Top Top Employers.

Employers.

“Our role is to understand their “Our roleasiswell to understand their experiences as their expectations.

I experiences as well their expectations. have to uncover theasreal problem, which I havealways to uncover real problem, which isn’t what the it seems.

I really like isn’t alwaysissues what with it seems. really like discussing otherI researchers discussing withofother with such aissues diversity ideas,researchers thoughts withspecializations. such a diversityOur of ideas, thoughts and team is very and specializations. Our team is very collaborative.” collaborative.”

Khalfan adds, “We believe that creating believe that an Khalfan inclusiveadds, work“We environment thatcreating brings an inclusive work environment brings out the best in people is essentialthat to our out the best in people is essential to ourwe success.

So beyond technical expertise, success.

So beyond expertise, we look for people whotechnical are passionate about look for people arethat passionate about enriching lives inwho ways are meaningful enriching lives inand wayscolleagues.” that are meaningful to our customers toTo ourfind customers and colleagues.” people who might not be To find people whoat might be considering working a bank,not TD considering at a bank, TD gets involvedworking with organizations like gets involved with organizations like #movethedial and events such as Elevate, #movethedial andtech events suchwhere as Elevate, Canada’s biggest festival, it Canada’s biggest tech festival, where it sponsored the Elevate Hackathon. sponsored theofElevate Hackathon.

“This type experience isn’t expected “This type of experience isn’tgives expected from a bank,” says Rhodes. “It from a bank,” Rhodes. “It participants thesays opportunity to gives experience participants the opportunity to experience the kinds of exciting technology the kinds of exciting technology opportunities that exist at TD. There has opportunities that exciting exist at TD. has never been a more timeThere to work never been a more exciting time to work for a bank.” for a bank.”

49,307 49,307 + 2,000 2,000+ 40% 40% 33% 33%

FULL-TIME STAFF FULL-TIME STAFF IN CANADA IN CANADA NEW JOBS IN INNOVATION, NEW JOBS IN AND INNOVATION, TECHNOLOGY SHARED TECHNOLOGY SERVICES (ITSS)AND LASTSHARED YEAR SERVICES (ITSS) LAST YEAR OF EMPLOYEES AND MANAGERS OF EMPLOYEES MANAGERS IN ITSS AREAND WOMEN IN ITSS ARE WOMEN OF EMPLOYEES IN ITSS OFARE EMPLOYEES IN ITSS MILLENNIALS ARE MILLENNIALS

53

( 2019 )

Thales Thales Canada Canada engineers engineers aa world world of of opportunities opportunities

A A

s a child, Monica Youssef says she enjoyed “breaking things s a child, Monica Youssef says and putting “breaking them backthings together she enjoyed to how they worked.”

Now andseeputting them back together an electrical withworked.”

Toronto-based to engineer see how they Now Thales Canada Inc., she enjoys an electrical engineer withstill Toronto-based problem solving,Inc., especially she’s Thales Canada she stillsince enjoys doing it on a colossal scale. since she’s problem solving, especially Youssef ’s department, Engineering – doing it on a colossal scale.

Systems Design, belongs Engineering to one of the–many Youssef ’s department, Thales worldwide SystemsCanada’s Design, teams belongs to one ofdedicated the many to the largest railway in Europe, the Thales Canada’s teamsproject worldwide dedicated multi-year Four Linesproject Modernization Project to the largest railway in Europe, the for the London In her role multi-year Four Underground.

Lines Modernization Project as Systems Specialist, she a forProject the London Underground.

Inacts her as role conduit customershe and Thales’ as Projectbetween Systemsthe Specialist, acts as a engineers designing to conduit between thesignalling customersolutions and Thales’ increase safety, capacity andsolutions efficiency engineersthe designing signalling to of the system.

It’s uniquely work, increase the safety, capacity satisfying and efficiency she says, thanksIt’stouniquely both its magnitude of the system. satisfying work, and the improved already she says, thanks toservice both itsit’smagnitude offering commutersservice on theit’sworld’s and the improved alreadyoriginal underground railwayon system. offering commuters the world’s original “While in London, I rode on the two lines underground railway system. where Thales has already completed worklines “While in London, I rode on the two and I felt so proud of what we’re doing,” where Thales has already completed work says “The opportunity have such and Youssef.

I felt so proud of what we’retodoing,” asays positive impact the lives of to millions of Youssef.

“Theonopportunity have such people is so rare. It’s exciting to be a of part a positive impact on very the lives of millions of that.”is so rare. It’s very exciting to be a part people of that.”

People at Thales are so welcoming and knowledgeable they want People at Thales areand so welcoming you succeed. I feeland I’mthey valued and to knowledgeable want and appreciate that. you Itoreally succeed.

I feel I’m valued and I really appreciate that.

Monica Youssef Project SystemsYoussef Specialist Monica Project Systems Specialist

Interest in her professional development wasInterest a key reason was drawn to Thales. in her Youssef professional development She as awas summer was had a keyworked reason there Youssef drawnintern to Thales. after her worked first yearthere of study at McMaster She had as a summer intern after her first year of study at McMaster

THALES CANADA EMPLOYEES, OLUMIDE AFOLAMI, LIFE CYCLE SUPPORT INTERN, MELISSA LEUNG, SAFETY ENGINEERING SPECIALIST AND SAM HOWE, MANAGER, SYSTEMS SOFTWARE, MAKE USE OF THALES’ THALES CANADA EMPLOYEES, OLUMIDE AFOLAMI, LIFE CYCLE SUPPORT INTERN, MELISSA SAFETY COLLABORATIVE WORK SPACELEUNG, ENVIRONMENT ENGINEERING SPECIALIST AND SAM HOWE, MANAGER, SYSTEMS SOFTWARE, MAKE USE OF THALES’ COLLABORATIVE WORK SPACE ENVIRONMENT

University, and subsequent internships at other companies simply didn’t measure at up.

University, and subsequent internships “People at Thales are so welcoming other companies simply didn’t measure up. and“People knowledgeable andsothey want you at Thales are welcoming to says Youssef, whowant has you had andsucceed,” knowledgeable and they four promotions starting full-time to succeed,” says since Youssef, who has had in 2013.

“I feel I’m valued and full-time I really four promotions since starting appreciate in 2013. “Ithat.” feel I’m valued and I really A national leader in research and appreciate that.” technology, has operations A nationalThales leaderCanada in research and in six other Canadian cities has from coast-totechnology, Thales Canada operations coast, in addition to itscities headquarters and in six other Canadian from coast-toUrban Rail Signalling in Toronto. coast, in addition to itsbusiness headquarters and It’s partRail of the Thales Group with 65,000 Urban Signalling business in Toronto. employees countries developing It’s part of in the56 Thales Group with 65,000 state-of-the-art systems in employees in 56technology countries developing five key sectors: technology aerospace, space, state-of-the-art systemsground in transportation, andspace, security. five key sectors:defence aerospace, ground At Thales, it’sdefence not onlyand its security. global transportation, At Thales, it’s not only its global

perspective that broadens the mind.

Thales’ commitment to itsthe employees’ perspective that broadens mind. professional development global Thales’ commitment to itsmeans employees’ opportunities are within reach, early professional development meanseven global in an employee’s opportunities arecareer. within reach, even early more thancareer.

2,500 jobs posted in With an employee’s worldwide at any time, With more thangiven 2,500 jobsemployees posted are encouraged to given transfer within Thales’s worldwide at any time, employees global operations, in Canada or are encouraged to whether transfer within Thales’s abroad, says Michelle Forbrigger, Vice or global operations, whether in Canada President, Human Resources, whoVice spent abroad, says Michelle Forbrigger, three yearsHuman in London as part of herspent career President, Resources, who development.

That development starts even three years in London as part of her career before an employee’s first day through development.

That development startsaeven robust onboarding program, Forbrigger, before an employee’s first daysays through a and includes formalprogram, training programs, robust onboarding says Forbrigger, digital learning opportunities and a formal and includes formal training programs, mentoring program. digital learning opportunities and a formal Thales counts on the expertise of diverse, mentoring program.

Thales counts on the expertise of diverse,

multidisciplinary, international teams to fulfill the requirements of its large-scale, multidisciplinary, international teams to complex Diversity inclusion, fulfill theprojects. requirements of itsand large-scale, including gender, age, background, complex projects.

Diversity and inclusion, nationality and disability, is a strategic including gender, age, background, priority for and Thales which has nationality disability, is a adopted strategic a holistic determined to progress. priority and for Thales whichapproach has adopted a As Patrice Caine, Thales global to CEO, has holistic and determined approach progress. stated, diversity and Thales inclusion “willCEO, help us As Patrice Caine, global has foster andinclusion creativity“will through stated,innovation diversity and help aus greater variety of approaches, perspectives foster innovation and creativity through a and ideas.” greater variety of approaches, perspectives Thales has set ambitious global targets, and ideas.” aiming forhas women to represent 40 targets, per cent Thales set ambitious global of its new from 29 percent in aiming forrecruits, women up to represent 40 per cent 2014.

Therecruits, goal is for hold atin of its new upwomen from 29topercent least pergoal centisoffor manager 2014.30The womenpositions. to hold atThis means womenThis in least 30creative per centengagement of managerwith positions.

STEM-related of studywith andwomen recruitment means creative fields engagement in practices that reflect changing needs of STEM-related fields the of study and recruitment Canada’s practices workforce. that reflect the changing needs of “The puzpose is not only to adapt our Canada’s workforce. company’s processes”, “The puzpose is notsaid onlyForbrigger, to adapt our “but to make it an inclusive enterprise for company’s processes”, said Forbrigger, our their differences. “butemployees, to make it whatever an inclusive enterprise for This is especiallywhatever true for their us at differences.

Thales our employees, Canada in Toronto, one This is especially true forofusthe at world’s Thales most diverse cities.” one of the world’s Canada in Toronto, most diverse cities.”

1,800 1,800 704 704 45 45 50.5% 50.5%

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA JOBS AVAILABLE LASTAVAILABLE YEAR JOBS LAST YEAR YEARS, AVERAGE AGE OF ALLAVERAGE EMPLOYEES YEARS, AGE OF ALL EMPLOYEES

thalesgroup.com

©Getty- images - Shutterstock - ©Getty-images Shutterstock

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The people we all rely on The people we all rely on to make the world go round, to make the world go round, they rely on Thales they rely on Thales Search: Thalesgroup Search: Thalesgroup

OF MANAGERS AARE WOMEN OF MANAGERS AARE WOMEN

54

( 2019 )

Toronto Toronto Community Community Housing Housing builds builds better better lives lives

A

fter eight years working as a private investigator, Jacqueline fter eight years working as a Doo feltinvestigator, that she wasJacqueline ready for private something new. certainly Doo felt that sheThat’s was ready for what she got when shenew. joined Toronto something That’s certainly Community what she got Housing when she Corporation joined Toronto (TCHC), Canada’s largest social housing Community Housing Corporation provider. of largest answering tohousing private(TCHC),Instead Canada’s social sector clients, Dooofnow plays an provider.

Instead answering to important privaterole inclients, helpingDoo 110,000 sector now TCHC plays anresidents important feel and secure in their homes. role safe in helping 110,000 TCHC residents no two days feel“It’s safevery and dynamic secure in work their –homes. are“It’s eververy the dynamic same,” says Doo, whose work – no two days title, Specialist-Compliance, are ever the same,” says Doo,Training whose & Investigations, CommunityTraining Safety title, Specialist-Compliance, Unit, only hints atCommunity the range ofSafety her & Investigations, responsibilities. the Unit, only hints Doo at thecoordinates range of her activities of a team 160, including responsibilities.

Dooofcoordinates the 110 Special TCHC peace officers activitiesConstables, of a team of 160, including 110 who areConstables, on duty 24 TCHC hours a peace day, 365 days Special officers awho year. are on duty 24 hours a day, 365 days Doo’s investigative skills still come in a year. handy, her job alsoskills includes numerous Doo’sbut investigative still come in human resources management handy, but her joband alsolabour includes numerous functions.

On anyand given day management she may make human resources labour sure that team members functions.

On any given are dayon shetrack maywith make their training that their are sure that teamormembers arecredentials on track with up to training date; liaise withtheir the RCMP or OPP their or that credentials are as as Toronto Police upwell to date; liaise with theService RCMP(TPS); or OPPdo aasbackground check; or look into(TPS); a tenant’s well as Toronto Police Service do complaint.

Says Doo,or“Ilook reallyinto get atotenant’s see a background check; the big picture.” complaint.

Says Doo, “I really get to see the big picture.”

It’s very dynamic work – no two days are dynamic ever the work same.– no two It’s very days are ever the same.

Jacqueline Doo

Specialist-Compliance, Training Jacqueline Doo& Investigations, Community Specialist-Compliance, Training & Safety Unit Investigations, Community Safety Unit

TCHC owns and manages nearly 60,000 rental units innearly 2,100 TCHC ownshousing and manages 60,000 rental housing units in 2,100

KATHY MILSOM, PRESIDENT AND CEO AT TCHC, PRESENTING A LONG-SERVICE AWARD TO A 35-YEAR RECIPIENT KATHY MILSOM, PRESIDENT AND CEO AT TCHC, PRESENTING A LONG-SERVICE AWARD TO A 35-YEAR RECIPIENT

buildings – a $10-billion public asset – in more than–100 Toronto neighbourhoods. buildings a $10-billion public asset – in Its core business is to provide clean, safe, more than 100 Toronto neighbourhoods. well-maintained, Its core business isaffordable to providehomes clean,tosafe, lowand moderate-income well-maintained, affordable households. homes to But which is whollyhouseholds. owned by low-TCHC, and moderate-income the of Toronto operates in by a But City TCHC, which isand wholly owned non-profit beyond its the City of manner, Toronto goes and operates in role a as anon-profit landlord. manner, goes beyond its role as With its vision of “quality homes in a landlord. vibrant where people With communities its vision of “quality homesare in proud live and work,” it’speople also anare vibranttocommunities where agent change.

TCHC works proud of tosocial live and work,” it’s also an with partners to connect agentaofvariety socialofchange.

TCHC works its residents, whoofinclude seniors, families, with a variety partners to connect its singles, refugees, recentseniors, immigrants and residents, who include families, people special needs, to a network singles,with refugees, recent immigrants and of services, supports opportunities. people with specialand needs, to a network of For employees, offers services, supports TCHC and opportunities. meaningful work that allows each staff For employees, TCHC offers meaningful work that allows each staff

member to see first-hand the positive impact make in residents’ lives. memberthey to see first-hand the positive In addition to rewarding and impact they make in residents’ lives. challenging work, TCHC offers In addition to rewarding and employees competitive challenginga work, TCHCsalary offersand compensation package, including employees a competitive salary and acompensation defined benefit pension plan. It package, including also offersbenefit trainingpension and development a defined plan. It programs, internally and through also offers both training and development external vendors, and helpsand employees programs, both internally through pursue own professional externaltheir vendors, and helps employees development goalsprofessional through a tuition pursue their own reimbursement program. development goals through a tuition Doo, who hasprogram. a BA in criminology, reimbursement wasDoo, one who of those advantage has awho BA took in criminology, of program to round out wasthe onetuition of those who took advantage her competencies.

She returned of the tuition program to round to outthe University of Toronto three years her competencies.

She for returned to the of night classes to earnfor a post-graduate University of Toronto three years certificate in HRtomanagement. of night classes earn a post-graduate certificate in HR management.

First, however, prospective employees need more than a prospective resume thatemployees ticks all the First, however, right boxes.than Everyone at TCHC is expected need more a resume that ticks all the to putboxes. residents’ needsatatTCHC the forefront and right Everyone is expected that calls for a certain Unlikeand a to put residents’ needs mindset. at the forefront private-sector TCHC requires that calls for aemployer, certain mindset.

Unlike a employees to focus consistently the best private-sector employer, TCHC on requires outcomes residents – regardless of their employeesfor to focus consistently on the best formal staffforrole. outcomes residents – regardless of their Doo staff sees many formal role. of those attributes in theDoo Special she attributes interacts with. sees Constables many of those in Every day they’re on patrol, including joint the Special Constables she interacts with. patrols with TPS, on making visiblejoint and Every day they’re patrol,them including accessible 24-7. a result,them Doovisible says that patrols with TPS,Asmaking and the constables the Doo first TCHC accessible 24-7.are Asoften a result, says that staff that tenants the constables arereach oftenout the to. first TCHC Tenants have told TCHC staff that tenants reach out to.that safety and security is their concern.

But Tenants have told top TCHC that safety many have other needs well, Doo and security is their topasconcern.

Butsays, so thathave thatother initialneeds contact may Doo be thesays, many as well, starting point for referring thembetothe the so that that initial contact may help theypoint require. starting for referring them to the “Everybody is here to help others help they require. prosper and I often officers “Everybody is hereseetothe help othersreally connecting thesee tenants,” she adds. prosper andwith I often the officers really “Their workwith can the be stressful, connecting tenants,”but shethere’s adds. satisfaction knowing you’rebut making “Their workincan be stressful, there’sa difference.” satisfaction in knowing you’re making a difference.”

1,845 1,845 52 52 36 36 50% 50%

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA WEEKS, MATERNITY & PARENTAL TOP-UP& PAY WEEKS,LEAVE MATERNITY PARENTAL LEAVE TOP-UP PAY YEARS, LONGESTSERVING EMPLOYEE YEARS, LONGESTSERVING EMPLOYEE OF EXECUTIVE TEAM ARE WOMEN OF EXECUTIVE TEAM ARE WOMEN

Quality Quality homes homes in in vibrant vibrant communities where communities where people people are are proud to live and work proud to live and work torontohousing.ca/careers torontohousing.ca/careers

55

( 2019 )

Innovation –– and and aa good good party party –– drive drive retention retention at at Visa Visa Innovation

D

uring the annual end-of-theuring the annual end-of-theyear festive season, the boss year festive season, at Visa Canada likesthetoboss give at Visa Canada likes to give everyone the afternoon off and the afternoon off“It’s and invite themeveryone to her house for a party. invite them to her for aManager party. “It’s very informal,” sayshouse Country and very informal,” Country Manager President Staceysays Madge.

“I don’t believeand in President Stacey Madge. “I don’t believe in head tables.” head Thetables.” gesture goes a long way with the some The gesture goes ahigh longabove way with the some 100 staff that work downtown 100 staff in that work high above downtown Toronto one of the city’s iconic bank Toronto in one of thethat city’sweiconic towers. “I’m grateful have bank a leader towers.

“I’m grateful that we leader who is thoughtful enough tohave openaup her who thoughtful enough open up herlike homeisand invite her entiretoorganization, home her party,” entire organization, family,and for invite a holiday says Jonathanlike family, holiday party,” sayswith Jonathan Weiner,for anaAccount Executive Visa Weiner, Account Sales Executive Visa Canada’sanMerchant Team.with “It illustrates Canada’s Merchant Salesand Team.

“It illustrates the inclusive leadership culture Stacey the inclusive leadership and culture Stacey promotes.” promotes.”

Adds LeAnne Thorfinnson, Head of Adds LeAnne Thorfinnson, Head of Human Resources: “I’ve worked elsewhere Human Resources: “I’ve elsewhere in the financial sector andworked in other places, in sectorunusual and in other places, as the well,financial and it’s most for the CEO as it’s most for for the aCEO to well, inviteand everyone to unusual their home party. to invitereally everyone to their People appreciate it.”home for a party.

People Theyreally also appreciate appreciate it.” working in a They also appreciate working relatively small office that is partinofaa relatively small office that is part a global financial powerhouse that of values global financial“We powerhouse thatknit values independence. are closely and independence. are closely knit and collaborative,” “We says Weiner. collaborative,” says Weiner.

We need people to think outside We people to think outside the need box, and we need to encourage the box, and we need everyone to speak out.to encourage everyone to speak out.

Stacey Madge

Country Manager and Madge President Stacey Country Manager and President

They have to be, according to Madge. “The They have to be, according to so Madge. payments landscape is changing rapidly“The and payments landscape is changing rapidly dramatically,” she says, “that we so have to be and dramatically,” she says, “that we have to be

VISA CANADA EMPLOYEES ENJOYING THE QUARTERLY ALL-STAFF MEETING VISA CANADA EMPLOYEES ENJOYING THE QUARTERLY ALL-STAFF MEETING

activities or up to two days to work with innovative.” And to be innovative, “we need activities tochoice. two days to year, workWeiner with innovative.”

Andoutside to be innovative, “we a charity or of up their Last people to think the box, and weneed need aserved charity of their Last year, Weiner people to think outsideto thespeak box,out.” and we need lunch at a choice. soup kitchen on one day to encourage everyone served lunchwrap at a soup kitchen day to encourage everyone to speakisout.” and helped holiday gifts atona one different Weiner says that approach working. and helped wrap a different Weiner says wants that approach is he working. not-for-profit on holiday anothergifts day. at “I’m proud to “The company to listen,” says, “and not-for-profit on another day. “I’m proud “The company wants to listen,” says, “and work for a company that prioritizes givingto they have created a culture wherehepeople feel work forthe a company that prioritizes they have created culture where people feel back to communities we live andgiving work safe to voice their aopinions.” back to says. the communities we live and work safeAnother to voiceway theirtoopinions.” in,” he encourage staff input is in,”Visa he says.

Another way to encourage staff input is Canada also encourages and responds through employee-driven committees that also encourages andon responds through employee-driven committeeson that to Visa staff Canada input through its emphasis provide input to senior management to staff inputdevelopment. through its emphasis provide input to senior management on professional “There’son a strong continuous improvement in areas ranging professional development.

“There’s a strong continuous improvement in through areas ranging culture of managers wanting their employees from employee engagement diversity culture of managers wanting employees from employeetoengagement through to develop in ways they wanttheir to grow,” says and inclusion charitable giving anddiversity to develop in ways to grow,” and inclusion to charitable giving and Weiner.

“They are they therewant to help you.” says volunteer activities.

Weiner.

“Theytoare there to help you.” volunteer According Madge, professional Indeed,activities. to demonstrate its community According to Madge, professional Indeed, tocommitment, demonstrate its community development is also essential to corporate engagement Visa Canada will development is also essential to corporate engagement commitment, Visa Canada will survival. “Employees, especially millennials, match an individual’s charitable contribution survival.

“Employees, millennials, match an individual’s charitable contribution are hungry for growthespecially and development up to $10,000.

Employees also get time off toT:9.25” hungry for growth and development up to $10,000.

Employees also get charitable time off toT:9.25”are opportunities,” she says.

“They are participate in company-sponsored opportunities,” she says. “They are participate in company-sponsored charitable

demanding it, and if they don’t get it, they demanding it, and if they don’t get it, they won’t hang around.” won’t hangthey around.”

Clearly, are hanging around at Visa Clearly,The theycompany’s are hanging aroundrate at Visa Canada. turnover is Canada. rate is less thanThe half company’s the averageturnover in the Canadian less than halfand thefinancial average in the Canadian technology sectors. technology and financial sectors.

Visa Canada’s competitive salaries and Visa Canada’s salaries andit benefits are othercompetitive reasons to stay.

When benefits other reasons to which stay. When it comes toare financial benefits, include comes to financial benefits, which include profit sharing, a share-purchase plan and profit sharing, share-purchaseamong plan and matching RSPacontributions, other matching RSP contributions, among other is perks, Thorfinnson says the entire package perks, Thorfinnson an “industry leader.”says the entire package is an Five “industry years leader.” ago, when Visa Canada offered Five years when Canada offered Weiner a job,ago, he had toVisa choose between it Weiner a job, he had choose between it and a competing bid to from another company and a competing bid from another in the financial sector.

“I chose Visacompany because in sector.

Visa on because of the financial people here and “I itschose emphasis of the people he here and its emphasis on there innovation,” recalls.

“Not only was innovation,” he recalls. only was there the opportunity to work“Not alongside some the opportunity to work alongside of the best and brightest, there wassome also a of the best and brightest, there wasasalso chance to work in other countries parta of a chance to work in other countries as part of a global company.” global company.”

Today, he has no regrets. “They have Today, he no promises,” regrets. “They delivered onhas their he have says. “It’s delivered on their says.–“It’s a collaborative andpromises,” supportiveheplace and athat’s collaborative andmesupportive what keeps here.” place – and that’s what keeps me here.”

115 115 53% 53%

69% 69% 4,500++ 4,500

OF EMPLOYEES OFARE EMPLOYEES WOMEN ARE WOMEN OF EXECUTIVES OFARE EXECUTIVES WOMEN ARE WOMEN JOB APPLICATIONS JOB APPLICATIONS RECEIVED LAST YEAR RECEIVED LAST YEAR

T:1.75” T:1.75”

Visa is is proud proud to to be be one one of of Visa Greater Toronto’s Toronto’s Top Top Employers Employers Greater

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