Business Matters May 2015

Skills Shortage A $6 billion Challenge

Keeping Millennials Engaged and on your team

BUSINESS MATTERS

How to Hire the Right People

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May 2015 VICTORIACHAMBER.CA

Attracting

the right people

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G OV E R N O R S ’ LIFETIME AC H I E V E M E N T AWA R D W I N N E R

Dr. Nazmudin (Naz) G. Rayani Owner, Heart Pharmacy Group

CONGRATULATIONS TO THE 2015 AWARD FINALISTS! BUSINESS OF THE YEAR ( 1 - 1 0 E M P LOY E E S ) • Fort Realty Ltd. • Leap

BUSINESS OF THE YEAR ( 1 1 - 2 5 E M P LOY E E S )

• Pacific Rim College • Graphic FX Signworks

BUSINESS OF THE YEAR

BUSINESS LEADERSHIP

• Inn at the Laurel Point • BCHAZMAT Management Ltd.

BUSINESS PERSON OF THE YEAR • Dan Dagg, Hot House Marketing • Daniela Cubelic, Silk Road Tea

YO U N G E N T R E P R E N E U R • Carmen Moya, Farm Food To Go • Sharon Rai, Sharon Rai Hair & Makeup Artistry

( 2 6 - 7 5 E M P LOY E E S )

• Orca Spirit Adventures • Victoria Airport Authority

BUSINESS OF THE YEAR

O U T S TA N D I N G C U S TO M E R SERVICE

( 7 6 + E M P LOY E E S )

• Specific Mechanical Systems Ltd. • The Root Cellar Village Green Grocer

• Bath Fitter • Harbour Air Seaplanes

NEW BUSINESS • Beverly Carter Notary Public • Kgeez Cycle

E M P LOY E E O F T H E Y E A R

• Heather Greenlees, English Inn • Ryley Carter, Innovative Fitness Victoria

E M P LOY E R O F T H E Y E A R • Island Savings, a division of First West Credit Union • Peninsula Co-op

I N N OVAT I O N

• Rumble • Picture This 3D Inc.

CELEBRATE SUCCESS join the finalists at the

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• The Truffles Group • Oughtred Coffee & Tea Ltd.

Photo courtesy of Camosun College.

Skills Shortage a $6 billion challenge p.5

CONTENTS 5

Skills Shortage: a $6 billion challenge An overview of B.C.’s current skills shortage trends, predictions, and possible solutions.

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How to Hire the Right People Expert tips for attracting the right people and finding the right fit.

12 Member News Keep up with what’s happening in The Chamber community.

16 Keeping Millennials Engaged and on your Team Employee turnover can cost as much as $10,000, develop strategies to retain your workforce.

21 Calendar of Events 22 Talent Pool: Creating Depth to Retain Victoria’s Top Employers The depth of the local talent pool can cause our local economy to sink or swim.

24 New Members Studies show that people prefer to do business with Chamber members.

Check out who has recently made the decision to join us.

28 Industry Profile Get a visual of Greater Victoria’s arts and culture industry with Gallery Director Jon Tupper of The Art Gallery of Greater Victoria.

30 Advocacy in Action Examining municipal issues as well as supporting members and community.

BUSINESS MATTERS May 2015 Business Matters is a bi-monthly publication of the Greater Victoria Chamber of Commerce and a key business resource targeted to 2,000 business leaders in our community.

The Greater Victoria Chamber of Commerce is a progressive, inclusive and dynamic community leader. It is a supportive resource for business people who wish to learn, grow and create a stronger business and a more robust and sustainable community while respecting people, planet and profit.

To advertise in Business Matters, contact us at: The Greater Victoria Chamber of Commerce #100 - 852 Fort St. Victoria, BC V8W 1H8 (250) 383-7191 chamber@victoriachamber.ca

Publication Mail Poste-Publications 40005319

Westin Bear Mountain Resort gives five stars to hiring co-op students THE WESTIN BEAR MOUNTAIN RESORT

For the Westin Bear Mountain Golf Resort & Spa, the upcoming summer season means extra hands on deck. Since 2006, they’ve turned to local co-op programs as part of their recruitment strategy and now hire six to 10 students per year.

“Co-op been a natural fit for us with our busy summers and the calibre of employees we get,” says Denise Palmer, Director of Operations and Human Resources at Westin Bear Mountain. “They are used to working on short-term projects with tangible goals and they tackle any projects we might have with fresh eyes and enthusiasm.”

The Westin Bear Mountain is a five-star mountainside getaway in the Western Communities near Victoria. It’s home to a 36-hole Nicklaus-designed golf course, a fitness club, spa and several dining options. This variety of services means that there’s never a shortage of work to do—and that’s where the students come in.

“One Front Desk co-op student put together a service culture training plan, and in Housekeeping, a student created a new room-checking list, for example,” says Palmer. “We also created an events coordinator position to add another level of experience—and the business student really established that role as an important part of the catering team.”

During her 12 years with Westin Bear Mountain, Palmer oversaw the creation of the co-op hiring initiative, which hires from the University of Victoria, Camosun College and other Island post-secondary institutions. She sees co-op as a great fit for any business. “Through our great experience year after year, we’re fully committed to hiring co-op students,” she says. “They have made a partnership between your business and their school to succeed and they bring that dedication and energy.”

For Palmer, it’s also about giving back by providing experiential education for the next workforce generation. “The students are investing in creating a career for themselves, and are committed to getting the job experience they need to further their goals,” she says. “We believe we are not only benefiting our business but offering opportunities to the students in our community to get real work experience.”

The Westin Bear Mountain is just one local employer hiring co-op students in Greater Victoria and beyond. To learn more about how hiring a coop student can benefit your business, please visit our websites below. We also invite you to connect with UVic and Camosun students at our Business Co-op and Career Fair on May 28, 2015 (uvic.ca/coopandcareer/businessfair).

Contact us to find the right co-op student for your hiring needs.

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Co-operative Education and Student Employment camosun.ca/cese 250.370.4100

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Co-operative Education Program and Career Services uvic.ca/hireacoop 250.721.6616

Photo courtesy of Camosun College.

Skills Shortage a $6 billion challenge Businesses thrive or survive based on the latest hires or the in-there-for-thelong-haul employees. In a market like Victoria with low unemployment, employers can often struggle to find that missing key player that will elevate the product, the team or even just the productivity. Over the last few years, BC Stats has shown an excess of workers available compared to demand for workers. Current forecasts show that as of 2019 those two axis points cross and switch with a growing gap between jobs available and anyone to fill those roles.

Skills Shortage Costs $6 Billion While shortages may not yet be visible overall, many sectors in our region are already having difficulty finding qualified staff. Instead of using an unemployment rate, a better measurement tool of our economy would be an analysis of how many job openings there are in the community.

In other words, how many jobs do employers need to currently fill in our local market if they had not just somebody but the right somebody.

Further, could these businesses grow if they did?

Losing Billions due to Skills Shortage Turns out BC is already losing billions of dollars in potential revenue due to skills shortages today.

A recent report released by the Conference Board of Canada showed, BC is losing out on approximately $6 billion—yes, that’s with a “B”—in economic activity (foregone GDP) and an additional $785 million in provincial sales tax revenue annually.

The report takes into account the skills 1 Skills for Success. Developing Skills for a Prosperous BC, Conference Board of Canada.

gap shortage (too few people with the needed skills and education) as well as skills mismatch – often described as underemployment - which is when people are employed in occupations that don’t take advantage of their higher education and skills.1 High on the issues identified by the employers surveyed was their inability to fill leadership positions in their business as many managers and supervisors are within easy reach of retirement.

Now and Into the Future When discussing talent retention and attraction, economic development officer for the Greater Victoria Development Agency, Dallas Gislason, says there are three realities to consider each causing a unique pressure pinch on our economic growth potential.

First, he notes that consideration must be given to our aging demographics and the implications regarding replacing retiring workers across sectors combined with this aging cohort creating additional burden on the healthcare sector.

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is ExpEctEd in b.c. from 2019–2022

Demand and supply of workers to 2022 CHART 1: Demand and supply of workers to 2022

Our region’s characteristics play a role in planning for labour demand. As the age profile of the region is substantially older than other regions in the province, that influences the type and need for workers. For instance, of the 147,000 workers, 23 per cent is due to expansion in the market whereas 77 per cent is the replacement of retiring workers.

2,800,000

2,700,000

2,600,000

Signs of the Times 2,500,000

2,400,000 2012

2013

2014

2015

2016

2017

DEMAND FOR WORKERS

2018

2019

2020

2021

2022

SUPPLY OF WORKERS

Courtesy of B.C.’s 2022 Labour Market Outlook.

Forecasts both short and long-term point to positive economic growth in the Greater Victoria region. The region’s two largest sectors, tourism and high-tech finished off 2014 with strong performances. For tourism, 2014 delivered a notable 20 per cent increase in RevPAR (revenue per available room), which was the highest level since 2007. Tourism Consultant and Chamber Chair Frank Bourree says that “for 2015, we’re anticipating continued steady improvement in Victoria’s tourism economy—driven partly by the resurgence of the US market.”

} Overall, labourthat demand is expected to specific grow faster than labour in B.C. Secondly, he notes the needs of occupations.

Assupply of February our economy change time and the 2015, the Capital regionfor was at a As a result, tightover labour market conditions, where the demand workers currentsurpasses labour forces may not have the 4.7 per cent unemployment rate, all the supply of workers, are expected in the later part of the skills in demand, so there is need to both indicators point to this trend continuing in 2019. train oroutlook retrain period, for the starting future and also downwards; thereby, making it harder attract workers with those skills. to find the right people to grow local } Over the ten-year outlook period to 2022, demand for workers is expected businesses.”

Greater Victoria’s now $4-billion highout-grow the labour Lastly, to Gislason comments onforce by 42,250 workers. tech sector is also growing. Tech the dichotomy of lauding a low Labour Market Outlook companies are looking to expand unemployment rate as a positive. and are currently hiring. As of March “Economists regard 5 per cent Attracting and retaining workers has 2015, the Vancouver Island Advanced unemployment as ‘full employment’; never been more important. The BC Technology Council (VIATeC) website means at each 2022 Labour Market Outlook anticipates listed 100 job postings in the tech sector f you’rewhich looking for helppercentage to grow your business, let our Business point below that it becomes harder for 147,200 job openingsBritish in 2022 for the and VIATeC is looking at Columbia 2022 Labour Market Outlook 5 long-term Bankingemployers Specialists offer you people solutions to your needs.

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In partnership with GVDA, VIATeC has We’re open earlier, later, and even on Sundays;1 so we’re ready produced recruitment materials aimed whenever there’s a convenient time for you. at attracting highly-qualified talent to this region. The VIATeC team, including some local start-up companies, are Bruce Read attending the world-famous South-byManager, Business Banking Servicesfor help to grow your business, let our Business If you’re looking Southwest (SXSW) conference in Austin, 1 (250) 356-4018 ext. 301 TD Business Banking Specialists are here to help.

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culture and a fabulous foodie scene.

All of these things account for our high quality of life on the South Island.

Cost of Living Challenge Where we falter is our cost of living, specifically the cost of housing. Being named the second most unaffordable place to live in Canada does not help matters. Even though the title may not be a completely fair representation of the region, there are many affordable communities to live in Greater Victoria for all income levels. However, the low supply of rental housing continues to contribute to the high cost of rental accommodations. Rental availability in the city dropped significantly in 2014, with only half the units available from the previous year. With vacancy rates of 1.5 per cent (CHMC), it will be some time before we see significant price adjustments.

Photo courtesy of B.C. Government.

In order to see improvements in the cost of rental housing, we will first need to see more supply on the market. The City of Victoria saw its first purpose built rental in 30 years in 2014. This, combined with recent approvals of additional rental units will help, but it will take time to see the effects.

The Chamber has advocated to local government that they can play a significant role in affordable workforce housing. By reducing regulatory burden and streamlining the development approval process, they have the ability to directly reduce housing costs. Developers have told The Chamber that these hidden regulatory costs can make up between 30 - 50 per cent of the total cost of each new development.

In our post-municipal election meetings with many of the region’s mayors we advocated on the importance of municipalities streamlining their processes in order to reduce the cost of housing.

Further, The Chamber encouraged all mayors that we spoke with to approve any rental accommodations that fit within the Official Community Plan expediently.

Greater Victoria is the ultimate location to attract workers. There are businesses located in the region that could be located virtually anywhere in the world, but chose Victoria due to our amazing quality of life. If we can overcome our barriers, we can improve our region’s attraction and retention of workers. This will be no small task, but we are in this for the long game.

Time to make sure that everyone knows that Greater Victoria is open for business and we welcome talented newcomers to our shores.

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Finding the Right Fit: How to Hire the Right People

Am I close? Over the past 17 years, I So, you’re looking to add have gained a lot of experience in the someone to your team. If you staffing industry and I have to tell you that people who hire on resumes and are like the majority of hiring hard skill fit alone are rarely satisfied; me included. However, I’ve rarely managers you are looking been disappointed when I hired on personality, aptitude and attitude. My for someone who can hit clients have learned the same lesson. the ground running, doesn’t A positive outlook, eager attitude and willingness to learn has made many a need training in either your star candidate despite limited industry industry or in technical skills, specific experience or previous technical skills training. is happy with your salary offering, wants to stay long Here are a few tips to help you find a star employee; term and fits in with the culture of your company.

Lack of Candidates: You are also relying on With the unemployment rate dipping finding this person through below 5 per cent, often the biggest challenge is actually getting people a resume – one of the worst to apply for the job. In order to screening tools around! increase the potential number of qualified candidates, be sure to write a compelling job ad to ensure that

the best candidates apply and that you have a great story to share with your network. Employers can do this by transitioning from a list of duties in a job description to an explanation of the actual projects they would be working on. It is also important to describe what success looks like and show how the role fits into your organization.

Local versus national: I know many of us try and keep Victoria a secret from those “people from away” and most employers shy away from candidates who do not have a local address. However, perhaps it is time to consider at least speaking to these candidates. Many individuals are willing to move on their own accord, already have family here to stay with or, may in fact already be planning on moving and are just trying to secure employment for when they arrive.

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e “Because you never know where your next employee or employment is coming from; keep an open mind, stay positive and remember the old cliché – you never have a second chance to make a first impression.”

Keep an open mind:

No industry experience?

Take the time to uncover what is not written on a resume. Do they play in a team sport? If yes, then this can mean they can work well with others. Do they volunteer? This could indicate what they are passionate what they are passionate about and asaboutthat andthey maycare about may demonstrate serdemonstrate that they their community.

Also determine if sdfd care about in their they have been promoted past jobs sfdsdcommunity.

Also or have received company awards. they a This could sdfdddetermine be evidence thatifthey’re sdfdshave been promoted quick learner, top performer and take initiative. sddsin past jobs or have sddfreceived company sdawards. This could be evidence that they’re a quick learner, top performer and take initiative.

Don’t be too concerned if they do not have industry specific experience.

Consider where they have worked and if any industries are similar to yours. For instance, if your office is a fast-paced environment maybe their previous employers have been a fast-paced environment albeit in a different industry. Is superior customer service key? Are any of the companies listed on their resume recognized for this? Where did they receive their initial training? There are several companies in Victoria that are known for great training – McDonalds, Tim Horton’s, Starbucks and Thrifty Foods to name a few.

Spend time talking to them: Start with a telephone pre-screening interview. Decide if you like what the candidate is saying and whether or not they are presenting a positive attitude. Are their career goals in line with your hiring objectives and career path options? Set up a faceto-face meeting now. Remember the interview is also an opportunity for the candidate to form an opinion on your organization and the role to determine if there is a fit from their perspective.

Job movement or gaps in work history?

Don’t let this be a red flag, as many think it is. Talk to them – ask them why they left their positions. Maybe they were in a contract role, or perhaps they got laid off or maybe they moved.

Work history gaps could also be associated with children, travel and looking after a family member.

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Salary offering/expectations not in sync?

There are ways around that.

Some of the affordable incentives organizations can offer include extra vacation, flexible hours/days, benefits and career growth opportunities.

You’ve got them to the interview stage!

Try and ask each candidate the same five-six questions, as this puts them on a more level playing field and you can assess their answers a little more easily. Interviewing is already hard enough, so don’t make it harder by trying to compare apples to oranges.

Behavioural interview questions are usually the best type of questions to ask to get a true sense of how they will perform in the role. Common questions include, “have you ever made a mistake and how did you handle it?” or “give an example of a workplace conflict and how you handled it.”

Be honest as you tell candidates about the organization’s culture and the position’s specific duties.

We all want to put our best foot

forward and describe an ideal work environment but there is nothing worse than going through the process of hiring someone and then have the employee leave because it’s not what they thought it would be.

REFERENCES! It is impossible to overemphasize the importance of this. Past employers do not hesitate to speak about excellent employees. It is essential to ask questions that are relevant to your position. However, do not forget the generic questions such as, did they interact well with co-workers or customers? Were they punctual or reliable? What made them stand out? And, what area could they have improved in? These are all important areas that you can learn more about the candidate by speaking to their references.

Hiring the right person is only the first step on a long road to a successful work environment.

Like any relationship, effort and communication are key to creating a happy and productive connection that will be fruitful long term. After all, their success is ultimately your success.

Work with a staffing provider!

Not all organizations have the time or capacity to hire well. In these cases, it might be an opportunity to work with a staffing provider to assist you in finding the right fit.

Rose Arsenault Manager, Talentcor

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MEMBER NEWS Throughout 2014, The Parkside Hotel & Spa has received 427 reviews contributing to its TripAdvisor Travelers’ Choice® award win. With the hotel’s “convenient location” and “warm, welcoming and helpful staff,” The Parkside Hotel & Spa is often described as a “hidden gem” of Victoria, many times leaving guests wishing they could stay longer.

Photo courtesy of The Parkside Hotel and Spa..

In operation since 2009 and awarded for its environmental and sustainability initiatives and TripAdvisor’s Certificates of Excellence®, The Parkside Hotel & Spa is thrilled to have now won such a prestigious award based upon guest satisfaction.

The atrium on the ground level of the award winning Parkside Hotel & Spa.

TripAdvisor awards The Parkside Hotel & Spa The Parkside Hotel & Spa received their first ever TripAdvisor Traveler’s Choice® award, placing fourth in the

Top 25 Hotels for Families in Canada category. This elite honor is awarded to the top 1 per cent of all hotels on TripAdvisor, based on reviews and opinions from millions of travelers.

“It is our primary goal to create experiences that make our guests feel as if they are at home when they stay with us,” says Trina White, General Manager of The Parkside Hotel & Spa. “We are excited to see that our guests do feel this way and have honored us by sharing their experiences with TripAdvisor®. We look forward to welcoming our guests, returning and new.”

Join Our Team!

Career Opportunity Available

Chemistry Consulting is currently looking to complement our HR Services team with the addition of a talented Recruitment/HR Consultant.

If you are someone who thrives on change, variety and challenge - all within an entrepreneurial and team-focused environment, then this may be the ideal position for you.

You will bring to Chemistry a solid human resource generalist background in either consulting or direct operations including effective business development experience, as well as proven success in the area of full-cycle recruitment.

Please contact Christine Willow at c.willow@chemistryconsulting.ca for a complete job description.

400, 1207 Douglas Street, Victoria, BC V8W 2E7 info@chemistryconsulting.ca chemistryconsulting.ca

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MEMBER NEWS Line up for Rock the Shores

Photo courtesy of Atomique Productions.

Atomique Productions will have a hot summer as they Rock The Shores on July 18 & 19. Returning to its successful two-day format, the Rock the Shores festival will feature The Black Keys, Jane’s Addiction, Edward Sharpe and the Magnetic Zeros, TV On The Radio and many more, making for a truly jam-packed weekend. Nick Blasko and Dimitri Demers are the dynamic minds behind Atomique, a local success story that grew from club nights to national fame.

Last year there were approximately 8,000 attendees per day and this year West Shore Parks and Recreation anticipate between 12,000 to 15,000 people per day. “We are extremely excited by the world-class talent we’ve been able to secure for this year’s Rock The Shores,” says Nick Blasko, festival promoter Atomique Productions.

Rock The Shores first made waves in 2012 as a one-day concert featuring a mix of up-and-coming-talent and Canadian rock legends. Over the years the event has welcomed both national treasures like The Tragically Hip and Sam Roberts to international stars like Weezer, Awolnation, and Jimmy Eat World.

Rock The Shores 2014 at the West Shore Parks & Recreation lower fields.

Merizzi Ramsbottom and now Forster Merizzi Ramsbottom patent agency has a new addition and can now be referred to as Merizzi Ramsbottom & Forster.

Alistair Forster has joined the team creating Victoria’s newst multidisciplinary Intellectual Property (IP) Law Practice. The firm specializes in the areas of patent protection, enforcement, and related IP and general legal matters, with a strong emphasis on computer and softwarerelated inventions.

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MEMBER NEWS Irish Times was listed in the top 10 best Irish pubs in the world and outside of Ireland in a publication with the same name The Irish Times.

Photo Courtesy of Irish Times.

headed down to Austin Texas for SXSW (South by South West) Interactive this past March.

The Victoria delegation focused on recruiting, potential investors, and identifying key speakers for VIATeC’s fall investor’s summit.

There were over 1,500 entries in 41 different countries based on love letters from Irish migrants around the world gushing about their favorite overseas Irish pubs.

The delegation had a retro-styled booth at the SXSW Interactive job market keeping it simple with small touches integrating the positive-lifestyle branding that is a point of difference from the larger corporate-styled booths that compete for the same talent.

Entrants evaluated their local Irish pub’s role as a social hub for emigrants, what it does for the Irish community overseas, it’s commitment to Irish food, culture and sport, and its “craic factor” — meaning atmosphere for fun conversation.

Irish Times Pub in top 10 best Irish pubs Famous in Victoria for traditional food, tap beer selection, entertainment, and ambience, Irish Times has gained new fame on an international level.

The economic impact of these two conferences will be sizeable.

Frank Bourree, CEO & Partner, Chemistry Consulting

Irish Times along with sister pubs Bard and Banker and the Penny Farthing embody a British Isles charm bringing a whole lot of “craic” to the Capital Region.

The delegation received a total of 298 leads from the entire trip made up of job seekers, investors, potential guest speakers, and a few others who just plan on visiting and want to learn more.

SXSW Success Promoting and branding Greater Victoria’s opportunities for employment and investment internationally, VIATeC along with other key members of Greater Victoria’s tech community, I heard — we’re also looking forward to our 2015 SARMAC Conference.

The VCC’s hosting our 2016 International Biometric Congress.

Laura Cowen, Professor of Mathematics & Statistics, UVic

With help from Atomique Productions, the delegation also hosted a Taste of Victoria event which provided guests with a bit of a sample of Victoria through signature cocktails, snacks, local music and a lot of inflated Orcas.

Steve Lindsay Acting Chair, Department of Psychology, UVic

The tech sector has a $4 billion economic impact on the region annually, with significant growth potential.

I’ll check with the Helicopter Association of Canada.

Troy Macdonald, Director of Sales, Helijet

bring it Let’s

#LetsBringIt

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You can help us bring business to Victoria, too.

Let’s connect!

Monika Lebedynska, Senior Account Executive, VCC

Conferences drive the economy and we all benefit.

Contact me: MonikaL@VictoriaConference.com

MEMBER NEWS Peak becomes BAASS

Education Victoria launched

Previous owner of Peak Business Solutions, Andrew Peebles, has broadened his market by becoming a Senior Business consultant of BAASS Business Solutions (BAASS).

In a historic agreement the Greater Victoria Development Agency (GVDA) brought education partners like Royal Roads University, Camosun College, the University of Victoria, and others like Sprott Shaw College and School District 62 together along with Tourism Victoria to catalyze and launch “Education Victoria”— a regionwide marketing program that aligns everyone’s messaging into a single brand.

After years of servicing his clients in Western Canada, Andrew is thrilled to bring them over to BAASS based on the amenities of extra resources, staff, and a full-time help desk.

Andrew ensures that the same knowledgeable staff and timely accurate service will still champion with BAASS’ strong team of 118 management and technical consultants.

Merging with BAASS is a solid win for businesses in Vancouver Island and for Andrew himself. BAASS is continuously ranked within the top 1 per cent of business partners in the net promoter score – an industry leading classification system that organizations such as Apple and HP measure success against.

The new project is all about marketing Victoria internationally as a destination for world-class education within a serene ocean-side, safe, and energetic setting on Canada’s “best coast”.

Victoria is already recognized as a top student destination by Teach & Travel magazine along with recognition of the region’s excellence in education from Maclean’s magazine.

This new collaborative approach will leverage each institution’s resources towards the common goal of attracting students, and eventually aligning the activities towards attracting faculty, researchers and global partnerships.

Learn more about Education Victoria at www.learnvictoria.ca and #learnvictoria

Big Win for Success Biz Coaching Success Business Coaching’s Kerry Brown was recognized by the Professional Business Coaches Alliance (PBCA) as North American West-Region Coach of the Year at the PBCA Annual Conference in Phoenix, Arizona earlier this year.

The PBCA provides world-class certification training for new coaches, and then serves as a membership organization for the finest business coaches in North America.

“This is a significant award and the voting was unanimous. Kerry Brown is an outstanding business coach and has a significant track record of helping business owners achieve greater results in their companies,” said Jon Denney, president of the PBCA.

VidTime Online expands and moves downtown VidTime Online has opened its first physical office doors and expanded its business by creating VidTime Studios.

VidTime Online owner Jason Potter designed VidTime Studios to allow local small businesses to use video to promote themselves or their services at a reasonable cost.

Stats like landing pages with video lead to 800 per cent more conversion (FunnelScience) underscored the importance of delivering video for clients.

Having the physical location downtown helped Potter launch VidTime Studios, cut down on business expenses, and create more exposure for his company.

“Being downtown and having the various commuting options have actually helped reduce overall business expenses, and it’s great to be able to walk to most of my meetings and events,” said Potter. “I had walkin business (to my previously online company) in our first week at Maynard Court.”

BUSINESSMATTERS

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Photo Courtesy of Heath Moffat Photography.

Keeping Millennials Engaged and on your Team When it comes to business costs associated with a company’s human resources, employee turnover is one of the most significant factors to impact the bottom line.

It is also one of the few HR challenges that, with the proper tools, can be easily turned around.

All organizations benefit from having a clear understanding of its employees, and how to best retain them and ensure their engagement in both their job and the business in general.

When one considers the full cost of an employee leaving, much more needs to be factored in than simply the cost of the recruitment. On the contrary, in order to understand the full financial impact of turnover on your business, consider the following as part of the total costs:

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• Total cost of the person leaving including the cost of temporarily filling the position or having a gap with noone in the role; • Cost of the manager’s time for the planning of the departure; • Cost of loss of overall productivity within the employee’s department; • Loss of knowledge that departing employee has acquired while in your employ; • Potential cost if the departing employee takes customers or clients with them to their new place of employment; • Recruitment costs which include: advertising or agency costs, internal recruiter time to review candidates, prepare for interviews, conduct reference checks, set up interview schedules, review position requirements and follow up with successful and unsuccessful applicants;

• Training costs including: orientation and company-wide training, departmental and job specific training, and extra supervision or job shadowing.

Overall the average true cost of the turnover of one employee is estimated to be somewhere between $5,000 to $10,000, depending on the complexity and level of the position.

Given the above, keeping all employees engaged — particularly Millennials, who tend to change jobs every 4.5 years on average — is critical to the success of any business.

It is expected that by 2025, Millennials will fill the majority of positions within the workforce.

The task of keeping a multi-generation workforce engaged is by no means an easy one, considering the differences within each group and the need for all to effectively work side by side in an equitable environment. Millennials (those between the ages of 18 and 33) are very different in terms of their values and expectations when compared with those employees from

Generation X (those between the ages of 34 and 49) and the Boomers (those between the ages of 50 and 68). Some of these differences are evident right from the recruitment phase. According to Canadian HR Reporter, 33 per cent of Millennial job candidates think it is acceptable to test during a job interview, while 30 per cent think it is acceptable to arrive late to a job interview by five minutes or more. For many of us from previous generations, this is considered totally unacceptable and, if the person conducting the interview is a Boomer, you may have an immediate conflict or disconnect.

Overall the average true cost of the turnover of one employee is estimated to be somewhere between $5,000 to $10,000, depending on the complexity and level of the position.

Some of the ways that employers can be more successful with the recruitment and retention of Millennials are as follows: • Consider your overall compensation package: Look at what you offer beyond cash bonuses, perhaps focusing on such things as work/life balance and flexibility when and where possible. For many it is no longer a work/life balance perspective, but rather how to manage an integration of the two; • Provide regular feedback: This generation likes to know how they are performing, and do not shy away from negative feedback if communicated appropriately. Annual reviews are no longer sufficient as the only touch back for these employees. It is instead important to set up regular, smaller opportunities for feedback that will allow them to feel valued and heard on a more regular and consistent basis. One study indicated that 42 per cent of Millennials want feedback every week. (The Center for Generational Kinetics);

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• Do not box them in: Millennials want and need flexibility in their life and in their work. Provide them with direction, clear targets and expectations, and then let them do the work in their own manner. They prefer to have the ability to manage their own schedules and timelines whenever possible. Focus on the outcome and not the process; • Ensure they are involved and informed: Millennials look for transparency and openness; their optimum work environment is where information is shared openly, and they are provided with the opportunity to contribute, not just within the scope of their own position, but in terms of the overall success of the business or organization. This generation has grown up playing on and working in teams, in a collaborative environment with less emphasis on hierarchy and more on working towards a common goal and having a sense of community; • Embrace casual: Millennials have a work style that is less formal both in dress and how they interact with one another; • Provide opportunities for learning and advancement: Millennials are used to “soaking up” vast amounts of information having been raised with the internet and social media, and are very

comfortable with technology. Provide them with training and mentoring opportunities that allow them to stay interested and not become bored; as they do so easily. When considering advancement, it is important to remember that this generation does not think in terms of time on the job and seniority. They look for promotions and career moves much sooner than past generations, focusing on the results of their work rather than on the time spent in the position, • Know they will leave: be prepared that the employee turnover within this generation will be higher than in those that have come before, regardless of what effective engagement and retention strategies you put in place.

Many of the 18 to 34 year olds took first jobs to simply pay their bills, and are still finding their way in their careers. The idea of staying with one employer for most of one’s working life is not a reality for the Millennial.

Ensure your business or organization takes that into consideration when planning your workforce.

Overall there are many positive attributes associated to hiring Millennials that benefit everyone — once we have a clear understanding of what motivates them both personally and professionally.

At the same time, it is also important

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to understand and appreciate that while each generation has its own uniqueness traits and characteristics, there are also many aspects of an employee’s work that are shared by everyone, regardless of generation. Not unlike Millennials, we all want to be proud of the place we work.

We look for security and variety (positive stimulation) in our jobs, and we welcome regular feedback, fair compensation, and the opportunity to learn, be challenged and contribute in a positive manner.

A diverse and happy workforce is your biggest asset in growing your business. Invest the time and effort to foster a positive work environment that encourages and supports no matter which generation and it will bear dividends.

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YYJ Eats

Victoria’s Newest Food Festival It’s Tuesday evening on a beautiful sunny day in Victoria and you suddenly smell the tantalizing aroma of meat simmering on a bbq, the taste of hops lingers in the air and the sounds of a great party coming from the direction of Market Square – welcome to YYJ Eats.

On June 9th Market Square will be transformed into a feast for the senses, as participants taste their way through a celebration of the freshest and finest culinary and beverage offerings local businesses have to offer. Chamber members from the food and beverage industry will take center stage and showcase the best that Victoria has to offer.

Victorians have shown a great appetite for food festivals and the incredible variety of delicacies that tickle the tastebuds. From craft breweries, west coast cuisine, gastro pubs, food trucks, vegan restaurants, ethnic cuisine, fresh seafood, to locally made wine and artisanal bread cheeses, Victoria has something for everyone to satisfy their culinary needs.

W NE

YYJ Eats will provide a platform for Get ready to strut your culinary stuff Chamber businesses in the food and and join us at YYJ Eats! beverage sectorINTO to showcase their best TUESDAY JUNE 9, 2015.

BITE For more information please call (250) culinaryYYJ andEATS beverage creations. Each IS VICTORIA’S NEWEST FOOD FESTIVAL BROUGHT TO YOU BY THE CHAMBER. 383-7191 or email Christine Lewis at bite andTICKETS sip creates anTHIS opportunity for ON SALE MAY. SPONSORSHIP AND FOOD AND BEVERAGE OPPORTUNITIES EventsManager@victoriachamber.ca. businesses to connect their products ARE NOW AVAILABLE. MORE INFORMATION? (250) 383-7191 OR VICTORIACHAMBER.CA with potential new customers.

YYJ Eats

Visit victoriachamber.ca for more photos

THANK YOU FOR ATTENDING THE

MARKETPLACE

MIXER SPECIAL THANKS TO OUR SPONSORS:

SPECIAL THANKS TO OUR DOOR PRIZE DONORS: Harbour Towers Hotel and Suites Social Media Camp SALTS | Sail & Life Training Society Canadian College of Performing Arts

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See you in October for the next Marketplace Mixer!

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Annual General Meeting & Mayoral Address

May Mixer and Mingle

2015 Greater Victoria Business Awards

YYJ Eats

Prodigy Group June Mingle

Date: May 21 Time: 5:00 – 7:00 pm Hosted by: Coast Victoria Harbourside Hotel & Marina

Date: May 6 Time: 11:30 – 1:30 pm Location: Hotel Grand Pacific

Date: May 14 Time: 6:00 – 10:00 pm Location: The Fairmont Empress

Date: June 11 Time: 5:00 – 7:00 pm Hosted by: Delta Victoria Ocean Pointe Resort & Spa - LURE Restaurant

June Business Mixer

Date: June 9 Time: 5:00 – 7:00 pm Location: Market Square

Date: June 18 Time: 5:00 – 7:00 pm Hosted by: Jim Pattison Toyota Victoria

Monthly Mingles Where emerging business leaders need to be.

Mark your calendars for the second Thursday of every month from 5:00 pm – 7:00 pm! These events are fun, laid back and can help foster great business connections in Victoria’s growing business economy.

The opportunity is here to advance your career with the Prodigy Group.

Whether you’re a current or future member of The Chamber, come down and see what it’s all about – and invite your friends and colleagues!

Jared Webb Prodigy Group Chair

For more information visit us at prodigygroup.ca

BUSINESSMATTERS

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Photos Courtesy of Tourism Victoria.

Talent Pool:

Creating Depth to Retain Top Employers

In April, the Greater Victoria Development Agency (GVDA) launched the findings and recommendations from the intensive research project Foreign Owned and PublicallyTraded Companies in Greater Victoria. The goal was to assess why they are here and how we can keep and grow them here.

Collectively they employ 4,231 people and have a direct economic impact of $846.2 million, an indirect impact of $211.5 million, and a total impact of $1.06 billion (that’s 1/15th of the entire regional economy).

Decisions about the future of major employers in our community are often made by people who don’t live here and thus they have no emotional reason to be here if their “investment” does not align with the goals of their head-office.

We all remember what happened when the person who championed the local Microsoft Gaming Studio left to join Zynga: head-office pulled the plug a few weeks later.

We also learned about their needs and growth plans that have to do with other inputs like access to capital, importance of infrastructure, the importance of the local business climate (taxation, regulatory system, etc.) and other inputs. But what was surprising is how important the talent pool is to the success of these firms.

It is in all of our best interest to seek to prevent this if we can. But first we had to discover who these companies are and why they are here.

In all we were able to find 36 companies that met the criteria of either being foreign-owned or publicly-traded (since publicly traded companies are also owned by outsiders). The 36 companies identified have a huge impact locally.

22 BUSINESSMATTERS

We then surveyed these companies to learn more about them. A surprising reality emerged: many of these companies are here because of the access to talented people. Not only that, many of these companies stay here because these talented people will not live anywhere else.

• Local experienced and specialized talent are already valued employees elsewhere, finding and recruiting additional talent within the region is a challenge.

• Recruiting experienced and specialized talent from out of market is often a challenge.

• Many highly qualified individuals are hesitant to relocate to Victoria due to a concern that alternate opportunities are not bountiful should their placement not work out and the lack of opportunities for their spouses.

• Rate of retention of personnel at all skill levels is generally very high.

• Some executives see Victoria’s workers as less productive and globally competitive than those in many major markets, albeit, in many cases at a lower cost.

• Greater Victoria’s labour market has an ample supply of lower skilled workers and of well-qualified postsecondary graduates.

There you have it. Our quality of life is a key strength of our competitiveness but there is a flipside to that — we are seen as less productive as a result. That part should be expected though since we are an “island-economy” (we all know the jokes about “island time” and the “slow-down, this ain’t the mainland” bumper sticker).

• Victoria’s high quality of life is a key component of employee recruitment and retention.

What needs to happen to ensure that our labour-market continues to drive our regional competitive advantage?

The findings below all detail the importance of Victoria’s human resources system in keeping our major employers here and growing:

The complete recommendations are available at www.gvda.ca but the following four areas are essential to our future labour-market needs, and ultimately our goal of retaining investment and major employers: Attract talent that aligns to company needs (but cannot be found locally) Companies told us that many skill-sets cannot be found locally (for example, people with international business experience). This means they need to recruit them; which comes with its own set of challenges. The GVDA’s marketing efforts become more and more important. This year for example, we partnered with VIATeC to attend the tech portions of Southby-Southwest (SXSW) in Austin.

Each March SXSW becomes of the epicenter of progressive talent in North America. We developed a multi-prong strategy to attract those individuals and investors including our www. somethingaboutvictoria.ca.

Also part of this equation is how we embrace immigrants that come here—not only with recognition of their capabilities, but also embracing them from a cultural and societal perspective.

Agencies like the Victoria Immigrant and Refugee Society (VIRCS) are essential to nurturing a culture that embraces diversity.

For example, notice how a company like abebooks.com locates adjacent to the Galloping Goose Trail? This is because a significant portion of their workforce commutes to work by bike.

The Goose is a valuable infrastructure for this company. Cycle infrastructure can be a major differentiator for Victoria because of our weather and density.

Other quality of life assets may include adequate registered daycare spots, continued growth of family-oriented festivals and events, access to family doctors, etc.

Mentor, connect, and encourage an open culture

in Victoria anyways (BMO: 2011), what if we can target and attract people who are near retirement who have very specific skill-sets that we need. Not only will these people fill a talent need, they will also build the capacity of our local firms as they transfer knowledge into the companies.

Greater Victoria = 360,000 people and a workforce of 190,000. That’s a decent sized workforce. By ensuring that the skills of our citizens are in alignment with our largest opportunities going forward, we are safeguarding the long-term economic vitality of our region.

Victoria can come across as cliquey. It can be hard for newcomers to navigate their way to friendships, business relationships, and support networks.

This is why our newcomers need a “welcome to the neighborhood.” A pass that gets them into networking events, coffee meetings with established leaders, a list of resources and contacts that will help them, and maybe a T-shirt that says “Hug me. I’m new here.” (OK that last one is a bit of a stretch. Or is it?).

Speaking of mentors. People who are getting close to retirement (but who also align to company needs for talent) can make fabulous mentors. Since 15 per cent of Canadians want to retire

Dallas Gislason Economic Development Officer, Greater Victoria Development Agency

Grow talent that companies need What if we rallied around the goal of growing talent that companies need to thrive—across all skill-sets. This synergy between supply and demand is one of the goals of progressive economic development. For example, as mentioned above, companies in Greater Victoria cite “personnel with international business experience” as a major gap. Therefore, we need to develop this capacity internally by helping small companies do international business sooner. This also means we need to incorporate international business programming and internships into programs in the post-secondary system and beyond.

There are lots of other skill sets that companies need to grow and thrive.

It’s our responsibility to capture these needs and plan for the future.

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Continue to enhance quality of life – particularly the factors that are important to a younger workforce There are many facets of this; however, certain elements of our community are particularly attractive to talent.

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BUSINESSMATTERS 23

NEW MEMBERS: Feb 3rd - Mar 30th

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Alpha Select Production Services

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AXYS Technologies

AXYS Technologies (AXYS) is an ISO 9001 registered Canadian company with 40 years of experience in the design, manufacture and installation of remote environmental monitoring systems worldwide.

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Canamera Refrigerated Transport

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Capilia Victoria

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BJ Brahmacharie (RE/MAX Alliance)

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At First Sight Home Staging Solutions is a full service home staging company. We create favorable first impressions with positive feelings and emotions in the potential buyers to increase the chances of the fastest sale and at the best price.

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Cedar Hill Golf Course

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Choux Choux Charcuterie

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CMM Canada

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Deloitte Canada

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Dentex Paintless Dent Removal

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Derek Lucas Financial Services

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24 BUSINESSMATTERS

From setting your family’s financial goals and protection, or helping your business implement tax efficient vehicles to maximize your profits, I work closely with you to ensure that the absolute maximum is achieved through each individual strategy.

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Dominion Lending Centres Travelbea & Associates

We’re a dedicated team of mortgage professionals focused on providing exceptional service and products to complement your goals.

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Don Mann Excavating Ltd.

As a third generation, family business, Don Mann Excavating is one of Victoria’s largest and most well respected excavating companies. The success of the company is built on providing dependable service and quality workmanship while exceeding our customers’ expectations.

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Dr. Patrick J.S. Finnigan

Family dentistry, centrally located in Victoria’s Oaklands Neighbourhood.

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Ellsay Home Team

The Ellsay Home Team delivers quality and trustworthy residential real estate service to clients selling or purchasing in the Victoria area.

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EM Brooks & Associates

Co-operatives like The Co-operators Group Limited connect their values to supporting the communities where they live and work.

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Flaman Fitness

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Haddad Consultant Inc.

Haddad consultants have more than 35 years of international experience in project management of commercial and private construction projects worldwide. The projects include, high-rise buildings, airports, hospitals and universities.

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Headway Victoria Epilepsy & Parkinson’s Centre

VEPC is a vibrant and welcoming non-profit society whose purpose is to strengthen clients’, families’ and communities’ ability to manage the physical, psychological and social effects of Parkinson’s and epilepsy.

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Health and Wellness Initiative – BC Our mission is to assist individuals living with debilitating medical conditions. healthandwellnessinitiative.org (877) 943-9991

How Creative Inc.

We work with companies in various stages of development to provide clarity of strategy, talent optimization, business transformation, data-driven decision making, and market-driven, customercentric product/design service.

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Hoyne Brewing Co.

Hoyne beer is a lovely marriage between art and science, and, although each batch is here for a short time, not a long time, we pride ourselves on the fact that what we make brings people together. And when people get together, amazing things happen.

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Joe Newell Architect Inc.

Our firm of architects, technicians, designers and LEED accredited professionals located in the heart of Victoria, is ready to listen to your ideas for exciting new architectural projects and to help you make them a reality.

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JONESco Real Estate Inc.

JONESco Real Estate Inc is an independent family owned company founded by Helen Jones in 1987. Services offered include residential and commercial sales and property management in Greater Victoria and other parts of Vancouver Island.

(250) 361-9838 jonescompany.net

Kgeez Cycle

Committed to providing you excellent service, so you always choose us for your electric scooter repair needs.

250 483 7707 www.kgeezcycle.com

Emterra Environmental

Emterra Environmental is a leading resource management company that specializes in garbage, recycling and organic waste collection services.

(250) 385-4399 www.MyEmterraBC.ca

eWomen Network

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eWomenNetwork, Inc. is widely recognized as the Premier Women’s Business Network in North America. We have a dynamic and diversified culture that celebrates the brilliance of women entrepreneurs, business owners and corporate professionals.

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Farm Food To Go

Farm Food To Go delivers locally made frozen, home cooked meals to your home! We provide prepackaged meals and desserts. Our offerings are made with organic, locally grown produce and our meat and poultry are raised locally on Vancouver Island.

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BUSINESSMATTERS 25

NEW MEMBERS: Feb 3rd - Mar 30th Leap

Web. Branding. Marketing. All under one roof. We are a creative design and web development firm in Victoria. We blend remarkable, ultra-functional websites with branding that sets you apart.

(778) 433-5327 www.leapxd.com

Legal Shield

At LegalShield, it’s not just that we believe everyone deserves legal protection. But, we believe everyone deserves great legal protection, which is why we take the selection of our law firms very seriously.

(778) 679-1118 www.cristacowan.legalshieldassociate.com

McElvaine Investment Management

We manage a fund: McElvaine Investment Trust.

The Trust is value focused & RSP eligible. Our intention is to invest only where the difference between the value of the investment and the price we pay gives us a margin of safety.

(250) 708-8345 mcelvaine.com

MFR Resolutions Consulting Corp.

Through MFR Resolutions, Marli Rusen provides indispensable, entertaining workshops and effective hands-on support to workplaces keen on building respect and eliminating costly disruptive dysfunction.

(250) 212-4670 www.marlirusen.com

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26 BUSINESSMATTERS

Monarch House

Monarch House provides interdisciplinary therapies and services to individuals with autism spectrum disorder (ASD) and other behavioural, communication, and learning disorders.

(250) 220-8999 www.monarchhouse.ca

Motivated Coaching Services

Inspire and motivate individuals to fulfill their dreams in their businesses, in their careers and in themselves.

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New Vitality

Imagine finishing your workday without pain.

Imagine feeling empowered to safely create mobility, balance, and strength in your own body.

At New Vitality, we are here to support you get back to the active, pain free life you want to live.

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Olive Club

Our members can EAT OUT and SAVE 2for1 or 50 per cent at any of our participating restaurants in BC. Dine with friends, all of you save. Start for free for 30 days.

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Pillar to Post Home Inspections Victoria

As one of the top rated home inspection companies in Victoria, we take pride in the quality inspection services we provide to local home buyers, home sellers, and real estate professionals.

(250) 385-4000 victoria.pillartopost.com/home

RingPartner Inc.

RingPartner’s services are loved by hundreds of advertisers and distribution partners. Our dedicated team will work closely with you to ensure we’re meeting your goals.

(250) 532-9147 ringpartner.com

Rodan + Fields Dermatologists (Valeria Westra)

Our therapeutic skin care products are designed to address your particular skin care concerns like the appearance of lines, loss of firmness, brown spots, discoloration, acne and post acne marks, facial redness, and to transform your skin.

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Sharon Rai Hair & Makeup Artistry

National Award winning Sharon Rai Hair & Makeup Artistry specializes in on-location & in-studio hair & makeup services. We offer styling for bridal, fashion, editorial & film all other special occasions.

(250) 686-8155 www.sharonrai.com

Skwin’ang’eth Se’las Development Company

Skwin’ang’eth Se’las Development Company (SSD Co) is a federally-incorporated non-profit company founded by the Esquimalt Nation, Songhees Nation and Greater Victoria Harbour Authority (GVHA) (250) 532-0058 www.ssdco.ca

Specific Mechanical Systems Ltd.

Specific Mechanical is recognized as a world leader in the craft brewing industry. Whether it’s brewhouse equipment, fermenters, bright tanks or complete brewery systems, we put our reputation on every piece of equipment we fabricate.

(250) 652-2111 specificmechanical.com

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Walker Resource Group

Vicinity is a turnkey loyalty program that enables businesses to easily and cost-effectively recognize, communicate with and reward their customers and grow their business.

(416) 764-3686 www.vicinityrewards.ca

Victoria Window Cleaning

We help clients engage the community, the private sector and governments to get projects done.

(250) 537-7109 www.walkerresourcegroup.com

Yager Construction

Our experienced staff of employees are bonded, insured and supervised, we are locally owned and operated serving Victoria (Sooke to Sidney) since 1967.

(250) 881-8181 www.victoriawindowcleaning.ca

At Yager Construction we specialize in custom homes, renovations, timber frames, standard homes, and various commercial projects.

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Year Round Yard Maintenance

Providing reliable professional yard, lawn and garden services is the standard we feel is essential and a benefit that our customers enjoy.

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St. Michaels University School

Our school seeks the excellence in all of us, with passion and compassion. We are a community shaped by the pursuit of truth and goodness, providing outstanding preparation for higher learning and for life.

(250) 592-2411 www.smus.ca

The Art To Life Facilitation

Cheryl-Ann Webster blends her passion for artistic expression, her deep interest in human dynamics, and her degree in communications, to provide her clients with highly interactive and empowering sessions.

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The Briar Hill Group at RE/MAX Camosun

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The Marketing Poole

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BUSINESSMATTERS 27

INDUSTRY PROFILE: THE ART GALLERY OF GREATER VICTORIA The Art Gallery of Greater Victoria Director Jon Tupper gave The Chamber a visual idea of The Art Gallery of Greater Victoria’s history, culture, and fine art collection.

In a nutshell: The Art Gallery of Greater Victoria is the second largest art gallery in the province, with the largest collection both in scope and size, featuring over 18,000 works in the visual arts. The Art Gallery was formed in 1945, and in 1951 it moved into the Spencer mansion on Moss Street where it currently resides.

Over the years there have been several additions to the facility to accommodate

increased exhibition, programming, and art storage.

The Art Gallery collaborates with the 3 local universities, 5 local school districts, the Greater Victoria Public Library, and regional not-for-profit organizations such as the Alzheimer’s Foundation, with who outreach education programs are developed.

In 1977, the last addition to the gallery was completed. 38 years later, there is a clear need to expand the gallery to keep up with the growing demands of the community, the evolving nature of the art world and the proper maintenance of the art collection. # of Employees: 27 full and part time staff.

Industry Sector: Arts and Culture Area of Town: Bordering downtown Primary Service: Visual Arts Annual revenue: $2.2 million.

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Call us today

250.381.3254 1124 Fort St, Victoria, BC

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28 BUSINESSMATTERS

How would you describe The Art Gallery in 30 words or less: For over 60 years The Art Gallery has presented the best of the arts to residents of Greater Victoria and tourists alike.

What is the best part of doing business in Greater Victoria?

Victoria has a community that values the arts, artists and ideas. It is proud of its cultural heritage and embraces creativity.

Our artists, writers, actors, dancers, and musicians are celebrated. Greater Victoria is also home to one of Canada’s most revered artists, Emily Carr, who gave the country a new way of looking at art and the landscape of this region.

What is the best thing The Art Gallery is doing for Victoria The Art Gallery is committed to its role in enriching the community.

Each year the Art Gallery reaches in excess of 200,000 people through admission to the Gallery, involvement in our educational and outreach programming, contact through the web site and use of its online interactive collections data base.

The Art Gallery’s touring exhibits reach tens of thousands of visitors at host venues, provincially, nationally and internationally linking the world back to British Columbia’s Capital Region. Almost 25 per cent of our visitors are tourists visiting Vancouver Island.

The Art Gallery Paint In (held annually on Moss Street in Victoria) attracts almost 10 per cent of the population of the Capital Regional District (CRD).

We provide public education and interdisciplinary programming developed specifically to engage new artists and those interested in art to deepen their relationship with the art experience.

Art is a common language. To support equal access to art, the Art Gallery has provided non-paid access to exhibitions and programming to approximately 10,200 individuals in the past year who for economic reasons could not otherwise have afforded to attend the Gallery. Locals who benefited include families identified by parent resource centres, residents of care facilities, and local community-based support and neighbourhood associations. This commitment represents an investment back into the community of $120,000 per year.

What is it like working at The Art Gallery?

The Art Gallery is a great place to work.

I meet people from all parts of our community and have the enviable task of showing them treasures that amaze and delight.

Being surrounded by art all the time is so moving. I love being able to see the different expressions of the artists, people, cultures, and the reactions that it gives observers.

Sometimes I feel like my job is a hobby that has gotten out of hand and many of the people that work here feel the same way. I’m surrounded by kindred spirits who have a love of art, creativity, and ideas.

What are 3 things few people know about The Art Gallery?

We are home to the best collection of Japanese art in Canada. This collection started in 1952 and since that time has grown exponentially. In Asian art in general we have the second largest collection to the Royal Ontario Museum.

The collection has benefited from our location; donations have been made over the years by a number of people who chose to retire in Greater Victoria after working in Asia.

The Art Gallery’s entire collection is worth over $180 million and is all by donation. Art owners trust us to take their art — something that they are passionate about — and look after it.

As our collection grows with important pieces of work, people entrust us with the care and sharing of their art. They know it will be well looked after and exhibited among our other elite pieces.

25 per cent of our Art Gallery membership is made up of youth. We are building the Art Gallery up to still be sustainable in the next 50-60 years and in order to do that we are attracting a younger audience to keep it thriving through our school programs and events.

What is The Art Gallery proudest of?

A range of programs from cutting edge contemporary to TD Moss Street Paint In. The Art Gallery touches about 200,000 people a year through our different programs such as our online exhibitions, gallery exhibitions, events, and programs. For a small regional gallery we are doing a pretty good job at making a difference in people’s lives.

Some of the things that we show make a real impact on people’s lives. Things like war or depression for example can be difficult for some people to understand if they haven’t experienced it firsthand.

Art provides that better understanding; it can evoke an emotional response and a better intellectual understanding of the issues or events.

The fact that we provide a place for refuge, understanding, beauty, and spark emotion and intrigue for people is what make us proudest.

Are there any other fun facts about The Art Gallery we should know about?

We’re taking some initiatives to reach outside of the regular “art gallery type” spectrum. The Art Gallery – like art - is designed for the whole community,

so we are always aiming to widen our doors to include a broader group.

We host a gallery party three times a year called Urbanite. Urbanite is a party with DJs, cocktails, appetizers, and is usually during an exhibit. It’s meant to take away the stuffiness associated with art galleries and open up the space to those who might not come to the gallery in normal circumstances.

Through our New Extreme program, we reach teen artists through a mentorship program focusing on introducing them to new art practise such as street art.

We also work actively with local partnerships such as schools and nonprofits to try and engage an interest in art in those who may not have interest otherwise.

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BUSINESSMATTERS 29

Advocacy in action The Chamber is the voice of business in Greater Victoria.

In regular meetings with MPs, MLAs, and local mayors and council, The Chamber is a strong advocate for business initiatives and policies in the community.

Municipal Issues In the first few months of this year, The Chamber met with many mayors and councillors in the region. These post-election meetings were intended to get to know new and incumbent elected officials and also discuss Chamber activities, priorities and concerns. It was important to also have those officials share their concerns for their municipality and/or the region with The Chamber.

These meetings were an opportunity for The Chamber to communicate what we do and our role in the community to elected officials. This included concerns for business-related issues and advocacy work on behalf of our members. Further, The Chamber took the opportunity to discuss our role as the region’s economic development office, through the Greater Victoria Development Agency (GVDA).

The Chamber expressed concerns over regulatory burdens facing businesses, particularly when developing housing for our region.

In addition to development costs, transportation and economic development matters were discussed.

Of note during the meetings was the Township of Esquimalt’s zero per cent tax increase for this year. This was enabled by substantial construction on the Canadian Forces Base that increased values, which allowed the municipality to balance its books without increasing taxes. The Chamber commended Mayor Barb Desjardins and council on this accomplishment.

30 30 BUSINESSMATTERS

During the meetings with the majority of the mayors in the Capital region, The Chamber uncovered some common concerns as well as differing perspectives on economic development. Regional transportation and improved transit were on the mind of most, as was the need for investments in infrastructure. As a Chamber priority area, it is positive to know that the region’s mayors are also attuned to transportation issues.

Economic development was also on the minds of many of the mayors we met with. As the region’s economic development office, it was interesting to learn the different perspectives on economic development from both a regional and local level.

From the municipal perspective, much of the local economic development opportunities focused on specific area(s) of their municipality or even a concentration on specific pieces of property. Most often it was this goal of individual development that was identified as needing or benefiting from a local economic development office.

The Chamber’s regional perspective envisions economic development a little differently. Seeing its role as working more to grow existing businesses, facilitate investment and interest in the region and ultimately add more industry. For instance, attracting a large manufacturer to the Capital region is better accomplished with a regional vision as the benefits are wide-spread. Financial benefits flow through a wide-variety of municipalities as often employees don’t live or even shop in the same region as their office or plant location.

It is important to needs of each when it economic

understand the municipality comes to

development. By being aware of the opportunities in each municipality, the GVDA can connect the right people with the right developments and help the region grow. The local economic development needs of communities can and should work in tandem with regional economic development to achieve a vibrant community for all.

In summary, meetings with our locally elected officials were positive and The Chamber looks forward to working with them on Chamber priority areas as well as other municipal and regional concerns.

Supporting Members and Community On occasion, The Chamber has been asked to provide letters of support for members. As part of The Chamber’s advocacy role we are happy to provide letters of support.

Most recently, The Chamber issued a letter of support for the Royal BC Museum’s 10-year Master Plan. The museum plays a significant role in our local as well as provincial economy and heritage. They also have a significant economic and social impact in our community. With 650,000 visitors every year, the museum has a $36-million impact on the local economy. Improving and modernizing this national and provincially significant landmark will increase its potential for gaining visitors and its ability to give back to the community. The Chamber supports this plan and was pleased to offer a letter of support.

The Chamber was pleased to offer a letter of support to Camosun College for its labour market program. With a full understanding of labour market needs in our region and across the province, Camosun College strives to deliver programs that meet those needs. The Chamber is pleased to continue working with Camosun to promote the program and continue to gather needed labour market information in our region.

Your Community.

YOUR Y

Building Healthy Communities YMCA-YWCA

•

851 Broughton Street, Victoria

•

Ph: 250-386-7511 • www.victoriay.com

BUSINESSMATTERS

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