A SUPPLEMENT TO THE

WEDNESDAY, MANITOBA’S DECEMBER 4, 2019 TOP EMPLOYERS

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TOP EMPLOYERS RAISE THE BAR By Geoff Kirbyson

It’s getting easier and easier to have a baby in Manitoba.

But, wait — it’s not what you think. More than half of the companies on the Manitoba’s Top Employers list offer maternity leave top-up to new mothers and precisely half make paternity leave top-up available to new dads. That’s not all. Two companies, RAPID RTC, a software developer specializing in the automotive and agricultural sectors, and insurance giant Canada Life offer in vitro fertilization subsidies to employees who can’t conceive naturally. RAPID RTC’s subsidy is up to $15,000 while Canada Life offers $3,000. And two more employers, Manitoba Hydro and Roquette Canada, which operates a massive pea protein plant in Portage la Prairie, offer adoption assistance. Hydro’s benefit tops out at $10,000 while Roquette offers $500. “Those types of benefits were unheard of 14 years ago, when the Manitoba competition was launched,” said Tony Meehan, founder and president of Mediacorp Canada Inc., which organizes the annual Canada’s Top 100 Employers project. The program is in its 20th year nationally and its 14th in Manitoba. Meehan said the editorial team at Mediacorp doesn’t get tired of scouring the country looking for employers with interesting stories of doing things differently in their industry or region. “Each year, companies bare their souls to us. We have about 400 data points, including maternity leave, vacation allowance, training and a host of other factors we consider,” he said. Here’s how the Manitoba competition works: each employer is reviewed on eight criteria — physical workplace; work atmosphere and social; health, financial and family benefits; vacation and time off; employee communications; performance management; training and skills development; and community involvement. The criteria are the same as the national competition and have remained consistent since the project was launched two decades ago. Then they’re given an internal grade before being sorted for the national list by industry and region. Employers are compared to peer organizations in their field to determine which offer the most progressive and forward-thinking programs. For individual provinces such as Manitoba, the winners are listed alphabetically. One thing the Top Employers can’t be accused of is failing to do its research. Each year, it writes nearly one million words in publishing its reasons for selection, explaining why each of the winners was chosen. While family-related benefits are relatively new, investing in your people isn’t. In fact, it’s pretty much a must. “If you don’t, you might be the next industry that’s overtaken by rapid technological change,” he said. “Talented employees improve the chances that an organization can respond to rapid technology change. Employers in fields as divergent as retail and banking are looking at the ‘Uberization’ of other industries and saying ‘we need the top people working for us’ to make sure we’re the ones driving change, not the ones being left behind.” Different things matter to different people at different stages in their careers. When you’re young, tuition subsidies and mentorship programs are at the top of your list. For example, a lot of employers give bonuses for getting a professional accreditation. During the early family years, it’s the maternity leave top-up, vacation and time off that keep your employees happy. Later in your career, options for phased-in retirement are some of your top priorities. “No employer has all of this. We try to single out the ones that lead their industry,” Meehan said. Many years ago, the focus of employee benefits were financial. Today, Meehan said, a big part of the overall picture is social. After all, many people spend more time with their co-workers than they do with their families. DURING THE EARLY FAMILY YEARS, “If you create a workplace where people like to come to work and they form friendships, it’s tough to leave an employer like that. If you combine that with challenging work and the IT’S THE MATERNITY LEAVE TOP-UP, feeling you’re on the cutting edge, that’s usually enough for most people,” he said. VACATION AND TIME OFF THAT KEEP Not surprisingly, companies that make the grade for the Manitoba’s Top Employers list tend to shout it from the mountaintops because it helps with both recruitment and retention. YOUR EMPLOYEES HAPPY. “It’s hard to get on the list. You’ve got to knock off somebody pretty good,” Meehan said. “A lot of these companies build spreadsheets and go through the Manitoba list and figure out what the best companies are doing and then try to emulate it. These folks push the bar higher.” 4

PERKS JUST THE TIP OF THE ICEBERG FOR TOP EMPLOYERS BY GEOFF KIRBYSON

Flexible work options are very much here to stay because the technology driving this revolution is no more likely to go away from our working lives than it is from our personal lives. 5

the whole process,” Yerema said. If you’re wondering how There’s also micro-training through online courses that employees can take in an evening and even do on your workplace could their phones. Many of the best employers also reward become one of Manitoba’s employees for obtaining professional and trades certifications. Top Employers, go visit And speaking of technology, every advancement in connectivity enables companies to have employees on your company’s nap the clock from a variety of remote locations. It can be a double-edged sword, but technology is allowing people room to recharge and the flexibility to stay in contact during the workday while taking their kids to the dentist or an ailing parent we’re sure you’ll come up to the doctor. The impacts of technology on how we work over the with some much-needed past couple of decades is one of the big employment recommendations. stories of our time. Flexible work options are very much • ABORIGINAL PEOPLES TELEVISION here to stay because the technology driving this revolution NETWORK INC. (APTN) What’s that? You don’t have a nap room? Well, that is no more likely to go away from our working lives than it didn’t take long. is from our personal lives. Of course, developing policies • ACCESS CREDIT UNION Nap rooms are most definitely a thing at some of the depends on the job. “Firefighters can’t work from home most progressive companies in the province, says Richard but the best employers are not afraid to adapt to what a • ARCTIC CO-OPERATIVES LIMITED particular job allows,” Yerema said. Yerema, managing editor of Canada’s Top 100 Employers • ARTIS REIT project, which organizes the Manitoba competition and Very good employers have always been active in is celebrating its 20th anniversary this year. the community, too, so if you treat your people well, • ASSINIBOINE CREDIT UNION “In a modern office, it’s a quiet room with comfortable community work is a natural extension. In fact, with chairs where you can make a (private) phone call. Some most Manitobans living in urban centres, their concept • BIRCHWOOD even have sleeping pods, a Star Trek-style chair that of community is largely defined by their workplace. envelops you. It’s not frowned upon. You’re a human “Employers have a greater role to play today than • BOEING CANADA OPERATIONS LTD. being. You might need five minutes to nap. During a they would have had 100 years ago. They’re the central busy day, you need those kinds of spaces to recharge,” organizing point for a lot of people in their lives,” he said. • CANADA LIFE he said. Much of the change is driven by the growth What’s also interesting is that employers who take a • CANADIAN CANOLA GROWERS in ‘open-concept’ office plans, which are great for broader view of their role in the community, it turns out, encouraging communication between teams — but not are almost always better places to work. ASSOCIATION (CCGA) so good for private conversations. A growing number of companies are putting their Nap rooms are just one of the perks available at money where their mouths are by giving their employees • CANAD INNS time off to volunteer, ranging from a day to an unlimited some of Manitoba’s Top Employers. Another popular • CARGILL LIMITED way to receive a boost both mentally and physically is number of days annually. to visit the office gym. A growing number of workplaces They listen to what’s important to staff by enabling • CWB NATIONAL LEASING INC. have dedicated spaces equipped with some treadmills, employee committees to have a role in deciding where stationary bikes and rowers, as well as some free weights the company should direct its philanthropic efforts. • FUSION CREDIT UNION and skipping ropes, as part of their wellness strategy. The winning organizations selected for this year’s list Forward-thinking companies that simply don’t have keep a sharp lookout for the best people — their own • GOVERNMENT OF MANITOBA the space provide subsidies to their people so they can employees are often the best marketers by virtue of the join a gym nearby the office or one close to their home. stories they tell their friends. So, it only makes sense to • JOHNSTON GROUP INC. Of course, all successful companies invest in pay bonuses to staff who recruit others to join. • MAGELLAN AEROSPACE, WINNIPEG their people. What’s different from years ago is the “You’re using all of your people as the HR department and your staff is doing the first line of vetting. You have widespread availability of online courses. • MANITOBA BLUE CROSS “The best organizations have wide-open tuition to be a decent place to work to offer that benefit. It’s policies. It doesn’t even have to be directly tied to a symbiotic relationship. If you’re an employer with • MANITOBA HYDRO your job. It could be a philosophy course. It’s about very little to offer, referral bonuses aren’t going to employment improvement and making an investment in work because people would be reluctant to refer their • MANITOBA PUBLIC INSURANCE friends,” he said. • NFI GROUP INC. • PALLISER FURNITURE UPHOLSTERY LTD. • RAPID RTC • RED RIVER COLLEGE • ROQUETTE CANADA LTD. • ST.AMANT • ST. JOHN’S-RAVENSCOURT SCHOOL • TRUE NORTH SPORTS + ENTERTAINMENT • UNIVERSITY OF MANITOBA • WINNIPEG AIRPORTS AUTHORITY INC. • WORKERS COMPENSATION BOARD OF MANITOBA 6

ACCESS CREDIT UNION

SUCCEEDING AS AN EMPLOYER OF CHOICE Technology has changed the way people conduct their financial affairs, but providing quality service and building strong working relationships often requires a more personal approach.

An unwavering commitment to its membership and their communities continues to drive the success of Access Credit Union, a full-service financial employees. Among the unique benefits “A key piece of our identity is living our Continually striving to be an employer institution based in southern Manitoba. offered to Access team members are core values,” he says. “To do this, we need of choice, Access Credit Union is evolving Access’s 255 employees serve members flexible hours and locations, a bonus employees who believe in what we do as a in tune with the financial industry and the through 18 branches in 17 different program, matched pension plans, company- credit union and as a community supporter. needs of a modern workforce. communities across the region. Overall, the paid group life insurance, preferred loan This mindset contributes to a workplace “We know there are a lot of choices for credit union addresses the financial needs of and deposit rates and generous vacation culture where employees feel empowered job seekers nowadays, so we are continually more than 54,000 members and manages allotments. and supported.” refining the Access employee experience over $3.1 billion in assets. Access Credit Union also positions itself Building relationships, not only with its to make us an attractive choice to the talent Attracting, and retaining, quality staff in a as an organization where employees are members, but also inside and outside of and skill that we know resides throughout competitive field is an ongoing priority, and encouraged and supported in building their the organization, has been a key to Access Manitoba,” says Davey. “The financial Access’s efforts have certainly resonated with careers. The organization provides paid Credit Union’s success, says Davey, reflecting industry is always changing, and our focus employees, leading to the organization’s education and training to help staff members a shared philosophy that extends into the is on keeping pace with that change. inclusion on the list of Manitoba’s Top grow their skills and knowledge to excel communities they are proud to serve. Our corporate commitment to personal Employers for the sixth consecutive year. in the financial services industry, while also “The three pillars of our community development encourages employees to “We view our employees as brand enhancing service to its members. Potential strategy are community investment, continue their post-secondary education. ambassadors, so our employee referral career paths at Access can be as diverse as volunteerism and financial literacy,” says We continue to invest in technology that program gives job applicants a good sense information technology, marketing, human Davey. “Our certified financial literacy eliminates low-value work and allows of what our organization is all about,” says resource management or financial planning. trainers have conducted 47 workshops this employees to focus on the work they find president and CEO, Larry Davey. “Our Davey says Access also actively promotes year, reaching a total of 683 participants. meaningful, whether that is providing employee survey shows that employees its organizational core values — integrity, We have invested over $625,000 into our advice, building relationships or increasing recommend Access Credit Union as a good community support, focus on members communities thus far, and over the past our internal capacity to accomplish amazing place to work.” and employees, proactive approach — in couple of years, we have had over 90 per things.” Davey says Access offers competitive addition to encouraging innovation and cent of our employees volunteer eight salaries and benefits, designed to making a difference in the world, to attract hours or more of their own time to support For more information on careers with “engage, motivate and support” like-minded job candidates. community events and initiatives.” Access Credit Union, go to accesscu.ca.

dream. build. live. right here. life is short work somewhere awesome we’re excited to be one of Manitoba’s Top Employers for the 6th consecutive year!

www.accesscu.ca 7

values. Our team doesn’t just talk about them, they actively demonstrate them.” One of those values is employee engagement driven by a commitment to bringing people together, says Leach. “We have a Staff Council Committee that generates ideas for events. If anyone has a good idea, management will help make the event happen. Events range from ping-pong tournaments to hockey pools to yoga.” The overall idea behind such events and activities is a simple one. “The events are designed to bring employees together to share who they are with one another,” he says. “A good example is our annual Christmas party. Every year, a different department plans it and holds fundraisers to pay for it. It’s a year- long campaign that culminates in a great party that everyone enjoys.” Leach adds that Arctic Co-op’s management team also actively promotes a collaborative workplace atmosphere. “Our employees don’t operate in the workplace environment; the environment is part of who they are. Management here cares about who employees are and what they value. When you work on something, your contribution to a project is very visible. People really appreciate a culture of inclusion and diversity.” The upshot is that a little consideration and appreciation goes a long way. “It seems management has figured out ARTIC CO-OPERATIVES LIMITED how to strike the balance required to create a productive yet harmonious workplace,” says Leach. “Even though there’s lots of back and forth about different issues there’s never any acrimony. Everyone’s pulling in SENSE OF DUTY DRIVES ARCTIC CO-OP the same direction.” At the end of the day, it’s not about BY TODD LEWYS perpetuating a rigid system, but about doing what’s best for everyone involved. Take a close look at the definition of co-operative and you’ll find that it’s two-pronged. “Our management team is focused on providing our staff with the tools that will develop their talent and skill sets, and create As an adjective, a co-operative is defined communications manager, Mike Leach. employees be as productive as possible. a practical, efficient company infrastructure. as “involving mutual assistance in working “We’re owned by Members and are part However, productivity doesn’t just happen. The more we put into our employees, the toward a common goal.” of a group of 32 Member Co-ops,” he says. Rather, it’s the by-product of the conscious stronger they and the organization become. Its second definition, as a noun, is even “That creates a serious sense of duty to the efforts of a company to create a workplace Nothing is ego-driven here.” more specific: a farm, business or other communities we serve. At Arctic Co-ops, we in which employees can thrive, allowing That selfless, even-handed approach organization which is owned and run jointly take that responsibility very seriously.” them to be at their best on a daily basis. subsequently makes work a pleasure, not by its Members, who share the profits or That responsibility entails running an “To act on behalf of our Members, it’s a chore. benefits. efficient, profitable business that allows as incumbent upon our management team to “A real spirit of ownership and Those two definitions speak directly to much money as possible to flow back to make the Co-op a great place to work,” collaboration rules here,” he says. “That what Arctic Co-operatives Limited is all Members of the Co-op. explains Leach. “To do that, they must be makes for a refreshing and exciting place to about, says the company’s marketing and For that to happen, it’s imperative that explicit about stating their principles and come to work to every day.”

JOIN OUR TEAM! Explore career opportunities within the Arctic Co-operatives System. You’ll find a variety of jobs, flexible schedules and a culture that’s people focused.

OUR VALUES • Relationships • Diversity @ArcticCoopsLtd • Accountability • Service & Support • Development Arctic Co-operatives Limited 8

ASSINIBOINE CREDIT UNION

A PASSION FROM WITHIN

If one way to determine if a company is a truly outstanding employer is to check with their employees, then Assiniboine Credit Union must be doing a lot of things right. Employee feedback at the Manitoba credit union is, more-often-than-not, of the glowing kind.

“The positive response we get from our beyond traditional qualifications, and employees is a real source of pride for us,” find the values and characteristics of an says Kim Champion Taylor, Chief People individual that will support their personal Officer. and professional success at ACU.” “I truly am impressed with the depth of Sharmila Vijayann, a Learning Solutions connection employees have with our vision Business Partner at ACU, saw the and values, and how that translates into difference right from the start. successful careers with ACU.” “The way my interview flowed and how One such story is that of Vera Couto, who my skills demo was conducted, I got a came to Winnipeg from her native Portugal. strong sense of purpose, commitment, Her first job was to clean offices, including inclusion and integrity from the whole the ACU head office on Main Street. panel,” says Vijayann, who has been with I am about giving back to community,” she services for the betterment of members, “As I cleaned the ATM area of the Main ACU since 2016. says. “I was able to pursue my passion to employees and communities. Adds Branch each morning, I would see the ACU “I enjoy participating in diverse cross work with financial literacy and to play a part Champion Taylor, “Providing employees team smiling and laughing with each other functional projects, each of which brings in financial inclusion for the underserved. with the opportunity to bring their whole and with members. I knew that I could do deep insights, interesting challenges and As someone once said, “it’s about building selves to work and engage in meaningful more than clean floors and I was determined meaningful experiences, adding value to community, not selling community.” work, is one way we remain true to our to be on that team,” Couto says. my time here. And I deeply appreciate A big part of fostering the strong belief mission, while helping them build a “Eighteen months later I applied for a the ACU vision, mission and values, our in what ACU does is the Being Assiniboine rewarding career.” position, and now I’ve been promoted to a business ethics, commitment to the program. Every employee experiences this Member Services Coordinator position at triple bottom line — people, planet and in-depth, three-day workshop that guides a new branch. In Portugal I worked for the prosperity — and the importance ACU everyone through an exploration of how same employer for nine years and never places in its employees,” she adds. a financial institution can have real impact felt as welcome or part of a team as I do Mani Sheppard-Luangkhot, a Financial on a community, and how each employee at ACU. They took a chance on me and Access Programs Manager, understands owns a piece of that impact while working believed in me, and I want to help others the importance of financial literacy. Her at ACU. now in return more than ever.” family arrived from Laos in 1985 and “These three days provide everyone Champion Taylor says stories like these learning about banking and finances in with an opportunity to reconnect with the The ACU Community Grants Committee on tour learning make ACU a special place. Canada was challenging. After her post- ACU vision and mission. The workshop “Vera’s story isn’t unique in ACU but it secondary education, she was able to provides everyone about the impact ACU grants make on organizations certainly is special. Career opportunities pursue her dream of helping others. the chance to examine how they and the communities we live in. From left to right: Ron like these aren’t created without talented “My desire was to work with an themselves play an important role in Desmarais, Lorie-Anne Bretecher (Chair), Brendan Reimer, creating that ideal community every day at and values-aligned leaders and colleagues organization that fosters diversity and Meron (Lilly) Terffa, Jill Hollosi and Marilyn Funk. who have this exceptional ability to look inclusion, one that is just as committed as work,” says Champion Taylor. The ACU mission is to provide financial ACU PHOTO

What does a rewarding career mean to you?

To our employees, it’s all about having engaging and meaningful work. It means being able to use their talents fully, while being recognized for the work they do. They’re proud of their role in making ACU what it is; an important part of the community providing vital services to our members, all guided by the principles of ‘values-based banking’. Start achieving more with ACU. If doing more is part of who you are, join us on a rewarding journey where your personal aspirations and career goals align. ACUcareers.ca 9

BIRCHWOOD

EXPERIENCE IS EVERYTHING BY NEIL COLIGAN

For over 55 years Birchwood customers — this is an opportunity to connect with our new team and hear from them,” says Kempe. has been a familiar name The average age of the company’s workforce is 35 with the largest group employed as sales associated with selling cars and consultants. Kempe says Birchwood employees trucks in Winnipeg. are also very reflective of Winnipeg’s diversity with more than 10 different ethnic communities In fact, you’d be hard pressed not to notice and languages represented. Birchwood in the city with its 23 dealerships and Sometimes this can make for challenges in operations and 1,200 employees. This includes communication. people working in auto-body shops as well as “We did notice that some of our team members financing. were really struggling with English, so we brought But as the company (a Manitoba Top Employer in ESL (English as a Second Language) training for three years in a row) looks toward 2020, there’s all of our employees,” she says. major growth on the horizon and some significant That training was fully paid for by Birchwood changes not readily seen as you drive up to their with members of employees’ families also door. eligible to learn. “We’ve refreshed our vision, our mission and Other training includes skills upgrades and our values,” says MaryAnn Kempe, Birchwood’s consideration for an employee’s future within chief human resources officer. “Now known the company. simply as ’Birchwood,’ our new slogan, “Every year we do sessions with employees ‘Experience is everything,’ captures the heart of to show them where they can grow, including Birchwood culture. We believe our value is the conversations to seek input and work with them experience we offer — with our customers and on career mapping,” says Kempe. with our team members.” Birchwood also works hard to attract more In May 2020 Birchwood will open a new women to join its team. Currently, women make standalone Lexus dealership in the south end of up only a quarter of its workforce. Kempe says Winnipeg. Currently, Lexus and Toyota share the some of the initiatives to attract women include same location at Pointe West Auto Park. talking to students at high schools and post- Looking further ahead, Birchwood will build a secondary campuses. dealership for Volkswagen on Regent Street by They also support scholarship programs in high December 2020. This represents a new brand in schools and have a robust professional intern the company’s portfolio of products. program that has been bringing in students for Prestigious brand Jaguar Land Rover is also on more than 20 years. Kempe says this effort is the move with a new standalone dealership to paying off with more women coming to them as open November 2020. Volvo will be a standalone co-op students. $25 to invest in any charity of their choice.” A lot we hold our annual Birchwood Bucks auction and dealership inside the Pointe West Autopark. Last year the company also launched a of team members pooled the money together so our annual Christmas parties, one for the children Kempe says while opening new dealerships maternity and parental leave top-up for wages in their donations could go farther, she adds. of our team members and another for the adults,” does expand the company’s brand awareness, it order to encourage female employees to see the Kempe says it’s a move that reflects the says Kempe. also means recruiting and training new employees, industry as an employer of choice. Birchwood Bucks is an evening where something Birchwood has continuously improved All these changes and initiatives have presented company’s values. “I really believe people come to upon throughout its history. company president Steve Chipman with a unique work at Birchwood because of our connection and employees who work with customers get to use “Every new employee at Birchwood starts their opportunity to thank employees. commitment to our community — we really try to company credits they’ve earned throughout a first day with onboarding. We spend the day Kempe says, “When Birchwood went through its understand what matters to them,” she says. period of time to bid on gifts at a gala auction sharing our values and connecting their work to our rebranding Steve Chipman gave every employee “We also have fun. Such as in December, when where managers do the serving.

The Birchwood Automotive Group is proud to be recognized as one of Manitoba’s Top 30 Employers, as well as one of Canada’s Best Employers.

Our team members are individuals of character, competence, and commitment. They are trustworthy, they work together and they are committed to enhancing our work environment and the experience of our customers. We are extremely proud of each and every one of them. Drive your career at: We offer team members a respectful and challenging work environment, an industry leading benefits package and opportunities for advancement. birchwoodcareers.ca 10

CANADA LIFE

UNITED TO BETTER SERVE CUSTOMERS BY JIM BENDER

In April 2019, Great-West Life, London Life and Canada Life came together to build a stronger brand and better serve customers. “We have a long history and deep roots in Winnipeg as Great-West Life, and we believe the power of caring has made us who we are today,” says Jeff Macoun, President and Chief Operating Officer, Canada, Canada Life. “We invest in people who are going to help grow the new Canada Life as a valuable service to our customers, a trusted brand to Canadians and as a respected part of our community.” This singular focus may be why the company Young Professionals, LGBTQ2+ and Persons With the advent of digital technology, Canada Life employees participate in was named one of Manitoba’s Top Employers with Disabilities. Each year the areas of focus the range of career options at Canada #MyCanadaLife campaign. for the third year running. From supporting will be reviewed and additional groups may Life continues to grow — everything the next generation of professionals through be added based on employee interest and from information technology, financial internships and training opportunities, business need. management, accounting, actuarial sciences, providing employees with valuable financial, Innovation and technology are also front of sales and marketing, law and human towards ongoing education outside of the physical and mental wellness benefits, and mind. “We’ve been challenging ourselves to resources, to corporate communications, organization. To supplement that, there were creating space for its people to make a be more agile,” Macoun says. “Whether we’re media relations, public affairs, social media 16,000 hours of in-house sessions offered to positive impact on diversity and inclusion in hiring talent for our new digital labs, seeking and other creative types, to cafeteria workers, employees the past year. the organization through employee resource specialists in the financial sector or filling the janitorial services, landscapers, nursing and Canada Life offers a comprehensive, groups, Canada Life is fostering a culture of myriad of positions in our many departments, other professions. Employees have the flexible benefits plan for its employees that growth, community and success. a customer-service, innovation, growth and chance to grow their careers through training provides optional levels of coverage. The Its relatively new Diversity Leadership collaboration mindset is key.” and development programs that also bolster Winnipeg campus includes an on-site fitness Council (DLC) comprises a diverse group “As part of this approach, we launched workplace retention. facility available to employees 24 hours a of senior leaders across its various lines digital labs — employee working groups from For those just starting out, Canada Life day, seven days a week, for a nominal fee of business and corporate functions who different business areas to tackle special, works with post-secondary schools in the and every full time employee has a $400 work to embed diversity and inclusion time-sensitive projects. With digital labs, we province to provide internships for new wellness account. Employees also participate efforts in all of the company’s business and can test solutions with advisors and customers graduates. It also believes that ongoing in both sports and arts programming and are organizational priorities. and incorporate feedback as we go. It’s an education is an opportunity for people to look encouraged to volunteer at various charitable The DLC currently focuses on five key areas: innovative way to embrace collaboration, beyond their current position. Each one of events. Last year its employees raised about Women in Leadership, Indigenous Peoples, remove hierarchy and deliver solutions faster.” their employees has access to $2,000 per year $2.2 million for charity.

Discover your opportunity

Canada Life and design are trademarks of The Canada Life Assurance Company. 11

CANADIAN CANOLA GROWERS ASSOCIATION (CCGA)

them time to slowly get children into daycare “We launched this in 2018 and it’s been NURTURING EMPLOYEE IDEAS LEADS and get into a new schedule.” hugely popular,” Motruk said. “We have peo- The CCGA also encourages employee ple who buy fitness club memberships, tennis development by offering a robust tuition lessons, ski passes and home fitness equip- TO ENGAGING WORKPLACE CULTURE subsidy program. Launched in 2016, it cov- ment. We’ve also had people buy skates so BY SHEL ZOLKEWICH ers job-related courses for professional ac- they can enjoy some winter activities.” creditation, mentoring and in-house and And to provide stimulation at midday, reg- “Corporate culture” refers Canada’s 43,000 canola farmers, every day online training options. ular Lunch and Learn sessions cover a wide the CCGA team embraces the organization’s “This allows employees to go back to school range of topics including nutrition, yoga, es- to the shared values, vision of Helping Farmers Succeed. Whether and to further enhance their knowledge and tate planning and art therapy attitudes, standards and providing financing services through the ad- skills, relevant to their particular area of work. “All these programs and ideas are brought ministration of the Advance Payments Pro- We have employees who have completed an forward by employees,” Motruk said. “We are beliefs that characterize an gram; undertaking important agriculture MBA and payroll courses, studying for an ac- honest and open about what can work and organization and define its policy development research in areas such as counting diploma and we cover up to 100 per what can’t work. But there’s truly something trade, business risk management, or rail trans- cent of the tuition,” Motruk said. “We also empowering about involving everyone in the nature. And when it comes portation; or advocating on national and inter- provide paid days off for exams.” process. That’s the key to our positive corpo- to the Canadian Canola national issues that impact farm profitability As part of the company’s benefits plan, em- rate culture around here.” with policy makers in Canada or internation- ployees receive a health spending account of Growers Association (CCGA), ally, the team at CCGA keeps that vision at the $400 annually that covers medical, dental and that culture is rooted in heart of work every day. vision needs. But there’s also a separate physi- One of the newest programs to come out of cal wellness spending account of $500 that a decidedly bottom-up the Engagement Committee is a top-up pro- lets employees get creative when approach, where employees gram for maternity and paternity leave. The it comes to their well- top-up provides 90 per cent of salary for up being. are the catalyst for many of to 15 weeks for maternity leave and 12 weeks the programs that contribute for parental leave and adoptive parent leave, bridging the gap left by regular employment to a healthy workplace. insurance benefits. “It has a huge impact when it’s the employ- Since its launch this spring, four employees ees who are bringing ideas forward and mak- have already taken advantage of the top-up. ing the decisions,” said Larysa Motruk, human “People who were expecting said this was resources director for the organization. better than a Christmas present!” Motruk The cornerstone of the culture lies in the said. “We even back-dated the program so Engagement Committee, an employee-led someone who was already on maternity effort that encourages improvements and ad- leave could take advantage of it.” ditions to workplace conditions. It’s likely part In addition to the financial lift, the of the reason the organization — with fewer program also includes a phased re- than 65 employees — sees very little turnover. turn to work component. It al- As CCGA celebrates its 35th anniversary, lows returning employees a the organization reflects on the diversity of gradual return, from 50 its workplace, with people from varying back- per cent time up to grounds and diverse skills and experiences. 100 per cent time Many of those employees have been at CCGA over the course of for upwards of 10 years, and some even cel- two months. “It’s ebrating more than 20 years at CCGA. important for Many of the employees at CCGA didn’t employees to imagine a career in agriculture, but this sec- fully adjust to tor has provided exciting career opportunities being back in for staff working in areas such at IT, econom- the workplace,” ics, communications, accounting, customer Motruk said. service and more. As the national voice for “This allows

We’re proud to be selected as one of Manitoba’s Top Employers in 2019 – the same year we celebrate 35 years of Helping Farmers Succeed. 35 years 12

Front row, from left: Dan Lussier, CEO, Joe Sacco, VP Operations, and Lea Ledohowski, President. Back row, right: Lane Ledohowski, Executive VP. CANAD INNS Middle row: Tracy Gehring, General Manager of Canad Inns Destination Centre Transcona, and her Management Team. CANAD INNS PHOTO

employees very seriously,” she says. “Our then work with them to define their role in a “Our management team has a deep sense COMMUNITY mission is to provide our guests with the best way that fit their talents and interests. That of having our business give back to the value and service in the industry. You can’t do benefits them and us.” community — the people we serve, and the COMMITMENT that without a happy, productive workforce. At the same time, Canad Inns’ management people we employ. It’s a simple concept, but We’re nothing without our people.” team strives to create a work environment the synergy is important.” AT CANAD INNS While Canad Inns has grown significantly that stresses building personal relationships It’s a concept that’s worked for four over the years, it hasn’t grown so large that and instills a sense of belonging. decades — and counting. BY TODD LEWYS its management team has lost touch with its “We do a lot of team building — that helps “A lot of employees stay with us for employees. people to get to know each other better, decades,” notes Ledohowski. “I think that’s Over the last four decades, “Organizations can get too big,” says which develops a higher level of teamwork because we provide an environment that Canad Inns has established Ledohowski. “We made the decision to from management on down. The more we helps them enjoy what they’re doing. That stay smaller and local early on. Doing that enjoy working together, the better we’ll serve involves making them feel appreciated, itself as Manitoba’s largest has allowed us to maintain a horizontal our customers.” placing them in a position that’s specific to management structure where there are never Ledohowski adds that management also hospitality provider and one their talents and providing them with the too many layers between our executives and works hard at listening to what employees support they need to grow.” of Manitoba’s Top Employers. our front line employees.” have to say, as some of the best ideas come That notion of providing support runs Their ascension to the top has been That philosophy has allowed Canad Inns from the people who work at front line. inspiring. to stay true to its roots of being a Manitoba- “We do our best to listen and implement deep at Canad Inns. After all, it isn’t often that a local company grown business that seeks out local talent. their ideas. It’s important that management be “As an organization, we support local and gets the better of hotel chains that possess Which is to say that if a job applicant accessible to maintain communication with all community-oriented charitable programs international reputations and myriad shows a willingness to work hard and learn, levels of the organization. It’s the only way to through the Canad Inns Foundation,” resources. they’ll be given the chance to grow within create a cohesive, successful company.” says Ledohowski. “We appreciate people Lea Ledohowski, President of Canad Inns the organization. Employees at Canad Inns also benefit choosing us. That makes us want to give says the company’s success — both as a “Several of our vice-presidents actually from education support programs that back to the community we serve — both hospitality provider and workplace — can be started out in entry level positions. If provide scholarships and opportunities for the public, and our employees. We don’t attributed to a simple philosophy. someone’s ambitious, we’ll mentor them in skill development and pursuing a higher do everything perfectly, but we’re always “We operate as part of the community and the direction they want to go,” she says. “We education. evolving to become the best employer and take that commitment to our customers and seek out homegrown people, train them, and In short, Canad Inns is people focused. community citizen we can be.”

EAT MEET ONE OF MANITOBA’S TOP EMPLOYERS!

Manitoba Owned… Manitoba Grown… Manitoba Proud!

STAY PLAY 13

CWB NATIONAL LEASING INC.

THRIVING THROUGH COMMUNICATION

A culture of connection and Grant Shaw, the company’s Senior Vice- community garden areas. Staff can also con- President of Strategy, says you get a sense of template the more than 230 original artworks sharing drives CWB National the open culture the minute you walk through on display in the office and may even get some Leasing. the door. first-hand inspiration from a visiting artist creat- “It can be something as simple as walking ing a new work. CWB National Leasing is a Winnipeg-based down the hallway and seeing people saying The sense of wellness also extends into equipment leasing company that helps more hello to each other,” Shaw says. the community, as employees are provided than 70,000 Canadian businesses secure the “We’re very inclusive in the sense that every- paid time to participate in charitable activities tools they need to grow. Canada’s largest and one’s opinion matters; everyone has an oppor- and volunteering. The company also brings in longest-standing equipment financing com- tunity to contribute to the organization. Beyond speakers from charitable organizations to high- pany, CWB National Leasing has been provid- that, we focus on finding out what people’s ex- light ongoing initiatives staff can support. ing financial services to businesses in Canada pectations are when they come to work here.” CWB National Leasing offers an attractive and the U.S. for over 40 years. The company aims to get the conversation benefit package rolling through transparent communication from the top down. Employees start with three weeks of vacation “There’s no information that’s unknown in and are also offered time off through flexible this organization,” he says. “We are completely work arrangements and up to six paid personal transparent, share a lot of information and keep days off per year. Staff members are encour- people informed of what’s going on in the or- aged to save for the longer term with matching ganization.” RSP contributions from the company. There’s The company gets employees directly in- also a share purchase plan through which em- volved through its bi-monthly “Pardon the ployees can contribute up to 10 per cent of Interruption” meetings, where the company their salary and enjoy a five per cent contribu- brings in lunch and introduces new team mem- tion from the company. Every employee gets an bers, celebrates anniversaries and provides in- automatic two per cent contribution from the sights into the business by discussing financial company. information and where challenges and oppor- CWB National Leasing also takes pride in tunities lie. knowing happy staff members can be the com- Although CWB National Leasing has over pany’s best recruiters, offering bonuses of up to 400 employees across Canada (with more than $2,000 for new employee referrals. 300 in Manitoba), the company makes sure to Shaw has worked at the company for over loop them into the conversation. two decades and says it’s been an experience “We ensure that out-of-town employees like no other. have an opportunity to participate in meetings “I’ve never worked for a place like this before via a webcam,” Shaw says. and I can honestly say that’s been the case since Day 1,” he says. “The previous leadership that Employee wellness is also front and centre was here instilled such an inviting, open culture Staff members enjoy free access to an on- that we still have today. I can truly say it’s the site fitness facility and are encouraged to re- best place to work.” duce the stress of a busy day in the company’s Zen Zone relaxation and mediation space. The company also offers a certified trainer who can provide professional-level health coach- CWB National Leasing employees celebrate ing via web and email. after a team-building activity. Employees with green thumbs can relax while working in one of the company’s three PHOTO BY BRADLEY GERBRANDT 14

FUSION CREDIT UNION

GREAT PEOPLE DRIVE GREAT RESULTS The official amalgamation of Catalyst and Vanguard Credit Unions ushered in a new era in financial services in Parkland and southwestern Manitoba communities.

The result was Fusion Credit Union, a full-service financial institution, with 175 employees serving nearly 30,000 members through 18 branches across the region. With assets under administration of more than $1.06 billion, Fusion has the capacity, the shared commitment and the opportunity to support growth and prosperity in its branch communities and beyond. salaries and company benefits, including Very proud of its community roots, Fusion members through patronage payments. In “We have an outstanding, talented group training allowances, education funding took its community service ethic further 2018, Fusion members were on the receiving of employees,” says Ron Hedley, Chief and other professional development still in introducing its Full Circle Fund. This end of more than $1 million dollars. Indeed, Executive Officer for Fusion. “We’ve really opportunities. The credit union considers special fund provides support to worthy, the credit union has paid patronage returns to gelled and come together as a team, and I itself an “idea place” and encourages staff particularly ambitious, projects that enhance its members every year for the past 19 years. think that’s reflected in the way we care for to develop creative ideas about how the the quality of life for people of all ages in Hedley says Fusion continues to succeed our members.” organization can strengthen its commitment the communities served by Fusion. Recent by staying true to its vision, mission and Hedley says Fusion staff take their work to innovation and service excellence. community projects funded include the values and by ensuring that the best interests seriously, but not themselves, as they strive “We’re constantly doing innovative things Gilbert Plains Community Hall, Whitmore of its members are always an organizational to foster fun, team-oriented, collaborative and people across the organization are always School Playground in Dauphin, Foxwarren priority. The organization recognizes the workplaces. That company enthusiasm is encouraged to participate,” says Hedley. Arena, Binscarth Museum and the Oak Lake value of outstanding member service clearly catching on as Fusion Credit Union “We value everyone’s feedback and input, Community Hall. delivered by a team of staff members who made its way onto the 2019 list of Manitoba’s and listen to every voice. Great ideas have “We launched the Full Circle Fund in 2019 Top Employers. come from every level of the organization.” as our way to support projects and groups share Fusion’s values and take pride in their “Fusion has already earned a reputation Owned by its members, governed by that reflect the priorities and values that work and their communities. as a Top Employer. Yes, the benefits we offer a board of directors, and staffed by area matter most in our communities,” he says, “Our members deserve the very best, and are excellent, but we also cultivate a work residents, Fusion continues to be one of adding that many staff members are also so do we, as co-workers and team players,” environment that aligns extremely well with the most active supporters of community active volunteers. “This fund has supported says Hedley. “Great people drive great the values we share with our members and organizations and events in the region. The everything from youth sports to legacy results.” communities, and the many groups and credit union is a major sponsor of Credit Union projects and everything in between.” For more information about career projects we support,” says Hedley. Place and Countryfest in Dauphin, as well as Fusion has given back in other significant opportunities with Fusion Credit Union, Fusion employees receive competitive the Royal Manitoba Winter Fair in Brandon. ways, notably by returning profits to its visit fusioncu.com. 15

JOHNSTON GROUP INC.

lead group exercises. FOCUSED ON “It’s definitely a popular part of the wellness program,” Angus said. “The classes Canad Inns family members getting ready to WELLNESS & are a hit and they send the signal that we have fun and show Canad pride in the annual think it’s important for employees to look Santa Claus Parade. TEAM SPIRIT after themselves.” In addition to the wellness program, BY SHEL ZOLKEWICH Johnston Group also offers the rare commodity of financial incentives to its employees for referrals of new staff members. Lunch hour fitness classes, Angus explained that every employee likely year-end bonuses and has people within his or her circle that would be a good fit and could contribute to the team. paid sabbaticals are just “It’s actually been more successful than the beginning of what’s we thought,” he said of the referral program. offered under the umbrella “We’re proud of our new facility and it’s easy for employees to bring their friends here. It’s of the JG Wellness just another way to help us ensure we bring Program at Johnston Group the right people into the family.” Johnston Group also offers year-end Inc., a group insurance bonuses as a way to share success with the benefits company with people who make it happen. 275 employees based in “It’s simply part of our approach — that we’re a team. We make it happen together Winnipeg. and share in the success together,” Angus said. “It’s important to our business,” said “It’s based on fiscal year-end performance and president Dave Angus. “Employee wellness everyone gets the same bonus. It really sends and health is how we measure ourselves. So it a strong message to employees.” certainly makes sense that we lead the way.” Johnston Group also offers a variety The company created the wellness of other financial incentives including program with four pillars in mind — physical, complimentary Costco memberships and emotional, mental and spiritual. It’s an discounts on a range of goods and services employee-run program with each pillar through the Workperks discount program. represented by a committee that puts on Vacation time at Johnston Group begins activities and manages yearly initiatives. with three weeks and increases by a day each “We were really enthused by the reaction year. Angus said time away from work is a of the staff to get involved in the committees critical component to overall wellness. the 15th year mark (six weeks) and the 20th culture that’s been nurtured at Johnston around the wellness focus,” Angus said. “It “A group of overworked employees year mark (eight weeks). Group. underlines how important it is for companies quickly impacts productivity, so some time to to have a focus on wellness in today’s refresh and recharge is good for everyone. “It’s a chance to take a step back and “If you want to be an employer of choice, workplace.” Employees truly deserve time off to be with take care of themselves and really do those the work experience is really important these The office boasts a fully equipped fitness their friends and families and take care of things they’ve been dreaming about,” Angus days.” Angus said. “There have been so many centre with treadmills, rowing machines, themselves,” he said. said. “It’s the opportunity to do those things positive changes in the workplace and there stationary bikes, free weights and a robust In addition to generous vacation days, they’ve never had time to do before. Refresh will be more as the next generation strives for schedule of regular fitness classes. The facility employees may also opt for a paid sabbatical the spirit.” work-life balance.”new we could do what we sees lots of activity before and after work, but of four weeks at their 10th anniversary with Angus added that all the programs do better by staying true to who we are and it’s busiest during lunchtime when employees the company. A sabbatical is also offered at combined illustrate the positive corporate staying local.”

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

Fortunately, we’re wild enough to try. johnstongroup.ca 16

MAGELLAN AEROSPACE, WINNIPEG

MORALE IS SKY-HIGH AT MAGELLAN

BY SHERRY KANIUGA

Excellent benefits, training opportunities and wellness programs all help make Magellan Aerospace a great place to work. But it’s the sense of camaraderie and familiarity that make employees feel they’re at home. “A lot of people here have worked alongside the same people for years, and programs to prepare new hires for work, as 50, and every year we have people celebrating of employees. they really do feel like a family,” says Julie well as development, leadership, skills and 30-, 35-, even 50-year anniversaries. That says Because investing in employee health is a Robichaud, Executive Assistant for Magellan’s technical training programs to “upskill” their a lot about the company.” win-win, staff can choose to join Magellan’s Winnipeg division. staff, Hay says. The number of women working in the well-equipped onsite wellness centre for just A global manufacturer of aerostructure Ongoing employee development and industry has also increased. Female hires into $5 per month, and can also get discounted assemblies and aeroengine components, professional accreditation is encouraged — the trades have exceeded the norm over the memberships for all of their family members that serves the commercial aerospace and Magellan funds up to 100 per cent of tuition last three years, Hay stated. at Shapes Fitness. defence sectors, Magellan has been in for job-related programs. While their work is intense, employees still The excellent benefits and pension business in Manitoba for nearly 90 years. Its Partnerships with schools are also important. find a way to have fun, while supporting the program, competitive wages, economical Manitoba operations manufacture complex The company works closely with Red River community. Staff pay into an optional Social parking and the fitness facility, plus all of the components and assemblies, space products College, the University of Manitoba and the and Welfare Association, and the company extra perks, contribute to the longevity of and services, and specialty products. Winnipeg School Division, whose Technical matches the amount contributed. This careers at Magellan, Robichaud says. But it The 565 staff in Manitoba mostly work in Vocational High School runs an Aerospace funds holiday parties for staff and families, always comes back to the people. the company’s large complex in Winnipeg, Maintenance and Manufacturing Orientation subsidized family outings to hockey or “It’s so great to work for a company that with about 50 employees at a smaller plant in Program that graduates about 30 students football games, a summer picnic and more. really commits to the community, focuses on Rockwood. The family dynamic exists at both annually — many being hired by Magellan. Employees also support local charities with a healthy workforce and being diverse, and locations, and transcends status. “We get a semi-skilled, motivated worker, payroll deduction contributions and donation has solid roots in Winnipeg. It helps you get “We have both a unionized and a salaried and we take them up to the next level,” Hay drives for local organizations such as Siloam up in the morning and want to go to work environment, but we all work together,” says. Mission and the Military Family Resource every day.” explains Stephen Hay, Resource and Training The workforce has been changing over the Centre (MFRC), and rack up about 2,000 Manager. “Our general manager walks the years, and Magellan has welcomed an influx volunteer hours each year with initiatives like floor all the time and connects with people. of new Canadians through these industry United Way’s Day of Caring or on Habitat Honest, open communication is key for programs and beyond. for Humanity home builds. Magellan’s Social Families enjoy the day at Magellan’s annual everybody.” “We have a really diverse population here, and Welfare Association also invests in the Tinkertown Family Picnic. Constant learning and improving is also and we love it,” says Robichaud. “We are also education of the next generation, awarding key. Magellan boasts several internal training very diverse age-wise: our average age is about $250 scholarships each year to four children MAGELLAN AEROSPACE PHOTO

Magellan Aerospace, Winnipeg is a leading Canadian aerospace company with over 85 years of experience in the global aerospace industry. Magellan offers exciting career opportunities in a variety of disciplines. We know that personal and professional development is fundamental to the success of every individual, and every individual is fundamental to the success of our business. When you’re part of Magellan, you’re part of a team. Ready to launch your career? See what opportunities await at: www.magellan.aero/careers/

Magellan Aerospace, Winnipeg A Division of Magellan Aerospace Limited 660 Berry Street, P.O. Box 874, Winnipeg, MB R3C 2S4 Fax: 204 774 0195 17

Manitoba Blue Cross employees come together for their Stronger Together event in support of CancerCare Manitoba.

quality, customer service, integrity, respect, teamwork and community spirit.” The company ensures its employees have the ability to learn and develop, be MANITOBA BLUE CROSS innovative, and be challenged to serve clients better while pursuing personal career aspirations. “Employees are key to our success, individual and group benefits. With a focus ever-changing employee population.” and their development and growth is on flexibility, it continues to adapt products The compensation package includes a essential to us. As a testament to this, we CULTURE and services to meet Manitobans’ changing competitive salary, comprehensive benefits offer a program called CARE (Creating health-care needs. and a pension plan. In addition, employees A Rewarding Environment), which is a OF CARING “Our coverage is designed for enjoy free access to an onsite fitness facility platform designed to foster learning and development,” Slikker said. Manitobans,” said Brenda Slikker, interim as well as a staff lounge that includes a full “CARE encourages our employees to BY JENNIFER MCFEE president and chief executive officer. kitchen, foosball and pool tables, television be fully engaged as partners in their own “We have a deep understanding of the and various games for recreation. Healthy professional growth.” health-care landscape in the province and snacks and meals are available for purchase Community initiatives remain another the needs of Manitobans.” from their Blue Café. key component to the positive workplace The organization also makes it a priority Employees can also look forward to staff culture at Manitoba Blue Cross. Some of Manitoba Blue Cross to care for its employees, which is evident barbecues, Family Fun Days and other this year’s events included a United Way is marking a milestone in its ongoing acknowledgment as a Top special events such as the annual holiday campaign, Grow-a-Row for Winnipeg achievement by being Employer. gala and children’s holiday party. Harvest, Children’s Hospital Foundation “This is an important recognition for us. With more than 300 employees, Manitoba fundraisers and Stronger Together, an event recognized as a Top Employee engagement and satisfaction are Blue Cross believes in an environment that aimed at bringing employees together in the Employer for the what we strive for as a company. Manitobans fosters flexibility and wellness alongside fight against cancer. Christmas Cheer Board spend a great deal of time at work, so we opportunities for growth and development. collections will be starting soon. 10th time. believe in providing a culture that fosters “It’s the balance that we strike to ensure In addition, the company conducts surveys wellness, growth and work-life balance,” our employees are rewarded for their each year to measure employee satisfaction, Slikker said. accomplishments, supported in their lives with a more extensive survey conducted “Health and wellness are woven into our and motivated in the day-to-day,” Slikker every three years. Recent statistics indicate The not-for-profit organization provides corporate culture. We provide employees said. that 96 per cent of employees are proud to health, dental, travel, life, disability and with flexible work-life balance initiatives “All of our efforts and initiatives are in work at Manitoba Blue Cross and 95 per cent employee assistance coverage to more that support physical, emotional, family and support of the physical, psychological, enjoy working there. than half a million Manitobans. For 45 community health and enhance employee spiritual and financial health of our “We genuinely care about our years, Manitoba Blue Cross has been the satisfaction. Our comprehensive benefits employees. We are a caring company employees,” Slikker said, “and consider province’s leading provider of cost-effective package is responsive to the needs of our that is committed to our core values of Manitoba Blue Cross a family.”

Manitobans working

for Manitobans Learn more about a career with us at mb.bluecross.ca

*Trademark of the CABCP †Trademark of the BCBSA

Work-life Competitive Career development balance compensation opportunities 18

MANITOBA HYDRO

to. Considering they had never faced a storm a workforce that reflects the communities it “We spend a lot of time talking to our em- DEDICATED of such magnitude and didn’t know the extent serves. For example, 20 per cent of its staff are ployees and we do a lot of video work and of what lay ahead until they were in the thick of Indigenous, but that number rises to over 50 profiles,” Powell said. “That could be people WORKFORCE it, Harrald said the response showed the em- per cent in northern Manitoba. who work for us up north, a meter reader or ployees’ commitment to both their jobs and Manitoba Hydro has also developed special somebody in the dispatch office. their fellow Manitobans. training programs to increase the represen- “We want to communicate that this isn’t a POWERS UTILITY “It was the worst storm we’ve ever dealt tation of Indigenous people in its workforce. giant faceless company. It’s made up of Mani- BY GEOFF KIRBYSON with,” she said. “How they came together was For example, they have two Indigenous pre- tobans, your friends and neighbours. Every- phenomenal. We went from, ‘there’s a storm’ placement programs to provide Indigenous body knows somebody who works at Hydro.” to ‘we have things to fix’ to ‘there’s a state of candidates with academic upgrading and If Manitoba Hydro employ- emergency, we need to mobilize.’ on-the-job training to meet the requirements “People feel like they’re part of something of either the line trades or power electrician ees were not dedicated, bigger than just Manitoba Hydro,” Harrald training programs. Two Manitoba Hydro teams raised over there would probably still be added. “(Providing) reliable services to the One of the ways in which Hydro gets its $10,000 in the recent CancerCare Manitoba people in the province today province of Manitoba is different than just do- message out about it being a good corpo- Foundation Ride Inside, a stationary bike ing a job.” rate citizen, as well telling compelling stories fundraising event in support of young people Many employees have been with the utility about its employees, is through its social without power. living with and beyond cancer. Winnipeg Jets for a significant portion of their careers and media accounts. captain Blake Wheeler and his family were Thanks to Manitoba Hydro employees, the have a great deal of pride in the work they do, more than 160,000 customers who experi- Harrald said. They spend the vast majority of special guests and key fundraisers. enced power outages during the Thanksgiving their work days operating under the public ra- weekend snow storm had their electricity re- dar, but when they were suddenly front and stored as quickly as humanly possible. centre for days on end, they stepped up The speed with which they could once again in a big way. heat their homes and cool their perishables “I had text messages from the was far from a straightforward process. Ap- spouses, partners and family members proximately 950 kilometres of hydro lines and of employees working in Lundar and about 4,000 wood poles were damaged, some Portage la Prairie saying, areas worse than others. ‘Thanks for taking care of “It took a couple of hours to a couple of my spouse, partner, or weeks depending on the damage to the area child.’ It extends beyond you were in,” said Scott Powell, director of cor- the people in the field — porate communications at Manitoba Hydro. it’s their families,” she said. “On Kingston Row (in Winnipeg), our crews From their employment basically had to turn into lumberjacks before packages and compensa- they restored the power because they had to tion to involvement with the remove so many trees and branches.” community to charity work, It’s this sort of employee dedication that Manitoba Hydro’s employ- contributed to Manitoba Hydro being named ees feel that their company one of the province’s Top Employers for the cares about them, she said. 10th year in a row. “There are over 30 regis- Sharon Harrald, vice-president of human re- tered charities they can do- sources and corporate services at the provin- nate to through payroll de- cial utility, isn’t surprised. duction. They’re encouraged Whether they were climbing poles, answer- to be involved in the com- ing phones in the call centre or dealing with munity and they’re recognized the non-stop questions from the media, Mani- for doing so,” she said. toba Hydro employees approached the tasks Hydro is also proud to have at hand with professionalism, energy and gus-

PROUD TO BE ONE OF MANITOBA’S TOP EMPLOYERS FOR 10 CONSECUTIVE YEARS GENERATING

BRIGHT INCLUSION & FAIRNESS WORK-LIFE BALANCE GREAT BENEFITS FUTURES ECO-CONSCIOUS DIVERSE & CHALLENGING LEADER IN SAFETY

www.hydro.mb.ca Available in accessible formats upon request. 19

MANITOBA PUBLIC INSURANCE

fostering a culture of excellence to best serve That journey demands the intentional prove safety, morale, quality, cost and pro- A STRONG its customers. and continuous development of leadership ductivity. As MPI is aiming to provide the best “Exceptional coverage and service, throughout the company. value possible to Manitobans, all staff are be- TEAM FOR THE affordable rates and safer roads are at the One of the central ways this feat is being ing encouraged to participate — from front- heart of everything we do, for all Manitobans,” accomplished is through MPI Lead, its in- line to senior management. house leadership development program. JOURNEY AHEAD explains Satvir Jatana, MPI’s Vice-President, The one-day session focuses on eliminating Human Resources and Corporate Services Launched earlier this year, the dynamic waste — which is any activity that doesn’t add and Chief Human Resources Officer. suite offers new and established leaders the value to the products or services offered to “Financial prudence is a critical element opportunity to develop both their business customers. Manitoba Public Insurance in providing affordable rates. However, and people leadership skills. delivering on that promise doesn’t come Driving business results and cultivating Participants are able to identify challenges oversees 1.2 million Autopac without obstacles. One of the issues we face up-and-coming talent, MPI Lead delivers and ways to improve the customer’s policies annually and processes is the rising cost of vehicle repair. As vehicles measurable objectives through classroom experience by breaking down key interactions. 1,200 insurance claims each become more advanced technologically, and e-learning sessions as well as on-the-job For example, they may analyze filing a claim completing safe and proper repairs becomes projects and monthly discussion groups. after a collision looking at every stage from working day. As the trusted more expensive, which has a direct impact Managing Diverse Teams, Difficultthe Contact Centre employee taking the call provider of auto insurance on rates. We have to innovate and challenge Conversations and Managing Change are to seeing that vehicle repaired and back on the way we do things to ensure we fulfil just a few examples of the wide range of the road. and driver services for every our mission — for both employees and leadership development courses being “We’re focusing on customer-centric Manitoban, MPI knows it customers.” offered. The program is designed to give products and services delivered through With that in mind, the non-profit Crown leaders the tools they need to not only needs a strong team. And that efficient and agile platforms. And that corporation is undergoing a transformation. succeed professionally but also run more means supporting effective and With its new President and CEO Ben Graham effective and dynamic departments. requires skilled and engaged employees — engaged leaders. taking the helm in February 2018, the focus And the Lean 101 course is a perfect they drive all that we do,” Jatana said. has shifted to an unwavering commitment to example of that balance. “We want to empower our teams to reach That’s why the organization and its staff of customer experience and transparency in its Lean training teaches operational strate- their full potential and channel that energy into 1,900 across the province are committed to dealing with all stakeholders. gies that engage staff to continuously im- serving Manitobans well, every single day.”

Drive your career forward. 20

NFI GROUP INC.

tion of growing international business and a external institutions and connects with future Perhaps that’s why so many NFI employ- PEOPLE DRIVE series of acquisitions to grow and diversify employees by providing summer employ- ees stay with the company for as long as the company. ment opportunities, apprenticeships and they do. Of the 9,000 people currently em- NFI GROUP’S Janice Harper, NFI’s executive vice-presi- paid internships. ployed at its various locations, almost 1,200 dent of human resources, says people have “Without constant investment in our of them have been with the organization for SUCCESS played a major role in the evolution of the people we can’t expect to learn, grow and more than 20 years, including a large num- business, and the company has identified innovate alongside this changing industry,” ber of Manitobans. BY JIM TIMLICK investing in staff as one of its top priorities. Harper says. “All of those things really re- And that employee/employer relation So, it’s hardly surprising NFI has been named quire you to be continuously learning and doesn’t necessarily end even when someone’s NFI Group Inc. (NFI) one of Manitoba’s Top Employers for 2020. developing. We really need to continue to career comes to a close. NFI helps employees It marks the 10th time since the competition help our people upskill.” save for retirement through the pension plan has undergone numerous was established in 2007 that NFI has been While NFI employees have worked hard option that best suits their needs. In some changes since founding named to the list. to make the company successful, they do cases, employees may also have the option to “We’re so proud to say our 2020 award have occasion to play. An employee social take advantage of phased-in retirement work in Winnipeg nearly builds on a foundation of past honours as committee organizes numerous fun events options that allow them to work part-time as 90 years ago. one of Manitoba’s Top Employers. Locally, throughout the year including summer bar- they near retirement. this is an important recognition and valida- becues, golf tournaments, children’s holiday “It’s also a good way to engage their years From its humble beginnings as Western tion, especially with NFI headquarters locat- parties, retirement celebrations, and a family of wisdom through some of those transitions Auto and Truck Body Ltd. in 1930, NFI has ed here in Winnipeg and driven by an inter- fishing derby. Employees are also encour- and transfer their knowledge to the next grown to become one of the leading inde- national team of incredible people,” Harper aged to participate in a number of charitable generation,” Harper says. pendent bus manufacturers in the world, of- says of the honour. and community efforts including NFI’s annual As gratifying as it has been to be ranked fering innovative mobility solutions through “I think it’s recognition of the decades of United Way fundraising campaign, which this among the province’s Top Employers, Harper buses and coaches, technology, and infra- steady growth, and the ongoing effort, com- year raised more than $470,000 and sup- says NFI has no intention of resting on its lau- structure — with a specific focus on zero- mitment, and strategic focus that we’ve un- ported 22 United Way agencies across the rels when it comes to providing the training emission vehicles. It now operates 50 facili- dertaken to make NFI a great place to work U.S. and Canada. and resources employees require. ties in 10 different countries and its list of and build a career. If you walk through our “It’s important for us to take time to cele- “We’re focused on ensuring that when companies includes New Flyer, Motor Coach doors, you’ll see right away that we take our brate, recognize, and promote individual and we’re doing things, we’ve got the right Industries, ARBOC, Alexander Dennis Ltd., work environment and commitment to peo- team accomplishments, as well as the exten- tools and are setting the right tone for our NFI Parts, Carfair Composites and KMG. It ple very seriously.” sive diversity across our international team,” people, rather than just thinking we have all has also developed leading-edge technol- NFI has done more than just pay lip ser- Harper explains. “It’s also a great way to de- the answers,” Harper explains. “We’ve got ogy including the first LED headlights used vice to the idea of investing in its employees. velop a sense of collaboration and team spirit a lot of work to do — we’re proud of our his- in the industry and the first battery-electric It provides a variety of in-house training ini- within our culture. We work hard to build a tory, but excited for our future — and we’re transit bus. tiatives, including the NFI Learning Institute, diverse and inclusive workplace, and believe going to work hard together to enable the NFI currently employs about 9,000 peo- and has delivered more than 115,000 hours this is one of the big reasons we’ve been suc- future of mobility.” ple globally, including 3,000 at its Manitoba of training to employees of its New Flyer di- cessful over the long-term: everybody lends a operations. Those totals have nearly doubled vision in 2019 alone. NFI also offers current unique perspective, which in turn builds stron- over the past few years thanks to a combina- employees tuition subsidies for courses at ger dialogue across our team.”

Join the global industry leader and accelerate your career.

KMG 21

PALLISER FURNITURE UPHOLSTERY LTD.

history of humanitarian work is as long as his its hiring practices. The culture and benefits Palliser recently launched the “Calm Zone” PALLISER WORKS business record. are big part of the attraction to any good initiative that invites staff to take part in “We’ve had some partnerships with hiring company and Palliser works hard to make guided meditation and low-impact stretching FOR THE GREATER refugees directly into the workforce (in sure its offering to employees continues to and yoga over the lunch hour. Mexico), but the refugee population is rapidly remain competitive. Other benefits for employees include GOOD growing at the southern Mexico border, and “That’s something every company needs tuition subsidies, paying employee prices we need to think of new ways to match industry to do to make sure they’re current and up on made-to-order furniture and access to BY GEOFF KIRBYSON needs with the workforce.” Ferris said. to date. Palliser is very people-oriented and wholesale pricing at EQ3, a division of the So, Palliser put together a contingent, wants to make sure our people feel supported Palliser group of companies. Palliser Furniture might including Ferris and DeFehr, that travelled to and rewarded, making Palliser a place they In addition, Palliser is setting itself up for a the town of Tapachula to see the situation up are proud to be a part of,” she said. bright future. The company recently opened be the only manufacturer close. (DeFehr is no stranger to the UN. He The company also has a very active social a new office workspace in Winnipeg that in Manitoba — or possibly took on one of its senior positions in Somalia committee that plans a wide variety of events was designed to encourage teamwork and in the 1980s when warlords first took over the for the staff throughout the year, as well as communication. It features plenty of natural even in Canada — to have famine-ravaged country.) charitable initiatives at agencies such as light, a modern environment and open work a growing relationship with The desire to promote the greater good is Siloam Mission and Main Street Project. areas. a big part of Palliser’s corporate DNA at its “We collect tins for the bin but we also “We are moving into a new way of working the United Nations. headquarters in North Kildonan. In fact, its create hampers for people within our own to drive innovation, collaboration and workforce bears a striking resemblance to the Palliser community who may be able to use energy,” she said. “It’s an exciting time to be No, the Winnipeg-based furniture maker UN itself. them. We give out but we take care of our part of a company with such a rich history, doesn’t provide comfortable chairs and sofas “We have a very inclusive own people, too,” she said. and an exciting future.” for the break rooms of the intergovernmental workforce and we support As part of its health and wellness plan, organization responsible for maintaining newcomers to Canada. peace and security and fostering co-operation These are people who around the globe. Instead, it has partnered want to start a new life. with one of its divisions — the United Nations They’ve overcome a lot High Commission for Refugees (UNHCR) — of adversity and made to create a refugee employment program to their way to us. They help people arriving in Mexico from South work very hard and America in search of a better life. they add a richness “Palliser is leading an innovative project for and depth to our the region, and setting up a training program workforce. We’re targeting employability skills for the refugee very diverse and population. The refugee process takes we’re lucky to have time, so as employers of the region it’s an them in Winnipeg,” opportunity to develop skills that can benefit she said. industry in the area, while helping these “We’re an families get established.” said Wendy Ferris, organization that cares Palliser’s Chief Culture and People Officer. about the people within Palliser has a trio of plants in Mexico, in our walls and beyond Matamoros, Saltillo and Las Colinas, and our walls.” employs about 1,800 people there. It also has Palliser has once 700 employees in Canada. again made the list The driver of the company’s humanitarian of Manitoba’s Top work is longtime CEO Art DeFehr, who Employers. But it didn’t stepped down a few years ago, but whose get there just through

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PALLISER.COM/CAREERS 22

RAPID RTC

TEAM SPIRIT DRIVES INNOVATION

BY NEIL COLIGAN

When was the last time goal was to deliver a better experience for Some of that mindset is found right next celebrated with many family events, such as customers while making sure salespeople like door at the University of Manitoba. company sponsored food truck wars, bowling you’ve had a quality and fast himself got the leads they needed in as short “We’ve had the opportunity multiple times nights and a highly-anticipated May long response from a dealership a time as possible. to speak to students, provide them insight into weekend “Amazing Race/Scavenger Hunt” That effort finally paid off with RAPID RTC what it’s like to have a career in IT. Our ties to activity. during your car-purchasing Lead Manager, a suite of software tools, such the university are very strong,” says Demetrioff. RAPID RTC also supports employees who journey? as Chat and Text, that can immediately send So strong that starting last semester give back to the community. The company notices to the devices of salespeople when a the company began providing a $2,500 calls it Humanitarian Day. For Winnipeg-based RAPID RTC, that potential customer posts a question. scholarship to students in computer science. “Humanitarian Day is one paid day per “Whoever gets that lead first can respond That scholarship is part of a five-year purchasing experience is the on-ramp to a year we give to employees to give back to to it,” says Demetrioff. “To date we’re the agreement with the university. successful business. the community in any way they feel has a only provider of this type of invention in the Having a husband and wife team as “Our mission is to empower salespeople meaningful impact,” says Demetrioff. “If automotive space.” ownership fosters a family environment with to deliver the best first impression in the they want to volunteer in their child’s school Although RAPID RTC is a global company accommodative and flexible benefits for all automotive industry, by responding to classroom, they can do so. If they want to go with 300 employees, most of them are employees. New hires start with three weeks to a food bank and distribute food, they can every lead, every time with personalized located here in Winnipeg at the University of paid vacation and three family days each experience,” says RAPID RTC founder and of Manitoba’s high-tech Smartpark Research year, encouraging a work-life balance. do so. There’s no real limitation other than it’s CEO Glen Demetrioff. Park. Smartpark’s vision statement “Building Demetrioff says while his company attracts helping people in need.” RAPID RTC provides this unique software a Community of Innovators” is something employees who are innovative thinkers, they For the past few years the company has also and service to 50 dealerships in Manitoba, Demetrioff says is at the core of RAPID RTC. must also know the value of being part of a encouraged employees to work collectively with about 3,000 clients worldwide, including “Our team of LEADERS has built everything team. with a donation drive called Payroll for the North America and Europe. from scratch, and we’ve used that source code “If they feel like they are giving to the Needy. Last year, RAPID RTC employees The company began in 1996 when to propel new ideas into the marketplace,” project, and they actually have a say in the donated $147,000 to the Children’s Wish Demetrioff, a new car sales manager, and he says. “We look for individuals who are direction, that provides the highest reward Foundation. Previous recipients of its his wife Sharon founded DMT Development innovative, collaborative and view challenges back to anyone, and that’s what we’re focused employee generosity have included the Systems Group Inc. Demetrioff was already as opportunities to succeed to join our on,” he says. Children’s Hospital, the Salvation Army and creating software in his spare time. His growing team.” Demetrioff says all that hard work is the Christmas Cheer Board. 23

faculty and industry. Modern facilities en- are always thinking about what the future of RED RIVER COLLEGE rich the applied learning environment and teaching and work look like. ensure that faculty have access to the latest Supporting employees every day equipment and spaces to ensure their stu- previous initiatives from the College – is that dents are well-equipped after graduation. College employees are driven by the CONNECTION the College will be sharing the survey results “When people outside the College see success of students, but the institute also and acting on them. They’ll also be building what we’re doing here, they want to be a ensures employees have the resources on the survey with employee focus groups in part of it. Employees are proud to say they they need in order to succeed as well. The IS KEY AT the new year too. work here because they know they’re do- College’s innovative work attracts talented “Everyone’s voice matters. We want to ing big and innovative things,” says Gud- employees, and these employees stay be- RED RIVER learn more about an employee’s experience mundson. cause they believe in the bright future the working here so that we can work together The College’s new Skilled Trades and College promises. to build a strong culture,” says Melanie Gud- Technology Centre is a great example of “Our connections with industries and our COLLEGE mundson, Chief Human Resource Officer. this. Taking up 100,000 square feet on the employees continue to make Red River Col- Notre Dame Campus, the Centre is home lege recognized as a Top Employer of choice Red River College’s staff Meeting industry where it’s at to the teachings of skilled trades, but also in our province, and across the globe too,” State-of-the-art facilities? They’ve got supports innovation in technology and ap- says Gudmundson. and faculty are one of its that too. The College continues to create plied research. Everything about the space is greatest resources. A big and make new investments in learning spac- bigger and better when it comes to window es, like the Skilled Trades and Technology size, lighting, idea boards, air quality and Innovative people and places connect the reason why is their connec- Centre or the Innovation Centre (set to be more. The conversation of what learning tion to industry, and that complete next winter), to support students, spaces of the future will look like will con- dots at Red River College. tinue because of dedicated instructors who connection is also why many students choose an RRC ed- ucation here in Manitoba. That connection to industry doesn’t only enrich learning at RRC, it allows the College to ensure its employees are supported in their work, and that’s why the College has continued to make Manitoba’s Top Employ- er list for the past 10 years in a row. What they’re doing is listening With a resource this valuable, it’s impor- tant for the College to ensure it’s creating a workplace where employees feel valued, fulfilled and supported. That’s why RRC has made employee engagement a stra- tegic priority. Its leaders understand that when employees are engaged in their work, they’re happier and more productive, and that ultimately translates to greater success in the workplace and the classroom. This fall, they launched a new employee engagement initiative, starting with a new employee engagement survey. What’s dif- ferent about this initiative – compared to 24

ROQUETTE CANADA LTD.

that are healthy for them, and that are appreciate Roquette’s strong commitment “I think our employees first and foremost CULTIVATING sourced and created sustainably – without to wellness. see great value in what we do as a company: harming the environment,” says Jim Bozikis, “We give, not just new employees, but all We imagine and offer innovative ingredients Head of Communications and Public Affairs employees incentives for fitness memberships to satisfy our customers’ needs worldwide,” A SUCCESSFUL for Roquette in the Americas. and actively promote nutrition and weight says Bozikis. “The people who make up our “Because of that focus, the demand for management. We’re genuinely concerned company also value the family heritage and WORKPLACE plant proteins is growing explosively in the about the health of our employees. I think strong values at the heart of our organization’s human nutrition market, particularly for they recognize that.” culture. That’s what drives our vision of long- BY TODD LEWYS new and innovative sources such as peas,” What’s the secret behind Roquette’s term growth for the benefit of our employees, Bozikis says. uncanny ability to attract and retain our customers and for our planet.” One of the ways Roquette will meet that employees? While some companies demand is by opening the world’s largest pea struggle to find ways to protein processing plant here in Manitoba. The new plant, expected to begin operation attract and retain younger at the end of 2020 in Portage la Prairie, will workers, Roquette – a join Roquette’s existing pea protein plant in France. Their combined pea-processing global pioneer of plant- capacity will be the largest in the world. based specialty proteins While Roquette looks to staff that new plant with dedicated, hard-working for the food, nutrition and employees, the family-oriented company health markets that’s been also recognizes the importance of maintaining a good work-life balance. in business since 1933 — Consequently, both recent grads — not has not. to mention longtime employees — are encouraged to get involved in the community There’s a simple reason, says Anu they work and live in. Baldner, Roquette’s Manitoba director of “Recent graduates want to make a human resources. difference, and to them that means getting “We work hard at getting to know what out into the community to help make it a makes our employees tick,” she says. “We’ve better place. We’re all for that,” she says. found they want to work for a company “The better an employee’s work-life balance that’s considerate of their needs, that is, the happier they’ll be. That translates into promotes community involvement, and that better performance at work.” recognizes the importance of innovation and At the same time, Roquette’s management sustainability.” team strives to engage employees, new and Indeed, a key part of Roquette’s company old, on several levels. culture is a commitment to both the health of “Our management team maintains an open- consumers and the health of the environment, door policy and works hard at communicating something that comes naturally to the clearly with employees. They also conduct company as a producer of natural, healthy plenty of team-building exercises to help food ingredients. people get to know each other better. The “A new focus on healthy lifestyles and the better everyone communicates, the better health of the planet is driving a revolution in we’re going to do as an organization.” the food industry. Consumers want products Baldner adds that recent grads also

We’re Ha’Pea to be one of roquette canada Manitoba’s Top Employers for 2020! 119141 Our new, state-of-the-art pea protein plant in Portage la Prairie will become operational at the end of 2020. Come join our team and be part of the exciting future of food! Visit www.roquette.com/careers - Follow us on Linkedin 25

ST.AMANT

nities across Manitoba through Jordan’s Prin- basic daily life supports, they also enable and “Our holistic approach to work is essen- COLLABORATION, ciple,” she said, adding St.Amant has a man- advocate for meaningful social inclusion op- tial. A connected and mindfully-present staff date through Jordan’s Principle that includes portunities, jobs, and friendships. person can provide the most engaged and HOSPITALITY, providing holistic clinical supports to children, As a large, multi-faceted resource for Mani- meaningful experiences to people we sup- EXCELLENCE and delivering training and education to meet tobans with developmental disabilities and port, and their families,” said Jennifer Kilim- the learning goals that community-based pro- autism, St.Amant now employs more than nik, St.Amant’s director of human resources. grams have set for themselves. 1,800 staff. St.Amant is also known for its leadership & RESPECT AT St.Amant was once known as a place where There is a strong focus on personalized and in Manitoba’s disability rights movement, and people with disabilities would spend most of ongoing professional development, with con- played a pivotal role in the Disability Matters THE HEART OF their lives. Today, the 440 River Road loca- tinuous opportunities for staff to enjoy long- Vote campaign, held during the provincial tion is a place where people come to receive term, rewarding career growth. election. DMVote united thousands of Mani- ST.AMANT short-term health and stabilization services, Mindfulness is now a core competency for tobans in the call for dignified incomes for before they return to their homes. all staff, and St.Amant is operationalizing the people with long-term disabilities, fair wages Over the past five years, St.Amant has sup- practice across the organization, recogniz- for direct support professionals, timely access Every organization has a ported families in the process of moving 55 ing the scientifically-proven positive benefits. to critical services, and employment. people into their own homes, where they can Training topics include mindfulness at work, To explore St.Amant, check out their In- place on its walls where choose where to live, and are supported to mindful self-compassion, mindfulness-based stagram, LinkedIn, Facebook, and Twitter, carefully-selected words become more fully-included and independent stress reduction, and even silent retreats. and browse all the exciting career opportu- in their communities. Training opportunities include two-hour nities at stamant.ca. describing its mission, The more than 700 staff in St.Amant’s com- sessions, eight-week half-day sessions, and up vision, and values are on munity residential program not only provide to five-day silent retreats. display for all to see.

Rarely, however, do you find genuine truth between the words on the walls and the living DNA of a workplace’s culture. This is the ninth year St.Amant is being recognized as one of Manitoba’s Top Em- ployers, and its investments in people con- tinue paying off. “We’re expanding our values-based cul- ture with a people-first focus. Our staff know they’re respected and appreciated, so they consistently go above and beyond to provide outstanding support and service for more than 2,000 people with developmental dis- abilities and autism,” said Shirley Labossière, St.Amant’s acting president and CEO. Labossière says this year’s award is another opportunity to talk about a few things many people don’t know about St.Amant. Today, 85 per cent of St.Amant’s work hap- pens in Manitoba communities and in Winni- peg neighbourhoods; not inside the original buildings at 440 River Road in St. Vital. “Our teams support people with develop- mental disabilities and autism in approximate- ly 80 independent homes now. We have four community-based St.Amant early learning autism sites, and we’re working with children and families in nearly 50 First Nations commu- St.Amant offers meditation classes for its staff members. PHOTO BY DARCY FINLEY

  

Nine-time winner - Manitoba’s Top Employers  Excellent benefits and pension plan StAmantMB  Quality professional development 

 26

In 2020 SJR celebrates 200 years of ST. JOHN’S-RAVENSCOURT SCHOOL academic excellence and 12 straight years as one of Manitoba’s Top Employers. SJR PHOTO

for an additional 10 weeks. New fathers and Koats for Kids, Canadian Red Cross, Terry RISING TO THE CHALLENGE adoptive parents are eligible for a top-up Fox Run, D’Arcy’s ARC, Agape Table, Project of up to 90 per cent of salary for 10 weeks. 11, Operation Christmas Child and the Staff can opt to extend their parental leaves CancerCare Manitoba Foundation. into unpaid leaves of absence. SJR also offers As Western Canada’s oldest independent With two centuries of experience in providing reduced tuition fees for employees’ children day and boarding school, SJR will celebrate who qualify for school admission. its 200th anniversary in 2020. A full slate quality, well-rounded education for students from One of SJR’s guiding principles is social of special events is planned to mark this responsibility, so supporting important extraordinary milestone, including a gala Kindergarten to Grade 12, St. John’s-Ravenscourt causes is an integral part of campus life. evening in September for current and former Staff receive paid time-off for volunteerism, students, staff, and families. School (SJR) has built an impressive school as well as having a great many opportunities For more information about career community and a proud history, based on four to contribute to worthy causes as members opportunities at SJR, and the school’s of the school community. Students’ and staff 200th anniversary, go to sjr.mb.ca. pillars — academic excellence, creative expression, philanthropic efforts have helped a wide variety of community initiatives including active healthy living and social responsibility.

This shared commitment to achieving five days per year to pursue professional personal and educational excellence draws development opportunities including many students from around the world, as well on-campus mentoring programs, in-house as educators and support staff who each training and apprenticeship/skilled trades play an important role in contributing to programs. SJR pays up to $2,500 in tuition this independent, co-educational day and subsidies per year for staff taking work- boarding school’s outstanding reputation. related courses. For the 12th year in a row, SJR was named While the average work day spans one of Manitoba’s Top Employers, a distinction 8:30 a.m. to 4:30 p.m., there are that reflects the school’s success in developing opportunities for flex-time, particularly an attractive working environment for its multi- during the summer months. Employees talented staff, which includes 153 full-time and also enjoy three paid, extended long 18 part-time employees as of March 1, 2019. weekends per year. Faculty members “Many of our staff have been recognized receive an extra week of vacation at both as leaders in the field of education, as well as spring and summer breaks. in coaching, writing and music,” says Lindsay New administrative employees at SJR Stovel, SJR’s Director of Admissions and start with an allotment of three weeks of Marketing. “The commitment of the school paid vacation, while teachers are granted to community service locally, regionally and 12 weeks. Both staff groups receive two globally is second to none.” paid personal days per year, as well as In recruiting and retaining talented the paid holiday school closure period professionals, SJR offers competitive salaries, between Christmas and New Year. attractive benefits packages, and a stimulating SJR’s staff benefits package includes work environment. The scenic 23-acre school Manitoba Blue Cross coverage, a campus is situated on the banks of the Red defined-benefit pension plan and River, surrounded by Winnipeg’s Wildwood retirement planning assistance, and Park community, and offers some of the finest phased-in work options for those nearing facilities of any independent school in Canada. the end of their careers at the school. Staff have access to the school’s impressive There is a maternity leave top-up for fitness facility and participate in SJR’s mothers, up to 90 per cent of salary for 17 subsidized breakfast, lunch and dinner weeks, followed by parental leave top-up programs. Faculty members are allowed for new moms up to 90 per cent of salary 27

TRUE NORTH SPORTS + ENTERTAINMENT

President of Human Resources. “We have of learning; giving True North a common day, summer intramurals, and more. several venues that our people work at, and vocabulary related to the aforementioned The culture of not only learning and DEVELOPING they work in a variety of areas from building topics, and providing the opportunity for development, but togetherness has even operations, to ticket sales, to creative design, True North leaders to lead and facilitate the prompted some employee-led events over AS A TEAM and much more, but our differences are what learning. the past year, including outdoor hockey and make us much stronger. We’re capable of “Providing the tools for development is softball tournaments. Development is a big part of achieving a lot more because we all bring only one part of the equation,” said Olfert. “Employee engagement isn’t a switch we the hockey business. Hockey something different to the table.” “Creating that type of culture requires work can turn on,” said Haus. “We do our best to True North has demonstrated its and engagement from our employees too, create conditions for engagement where players train daily to master their commitment to its team by making and we have such hard-working employees employees feel like valued members of a craft, and developing players learning and development a priority for all who are dedicated to what we are doing. winning team doing meaningful work in an from prospects to the Manitoba employees, offering various training sessions That certainly goes for our external initiatives environment of trust. That makes it both Moose, and then to the Winnipeg and courses. Through the 7 Habits of Highly whether that be with our hockey teams, rewarding and humbling to see employees Effective People, employees are guided events, or venues, but that also applies to engage in our culture, and then raise the bar Jets is integral for success at True in how they can develop self-leadership, the work that we do internally.” by investing in it and contributing to it too.” North Sports + Entertainment. productivity, and goal setting. For those Part of that culture is achieved in the Whether in goal setting, learning, While True North employees developing in leadership roles, learning how workplace, with events like lunch and development, or engagement, and no matter may not say that they go to they can develop others comes through the learns, or “All Hands Meetings.” Equally how much growth and change True North study of 6 Critical Practices, and 4 Essential important though, is the culture that is experiences, one thing will remain constant for “practice” or “get called up” like Roles of Leadership. Not only has this developed outside of True North’s offices the organization: ensuring that they are doing hockey players do, they still strive helped employees grow together across and workspaces at events like their annual it together as a team. for continuous improvement, departments, but it has created a culture Camp Day at Camp Manitou, holiday service personally and collectively, each day at their workplaces. That isn’t just because continuous improvement is one of True North’s organizational values, and they aren’t just words to rally employees around. They’re words that define how True North does business. “True North has always strived to be a consistent source of pride in the community,” said John Olfert, President and Chief Operating Officer. “Improvement plays into that goal. If we each continue to better ourselves, we will better our organization as a whole. Through that, we can start to make an impact in our community together.” Goal setting is of course a big part of improving, and with almost 270 full-time employees and 1,500 part-time employees, conveying to each of them how their roles are contributing to the bigger picture is integral. Communicating the larger organizational goals, and then challenging employees to identify how they can help to achieve those goals, has become a big part of True North’s organizational strategy. “We have an extremely diverse group of employees,” noted Dawn Haus, Vice

WE ARE

TRUE NORTH. PROUD TO BE ONE OF EVERY DAY WE STRIVE TO HOLD MANITOBA’S TOP 30 EMPLOYERS OUR VALUES AS AN INARGUABLE TRUTH.

1819TNSE-HR-008_Top-30-Employees-Banner_update.indd 1 2018-11-12 4:29 PM 28

UNIVERSITY OF MANITOBA

INCLUSIVENESS DRIVES U OF M

BY JIM BENDER

Gaa wii ji’i diyaang is an Anishinaabe word for “walking together, helping each other.” That name was gifted by Elder Margaret Lavallee to a group at the University of Manitoba, but its meaning could also be central to the university’s approach to diversity, inclusion and awareness. “It’s a great council to support one another and find solutions to problems,” says Val Williams, the U of M’s Equity, Diversity and Inclusion Facilitator, Human Resources. “Our the Traditional Medicine Garden at the Rady on Equity, Diversity and Inclusion to look at learning opportunities at the University of goal is to walk together and help each other.” Faculty of Health Sciences on the Bannatyne obstacles and inequities in those areas. Manitoba, we can build relationships that It is a goal for both Indigenous and non- campus, with knowledge-strengthening That includes people belonging to any ensure we build a better future for everyone.” Indigenous students and staff “working to- around traditional medicines and teachings nationality, religion or gender or to the There are many related learning gether to ensure that the university campuses open to all. LGBTQ2+ community, Williams says. opportunities and resources for employees are a place where good relationships are be- “Over the past five years, we’ve also creat- “Inclusion is for everyone,” she says. at the U of M, including diversity and ing built and we’re working towards recon- ed an Indigenous newsletter,” she adds, “and “Getting to know people and building inclusion consultations, workshops on ciliation,” adds Ruth Shead, Coordinator for this year, four different Indigenous languages relationships goes a long way toward a building cultural capacity and tools to assess Indigenous Achievement at the U of M. are being taught by the department of Native diverse culture. It’s critical. We have a diverse progress. Events open to everyone — such “There can be cross-cultural challenges, studies — that’s never happened before.” community here and are committed to as the Indigenous Scholars Speaker Series so we try to introduce Indigenous ways Some of the many reasons why the U of creating a welcoming environment in which and the Unsettling Ideas Book Club to spur of learning,” she says. “We are making M was named as a Top Employer for the any individual or group can be and feel community discussions around anti-racism, progress.” Shead cites the introduction of seventh straight year include its commit- respected, supported and valued to fully decolonization and reconciliation — take an Indigenous Scholars Fund to support new ment to diversity, inclusion, Indigenous participate.” place almost every day of the year. faculty positions, and an Indigenous Initiatives leadership and opportunities for building She notes that this falls into the univer- Much of the change has also been driven Fund open to administrative units as well as to reconciliation, and Indigenous achievement sity’s priorities, as listed on its website, of from the grassroots level, and there’s still faculties, schools, colleges and libraries. and awareness. There are recent initiatives creating pathways to Indigenous achieve- work left to do. “We’ve done well, but we Gaa wii ji’i diyaang is among the 48 Indig- such as the hiring of Dr. Catherine Cook as ment; building a community that creates have to do better,” says Williams. “We’re on a enous projects that have been funded out of Vice-President (Indigenous), a new position; an outstanding learning and work environ- journey. We have not arrived. the U of M budget as a result of that initiatives launching a new self-declaration survey ment; and forging connections. “There’s no ‘other’ in this community,” she fund. Others include an Indigenous Summer (UCount) in support of its ongoing commit- “To be named a Top Employer is really a says. “We’re in this together. We’re stronger Student Internship Program; an Indigenous ment to increase student, staff, faculty and great thing to hear,” Shead says. “Through together and we will all benefit from an inclu- Languages Elders-in-Residence Program in leadership diversity that reflects society; sharing Indigenous knowledges, culture, sive culture.” the Faculty of Arts; and the revitalization of and establishing the President’s Task Force research and perspectives, and offering

Community unleashes potential. When we inspire one another, there is no limit to what we can do.

UMANITOBA.CA/CAREERS 29

WINNIPEG AIRPORTS AUTHORITY INC. Some of the Winnipeg Airports Authority team. PHOTO BY DARCY FINLEY

we’re listening to what’s important to our Employees receive free access to an REACHING NEW HEIGHTS employees, especially from a benefits and onsite fitness facility. The WAA also recently wellness perspective. It’s really about trying introduced a lifestyle spending account BY JIM TIMLICK to keep those lines of communication open.” which employees can use to pay for As part of its emphasis on maintaining anything from yoga classes to recreational those open lines of communications, the WAA hockey. And along with three weeks of Winnipeg Airports Authority a choreographer in a ballet. Every day we engages in bi-annual surveys with all of its starting vacation, the WAA offers up to five have to co-ordinate not just with our own employees. The most recent voluntary survey paid personal days along with flexible work (WAA) typically ranks among operations but work with our supply chain received participation from more than 80 arrangements to help employees maintain a Manitoba’s Top Employers partners in delivering this miracle of flight. In per cent of staff. The organization also holds proper work-life balance. addition to making sure the lights and heat quarterly meetings with employees to share In addition, the WAA provides offers each year, but it’s hardly are on, we have to make sure we have the the latest information on what’s happening at generous maternity and parental leave top-up what you might consider right people in place at the right time.” all of its operations. payments for new moms (up to 93 per cent of This year marks the ninth consecutive time WAA employees are also encouraged to their salary for 32 weeks) as well as parental a typical workplace. — and 10th time overall — the WAA has been get involved in the organization’s charitable leave top-up for new fathers and adoptive included on the Manitoba’s Top Employers list efforts in the community and receive paid parents (up to 93 per cent for 15 weeks). Full- Consider the fact it serves more than since the program was established in 2008. volunteer time along with their own charitable time employees can also extend their leave 4.5 million customers annually, including a Making the list is no easy task, and that’s donations being matched by their employer. into an unpaid leave of absence. sizeable chunk from all over the world. It also especially true in the case of the WAA, which To date, the WAA and its employees have Rempel says such offerings provide a win works in conjunction with a number of high- employs nearly 200 people at Winnipeg donated more than 65,000 pounds of for both the WAA and its employees. profile industry partners, has to follow strict James Armstrong Richardson International vegetables to Winnipeg Harvest through the “It’s important that people have lives federal regulations, has made investing in Airport as well as at smaller regional airports Grow-a-Row program. They are also major outside of work and have a work-life the community one of its guiding principles it’s contracted to operate in The Pas, Dawson supporters of the United Way and its plane balance,” Rempel says. “That balance and controls hundreds of acres of prime real Creek, B.C., and Iqaluit, Nunavut. pull fundraising event, Siloam Mission, the 220 requires you to keep family commitments, estate. “Delivering excellence in service and Red River Royal Canadian Air Cadet Squadron to keep commitments to yourself in terms “No, this is not a typical work environment,” facilities doesn’t happen without having good for inner-city youth and the Girls in Aviation of things like wellness and getting involved says WAA president and CEO Barry Rempel people in place,” Rempel says when asked Day initiative. in community events. The end result is that with a chuckle. why the not-for-profit corporation annually While working in such a fast-paced when they’re here at work they’re present and “It’s a place of work but its impact is much ranks among the province’s Top Employers. environment can be challenging, the WAA has focused and they’re able to contribute and be broader than what you might see in other “I think what’s at the heart of it is that placed an emphasis on helping employees really engaged employees.” companies. I likened it the other day to being in living our values as an organization maintain their physical and mental well-being.

Proud to be one of Manitoba’s Top Employers for 2019

waa.ca Photography courtesy of Laird Kay 30

WORKERS COMPENSATION BOARD OF MANITOBA

they feel safe, valued and respected,” says with activities, contests and seminars aimed house training is available through a variety PREVENTION Winston Maharaj, President and Chief at increasing awareness of the importance of workshops on such topics as leadership Executive Officer of the WCB. of mental health, while also reducing the and prevention of workplace harassment. EFFORTS To that end, the WCB offers many ways stigma that often accompanies it. The overall goal is not unlike the WCB’s for employees to maximize their physical “For much of our history, physical health mission to help achieve a culture of safety and psychological health, as well as take was the sole focus of employee safety in workplaces throughout Manitoba, says EXTEND TO advantage of opportunities for professional and health,” says Shannon Earle, Vice- Maharaj. “As we focus on workplace safety development. Wellness programming is President, Human Resources and Strategy. and health, we’ve spoken a lot about the WCB STAFF available throughout the year, with offerings “We now recognize that psychological importance of creating a positive culture. It’s updated on a quarterly basis, including health is just as important, and this is a high priority to expand that positive culture fitness courses such as yoga, Pilates and reflected in our approach to keeping our in our own workplace. We want to ensure that Mention the Workers Compensation strength training. own staff safe and healthy.” we offer an atmosphere of safety, inclusion Board of Manitoba to most people, and the Consistent with the WCB’s prevention Learning and development is another way and respect to all our staff members.” role of an insurance provider comes to mind. approach, mental health is a critical employees are supported. The WCB strives The WCB looks forward to continuing to But during the most recent part of its 102- component of overall safety and health for to ensure that employees are able to pursue be an employer of choice for Manitobans, year history, the WCB has steadily increased staff. Resiliency workshops, mental health training and education that contributes says Maharaj. “We’re proud of our record its focus on the prevention of workplace first aid training and mindfulness-based to success in their current roles and helps of attaining Top Employer status for the injury and illness. More specifically, in stress reduction are offered at various times to develop skills for the future. It provides last nine consecutive years. As well as 2014, the WCB created a new division throughout the year. Lunch-hour sessions staff members with numerous learning being a source of pride for the WCB, this called SAFE Work Manitoba, with a single include such topics as stress management, opportunities, including courses offered recognition helps us to continue to attract focus on preventing injuries. Since then, sleep quality and managing grief. The WCB through post-secondary institutions and and hire outstanding people and offer the through combined efforts with other safety celebrates Mental Health Week annually professional conferences. In addition, in- best service possible to our customers.” organizations, Manitoba’s time loss injury rate (reflecting the number of workers who missed time on the job due to injury) has dropped more than 16 per cent. Given the importance of maintaining safe workplaces, the WCB has also placed a higher priority on striving to meet the safety and health needs of its own staff members. It’s an important part of the reason the WCB was recently recognized as one of Manitoba’s Top Employers for the ninth year in a row. “Our strategy to keep Manitoba workplaces safe and healthy includes our own employees. They’re a big reason for our success, and it’s important that they work in an environment where

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

security | wellness | engagement | growth | WCBdoes.com 31

A STUNNING TRANSFORMATION

The 20th edition of Canada’s Top 100 Employers So much has highlights how much has changed in the changed in workplace over two decades. employment practices in the BY BERTON WOODWARD last two decades f you recently came into the flow of top talent. “Look at the positions, from specialized leadership that a staffer workplace as a young recruit at one evolution in how we work,” he says. training to employee resource groups. of Canada’s Top 100 Employers, “When we used to write about working In fact, the spread of ERGs — internal from the year you’re probably very familiar with at home, that was a novelty — we called networking groups based on a common such phrases as “bring your whole it telecommuting. Now you have the identity or interest — has helped advance 2000 might only Iself to work,” “employee wellness” and flexibility to work wherever you happen the enlightened diversity and inclusion barely recognize “parental leave top-ups.” to be sitting. That has changed many policies that now are embedded in You may even think these ideas have professions and how people function every Top Employer. The visibility and the workplace been around forever. But in that case, and even think about work — the strong support of LGBTQ2+ people has ask some of your older colleagues when interconnectedness of our jobs and how blossomed in recent years, particularly of today. But they first heard those words. Almost they integrate with our lives.” as organizations embraced the inclusive surely, they will talk about some point in Or take vacation time. “When we idea of “bring your whole self to work.” she or he would the last 20 years. started, a lot of employers would have Workplaces themselves are changing definitely like So much has changed in employment two weeks minimum to start,” he says. as well, with open, collaborative practices in the last two decades that a “That’s now unheard of among the spaces, often a lot of light, and all those it better. staffer from the year 2000 might only annual winners.” Today’s table stakes wellness programs, from in-house yoga barely recognize the workplace of are easily three weeks to start, with to personal counselling. today. But she or he would definitely some employers offering four weeks — Today, many employers say they like it better. or even no limit. use Canada’s Top 100 Employers to All of these trends have been faithfully Perhaps most dramatic has been the benchmark what they need to offer charted in the annual Canada’s Top 100 evolution in family-friendly policies. to compete for the best people. Employers list, which was first published “In the early editions, we would write “Through this project you can actually in 2000. This is the 20th edition in the about a six-month maternity leave for see what the best vacation policies are, series, a cause for celebration and for a new mom, and top-up was an almost what the best parental leave policies looking forward. unknown concept,” says Yerema. “Now are, and how they’re changing,” says “The amount of change is truly we see generous maternity and parental Yerema. “We have witnessed employers stunning,” says Richard Yerema, who leave policies that extend to new dads discovering where they could improve, has served as managing editor of and adoptive parents. Some of the top- making changes, and becoming part of the Mediacorp Canada project since ups provide 90 per cent of salary for 52 the list themselves.” that first issue. “If I were to review an weeks.” And, of course, the list — and its employer today from 20 years ago, Yerema says the progressive family coveted logo — has been a critical I would probably be asking, why are policies have contributed to the tool for Canadian job-seekers for two there so many holes in their data set? continuing rise in the number of women decades. “Whether you’re starting out Why is this applicant missing so many in the workplace. “Twenty years ago, or looking for a change,” says Yerema, policies?” it was almost a penalty if you were “this has always been the place to get a Yerema says that over the years, going to decide to raise a family and detailed look inside the best employers incrementally, Canadians have seen the have a career,” he notes. At the same across Canada, see where you’re likely workplace transformed as employers time, Top Employers have supported to fit in and perhaps find a spot to have adapted to changes in society to a wide range of measures to boost spend your career.” ensure they can attract a continuing the proportion of women in senior 32

Tell us your story

If you are an exceptional employer with

progressive HR programs and initiatives, we

invite you to submit an application for next

year’s edition of Manitoba’s Top Employers.

For information, please visit: CanadasTop100.com

Our 2021 application will be available

in February through the national

Canada’s Top 100 Employers

competition.

2021