TOP EMPLOYERS COMPETITION ABOUT MORE THAN JUST NUMBERS BY GEOFF KIRBYSON Your dream employer might be Google or Facebook, but the researchers behind the Manitoba’s Top Employers project hope job-seekers will wake up to what really makes a company a great place to work.

As part of the Toronto-based Canada’s Top 100 Employers competition, the research team aims to increase the literacy of the national workforce, particularly millennials who tend to get caught up in the hype surrounding high-profile companies. Likes, views and retweets are fine in the moment, but they’re worth nothing when it comes to your future, they say. “We still write about great employers with defined benefit pension plans,” says Tony Meehan, Publisher at Mediacorp Canada Inc., which manages the Canada’s Top 100 Employers project. “People don’t realize that can be the difference between a happy retirement or no retirement at all. As you get older, vacation time makes a big difference (in where you want to work). We still see employers offering two weeks to start and three weeks after five years. We like to publish what the MANITOBA’S very best are doing,” he says. Mediacorp has been ranking Canadian employers of all kinds for 19 years and Meehan’s team of editors doesn’t get tired of scouring the country looking for employers with interesting TOP EMPLOYERS stories of doing things differently in their industry WEDNESDAY, NOVEMBER 28, 2018 or region. “Each year, employers bare their souls to us. We have 400 data points that each of them shares with us, including benefits like maternity leave, top vacation allowance, training and a host of other factors,” he says. Here’s how the competition works: each MANITOBA’S TOP EMPLOYERS FOR 2019 employer is given an internal grade before being sorted for the national list by industry and region. APTN DUCKS UNLIMITED CANADA PALLISER FURNITURE UPHOLSTERY LTD. For individual provinces such as Manitoba, the

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top companies are listed alphabetically. One thing that 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 selections and the rationale for selecting each of the winning employers. “You might not agree with each of the winners we’ve chosen but it’s there in black and white for readers to understand why the winners were selected,” Meehan says. Spelling it out in such detail encourages transparency in the selection of the winners. “People know it’s a fair competition. It also encourages the employers to raise the bar themselves. They pick up the paper, read about what a competitor that made the list is doing –then decide they should match their maternity leave program or offer better working conditions,” he says. Craig Evans, CEO for Granny’s Poultry, says that a “We’re looking for the kinds of things a job recent staff survey revealed that a strong community seeker would be interested in. We write from their A CHANCE program is a big part of what attracts Millennials to point of view, from what a new employee would be work for the company and encourages people to interested in.” TO GIVE remain there. This came as good news to Granny’s In fact, Meehan says the editorial team usually management team, he adds. sees applications from competitors within a year or “We were pleasantly surprised by the survey results two – as a result, the overall situation for workers BACK A LURE and pleased to know that employees recognize the improves in that industry. value of our community program at Granny’s and the “In the Top 100, we have 100 per cent of them FOR MANY need to give back,” Evans says. now doing maternity leave top-up. Some will pay John Quail, Chief Marketing Officer for the up to 80 per cent of your salary for 26 weeks so Westman Communications Group, says his company you won’t be left with just the EI subsidy for that YOUNGER is also using a strong community program to period. This makes a big deal for people. How recruit Millennials. much is your employer going to stand by and help? “They want to be socially responsible, and we When you publish it, other employers take notice,” EMPLOYEES appreciate that,” he says. “We have a very strong he says. TODD LEWYS community program that encourages our employees The national program and the Manitoba to get involved as much as they can, so I think we’re numbers are all part of the same project. When Millennials are oft-criticized for well-positioned in their eyes right from the get-go.” a Manitoba-based organization applies for the That positioning gets even stronger due to a small national list, they’re automatically in the running for their obsession with technology but significant perk that comes with getting involved in the Manitoba competition. and seemingly less-than-stellar the community. “We go through the information they provide “We have no problem giving our staff members – and when something really stands out from the work ethic. especially our marketing team, which is quite young rest of their industry, something we haven’t seen – time off to take part in community or charitable before, we’ll go back to the employers and ask for While those character traits baffle older generations, events,” Quail says. “Millennials really appreciate more evidence or clarification,” he says. Millennials – the generation that was born between that. They just love being involved and being able to The Aboriginal People’s Television Network, or 1980 and 2000, to be precise – do possess a character give back.” APTN, has cut the Top Employers muster for 11 trait that garners universal admiration: their desire to Yerema says employers like Granny’s and Westman consecutive years. Debbie Isaak, its director of give back. – ones who walk their talk with their community human resources, says being recognized brings These days, as company workforces need to be programs – are the ones who will continue to attract more than just added credibility to the Winnipeg- replenished due to retirement and the transient Millennials to their workforce. based network. nature of today’s job market, savvy employers “Strong community programs are just a simple, “It boosts our employees’ morale, makes them are using a novel strategy to recruit Millennials: good way to engage people. It’s a creative way to put very proud and it brings an awareness to them community-oriented programs that allow twenty and employees’ energy to work.” about how we compare to other work cultures. It thirtysomethings to give back to the community they Not only is it creative, but it’s tangible, he adds. also brings awareness to our viewers and the rest work in. “Creating touchstones in the community is of the public, all of which has a positive impact on “Well-developed community programs have always important in an increasingly urban world. Getting the network,” she says. been the hallmark of the best employers,” says Richard involved in the community is tangible and real. People One of the differentiators that sets APTN apart Yerema, Managing Editor for Mediacorp’s Canada’s can lose touch with the modern world all too easily. is it’s an Indigenous employer that offers traditional Top 100 Employers. “Today more than ever, those A strong community program helps employees stay elder services as part of its employee and family programs have to be genuine if employers want to in touch.” assistance program. It also provides traditional attract Millennials to their company.” Consequently, the involvement level is high Indigenous gifts for long-service awards. For The reason is simple: Millennials do want to make – something that not only Millennials, but all example, somebody celebrating their 10-year the world a better place. And they will use technology employees appreciate. anniversary at the station receives a customized – i.e., their well-used smartphones – to find out if an “The payback in terms of engagement is high,” star blanket featuring colours that are distinct employer’s community program is for real. Yerema says. “People can utilize their skills on to them. “If they’re interested in working for a certain company time. You feel good about yourself and your APTN has a total of 145 employees, 70 per cent company, Millennials will investigate their website and employer. In the end, it creates a win-win scenario. of whom are in Winnipeg. Two-thirds of its staff are social media to see what the program is all about,” Employees – particularly Millennials – can engage Indigenous, but Isaak is also proud of its gender Yerema says. “They can find out pretty quickly if an at the human level, and employers can use strong parity – 53 per cent of it workers are female. employer is walking their talk or not.” community programs as an effective recruitment tool.” “We talk the talk and walk the walk,” she says. 4

APTN WORK ENVIRONMENT PROMOTES THE VALUE OF PEOPLE AND RELATIONSHIPS BY WENDY KING Every workplace has its own distinct culture. APTN’s social committee is responsible for creating At APTN, Director of Human Resources Debbie Isaak sees APTN fun and dynamic social events that encourage as having not just a unique culture, but a unique personality that camaraderie beyond the workplace. expresses itself in the dignity and encouragement it affords its employees. It’s one of the reasons that APTN has been cited as one of PHOTO BY APTN Manitoba’s Top Employers for 11 years running. Isaak started as a Payroll Administrator in 2002, and with the support of a manager who saw her potential and drive, she studied they decide to leave us, we’re OK with with traditional beadwork representing a little gift that says: thank you for helping and worked her way up through the ranks at APTN where she is proud it," Isaak says. "We see it as a good thing each distinct Indigenous culture." me out on a project," Isaak adds. “It to continue to work in, and influence, that workplace culture. and that we are helping them to move Scholarships lead to a bright future for doesn’t cost much but is it very effective." "I believe our good work environment supports not only the forward in their careers." young people. APTN also recognizes that people mission and the objectives of APTN, but it also cultivates people and Gender parity is also a priority "We offer a formal work experience bring different gifts and talents to relationships through our shared beliefs and values," Isaak says. at APTN. program, and we provide three $2,000 the worktable. "Aspects of our ‘unique personality’ include ensuring that our "Across the country, we have 53 scholarships every year for one Inuit "We have a Share Your Talents employees feel at home when they are at work because we are per cent female and 47 per cent male student, one Métis student, and one First program, where we can invite someone sometimes at work more hours than we are at home." employees; and 59 per cent female Nations student which can be applied to who is adept at beading or crocheting APTN’s physical surroundings reflect the traditional cultures of managers and 41 per cent male," meet any need related to their education or painting, for example, to share Indigenous peoples. Isaak points to their maple-wrapped studio, Isaak says. including rent, food or school books,” their knowledge at a lunchtime class," accented with artifacts which are representative of the four directions "And I’m proud to say that 67 per she says. Isaak says. and the traditional colours of blue, red, and yellow. cent of our employees across the country APTN recognizes the importance of Conversation and communication are "We have united news, investigative and technical teams together are Indigenous." providing a socially responsive workplace. encouraged with two digital boards in the in one open space to foster cooperative relationships," she says. "And Along with parity comes benefits for "We have a social committee which lobby keeping everyone up to date on when we come together, our boardroom features a custom-made mothers and fathers. plans short-term events like barbecues community events, services and awards, round worktable that echoes our traditional medicine wheel." “We provide maternity and parental or holiday parties for the kids, and an and more. Indigenous culture is addressed in APTN’s training programs, as top-up for new mothers, new fathers and employee engagement committee which "I’ve been with APTN for 17 years, and part of a dedicated budget for learning and development for all staff. adoptive parents," she says. handles long-term initiatives like our RAP I can attest to how great a place this is," "We offer cultural awareness programs in understanding Indigenous Staff who have contributed significant program,” Isaak says. Isaak says. and treaty rights, workplace harassment awareness, WHMIS training, years of service are also recognized and RAP stands for "recognize, appreciate "APTN supported me in my venture and we also require management training and development for celebrated with a mind to tradition. and praise," a program which generates to pursue human resources and to earn anyone promoted to management," Isaak says. "Our service awards are unique," Isaak an upbeat atmosphere with immediate and continue to maintain my Chartered APTN has a formalized mentorship program which provides says. "With 10 years, a customized star positive feedback from managers Professional in Human Resources (CPHR) employees with some developmental and growth opportunities. blanket is awarded using the colours that to staff, and amongst and across all designation. It’s a demonstration of "One thing I learned when I came into human resources here is that are specific to the person’s background, team members. how cultivating our employee is about while APTN does a lot of training and development for our people if and our 15-year award is birchbark biting "It might be an acknowledgement with ensuring a culture of ongoing learning."

Powerful, important television. Powerful, important careers.

Be part of the story, visit aptn.ca/careers 5

ACCESS CREDIT UNION FOCUSED ON INVESTING IN PEOPLE

BY WENDY KING The financial services industry is in constant flux. Frequent advances in delivery technology and product development paired with increased demands by consumers for convenience drive the kind of change best met with a nimble and committed workforce.

Access Credit Union prides itself our staff in customer relationship that on being one of Manitoba’s Top make it easy for them to know how the Employers by staying ahead of the members can be best assisted.” technological and informational Davey says very competitive salaries curves and creating a strong and benefits are also provided. workplace culture that encourages “We see that as a strong investment growth and retention among its 260 in them, so we offer things like a employees who meet those demands clothing allowance in addition to with confidence. ongoing training,” he says. “We keep our focus on our people, Communication channels are manage growth and development Davey says. work and by seeking out people who our investment in those people, kept open with staff surveys. They as well. A key element in fostering staff are geared for change, looking for and working towards stronger show that 87 per cent of staff would “I know that in the first two thirds engagement is that the credit union support and continuous education, engagement from all of our staff,” says recommend Access Credit Union as a of my career there was very, very little shares their values and beliefs in their retention rates are high. President and CEO Larry Davey. “We great place to work. change, and that would have been the commitment to community. Davey sees Access continuing to are looking to create and build on a “We seek that kind of engagement experience for many of the staff that “We look to hire people that are grow, an indicator that members are great employee experience.” because we understand that our staff work here, but that has been flipped committed to their community,” happy with the services provided Access Credit Union invests for are our best ambassadors out in the on its head,” he says. Davey says. by staff. success in their people. community,” he says. Davey says the introduction of One community initiative that was “When we talk about our people, “We cover all of their post- Additionally, an outside company their new Innovation Center, located brought forward by a staff member we know we couldn’t be a top secondary education and provide is contracted every two years to between Winkler and Morden, was to invite everyone to pay to wear employer without all of the strong significant ongoing training, so we’re do candid, anonymous surveys of is demonstrating how a branch jeans on a weekly basis, using the people we have working for us,” now up to a dozen people who have the employees. might develop going forward. The money raised to benefit local charities. Davey says. “We celebrate them and completed or are completing their “Our human resources staff research centre tests all new technology and The credit union matches the total. we really appreciate that our people MBAs,” Davey says. best practices in this and other processes before rolling them out to “The 2018 total raised will be are always working to improve on and “And our board wants us to invest industries for reviewing satisfaction the branches. $50,000,” Davey says. “But for 2019, provide the best expertise and advice about twice as much as what any other among employees, and how they feel “We chose three people who they are raising it to $3 a week which they can to all of our members.” credit union would.” toward their employer, the industry think outside the box and gave them means we will be in the $70,000 to Ongoing “A-Plus” training and their jobs,” Davey says. innovation training that would help $75,000 mark. It shows us that our Access Credit Union employees are develops interactions among staff Providing courses in “change them look at every process the credit staff were on the same wavelength as collaborating at their Innovation and with members, improving the management” for all management union has from the members’ point the credit union is in supporting the Centre to formulate new organizational culture. personnel develops confidence with of view rather than from the credit sustainability of the community.” technology solutions. “We’re providing more effective the shifts that are happening and gives union’s point of view to create a Davey says that people who are tools and management programs to them the skills to help staff confidently much more engaged membership,” engaged are not looking for other PHOTO BY DARCY FINLEY

dream. build. live. right here.

www.accesscu.ca 6

The Arctic Co-ops Polar Dragons entered their first Manitoba Dragon Boat Festival earlier this year and raised $8,604 for the CancerCare Manitoba Foundation and the Children’s Hospital Foundation of Manitoba.

Estelle Moore, Vice-President of rely on Facebook for essential Human Resources. “We also have communications. It is also an a strong commitment to in-house important way for us to get feedback training and development. We from Co-op members, and to recruit invest in our people and support new people, from truck drivers to their advancement.” cashiers,” she says. Arctic Co-ops also utilizes best This past year, Arctic Co-ops ran practices in offering employees a popular online favourite calendar solid health, dental, vacation and photo contest and more than 400 pension benefits. submission came in from members, Co-ops differ from the private featuring spectacularly beautiful sector in that each member has places from across the territories. an equal vote. An elected board Thirteen were selected for the reports back annually to all members company calendar. at a general assembly, so staff In addition to supporting essential feel a genuine connection to their services across the North, Arctic leadership. There is a strong focus on Co-ops has also been instrumental relationship-building, which mirrors in sharing the beauty and mystery of the traditional sharing cultures of the the region through art for more than Inuit and Indigenous peoples. 50 years. Inuit and First Nations art Nurturing a sense of teamwork is popular throughout the world and extends past work hours with fun includes prints, carvings, beadwork, ARCTIC CO-OPS PROUD activities initiated by Arctic Co-op wall hangings, cards and jewelry. employees. This summer staff The co-ops model ensures the artists organized a softball team and a involved receive a fair price for TO SERVE CANADA’S NORTH dragon boat team that raised money their work. for cancer research. They also have a Northern Images, the retail art BY DIANE POULIN craft club, yoga classes and access to marketing arm of Arctic Co-ops, a ping-pong table. supports and promotes northern For the third consecutive year, Arctic Co-operatives Limited has earned a “That sense of personal staff artists and their products by spot among Manitoba’s Top Employer by creating a workplace culture that engagement is something we are marketing Inuit and First Nations proud of and we are finding new ways art and crafts in their Yellowknife values diversity, inclusion, innovation, and a healthy dose of fun. to network with each other,” says store, Iqaluit airport gift shop Lacey Chyz, Manager of Marketing and through the Northern Images Arctic Co-ops is also a prime for everything from cable television, local members,” says CEO Rod and Communications. website. The benefits of the sales showcase of Indigenous and Inuit to retail stores, hotels and even fuel Wilson. “Our primary purpose is to Over the past year, Chyz explains, of art are returned to the member self-sufficiency and entrepreneurship. delivery. The support office, based work together with Co-ops to build a social media push has seen Arctic owners and to the communities in Comprised of 32 community-owned in Winnipeg’s Inkster Industrial Park capacity and improve social and Co-op create an active Facebook Canada’s north. businesses employing 1,000 people with 100 employees, acts as a hub economic wellbeing for people and community, where news and events Find out more about Arctic Co- across Canada’s North, team members for Co-ops in the Arctic to pool communities across the north.” can be shared. The social media operatives at arcticco-op.com/index. at Arctic Co-ops have been offering their purchasing power and improve It is this sense of shared mission platform recently announced its htm and on Facebook at: facebook. critically important services to remote efficiencies in their businesses. that inspires employees. intentions to start translating parts of com/ArcticCoopsLtd/ communities since 1972. In the Yukon, “We centralize administrative “Our staff feel connected to Facebook into Inuktut, a combination Information about Northern Images Northwest Territories and Nunavut, work so Co-ops can spend more of a bigger purpose, and so it is an of Inuinnaqtun and Inuktitut dialects. is available at northernimages.ca and people rely on Arctic Co-ops services their time and effort serving their empowering environment,” says “Many people in the North facebook.com/ NorthernImagesArt.

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 7

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

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 8

GRATITUDE IS KEY AT BIRCHWOOD AUTOMOTIVE GROUP BY JENNIFER MCFEE Gratitude has remained a trust and respect with customers, team members and business partners,” Kempe says. driving force at Birchwood “We’re always striving to improve. We know that Automotive Group for 55 years you can’t stand still; you have to move forward. and counting. The car business is changing, and we have to change with it.” R.M. Chipman launched the company in 1963 As for generosity, it’s clear to see the with one dealership. Since then, the booming company’s commitment through initiatives such business has expanded to employ approximately as its well-supported United Way campaign. 1,300 employees at 22 dealerships. The founder’s “Giving back to our community is huge at son, Steve Chipman, currently runs the company. Birchwood. We just had a record year for gifts “Even though we’ve grown over the years, and participation in our United Way campaign,” our culture has sustained itself,” says MaryAnn Kempe says. Kempe, Chief Human Resources Officer. “We encourage employees to get involved “Our corporate culture begins with throughout our entire organization, and gratitude and we work hard at it. We integrate this year 93 per cent of our employees it in all our recognition programs and new participated. To me, that says a lot about our employee orientation.” employee engagement.” Throughout the business, three questions Birchwood Automotive Group also takes guide discussions to develop an attitude the time to ensure that the employees of gratitude. feel appreciated. “What are you grateful for? What is your For Sarah Giesbrecht, manager of human dream? What is one thing that you could do resources, it’s important for the employees to that would improve the life of a co-worker, a know that they can advance within the company. team member, your community, your family or “They have the opportunity to move internally yourself?” Kempe says. within the organization,” Giesbrecht says. “We ask our employees these powerful “We have a mandate where 80 per cent of our questions, which are really entwined in all of management positions are to be filled internally our culture.” within the organization as well. We want to give From there, it’s easy to create a roadmap our team members that opportunity to grow “We really believe in continuous It’s initiatives such as these that have that steers employees towards their within the group.” improvement,” Kempe says, “and that starts with propelled Birchwood Automotive Group to the leadership potential. The employees also feel valued through improving yourself.” Manitoba Top Employers list for the second “Personal leadership is about always looking benefits such as access to a nearby fitness facility The company also takes pride in its strong straight year. at yourself and being self-aware. Our goal is that and the ability to contribute to a group RRSP communications through Apex and Compass, “We appreciate and are grateful for the people take accountability,” Kempe says. savings plan. internal programs similar to LinkedIn that allows recognition of being a best employer – it “They are serving our customers and they “Right now, the average age of our employees to learn more about anyone else in helps us to attract and retain great people,” want to give you extraordinary service.” employees is 34 years old, so we’re a really the company. Kempe says. When it comes to the company’s values, it young company,” Giesbrecht says. “We try to As well, employees enjoy the chance to get Birchwood Automotive Group team stands strong on four basic tenets: trust, respect, encourage people to save for the future.” to know each other better at company events members are passionate about the United continuous improvement and generosity. In addition, Birchwood focuses on education such as the annual Christmas party and weekly Way and giving back to the community. “We train all our employees on awareness by offering ongoing training for employees and Truck on Tuesdays lunches throughout the starting with self, which comes from building scholarships for their children. summer months. PHOTOS BY SPOT ON CREATIVE

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 9

Canad Inns family members getting ready to have fun and show Canad pride in the annual Santa Claus Parade.

“very nimble” in how it develops its personnel. “It’s a private company that is large enough to allow for someone to have a soup to nuts career development experience,” says Ledohowski, who started at Canad Inns as a youth serving and bussing tables. “Many of our senior executives started with us in entry-level positions and have been with us for decades, working their way through the ranks. One of the things that’s really important to me as a leader in the organization is to be able to identify talent in the early stages, to mentor and foster that talent, and grow people into careers that are interesting for them.” Ledohowski says her business philosophy isn’t about filling positions but finding the right people. “We don’t have cookie-cutter positions and try to put people into those roles. We find great people and try to develop roles that they can be really successful at,” she says. Canad Inns employees are also encouraged to find the right people, as the company operates The family hospitality business was founded very strongly that it’s our responsibility as a local an employee referral program. Recruiting the in 1978. Since its small-town start, Canad Inns organization to give back to the community.” right person can earn a Canad Inns employee CANAD INNS has grown into Manitoba’s largest hospitality In 2011, Canad Inns established the Canad $250 to $1,500 depending on the position. provider, with 15 facilities in Winnipeg, Brandon, Inns Foundation which supports hundreds of Other perks at Canad Inns include subsidized ALL ABOUT Portage la Prairie and Grand Forks, N.D. local and national charities. Canad Inns sponsors meals, discounted hotel stays, and regular The company employs more than 3,500 WE Day Manitoba, presents Canad Inns Winter work parties. people and serves over nine million customers Wonderland, an annual light display at Red Ledohowski says she and the staff at Canad IDENTIFYING, a year in its Canad Inns Destinations Centres, River Exhibition Park, and for 17 years the Inns are thrilled to be recognized as one of as well as such establishments as Radisson company hosted Family Fun Day on July 1 at Manitoba’s Top Employers. Winnipeg, Tavern United Bell MTS Place, two Assiniboine Park. “One of our taglines we use in our marketing MENTORING Garbonzo’s Sports Pub locations and The Canad Inns also matches employee donations materials is ‘Manitoba owned, Manitoba grown, Metropolitan Entertainment Centre. to the United Way. Manitoba proud’ and I think that’s crucial to our TALENT “Canad Inns was started as a very small, “We encourage our employees to be organization,” Ledohowski says. privately-owned company by my dad (Leo),” says ambassadors to the community,” Ledohowski “That’s been a conscious choice. There’s been BY JARED STORY Canad Inns president Lea Ledohowski. “We’ve says. “Each individual Canad Inns Destination lots of discussions at the executive level and grown substantially over the last several decades, Centre or restaurant has its own relationships there was that critical moment where we said As a made-in-Manitoba but have made a conscious choice to stay with its own community and supports its own ‘We can franchise. We can go Canada-wide. We company, Canad Inns is regional, to stay Manitoban, and to stay true to community in a variety of different ways, can be bigger.’ But the realization was in doing committed to its communities, the communities that we operate in. both in terms of gifts in kind, as well as pure so you lose control, you lose ownership of what “We have a very strong philosophy that it’s financial contributions.” you’re doing. its employees and the people a reciprocal system. We are the beneficiaries of Ledohowski believes that because Canad Inns “We knew we could do what we do better by of the prairie province. the customers from our community and we feel is privately-owned, it allows the company to be staying true to who we are and staying local.”

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has nearly 80 sales staff spread across Canada and email based, which allows us to extend (it has over 300 at its head office), the company that benefit to people outside the building,” EMPLOYEES’ OPINIONS takes extra effort to get them involved. Shaw says. “You’ve got people here eight hours “We ensure that out-of-town employees a day, five days a week, and as an employer MATTER AT CWB have an opportunity to participate in meetings we’ve worked hard to determine where our via a webcam,” Shaw says. “Since we provide responsibility lies to make sure those people everyone with lunch for that meeting, remote have a good foundation for wellness.” NATIONAL LEASING workers get to expense their lunch that day.” National Leasing also offers other attractive National Leasing is very much focused on benefits to its employees. The company used BY PAT REDIGER the wellness of its employees. The company to have a deferred profit-sharing plan that has a well-equipped onsite gym and fitness changed to a share purchase plan. Employees At CWB National Leasing Inc. (National Leasing), employees studio with daily instructor-led classes and a can contribute up to 10 per cent of their salary are encouraged to bring their perspectives to the table. massage therapist who visits every second and enjoy a five per cent contribution from the week. Healthy lunches from Green Carrot company. Every employee gets an automatic National Leasing is an equipment financing communication from the top down. and Pita Pit are also available at a subsidized two per cent contribution from the company. company based out of Winnipeg that helps “There’s no information that’s unknown in this cost multiple times a week. When employees “There’s definitely an ownership feeling more than 70,000 Canadian businesses secure organization,” he says. “After our leadership need to unwind, they can take advantage of within the organization,” Shaw says. “Employees equipment they need to help their business meetings, we do a summary and send it out relaxation rooms on site for reading, sleeping or know they have a direct impact on our grow. Grant Shaw, Senior Vice-President of to everyone in the organization. I edit those meditating (the company also offers free weekly collective success.” Strategy and Culture at National Leasing, says summaries and can say that everything we talk meditation classes). Shaw has worked at National Leasing for 20 you get a sense of the company’s open culture about is communicated.” A sense of wellness can also extend out years and says it has been an experience like the minute you walk through the door. Shaw adds that the leadership team also has to the community. National Leasing provides no other. “It can be something as simple as walking no offices. New hires often indicate they’ve paid time for its employees to participate in “I’ve never worked for a place like this before down the hallway and seeing people saying never worked for such an organization where charitable activities and volunteering. The and I can honestly say that’s been the case since hello to each other,” Shaw says. the leadership team is so accessible. company also brings in speakers from charitable day one,” he says. “The previous leadership that “We’re very inclusive in the sense that The company gets employees directly organizations to highlight ongoing initiatives was here instilled such an inviting, open culture everyone’s opinion matters; everyone has an involved through its bi-monthly “Pardon the they can support. that we still have today. I can truly say it’s the opportunity to contribute to the organization. Interruption” meetings, where the company Perhaps one of the great examples that best place to work.” Beyond that, we focus on finding out what brings in lunch and introduces new team highlights the company’s commitment to its people’s expectations are when they come to members, celebrates anniversaries and provides employees’ wellness is the health coach it CWB National Leasing employees cheered work here and treating them that way.” insights into the business by discussing financial recently hired. on the Winnipeg Jets during the 2018 Shaw noted that National Leasing looks to information and what the challenges and “We have a certified trainer who provides Stanley Cup Playoffs. get the conversation rolling through transparent opportunities are. Although National Leasing professional-level health coaching. It’s all web PHOTO BY BRADLEY GERBRANDT 11

Emergent BioSolutions Winnipeg employees recently celebrated the company’s 20th anniversary. PHOTO BY SIVART PRODUCTIONS

the professional development of areas including educating tomorrow’s employees through the continuance scientific leaders,” Lobe says. of formal education. When Emergent employees “We support formal education that aren’t upgrading their education or is directly related to the employee’s taking time to reconnect with the current job or has a reasonable community through charitable efforts, likelihood of enhancing the they also have the opportunity to employee’s potential for advancement take advantage of a wide range of within Emergent,” he says. “We other benefits. provide 100 per cent reimbursement Financially, Emergent offers a for course costs, books and fees for registered pension plan, an employee approved courses up to an annual stock purchase plan, an annual maximum of $5,250. performance-based bonus plan and “In addition to supporting an equity program for certain levels formal education programs, in the organization. The company’s Emergent reinforces on-the-job rewards and recognition programs work assignments to support allow flexible options to celebrate EMERGENT BIOSOLUTIONS employee development, provides achievements in a wide range of in-house leadership programs ways, from on-the-spot, peer-to-peer CREATING CULTURE CENTRED and skill development workshops, recognition up to annual individual supports employee participation in and team champion recognition with external seminars and conferences cash awards up to US$15,000. ON EMPLOYEES (including travel expenses), sponsors Emergent offers wellness programs professional memberships and hosts a that include a wellness reimbursement BY PAT REDIGER local Toastmasters chapter onsite.” program, onsite yoga classes and Emergent operates a corporate wellness challenges sponsored by an social responsibility program called employee-led health and wellness As Emergent BioSolutions works hard to protect Lobe noted that the company’s eGIVE, which stands for Give, Invest, committee. The company is also location in the University of Volunteer in Emergent communities. helping its employees reduce their and enhance life, it’s also taking the time to look Manitoba’s Smartpark Research and Each year, the Winnipeg eGIVE team environmental footprint by subsidizing internally and focus on the quality of life of its Technology Park benefits employees awards a $400 scholarship to the top 90 per cent of employee monthly because they have convenient science student in every high school bus passes. employees. With 1,600 employees across the access to all the campus has to in Winnipeg. Emergent also awards It has been nearly five years since globe it is a priority. offer, from restaurants to discounted three $3,500 scholarships annually Emergent entered the Winnipeg memberships at the university’s fully- to children of Emergent employees market through its acquisition of Emergent provides specialty developing and distributing products, equipped fitness facility. This location who are pursuing a college or Cangene Corporation. As this products for civilian and military to working collaboratively across the also allows the company to work university education. anniversary approaches, the company populations that address accidental, organizations, and to contributing to directly with students at the university, Employees can take one paid reflects positively on the move and intentional and naturally occurring the betterment of our communities,” whether it’s through an internship or a day off through the eGIVE program is committed to maintaining a strong public health threats. Mark Lobe, he says. job placement following graduation. – which can be taken in hourly corporate culture. Vice-President and General Manager “The best part about working for Lobe says a significant number increments – to volunteer within the “Coming up to five years since of Emergent’s Winnipeg office, the our company is having a meaningful of Emergent employees are also community. They can also propose being acquired, Emergent continues most populous among the company’s impact on public health by protecting U of M grads. community events or programs to to embrace, appreciate, and empower 19 locations, says the process starts and enhancing life, while at the same Even though Emergent employees support through the local employee- the Winnipeg site,” Lobe says. “We by getting employees engaged in the time working for a company with a have a university education, the led eGIVE committee. are proud to be part of Emergent corporate culture. positive culture, one that invests in its learning doesn’t stop once they “Emergent is passionate about and gratified that our employees are “Our corporate culture promotes people and its facilities, and equally are hired by the company. Lobe our corporate eGIVE program, which playing an important role in helping our values in all that we do – from provides exceptional benefits.” says that Emergent encourages focuses volunteerism efforts in five key Emergent achieve success globally.”

Celebrating 20 Years of People, Products, and Possibilities

For 20 years, Emergent BioSolutions has focused on a singular mission—to protect and enhance life. We are a global life sciences company providing specialty products that address accidental, intentional, and naturally occurring public health threats. Through the talent, drive, and innovation that have shaped our growth, we envision protecting and enhancing millions of lives around the world.

155 Innovation Drive, Winnipeg, MB, CA, R3T 5Y3 emergentbiosolutions.com 12

GRANNY’S POULTRY FOCUSED ON THE NEEDS OF EMPLOYEES BY TODD LEWYS It’s a truism in the business Evans adds that Granny’s management team also regularly goes out of their way to show their appreciation world: a happy employee is a for employees. productive employee. “For example, we introduced flexible benefits – employees can pick the benefits they want, and what That’s a thought that the management team at works best for them,” he says. “We also regularly hand Granny’s Poultry keeps top of mind, says Granny’s CEO out employee recognition awards for achievements such Craig Evans. as long service and perfect attendance.” “At Granny’s, we focus on the individual and try to The show of appreciation doesn’t end there. operate like a family. With 625 employees, we do our best “We also try to do other little things like having regular to understand and meet their needs,” Evans says. lunches for employees or serving ice cream and cookies. Simply put, each employee has their own story and is We try to delight and surprise our employees to let them dealing with a different set of circumstances. know how much we appreciate them.” Consequently, it’s incumbent upon an employer In short, Granny’s management team believes to be flexible in meeting the disparate needs of strongly in investing in their workforce – both with time, their employees. and money. “If you’re not flexible, people will leave,” Evans “When you spend time and money investing in your says. “With that in mind, we start by doing our best employees, it comes back to you in spades,” Evans to accommodate our employees’ different schedules says. “That investment translates into continuity. The with flexible hours and flexible shifts. Some employees way we see it, if you’re always training new people, you have kids they have to ferry around, while others have lose corporate memory and business efficiency. When parents they need to take care of. We’re sensitive to employees are happy and engaged, they stay on longer. those needs.” That allows for skills – and corporate culture – to be It’s an approach that’s worked well. passed on to new employees.” “Certainly, it’s a bit harder to manage, but our Evans adds that employees also appreciate being employees appreciate that we do whatever we can to encouraged to volunteer. help them plan their work schedule around their unique “We encourage our staff to volunteer, even during circumstances,” Evans adds. work time. We fully support their involvement, and even At the same time, the management team also takes pay them to volunteer at places like CancerCare Manitoba time to listen to their employees. and Siloam Mission. Right now, we’re involved with the That approach paid off big time in improving United Way’s Koats for Kids program. Our staff is very workplace safety. engaged in volunteering year-round.” “We have a very diverse workforce – a lot of different Add in initiatives such as regular employee surveys – ethnicities comprise our staff,” Evans notes. “To provide they’re conducted every two years – and the result is a better workplace safety, several members of our staff thriving company with low turnover, high productivity and suggested using pictorial books to make safety training a high level of employee satisfaction. more efficient and easy to understand.” “Our last employee survey revealed that 92 per cent Turns out, the idea worked like a charm. of our employees felt valued and were proud to work at “This was just one idea and prior to our focus on Granny’s,” Evans says. “We always want people’s thoughts employee health and safety, we spent $7.60 for every and ideas on how we can make our workplace better. $100 of payroll in workers compensation premiums. Now, There’s a saying: ‘Ignore employees at your own peril.’ we spend just 78 cents per $100 of payroll. Overall, we’ve We value them and believe that if we can make their life realized a savings of $2.4 million.” better, they’re going to make our company better.”

Proud to be recognized as one of Manitoba’sManitoba’s top 30 employers Farmer owned, family trusted. Grannys.ca

WPG-Top30Employers-Banner.indd 1 11/14/2017 3:58:08 PM 13

Lawton Partners Wealth Managment is a leading independent wealth management firm and was recently named one of Manitoba’s Top Employers for the first time. PHOTO BY MANUEL SOUSA

Lawton Partners provides opportunities can be used towards gym memberships, exercise LAWTON PARTNERS for educational and professional growth to and yoga classes, up to a maximum of $250 their employees and advisors. The firm has 60 per year. employees and more than 50 per cent have A program supporting employees’ children MANAGES PEOPLE AND been with the company for more than 15 years. who compete at national or international Lawton Partners employees are highly accredited sporting events is also available with travel MONEY WITH FLAIR with most of them holding a CFP designation as financing of up to $2,000. well as other professional designations. There is a lot of value and knowledge with If you want to play Family Feud, take part in The Amazing Race Lawton Partners is committed to helping the company’s veteran employees and advisors employees achieve work-life balance, by allowing who serve as mentors and positively contribute and throw a few axes, Lawton Partners Wealth Management flexible hours and telecommuting options. to the work environment while they phase-in might be the place for you. Everybody has an annual allotment of 10 sick to retirement. days per year and Lawton Partners employees Lawton Partners is a leading independent Lawton Partners was named one of Manitoba’s special RRSP wind-up dinner as well as summer are able to use them to care for family members, wealth management firm established in 1974 and Top Employers for the first time this year. outings. These events have included hiring such as kids and aging parents. has grown through reputation and referrals. It They’ve also been recognized as one of Canada’s outside companies to run The Amazing Race Veteran employees can also take advantage of is a unique boutique financial advisory firm that Top Small and Medium Employers the past scavenger hunt and the Family Feud game show. phased-in retirement work options to ease into takes a holistic approach to the management three years and were named one of Canada’s Partner Sean Lawton says these and other post-work life. of its clients’ financial needs. Lawton Partners Outstanding Independent Office and Top events are fun and big morale boosters. The company also place a high priority on have exceptional knowledge and expertise in Advisor Office by Wealth Professional magazine. “People are our key resource,” adds partner physical health. It recently asked its landlord their respective fields and are firmly established The Winnipeg-based wealth management Laurie Baird. “We pride ourselves on cultivating to secure bike racks to allow employees to and successful in their industry, both in terms of company boasts an employee social committee a great work environment that supports the commute on two wheels rather than four – reputation and employee/client satisfaction. They that runs a wide variety of fun events throughout employee’s ability to do the best job they can for showers are included, of course – and it also help high net worth clients protect, build, grow the year, including an annual holiday party, a our company and our clients.” added a fitness credit to its benefit package that and enjoy their wealth.

Action. At Lawton Partners, our advisors are backed with Performance. decades of experience and industry knowledge. Adjustments. We use these skills to help define and refine custom financial plans based on your specific Details. Details. Details. needs. Realizing the big picture takes a team with the right perspective. Manage the vision. Bring it to life. You belong in the company of leaders. lawtonpartners.ca

We pay attention to everything. The focus is on you. 14

MANITOBA BLUE CROSS MAKES EMPLOYEE SATISFACTION THEIR PRIORITY BY WENDY KING

Firmly rooted and “grown” right here in the Prairies, Manitoba Blue Cross is an independent not-for- profit organization vesting their interests in the health and well- The work environment at Manitoba Blue Lamoureux says. plan for the future, knowing they have the Cross is made up of many parts, big and small, The company gathered feedback from experienced staff to successfully implement being of Manitobans by providing that fit together to form a strong foundation. engagement surveys and set priorities and goals and initiatives. health, dental, employee assistance, From the consultations with ergonomic recommendations to enhance current initiatives “While we are excited about all of the specialists to the physically supportive work and introduce others. Information sessions changes launched this fall, it’s important to life, disability and travel coverage. stations to the collaborative atmosphere were organized for employees to provide more note that Total Rewards is a living committee And they know that being a good fostered with open concept project rooms, detail on initiatives and to provide a forum for that will continue to address initiatives of there is a concerted effort to make Manitoba questions and clarifications. Feedback from wellness, work-life balance and training and corporate citizen means extending Blue Cross a comfortable place to work. those sessions, as well as daily communications, development into the future,” Lamoureux says. that same sense of care to the team Work-life balance is encouraged with have been positive. By recognizing and valuing the unique flexible support for physical, emotional, family “This October we launched several roles that individuals play within the company, that delivers those services – a key and community health, and a comprehensive exciting initiatives under our Total Rewards Manitoba Blue Cross aims to ensure everyone consideration that makes Manitoba benefits package that is responsive to the program, including enhancing our employee is treated with dignity and respect, creating changing needs of the team members. benefits plan and implementing flex-time a culture marked by its commitment to high Blue Cross one of Manitoba’s The company routinely conducts to provide employees with more autonomy legal, ethical, and moral standards. They top employers. engagement surveys to measure employee to accommodate their personal schedules,” believe those are the characteristics that best satisfaction and gain a clear understanding Lamoureux says. exemplify their company tagline: “The Colour To achieve that benchmark, President and Chief of what matters most to employees. And Additionally, Manitoba Blue Cross of Caring.” Executive Officer Shaun Lamoureux says employee rather than “re-invent the wheel,” they also introduced a formal training and development “Given the business we are in, employee satisfaction is paramount. consistently examine what other successful program called CARE (Creating a Rewarding wellness is key,” Lamoureux says. “It’s all about creating a rewarding environment where companies are doing to make sure they stay Environment). Ongoing training and “All of our efforts and initiatives are done to employees are recognized, celebrated and rewarded for ahead of the curve. development shows employees they have support the physical, psychological, spiritual their contributions to the company,” Lamoureux says. “To take it a step forward, we established a “place to grow.” Those opportunities and financial needs of our employees.” “That can be found in our flexible work environment, a Total Rewards Executive Committee to contribute to retention of staff and low excellent benefits and a culture that recognizes and review and enhance various components turnover, additional markers of a well- celebrates the unique skill sets that each of our employees of our offerings, including compensation, developed workplace culture. A high rate of Employees get into the Halloween spirit brings to the table.” work-life balance, benefits, and wellness,” retention gives the company the means to outside of Manitoba Blue Cross.

Proud to be named one of Manitoba’s top employers of 2019

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

*Trademark of the CABCP †Trademark of the BCBSA

Work-life balance Competitive compensation Career development opportunities 15

TOP EMPLOYER RANKING A CONTINUED PRIORITY FOR MANITOBA HYDRO BY GEOFF KIRBYSON

Manitoba Hydro has cracked the province’s list of top employers for the ninth consecutive year and has no intention of falling off any time soon.

The provincial electric and natural gas utility It’s important for Hydro to employ a workforce functions from multiple roles, which can provide Not to be lost amid all of the activity is posted high scores on all eight criteria used that’s representative of the people it serves. For more job satisfaction by giving employees more Manitoba Hydro’s number one commitment to by the editors of Canada’s Top 100 Employers: example, about 50 per cent of its employees in challenging tasks and additional responsibility. providing a safe work environment. Desorcy says physical workplace; work atmosphere and social; the northern part of the province – and about 20 “Employees are making decisions without the that’s a crucial element for any employer that has health, financial and family benefits; vacation and per cent overall – are Indigenous. Desorcy says endless chain of meetings. We are looking to to deal with sometimes hazardous job conditions. time off; employee communications; performance the utility has focused on growing its Indigenous improve and streamline work processes,” he says. “We want to ensure our employees make management; training and skills development; workforce for a number of years. With a smaller workforce, Hydro is also safety a priority and do not take short cuts,” he and community involvement. “Our goal is to reflect the demographics of embracing new technologies to help its people says. “Safety always comes first.” Paul Desorcy, Winnipeg-based Director of Manitoba,” he says. “There’s a large Indigenous work more effectively and efficiently. “Manitoba Hydro will continue to work towards Human Resources and Workplace Safety and population in the north and for us to have half “Leveraging technology is very important,” he being a top employer and will look for areas to Health for Manitoba Hydro, says maintaining its of our workforce in the North (be) Indigenous says. “For example, customers can go online to improve upon. It’s not something we’re going annual ranking is a high priority because it helps is a big accomplishment. We are proud of this our website and get a lot of outage information to lose sight of,” he adds. “It’s on our radar. We retain existing employees and recruit new ones. accomplishment and we continue to look at ways that they didn’t have access to previously. They’d use it and leverage it in our recruiting so if we can “It’s absolutely a selling feature that we use,” to grow our Indigenous workforce throughout also have to phone us to make an outage report address any shortcomings we will.” he says. “We post it on our website and put it in Manitoba Hydro as a whole.” – now they can easily do it through our website emails. I know people certainly recognize it and Following its recent voluntary departure using their mobile device.” Manitoba Hydro employees are known every year it’s in the media. The idea is, ‘if you’re program, the utility lost about 825 skilled and Customers are now notified of planned across the province for contributing to their in the top 30, you must be a good employer’.” primarily veteran people. That opened the outages – needed for crews to safely maintain communities. In September, a Manitoba Hydro “We are fortunate to get a number of people door for younger employees to apply for more or expand the grid – through a pre-recorded team raised $4,153 for United Way at the with very diverse backgrounds and skill-sets from senior jobs. phone call. New technology such as robotics around Manitoba and across Canada (applying The utility has also been able to enhance many is also being looked at for various parts of the United Way Plane Pull. for jobs).” positions by redistributing duties and combining internal operations. SUPPLIED PHOTO

PROUD TO BE ONE OF MANITOBA’S TOP EMPLOYERS FOR 9 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. 16

CORE VALUES DRIVE EMPLOYEE WELL-BEING AT MANITOBA LIQUOR & LOTTERIES BY JENNIFER MCFEE

Caring. Committed. of Manitobans, and we use our core volunteer opportunities very visible to values in order to support that,” Kriss our employees and we have a lot of Collaborative. Creative. says. “It fuels our overall strategy to employees who take advantage of that. Customer-focused. have a common idea about who we are We also have charitable giving and and what we are doing.” employee charity of choice,” Kriss says. These “five Cs” describe the core Manitoba Liquor & Lotteries also “Our employees are one of our values that create the workplace takes great care when it comes to greatest assets in the organization. Our culture at Manitoba Liquor & Lotteries, hiring its team. cultural values put people first. It’s all which has earned recognition as one of “We’re very diverse in terms of the about supporting our people so they Manitoba’s Top Employers every year selection of our employees,” Kriss says. can be their very best, which lets us be since 2015. “We’re really mindful in the way that our very best as an organization, and Brenda Kriss, Director of we bring our employees on board. we can deliver that top-notch service.” Organizational Development and We make sure they know a lot about For Coreen Hrabluik, Senior Change Management, outlined the role our organization and how important Organizational Change Management of the Crown corporation that employs our customers are to us, as soon as Lead, the caring atmosphere was one approximately 3,000 people across they start.” of the first things she noticed when the province. With a focus on ongoing education, she joined the organization about a “We earn revenue in support of the organization offers ample year ago. important programs in Manitoba, opportunities for employees to learn “Caring is valued. You can see it in including health care, education, social new skills. the way people treat each other every services, housing and infrastructure. “We take great pride in the day, regardless of level or location, We’re responsible for the sale of liquor development and training that we and how work life balance is valued,” and gaming, as well as the wholesale provide for our employees. We have Hrabluik says. distribution of cannabis inside employees who will stay with us for “It’s those little day-to-day things, Manitoba,” she says. “We operate all a long period of time. They have the like people say good morning and the Liquor Mart stores, the Casinos of opportunity to work their way up within smile. They hold doors open for other Winnipeg and Manitoba’s video lotto the organization and take on more people. They take time to ask you network, as well as playnow.com. responsible roles,” Kriss says. about how your day is going. For me, “We pride ourselves on being “We give them development those are some of the things that a continued top employer in the and training that leads them to struck me when I first came here.” province,” Kriss adds. “It’s the result advancement opportunities. We And this sense of consideration of our consistent focus on corporate also have co-op terms, educational extends beyond the workforce and into values, at all levels of the organization.” assistance and tuition reimbursement.” the public realm. Last year, Manitoba Liquor & Adding to the advantages, “The caring is embedded in Lotteries conducted an employee Manitoba Liquor & Lotteries offers a everything that we do. That’s why it survey that identified opportunities to comprehensive benefits package, as translates for employees and it also strengthen its workplace culture across well health and wellness programs. In translates for our customers. Everyone the organization. The organization addition, employees can also enjoy matters to us.” listens to all of its stakeholders through the opportunity to connect with A strong workplace culture drives several means, and shares its results the community. employees at Liquor Marts, the Casinos with the community in its corporate “Our employees have the chance of Winnipeg, corporate offices and responsibility report available online. to work quite a bit in the communities elsewhere across the province at “Our purpose is to enrich the lives that we’re involved in. We make Manitoba Liquor & Lotteries.

PROUD TO BE RECOGNIZED AS ONE OF MANITOBA’S TOP 30 EMPLOYERS 17

MPI. New team members are given emotional well-being. Way Winnipeg. MANITOBA PUBLIC the tools to thrive through the From generous maternity, parental “The neat thing about the United organization’s onboarding program, and adoptive leave programs to robust Way campaign is it’s our employees job-specific training and continuing employee and family assistance, that take the lead. They design the INSURANCE TREATING education support, as well as including on-site mental health campaign,” Jatana says. “Every year leadership development to enhance workshops and online resources, to we’re amazed with its success and ITS PEOPLE RIGHT their career opportunities. personal wellness funding and fitness we continue to beat the previous For instance, MPI recently rolled out classes, MPI encourages work-life years’ results, both in participation BY JARED STORY a new in-house mentorship program balance that works for each individual. and our level of contribution to such a aimed at women with leadership That also includes physical locations worthy cause.” At Manitoba Public Insurance (MPI), exceptional aspirations within the Corporation. that make the day a little easier. Growth and improvement aren’t “A number of leaders from all levels At its head office in downtown just buzzwords at MPI – they’re built coverage and service starts with treating its of the organization have stepped Winnipeg, employees can easily enjoy into the culture of excellence the employees exceptionally well. forward to mentor other women on all the amenities of cityplace shopping Corporation continually strives to their career paths,” Jatana says. centre – including a food court and achieve for staff and customers alike. The non-profit Crown corporation Resources Officer. “While this doesn’t guarantee them fitness facility – as well as nearby Bell “MPI is always looking to evolve in has provided basic public automobile “That’s the key to delivering on a spot in leadership, it helps build MTS Place and the Millennium Library. how we serve Manitobans and meet insurance to Manitoba motorists our mission of providing exceptional confidence and provides them with Elsewhere, Jatana says all of their needs. We do the same thing for since 1971. MPI employs more than coverage and service through the resources and support to excel.” MPI’s claim and service centres are our employees,” Jatana says. 1,800 people, and operates claim and public insurance model. We believe At MPI, they know that life doesn’t welcoming and comfortable places service centres in 12 communities in empowering our employees to stop the minute you sit down at to work that include lunchrooms and The employee-led annual United throughout the province. provide that exceptional service that your desk. collaborative spaces to share ideas. Way campaign is one example of “We believe investing in our people you come to expect from MPI, and By providing benefits that meet While the Corporation helps its staff MPI’s efforts to empower staff is integral to fostering a culture of that is done through creating a day- the needs of its employees and their to succeed, it also encourages them to to create a culture of excellence excellence,” says Satvir Jatana, MPI to-day atmosphere where everyone families, the organization strives to be active in the communities that they throughout the Corporation. Vice-President, Human Resources and feels valued.” give its team the tools to strengthen serve. For instance, the organization Corporate Services, and Chief Human And that starts on day one at their overall physical, mental and is a strong supporter of United PHOTO BY TRISTAN FAST

Drive your career forward. 18

A group of Palliser staff at the company’s head office in Winnipeg. Palliser’s headquarters comprises administrative, executive, product development and manufacturing work spaces, allowing employees to work collaboratively and to make connections across the organization. PHOTO BY DARCY FINLEY

company do everything it can to keep learning opportunities and flexible its employees engaged, happy and work hours. proud to be part of the Palliser team. “We pride ourselves on being “The DeFehr family views success as flexible where we can, accommodating financial and business success,” adds family constraints, for example, such as Art DeFehr, “but it is equally important daycare drop off and pick up,” Aiello that it works for the employees and for says. “As a manufacturer, it is difficult the community.” for us to make mass accommodations, While Palliser’s efforts on behalf of so we take the approach that the community are largely channeled our leaders should have personal through the DeFehr Foundation, the relationships with each team member, company’s efforts on behalf of its and know which accommodations are employees are reflected in its daily meaningful. For some it will be an interactions and through a variety of adjusted start time, for others it will policies, programs and opportunities. be the provision of quiet space for “Palliser is committed to a culture of religious observances.” diversity and development,” explains Palliser also invite employees to Andrea Aiello, the company’s Director share in the company’s success via of Human Resources. customized bonus plans, social events PALLISER FURNITURE SHARES Following the example set by and continued investment in each its founder, Palliser consistently employee through education and hires refugees and newcomers to training. In turn, their employees give CREDIT WHERE CREDIT IS DUE Canada and works closely with local back through charity drives in the local immigration agencies to ensure community and to each other in times BY SHARON CHISVIN their successful integration and of hardship and need. job satisfaction. “We are fortunate to maintain a A lot has changed in the furniture manufacturing industry since the founding “Training, education and family-feel after 74 years. We continue development are cornerstones of to see this caring for one another of Palliser Furniture Upholstery Ltd. back in 1944, but Palliser’s commitment our culture, and supported through when team members pass, when to its customers, products and personnel has never wavered. targeted programming for all areas of tragedies strike homelands, and when our business,” Aiello says. we need to step in and step up to That personnel now numbers more and across Canada. But is also due to the hard work, Palliser, she continues, encourages support one another,” Aiello says. than 2,000 people, 643 of whom Almost 75 years later, with A.A.’s diligence and loyalty of its hundreds personal skill development for all of its “Through the sharing of corporate are based in Winnipeg where the son Art DeFehr at the helm of the of employees. employees. It supports and reimburses goals and a vision for future growth company’s head office is located. company’s board of directors and Art’s Those employees, including some continuing education at all levels, and innovation all employees are The Lexington Park headquarters, son-in-law Peter Tielmann serving as who have been with Palliser for 40 whether it is for a quick Excel course encouraged to embrace personal in the heart of the McLeod Industrial President and CEO, Palliser Furniture years or more, are committed to or a two-year MBA, and it invites and collective development to make Park, is not far from the East Kildonan is the largest furniture manufacturer the company because the company new hires to participate in structured ourselves, and our products, the very home where Abram Albert (A.A.) in Canada. In addition to its Winnipeg is committed to them. That shared training programs. best in class.” DeFehr first began building furniture production facility, furniture outlet devotion is the reason that Palliser These programs, such as the Career Whether those employees have in his basement. and real estate holdings, the company Furniture, is repeatedly recognized Engagement Program, incorporate been with the company for four years After enjoying some early has three manufacturing plants in as one of Canada’s Best Managed mentoring, career counseling, or four decades, whether they are success, DeFehr, who had emigrated Mexico and distributes its custom- Companies and tenure averages at 12 innovation training and even book new to Canada or third generation from Russia as a teenager, moved made furniture upholstery products years among Palliser staff. clubs, as a means of inspiring Winnipeggers, and whether they are his basement workshop into a throughout North America. “Palliser employees are at the very staff to enhance their skills, their fabric designers, forklift operators refurbished chicken barn and from Palliser’s success is due to the high core of our competitive advantage earning potential, opportunities for or furniture assemblers, they are there into larger quarters. He quickly quality of its product, exceptional and are the reason for our continuous advancement and personal sense equally valued and respected for became a key player in the furniture customer service and the vision and success,” Tielmann says. of accomplishment. their contributions to Palliser’s long- manufacturing business in Manitoba determination of the DeFehr family. It is logical, therefore, that the The company also offers co-op term success.

Join the team behind Canada’s leading furniture manufacturer.

PALLISER.COM/CAREERS 19

Staff and faculty participate in a RED Forum workshop that focused on using Virtual Reality (VR) in the classroom.

event for staff and faculty, by staff and faculty, and it’s a great opportunity for employees to get together, network, and learn from one another.” The college also offers several online training programs, available to staff and faculty at their fingertips, 24-7. This year, RRC added Lynda. com to the college toolkit, enabling further access to a variety of new learning opportunities. Lynda.com is now available to all staff, faculty and students, and provides free, unlimited access to 6,000-plus videos and courses at the click of a button. Those interested in learning outside of office hours also have access to RRC’s own on-campus and online courses which include over 100 personal and professional development programs, including full- and part-time certificate programs. All college employees are eligible to enroll in continuing education Gudmundson, RRC’s Chief Human From research lunch and learns, to programs at any of the Red River Resource Officer. “And it’s the traditional sweat lodge ceremonies, College campuses, and tuition fees WHAT THEY’RE DOING dedicated efforts of our staff and to mental health speaker series, to are waived if there is space available in faculty members who make this daily fitness classes – there are many the course. IS WORKING AT RED statement a reality everyday with opportunities for staff to engage in new Employees are also provided with their commitment to the college and professional and personal development financial support for tuition towards our students. activities. This is something we the completion of undergraduate RIVER COLLEGE “This is why we are continually encourage all employees to take and graduate level degrees, and striving to build a work environment advantage of,” Gudmundson says. subsidies for professional licensing Some Red River College alumni love going to that has programs and supports, The college has also continued to and professional fees to all employees school so much, they end up joining the ‘family’ including training and professional introduce more formalized internal who are required to maintain those development opportunities that ensure training opportunities to encourage designations for employment. business after graduation. staff and faculty success.” continuous lifelong learning and “As a college we are committed to Learning is a core value of Red professional growth. These include educating the community and we are This is the reality for more than half skilled workforce. They stay because River College, which is committed major initiatives like RED Forum, a proud that this includes our very own of Red River College’s (RRC) 2,300 they believe in what the college is to providing an exceptional learning day-long professional development dedicated staff and faculty members,” full- and part-time employees – RRC providing – for career development, environment for employees as well as event for all RRC employees from Gudmundson says. alumni who end up coming back to the for personal growth, and for a students. The college focuses on staff all campuses. “As educators, leaders, researchers college for a new rewarding challenge: bright future. learning and development activities “RED Forum focuses on and innovators committed to educating the next generation “When it comes to educating and events, led by industry experts – relationships, education and the education, meeting the changing of students. students, providing training and most of whom are all members of the direction of the college, and offers needs of industry, and contributing to They return because they know Red research opportunities, and meeting Red River College community. over 30 different sessions throughout the province’s economic growth, we River is committed to student success the needs of industry – what we’re “Every week you will hear of a the day for employees to choose are proud to say with great enthusiasm: and educating and training a highly- doing is working,” says Melanie different department hosting an event. from,” Gudmundson says. “It’s an what we’re doing is working.” 20

St.Amant’s expanded clinical team works with the Jordan’s Principle: Child First Initiative in remote northern Manitoba communities. SUPPLIED PHOTO

Employment opportunities abound at this ever-growing organization in all kinds of roles. From clinical staff in the areas of psychology and social work, to nurses and administrative positions, there are always opportunities to join the team. The most common opportunities are in direct support, a role where you work hands-on with people with disabilities to ensure that they are participating in life in a meaningful way. This work encourages staff to build relationships in the community, with family members and most importantly, with the people they are supporting. This is a great job for people who are motivated by supporting and encouraging choice and independence and are rewarded by seeing people achieve their goals. St.Amant employees are generous and definitely care about the people they support. In fact, St.Amant has one of the highest staff engagement rates in fundraising to support the St.Amant Foundation. Every year, staff volunteer at the St.Amant The organization unveiled its five-year better, stronger and inclusive.” Foundation’s signature fundraising event, the strategic plan at a town hall earlier this Knowing that employees really are its Free the Spirit Festival. EMPLOYEES ARE fall. To ensure the plan is relevant and that biggest asset, St.Amant works hard to offer “Staff see the benefits of their donations St.Amant is indeed meeting the needs of its excellent support to staff. Staff have access and volunteer efforts. We’ve seen so many ST.AMANT’S community and heading in the right direction, to excellent training and development exciting outcomes thanks to those who the strategic planning process involved opportunities. Some are formal and required donate, such as two men taking a trip of a wide stakeholder consultation with families, for their role and many are self-directed. lifetime to the Rockies, a new wheelchair- BIGGEST ASSET funders, partners and staff. Since introducing its English at Work for accessible van for one of St.Amant’s “We have a strong history of serving the newcomers program in 2014, more than 125 community homes and major renovations St.Amant has over 1,800 staff across most vulnerable, of offering services where staff and volunteers have directly benefitted to living areas at our complex care facility,” the province and together they support no one else would. That mission, tenacity and from more than 10,000 student hours of says Juliette Mucha, Director of the compassion of the Grey Nuns will continue English language training and support, St.Amant Foundation. Manitobans who have a developmental as we move through the next five years of which includes one-on-one tutoring at head Staff are truly part of the community and disability, acquired brain injury or our strategic plan,” says President and CEO office or in a community home in addition to also support other local charities such as the John Leggat. classroom time. This group organizes events Christmas Cheer Board, Winnipeg Harvest, autism, to reach their full potential. “Our community, who embraced the that promotes various cultures while also Manitoba Marathon, Dragon Boat Festival development of this plan and gave of enhancing the profile and benefit of a diverse and the Movement Centre Bike Race. For the As a leader in Manitoba for 60 years, St.Amant offers themselves in its creation, will continue to workplace. The organization hosts an on-site past two years, St.Amant was represented as innovative services that promote meaningful relationships, be involved as we move along our journey. Toastmasters group, offers many health and an employer in the Winnipeg Pride Parade. valued social roles, independence, human rights and quality We rely on these groups to help us stay wellness benefits, such as a low-cost gym, St.Amant is proud of the work environment of life. St.Amant’s person-centred, broad service approach the course and to ensure we are aware mediation and mindfulness activities and and organizational culture that has made it supports the person while also supporting and honouring and addressing the most pressing needs. encourages staff to work together to come one of Manitoba’s Top Employers for the families and natural support systems. Together we will make our community up with new and innovative ideas. eighth year.

8th year recognized as a Top Employer  Excellent benefits and pension plan

 Quality professional development StAmantMB 21

PURSUIT OF EXCELLENCE A HIGH PRIORITY AT ST. JOHN’S- RAVENSCOURT SCHOOL BY JENNIFER MCFEE

For the 11th straight year, St. John’s- Ravenscourt School (SJR) has earned top marks as one of Manitoba’s top employers.

“We are very proud to be on Manitoba’s Top Employers list for more than a decade,” says Head of School Jim Keefe. “It’s great news and I think it’s a reflection of the commitment that all of our community members make to advance the success of the school.” St. John’s-Ravenscourt employs Founded in 1820, SJR is the oldest school in Western 160 people including 140 full-time staff Canada and the second oldest independent school in and is the second oldest independent the nation. The co-educational university prep school has school in the country. students from both the local community as well as boarding students from Canada and around the world. Currently, the Kindergarten to Grade 12 school has a population of 865 day and boarding students. Located on a 23-acre site nestled at the weeks of paid vacation to start. With a all levels. Over the years, 18 Rhodes scholars have emerged from the neck of the Red River, the school’s grounds focus on flexibility, they also receive three “We offer our faculty and staff prestigious school, which is also well known for its students’ offer ample opportunities for staff members paid personal days off, as well as a holiday professional development opportunities,” achievements in public speaking, debating and many other to enjoy a stroll in the scenic setting and to shutdown period between Christmas and Keefe says. “Many faculty take advantage academic competitions. relax along the riverside walk. New Year. For teachers, they start their of higher education courses by taking “Virtually 100 per cent of our students go on to In terms of benefits, SJR offers the security employment with 12 weeks of holidays master’s programs or by attending other university entry,” Keefe adds, “and many with significant of a defined benefit pension plan while also each year. professional development programs across scholarship offers.” helping employees prepare for their future “Colleagues have also said that our North America.” In addition to offering an exceptional education to its through retirement planning assistance. For maternity leave is very favourable,” Keefe St. John’s-Ravenscourt School has students, SJR provides an appealing workplace for 160 staff members who are near retirement, the says. “We top up mothers to 90 per cent established a well-earned reputation for employees, including more than 140 who work at the school school offers phased-in work options to ease salary for 27 weeks. Then for new fathers and excellence throughout Canada and beyond, full time. the transition. adoptive parents, we top up payments to 90 and it all starts with a dedication to details “In our working environment, we offer a full-service “We have a great health plan and various per cent salary for 10 weeks.” and relationships built on respect. cafeteria with different menus as well as coffee, tea and fresh other wellness activities,” Keefe says. “It’s In addition, employees have the option of “We are here to provide an outstanding fruit,” Keefe says. also important to us to recognize our long- extending their leave into an unpaid leave education for our students and families,” “We have staff lounges, and our employees have access standing faculty through our outstanding of absence. Keefe says. “That is only possible because we to our fitness facilities. We also offer yoga classes through a service and emeritus awards.” As a top educator, SJR recognizes have a faculty and staff that are committed to local instructor, and we have faculty who play in our indoor Adding to the advantages, new the importance of lifelong learning by excellence while always striving to achieve our hockey arena.” administrative employees receive three encouraging education for employees at mission, vision and values.”

Apply today at sjr.mb.ca 22

STANDARDAERO CONTINUES TO GROW IN MORE WAYS THAN ONE BY JIM BENDER

An innovative aerospace company in Winnipeg is soaring to new heights as it welcomes growth in all areas of its business. Founded in 1911, StandardAero is one of the aerospace industry’s largest independent maintenance, repair and overhaul providers with a large presence in the Manitoba aerospace community.

To support the company’s growth, many positions including technical, our organization.” StandardAero continues to grow and family setting where employees StandardAero is actively finishing engineering, professional and StandardAero also reaches out to expand its workforce, which employs collaborate and find ways to have fun redesign of a 70,000 square foot leadership opportunities. the next generation of employees about 1,300 people across seven main with each other in the workplace. That facility purchased to accommodate Because of the way StandardAero with apprenticeships and co-ops, paid facilities in Winnipeg and about 6,000 includes enjoying recreational activities it’s need for expansion of additional both treats its employees and the internships and summer employment people globally, McLeish says. together outside of work hours such production and office space, creative way it recruits new ones, it opportunities. Two examples include StandardAero also encourages as paint night outings, organized V.I.P retrofitting another one of their was named a Manitoba Top Employer partnering with Tec Voc High its employees to keep their skills bus tour during Folklorama, fitness facilities to bring in new helicopter once again this year. School’s Aerospace Manufacturing sharp through a variety of in-house bootcamps, hockey, basketball, and engine work the Winnipeg location “We are very proud to continue to Maintenance Orientation Program training initiatives, along with tuition softball leagues. has never seen before, and is looking be recognized as one of Manitoba’s (AMMOP) and Maples Collegiate’s subsidies for courses related directly StandardAero was recently at additional opportunities to Top Employers,” McLeish says. “We Aviation Trades and Technology or indirectly to their current positions. awarded the Lieutenant Governor expand its facilities to accommodate take a great deal of pride in it.” program to offer students the chance These include technical, professional Award for Outstanding Contribution future growth. To support it’s recruitment in the to get some real work experience in and leadership training “to enhance to the Community by a Business “It’s never been a more exciting industry, StandardAero encourages the aerospace industry through tours, their skills,” McLeish says. which recognizes excellence in time in our company’s 107-year history its employees to refer their friends one-day mentorships and dedicated “We’re in growth mode in all the leadership of Manitoba’s with the amount of growth we are through the company’s employee work experience placements, McLeish areas of our business so we’re corporate community through experiencing,” says Stacey McLeish, referral bonus program. says. It also offers job opportunities investing significantly in training,” their business endeavors and civic StandardAero’s Vice-President of “We very much value our to new grads coming out of college she adds. “Aerospace is an industry community leadership. Volunteering Human Resources. employees because they know what and university programs. In fact, that continues to evolve and our opportunities also play a big role in “There are lots of opportunities our company culture is like and who StandardAero was recognized once employees are adaptable and the company’s social environment as for our employees to grow within will fit well with our organization,” again this year for being one of innovative in keeping up with the company is actively involved in a our company and for others who McLeish says. “We have had a high Canada’s Top Employers for Young changing demands. number of different charities, including want to join our StandardAero rate of success and appreciate all People, she says. McLeish, who has been with the the United Way, Habitat for Humanity, team,” adds McLeish, citing the the referrals received as we continue As a result, in an era where many company for 19 years, refers to the Winnipeg Harvest, Christmas Cheer company is actively recruiting to fill to recruit more individuals to join organizations are downsizing, work environment as a close-knit Board, Siloam Mission and many more. 23

TRUE NORTH SPORTS + ENTERTAINMENT TEAM RISING TOGETHER For the second season, the motto Rise Together is uniting fans, but those two simple words are also engrained in the day-to-day of all employees at True North Sports + Entertainment. Long before it was introduced as a tag line and to make contributions that elicit pride, Summit at the Burton Cummings Theatre. families to the annual holiday skate at for hockey fans, it was a mantra that the but we got to see it and live it during the Last year was no exception to True North’s Bell MTS Place, coupled with the perks of team off the ice was living. playoffs in such a grand way and on such a continued expansion either, as it grew its periodic event tickets and discounts at Jets large stage,” says Olfert. partnership with local start-up, Fannex, Gear stores. “What we experienced this year with the whiteout was both The contributions of each and every becoming an equity investor, and extended Onsite fitness facilities and an engaging remarkable and humbling,” says John Olfert, Chief Operating employee in their own respective areas were its concert operations with TN Touring, filling employee health and wellness program Officer with True North. “While it was noted that a deep playoff key to creating the bigger picture. a niche for bringing exciting Broadway-calibre add to the benefits package which includes run was unchartered territory for our players, it was similarly new “Our whole team gave so much of touring productions to mid-size arenas in fully paid health and dental benefits and ground for our employees. With the elevated attention that the themselves during this time,” says Haus. Canada’s medium and smaller markets. a matched retirement savings plan that playoffs brought to our team, facility and city, we were encouraged “We saw and overcame challenges we have With an organization that continues to also offers annual group and one-on-one and pleased by how our full and part-time employees rose to the never faced, but in the end, it was rewarding grow and diversify, change and challenges are consulting opportunities. challenges that came with the street parties, national broadcasts, to feel a part of the excitement and know constant. Through culture and engagement, True North pursues the goal of being a viewing parties, and the excitement of playoff hockey.” that we continue to grow together through True North’s team of more than 250 full-time dynamic organization and special attention is While the experience brought new challenges that pushed these experiences.” and 1,200 event and part-time employees paid to keep all employee teams connected. everyone in the organization beyond their comfort zones, they While the playoffs got much of the have shown a willingness and ability to Internal communication tools, like the were challenges that employees were ready and willing to take on, spotlight, this vision extends to all facets of continually raise their own bar. quarterly Our True North magazine, a newly equipped with the same support and empowerment that guide True North’s diverse operations, from the “Our people are responsible for bringing launched employee web portal, and periodic their everyday. True North Youth Foundation (TNYF) and our organization’s vision and goals to life, day Synergy Sessions, where departments report “Our teams are incredibly hard working, dedicated, and Camp Manitou to Bell MTS Iceplex, Burton after day, and year after year. This truth is not and present to one another, help everyone to resourceful,” says Olfert. “This coupled with our values of Cummings Theatre and True North Real taken for granted by anyone at True North,” keep pace with other teams. Team, Do the Right Thing, Trust and Respect, and Continuous Estate Development. Thanks to the efforts says Haus. Though there may be increased focus and Improvement, served as the foundation for all the firsts faced by of all employees, True North was able to In an effort to continue raising the bar, attention on the Jets and on the entire True employees and True North.” participate in our community in a variety of employees are being offered leadership North organization following last season’s As Vice-President of Human Resources, Dawn Haus is a culture ways, including by welcoming the first tenants development courses newly introduced this playoff run, Olfert has a quiet confidence in and engagement lead and has the pleasure of working with nearly to True North Square’s office tower at 242 year, building on the 7-Habits training offered the True North team. “Like our hockey teams, everyone across the True North organization. Hargrave St. and unveiling the public plaza; over the past three years. we will continue to work together, grow “Our mission and vision are not just words on paper, they really providing a patron experience that garnered True North pursues building community together and rise together.” do guide us, and this starts with ownership and senior leadership,” recognition for Bell MTS Place as the number among its own employee teams with healthy True North Sports + Entertainment emphasizes Haus. “The organization really and truly strives to live one NHL arena and one of North America’s meals served on game and event days, has a growing workforce of more than up to our values.” best venues for overall entertainment organization-wide luncheons, team building True North’s vision is to be a source of pride for the community (Stadium Journey magazine); and by hosting events like viewing parties, employee hockey, 250 full-time employees and 1,200 and this is a role the organization does not take lightly. the inaugural Project 11 (one of the core summer intramurals, and an annual employee part-time employees. “True North has always strived to be an asset in our community programs of the TNYF) Mental Wellness Camp Day, as well as inviting employees’ PHOTO BY JONATHAN KOZUB 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.

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Participants at the Excellence in Supervision/Management Fundamentals workshop offered to employees at the University of Manitoba. SUPPORTING PEOPLE PART OF UNIVERSITY OF MANITOBA’S CULTURE BY GEOFF KIRBYSON

Mark O’Riley, Director of Learning and Organizational Development at the University of Manitoba, says that while he is very happy that the school is being recognized as a top employer, he is not surprised. Supporting its people is part of the U of M culture. “If we want to keep drawing the best people, we have to be on our game and make sure people feel they to creating an accessible community,” universities across the country. high priority at the U of M. Programs like can make a difference in a real and substantive way,” O’Riley says. “I’ve worked elsewhere where people have Management Fundamentals and the Leaders O’Riley says. “We’re making sure we do all we can to been recognized for years of service, but I’ve Learning Program offer sessions designed to The province’s largest post-secondary institution has build on a welcoming environment in order never seen an award for something specific,” support leaders at various levels throughout been selected as one of Manitoba’s Top Employers for the to recruit more great people to work at she says. the organization. sixth consecutive time in the annual national survey. the U of M.” Unionized employees and administration When Tackie completed a certificate The focus that the university places on the quality of its Roxanne Tackie, an Awards Officer in the workers initiated the Awards of Excellence in supervisory training in 2016, she was work environment is integrated throughout its strategic U of M’s Faculty of Grad Studies, knows program to ensure that support staff were appreciative of the encouragement and back- plan. It’s clear that employee development and overall about the accolades first-hand. She received consistently being recognized. The awards up she received from her department. health and wellness is integral to its operations — from an Award of Excellence for inclusion relating celebrate a number of areas — leadership, “They were very supportive of me missing Success Through Wellness, a mental health strategy aimed to her work on an event to celebrate Black service, teamwork, diversity and inclusion days at my desk to go for professional to reduce the stigma of mental illness, to initiatives like History Month earlier this year. and a president’s award honouring careers development, even when some of it didn’t Live Well @Work Week, an event with sessions on diverse “That meant a lot to me personally, for the of commitment. relate to my current job. You’re learning more topics like stress reduction, yoga and mindfulness. In university to recognize me, the event and the What O’Riley loves is how the awards let about the processes you don’t normally do so addition, there are 145 development sessions offered to amount of work that was put into it. It makes people know that what they do matters. that you feel confident to apply for a position staff annually, as well as employee recognition programs me want to work on big events like that again. “They increase loyalty and performance and that comes with more responsibility,” she says. through the annual Awards of Excellence, in order to It motivates you to go above and beyond in really engage people when they know that Supporting the growth and development of nurture a high-calibre work environment that is both the future because people appreciate what what they do is appreciated. The nominators staff is key, O’Riley adds. supportive and inclusive. you’re doing,” she says. talk about the people they’re nominating and “We try to make our programs as “We also have many members of our community By recognizing the work of its people, the difference they have made for them,” interactive and practical as possible. We want working on inclusion and diversity. Our university is Tackie says the U of M is setting itself apart he says. to give members of our staff the opportunity committed to advancing Indigenous achievement and from other employers in Winnipeg and Professional development is another to tap into their true potential.”

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UMANITOBA.CA /CAREERS

INT-HR-014-2018-TopEmployers 10.375” x 3” PG 4c A.M. N/A Winnipeg Free Press 25

WESTMAN COMMUNICATIONS GROUP EMPHASIZES EMPLOYEE RECOGNITION BY TODD LEWYS Employers often talk about the importance of recognizing the pivotal role employees play in the success of a company, but it’s something they sometimes don’t do enough about.

By contrast, the leadership team when your company is viewed as being – Westman cheerfully matches at Westman Communications a great place to work. With that in employees’ RSP contributions – Group makes a point of regularly mind, we encourage our employees has also aided in attracting and acknowledging the sterling efforts of to share their thoughts with us. We retaining employees. their workforce, says Westman’s Chief believe there’s always a better way In addition to comprehensive Marketing Officer John Quail. to do something. The best ideas on medical and dental benefits, Westman “It’s important to recognize both how to get better often come from employees also have access to a “flex- team and individual success in a timely our employees.” plan,” Cole notes. fashion, so we do it every quarter (of That confidence to approach “It covers things like gym the business year),” he says. “At our supervisors with ideas is derived from memberships, RSP contributions, most recent get-together, we gave the fact the Westman’s employees even the purchase of a new tablet. away some nice prizes – Jets tickets, know they’re valued by management. Employees can spend up to $500 and a tablet – to celebrate how our “We do things like offering $500 and are reimbursed $250 on employees’ hard work has made our scholarships to employees’ children eligible expenses.” company such a success.” when they go off to university and Family initiatives are also front-and- Westman’s leadership team is running mentorship programs where centre at Westman, she adds. always open to suggestions, especially long-term employees are encouraged “As already noted, we hand ones that promote team building, to share their wisdom and skills out scholarships to employees’ adds Sonia Cole, the Brandon-based with new employees to pass on our dependents. We also send two staff company’s human resources manager. culture and values,” he adds. “People children to our co-op leadership “We have a very diverse and appreciate the scholarship program conference, sponsor movie nights, inclusive culture here, and we and are really pleased to be part of the have a Christmas party for kids at the encourage them to bring forward program, which is in its inaugural run.” Victoria Inn, and promote wellness ideas,” she says. “When several of Additionally, staff receive training initiatives. We even sponsor sports our staff members suggested putting in areas such as customer experience teams of our employees’ kids.” on an authentic Diwali luncheon, we and supervision. Finally, Westman’s management embraced the idea. It was a great “Currently, we have two people team encourages employees to be shows, curling bonspiels and numerous Feeling valued and appreciated, success. Then, another group of our taking courses on effective supervision community-minded as Westman is a other events. With our Community TV members of Westman’s workforce tend staff put on an authentic Italian lunch. It at Assiniboine Community College,” co-operative. Programming regional channels, we to go above and beyond the call of was also well-received.” Cole says. “When they come back, “They’ve embraced that,” Quail are also able to show what happens in duty on a regular basis. The overall idea is to build a we expect them to pass on what they says. “Our employees are always our communities to everyone across comfortable yet dynamic work learned to their peers so they can use giving their time and support to the region. Our radio and business Westman Communications Group has a atmosphere that promotes teamwork the knowledge to get better at what local organizations and charities. We groups provide free airtime and diverse and inclusive workplace culture and efficiency, Quail says. they do.” are always volunteering in various discounted communication services and encourages employees to bring “It’s easier to get good people A thoughtful benefits program communities at festivals, skating to local charities.” forward ideas.

Proudto be one of Manitoba’s Top Employers

Supporting the community we serve If you’d like to join our team, is an important part of who we are. visit westmancom.com/careers 26

garden. For 21 years, employees have had the WINNIPEG AIRPORTS AUTHORITY BRINGS opportunity to maintain a garden at the airport. “In the first week of June, we have a day EMPLOYEES INTO CONVERSATION where our employees help plant the garden,” Bilcowski says. “Once the garden is planted, BY PAT REDIGER we have employees and volunteers take care of that garden throughout June and July. In Winnipeg Airports Authority here to facilitate everything that the community has adopted LEAN principles to get frontline late August and early September, we start needs, from people visiting their families, to employees involved in “breaking down the harvesting it with the help of Winnipeg Harvest, (WAA) is transforming its business travellers to online packages that come barriers to innovation and creativity.” which then distributes it to people in the city or employee experience to by air and show up the next day at your door,” “When it comes to something even as simple surrounding areas.” MacAfee says. “This vision extends back to the as reorganizing and cleaning up certain areas WAA also stands out because it offers flexible new heights. company itself and is the reason why we exist. such as our new terminal, getting our employees work arrangements to employees. This includes That becomes embedded into the culture here.” involved in the problem solving has been an up to five paid family days, which can be “While we have a lot of the same benefits As Bilcowski explains, the WAA enforces its enormous step forward for us,” she says. scheduled by employees throughout the year. The and perks that other organizations have, I think “why” by creating a culture of listening to one WAA places a strong emphasis on the wellness organization also offers generous maternity and the most important thing about working here another, which she says starts at the top. of its employees. It encourages employees to parental leave top-up payments for new moms (to is that we all live the same commitment to our “Our President and CEO (Barry Rempel) keep fit by providing free memberships to two 93 per cent of salary for 32 weeks) and parental community and we’ve created a culture that’s communicates with employees in a number of onsite fitness facilities that feature a full range of leave top-up for new fathers and adoptive parents worked for us,” says WAA Director of People ways, whether it’s at our employee town hall exercise equipment. WAA also brings in speakers (to 93 per cent of salary for 15 weeks). and Culture Kim Bilcowski. “I think that makes sessions or a video newsletter that’s posted on and companies to deliver diverse wellness “We want to make sure that we’re providing us unique.” our intranet,” Bilcowski says. “We have a senior programming for employees. a good work-life balance,” Bilcowski says. “That WAA is a community-based, non-share capital management team that’s open to talk to anybody “We try to have programs come from the goes back to talking to our employees, having a corporation that operates, manages, maintains at any time. We hold regular union-management grassroots. It goes back to listening to our good understanding of who they are, and creating and invests in the Winnipeg James Armstrong committee meetings where we talk about the people and finding out what they’re looking for,” an environment where people feel that they’re Richardson International Airport. WAA Director of ‘why’ and also about the ‘how’.” Bilcowski says. “You can buy a program from being heard and are working together.” Communications and Public Affairs Tyler MacAfee Bilcowski says WAA has spent the past several anybody and it sounds really great on paper, but says that employees have truly bought into the years examining its processes and seeking out it doesn’t work if that’s not what your employees organization’s mission. ways to be more efficient through different are looking for. We look at wellness from a holistic A big part of what makes Winnipeg Airports “The first three words of our vision statement technologies and trying to be innovative in how perspective: body, mind, soul and spirit.” Authority unique is the commitment of its are ‘with our community.’ As an airport, we’re it performs. She noted that the organization A popular program for employees is the harvest employees to their community.

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

waa.ca Photography courtesy of Laird Kay 27

The WCB Wheelin’ Warriors show their support of the Heart and Stroke Foundation by riding in the annual Big Bike ride.

has held several positions, gaining Return to Work Program Services expertise and experience in various is just at the start of their journey, areas throughout the organization. as the WCB begins carving out a In 2014 Dave became one of the new corporate strategy that focuses first staff members to join the newly on return to work as an essential created SAFE Work Manitoba division. component of ensuring the health and Earlier this year, Dave was promoted safety of workers and workplaces. to Director of Assessment Services, With its focus on promoting health taking on an important role where and safety in Manitoba workplaces, he will lead the implementation and it comes as no surprise that the final updates to the WCB’s new rate WCB is also committed to health model system. and wellness for its own workforce. “Modernizing a system that insures The WCB’s mental health and safety 77 per cent of Manitoba’s workforce strategy was launched in 2016 and and processes more than 28,000 has since become entrenched in claims each year is no small task,” the organization. says Maharaj. “We couldn’t have “We help workers and employers done it without experienced staff at some of the most difficult and who know the ins and outs of our stressful moments of their lives. Taking organization and have dedicated care of our employees’ mental health themselves to professional growth helps them provide compassionate, and development.” caring service when it’s needed most,” The WCB supports staff Earle says. development with on-the-job training, The WCB’s focus on compassion WCB PASSIONATELY employer-sponsored learning extends to the community at opportunities and career planning large. The WCB is a long-standing services. supporter of many charitable COMMITTED TO ITS STAFF Opportunities for growth are just organizations, including United Way, one way the WCB fosters engagement the Heart and Stroke Foundation and The Workers Compensation Board of Manitoba (WCB) knows that a large among its staff. Another is the Koats for Kids. opportunity to work on challenging “We’re in the business of helping part of its success over the years is due to the passion and commitment of and rewarding projects that further people, and that extends to not its staff. That passion and commitment have been demonstrated in countless the company’s vision: “A trusted only our own staff but the broader partner, insuring today and building a community as a whole,” Maharaj says. ways in recent years, as the WCB has worked to modernize its system and safer tomorrow.” The WCB is proud that its focus deliver even better value for Manitoba workers and employers. One area that has seen both great on engagement, wellness, security challenges and rewards is Return to and growth has resulted in being “We recognize that our people are wellness and security – that capture having many of our employees spend Work Program Services, formed just recognized as one of Manitoba’s Top at the forefront of our success and the essence of what it means to work their careers with us.” three years ago. Employers for the eighth year in a row. want to continue to make the WCB at the WCB and highlight areas of Experienced and knowledgeable “Our Return to Work Program “We are committed to building a a great place to work,” says WCB focus for the organization. staff who have progressed through Services team has done incredible supportive workplace and remaining President and CEO Winston Maharaj. “The four themes reflect who we different positions and departments work to build a consulting service from an employer of choice so that we can “We’re committed to evolving our are and what we have to offer,” says are vital to the organization’s success. the ground up,” says Darren Oryniak, continue delivering valued services workplace so that we can attract and Shannon Earle, Vice-President, Human An example is Dave Kramer, who Vice-President, Compensation to Manitobans,” Maharaj says. “We retain talented staff.” Resources and Strategy. “It’s a way started his career at the WCB as a Services. “The response from recognize the dedicated and talented The WCB’s recruitment and for us to package what new staff can Records Clerk, hired as a summer employers has been incredibly positive staff we have and the importance of retention efforts are based on four expect when they walk through the student while attending university. and the team has stepped up to meet providing a workplace where they are themes – growth, engagement, door and ultimately it’s the key to During his 23 years at the WCB, Dave a huge demand for their services.” able to succeed and thrive.”

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