Manitoba's Top Employers (2022)

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2022 WINNERS C O - P U B L I S H E D

 This year marks the 16th annual edition of the

Manitoba’s Top Employers competition, which is organized by the Canada’s Top 100 Employers project.

B Y CREAM OF THE CROP:

About this year’s winning employers MEDIACORP

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LIST OF WINNERS:

Manitoba’s Top Employers (2022)

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POISED TO THRIVE:

Manitoba’s diverse employment base

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MANITOBA’S TOP EMPLOYERS 2022

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MANITOBA’S TOP EMPLOYERS 2022 Magazine Anthony Meehan, PUBLISHER

Editorial Team:

Richard Yerema, MANAGING EDITOR

S.HIEBERT/ACCESS

Kristina Leung, SENIOR EDITOR

Stephanie Leung, ASSISTANT EDITOR

Juliane Fung,

ADMINISTRATIVE COORDINATOR

Chantel Watkins, JUNIOR EDITOR

Jing Wang,

RESEARCH ASSISTANT

Advertising Team:

Kristen Chow,

MANAGING DIRECTOR, PUBLISHING

Ye Jin Suhe,

CLIENT EXPERIENCE LEAD

Vishnusha Kirupananthan, JUNIOR GRAPHIC DESIGNER

Sponsored Profile Writers:

Berton Woodward, SENIOR EDITOR

Brian Bergman Abigail Cukier Lisa Day Mary Dickie Steve Frank Don Hauka Patricia Hluchy D’Arcy Jenish Bruce McDougall Kelsey Rolfe Nora Underwood Barbara Wickens

© 2022 Mediacorp Canada Inc. and the Winnipeg Free Press All rights reserved. MANITOBA’S TOP EMPLOYERS is a trade mark of Mediacorp Canada Inc. Editorial inquiries: ct100@mediacorp.ca

 Access Credit Union, based in Winkler, hosts an annual event to recognize outstanding employee

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performance during the year.

he latest Labour Force Survey from Statistics Canada confirmed what most Manitoba employers already knew: not only does the province have one of the lowest unemployment rates in Canada, but there’s never been a better time to be a job-seeker in Manitoba. Employers are hiring in record numbers and the employment gains are distributed broadly across industries.

The pandemic accelerated changes in the economy that had already started in Manitoba. From technology to financial services and agribusiness, manufacturing to higher education and healthcare, Manitoba has worldclass employers that are well-positioned to benefit from these changes. Customers far beyond its borders are buying what Manitoba has to offer – and this has created unprecedented opportunities for job-seekers.

Manitoba is fortunate to have a diversified base of employers. This was tremendously valuable during the pandemic and, today, it’s laid the groundwork so Manitoba employers can be poised for growth.

With an eye on the tight labour market, the employers chosen as this year’s Manitoba’s Top Employers have raised the bar when it comes to recruiting and retaining talented employees. In the pages of this year’s announcement magazine, you’ll find stories about employers in every sector that have moved ahead of their peers in providing progressive benefits and forward-thinking HR policies.

With today’s announcement of the 2022 winners, I encourage you to take a few moments to review our

editors’ reasons for selection, which are summarized in the list of winners that begins on page 5. More detailed reasons, explaining why each of the winners was chosen, are available via the competition homepage at: www.canadastop100.com/mb

Publishing detailed reasons for selection is also a distinguishing feature of our annual competition, now in its 16th edition. Not only does it help job-seekers become more informed on what the best employers are offering, but it also ‘raises the bar’ for employers and lets them discover best practices elsewhere. Plus it provides transparency in the selection of the winners: you might not agree with every reason our editors provide, but you can read why, in black-and-white.

In choosing this year’s winners, employers across Manitoba were evaluated by editors at Canada’s Top 100 Employers using the same criteria as our national competition: (1) Physical Workplace; (2) Work Atmosphere & Social; (3) Health, Financial & Family Benefits; (4) Vacation & Time Off; (5) Employee Communications; (6) Performance Management; (7) Training & Skills Development; and (8) Community Involvement. The annual competition is open to any employer with its head office in Manitoba; employers of any size may apply, private or public sector.

If you would like to have your organization considered for next year’s competition, please contact our editorial team at ct100@mediacorp.ca – Tony Meehan

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PAYWORKS

MANITOBA’S TOP EMPLOYERS 2022

 Winnipeg-based Payworks provides employees with paid time off to volunteer at local charities and matches employee donations (to $400 per employee annually).

Celebrating the cream of the crop It’s been another interesting year for the local employment scene as the pandemic continues to create a ripple effect of impacts.

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or Manitoba top employers, they’ve continued to adapt and excel, while also responding to their employees’ changing needs.

Manitoba’s Top Employers, now in its 16th year, highlights the best in our province through an annual competition organized by the editors of Canada’s Top 100 Employers, which is now in its 22nd year.

This sought-after designation acknowledges Manitoba employers that offer exceptional places to work.

Managing editor Richard Yerema draws attention to the ways organizations have been handling the ever-changing situation.

“It’s been a unique year on top of another unique year leading into another unique year in the world of employment,” Yerema says.

“How an organization can respond is very much dependent upon the type of work that they do. If it’s an office-based type of work, there’s been the quick shift to work-from-home arrangements. For other organizations where you have a variety of types and styles of work, such as manufacturing companies and post-secondary institutions, that’s not easily done.”

Nonetheless, Manitoba’s top employers have forged ahead — and perhaps sparked ideas that other companies can strive to achieve.

Each year, a panel selects Manitoba’s top employers by evaluating their performance based on eight criteria.

Across the province, other organizations can review the qualities of these top companies to see how they compare.

“This competition helps organizations benchmark themselves and find ways to

improve. It also speaks well of the organizations that want to throw their hat in the ring because they need to have good policies and address all aspects of employment,” Yerema says.

“The end result is they also get to showcase themselves as decent places to work. Having the rationale clearly laid out is very important for transparency — not just for readers who are looking for work but also for employers knowing that they might have a fair chance.”

To become more competitive in attracting top talent, companies can adopt some of the forward-thinking programs and policies of Manitoba’s top employers.

“The evolution of benefit programs has been very much the hallmark of this program. If you look at the early editions of this competition, you’ll see how much things have changed over the past 16

years,” Yerema says.

“What you see is that organizations will mimic and copy in an effort to do better and to get people to apply.”

At the same time, job seekers can gain information about the best places to seek work. For example, they can get a sense of which companies offer top-notch benefits such as vacation time or maternity supports.

“In a world competing for talent, this competition has provided a way in which organizations can showcase what they offer people. Today, a job seeker has really no excuse not to be informed before they decide whether or not to apply at an organization,” Yerema says.

“Competitions like this help them sift through and understand the expectations of some of the very best employers.”

– Jennifer McFee

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2022 WINNERS The following organizations have been chosen as Manitoba’s Top Employers for 2022 (employee count refers to full-time staff):

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BORIGINAL PEOPLES TELEVISION NETWORK INC. / APTN, Winnipeg. Television broadcasting; 155 employees.

Provides new parents with parental leave top-up payments. Access to medical care, in person and virtually, is embraced alongside of counselling services by traditional Elders.

ACCESS CREDIT UNION LIMITED, Winkler. Credit unions; 346 employees.

Offers a wide swath of financial benefits including a professional clothing and wellness allowance, ranging from $150 for casual employees to $500 for those who work full-time.

ARCTIC CO-OPERATIVES LIMITED, Winnipeg. Community co-operative; 122 employees. Invests in ongoing development opportunities for employees who wish to take courses and become accredited. Responding to requests, paid leave is now offered to study for exams.

ARTIS REIT, Winnipeg. Real estate investment trust; 169 employees. Starts employees with three weeks vacation and five personal days. Employees are also offered paid winter breaks and time off during a summer shutdown.

ASSINIBOINE CREDIT UNION LIMITED, Winnipeg. Credit union; 394 employees. Considers previous work experience when setting vacation entitlements. New employees begin with three weeks and employees may purchase up to four weeks to extend time away.

BOLD

MANITOBA’S TOP EMPLOYERS 2022

 At Winnipeg-based Bold Commerce, employees are able

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to spend up to 10 per cent of their paid time at work on courses and programs to develop their skills, whether or not the training is related to their current position.

OLD COMMERCE, Winnipeg.

Custom computer programming services; 362 employees. Encourages employee development with tuition subsidies and is open to employees taking 10 per cent of their work time to develop skills, even if they are unrelated to their current position.

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AISSE FINANCIAL GROUP / CAISSE GROUPE FINANCIER, Winnipeg. Credit unions; 182 employees. Sponsors three financial programs to support the local Manitoba community. Employees are also subsidized to develop skills.

CANADA LIFE ASSURANCE COMPANY, THE, Winnipeg. Direct life insurance carriers; 10,734 employees. Embraces a holistic approach to employee well-being, with a $600 annual spending account to a

$5,000 mental health practitioner allotment.

CANADIAN CANOLA GROWERS ASSOCIATION / CCGA, Winnipeg.

Business associations; 82 employees. Gives new parents parental leave top-up payments and a formal two-month transition to work program.

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USION CREDIT UNION LIMITED, Hamiota. Credit unions; 139 employees. Supports ongoing community projects with their Full Circle Fund. It has helped 37 organizations and 16 communities.

G WEALTH MANAGEMENT, Winnipeg. Financial investment management; 1,994 employees. Offers several financial incentives, ranging from select signing bonuses, referral

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2022 WINNERS

MANITOBA’S TOP EMPLOYERS 2022

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bonuses up to $2,000 and a year-end bonus open to all employees.

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OHNSTON GROUP INC., Winnipeg.

Insurance and group benefits; 293 employees. Encourages employee wellness with Work Life Wonderful.

Remote work was enhanced through regular newsletters, JGTV, JG Coffee, Zoom meetings and virtual games.

ACU

AGELLAN AEROSPACE, Winnipeg, Winnipeg. Aircraft equipment manufacturing; 635 employees. Invests in the next generation with academic scholarships for employees’ children. They also subsidize varied development programs.

MANITOBA BLUE CROSS, Winnipeg.

Direct health and medical insurance carriers; 288 employees. Provides comprehensive health resources including goal setting, exercise tips and ergonomic assets through My Good Health online. Mental health benefits up to $2,000 are available.

MANITOBA PUBLIC INSURANCE, Winnipeg. Direct property and casualty insurance carriers; 1,734 employees.

Recognizes previous work experience when setting vacations. A focus on healthy living encourages initiatives such as Meditation Mondays, puppy visit days and fitness challenges.

 Employees from Assiniboine Credit Union taking part in ACU’s Community Grants Committee, which provides donations to help local community organizations stay sustainable and successful.

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AYWORKS INC., Winnipeg.

Payroll services; 339 employees.

Provides a variety of financial benefits, year-end bonuses, discounted insurance. Also offers free access to accountants, lawyers and other experts who specialize in professional services through their partnership with Vexxit Life.

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J.GRAJEWSKI/RRC

ED RIVER COLLEGE, Winnipeg. Post-secondary schools, college; 1,444 employees.

Provides tuition support and in-house training programs. In addition, the Centre for Learning and Program Excellence offers development opportunities to educators and administrators.

RED RIVER CO-OP, Winnipeg. Supermarkets and grocery stores; 240 employees. Supports ongoing employee development with in-house and online training opportunities. Defined benefit and/or defined contribution pension plans allow employees to save for the future.

ROQUETTE CANADA LTD., Portage la Prairie. Plant-based protein manufacturing; 110 employees. Affords parental leave

 Chefs and culinary students at Red River College create great-tasting food at the Prairie Research Kitchen, part of the College’s Indigenous partnerships.

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VIDIR

WAWANESA

MANITOBA’S TOP EMPLOYERS 2022

 Arborg-based Vidir Solutions trains and develops women in non-traditional roles, such as Brooke (shown above) who is welding a machine for Walmart.

2022 WINNERS

Continued

top-up payments for employees expanding their families. Health and wellness extended coverage of $1,200 a year is offered, with a specific focus on mental health practitioner subsidies of $1,000 a year.

RTDS TECHNOLOGIES INC., Winnipeg.

Computer technology; 75 employees.

Promotes healthy lifestyles for employees with a $300 fitness reimbursement program, including fitness memberships and sport league fees.

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KIPTHEDISHES RESTAURANT SERVICES INC., Winnipeg. Food delivery services; 2,852 employees.

Offers a plethora of financial benefits from matching RSP contributions, referral bonuses up to $500 to monthly SKIP credits reserved for employees who are short on time.

ST.AMANT INC., Winnipeg. Child and youth services; 675 employees. Helps

employees who are new mothers with maternity top-up payments and offers on-site child care when they return from leave.

ST. BONIFACE HOSPITAL, Winnipeg.

Hospitals; 1,592 employees. Provides a defined benefit pension plan, generous paid education leave and maternity leave top-up for unionized employees.

ST. JOHN’S-RAVENSCOURT SCHOOL, Winnipeg. Elementary and secondary schools; 147 employees. Embraces fitness on their Red River campus. Employees can stay active inside with several fitness options or venture outside to cross-country ski, snowshoe, play hockey or take in an enjoyable walk.

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RUE NORTH SPORTS + ENTERTAINMENT, Winnipeg.

Sports and entertainment; 303 employees. Gives free tickets to events and discounts for retail store

 During the pandemic, Wawanesa Insurance continued to hire and train young

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people working from home, including this new grad in the actuarial department.

products. Employees can play intramural sports and hockey on Bell MTS Arena and learn-to-play hockey on NHL or AHL ice.

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NIVERSITY OF MANITOBA, Winnipeg. Post-secondary schools, university; 5,078 employees. Encourages employees to find balance through flexible work options. Their Live Well program promotes active lifestyles, a vacation purchase program and on-site daycare.

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IDIR SOLUTIONS, INC., Arborg. Storage systems; 173 employees. Engages in activities to support the local community. Employees take part in fun competitions such as Apart But Not Alone, where teams earn points for doing car parades for a senior home or collect items for the food bank. Even the prizes are locally-sourced to further bolster the local economy.

AWANESA MUTUAL INSURANCE CO., Winnipeg. Insurance; 3,175 employees. Rewards professional development with financial bonuses for completion of accredited courses. Flexible work options allow employees to choose to work from home, at the office or a hybrid of the two.

WINNIPEG AIRPORTS AUTHORITY INC., Winnipeg. Airport operations; 187 employees. Focuses beyond employees’ work years by extending health benefits to retirees, with no age limit and with 50 per cent premium coverage.

WORKERS COMPENSATION BOARD OF MANITOBA, Winnipeg. Administration of human resource programs; 589 employees. Starts new employees with three weeks vacation, moving to seven weeks vacation for long-serving employees over their careers.

– Jennifer McFee

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MANITOBA’S TOP EMPLOYERS 2022

Selection criteria Editors of Canada’s Top 100 Employers evaluate Manitoba’s Top Employers based on the same eight criteria as the nationwide competition:

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5.

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Physical workplace Work atmosphere and social Health, financial and family benefits Vacation and time off Employee communications Performance management Training and skills development Community involvement

Managing editor Richard Yerema notes that employers are compared to other organizations within their field to determine which ones stand out as the very best.

“The project is very much defined by that review,” he says.

“Many of the questions that we ask have evolved and changed with technology and work styles, but those fundamental review pillars have not changed.”

Employers of any size can apply for the competition, from both the public and private sectors, as long as Manitoba is home to their head office or principal place of business.

APTN

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2.

3.

2022

– Jennifer McFee

z At Winnipeg-based Aboriginal

Peoples Television Network / APTN, the employee benefits plan includes access to medical care (both in-person and online) as well as counselling services by traditional Elders.

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SKIPTHEDISHES

MANITOBA’S TOP EMPLOYERS 2022

 Founded in 2012, restaurant delivery app SkipTheDishes employs over 2,850 full-time staff, including 2,700 in Winnipeg alone.

The value of diversity

The Manitoba employment scene is well poised to thrive, even amid challenging conditions, thanks to its stable and diverse foundation.

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anaging editor of the Canada’s Top 100 Employers project, Richard Yerema, notes that Manitoba benefits from its range of employers across multiple sectors.

“The province is home to major financial organizations, specialized manufacturing, agriculture and high-tech firms, along with robust public sector and support service organizations,” he says.

“Many of the organizations on this year’s list are foundational as part of the local, regional and national economy and have weathered through the pandemic

quite well in terms of employment stability and even growth.”

This diversity is evident in the companies that soared to earn recognition in this year’s Manitoba’s Top Employers list, which includes representation in areas ranging from credit unions and insurance experts to schools and manufacturers — and everything in between.

This variety leads to stability in the employment landscape across the province, and that sense of security has remained evident throughout the pandemic.

“Manitoba has a lot of diversity in terms of industry for all employers, so the top

employers list has always presented a fairly stable picture,” Yerema says.

“That stability defines the picture for us in the responses measured, and it’s been a thread that we’ve observed while writing about Manitoba employers. They seem to have been able to absorb this reality more in stride.”

Many Manitoba companies have found ways to foster environments that allow their employees to flourish, even during difficult times.

“Over the past year of the pandemic, organizations have continued to be tested and adapt their responses in keeping with official guidance from public health and

tailoring their operations accordingly, from rapidly shifting to work from home to enhanced safety protocols for necessary onsite work,” Yerema says.

“The province’s employment landscape highlights a diversity of responses on how best to manage and maintain employment and support employees through a difficult time.”

Adaptability has been a key component for employers, and many have shown top-notch leadership in that regard.

“Mitigating and implementing ever-changing protocols has required organizations very much to pay attention to how they’re doing. The challenge for

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2022

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MANITOBA’S TOP EMPLOYERS 2022

DIVERSE ECONOMIC BASE

Cont.

– Richard Yerema, Managing Editor, Canada’s Top 100 Employers “Employment is so central to our lives.

As adults, we spend the majority of our waking hours working,” Yerema says.

“It becomes very much a part of our lives. The employment story for the past two years now focuses on how it’s been disrupted, which disrupts our patterns of life.”

The Manitoba’s Top Employers list highlights many companies that forged forward with adaptations to suit the situation.

“There are many stories on employers creatively responding through challenges of the pandemic, but the stability of and diversity of Manitoba’s economic base has likely been an important variable in helping the province through the pandemic,” Yerema says.

“It’s easier to be a good employer during good times. The real test comes when challenges arise. And through the lens of this project, Manitoba’s foundation of solid and diverse employers has been a significant asset during this time.”

– Jennifer McFee

1. Martha-Holguin Neudert, a laboratory technician at Roquette Canada, ensures the quality of finished products at the company’s pea protein plant in Portage la Prairie.

2. A Caisse Groupe Financier employee, Mario Hochman-Bérard, attends the Festival du Voyageur in Saint-Boniface.

3. During the pandemic, staff from Winnipeg-based Payworks raised money for the local United Way campaign with a series of outdoor events, including this biking fundraiser.

ROQUETTE

PHOTOS (CLOCKWISE FROM TOP):

PAYWORKS

“the stability of and diversity of Manitoba’s economic base has likely been an important variable in helping the province through the pandemic”

CAISSE

everybody is how to keep people engaged and challenged and moving forward,” Yerema says.

“These are great challenges when we can’t get together and do the things we’ve always done. Company parties on Zoom aren’t the same as getting together in the summer for a barbecue with people’s families.”

All those little challenges add up, yet many Manitoba companies have found ways to rise above them.

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MANITOBA’S TOP EMPLOYERS 2022

You’re a person, not a number, at Access Credit Union courage to innovate.

Over the past five years, Access has developed an Innovation Centre, comprised of three or four innovation specialists who are typically younger employees.

“We ask them to look at our processes and come up with better ways of doing things,” says Davey. “We rotate these officers every two years or so, because it’s important to have fresh eyes.

They then move on to an administrative or branch role, where they take that innovative mindset with them.”

Everything we do revolves around ethically serving the best interests of our members.

— Larry Davey President and CEO

 Access Credit Union employees explore new digital banking platform.

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rowing up in small town Manitoba, Amber Osborne always appreciated the personal attention and service she received when dealing with local credit unions. As a senior member service representative for Winnipeg-based Access Credit Union, she now enjoys building equally strong relationships with the members she serves.

“What’s always attracted me about credit unions is that you feel like you are a person, not a number,” says Osborne. “I enjoy getting to know our members,

from the first time they walk through the door to all the different changes in their lives. Building and maintaining those relationships is what it’s all about.”

Osborne says the same informal and supportive atmosphere permeates the organization.

“You feel like you can talk to the CEO or member of the executive management team the same as you can to your direct manager,” she says. “Everyone is so welcoming, encouraging, and friendly.”

Maintaining that sense of teamwork and shared purpose is key to the organization’s workplace culture, says president and CEO

Larry Davey.

“Everything we do revolves around ethically serving the best interests of our members,” says Davey. “We are never trying to move them into products or services they don’t need. It’s about building trust and support between our staff and our members.”

Access Credit Union serves some 92,000 members through a total of 26 branches located throughout Winnipeg and southern Manitoba rural communities.

The organization’s stated values include a passion for service, embracing change, and having the

Access also places a strong focus on professional development.

“We provide staff with the time and financial support to build on their existing education or branch out in new directions,” says Davey. “In the nine years I’ve been here, we’ve probably had 20 to 25 people complete their MBAs. We’re very proud of that fact.”

Access has a rich history of giving back to the communities it serves, though donations, partnering with non-profit organizations, and employee volunteerism.

In 2021, the organization

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MANITOBA’S TOP EMPLOYERS 2022

346

full-time staff in Canada

60%

of managers are women

386

charities helped last year

5,535

staff volunteer hours last year

 Access Credit Union employees present a cheque to local non-profit.

awarded $11,500 to deserving students through the Access Credit Union Scholarship Program. Recipients are chosen based on academic excellence, community involvement and participation in extracurricular activities.

Access is also a long-time

supporter of Winnipeg’s Main Street Project, a non-profit organization that provides programming and services to some of the city’s most vulnerable residents.

“It’s nice to know that we can help those who may not have many of the things the rest of us take for granted,” says Osborne.

“It makes you feel like you are truly making a difference.”

While the pandemic has presented many challenges, it has also revealed some organizational strengths.

“When needed, our people have stepped up to cover off work for colleagues who faced challenges

Proud to be a top employer in your community.

at home,” says Davey. “Nobody was asking for anything in return – they just wanted to help each other out.”

Osborne concurs. “In the end, this experience made us stronger,” she says. “Even through a pandemic, we’ve stuck together and performed as a team.” 

ACCESS

C R E D I T

U N I O N

| accesscu.ca

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MANITOBA’S TOP EMPLOYERS 2022

Arctic Co-ops shines bright for remote communities impact.”

Despite the distance between the members and Arctic Co-ops, Appelle adds, there’s a real sense of community, not just in the Winnipeg office “knowing we’re all working together for the greater good,” but also between the home office and the remote communities.

And much of the Winnipeg office’s charitable work is geared toward the Arctic – a hunter’s program, food hampers, support for students and elders in the communities. “The Arctic always comes first,” she says.

That’s what people here really relate to – that what they do makes a difference.

 Employees at Arctic Co-ops take part in the 'Stronger Together' campaign.

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n Grise Fiord, an Inuit community on the tip of Ellesmere Island, there is one store that provides the 129 or so residents with everything they need. The store gets its supplies through Winnipeg-based Arctic Cooperatives Limited, a service federation owned and controlled by 32 co-operative businesses in Nunavut, Northwest Territories and Yukon.

“When you think about getting fresh, perishable groceries when it’s 50 below zero, it’s really pretty cool,” says Barry McLeod, vice-president of merchandising and logistics. “Working here, I

always think, ‘What would they do if we weren’t there? If we didn’t get our food there, how would they survive?’ ” Arctic Co-operatives provides a number of different services to help support the economic and social well-being of its members.

Those include help with accounting, IT, point of sale, project development, human resources and co-op development, among other things. “That’s what people here really relate to – that what they do makes a difference,” McLeod adds. “I think we’re pretty proud of how it all works out.”

Being able to help support the isolated Arctic communities

was what drew Lorey Appelle to Arctic Co-operatives nine years ago. And the company shone extra bright during the COVID-19 pandemic, she adds, when travelling north became impossible.

Early in the lockdown, Arctic Co-ops sent a laptop installed with Microsoft Teams and other software to each of its stores.

“Now we get to have video calls with all the managers up there,” says Appelle, a human resources business partner. “We’ve really adapted to be able to communicate with and support the co-ops a bit better even than before. It’s definitely had a really positive

— Barry McLeod Vice-President, Merchandising and Logistics

But that shared focus does not detract from the strong culture at the home office. “We have what we call our RADDS, which stands for ‘relationships, accountability, development, diversity, and service and support,” explains McLeod. “We lean on those, whenever we make decisions, and for me that’s certainly resonated.”

The company supported its employees in various ways once the COVID-19 pandemic hit, with flexible hours, renovated workstations that provide more

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MANITOBA’S TOP EMPLOYERS 2022

122

full-time staff in Canada

54%

of employees are women

26

charities helped last year

400

staff volunteer hours last year

 The senior leadership team at Arctic Co-operatives.

protection, upgraded ventilation, a new kitchen and cafeteria – “little things,” McLeod says, “that really made a difference for staff when they wanted to come back.”

It also provides many opportunities for employees to develop both personally and professionally, including a LEAD (leadership

engagement and development) program that is open to everyone, a Women in Leadership group, a diversity committee, social activities and, since 2021, Toastmasters.

There is also lots of support for any employee who wants to further their education or take

additional training. “People have a personal development plan that they create every year,” McLeod explains, “and management makes sure they’re hitting that and that there’s financial support for courses that will support them.”

The sense of purpose in what they do as well as the support they

get doing it probably explains why there are so many long-term employees – one has been in the 50-year-old company for over 30 years.

“It’s a testament to how we treat our people,” McLeod adds.

“We’re fair and they’re fair to us.” 

FIND YO U R PURPOSE Explore careers in the Arctic. arctic-coop.com innsnorth.com

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MANITOBA’S TOP EMPLOYERS 2022

Assiniboine Credit Union goes far beyond banking to advance.”

The appreciation is mutual.

ACU competes for capable employees like Dada not just with other financial institutions but also “with any organization looking for service-oriented people,” says Champion Taylor.

 ACU employees held a sacred blanket ceremony, to acknowledge, honour, respect and recognize the achievements of Kirstin Witwicki, founding Indigenous Leadership Circle member and ACU employee.

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efore joining Assiniboine Credit Union Limited (ACU) in 2021, David Dada knew from his research that the organization does far more than offer financial products and services to its members.

ACU has operated as a financial co-operative for almost 80 years.

With assets of more than $5 billion and owned collectively by more than 125,000 Manitobans who use its services, it operates 14 branch locations in Winnipeg and two northern branches in Thompson and Gillam.

In addition to providing traditional banking services, all branches focus on furthering community economic development,

providing financial services to low-income communities ignored or overlooked by larger commercial banks, and encouraging the use of local resources in a way that sustainably enhances economic opportunities while improving social conditions.

Branches also get involved in community-based activities ranging from financial advice for low-income families and co-operative housing projects to refurbishing used bicycles.

“We’re not like other financial institutions,” says Kim Champion Taylor, chief people solutions officer. “Assiniboine’s purpose is centred around equity, social justice and community building, and that’s reflected in the work we do and the products we offer.”

It’s an aspect of ACU that Dada especially admires. “Their values are in line with mine,” he says.

When he went to work for the organization in 2021, Dada had more than 10 years of experience in accounting, bookkeeping and portfolio analysis, as well as an MBA and a bachelor’s degree in accounting. But he’d acquired most of his credentials and experience in Nigeria.

“I had to start all over again,” he says. “But ACU was a good place to do it.”

ACU quickly recognized his capabilities. In less than a year, he moved three times into more responsible positions.

“One thing I love about this organization,” he says, “if you work diligently, you get opportunities

Assiniboine’s purpose is centred around equity, social justice and community building, and that’s reflected in the work we do and the products we offer.

— Kim Champion Taylor Chief People Solutions Officer

In addition to employee referrals and job postings on employment websites, ACU works with organizations that bring jobs to groups who face barriers to employment or whose clients are new to Canada.

“We look anywhere we can to find employees,” she says.

To retain them, ACU offers competitive compensation and benefits packages along with mortgages and other loans at reduced rates. It encourages

17

MANITOBA’S TOP EMPLOYERS 2022

394

full-time staff in Canada

39

years, longest-serving employee

50%

of executive team are women

100%

job-related tuition subsidies

 ACU employees with SSCOPE executive director, Angela McCaughan.

employees to gain qualifications they need for advancement by offering internal learning and development programs in areas such as mortgage assessment, investment advice and client communications.

Employees can hone their leadership skills by participating

in ACU’s employee-led committees, including its Indigenous Leadership Circle and initiatives focused on wellness, environmental issues and community development.

“We support external training, as well,” says Champion Taylor, “if the employee’s aspirations

correspond to our objectives.”

In pursuit of his own aspirations, Dada has completed a Canadian Securities Course and earned certification from the Canadian Payroll Association. Now, as a financial services representative, he has enrolled in a training program to qualify as a financial

advisor.

“I registered after I received an email from head office inviting people to enroll in the program,” he says. “It will take one to two years.

“I know that if I keep working, I’ll get to where I want to be. I just have to show what I can do.” 

18

MANITOBA’S TOP EMPLOYERS 2022

Helping farmers drives employees at Canola Growers IT, and human resources, among other things. “Many have said they never anticipated a career working in agriculture but really enjoy the industry and the work,” says White.

For her part, Leonard started as a contact centre representative in the cash advance program. She helped farmers complete applications and answered various other queries. She was subsequently appointed temporary supervisor in the department before moving to her current role where she oversees the contact centre, processing department, quality assurance, compliance department and the mailroom.

 While jobs and roles at CCGA differ, the entire team remains passionate about the vision: 'Helping Farmers Succeed'.

A

fter working from home for some 18 months, Joy Leonard welcomed the call this past September to return to the Winnipeg headquarters of the Canadian Canola Growers Association (CCGA).

“It’s fun to come to work,” says Leonard, an assistant manager for advance issuance. “Our leaders make sure the staff feels appreciated. They go out of their way to recognize the work people do.”

Indeed “they” do, says president & CEO Rick White. “We listen to our employees with the goal of better understanding

what’s important to them and what motivates them. Our employees see that their jobs have purpose and have an impact on the farmers our organization represents.”

For over 35 years, CCGA has been helping farmers succeed.

The organization administers the Advance Payments Program, a federal loan program that supports farmers’ financial and marketing needs. Each year, CCGA issues cash advances of approximately $2 billion to Western Canadian farmers.

As the national policy voice for Canada’s 43,000 canola farmers, CCGA enhances farm

competitiveness through its policy development and advocacy functions. “We conduct in-depth policy analysis here in Winnipeg,” says White. “Our Ottawa office lobbies the federal government on national and international concerns. We meet regularly with ministers and senior bureaucrats on environmental, rail transport and trade issues.”

White adds that a background in agriculture is not, by any means, a prerequisite for working with CCGA. In fact, many team members have education or professional experience in fields as diverse as economics, communications, accounting,

Our employees see that their jobs have purpose and have an impact on the farmers our organization represents.

— Rick White President & CEO

Onboarding is a critical process for new employees at CCGA. They receive a package before their start date that provides them with an itinerary for their first two weeks. Part of the onboarding process includes meeting with the CEO, members of the leadership team and managers from relevant

19

MANITOBA’S TOP EMPLOYERS 2022

82

full-time staff in Canada

38

years, average age of all employees

50%

of managers are women

50%

 CCGA staff look forward to once again connecting in-person with farmers and guests like Agriculture Minister Bibeau (image from Crop Connect Conference 2019).

work teams.

“That provides new employees with an opportunity to ask questions and connect with key decision makers,” says White.

“It helps them feel comfortable, welcome and part of the larger team.”

Professional development is a

big part of the organization’s culture. Employees have access to a wide array of online learning tools.

They can take part in Lunch and Learns, various in-house training sessions, and the annual staff development day. CCGA’s learning and development policy provides employees with support for indi-

vidual professional development.

As well, CCGA has contracted with an outside learning coach who delivers individual sessions for employees in supervisory or managerial positions.

CCGA began bringing employees back to the office in September in groups of 10 to 15

of executive team are women

at a time in order to give everyone a chance to adjust to what was formerly a familiar daily routine.

But they are also permitted to continue working remotely up to two days a week.

“I prefer the office, but I do like the flexibility,” says Leonard. “It makes life a lot easier.” 

Helping Farmers Succeed www.ccga.ca

20

MANITOBA’S TOP EMPLOYERS 2022

At Fusion Credit Union, employee wellness is an asset ganization, our communities and interactions with our members,” DeVliegere says. “Helping them take good care of themselves and doing what we can to take care of them while they’re working, that’s what we wanted to drive more of – just that reinforcement of how important they are.”

They have a way of making everybody feel accepted.

It means that much more to me to work for an organization like that.

— Genevieve Yoko Member Services Supervisor

 The executive management team at Fusion Credit Union.

G

enevieve Yoko’s role as a member services supervisor at Fusion Credit Union comes with a lot of “curveballs,” she says, what with supervising a team of representatives while handling day-to-day branch management.

But being able to enjoy the Brandon branch’s wellness space keeps her batting a thousand.

Complete with a massage chair, leafy plant and a diffuser and essential oils, the wellness space in the branch staff room is meant to help employees pause, rest and

recharge during busy workdays.

“It’s just created a positive energy in our staff room,” Yoko says. “Some workdays are more stressful than others, but you get that peaceful five minutes away and it just helps you relax.”

The wellness rooms, which have been set up at all of Fusion’s 18 branches across Manitoba, were the idea of a group of employees who put forward the suggestion when the credit union solicited ideas internally for innovative projects. Each branch could customize their own space with nap pods or massage chairs and

other calming elements such as televisions, books and blankets.

Leanne DeVliegere, Fusion’s chief operations officer, says the spaces are a good example of the organization’s commitment to employee wellness. The credit union has also been undergoing renovations in many branches to make workstations more ergonomic, and offering other benefits like an annual wellness credit that can be put toward anything that would improve employees’ overall well-being.

“Our employees are critically important to the success of our or-

The pandemic added a new component to Fusion’s well-being efforts, DeVliegere says. In 2021, the credit union formalized its work-from-home policy, something it hadn’t offered prior to March 2020, by providing clear expectations for employees to continue working remotely post-pandemic and what’s required of them in terms of maintaining security and communicating with colleagues.

In 2020, Fusion also bumped up the amount of the annual wellness credit for all employees, and introduced additional days off for onsite employees who are impacted by the COVID-19 virus, so

21

MANITOBA’S TOP EMPLOYERS 2022

139

full-time staff in Canada

60%

of executive team are women

37

years, average age of all employees

80

 Fusion Credit Union employee enjoying the massage chair at their office's wellness space.

they don’t have to dip into sick and vacation days. The organization also sent monthly lunches to all of its branches to recognize employees, and provided all locations more funds to spend on their employee spaces.

“The pandemic has brought a lot of changes, but the organiza-

tion has been extremely supportive,” says Yoko. “The COVID days were completely unexpected.

Thankfully I haven’t had to use mine, but they’re there if I need them.”

In the early waves of the pandemic when her outside social contact was limited, Yoko says she

Proud to be recognized as one of Manitoba’s Top Employers for three consecutive years!

Learn more at fusioncu.com

grew closer with her colleagues and they quickly felt like family.

But she notes the company has always had a close-knit culture that she values, both at the branch level and with the executive team.

The credit union’s chief executive officer is easy to reach, and Yoko says she knows members of

community organizations supported

Fusion’s C-suite on a personal level and has no trouble quickly scheduling time to speak with them.

“They have a way of making everybody feel accepted,” she says. “It means that much more to me to work for an organization like that.” 

22

MANITOBA’S TOP EMPLOYERS 2022

IG Wealth Management is all about teamwork the interim, Cadieux says, but it’s still an ideal launching pad for those hoping to determine their ideal career path.

The company, known for most of its 96-year history as Investors Group, rebranded as IG Wealth Management in 2018. Building on a track record of innovation, it offers synchronized financial products and services ranging from tax and retirement planning to cash management and brokerage services. IG has also garnered a reputation as a leader in responsible and sustainable investment.

Everybody works together in the best interests of the clients and their financial wellbeing.  IG Wealth Management employees and their families participate in a Walk for Alzheimer’s.

A

my Cadieux, director of the IG Investments team at IG Wealth Management (IG), knows there’s something a little different about her résumé.

Most of her friends and former classmates have worked for three or four different employers since their university days, Cadieux says. On the other hand, she’s stayed with IG since she started working in the Winnipeg head

office of Canada’s largest independent wealth management company back in 2013.

“I’ve never seen any reason to leave,” Cadieux says. “I’ve had lots of professional opportunities to grow and develop my career.

Plus, I’ve always enjoyed the open and friendly atmosphere where everyone wants to do what’s best for one another.”

Cadieux graduated with a bachelor of commerce (honours) degree from the Asper School

of Business at the University of Manitoba having majored in two disciplines, human resources and finance. She says she was originally leaning toward a career in HR, but by the time she completed IG’s management development program for new graduates she’d discovered her passion was for finance.

Five promotions and several financial-sector certifications later, she’s still a fan of the rotational program. It’s been revamped in

— Mark Kinzel Vice Chair

The majority of employees are based in offices in Winnipeg, Toronto and Montréal. Some 3,500 advisors in offices throughout Canada are also a key part of the IG team, says vice chair Mark Kinzel.

“It’s a strategic partnership,” he says. “Everybody works together in the best interests of the clients and their financial well-being.”

IG helps the entrepreneurial-minded advisors to build and manage their practices with a

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MANITOBA’S TOP EMPLOYERS 2022

1,980

full-time staff in Canada

695

charities & community partners helped last year

3

weeks, minimum vacation allowance

62%

of employees are women

 IG Wealth Management employees volunteering at Koats for Kids.

variety of tools and resources.

This includes specialized technology platforms for portfolio management and client support, streamlining administrative functions and ongoing relevant learning, and access to IG subject matter experts such as accountants, tax and estate lawyers and

pension experts.

IG’s culture of putting people first has been central to how the company has responded throughout the course of the pandemic, says chief human resources officer Cynthia Currie.

Almost immediately after people began working from home, the

company launched initiatives to support their mental well-being and work-life balance.

“Sensitivity, respect and flexibility are what guides us, not a blanket policy statement,” she says. “Not only have different provinces experienced lockdowns at different times, but everyone’s

individual situation is different.”

The same thought processes are guiding IG’s deliberations about what happens next, including when people might return to the office. “We’ll go back,” says Currie, “when we can be sure the employee experience is a great one.” 

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MANITOBA’S TOP EMPLOYERS 2022

Connection is a key benefit at Johnston Group make you feel valued, no matter what your role is.”

Hodge oversees a range of employee engagement and community outreach initiatives, and she has been particularly busy maintaining connections during the pandemic. “Finding ways to engage our staff when more than 80 per cent of them are working remotely has been a priority,” she says. “Our president sends out a biweekly video message, and we do lots of online activities.”

While I know a lot of organizations say they put their employees first, we truly do.

— Heather Cote Vice-President Human Resources

 The social committee at Johnston Group completing another successful virtual party with their staff.

I

t says a lot about a workplace when someone’s who’s been in a job for eight years is considered a newbie. But that’s how Heather Cote, vice-president of human resources at Winnipegbased employee benefits specialist Johnston Group, is seen at a company where some have been working for more than three decades.

The reason for that is simple,

says Cote: “I really believe Johnston Group is unique. We have a culture of caring and kindness, and while I know a lot of organizations say they put their employees first, we truly do. Of course there’s a business strategy, but my focus is to make sure that strategy serves our people and not the other way around. I love that.”

The company backs that up with education subsidies and leadership training programs

as well as diversity, equity and inclusion efforts and a culture that supports and encourages its employees across their careers.

Special projects coordinator Ashlee Hodge has been at Johnston Group for 16 years, and says she basically grew up there, as her mother worked as a human resources manager for many years. “We call ourselves a family, because we’re very connected,” she says. “It’s a great place. They

One initiative is an internal wellness program called Work Life Wonderful that includes engagement initiatives like parties, virtual bingo games and Lunch and Learn events with financial advisors.

Hodge also helps manage the company’s extensive philanthropy program, which supports more than 100 community organizations in Manitoba. “We have long-term relationships with local organizations,” she says. “And since they couldn’t hold their fundraising events during the pandemic, it was really important that we kept our commitments

25

MANITOBA’S TOP EMPLOYERS 2022

293

full-time staff, all in Canada

66.67%

of managers are women

100%

employer-paid health plan, with family coverage

 The CINUP team at Johnston Group participated in a tree dedication ceremony on the National Day for Truth and Reconciliation.

and continued to support them.”

A highlight for Hodge is Johnston Group’s annual United Way campaign. “It’s the week when nobody goes on vacation because everyone wants to be there for it,” she says. “This year we held a virtual gala and an auction that raised a lot of money.

It was lots of fun. And we educate our staff about the organizations, so they’re connected and hopefully inspired to give more, or volunteer.”

The company also took care of its employees during the pandemic by offering flexible work schedules and increasing mental

health benefits and programs.

“That’s been super important over the past two years,” Hodge says.

“We made a commitment early in the pandemic to be open and honest, and have no layoffs,” says Cote. “Our executive team reached out to every employee to see how they were doing at home

102

charities helped last year

and whether they had the resources they needed. Many were trying to teach their kids, and we accommodated them working evenings or part-time.

Whatever they needed, we supported them. Even during the pandemic, we put our employees first.” 

It might be wild to think that work can make every person’s life better.

Fortunately, we’re wild enough to try.

johnstongroup.ca

26

MANITOBA’S TOP EMPLOYERS 2022

Manitoba Blue Cross leads by example in wellness also in their personal lives.”

The company, for example, developed many initiatives to help employees stay connected while working from home. Thézard says his favourite one is Wellness Wednesdays. Every week, a Manitoba Blue Cross employee leads a 15-minute online activity designed to improve wellness.

Topics covered have included meditation, cardiovascular fitness, nutrition and sleep.

 Employee Lea Currie tries a balance exercise that Manitoba Blue Cross wellness team lead Florent Thézard demonstrates on screen.

W

hen Florent Thézard was going through a difficult time in his personal life, his colleagues at Manitoba Blue Cross sent him gifts and messages and visited him to lift his spirits. And they were there for him in happier times too – throwing a surprise virtual baby shower when his son was born.

“It was such a welcome dose of companionship at a time when we were adhering to tightened public health orders,” says Thézard, wellness team lead with the company’s Wellness department, which designs and implements

tools to help Manitobans in their pursuit of wellness. “They found a way to support me during a difficult time and to celebrate a joyous moment in my life. They’re all part of a social network I value and am grateful for.”

This atmosphere of support and camaraderie was something president and CEO Benjamin Graham noticed immediately when he joined Manitoba Blue Cross over a year ago. He says the company, which provides health and dental benefit plans for individuals and groups as well as travel, employee assistance and life insurance coverage, places a priority on fostering wellness for

members and employees.

It is a matter of practising what you preach, says Graham. “We are a leader in health and wellness in the province. We can’t call ourselves a caring company and then not support our own team.

So we try to lead by example.”

The company holds regular town hall meetings to engage staff and get their feedback. It also provides tools such as access to counselling and hybrid and flexible work options. “We want to make sure staff are happy to come to work,” Graham says. “We provide employees with the tools they need to help themselves, not just in their professional lives but

We provide employees with the tools they need to help themselves, not just in their professional lives but also in their personal lives.

—Benjamin Graham President and CEO

“This initiative has had so many positive effects on my professional and personal life. The activities help me feel more energized and focused at work,” Thézard says. “I’ve noticed some of the benefits extend well beyond the professional sphere. I sleep better, eat healthier and cope better with stress. And there’s the added bonus of it providing an outlet for our own people to showcase their creativity and expertise.”

More than 75 per cent of

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MANITOBA’S TOP EMPLOYERS 2022

287

full-time staff, all in Manitoba

59%

of the leadership team are women

93%

of employees say they are proud to work there

6

 Florent Thézard, centre, and other Manitoba Blue Cross staff at a video shoot to support a Wellness Wednesdays activity.

employees have participated in at least one of the Wellness Wednesdays sessions and of those who participated, more than 92 per cent returned to attend more.

Because of its success, the company has extended the initiative past the five-month pilot program.

Thézard says employees will lead

sessions on topics including financial literacy and the philosophy of art this year.

“We’re taking the same holistic approach to staff well-being that the Wellness department takes with plan members and the community,” he says. “We aim to cover all aspects of wellness, not

just physical and mental health, but also social, intellectual and financial components.”

Other initiatives encourage employees to take physical activity breaks, do deep breathing exercises and stay hydrated. “When combined with a flexible work schedule, all of these help with

Manitobans working for Manitobans

weeks, maximum vacation allowance

work-life balance,” Thézard says.

“I’m finding my mood is better and I’m more patient. I’ve even managed to extend our workplace culture of wellness to my family – I’ve convinced my wife to drink more water and she’s definitely benefiting from my improved mood and patience.” 

Learn more about a career with us at mb.bluecross.ca *Trademark of the CABCP †Trademark of the BCBSA

Work-life balance

Competitive compensation

Career development opportunities

28

MANITOBA’S TOP EMPLOYERS 2022

Red River Co-op goes above and beyond for employees (CMHA) to offer the Not Myself Today program, where employees are invited to mark how they’re feeling on a “mood board” in order to start conversations about mental health.

The co-operative also provides topics pertaining to mental wellness at regular staff “huddle” meetings. “We recognize that the mental health of our employees is being challenged during these difficult times,” says Dehn. “We are providing services to assist as best we can through CMHA and our employee and family assistance program.”

 Red River Co-op employees provide full service to their members, even in cold Winnipeg winters.

I

n 2014, Red River Co-op re-entered the grocery business when it purchased four food stores from a competitor.

The co-operative met with its employees at the bargaining table to negotiate revisions to their collective agreement.

Vin Ablack, a grocery clerk at a Red River Co-op store in Winnipeg who served on the employee bargaining committee, recalls that the co-operative came forward with a surprise proposal to increase bereavement leave – something employees hadn’t even asked for. “The management team is genuinely interested in their people,” he says, “which is different from what I've experienced in the past, where it’s

all about the bottom line.”

“We know our employees personally,” says Murray Dehn, vice-president of human resources for Red River Co-op. “And when you have personal relationships with your people, it’s natural to care about them.”

The locally and member-owned Red River Co-op comprises 47 retail outlets for petroleum, pharmacy services and groceries.

It serves Winnipeg and its surrounding area, as well as Kenora and Dryden in Ontario.

Dehn notes that the co-operative places a big focus on foundational aspects of employment, through health and safety; diversity, equity and inclusion; training and advancement; and support of community. “We get

those pieces taken care of so that the employee feels safe, welcome and valued.”

Red River Co-op’s diversity initiatives include a partnership with Ready, Willing and Able, which is designed to increase the labour force participation of people who are on the autism spectrum or live with an intellectual disability.

Ablack points out that Red River Co-op was the first retailer to recognize the new National Day for Truth and Reconciliation, which is not a statutory holiday in Manitoba. Employees received a paid day off to reflect on the harms of the past.

Health and safety are paramount at Red River Co-op. It partnered with the Canadian Mental Health Association

The management team is genuinely interested in their people, which is different from what I've experienced in the past, where it’s all about the bottom line.

— Vin Ablack Grocery Clerk

The creation of an employeebased diversity and inclusion committee has allowed ideas to be shared among every level of the co-op – from front-line workers to the executive team – to create a better environment for employees and customers. “A recent example,” says Dehn, “is a grocery

29

MANITOBA’S TOP EMPLOYERS 2022

274

full-time staff in Canada

41

years, longest-serving employee

50%

of executive team are women

6

 Red River Co-op staff take part in the hygiene hamper drive for the Bear Clan at the St. Vital food store.

store worker suggested that front-line staff wear buttons that state which languages other than English they speak so customers can feel comfortable conversing in their native language.”

Community engagement is critical for Red River Co-op.

Recognizing that food banks’

needs had increased with COVID-19, it held Fuel Good Day last September, donating five cents from every litre of fuel sold to three organizations. Leftovers was the primary recipient, receiving more than $41,000 to rescue 35,000 pounds of close-dated, but still good to eat, food from grocery

stores and restaurants to be given to people in need.

Concern for the community is reflected in the co-op’s employee actions, too. Staff recently took it upon themselves to ask the Bear Clan community patrol how they could help. As a result, they sold nearly 2,000 specially packaged

When you work for Red River Co-op, you are working with friends!

Find out about our career opportunities at redriverco-op.crs or by emailing joinourteam@rrcoop.com

weeks, maximum vacation allowance

hampers of hygiene products to customers for donation to Bear Clan.

Ablack is proud of the relationship that Red River Co-op employees have with their employer.

“The attitude seems to be, let’s collaborate to make this company successful.” 

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MANITOBA’S TOP EMPLOYERS 2022

Roquette builds community from the inside out The Canadian plant, the largest of its kind in the world, was built during the COVID-19 pandemic, which added challenges to the project but didn’t stop it.

Safety was the No. 1 priority, not just for staff, but for the more than 1,000 construction workers who built the state-of-the-art facility.

 Roquette Canada is committed to innovation and always looking toward the future for opportunities to grow, improve and develop.

F

or agronomist Jennifer McCombe-Theroux, one of the best things about working at Roquette Canada is watching the North American arm of the France-based natural ingredients company grow.

“It’s a unique opportunity to be able to start at a business from the ground up,” says McCombeTheroux, who began working at the company three years ago, even before its pea protein plant started operations at the end of 2020.

“Roquette is a very innovative company,” says McCombeTheroux. As an agronomist specializing in the organic program, she provides knowledge and sup-

port to farmers, and in this case pea farmers from Saskatchewan and Manitoba whose product is turned into high-quality pea protein isolate. “It’s always looking for the future, for opportunities to grow, improve and develop.”

McCombe-Theroux, who went to school at the University of Manitoba, grew up on a hobby farm and is now married to a farmer, says the company’s support for staff includes programs such as Wellness Wednesday (workshops to learn about mental health); a benefit package with zero cost to the employee; nutritious snacks in the lunchroom; a gym; and, in her case, help after returning from a maternity leave.

It also reaches out to the farmers

and the Portage la Prairie community where the plant is located.

“People are the heart of Roquette,” McCombe-Theroux says. “What I really respect about Roquette is how they invest in their people and support the community they work in.”

Roquette supplied masks to the community at the beginning of the pandemic and provided Christmas hampers to those in need. It also funds programming for kids and families in marginalized communities, offers winter crisis supplies and donates to local food banks.

Trish Clark, head of human resources in Canada, says Roquette is about family and putting people first.

People are the heart of Roquette. What I really respect about Roquette is how they invest in their people and support the community they work in.

— Jennifer McCombe-Theroux Agronomist

“Roquette offers a culture that looks after everyone,” Clark says.

“We kept everyone safe.”

It meant that Roquette adhered to COVID-19 safety protocols and embraced new technology such as smart glasses to train people remotely.

“We had to be resourceful,” Clark says. “Everyone worked hard to build a team mentality despite people working from home much of the time. We are in this together, and we will build

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MANITOBA’S TOP EMPLOYERS 2022

110

full-time staff in Canada

100%

employer-paid health plan, with family coverage

5

days paid sick leave, plus 5 days of paid personal time off

3

 Roquette Canada employees are provided continuous opportunities for learning and training.

this plant together.”

Clark says what is also exciting about working at Roquette is that processes are unique to the hightech company, meaning while skilled, everyone at the company was specially trained.

“Everyone is learning and growing,” Clark says. “That offers

energy and excitement to people.”

It also offers an opportunity for people to grow within the company, not just in Canada, but the 100 or so other countries where Roquette has a presence.

McCombe-Theroux says Roquette invests a lot in its people, providing opportunity for

growth and development.

“I have learned so much in the past couple of years it’s unbelievable,” she says.

But beyond what Roquette does for her, McCombe-Theroux says she is grateful to work at a company that prioritizes farmers and building relationships.

weeks, starting vacation allowance

“I love working with farmers.

I appreciate being in a position where the goal is a long-term relationship with farmers. I have a lot of respect for farmers and for what they do, and to work at a company where that relationship is important to them is rewarding.” 

32

MANITOBA’S TOP EMPLOYERS 2022

SkipTheDishes makes sure success is a team effort there’s lots of opportunity to be exposed to different markets, to different countries, different cultures and ways of working,” Lytle says.

The global exposure is “a competitive advantage,” particularly for attracting and retaining top tech talent, says Geoff Ryan, Skip’s chief people officer. Many of Skip’s team members often work with their counterparts in other parts of the world, and some have even taken their careers to other countries where Just Eat Takeaway.com operates, like Europe and Australia.

I like to tell my team my role is to clear the way for them to do the great job that they do.  SkipTheDishes employees working together at their head office in Winnipeg.

A

sk Dean Lytle about his role at SkipTheDishes, and the former football player sums it up with a sports analogy.

“I like to tell my team my role is to clear the way for them to do the great job that they do,” says the Winnipeg-based director of corporate partnerships.

Lytle, who in physical stature and positive energy is anything but little, brings years of experience in guiding teammates to success. He spent the first part of his career playing professional football, including a stint in the

late 1990s as a fullback with the Winnipeg Blue Bombers.

At the food delivery network, Lytle’s goal of clearing the path is part of a culture of ensuring every employee has a chance to contribute to the company. That means keeping the organizational structure flat, encouraging employees to get involved in all aspects of the business and giving everyone a strong voice, including those on the front lines.

“We’re entrepreneurial and we allow our people to be such at every level,” Lytle says. “Your title doesn’t matter – whoever you are, any level, any suggestion that

you have is taken seriously. We also have a leadership team that really cares about employees both locally at Skip and as an overall organization.”

Founded in 2012, SkipTheDishes is a logistics and technology company that helps its restaurant partners deliver food to customers through an extensive courier network. Now a division of Amsterdam-based Just Eat Takeaway.com, Skip is headquartered in Winnipeg with additional offices in Toronto, Calgary and Saskatoon. Its sister U.S. company is Grubhub.

“We’re a global company, so

— Dean Lytle Director of Corporate Partnerships

Plus, while Skip’s technology is designed in Winnipeg, key parts of it have been taken up elsewhere, such as in the U.K., Italy, Australia and New Zealand, Ryan says. That’s a point of pride for the team based in Canada.

“That’s what engages the population to say, this is a global business that started on the Prairies,” he says.

Skip also works hard to get the basics right in terms of compensation and benefits, Ryan says. Each year, for instance, it reviews salary scales across the country to ensure

33

MANITOBA’S TOP EMPLOYERS 2022

3,092

full-time staff in Canada

28

years, average age of all employees

46.5%

of employees are women

9

years, longest-tenured employee

 SkipTheDishes head office is located in Winnipeg, MB.

its pay packages are competitive.

It also has a popular Skip Credits program, which gives employees credits each month they can use to order off the company platform.

Another perk is access to all kinds of employee-development initiatives, from on-the-job tech training to leadership programs

that set out to tackle ongoing company issues.

Lytle says the company philosophy of taking care of its employees is dynamic. As an example, he points to Skip’s response to the George Floyd murder in 2020.

Because “people were hurting, people needed answers,” CEO

Kevin Edwards put together a BIPOC (Black, Indigenous and People of Colour) committee to educate and support employees internally.

Edwards made the committee a company priority and came to “every single meeting,” Lytle says.

By caring for its employees and establishing a culture of collaboration, Skip has set up an environment that generates employee satisfaction and success, Lytle says.

“It’s a true team environment where we win as a team,” he says. 

The recipe for success.

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MANITOBA’S TOP EMPLOYERS 2022

At True North, vision, mission & values are everything and continuous improvement guide us in our everyday, and that comes from the top down.”

Because the values are frequently communicated and reiterated, they become part of everything True North does. “There’s a certain lexicon that comes with it too,” says Sinaisky. “There’s a sense of connection when you hear people talking about it.”

The organization is intent on sharing stories internally about successes, achievements and initiatives. It’s one of the ways for people who are working in True North’s various divisions to stay connected.

We share stories that really emphasize our culture.  True North Sports+Entertainment employees assist laying sod at Camp Manitou.

F

or a lifelong Winnipegger, getting a job with True North Sports + Entertainment was a thrill. “This was the pre-eminent sports and entertainment organization, and I was drawn to the excitement of being part of that,” says Krista Sinaisky, director of corporate communications. “Then you get here and see there’s so much more behind it – strong organizational values and a sincere desire to positively impact the community -- and you really feel proud to be a part of that.”

With 10 entities – including Canada Life Centre, the Winnipeg Jets NHL franchise, Bell MTS Iceplex and the Burton Cummings Theatre — under its umbrella, six different work locations and six ice surfaces, True North is a dynamic, fast-moving environment.

So shutting everything down when the COVID-19 pandemic hit kicked off one of the toughest times the company has ever had to face. “2021 was a tough year layered with multiple challenges,” president and COO John Olfert says. “However, despite the challenges, 2021 was a year that

demonstrated the resilience and the results of what a group of people who share a common purpose can do – navigate COVID obstacles, safely resume events and continue to make a meaningful and consistent contribution to our community.”

What helped to guide the organization through, says Dawn Haus, vice-president of human resources, was its vision, mission and values. “True North takes these very seriously,” she says. “It goes beyond being just words on paper. Depending on the circumstance, our values of team, trust and respect, do the right thing,

— Krista Sinaisky Director of Corporate Communications

“You hear about the community impact – whether it’s how the teams are uniting the community or how kids are supported through the work of the True North Youth Foundation — you can see how you’re a part of the bigger picture and how we are all connected,” Sinaisky adds.

Communication is a huge part of what brings the True North team together. A regular bulletin keeps everyone informed of developments in the ever-changing environment. And three times a year, a bigger publication focuses on more in-depth stories.

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MANITOBA’S TOP EMPLOYERS 2022

270

full-time staff in Canada

60

professional hockey players

16

scouts who work around the world

954

part-time and casual staff in Canada

 True North Sports+Entertainment employees volunteered to pack and deliver 660 hampers over 6 weeks.

“We share stories that really emphasize our culture,” Sinaisky explains. “We get to know our co-workers better, and there are behind-the-scenes stories so people can learn more about parts of the organization that they’re not directly involved with.”

The focus on employee well-

being and safety has been heightened during the pandemic with great care going into plans and processes for employees’ return to on-site work, whether that be to office spaces or to run live hockey games at Canada Life Centre.

Care for employees has also meant keeping the True North

WE ARE TRUE NORTH. EVERY DAY WE STRIVE TO HOLD OUR VALUES AS INARGUABLE TRUTHS.

team together and keeping a line of sight beyond the pandemic.

"The priority of keeping our organization intact through the adversity of the pandemic has supported a strong team to begin resumption of regular operations, including the 2021-22 hockey season,” says Olfert.

What’s been missing during the pandemic are all the opportunities to celebrate together, through service award presentations, holiday family skates, playoff viewing parties and more. “We have wholeheartedly missed those events,” says Haus, “and we cannot wait to do them again.” 

PROUD TO BE ONE OF

MANITOBA’S TOP 30 EMPLOYERS

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MANITOBA’S TOP EMPLOYERS 2022

Vidir Solutions ensures employees feel appreciated are “genuine.” Plus, employees’ opinions are listened to.

“I feel so appreciated at Vidir,” she says. “I don’t just feel like I’m an employee; I genuinely feel like it’s a family here.”

Vidir was founded and remains owned by the Dueck family. Its manufacturing operations are concentrated in Teulon and Arborg, Man., but it sells its products in over 40 countries.

I genuinely feel like it’s a family here.

— Jody Wasserman Marketing Assistant

 Vidir Solutions has supported Jody Wasserman, marketing assistant, whose brother passed away due to a drug addiction through fundraising efforts for mental health and addictions awareness.

S

ometimes employees can get the truest picture of what makes their company great during a time of personal adversity. That was the case for Jody Wasserman, a marketing assistant at Vidir Solutions Inc. Wasserman had been working at the manufacturer of automated material-handling solutions for more than two years when her brother died of an accidental overdose. Not only did the

Arborg-based company give her all the time she needed to recover, it also generously supported her subsequent efforts to raise awareness about people dealing with substance-use disorders and homelessness.

Vidir also let her promote her advocacy group through its social media, use the office printers and put up posters in the company’s plants. And it “very graciously” donated to her advocacy programs, such as a ball hockey tournament, says Wasserman.

“They sponsored us with a very, very large amount that had me in awe,” she says. “That is another reason why Vidir is very close to my heart: because this is very close to my heart.”

Wasserman says the way Vidir treated her at an important time in her personal life is symbolic of the way the company treats employees generally. Everyone is made to feel included, she says, there’s good two-way communication between managers and employees, and the conversations

Even as it grows, Vidir makes a concerted effort to ensure the work environment remains familial, says Cristina Vieira, director of human resources. And it always tries to give employees “that personal touch.” As an example, she describes the response when the pandemic forced the company to cancel its annual employeerecognition event during Christmas 2020. Unable to get together in person, Vidir gave out big turkey dinner packages, with all the trimmings, for each employee to prepare at home.

“There’s a sincere kindness,” Vieira says. “There’s always that continuous acknowledgement that we go a little bit beyond, do things a little bit differently.”

Vidir also makes sure it gets the fundamentals right, Vieira says.

It provides competitive compensation, and goes through regular industry-salary reviews. It’s formalizing its successful leadership

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MANITOBA’S TOP EMPLOYERS 2022

215

full-time staff in Canada

$5,000 maximum annual tuition subsidies

10%

of all profits go to charity

43%

 Vidir Solutions believes in elevating newcomers through opportunities and educational scholarships as well as assistance with settlement.

program, and vigorously promotes safety in its operations.

The company is also known for its generous donations to the community, providing 10 per cent of annual profits to charities.

Another focus is on diversity and hiring from a range of backgrounds, Vieira says.

“We look at people who maybe don’t speak English that well, that maybe other companies may have overlooked,” she says. “We want to make sure that we raise people up and support and champion their success.”

Wasserman says the positive managerial style engenders a

positive work environment. She recalls how that was manifested during a trip in 2018, when the company flew the sales and marketing team to Pennsylvania for an annual meeting. During a stopover in Toronto, all flights got cancelled and the group was stranded at the airport for a

Elevating Careers

of employees are female, visible minority or firstgeneration Canadian

chaotic day and through a night.

“It kind of was a nightmare, but it was also kind of super fun to just all be together in a non-work situation,” Wasserman says.

“We did it,” she says. “We were stuck there and we all still liked each other at the end. So I think we’re winning.” 

& Communities

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MANITOBA’S TOP EMPLOYERS 2022

Employees appreciate the hometown vibe at Wawanesa employees, that sprit of mutual support was never more evident than when the COVID-19 pandemic hit and the company shifted to working remotely. It was a process he describes as seamless and it has had some unexpected benefits. Thanks to the company’s enhanced emphasis on communications, employees share ideas and information across Wawanesa operations more than ever, leading to creative solutions as well as virtual socialization.

We are here to look after one another.

— Jodi Carradice Senior Vice President and Chief People and Culture Officer

 Employee Kate Urquhart stands in front of where Wawanesa Insurance began 125 years ago.

E

very day, Eman Agpalza goes to work for Wawanesa Mutual Insurance Co. with the pride and confidence that he has the tools and trust he needs to get the job done.

“The company puts a lot of trust in employees to do the right thing and gives us the resources we need to succeed,” says Agpalza, senior community affairs specialist. “I know I have everything I need and that’s because there’s a culture of caring that permeates

Wawanesa.”

Wawanesa is one of the largest property and casualty insurers in Canada. Founded 126 years ago in the village of Wawanesa, Man., by a group of 20 local farmers, the company has grown to operate across Canada and in the U.S. Still connected to its rural roots, the company has its corporate offices in Winnipeg, but its head office is still officially in Wawanesa.

That history and tradition continues to inform how Wawanesa treats its employees and partners.

It’s a welcoming culture where, prior to the pandemic, Winnipeg employees would regularly chat with the CEO while getting a coffee in the lunch room.

“We still have that Prairie hometown feel at the core of the culture we’ve created – we are here to look after one another.

That’s what Wawanesa culture is,” says Jodi Carradice, senior vice president and chief people and culture officer. “It’s like small-town service in a big-city industry.”

For Agpalza and his fellow

Wawanesa has also maintained a high level of customer service through the pandemic, responding to accidents, severe weather and natural catastrophes.

The company also responded by putting more emphasis on mental health and overall wellness. In addition to their extensive range of health and wellness resources, Wawanesa introduced totally flexible work options to empower people to work in the way that’s best for them and added new resources, such as mental health first-aid training and tripling mental health coverage for employees.

“Wellness is a top priority and I really appreciate how flexible Wawanesa is in not just letting us work from home, but to have flexible hours for better life-work balance,” says Agpalza.

“We have so much information available to us through our em-

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MANITOBA’S TOP EMPLOYERS 2022

3,175

full-time staff in Canada

775

jobs available last year

52%

of employees are women

400

 Wawanesa Insurance employees proudly support the communities where we live and work.

ployee portal and management really encourages you to take time off when you need it, so resourcewise everything is there.”

Wawanesa also actively supports the communities where their employees live and work. In recent years, the company has given $3.5 million annually to charitable

and community groups. Last year it raised that amount to meet the increased need in communities posed by the pandemic.

While it contributes in a big way monetarily, Wawanesa still hasn’t lost that small-town, take-care-of-the-little-things approach. When the pandemic

threw a wrench into large-scale community engagement events, the company continued its My Community Day program, which offers paid time off for employees to volunteer, and expanded it to encourage Random Acts of Kindness, such as shovelling a neighbour’s driveway, reading to

charities helped last year

residents of care homes or baking them a batch of cookies.

“We’re a humble group,” says Carradice. “We may be a big, coast-to-coast and into the U.S. organization, but you’re not a number here – you’re a person.

You’re an important person and I think that sums us up.” 

Looking after one another since 1896

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Winnipeg Airports Authority pulls hard to give back on the property of Winnipeg’s James Armstrong Richardson International Airport (WAA, which runs the airport, is a parent company that also manages local real estate developments as well as the Winnipeg Airports Services Corporation, which oversees the airport in Iqaluit and has various other airport contracts).

Our focus on the community isn’t just the words in our mission statement. It starts with our team.  WAA employees wearing their Winnipeg Blue Bomber jerseys to work during the team’s playoff run.

A

t Winnipeg Airports Authority (WAA) serving the public and operating in a fiscally prudent manner are critically important, but so is giving back to the community.

And that includes pulling an aircraft.

For years before the pandemic, WAA employees would form a group of 20 to compete in the annual Plane Pull, a fall fundraiser for the United Way. In her more than 16 years with the organization, Terri Carriere, accounts

payable co-ordinator, has missed participating in just a few of the events, in which various teams haul a Lockheed C-130 Hercules or a Boeing 727. “It’s a great, great day,” she says.

COVID-19 may have suspended the Plane Pull, but WAA continues to give back in other ways. “Our focus on the community isn’t just the words in our mission statement,” observes Nicole Stefaniuk, vice-president, finance and administration. “It starts with our staff.

“We do so many different events that we all enjoy being part of,

and there are a lot of grassroots initiatives that come through that. A good example is we just recently held an auction for staff of furniture and objects that we no longer needed. The idea came from one of our employees in our supply chain team.”

The auction raised $5,200, Stefaniuk notes, and that money – along with mittens, hats, socks, toiletries and chocolate bars – was sent to Winnipeg’s Main Street Project, which provides shelter and support to vulnerable people.

The organization also continues to operate its Harvest Garden

— Nicole Stefaniuk Vice-President, Finance and Administration

Last year, the garden donated more than 2,400 pounds of potatoes, beets, carrots and onions through the Harvest Community Food Network of food banks and other agencies throughout Manitoba.

Another way in which WAA works with the community, says Tyler MacAfee, vice-president, community and government relations, is focused on “the next generation of leaders for our industry.” As well as sponsoring one of the Air Cadet troops in Winnipeg, WAA helps with annual Girls in Aviation Day. It

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MANITOBA’S TOP EMPLOYERS 2022

211

full-time staff in Canada

38

years, longest-serving employee

32

weeks, maternity/ paternity leave top-up pay

100%

 Each year, WAA employees volunteer to plant and harvest a vegetable garden on the airport campus in support of local food banks.

also offers a scholarship for anyone entering post-secondary education in an aviation-related field.

For Carriere, another positive of working for the WAA is the esprit de corps. “It really does feel like a second family to me,” she says. “Everyone who works here is proud to be here. It takes a team

to run the airport, and everyone has to work closely. Our staff have so many skills and abilities and talents, and they put them all together to make Winnipeg’s airport one of the greatest. I think the travelling public really appreciate all of our efforts.”

Stefaniuk, meanwhile, cites an

atmosphere of supporting employee advancement alongside worklife balance. “When I reflect on my time here – and I know others share the same sentiment – I’m so pleased that I’ve been given opportunities to grow and develop,” says Stefaniuk, who has held three positions with the WAA.

employer-paid health plan, with family coverage

“I have three young children at home, and a lot of people in my position find it difficult to be able to grow their career and still maintain balance at home. The company is really good at providing that opportunity. I think that’s one of the reasons you see very little staff turnover here.” 

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Learning takes top honours at the WCB of Manitoba “The move to get my MBA was initiated by me, but fully supported by my direct leaders and human resources.”

Additionally, Cunningham is the co-chair of the WCB’s United Way Committee, after starting out as a regular committee member some years ago. She’s also part of the joint pension advisory committee.

I’ve grown up here over the past 24 years and the WCB is still helping me to continue growing.

— Norie Cunningham Manager, Case Management

 Norie Cunningham, manager, case management, at the WCB of Manitoba.

G

etting your MBA while working full-time for the Workers Compensation Board of Manitoba (WCB) would be a juggling act for any parent, but Norie Cunningham did it in just two-and-a-half years.

With two children in hockey, she found extra time for homework during early morning practice sessions at the ice arena – always stopping to watch the game – as well as using earned time off and vacation days. It helped to have an understanding

family – and a flexible employer.

Currently manager, case management, in compensation services, Cunningham joined Winnipeg-headquartered WCB right out of university after getting her bachelor of commerce degree 24 years ago. Since then, she’s moved steadily up in the organization, embracing each new role.

“I had always wanted to do my master’s but life got in the way – I married and had kids,” says Cunningham. “Then when I was in my first leadership role as a supervisor, I said, okay – what do I need to do to go forward? I

wanted to differentiate myself.”

WCB paid for the majority of Cunningham’s MBA, promoting her before she graduated in 2019 on the dean’s honour list and in the top end of her class. To get approval for WCB’s sponsorship, Cunningham first had to make a case explaining why taking this particular program would be beneficial to the organization as well as to herself.

“There’s a process within WCB where you work on a career development plan with your leader and our human resources department,” says Cunningham.

“Committee work is good way to increase your visibility outside of your department and to further develop leadership skills,” says Cunningham. “I’ve grown up here over the past 24 years and WCB is still helping me to continue growing.”

Shannon Earle, vice president, human resources and strategy, says WCB offers a variety of ongoing training and development opportunities available to employees.

“By investing in our people, we are investing in our organization as a whole by promoting personal growth and job satisfaction,” she says. “We want people to build their careers with us – we invest in them and they, in turn, invest in our organization and choose to stay with us.”

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MANITOBA’S TOP EMPLOYERS 2022

589

full-time staff in Canada

40

years, longest-serving employee

100%

employer-paid health plan, with family coverage

7

 Support for growth and lifelong learning are part of the package at the WCB of Manitoba.

Given the current competition for top talent in Manitoba, Earle says the best and brightest are asking questions about what organizations have to offer and are very selective.

“The next generation is looking for organizations that are progressive, not only in offering

formal education and training and development opportunities, but also mentorship programs, cross-functional assignments and the opportunity to work in different parts of the organization to gain additional skills, experience and confidence early in their career,” she says. “They really

want an organization that is going to support their development and career journey.”

In addition to providing a progressive, respectful and diverse workplace, Earle says WCB’s core values and mission – to make a difference in the community and help build a safer Manitoba – align

weeks, maximum vacation allowance

with the values of Generation Z. “People are key to our success as an organization and in being able to deliver our important objectives and mission,” she says.

“We want to hire people who are personally motivated to make a difference and continue to evolve our culture.” 

security • wellness • engagement • growth

Proud to be named one of Manitoba’s Top Employers for the last 11 years.

WCBdoes.com

Tell us your story If you are an exceptional employer with progressive human resources programs and initiatives, consider applying for next year’s edition of Manitoba’s Top Employers. Now entering its 23rd year, our national project is Canada’s longest-running and best-known editorial competition for employers.

For information on next year’s application process, visit:

CanadasTop100.com/2023 Applications for our 2023 competition will be released in February and must be returned by April.

2023