BC's Top Employers (2018)

NELSON MOUËLLIC FOR MICROSOFT

ct100.ca/bc

p Two developers at Microsoft Vancouver

working in one of their downtown office‘s collaborative workspaces.

MEDIACORP

2018 WINNERS

BC’S TOP EMPLOYERS 2018

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13th Annual Edition

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WHISTLER BLACKCOMB

BC'S TOP EMPLOYERS p Few employers can match the view from the office at Whistler-Blackcomb.

Top Employer must excel at many things, from progressive human resources programs to professional development of their employees to committed community involvement – all while continuing to drive their business forward to success.

Perhaps because of the province’s beautiful natural environment, many of BC’s Top Employers for 2018 are also impressively green and sustainable in their practices. For example, Grouse Mountain in North Vancouver features its own wildlife refuge with interactive programming. Nature’s Path Inc., a B.C.-based manufacturer of organic foods, maintains an employee-managed onsite organic garden where staff can unwind with a little therapeutic gardening during their day.

Mountain Equipment Co-op, a specialized retailer of outdoor gear, stands out particularly for making environmental issues a priority. From its LEED Platinum Standard head office in Vancouver to annual targets to divert waste, reduce water use and lower carbon emissions, MEC embodies a green culture.

“It’s not just the right way to do business, it’s the only way,” says Valerie Presolly, Director, Sustainable Business Innovation at MEC. “As an outdoor retailer, we’re so connected to and dependent on

a healthy environment. It’s been a big part of our co-op values from the beginning and our members hold us accountable to that.”

Presolly says MEC’s green focus means applying a more holistic lens to business decisions and how they might affect different things that are interconnected. She believes that helps people work smarter, assuring business continuity and access to resources in the long term.

Being serious about sustainability includes taking a close look at what goes into the garbage – literally. Twice a year, teams at MEC stores don coveralls and jump in their dumpsters to do a waste audit and find ways to improve.

“Being smart about packaging, shipping and what goes in our garbage is all part of keeping waste out of the landfill,” says Presolly, who’s actually done it and insists it’s not as gross as it sounds.

“It’s a lot of fun and very insightful,” she says.

“Usually there’s only one person who jumps into the dumpster to get the waste out. The rest of the group – in hazmat suits with gloves on – dissects the stuff to see what could be diverted elsewhere.

“The reason we do this is to understand where we have problems with our recycling and to highlight those things,” Presolly says. “We do draw action plans around what we find in the garbage,

2018 Magazine Anthony Meehan, PUBLISHER

Karen Le,

VICE-PRESIDENT

Editorial Team:

Richard Yerema, MANAGING EDITOR

Kristina Leung, SENIOR EDITOR

Stephanie Leung, ASSISTANT EDITOR

Advertising Team:

Kristen Chow,

DIRECTOR, OPERATIONS

Ye Jin Suhe,

CLIENT SUPPORT COORDINATOR

Sponsored Profile Writers:

Berton Woodward, SENIOR EDITOR

Michael Benedict Sheldon Gordon Don Hauka Simon Hally Patricia Hluchy D'Arcy Jenish Bruce McDougall Nora Underwood Stuart Whitmore

© 2018 Mediacorp Canada Inc. All rights reserved. BC'S TOP EMPLOYERS is a registered trade mark of Mediacorp Canada Inc.

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BC’S TOP EMPLOYERS 2018

INTRODUCTION

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such as paper towels that should be composted instead. Staff always want to know what we find.

If you throw something out and it has your name on it, that’s really embarrassing.”

The Vancouver office of Perkins+ Will Canada, a recognized green architecture firm, is one that walks the walk – with transit subsidies, secure bike storage and shower facilities to encourage self-propelled transportation. An amazing 95 per cent of employees ride, walk, take transit or carpool to work. Managing Director Susan Gushe says that’s just who they are.

“Our brand is very well-known and strong about green design and sustainable building,” Gushe says.

“When you have a really strong brand about doing the right thing in terms of the environment, you tend to attract staff who come with their heart on their sleeve. The people who come to work for us all share the mission that the firm shares, which is, how can we do less harm and do more good.”

Gushe says that a lot of staff use car share instead of owning cars, plus the office is located downtown, only two blocks away from a transit

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n choosing this year’s BC’s Top Employers winners, the editors at the Canada’s Top 100 Employers project evaluated each employer’s operations and human resources practices using the same eight criteria as the national competition: (1) physical workplace; (2) work atmosphere and social; (3) health, financial and family benefits; (4) vacation and time off; (5) employee communications; (6) performance management; (7) training and skills development; and (b) community involvement. These criteria have remained consistent since the launch of the BC’s Top Employers competition 13 years ago.

station, so it’s ideal for people to use public transit to get to work. She advises that any employer who wants to promote getting employees out of cars needs to be on a major transit route. It’s also key that employers provide proper amenities to encourage walking, running and biking to work.

“If you want people to ride their bikes, they can’t just park them outside,” says Gushe. “Before we had our bike storage room, we had lots of theft off the street. We also have showers and change rooms and lockers for employees so they can come in the Vancouver weather – which is wet and rainy – hang up their rain gear, have a shower and get into work clothes. It’s the combination of change, storage, showers that make it possible. A company has to make the commitment to support this to make it happen.”

In terms of policy, Gushe maintains the firm has never paid for parking for anyone, not even the top leaders of the firm, including the CEO. “I always talk about us as a boat,” she says. “We’re all in the boat and we all row in the same direction.” n –Diane Jermyn This year saw a record number of employers apply for the competition. Any employer with its head office or principal place of business in British Columbia may apply to be considered. (Employers interested in applying for next year's competition, see p. 31.)

Each employer is compared with other organizations in its field to determine which offers the most forward-thinking HR programs. A summary of why each of this year’s winners was chosen appears below. Detailed reasons for selection were released today and are accessible via the competition homepage:

canadastop100.com/bc n

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2018 WINNERS

BEBOOKS INC., Victoria.

Online retailing. 98 employees. Onsite fitness facility features a range of equipment, instructor-led classes, massage chairs and a steam room.

BC HYDRO, Vancouver. Electric power generation. 5,262 employees.

Longstanding social club organizes a number of events each year, including an annual hockey tournament with over 500 participants.

ABSOLUTE SOFTWARE CORPORATION, Vancouver. Software developers. 272 employees. Cultivates an ownership culture with a share purchase plan open to all employees.

BC PUBLIC SERVICE, Victoria.

Provincial civil service. 27,785 employees. Employees can make donations to charities of their choice through the Provincial Employees Community Services Fund.

ACL SERVICES LTD., Vancouver.

Software developers. 238 employees.

Offers maternity and parental leave top-up payments for new parents to 100 per cent of salary for 15 weeks.

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A BLACKTOP LTD., North Vancouver. Road construction.

341 employees. Created a number of new jobs across the Greater Vancouver area, adding over 80 fulltime positions in the past year.

BC ASSESSMENT, Victoria. Property tax authorities. 740 employees.

Offers a full year of maternity and parental leave top-up payments for new mothers.

BEEDIE DEVELOPMENT GROUP, Burnaby. Real estate developers and property managers. 230 employees. Offers weekly deliveries of fresh fruit and subsidized lunches prepared by a local chef twice weekly.

BEST BUY CANADA LTD., Burnaby. Retail. 5,500 employees. Recognizes employee volunteerism through the “Blue Gives Back” awards.

BOEING VANCOUVER, Richmond. Aerospace. 215 employees.

Offers a generous health spending account of up to $800 annually.

BC CHILDREN’S HOSPITAL FOUNDATION, Vancouver. Charitable foundations. 104 employees.

Provides tuition subsidies to support ongoing employee education, up to $1,875 per year.

BRITISH COLUMBIA FERRY SERVICES INC. / BC FERRIES, Victoria. Passenger ferries. 3,321 employees. Helps employees plan for a secure future with contributions to a defined benefit pension plan.

BC HOUSING MANAGEMENT COMMISSION, Burnaby. Public housing authorities. 707 employees. Offers phased-in work arrangements for employees nearing retirement.

BRITISH COLUMBIA INSTITUTE OF TECHNOLOGY / BCIT, Burnaby. Post secondary education.

1,870 employees. Free access to an on-campus fitness facility featuring a sauna, racquetball courts, a

BC’S TOP EMPLOYERS 2018

ACL SERVICES

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p The Vancouver head office of ACL was designed in consultation with employees by SSDG Interiors and features four staff lounges for collaboration and recharging.

2018 WINNERS

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climbing wall and instructor-led classes.

BRITISH COLUMBIA LIQUOR DISTRIBUTION BRANCH, Vancouver. Liquor retailing. 2,139 employees. Provides maternity and parental leave top-up payments for new mothers and fathers, including adoptive parents.

BRITISH COLUMBIA LOTTERY CORPORATION / BCLC, Kamloops. Gaming and lottery operators. 850 employees. Workplace is a renovated Woolworth’s department store that includes collaborative work spaces, a gym and a cafeteria.

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ACTUS RESTAURANTS LTD., Vancouver. Full-service restaurants. 1,310 employees.

Welcomes new head office employees with a unique “First Day is Your Best Day” celebration.

CANFOR CORPORATION, Vancouver. Forest products. 4,354

employees. Encourages lifelong learning through tuition subsidies, formal mentoring and in-house and online training.

CANUCKS SPORTS & ENTERTAINMENT, Vancouver.

Professional sports team and arena operators. 235 employees.

Supports local charities that focus on children’s health and sports programs.

CAPITAL REGIONAL DISTRICT / CRD, Victoria. Municipal governments. 468 employees.

Offers phased-in work options for employees nearing retirement.

CLIO, Burnaby. Software developers. 194 employees. Various social events including monthly mixers, poker nights, ski weekends and an annual camping trip.

CLOVERDALE PAINT INC., Surrey. Paint manufacturing. 861 employees. Offers onsite yoga classes every Monday and Thursday.

COAST CAPITAL SAVINGS CREDIT UNION, Surrey. Credit unions.

1,431 employees. Offers generous referral bonuses for employees who recruit candidates from their personal networks, up to $4,500.

COLLEGE OF PHYSICIANS AND SURGEONS OF BRITISH COLUMBIA, THE, Vancouver. Self-regulating professional bodies. 128 employees. Manages an in-house College Fundraising Committee which organizes events throughout the year to support selected charities.

CONNECT HEARING, Victoria.

Audiologists and hearing instrument practitioners. 315 employees. Offers matching RSP contributions to help employees save for retirement.

COQUITLAM, CITY OF, Coquitlam. Municipal governments.

832 employees. Employees receive free access to a nearby aquatic centre which includes a running track and sauna.

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ENTONS CANADA LLP, Vancouver. Law firms. 1,189 employees. Offers paid timeoff to volunteer, ranging from one to five days depending on the charitable initiative.

DLA PIPER (CANADA) LLP, Vancouver. Law firms. 531 employees.

Provides generous referral bonuses as an incentive for employees to recruit candidates from their personal network, up to $10,000 depending on the position.

DOUGLAS COLLEGE, New Westminster. Post secondary education.

927 employees. Employees enjoy the benefits of campus life, including a variety of onsite eating options, discounts at local restaurants and free membership to the college’s fitness facilities.

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SIT ADVANCED SOLUTIONS INC., Victoria. IT consulting. 479 employees.

Lends an employee to United Way to work as a representative, an

BC’S TOP EMPLOYERS 2018 Continued

in-kind donation of 760 paid hours of labour.

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AMILY INSURANCE SOLUTIONS INC., Vancouver. Insurance agencies and brokerages.

73 employees. Organizes a mental health campaign each spring to promote awareness of mental health issues in the workplace.

FINANCIALCAD CORPORATION / FINCAD, Surrey. Software developers. 82 employees. Offers parents-tobe a generous subsidy for in vitro fertilization when needed, to $15,000.

FORTINET TECHNOLOGIES (CANADA) ULC, Burnaby. Software developers. 931 employees. Provides free dinner options for employees from Mondays to Thursdays.

FRASER HEALTH AUTHORITY, Surrey. General hospitals.

11,478 employees. Supports ongoing skills development through a variety of in-house and online training programs.

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REAT LITTLE BOX COMPANY, THE, Richmond. Box manufacturing. 257 employees. Celebrates the achievement of annual profitability targets with an all-expenses-paid trip to a sunny destination for all employees.

GROUSE MOUNTAIN, North Vancouver. Ski resorts. 382 employees.

Employees enjoy full access to the mountain resort, including opportunities for skiing, snowboarding and skating.

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EMMERA ENVIROCHEM INC., Burnaby. Environmental consulting. 192 employees.

Offers subsidized membership to an onsite shared-use fitness facility, featuring instructor-led classes such as spin, yoga, pilates and Zumba.

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NDUSTRY TRAINING AUTHORITY / ITA, Richmond.

Skilled trades training and certification. 103 employees. Supports new mothers with generous maternity and parental leave top-up payments for a full year.

IQMETRIX, Vancouver. Software developers. 380 employees. Unique work environment includes weekly deliveries of fresh organic fruit, a games counter with board games and two taps of craft beer.

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ACOB BROS CONSTRUCTION INC., Surrey. Construction firms.

197 employees. Experienced significant growth in the past year, adding nearly 40 new full-time positions in the past year.

JOEY RESTAURANT GROUP, Vancouver. Full-service restaurants. 329 employees. Manages the “Cup of Care” charitable program, serving over 15,000 cups of soup and 6,000 chicken pot pies made by employees to homeless shelters across Canada.

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NIGHT PIÉSOLD LTD., Vancouver. Engineering firms. 142 employees. Offers opportunities for the next generation to gain career-level experience through summer employment, co-op placements and paid internships.

KWANTLEN POLYTECHNIC UNIVERSITY / KPU, Surrey. Post secondary education. 1,078 employees.

Campus work environment includes nearby walking trails, outdoor sitting areas, quiet rooms and open lounge spaces.

outdoor supplies. 819 employees.

Offers a number of financial benefits, including discounts on an incredible selection of outdoor gear.

MTU MAINTENANCE CANADA LTD., Richmond. Aerospace. 395 employees. Manages an academic scholarship program for children of employees, up to $3,000 per child.

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ERKINS+WILL CANADA ARCHITECTS CO., Vancouver. Architectural firms. 181 employees. Is an environmentally conscious organization, with 95 per cent of head office employees cycling, walking, carpooling or taking public transit to work.

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PETERSON, Vancouver. Real estate developers and property managers.

181 employees. Offers matching RSP contributions to help employees save for retirement.

NORTH VANCOUVER, DISTRICT OF, North Vancouver. Municipal governments. 511 employees. Helps employees save for the future with contributions to a defined benefit pension plan.

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ATURE'S PATH FOODS, INC., Richmond. Prepared foods and snacks. 193 employees. Hosts an annual health and wellness week featuring free massages, yoga classes, holistic nutritionists and biometric screenings.

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PPENHEIMER GROUP, Coquitlam. Fruit and vegetable distributors. 142 employees. Lets everyone share in the company’s success with profit-sharing.

PNI DIGITAL MEDIA INC., Vancouver. Digital printing. 195 employees. Employee lounge features popcorn and espresso machines, classic arcade video games, a television and a DJ centre.

HR TECHNOLOGIES INC., Kelowna. Software developers. 243 employees. Encourages employees to pursue additional education with tuition subsidies, to $1,500 per year.

QLIKTECH CORPORATION, Vancouver. Software developers. 176 employees. “24-For-U” program that provides employees with a day off to

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ANDSURE SYSTEMS LTD., Vancouver. Land registration systems. 37 employees. New employees receive three weeks of vacation to start plus five paid personal days off.

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ICROSOFT VANCOUVER, Vancouver. Software developers. 631 employees.

Office features an onsite coffee bar with baristas, fresh fruit, and an employee lounge with foosball, table tennis and guitars.

MITACS, Vancouver. Research and training organizations. 138 employees. Considers previous work experience when setting individual vacation entitlements.

MOUNTAIN EQUIPMENT COOP, Vancouver. Clothing and

p An employee at PNI Digital Media

riding a hoverboard at the company's Vancouver head office.

PNI

2018 WINNERS

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BC’S TOP EMPLOYERS 2018

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participate in a learning and development activity of their choosing.

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.F. BINNIE & ASSOCIATES LTD., Burnaby. Engineering firms. 139 employees. Offers a generous health spending account of up to $850 per year.

RAYMOND JAMES LTD., Vancouver. Investment management. 1,071 employees. Organizes “Raymond James Cares Month” each May to encourage employee volunteerism and support local charities.

RITCHIE BROS. AUCTIONEERS (CANADA) LTD., Burnaby. Auctioneers of industrial items. 709 employees. New parents enjoy the convenience of onsite daycare upon their return to work.

ROCKY MOUNTAINEER, Vancouver. Rail tour operators. 240 employees. Manages the “Train for Heroes” charitable initiative, organizing special train rides through the Rockies for local heroes and their families.

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AP CANADA INC., Vancouver. Software developers. 2,903 employees. Recently invested $11-million to renovate its Vancouver office, reconfiguring approximately 20,000 square feet into collaborative spaces and dedicated “thinking” rooms.

SIMON FRASER UNIVERSITY, Burnaby. Post secondary education.

2,930 employees. Offers phased-in work options for employees nearing retirement and health benefits that extend to retirees, with no age limit.

SOPHOS INC., Vancouver. Software developers. 227 employees. Offers referral bonuses as an incentive for employees to refer new candidates, to $2,500 for certain positions.

SRK CONSULTING (CANADA) INC., Vancouver. Engineering firms.

137 employees. Offers alternative work arrangements including compressed work weeks, flexible hours and telecommuting.

ST. GEORGE’S SCHOOL, Vancouver. Elementary and secondary schools. 239 employees. Supports new mothers and fathers with maternity and parental leave top-up payments, to 80 per cent of salary for up to 15 weeks.

SURREY, CITY OF, Surrey. Municipal governments. 1,869 employees.

Encourages employees to participate in the WHO’s annual “Move For Health” event to promote physical activity worldwide.

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ECK RESOURCES LIMITED, Vancouver. Mining. 7,514 employees. Invests in the education of the next generation with academic scholarships for children of employees, to $1,750 per child.

TRANSLINK (SOUTH COAST BRITISH COLUMBIA TRANSPORTATION AUTHORITY), New Westminster. Public transit operators. 6,647 employees. LEED Gold-certified head office features an impressive 2,000 square foot fitness facility, with a private studio, personal trainer services and a variety of instructor-led classes.

TRANSPORTATION INVESTMENT CORPORATION, Coquitlam. Transportation authorities.

47 employees. Employees can top up their health benefits using a generous health spending account of up to $1,000 annually.

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BC / UNIVERSITY OF BRITISH COLUMBIA, Vancouver. Post secondary education. 10,555 employees. Employees can take advantage of on-campus daycare centres with over 600 spaces for children.

UNIVERSITY OF NORTHERN BRITISH COLUMBIA / UNBC, Prince George. Post secondary education. 584 employees. As part of its raison d’être, offers a variety of inhouse training programs and subsidies for professional accreditation.

UNIVERSITY OF THE FRASER VALLEY / UFV, Abbotsford. Post secondary education. 811 employees.

Supports new parents with materni-

CITY OF SURREY

2018 WINNERS

p Employees at the City of Surrey enjoying a staff-appreciation BBQ. ty and parental leave top-up payments, from a full year of paid leave for new mothers to 35 weeks for fathers and adoptive parents.

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ANCOUVER AIRPORT AUTHORITY, Richmond.

Airport operators. 462 employees. Maintains a summer wellness program with weekly activities such as volleyball, archery tag and kickball.

VANCOUVER CITY SAVINGS CREDIT UNION, Vancouver. Credit unions. 2,050 employees. Is one of Canada’s largest “Living Wage” employers, offering starting pay rates higher than minimum wage.

VANCOUVER, CITY OF, Vancouver. Municipal governments. 7,105 employees. Rewards employees for making healthy lifestyle choices such as walking or cycling to work through the “FitCity” program.

VECTOR AEROSPACE HELICOPTER SERVICES INC., Richmond.

Aircraft maintenance. 394 employees. Cultivates the next generation

of talent through summer employment, paid internships, co-op placements and apprenticeship opportunities.

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ESGROUP EQUIPMENT LLP, Surrey. Heavy equipment sales and service. 171 employees. Offers tuition subsidies for job-related courses, to $1,500 annually.

WEST FRASER TIMBER CO. LTD., Vancouver. Forest products.

5,643 employees. Encourages its workforce to adopt an ownership mentality through a share purchase plan, available to all employees.

WHISTLER BLACKCOMB, Whistler. Ski resorts. 3,459 employees.

Provides housing for full- and parttime seasonal employees as well as discounted mountain passes and free access to an onsite gym.

WORKSAFEBC, Vancouver. Occupational health and safety. 2,888 employees. Helps employees unwind with regular onsite visits from a registered massage therapist. n

BC’S TOP EMPLOYERS 2018

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Feeling absolutely rewarded at Absolute Software Feeling absolutely rewarded at Absolute Software

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bsolute Software may have been around for amay longhave bsolute Software time, and sure, publicly been around forit’s a long traded, well-financed and time, and sure, it’s publicly its partners traded, are the largest computing well-financed and companies its partners on arethe theplanet. largest computing But to Jason Wong, it’s like workcompanies on the planet. ingBut at atostartup – one with cash.

Jason Wong, it’s like workstartup-like because ing“It’s at avery startup – one with cash. we’re building everything using the latest “It’s very startup-like because we’re tools andeverything technologyusing – youthe getlatest aubuilding thority over that and it’s cool,” says tools and technology – you get auWong, Software Development thority 29, overa that and it’s cool,” says Engineer.

Wong, 29, a Software Development It’s hard not to be happy when you Engineer. work at a company is focused It’s hard not to bethat happy when you on innovating for both work at a company thatemployis focused ees and customers.

Absolute is the on innovating for both employindustry-standard endpoint ees and customers.for Absolute is the visibility and control a cloud-based industry-standard for –endpoint security that’s upon visibilityplatform and control – abuilt cloud-based patented technology.

In built fact, upon this security platform that’s Vancouver-headquartered compapatented technology. In fact, this ny has its technology embedded Vancouver-headquartered compa-in over a billion desktop,embedded laptop, and ny has its technology in smartphone made by leading over a billiondevices desktop, laptop, and manufacturers such as Dell, smartphone devices made byLenovo, leading HP and Samsung. manufacturers such as Dell, Lenovo, HP and Samsung.

It’s really rewarding to think that what you’re doing ontoa think daily that basis It’s really rewarding can impactonthe way somewhatactually you’re doing a daily basis one interactsimpact with technology. can actually the way someone interacts with technology.

Jason Wong Software Development Engineer

Jason Wong

Software Development Engineer

EMPLOYEES OF ABSOLUTE SOFTWARE AT THE COMPANY’S VANCOUVER HEADQUARTERS EMPLOYEES OF ABSOLUTE SOFTWARE AT THE COMPANY’S VANCOUVER HEADQUARTERS

“This enables schools, hospitals and other organizations to puthospitals technology “This enables schools, and into the hands of their students, educaother organizations to put technology tors employees – ensuring into and the hands of their students,critical educainformation remains protected.

In tors and employees – ensuring critical turn, it helpsremains studentsprotected. get betterIn grades, information health-care professionals make better turn, it helps students get better grades, decisions save lives, and businesses health-caretoprofessionals make better to achieve productivity gains,” says Chiefto decisions to save lives, and businesses Financial Officer Errol Olsen. achieve productivity gains,” says Chief “Our ability to Errol help businesses, Financial Officer Olsen. hospitals and schools security “Our ability to helpovercome businesses, and privacy challenges while making hospitals and schools overcome security and privacy challenges while making

technology more accessible – it’s saving lives and enabling businesses– to technology more accessible it’sachieve saving productivity gains,” says Olsen. lives and enabling businesses to achieve “Being associated that kind of productivity gains,” with says Olsen. outcome is very exciting and “Being associated with thatrewarding kind of for our people.” outcome is very exciting and rewarding couldn’t agree more. forWong our people.”

“It’s really rewarding to think that Wong couldn’t agree more. what you’re doing on a daily basis “It’s really rewarding to think that can actually impact the way somewhat you’re doing on a daily basis one interactsimpact with technology,” he can actually the way somesays.

“You can work at a different one interacts with technology,” he company may be says. “Youand canyour worksoftware at a different company and your software may be

very specific and you don’t know how really and affects Here very it specific youpeople. don’t know you see your daily work Here come how can it really affects people. to youfruition.” can see your daily work come toAbsolute fruition.”also makes a difference in Absolute the lives also of itsmakes employees, with a a difference generous health plan,with corpoin the lives of itsbenefits employees, a rate bonushealth plan and matching RSP generous benefits plan, corpocontributions. are offered rate bonus planEmployees and matching RSP leadership and Employees other career/educacontributions. are offered tional training. leadership and other career/educaThat’s the tip of the iceberg. From tional training. theThat’s annual at Whistler to thestaff tip retreat of the iceberg.

From the Fun Clubs theiratwork in the annual staffand retreat Whistler to community – like 800 the Fun Clubs andproviding their workover in the blankets to homeless people during the community – like providing over 800 holiday – Absolute prides itself blanketsseason to homeless people during the on beingseason “people-centric.”

That has holiday – Absolute prides itself Wong eager to get to work That everyhas day. on being “people-centric.”

“It’s eager the people.

Working withday. peoWong to get to work every ple“It’s youthe likepeople. has made Absolute Working withthe peobest employer hadAbsolute so far.” the ple you like hasI’ve made best employer I’ve had so far.”

272 272 10,403 10,403 21 21 98 98

FULL-TIME STAFF IN CANADA FULL-TIME STAFF

IN CANADA JOB APPLICATIONS RECEIVED YEAR IN CANADA JOBLAST APPLICATIONS RECEIVED LAST YEAR IN CANADA YEARS, LONGEST-SERVING EMPLOYEE YEARS, LONGEST-SERVING EMPLOYEE JOBS AVAILABLE LAST YEAR JOBS AVAILABLE LAST YEAR

BC’S TOP EMPLOYERS 2018

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A service-oriented culture keeps BC Housing nimble A service-oriented culture keeps BC Housing nimble

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he glass sculpture Heidi Hartman keeps in Heidi her he glass sculpture Victoria office has Hartman keeps in more her than ornamental Victoria office hasvalue moreto her. She received it from BC Housing than ornamental value to in 2015 a Service Excellence Award. her.

She as received it from BC Housing “It was wonderful to be recognized,” in 2015 as a Service Excellence Award. she says.wonderful “It’s easy to when you “It was to do be more recognized,” love what you do.” she says. “It’s easy to do more when you BCwhat Housing is a provincial govlove you do.” ernment agency, the BC Housing isresponsible a provincialfor govmanagement, development and adminernment agency, responsible for the istration of affordable housing B.C. management, development andinadminHartman is Regional Director, Operaistration of affordable housing in B.C. tions, Vancouver Island Region.OperaShe is Hartman is Regional Director, responsible for the direct management tions, Vancouver Island Region. She is of 657 unitsfor andthe partnerships with responsible direct management non-profits that manage 10,606 units. of 657 units and partnerships with non-profits that manage 10,606 units.

Really getting to know the folks who work here and understanding Really getting know the folks the culture hastoenabled us to who workprograms here and understanding structure to meet their the culture has enabled us to specific needs. structure programs to meet their Shayne Ramsay specific needs.

CEO

Shayne Ramsay CEOin Hartman joined BC Housing 2008, and soon discovered how Hartman joined BC Housing “very in nimble” thesoon Crown agency is.

“Every2008, and discovered how “very one here the is service-oriented,” says. nimble” Crown agency is.she “Every“We’re always looking for waysshe tosays. do one here is service-oriented,” our work betterlooking or more “We’re always forefficiently.” ways to do BCwork Housing’s employees display both our better or more efficiently.” professionalism compassion.

“We BC Housing’sand employees display both

professionalism and compassion. “We

BC HOUSING EMPLOYEES TAKING PART IN AN ORGANIZATION-WIDE FITNESS CHALLENGE BC HOUSING EMPLOYEES TAKING PART IN AN ORGANIZATION-WIDE FITNESS CHALLENGE

see it in the way our employees make asee difference daily work,” it in the through way our their employees make says Shayne Ramsay, CEO.daily “Andwork,” we see a difference through their itsays in Shayne how they donateCEO. their own Ramsay, “Andmoney we see and vacation time to causes they care it in how they donate their own money about.”

In 2017 alone, employees conand vacation time to causes they care tributed a record-breaking $150,000, about.” In 2017 alone, employees conall withina the three-week span of the tributed record-breaking $150,000, agency’s annual fundraising campaign. all within the three-week span of the Ramsayannual adds: fundraising “Really getting to agency’s campaign. know the folks who work here and Ramsay adds: “Really getting to understanding has enabled know the folks the whoculture work here and us to structure programs to meet their understanding the culture has enabled specific needs.

This is the core of us to structure programs to meet our their People a setisofthe initiatives that specificStrategy, needs. This core of our

support our people in key areas like learning and people development, recognition, support our in key areas like retention anddevelopment, advancement.” learning and recognition, Every employee receives training retention and advancement.” in Every core competencies of communicaemployee receives training tion, personal effectiveness, results, in core competencies of communicateamwork and service.

The agency tion, personal effectiveness, results, also offers job-specific and an teamwork and service. training The agency award-winning leadership program. also offers job-specific training and an Hartman benefited from taking the award-winning leadership program. program, finding it “a comfortable Hartman benefited from taking the environment to tryit out new leadership program, finding “a comfortable skills.”

Subsidies are also available for environment to try out new leadership courses and professional designations skills.” Subsidies are also available for pursued by employees. courses and professional designations

People Strategy, a set of initiatives that

pursued by employees.

“We have worked to create a culture of coaching saysa “We have worked here,” to create Agnes Ross, Vice President, Human culture of coaching here,” says Resources.

“We understand people Agnes Ross, Vice President, Human are happiest“We and understand do their best work Resources. people when they are growing personally are happiest and do their best work and whenprofessionally.” they are growing personally Programming around diversity and and professionally.” inclusion is also of BC Housing’s Programming part around diversity and People Strategy.

“Our diversity helps inclusion is also part of BC Housing’s us serveStrategy. our communities at a higher People “Our diversity helps level,” says Ross.

She notes the us serve our communities atthat a higher agency provides respectful workplace level,” says Ross. She notes that the workshops for allrespectful staff and workplace offers agency provides training on aspects of inclusion workshops for all staff and offerssuch as Understanding Commutraining on aspectsLGBTQ of inclusion such nities and Working Effectively with as Understanding LGBTQ CommuIndigenous Peoples. Effectively with nities and Working “Respecting the unique characteristics Indigenous Peoples. and“Respecting life experiences of all employees the unique characteristics makes our interactions richer and more and life experiences of all employees meaningful,” she says. makes our interactions richer and more meaningful,” she says.

707 707 214 214 56% 56% 56% 56%

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

We’re proud of our professional, We’re proud of our professional,

compassionate, forward-thinking employees compassionate, forward-thinking employees who make a positive difference in this province every day. who make a positive difference in this province every day.

bchousing.org bchousing.org

BC’S TOP EMPLOYERS 2018

9

Beedie builds builds employee employee loyalty loyalty and and goodwill goodwill Beedie

T

he old saying that nice guys he old last saying that seem nice guys finish doesn’t to finish last doesn’t seem to apply in B.C.’s real estate apply in B.C.’sindustry. real estate development development industry.

Beedie, which makes a point of treating Beedie, whichwith makes a point of treating its employees care and respect, its employees with care and respect, is now the largest private industrial island nowowner, the largest private developer andindustrial landlord in land owner, developer landlord Metro Vancouver, andand is also active in in Metro Vancouver, and is also active in residential real estate. residential estate. in 1954 by Keith From itsreal founding From its in 1954

by Keith Beedie, thefounding Burnaby-based company Beedie, the Burnaby-based has created a reputation forcompany loyalty has a reputation for loyalty andcreated goodwill between itself and its and goodwillBut between itself and grown its employees. by 2013, it had employees.

2013, it Ryan had grown to the pointBut thatbyPresident to the point thatson, President Beedie, Keith’s decidedRyan it was Beedie, decided it was time to Keith’s bring inson, a human resources time to bring in a human resources professional. professional.

Underlying all the decisions we make aboutall people is the principle Underlying the decisions we that we carepeople – we want treat make about is thetoprinciple themwe well and– we support that care want them. to treat them well and support them.

Kate Nova Vice President, Human Resources Kate Nova

Vice President, Human Resources

“Ryan realized someone needed to “Ryan someone needed own the realized HR function, so he hired to me own the HR function, so he hired me and we started on a major undertakand webuild started a major undertaking to theonorganizational capaing to build the organizational capability to help the company operate bility to help company operate in a new way,”the says Kate Nova, Vice in a new way,” says Kate Nova, Vice President, Human Resources. “We President, Human Resources. “We

EMPLOYEES AT BEEDIE CARRYING AN INDUSTRIAL TILT PANEL LIFT EMPLOYEES AT BEEDIE CARRYING AN INDUSTRIAL TILT PANEL LIFT

didn’t need to fix a problem – the didn’t needwas to already fix a problem – the– but company wonderful company was already wonderful – but we made changes in positive ways. we“Underlying made changes in positive ways. all the decisions we “Underlying all the we make about people is decisions the principle make about people is the principle that we care – we want to treat them that – we them. want to treat them well we andcare support The culture well and support them.

The culture is open, collaborative and relaxed,” isNova open, collaborative and relaxed,” says.

Nova says.

Andrew Peterson agrees with that Andrew Peterson withthe that assessment.

He has agrees been with assessment.

He has been with the company as Development Manager, company as Development Manager,

Industrial, since August 2016, when Industrial, since aAugust he moved from similar2016, job inwhen he moved from a similar job in Toronto with the real estate group Toronto with the real estate group of a large retailer. “I’ve worked at a of a largeofretailer.

“I’ve always workedinatreal a number companies, number of companies, always in real estate development, and Beedie is by estate and Beedie is by far thedevelopment, most collaborative and least far the most collaborative and least bureaucratic of them all,” he says. bureaucratic themtoall,” he in says.

“This is theofplace work our “This is the place to work in our industry. Beedie is a large private industry. is nimble a large private company Beedie but very – more company but very nimble – more nimble than other companies – and nimble than other companies – and

I like that. They’ve been good to me Ifinancially, like that. They’ve been good to me but being with a successfinancially, but being with a successful company and working in such ful company and working such a positive environment areinjust as aimportant,” positive environment are just as says Peterson. important,” saysenvironment Peterson. inThat positive That positive environment includes a fully equipped gym with cludes a fully equipped gym with personal trainers, many opportunipersonal trainers, and many opportunities for learning, numerous charties forand learning, and numerous charitable team-building activities itable and team-building activities and events.

Giving back has always and back culture, has always beenevents. part ofGiving the Beedie and been part of the Beedie culture, and a “Beedie Cares” committee encouraages “Beedie Cares”tocommittee encouremployees get involved in the ages employees topaid get involved the community with volunteerintime community withsuggestions paid volunteer time and seeks their on which and seeks theirtosuggestions organizations support. on which organizations to support.

“We do meaningful things togeth“We meaningful things together,” saysdoNova.

Adds Peterson: “We er,” Nova.

Peterson: worksays hard and Adds we have fun. No“We one work hard and we have fun. No one is stamping a time clock.” is stamping a time clock.”

253 253 34 34

100 100 37.1 37.1

“At Beedie, our people are at the centre of everything we do. Developing “At Beedie, our are at the centreownership of everything we do. Developing community andpeople a real sense of shared is fundamental to our community a real sense of shared ownership fundamental to our success andand it starts from within by enhancing theiswell-being of our success and creating it starts from within by to enhancing thecollaborate well-being and of our employees, opportunities contribute, prosper. employees, opportunities contribute, Our team is creating our strongest asset.” —to Ryan Beedie,collaborate President and prosper.

Our team is our strongest asset.” — Ryan Beedie, President We build for good. Beedie.ca We build for good. Beedie.ca

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA JOBS AVAILABLE LAST YEAR JOBS AVAILABLE LAST YEAR CHARITIES HELPED LAST YEAR CHARITIES HELPED LAST YEAR YEARS, LONGESTSERVING EMPLOYEE YEARS, LONGESTSERVING EMPLOYEE

BC’S TOP EMPLOYERS 2018

10

Taking care care of of customers customers –– and and each each other other –– at at Best Best Buy Buy Canada Canada Taking

W

hen Ranvir Uppal hen Ranvir got hired at Uppal Best Buy got hired at Best Buy Canada’s corporate Canada’s corporate headquarters, it wasn’t headquarters, it wasn’t only because he had previous store only becauseHe hewas hadhired, previous store experience. he says, experience.

He was hired, he says, because his ideas and perspective were because and a culturalhisfit.ideas From hisperspective first day atwere the amajor cultural fit.

From his first at the consumer electronics day retailer, major electronics retailer, Uppal consumer felt like part of the family.

“Best Uppal felt like part of the family.

“Best Buy is all about supporting you and Buy all aboutsays supporting you and yourisgrowth,” Uppal. “Not just your growth,” Uppal. “Not just day-to-day, butsays long-term.” day-to-day, long-term.”

Two yearsbut later, Uppal, a Retail Two yearsSpecialist, later, Uppal, Retail Capability has achanged Capability Specialist, hasthe changed jobs, but the goal is still same: jobs, but the is still the same: delivering an goal amazing customer delivering amazing customer experience.an“Taking care of our cusexperience. careofofeach our other customers and “Taking taking care tomers and taking care ofbeen eachatother as employees has always as has always at theemployees heart of what we do,”been explains the heart of what we do,”Officer explains Chief Human Resources Chief Human Resources Officer Chris Taylor.

Chris Taylor.

Best Buy is all about supporting you and Not just dayBest Buyyour is allgrowth. about supporting to-day, long-term. you andbut your growth. Not just dayto-day, but long-term.

Ranvir Uppal Retail Capability RanvirSpecialist Uppal Retail Capability Specialist

The phrase employees live by is The phrase employees live by is “Be Amazing.”

That encompasses “Be Amazing.” encompasses everything fromThat ambushes – surprise everything from ambushes – surprise

BEST BUY CANADA EMPLOYEES AT SPECIAL RECOGNITION EVENT IN HAWAII BEST BUY CANADA EMPLOYEES AT SPECIAL RECOGNITION EVENT IN HAWAII

celebrations of employees who have celebrations of employees have gone above and beyond – who to changes gone beyond – to changes on theabove storeand floors to help employees on do the whatstore theyfloors need to to help do toemployees best take do theycustomers. need to do to best take carewhat of their care of their There is nocustomers. shortage of opportuThere no shortage of nities forisadvancement or opportuof people nities for advancement of people who want to help their or co-workers who helpAfter theira co-workers alongwant that to path. year with along thatUppal path. After a year Best Buy, indicated hiswith interBest Buy, Uppal indicated his inter-

est in taking on another role. People est in different taking ondepartments another role.took People from from different departments time to talk about what theytook did time to talk about whatwould they did and what skills Uppal need and whattowards. skills Uppal would need to work “That, to me, to “That, to waswork just towards. mind-blowing,” he me, says. was mind-blowing,” he people says.

“It’s just about really seeing our “It’s about really seeing people advance and finding theour career that advance finding career works forand them.

And the I got that that from works for them.

And that from management from dayI got one.” management from day one.”

Uppal acknowledges that there acknowledges there is Uppal much to keep peoplethat at Best is much keep people at Bestthe Buy. Thetobenefits (including Buy. The benefits (including the are much-loved employee discount) much-loved employee excellent, and Best Buydiscount) provides are excellent, and Best Buy for provides plenty of opportunities staff to plenty of opportunities to volunteer for and give toforthestaff causes volunteer for and give to about. the causes they are most passionate The they are most about. The company also passionate matches employee docompany matches employee donations toalso charities of their choice. nations to biggest charitiesdraw of their But the is thechoice. people Butthetheculture. biggest“After draw ais while the people and and “After while you the startculture. to realize thataeveryone you startthe to realize is living values,”that sayseveryone Uppal. is living fun the while values,” saysthe Uppal.

Having being best is Having fun Buy’s while core beingvalues, the best one of Best andis one Best out Buy’s coreday. values, that’soflived every “Weand have that’s lived outtoevery day.

“We have goals we want attain and we’re goals weeach wantother to attain and we’re helping attain those for helping each attain those forhe ourselves, andother for the company,” ourselves, forhaving the company,” adds. “Andand we’re a heck ofhe a adds. we’re lot of “And fun on the having way.” a heck of a lot of fun on the way.”

5,500 5,500 107,430 107,430 30 30 100+ 100+

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA JOB APPLICATIONS RECEIVED LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR YEARS, LONGESTSERVING EMPLOYEE YEARS, LONGESTSERVING EMPLOYEE CHARITIES HELPED LAST YEAR CHARITIES HELPED LAST YEAR

THANKS FOR ALL THE LOVE THANKS FOR ALL THIS THEONLOVE WE CAN’T WAIT TO SHARE SOCIAL WE WAIT TOTop SHARE THIS ON SOCIAL ProudCAN’T to be one of BC’s Employers in 2018 Proud to be one of BC’s Top Employers in 2018

BestBuy.ca/careers BestBuy.ca/careers

BC’S TOP EMPLOYERS 2018

11

A progressive workplace anchors BC Ferries A progressive workplace anchors BC Ferries

J

ohn McCulloch has sailed around the worldhas as cruise ohn McCulloch sailed ship engineer, logging of around the worldthousands as cruise ship sea miles and seenthousands dozens of of engineer, logging countries thedozens globe. of But it sea milesaround and seen was the all-encompassing countries around thesafety globe.culture But it that made him decide to drop was the all-encompassing safetyanchor cultureat British Columbia FerrytoServices. that made him decide drop anchor at “WhatColumbia really amazes is the safety British Ferryme Services. culture – it’s nothing like seensafety in “What really amazes meI’ve is the any of the different I’ve in culture – it’s nothingcompanies like I’ve seen worked for,” says McCulloch, any of the different companiesChief I’ve Engineer of the MV Queen of Oak worked for,” says McCulloch, ChiefBay. “I’ve been around world and IBay. Engineer of the MV the Queen of Oak have to been say BC Ferries’ “I’ve around thesafety worldculture and I stands million miles ahead of have toout sayaBC Ferries’ safety culture everybody I’ve seen.” stands out that a million miles ahead of everybody that I’ve seen.”

I’ve been around the world and II’ve have to say BC Ferries’ safety been around the world and culture out a million miles I have tostands say BC Ferries’ safety ahead everybody I’vemiles seen cultureofstands out a that million yet.” ahead of everybody that I’ve seen yet.”

John McCulloch Chief Engineer, MV Queen of Oak Bay

John McCulloch

Chief Engineer, MV Queen of Oak Bay

McCulloch is part of a vast BC Ferries team that includes on-board McCulloch is part of a vast BC crews, ferry terminal personnel, support Ferries team that includes on-board staff and others that provide year-round crews, ferry terminal personnel, support vehicle and passenger service year-round on 25 staff and others that provide routes to 47 terminals with a vehicle and passenger service fleet on 25of 35 vessels.

Headquartered in Victoria, routes to 47 terminals with a fleet of the company is one of the largest ferry 35 vessels.

Headquartered in Victoria, the company is one of the largest ferry

CAPTAINS ON BC FERRIES’ SOUTHERN GULF ISLANDS ROUTE CAPTAINS ON BC FERRIES’ SOUTHERN GULF ISLANDS ROUTE

operators in the world, connecting coastal communities andconnecting facilitating operators in the world, the movement of people, and coastal communities and goods facilitating services. the movement of people, goods and BC Ferries offers employees like services.

McCulloch comprehensive BC Ferriesa offers employeesbenefits like package thata includes progressive McCulloch comprehensive benefits work-life balance, contributions package that includes progressiveto a defined pension plan, referral work-lifebenefit balance, contributions to a bonuses when they successfully defined benefit pension plan, referral recruit colleague, health and bonusesa when they and successfully wellness recruit a programs. colleague, and health and But for programs.

McCulloch, it’s the training wellness andBut education programsit’sthat for McCulloch, the really training and education programs that really

float his boat, like SEA (Standardized Education andlike Assessment) Training, float his boat, SEA (Standardized management development other Education and Assessment)and Training, programs offered through BC management development andFerries other Academy. programs offered through BC Ferries “Our Standardized Education and Academy.

Assessment program has receivedand “Our Standardized Education international recognition for its Assessment program has received customized thatfor areits specific internationalprograms recognition to every single job, vessel, customized programs thatroute are specific and terminal. fully to every singleOur job,crews vessel,are route prepared to spring and terminal.

Our into crewsaction,” are fullysays Aggie Strzelecka, Employee prepared to springManager, into action,” says Development.

Aggie Strzelecka, Manager, Employee Development.

“Our focus on skills enhancement, career and commitment “Ourprogression focus on skills enhancement, to continuous learning allows our career progression and commitment employees to belearning always allows at the top to continuous our of the industry. ourselves having employeesWe to pride be always at theintop of thea very progressive workplace.” industry.

We pride ourselves in having a Partprogressive of the seamless passenger very workplace.” experience is the work passenger of engineers Part of the seamless like McCulloch their teams who experience is theand work of engineers are below decks and teams out of who sight likeoften McCulloch and their of public.

A decks veteranand of out nineofyears arethe often below sight at he’s worked of BC the Ferries, public. A veteran of with nine both years P&O Cruises at BC Cruises Ferries, and he’s Princess worked with both where he would be Princess away from home for P&O Cruises and Cruises months a time.beNow, has home better for where heatwould awayhe from work-life months atbalance. a time. Now, he has better “One really nice thing about BC work-life balance.

Ferries you can forward “Oneisreally nicelook thing about to BC coming every day,” he says.

Ferries ishome you can look forward to “With was on comingcruise homeships, everyIday,” he contracts says. ranging from ships, four toI six Now I “With cruise wasmonths. on contracts can comefrom home every night.” ranging four to six months. Now I can come home every night.”

STAFF 4,500 FULL-TIME IN CANADA FULL-TIME STAFF 4,500 REGULATORY,INSAFETY, CANADA OPERATIONAL, LEADERSHIPSAFETY, AND JOB-SPECIFIC + REGULATORY, OPERATIONAL, 100 LEADERSHIP TRAININGAND PROGRAMS JOB-SPECIFIC + 100 TRAINING PROGRAMS OF TRAINING YEAR 24,000+ DAYS DAYSEACH OF TRAINING EACH YEAR 24,000+ INTERNAL BC FERRIES TRAINED TO INTERNAL BC FERRIES 620 EMPLOYEES DELIVER PROGRAMS EMPLOYEES TRAINED TO 620 DELIVER PROGRAMS

Sea by day, home by night Sea by day, home by night

Visit bcferries.com for the career opportunities.

Visit bcferries.com for the career opportunities.

BC’S TOP EMPLOYERS 2018

12

At BCIT, BCIT, both both students students and and employees employees are are job-ready job-ready At

C

onnie Evans figures she needs onnie Evans figures three feet to keep onshe theneeds three feet to onatthe tightrope shekeep walks the tightrope she walksInstitute at the British Columbia British Columbia Institute of Technology (BCIT) every day.

And of (BCIT) sheTechnology wouldn’t have it anyevery otherday. way.And she“You wouldn’t it any have have one foot inother your way. profes“You have one foot in your profession, another as an instructor and you sion, another foot as anup instructor and you have another there because, have another foot up there because, with the advancement of technology, with the to advancement we have stay abreast of of technology, changes in we have to stay abreast of changes in the way that we provide healthcare the wayasthat as well thewe wayprovide we arehealthcare providing as well as the way we arelearning providing education and creating envieducation andour creating learning ronments for students,” saysenvithe ronments our Instructor. students,” says the School of for Health School of Health Instructor.

The applied focus at BCIT allows The focus and at BCIT allows us toapplied be pioneers create learnus be pioneers and create learningtoenvironments for our students ing environments for our to learn skills for jobs thatstudents aren’t to learn skills that chalaren’t even there yet.forIt’sjobs always even there It’s that always lenging, andyet.

I love – Ichallove lenging, andtoI get lovecreative that – Iand lovetry being able being able to get creative and try out new things. out new things.

Connie Evans

Instructor, School ofEvans Health Connie Instructor, School of Health

“We have to stay up on it, and the “We have toatstay up allows on it, and environment BCIT us tothe environment at BCIT allows us to do that.” doOne that.” of B.C.’s largest post-secondof B.C.’s largest post-secondaryOne institutions, with over 48,000 stuary institutions, with over 48,000 students enrolled annually, BCIT offers dents enrolled annually, BCIT offers practical career credentials designed practical career credentials designed for the workplace, including degrees, for the workplace, including degrees,

ANA LOPEZ, VICE PRESIDENT, HUMAN RESOURCES & PEOPLE DEVELOPMENT, AT BCIT ANA LOPEZ, VICE PRESIDENT, HUMAN RESOURCES & PEOPLE DEVELOPMENT, AT BCIT

diplomas and certificates spandiplomas and and certificates ning Applied NaturalspanSciences, ning Applied and Natural Sciences, Business and Media, Computing and Business and Technology, Media, Computing and Information EngineerInformation Technology, Engineering, Health Sciences and Trades.

It ing, Health Sciences and Trades.

It has five main campuses with state-ofhas five facilities main campuses with locations state-ofthe-art and satellite the-art facilities and satellite locations province-wide. province-wide.

BCIT prides itself on being a handspridesinstitute itself onand being a handson,BCIT job-ready having on, job-ready institute and having instructors who are at the cutting-edge instructors who areprepare at the cutting-edge of their profession students to of their profession prepare students go straight from the classroom to theto go straight from the classroom to the workplace, seamlessly. workplace, seamlessly.

“It’s boots on the ground,” says Evans.

“It’sapplied boots on the at ground,” says Evans.

“The focus BCIT allows us to “The applied focus at BCIT allows us to be pioneers and create learning environbe pioneers andstudents create learning ments for our to learn environskills for ments for our students to skills for jobs that aren’t even there learn yet. It’s always jobs that aren’t even there yet.

It’s always challenging, and I love that – I love challenging, love that I love being able toand get Icreative and– try out being able to get creative and try out new things.” new things.”

The high-wire act that Evans and The high-wire act andis other instructors andthat staffEvans perform other instructors and staff perform is supported by a safety net of in-house supported by a safety net of in-house training options that encourage emtraining options thattheir encourage em-and ployees to continue education ployees to continue their education keep their skills sharp. That includesand keep their skills sharp. That includes

— — SHAPING THE THE FUTURE FUTURE OF OF THE THE NEXT NEXT GENERATION. GENERATION. SHAPING

EDUCATION FOR FOR A A COMPLEX COMPLEX WORLD. WORLD. EDUCATION info info

full tuition subsidies for courses both full tuition courses both related and subsidies indirectlyfor related to their related indirectly related to their currentand positions. current Otherpositions. benefits include retirement Other benefits include retirementto a planning assistance, contributions planning assistance, contributions to a defined benefit pension plan, and free defined pension free access tobenefit a fitness facilityplan, with and state-ofaccess a fitness facility with the-arttoexercise equipment.

It’sstate-ofa comthe-art exercise equipment.

It’s comprehensive package that ensuresa both prehensive package that ensures both employees and students benefit. employees and students “We’re thrilled BCIT benefit. has once again “We’re thrilled BCIT hasthe once been recognized as one of bestagain been recognized as one of the best employers in British Columbia. A employers in British Columbia. highly-qualified workforce is ourAmost highly-qualified workforce is our most valued resource,” says Ana Lopez, Vice valued resource,” says Ana Lopez, President of Human Resources andVice President of Human Resources and People Development.

People Development.

“It ensures we can continue to attract “Itretain ensures canemployees, continue to attract and thewe best which is and retain the best employees, which critical for the success of our students,is critical the to success who arefor ready jumpofinour andstudents, contribute who are ready to jump in and on day one after graduation.” contribute on day one after graduation.”

1,836 1,836 53% 53%

310 310 20,987 20,987

FULL-TIME EMPLOYEES FULL-TIME EMPLOYEES OF MANAGERS OFARE MANAGERS WOMEN ARE WOMEN JOBS AVAILABLE JOBS AVAILABLE LAST YEAR LAST YEAR JOB APPLICATIONS JOB APPLICATIONS RECEIVED LAST YEAR RECEIVED LAST YEAR

BC’S TOP EMPLOYERS 2018

13

Making a difference together is the difference at the CRD Making a difference together is the difference at the CRD

W

hen Bethany Jones moved to Victoria hen Bethany Jones in 2015,toshe walked moved Victoria past the offices of in 2015, she walked the Capital Regional (CRD) past District the offices of almost everyRegional day. Finally, she decided the Capital District (CRD) to find outevery moreday. about it. she decided to almost Finally, “When I did,” sheit. says, “I applied find out more about for“When a job.”I did,” she says, “I applied accountant, Jones wantforAadesignated job.” edAtodesignated work in the public sector.

Since accountant, Jones wantshe herin husband havesector. plans Since to start ed toand work the public ashe family, shehusband also wanted and her haveemployment plans to start with predictable a family, she also hours. wanted employment At predictable the CRD, she found a regional with hours. government thatshe provides of At the CRD, found a range regional services fromthat water conservation government provides a rangetoof bylaw sewage treatment servicesenforcement from water to conservation to for 13 enforcement municipalitiestoand threetreatment electoral bylaw sewage districts on southern Vancouver Island for 13 municipalities and three electoral and the Gulf Islands, Vancouver with a totalIsland popudistricts on southern lation about 383,000. and theofGulf Islands, with a total population of about 383,000.

People here are passionate about the work they They’re front-line People here aredo.passionate about with the community, and the work the work they do. They’re front-line they do keeps the region vibrant with the community, and the work and theysustainable.” do keeps the region vibrant and sustainable.”

Bob Lapham Chief Administrative Officer

Bob Lapham

Chief Administrative Officer

The CRD is responsible for 33 regional parks, example,for with The CRD is for responsible 33 100 km of trails.

The also regional parks, fororganization example, with 100 operates a Housing Corporationalso with km of trails.

The organization operates a Housing Corporation with

CAPITAL REGIONAL DISTRICT EMPLOYEES RIANNA LACHANCE (LEFT) AND BETHANY JONES CAPITAL REGIONAL DISTRICT EMPLOYEES RIANNA LACHANCE (LEFT) AND BETHANY JONES

1,300 units of subsidized housing and administers Capital Region Hos1,300 units the of subsidized housing and pital Districtthe that funds Region and develops administers Capital Hoshospital projects. pital District that funds and develops “It’s a way to make a difference in the hospital projects. community I live,” says Jones, “It’s a waywhere to make a difference in the the CRD’s Payroll community where Supervisor.

I live,” says Jones, realizingSupervisor. it at the time, theWithout CRD’s Payroll Jones’s ambition to make a difference Without realizing it at the time, to her community precisely to Jones’s ambitioncorresponds to make a difference the The corresponds organization’sprecisely tag line,to her CRD’s. community displayed on its website, the CRD’s.prominently The organization’s tag line, stationery and public documents, is displayed prominently on its website, stationery and public documents, is

“Making a difference... together” “It defines how we’ll together” achieve our “Making a difference... vision,” says Chief Administrative “It defines how we’ll achieve our Officer “People come vision,” Bob says Lapham.

Chief Administrative to workBob hereLapham. to make a“People difference, Officer cometo expand and put their to work their here knowledge to make a difference, to skills into practice acrossand the put widetheir expand their knowledge variety of services wethe deliver skills into practicethat across wideto the region.” variety of services that we deliver to ensure that its employees have theToregion.” theToexpertise to perform to theirhave full ensure that its employees potential andtofulfill the organization’s the expertise perform to their full mandate, the CRD in-house potential and fulfill provides the organization’s mandate, the CRD provides in-house

training programs as well as tuition subsidies for courses outside institutraining programs as at well as tuition tions.

Forfor Jones, thatatmeans studying subsidies courses outside instituto become a Certified Payrollstudying Manager. tions.

For Jones, that means With the CRD’s support, she Manager. has two to become a Certified Payroll courses to finishshe of has the two nine With theremaining CRD’s support, required for the designation. courses remaining to finish of the nine “Peoplefor here passionate about the required theare designation. work they here do,” are sayspassionate Lapham. “They’re “People about the frontline and the work theywith do,”the sayscommunity, Lapham. “They’re work theywith do keeps the region vibrant frontline the community, and the and worksustainable.” they do keeps the region vibrant That passion for public service and sustainable.” extends throughout the CRD. “We’re That passion for public service encouraged to knowthe what’s going extends throughout CRD. “We’re on,” says Jones.

“My what’s boss tells me encouraged to know going about what she does hertells job,me like on,” says Jones.

“My in boss budgeting, it’s important about what why she does in her job,and like why certainwhy issues advancedand to our budgeting, it’sare important Regional Board. reminds why certain issuesShe arealso advanced to me our of how many people are affected Regional Board.

She also remindsbyme what wemany do.” people are affected by of how what we do.”

468 468 88 88 4,360 4,360 48 48

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

Making a difference...

Making a difference...

together together

BC’S TOP EMPLOYERS 2018

14

Cloverdale Paint mixes in generous profit-sharing Cloverdale Paint mixes in generous profit-sharing

A A

t age 19, Teresa Unger had job Teresa at a national t agea 19, Unger hardware chain.

It wasn’t had a job at a national ahardware rewarding experience. chain. It wasn’t “We weren’tavalued.

It was show up, rewarding experience. be there, go home,” she says.

Then “We weren’t valued. It was show up,she began working for Cloverdale Paint. be there, go home,” she says. Then she “It immediately feltCloverdale different. They began working for Paint. provided training that was beneficial “It immediately felt different.

They both professionally andwas personally,” provided training that beneficialshe says.

“I was given the skills to not only both professionally and personally,” she do the job, but also move forward.” says. “I was given the skills to not only became branch manager doUnger the job, but alsoa move forward.” in Unger 2010, became and is celebrating 15 years a branch manager with the Surrey-based company. in 2010, and is celebrating 15 years It’s unusual tenure.

“At our withnot theanSurrey-based company.

Christmas party we have people It’s not an unusual tenure. “At our getting 20, party 30, even 40 year service Christmas we have people awards,” she says. getting 20, 30, even 40 year service awards,” she says.

If you treat people like owners, they’ll act like owners.

If you treat people like owners, they’ll act like owners.

Tim Vogel CEO

Tim Vogel CEO

“There’s a family feel to our business,” says CEO Timfeel Vogel, whose “There’s a family to our busigrandfather co-founded the companess,” says CEO Tim Vogel, whose ny in the 1930s, and whose grandfather co-founded the father compaprimed it 1930s, for hockey-stick ny in the and whosegrowth father in the 1970s.

“That’s unique in our primed it for hockey-stick growth industry now –“That’s all ourunique competitors in the 1970s. in our are huge, now global companies.” industry – all our competitors are huge, global companies.”

TERESA UNGER GIVING EXPERT PAINT ADVICE AT CLOVERDALE PAINT TERESA UNGER GIVING EXPERT PAINT ADVICE AT CLOVERDALE PAINT

From humble beginnings in a Cloverdale, B.C.beginnings farm shed, in today From humble a the business B.C. manufactures millions Cloverdale, farm shed, today of of manufactures paint a year and is exthegallons business millions panding across theand country. of gallonssteadily of paint a year is exIt employs everybody panding steadily acrossfrom the PhD country. chemists in everybody its labs to from customer It employs PhD service representatives in 65 stores chemists in its labs to customer that cater mostly to professional service representatives in 65 stores painters. it’s not just walls and that caterAnd mostly to professional ceilings: has awalls thriving painters.the Andcompany it’s not just and OEM business and industrial coatceilings: the company has a thriving ings OEMdivision. business and industrial coatings division.

Providing quality products and exceptional service to Providing quality products exceptionalsince service to professional painters and DIYand homeowners 1933! professional painters and DIY homeowners since 1933! www.cloverdalepaint.com www.cloverdalepaint.com

Cloverdale Paint prides itself on formulating for Canadian Cloverdaleproducts Paint prides itself on conditions, sees industry-leadformulatingbut products for Canadian ing service asbut its sees competitive advanconditions, industry-leadtage.

The company puts significant ing service as its competitive advanbudget into giving staff skills tage. The company putsthe significant they need to giving serve customers – and budget into staff the skills even pros new applithey teaches need to old serve customers – and cation tricks as even teaches oldpaint pros formulations new applichange. cation tricks as paint formulations Employees have a genuine stake change. in Employees the business, thanks to a scheme have a genuine stake that shares a generous of in the business, thanksportion to a scheme that shares a generous portion of

pre-tax annual profit among the staff – atannual least half of among which must pre-tax profit the go into a group RRSP. Since must 1978, staff – at least half of which over $50a million in profits been go into group RRSP. Sincehas 1978, divided up among the workforce. over $50 million in profits has been In a business known for employdivided up among the workforce. ee In churn, profit sharing is aemployway a business known for for Cloverdale Paint to attract and ee churn, profit sharing is a way retain quality staff – and inspire for Cloverdale Paint to attract and them give their you treat retaintoquality staff best.

– and“Ifinspire people like owners, they’ll act them to give their best. “If youlike treat owners,” says Vogel. they’ll “They’re people like owners, act the like reason forsays our Vogel. success, they deserve owners,” “They’re the to share in it.” reason for our success, they deserve toWaste share is in low it.” and ideas to improve theWaste business constantly up is low and ideaspercolate to improve from the branches to head office, the business constantly percolate up where Vogel has an to open-door from the branches head office, policy.

“It’s not just the company’s where Vogel has an open-door profit says policy.we’re “It’s looking not just after,” the company’s Unger.

“It’s ourselves as well.” profit we’re looking after,” says Unger. “It’s ourselves as well.”

861 861 58 58 300 300 43 43

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA JOBS AVAILABLE LASTAVAILABLE YEAR JOBS

LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR JOB APPLICATIONS

RECEIVED LAST YEAR YEARS, LONGESTSERVING EMPLOYEE YEARS, LONGESTSERVING EMPLOYEE

BC’S TOP EMPLOYERS 2018

15

Coast Capital Capital Savings Savings is is serious serious about about having having fun fun Coast

T

here aren’t a lot of here aren’t athat lot would of companies companies that would send an employee to send an employee to her grandmother’s grandmother’s hometown her in Yukon so she could go hometown in under Yukonthe so she could go dog-sledding Northern dog-sledding under Northern Lights to further herthe personal and Lights to further her But personal professional growth.

Coastand professional growth.

ButUnion Coastisn’t Capital Savings Credit Capital Credit Union isn’t just any Savings company. just anyasked company.

“We employees to tell us about “Weideal asked employees to tell usand about their Canadian experience their ideal Canadian experience and committed to replicating that opporcommitted to replicating thatArnish, opportunity for them,” says Tracey tunity for them,” says People Tracey Officer.

Arnish, Coast Capital’s Chief Coast Capital’s Chief People Officer.

I think when your personal linesyour up with your Ipurpose think when personal corporatelines purpose something purpose up with your beautiful happens.” corporate purpose something beautiful happens.”

Cameron Husseynec Member Banking Specialist Cameron Husseynec Member Banking Specialist

“And that’s not a one-off. These are “Andwe that’s not a one-off. are things continue to do in These a fun and things continue in a fun and uniquewe way, focusedtoondoreally underunique focused on really understandingway, what’s important to employstanding what’s important to employees and helping to bring that to life ees helping to bring that to life for and them.” forThat’s them.” just one of the many features one ofemployee-designed the many features of That’s Coast just Capital’s of Coast Capital’s employee-designed workplace.

Canada’s largest credit workplace.

Canada’s largest credit union by membership is headquartered union by membership is headquartered in Surrey, and has 52 branches to serve in Surrey,members and has 52 branches to serve 543,000 across B.C. They’re 543,000 members across B.C. They’re

EMPLOYEES AT COAST CAPITAL SAVINGS TAKING A STAND AGAINST BULLYING EMPLOYEES AT COAST CAPITAL SAVINGS TAKING A STAND AGAINST BULLYING

known for their quirky commercials known for theirsense quirky commercials and corporate of humour. and corporate sense of humour.

But they’re serious about their commitButto they’re seriousand about commitment employees the their communities ment to employees and the communities they operate in. Management, directors they operate in.have Management, directors and employees multiple communiand employees have multiple communication channels and in partnership create cation channels andexperiences” in partnership create “customized work meeting “customized work experiences” meeting individuals’ needs. Arnish says their individuals’ Arnish philosophy isneeds. “together, wesays helptheir empower philosophy is “together, we help you to achieve what’s important empower in your you achieve what’sand important in your life,”towhich attracts retains talent. life,” which attracts andand retains talent.

“Today’s workforce talent are “Today’s workforce and talent areexlooking for a non-traditional work looking for a non-traditional work ex-

We want you.

We want you.

In a purely professional manner.

In a purely professional manner.

perience,” says Arnish. “To bring great perience,” Arnish. “To bring great talent into says the organization and keep talent into the organization and keep that talent, we have to create flexible that we have to meet createtheir flexible worktalent, experiences that needs work experiences that meet their needs and allow them to work in ways that and allow them for to work in ways that are meaningful them.” areMember meaningful for them.”

Banking Specialist CamMember Banking eron Husseynec findsSpecialist meaningCamin eron Husseynec finds meaning making his community and theinworld making community and the world a better his place. a better place.

“We all have our own purpose story have our purpose story at “We CoastallCapital andown mine is to inspire at Coast Capital and mine is to inspire people to be part of something bigger people to be part of something bigger than themselves,” says Husseynec. than themselves,” says Husseynec.

“I think when your personal purpose “I think when your personal purpose lines up with your corporate purpose lines up with your corporate purpose something beautiful happens.” something beautiful happens.”

Husseynec and other Coast Capital Husseynec and other Coast Capital employees receive a comprehensive employees receiveincluding a comprehensive benefits package, paid time benefits package,education including assistance, paid time off to volunteer, off to volunteer, assistance, banking and loaneducation benefits and a penbanking loan benefits and a pension plan.and There’s also professional and sion plan. There’s and leadership trainingalso for professional employees and leadership training for employees and a host of social activities and quirky aperks host like of social activities and quirky the “Fund for Fun” where perks like receive the “Fund where managers cashfor to Fun” take their managers cash take their teams out receive and have funtotogether. teams out and have Employees also takefun parttogether. in the Employeesinvestment also take part in the which community program, community investment gives back seven per centprogram, of Coastwhich gives backpre-tax seven per cent of Capital’s earnings to Coast communities Capital’s earnings communities – totalingpre-tax $5.6 million in to 2017.

– totaling $5.6giving, millionit’s in about 2017. helping “It’s about “It’s about giving, about and that’s what we’reit’s here for,”helping says and that’s what here for,” says Husseynec.

“It’swe’re fantastic.”

Husseynec. “It’s fantastic.”

1,431 1,431 65% 65% 200+ 200+ 1,016 1,016

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA OF EMPLOYEES WOMEN OFARE EMPLOYEES ARE WOMEN CHARITIES HELPED LAST YEAR CHARITIES HELPED LAST YEAR STAFF VOLUNTEER HOURS LAST YEAR STAFF VOLUNTEER HOURS LAST YEAR

At Coast Capital Savings, we take our business seriously, but ourselves, not so much.

At take our business seriously, ourselves, not so much.

WeCoast have Capital helpful Savings, products,we comprehensive benefits, and abut cool atmosphere.

Most importantly, We have ahelpful benefits, and a cool atmosphere.

Most importantly, we have cultureproducts, of help – comprehensive we help our members, our communities, and each other, every day. we culture we help our communities, and each other, every day.

Youhave see, aHow can of wehelp help– you? isn’tour justmembers, a clever tagline.

It’s what drives us every day.

You see, How can we help you? isn’t just a clever tagline. It’s what drives us every day.

Want to learn more? Visit coastcapitalsavings.com/careers Want to learn more? Visit coastcapitalsavings.com/careers

BC’S TOP EMPLOYERS 2018

16

Coquitlam Coquitlam City City employees employees ride ride aa fast-track fast-track to to growth growth

A

ndrew Merrill loves working ndrew working for the Merrill City of loves Coquitlam for the City of Coquitlam because it allows him because it allows himto to take the fast-track to take the fast-track to career advancement and community career advancement and community engagement – literally and figuratively. engagement – literally and figuratively.

Merrill, Manager Community Merrill, Manager Community Planning, is excited about the complePlanning, excited about rapid the completion of theisnew Evergreen transit tion of the new Evergreen rapid transit line that’s just opened in his Greater line that’s just opened in his Greater Vancouver municipality of 145,000 VancouverCoquitlam municipality 145,000fast residents. wasofgrowing residents.

Coquitlam was growing before the line began operating andfast before lineisbegan operating and now thethe pace just going to increase. now the pace is just going to increase.

And that’s fine with him.

And that’s fine with him.

Coquitlam has a buzz to it right now.

This ishas an aunprecedented Coquitlam buzz to it right time beispart of an organization now. to This an unprecedented and that timeatocorporate be part ofculture an organization people are passionate and a corporate cultureabout. that people are passionate about.

Nikki Caulfield

Director, Human and NikkiResources Caulfield Corporate Planning Director, Human Resources and Corporate Planning

“There are many unique opportunimany unique opportunities“There here inareCoquitlam,” says Merrill. ties here Coquitlam,” saysisMerrill.

“The newinrapid transit line a real “The new rapid transit is a real opportunity for the Cityline to look at opportunity forthe thestations City to and lookalso at to growth around growthand around thesome stations andneighalso to renew refresh of our renew and centres.” refresh some of our neighbourhood bourhood centres.”

Coquitlam, once a sleepy bedroom Coquitlam, once a sleepy bedroom suburb of Vancouver, has become an suburbcentre of Vancouver, become an urban in its ownhas right.

While urban centre in challenges its own right.

While that may mean for Merrill that may mean challenges for Merrill

THE CITY OF COQUITLAM HAS A PASSIONATE AND FUN CORPORATE CULTURE THE CITY OF COQUITLAM HAS A PASSIONATE AND FUN CORPORATE CULTURE

and the rest of Coquitlam’s employees andthey thetackle rest ofcommunity Coquitlam’sand employees as orgaas they tackle community organizational growth, they feeland ready to nizational ready to meet themgrowth, becausethey of a feel supportive meet them because of a supportive work environment. work environment.

“You get to punch above your “You in getCoquitlam,” to punch above weight says your Merrill. weight in Coquitlam,” says Merrill.

“We have a leadership development “We havethat a leadership development program takes people from across program that takes from across the organization andpeople exposes them to the organization and exposes them to different perspectives so that they’re different from perspectives so that they’re learning their peers while also learninggreat fromtraining their peers while also to getting opportunities getting great opportunities to enhance theirtraining leadership skills.” enhance their leadership skills.”

In addition to leadership trainaddition leadership trainingInand other to education benefits, ing and other education benefits, Coquitlam offers its employees a Coquitlam offers balance, its employees healthy work-life with a healthytowork-life balance, with access City recreational facilities, access to City recreationalfitness facilities, including fully-equipped including New fully-equipped facilities. mothers arefitness supported facilities.

New mothers are supported with maternity leave top-up paywith maternity ments of 95 perleave cent top-up of salarypayfor 17 ments of 95 per cent of salary for 17 weeks. weeks.

The City’s commitment to enThe City’s commitment engaging the community alsotoexcites gaging the community excites Merrill, who started as also an intern Merrill, who started as an intern nine years ago. nine years ago.

“I really enjoy our Canada Day “I really enjoy ourlarger Canada Festival, one of the onesDay in the Festival, one of the larger in the Lower Mainland,” he says.ones “It gives Lower Mainland,” he says.

“It gives employees an opportunity to reach out employees to reach out to membersanofopportunity the community, to step to members of the community, to step out of their day-to-day work role and outget of atheir day-to-day work role and to better understanding to help to get a better understanding to help you do your job better.” you do your jobarrival better.”of rapid transit That and the That and the arrival of rapidand transit has both potential employees has both potential employees and residents piling onto the fast-track to residents piling onto the fast-track to experience the excitement says Nikki experience the excitement says Nikki Caulfield, Director of Human ReCaulfield, of Human Resources andDirector Corporate Planning. sources and Corporate Planning.

“Coquitlam has a buzz to it right “Coquitlam has a buzz to isit an right now,” says Caulfield.

“This now,” says Caulfield.

“This is an unprecedented time to be part of an unprecedented time to be partculture of an organization and a corporate organization and a corporate culture that people are passionate about. Our that peopleare arecontributing passionate about.

Our employees in a real employees are contributing in a real way to the growth and positive progway of to our the community.” growth and positive progress ress of our community.”

832 832 17 17 39 39 40 40

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA WEEKS, MATERNITY LEAVE TOP-UP PAY WEEKS, MATERNITY LEAVE TOP-UP PAY YEARS, AVERAGE AGE OF ALLAVERAGE EMPLOYEES YEARS, AGE OF ALL EMPLOYEES YEARS, LONGESTSERVING EMPLOYEE YEARS, LONGESTSERVING EMPLOYEE

Coquitlam—one Coquitlam—one of of BC’s BC’s Top Top Employers Employers Join Join us us at at coquitlam.ca/careers coquitlam.ca/careers

BC’S TOP EMPLOYERS 2018

17

Fortinet is expanding fast to meet cybersecurity demand Fortinet is expanding fast to meet cybersecurity demand

II

magine an office with 800 employees at the magine an working office with 800cutting edge of cybersecurity.

No employees working at the doubt cutting you’re a Silicon edge ofpicturing cybersecurity.

No Valley doubt campus, butpicturing while Fortinet’s is in you’re a SiliconHQ Valley Sunnyvale, Calif. (where neighbours campus, but while Fortinet’s HQ is in include Yahoo! and AMD), its research Sunnyvale, Calif. (where neighbours arm is located right where the include Yahoo! and AMD), its company research was arm founded. is located right where the company “Burnaby was founded.remains the heart and soul of the company, where theand bulk “Burnaby remains the heart of our global R&D is done,” says soul of the company, where the bulk Human Resources of our global R&DDirector is done,”Francois says Guay.

“We’re the leader in innovaHuman Resources Director Francois tion have the the leader best cybersecurity Guay.and “We’re in innovaexperts in the world.” tion and have the best cybersecurity experts in the world.”

Our competitors hire externally.

We promote from within and Our competitors hire externally. provide opportunities to grow We promote from within and with the company. provide opportunities to grow with the company.

Francois Guay Human Resources Director

Francois Guay Fortinet’s ranks are expanding fast.

It Fortinet’s has over 5,000 globally ranks employees are expanding fast. and add 1,000 to theglobally local It hasplans overto5,000 employees workforce within three years, and plans to add 1,000 to the having local just boughtwithin the building next having door workforce three years, to itsbought Burnaby “Vancouver just theoffice. building next door willitspotentially be one“Vancouver of the largest to Burnaby office. cybersecurity centres will potentially be oneinofthe theworld,” largest says Guay. centres in the world,” cybersecurity Many recruits will come from local says Guay. universities BCIT, UBC and SFU. Many recruits will come from local Human Resources Director

universities BCIT, UBC and SFU.

FORTINET EMPLOYEES AT THE COMPANY’S HEAD OFFICE

Niloofar Fekri graduated from UBC with a master’s in electrical andUBC comNiloofar Fekri graduated from puter and was attracted with aengineering master’s in electrical and comby Fortinet’s labs and of puter engineering andthe waspromise attracted challenging, work.

by Fortinet’s hands-on labs and the promise of “I wanted ahands-on job where I’d learn new challenging, work. things and face complex problems “I wanted a job where I’d learn new every not complex something routine,” thingsday and–face problems she says. as a hardware every dayFekri – notjoined something routine,” engineer.

Five years a she says. Fekri joinedlater, as a she’s hardware department manager.

Yearly perforengineer. Five years later, she’s a mance reviews and frequent department manager.

Yearly perforperformance ensure employees mance touch reviewspoints, and frequent perforare given newpoints, challenges – and the mance touch ensure employees are given new challenges – and the

FORTINET EMPLOYEES AT THE COMPANY’S HEAD OFFICE

chance to move up.

“Our to competitors chance move up. hire externally.

We“Our promote from within,” says Guay. competitors hire externally.

“We mostly hire entry level We promote fromatwithin,” saysorGuay. people 3-5 years theirlevel careers “We mostly hire into at entry or and provide opportunities to grow withand people 3-5 years into their careers the company.” provide opportunities to grow with nurtures leadership and theFortinet company.” business skills, and provides eight Fortinet nurtures leadership andlevels of technical certification staff, business skills, and provides to eight levclients and others through the els of technical certification to Fortstaff, inet Academy.

Set through up to help clients and others thetackle Fortan the inetindustry-wide Academy. Settalent up to shortage, help tackle academy offers itstalent onlineshortage, entry-level an industry-wide the academy offers its online entry-level

FORTINET FORTINET SECURITY FABRIC SECURITY FABRIC Network, Endpoint, Application and Access Security Network, Endpoint, and Access Security Learn more Application at www.fortinet.com/whyfortinet Learn more at www.fortinet.com/whyfortinet

course to anyone – free.

Like to most tech –companies, Forticourse anyone free. netLike encourages staff to stick around most tech companies, Fortiwith stock options, bennet encourages staff generous to stick around efits and vacation allowances, and with stock options, generous benperks including gym facilities and efits and vacation allowances, and free for anyone working perksdinners including gym facilities andlate.

With 37 global offices, employees free dinners for anyone working late. can for international roles, but Withapply 37 global offices, employees few Burnaby staff would choose be can apply for international roles,tobut anywhere else. few Burnaby staff would choose to be Fekri might anywhere else. be tempted by the right role in Silicon Valley one day, butright Fekri might be tempted by the for now she’s happy to have found role in Silicon Valley one day, but aforworld-class so close to now she’s employer happy to have found home.

“It was important for me a world-class employer so close toto stay in “It Vancouver as my family home. was important for meisto here,” she says.

“When I started, stay in Vancouver as my family isI thought need toI leave after here,” sheI might says. “When started, I two years, but I’ve been motivated thought I might need to leave after to There’re always chance to twostay. years, but I’ve beenamotivated progress, always a bright future.” to stay. There’re always a chance to progress, always a bright future.”

1,028 1,028 115 115 39 39 50% 50%

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA JOBS AVAILABLE LAST YEAR JOBS AVAILABLE LAST YEAR YEARS, AVERAGE AGE OF ALL EMPLOYEES YEARS, AVERAGE AGE OF ALL EMPLOYEES OF MANAGERS ARE VISIBLE MINORITIES OF MANAGERS ARE VISIBLE MINORITIES

JUMPSTART JUMPSTART Your Career

Your Career Apply at http://jobs.fortinet.com Apply at http://jobs.fortinet.com

BC’S TOP EMPLOYERS 2018

18

Fraser Health cares for patients – and its employees Fraser Health cares for patients – and its employees

W

hen Cameron Brine’s title at Fraser Health hen Cameron Brine’s changed recently title at Fraser Health to Vice President changed recently of Employee Experience, it was an to Vice President acknowledgement of the critical role of Employee Experience, it was an employees play in delivering the role best acknowledgement of the critical possible patient care. employees play in delivering the best “We pay a lot care. of attention to the possible patient patient experience we recognize “We pay a lot of and attention to the that theexperience employee experience is just as patient and we recognize important,” says Brine, whoseisprevious that the employee experience just as title was Vicesays President People and important,” Brine, of whose previous Organization Development.

“It’s aand title was Vice President of People commitment our mantra that Organization to Development.

“It’s ifa we take care of our they’ll take better commitment to staff, our mantra that if we care our take of care ofpatients. our staff, they’ll take better care of our patients.

We pay a lot of attention to the patient experience and we recognize We pay a lot of attention to the pathat employee experience is tientthe experience and we recognize just as important.” that the employee experience is just as important.”

Cameron Brine Vice President of Cameron Brine Employee Experience Vice President of Employee Experience

“A healthy culture in an excellent workplace – we’re very about “A healthy culture in serious an excellent this.

We ensure wevery haveserious healthyabout people workplace – we’re working here bywe providing supports this. We ensure have healthy people for their mental, emotionalsupports and working here by providing psychological health, as welland as their for their mental, emotional physical healthhealth, and safety.” psychological as well as their Fraser health Healthand is B.C.’s largest health physical safety.” authority, providing 1.8 million people Fraser Health is B.C.’s largest health authority, providing 1.8 million people

ERIN USSELMAN, CLINICAL OPERATIONS MANAGER (LEFT), AND CHERYL SATGUNAM, OR NURSE, AT FRASER HEALTH AUTHORITY ERIN USSELMAN, CLINICAL OPERATIONS MANAGER (LEFT), AND CHERYL SATGUNAM, OR NURSE, AT FRASER HEALTH AUTHORITY

from Burnaby to Hope with a wide variety of healthcare services. from Burnaby to Hope with aGiven wide its size and diversity, “we need a different variety of healthcare services. Given its kind of teamwork,” “with all size and diversity, “weBrine needsays, a different the various disciplines working together kind of teamwork,” Brine says, “with all collaboratively in a wayworking that isn’ttogether siloed or the various disciplines hierarchical, so everyone values everyone collaboratively in a way that isn’t siloed or else and the patient is thevalues focus.”everyone hierarchical, so everyone Physiotherapist Candace Larson else and the patient is the focus.” hasPhysiotherapist direct experience with this kind Candace Larson of teamwork.

Based in Chilliwack, has direct experience with this kind she works at six Dayin Programs for of teamwork.

Based Chilliwack, Older Adults across Fraser Health, she works at six Day Programs for Older Adults across Fraser Health,

“...I step back and say, “...I step back and say, “Am I really doing this?”, “Am I really doing but I love it and this?”, I love it is and Ibut know this where know this is I am meant towhere be...”

I am meant to be...”

Jenna, ICU RN Abbotsford Regional Hosptial Jenna, ICU RN Abbotsford Regional Hosptial

with a seventh soon to be added. In addition to hersoon physiotherapy duties, with a seventh to be added.

In she holdstoeducational sessions duties, for other addition her physiotherapy care providers, including nursesforand she holds educational sessions other recreational staff, on topics such and as care providers, including nurses safety, lifts and fallonprevention. recreational staff, topics such as “Our teams are safety, lifts and falldefinitely prevention. multidisciplinary,” she says. “I love this “Our teams are definitely part of my job: educating, multidisciplinary,” she says.connecting “I love this with colleagues and clients.connecting It’s very part of my job: educating, rewarding and inspiring.” with colleagues and clients. It’s very Larson is oneinspiring.” of Fraser Health’s rewarding and “engagement radicals” – employees Larson is one of Fraser Health’s “engagement radicals” – employees

who make a special commitment to fostering “We help to who makecollaboration. a special commitment organize to bring team fostering activities collaboration.

“Wethe help together maketothe workplace organize and activities bring the team better. we’remake happier work we’ll togetherIf and the at workplace provide shewe’ll says. better. Ifbetter we’re patient happiercare,” at work Encouraging innovation provide better patient care,”atshe says. theEncouraging grass-roots level is all part innovation at of enhancing the employee the grass-roots level is all experience, part of notes Brine.the “We have anexperience, innovation enhancing employee grant thathave provides funds notes program Brine. “We an innovation for care providers operationalize grant program thattoprovides funds their ideas for improving how we do for care providers to operationalize things.

If the succeed, wewe take their ideas forideas improving how do them organization. things.across If thethe ideas succeed, we take “Meanwhile, the corporate level, them across theatorganization. we“Meanwhile, have initiatives likecorporate hackathons, at the level, where weinitiatives partner with we have like external hackathons, agencies, up our data so they where we opening partner with external can createopening new health technologies. agencies, up our data so they We be part of the can want createinnovation new healthtotechnologies.

DNA at Fraser Health.”

We want innovation to be part of the DNA at Fraser Health.”

11,623 11,623 1,874 1,874 61% 61% 4 4

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA JOBS AVAILABLE LAST YEAR JOBS AVAILABLE

LAST YEAR OF EXECUTIVE TEAM ARE WOMEN OF EXECUTIVE

TEAM ARE WOMEN WEEKS, STARTING VACATION WEEKS, ALLOWANCE STARTING VACATION ALLOWANCE

BC’S TOP EMPLOYERS 2018

19

Jacob Bros. Construction builds on its relationships Jacob Bros. Construction builds on its relationships

W W

hen you’re in the hen construction you’re in business, you know the construction success depends business, you know on building a solid success foundation.

For depends Jacob Bros Construction Inc., that on building a solid foundation. For foundation is its employees.

Jacob Bros Construction Inc., that The Surrey-based construction comfoundation is its employees. pany in its employees’ health, Theinvests Surrey-based construction comeducation and career training to create pany invests in its employees’ health, aeducation corporateand culture emphasizes careerthat training to create relationship-building, a corporate culture thatsafety-consciousemphasizes ness and going above and beyond to get relationship-building, safety-consciousthe nessjob anddone. going above and beyond to get the“Working job done.for the brothers’ family has an“Working added drive contagious,” forthat the isbrothers’ familysays has Mike Barstead, Manager of Safety and an added drive that is contagious,” says Training.

“Everyone wantsofto be onand a Mike Barstead, Manager Safety winning and that’s how Training.team “Everyone wants to itbefeels!” on a winning team and that’s how it feels!”

Working for the brothers’ family has an added drive that Working for theEveryone brothers’wants is contagious. family has an addedteam driveand that to be on a winning is contagious.

Everyone wants that’s how it feels!” to be on a winning team and that’s how it feels!”

Mike Barstead Manager of Safety & Training

Mike Barstead

Manager of Safety & Training

Jacob Bros. is a multi-discipline general focusing primarily Jacobcontractor Bros. is a multi-discipline on heavycontractor civil and focusing commercial building general primarily construction A dynamic and on heavy civilprojects. and commercial building growing business, the company construction projects.

A dynamicadded and almost new positions last yearadded – just growing40business, the company almost 40 new positions last year – just

EMPLOYEES AT JACOB BROS. WORKING ON A WATERMAIN AT VANCOUVER INTERNATIONAL AIRPORT EMPLOYEES AT JACOB BROS. WORKING ON A WATERMAIN AT VANCOUVER INTERNATIONAL AIRPORT

under a 25 per cent employment jump year-over-year. under a 25 per cent employment jump All Jacob Bros. employees enjoy year-over-year. a comprehensive package, All Jacob Bros. benefits employees enjoy including employee assistance, health, a comprehensive benefits package, dental and life insurance plans.

In adincluding employee assistance, health, dition, there are loyalty rewards likeadthe dental and life insurance plans. In five-year service award and a discretiondition, there are loyalty rewards like the ary bonusservice program. five-year award and a discretionThe company also takes education and ary bonus program. training seriously,also encouraging ongoing The company takes education and employee development through apprentraining seriously, encouraging ongoing ticeships paid internships, employeeand development throughin-house apprentraining programs and tuition ticeships and paid internships, reimbursein-house ment forprograms courses atand outside institutions. training tuition reimbursement for courses at outside institutions.

MULTI-DISCIPLINE GENERAL CONTRACTOR MULTI-DISCIPLINE GENERAL CONTRACTOR CIVIL CONSTRUCTION jacobbros.ca • 604-541-0303 jacobbros.ca • 604-541-0303

BUILDING CONSTRUCTION CIVIL CONSTRUCTION BUILDING CONSTRUCTION

On top of all that, employees are encouraged fit with free access to a On topto ofkeep all that, employees are enstate-of-the-art onsite fitness facility that couraged to keep fit with free access to a features free weights, state-of-the-art onsitecardio fitnessequipment facility that and every imaginable accessory as well as features free weights, cardio equipment TVs and a sound system.

Jacob Bros. and every imaginable accessory as wellisas proud of its employee-initiated involveTVs and a sound system. Jacob Bros. is ment events like the Vancouver proudinofgroup its employee-initiated involveSun Run and Tough ment in group eventsMudder. like the Vancouver The benefits and company Sun Run and Tough Mudder. culture also build loyalty.

Employees with The benefits and company stay culture the company long-term: the lonalso build loyalty. Employees stay with gest-serving hasthe been the companyemployee long-term: lon-at the firm for 30 years. gest-serving employee has been at the Todd one of the three brothers, firm for Jacob, 30 years.

Todd Jacob, one of the three brothers,

says the key to their success has been strong especially with says therelationships key to their –success has been their employees. strong relationships – especially with “We’re passionate about our people their employees. and our projects,” Jacob. con“We’re passionatesays about our“We people sider our employees to be our extended and our projects,” says Jacob. “We confamily andemployees we’re driven byour theextended principle sider our to be of sustainability for us and our employfamily and we’re driven by the principle ees – providing careers, not jobs.

I think of sustainability for us and our employif we had a secret formula besides ees – providing careers, not jobs. Ihard think work, that’s probably it.” besides hard if we had a secret formula Jacob saysprobably the company work, that’s it.” has grown in Jacob 10 years a small business saysfrom the company has grown where he and his abrothers touched in 10 years from small business everything to one where empowered where he and his brothers touched employees responsibility and everything take to one where empowered contribute to theresponsibility managementand of the employees take business. thatmanagement they still aren’t contributeNot to the of the experienced, business. Nothands-on that theyowners. still aren’t “We’ve performed many of the roles experienced, hands-on owners. that our employees tasked with, so “We’ve performedare many of the roles we to them,” are Jacob says.with, so thatrelate our employees tasked we relate to them,” Jacob says.

219 219 120 120 30 30 25 25

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA JOBS AVAILABLE LAST YEAR JOBS AVAILABLE LAST YEAR YEARS, LONGESTSERVING EMPLOYEE YEARS, LONGESTSERVING EMPLOYEE CHARITIES HELPED LAST YEAR CHARITIES HELPED LAST YEAR

BC’S TOP EMPLOYERS 2018

20

LandSure LandSure Systems Systems maps maps out out aa family-friendly family-friendly vibe vibe

P

resident and CEO Connie Fair resident and CEO Connie Fair has her ideal workplace culture hasmapped her idealout. workplace culture all It’s a friendly, all mapped It’s a friendly, collegial vibeout. at LandSure vibeprovides at LandSure Systems collegial Ltd., which tech Systemsto Ltd., provides tech services the which Land Title and Survey services to of theB.C. Land Title and Survey Authority (LTSA).

Authority of B.C. (LTSA).

“I’m trying to create a workplace “I’m trying to create a workplace that I would be happy to have my that I would be happy to havethat my adult children work at – one adult children work at – one that provides interesting work where they provides where they feel they interesting are making work a difference and feel they are making a difference and realizing their potential, and offers an realizing their potential, and offers appropriate work-life balance,” saysan appropriate work-life balance,” says Fair.

Fair.

A wholly-owned subsidiary of LTSA, A wholly-owned of for LTSA, LandSure Systems issubsidiary responsible the LandSure Systems is responsible for development and operation of criti- the development of critical technologyand thatoperation tracks land titles, cal technology that tracks land titles, survey data and other information that survey data and other information that keeps B.C.’s real estate industry moving keeps B.C.’s real estate industry moving and helps municipalities plan. Based in and helps municipalities plan.

Based Vancouver’s high-tech hub, they com-in Vancouver’s high-tech hub, they compete for technology and other personpete for technology and other personnel with industry giants like Amazon, nel with industry giants Amazon, Microsoft, Facebook andlike SAP. Microsoft, Facebook and SAP. I’m trying to create a workplace that I would happy to have my I’m trying to be create a workplace adult at.to have my that I children would bework happy adult children work at.

Connie Fair President andFair CEO Connie President and CEO

To attract and retain top-notch To attractLandSure and retainSystems top-notch employees, emphaemployees, LandSure Systems empha-

BRYAN SAWERS, SUPERVISOR OF PARCELMAP BC OPERATIONS AT LANDSURE SYSTEMS BRYAN SAWERS, SUPERVISOR OF PARCELMAP BC OPERATIONS AT LANDSURE SYSTEMS

sizes work-life balance. Being owned by sizes work-life balance.with Being owned by a regulatory authority a legislated amandate, regulatory authority with a legislated it also offers something not mandate, it also offers somethingstability not often found in the IT industry: often found in the IT industry: stability that unleashes creativity. that unleashes creativity.

That’s important to Bryan Sawers, That’s important to Bryan Supervisor of ParcelMap BC Sawers, OperaSupervisor of ParcelMap BC Operations at LandSure Systems. tions LandSure Systems.

“I’veatworked in other high-tech com“I’ve worked in other companies where one of my high-tech biggest fears panies where one of my biggest fears was losing my job or being laid off,” was job or being laid off,” says losing Sawers.my “That stability is important says Sawers. “That stability is important

for me as a young professional with a for me family.” as a young professional with a young young family.”

Also important to Sawers is the Also important Sawers is the company’s supporttofor its employees. company’s support for its employees.

There is a comprehensive benefits and There is apackage, comprehensive benefits and vacation including five paid vacation package, including five paid personal days off. Maternity leave and personal days off.

Maternity leave and parental leave top-up payments – inparental leave top-up payments – including adoptive parents – are up to 50 cluding parents areweeks up tofor 50 weeks foradoptive new moms and–35 weeks for new moms and 35 weeks for new dads. Education and training benenew dads.employees Educationatand benefits keep the training cutting edge fits keep employees at the cutting edge

of their ever-changing technology. of Sawers their ever-changing technology. also appreciates the workSawers also appreciates the workplace “culture of approachability” place “culture of approachability” where he’s comfortable approaching where he’s comfortable approaching senior managers with questions.

And senior managers with questions.

And perhaps most importantly, he enjoys perhaps most importantly, hecommuenjoys the company’s connection to the company’s connection community and knowing his worktomakes a nity and knowing his work makes a difference in people’s lives. difference in people’s lives.

“We’re actively engaging with our “We’re actively engaging with our stakeholders in our communities and stakeholders in our communities we’re building something that we and know we’re building that we know is going to be asomething key piece of infrastrucis going to be a key piece of infrastructure for the province moving forward ture for the province moving and that’s gratifying,” he says.forward and that’s he says. also Fair saysgratifying,” LandSure employees Fair says LandSure employees take pride in knowing their workalso is take pride in their prosperity. work is important to knowing the province’s important the province’s prosperity.

“For the to technology professional who “For the technology professional who wants to go into an organization and wants to go into an organization and really make a difference, this is a good really make difference, place to be,”ashe says. this is a good place to be,” she says.

40 40 41 41 33 50 50

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA YEARS, AVERAGE AGE OF ALLAVERAGE EMPLOYEES YEARS, AGE OF ALL EMPLOYEES WEEKS STARTING VACATION ALLOWANCE WEEKS STARTING VACATION ALLOWANCE WEEKS MATERNITY & PARENTAL TOP-UP& PAY WEEKSLEAVE MATERNITY PARENTAL LEAVE TOP-UP PAY

Making Making aa Difference Difference

MORE THAN TECHNOLOGY MORE THAN TECHNOLOGY

BC’S TOP EMPLOYERS 2018

21

The District of North Vancouver empowers excellence The District of North Vancouver empowers excellence

SS

eparated from its big city neighbour by aits bridge, the eparated from big city District of by North Vancouver neighbour a bridge, the was a somewhat District of Northsleepy Vancouver municipality, immune tosleepy frequently was a somewhat frenetic development But municipality, immunepressures. to frequently recently, the pace of change and But the frenetic development pressures. demand transformed recently, for theservices pace of has change and the the District, challenging both demand for services has transformed management and employees the District, challenging bothto deliver.

Instead of imposing top-down management and employees to deliver. solutions, theimposing District looked for Instead of top-down answers from workforce. solutions, the within Districtitslooked for And got from them.within its workforce. answers And got them.

We didn’t just arrive at being a good employer as of at today.

We’ve We didn’t just arrive being a had real interest in our staff gooda employer as of today.

We’ve and a collaborative, had had a real interest in ourtrusting staff relationship with our stafftrusting for a and had a collaborative, long time. relationship with our staff for a long time.

David Stuart Chief Administrative Officer

David Stuart

Chief Administrative Officer

“Good public service is provided by“Good good people,” says David Stuart, public service is provided Chief Administrative “Then by good people,” saysOfficer.

David Stuart, you askAdministrative yourself, ‘What do we “Then do Chief Officer. to them so we can yousupport ask yourself, ‘What do ensure we do strong foundations to support them so for we continued can ensure service excellence?’ Everything flows strong foundations for continued from that very simple premise.”flows service excellence?’

Everything Stuart’s team knew from that management very simple premise.” theStuart’s best way to find outteam how knew staff management could be way supported askstaff them. the best to findwas out to how could be supported was to ask them.

THE STREETS CREW AT DISTRICT OF NORTH VANCOUVER

They initiated an extensive consultation process on valThey initiated an organizational extensive consulues, probing staff do what tation processjust on why organizational valthey do. The just response confirmed ues, probing why staff do what things were the rightconfirmed track. they do.

Theonresponse “We’re hearing ‘caring things were on thewords rightlike track. organization’ and words ‘service-first orga“We’re hearing like ‘caring nization, beingand one‘service-first team.’ All orgathis organization’ reinforces to me that we’re striking nization, being one team.’ All this the right note with staff,” said. reinforces to me that we’rehestriking The proactive exercise is part of the right note with staff,” he said. a long-standing District culture The proactive exercise is part of providing employees the culture supportof a long-standing District they need to excel.

In addition to providing employees the support listening to and acting on employees’ they need to excel. In addition to listening to and acting on employees’

THE STREETS CREW AT DISTRICT OF NORTH VANCOUVER

feedback, the District offers a full package benefits thatoffers include infeedback,ofthe District a full house training programs, tuition insubpackage of benefits that include sidies a generous pension plan. house and training programs, tuition subPerhaps important of all, it sidies and most a generous pension plan. empowers to have some funit Perhaps them most important of all, through anthem employee-led “Social empowers to have some fun Squad.”

Squad leader Felim through Social an employee-led “Social Donnelly, a Research says Squad.” Social Squad Analyst, leader Felim it’s indicative of the District’s trust Donnelly, a Research Analyst, says in employees. it’sits indicative of the District’s trust “There’s a balance between corpoin its employees. rate ideas ofa fun and between what the corpoem“There’s balance ployees find fun and sometimes they rate ideas of fun and what the emare quite different,” says Donnelly. ployees find fun and sometimes they are quite different,” says Donnelly.

“The organization trusts me and my team put that together andand that’s “The to organization trusts me mya credit to put them.” team to that together and that’s a Fromtofamily-friendly Olympic credit them.” activities at the District’sOlympic recreation From family-friendly facilities womactivitiesto at fundraising the District’sforrecreation en on thetoDowntown Eastside, the facilities fundraising for womSocial Squad gives employees en on the Downtown Eastside,a sense the of fun as well gives as a sense of purpose Social Squad employees a sense that’s of their work. of funanas extension well as a sense of purpose And all Stuartof– their a veteran that’sthat’s an extension work.of nearly 45 years’ municipal experience And that’s all Stuart – a veteran of –nearly can ask 45 for. years’ municipal experience didn’t – “We can ask for.just arrive at being a good as arrive of today,” he says.

“Weemployer didn’t just at being a “We’ve had a real in our good employer as interest of today,” he says. staff andhad hada areal collaborative, trust“We’ve interest in our ing with our stafftrustfor a staffrelationship and had a collaborative, long time. We recognize need ing relationship with ourthe staff for to a create an environment which enables long time.

We recognize the need to staff excel while being responsive createtoan environment which enables to change.” staff to excel while being responsive to change.”

550 550 45 45 52 52 50% 50%

FULL-TIME STAFF IN CANADA FULL-TIME STAFF

IN CANADA YEARS, AVERAGE AGE OF ALL AVERAGE EMPLOYEES YEARS, AGE OF ALL EMPLOYEES YEARS, LONGESTSERVING EMPLOYEE YEARS, LONGEST-

SERVING EMPLOYEE OF EXECUTIVE TEAM ARE WOMENTEAM OF EXECUTIVE ARE WOMEN

BC’S TOP EMPLOYERS 2018

22

Altruism yields social dividends at Raymond James Altruism yields social dividends at Raymond James

N

umbers are naturally very important at umbers are naturally Raymond James very important at Ltd., the Canadian subsidiary Raymond James Ltd., of Raymondthe James Financial, one of Canadian subsidiary North America’s leading independent of Raymond James Financial, one of full-service investment But not North America’s leadingdealers. independent just financial figures. Jennifer full-service investment dealers.Gibson, But not Branch Administrator at Raymond just financial figures. Jennifer Gibson, James’s Administrator corporate branch in downtown Branch at Raymond Vancouver, proudly rattles some James’s corporate branch in off downtown other numbers: Vancouver, proudly rattles off some “During the last Raymond James other numbers: Cares Month, volun“During the we lastcollectively Raymond James teeredMonth, 2,025 hours across Canada.

Cares we collectively volun-We donated 2,429 pounds ofCanada. food, plus teered 2,025 hours across We $6,899, 2,429 to foodpounds banks.of Wefood, removed donated plus 131 pounds of garbage from shorelines. $6,899, to food banks. We removed Seventy-five charities non-profits 131 pounds of garbageand from shorelines. benefited from our volunteerism.”

Seventy-five charities and non-profits benefited from our volunteerism.”

JENNIFER GIBSON, BRANCH ADMINISTRATOR, AT RAYMOND JAMES VISITING A SCHOOL IN INDIA DURING A CHARITY MISSION JENNIFER GIBSON, BRANCH ADMINISTRATOR, AT RAYMOND JAMES VISITING A SCHOOL IN INDIA DURING A CHARITY MISSION struct. Thanks to donations from staff Paul Allison and his wife and five other

employees, travelled to India, each at Paul Allison who and his wife and five other their own expense.

Undertothe auspices employees, who travelled India, each and at leadership of the non-profit their own expense.

Under theSleeping auspices and Children Around the WorldSleeping and in partleadership of the non-profit nership with Raymond Jamesand Canada Children Around the World in partFoundation (RJCF), the team visited the nership with Raymond James Canada Vice President Human Resources Deborah Best city of Belgaum in Karnataka state to disFoundation (RJCF), the team visited the Vice President Human Resources And in 2016, Gibson – one of about tribute 3,000 bedinkits to children in the area. city of Belgaum Karnataka state to dis500 full-time Raymond And in 2016, Gibson –James one ofemployees about Then, in the of Kalthana tribute 3,000 bed village kits to children in the–area. in B.C. – got Raymond to participate in aemployees Raymond which 500 full-time James Jamesofhad adopted Then,Raymond in the village Kalthana – James activity shein calls “absoin B.C.charitable – got to participate a Raymond through a 2014 donation Free the which Raymond James hadtoadopted lutely charitable a life-changing experience.”

She James activity she calls “absoChildrena –2014 theydonation rebuilt a wall around through to Free the a was one of eight people, includingShe CEO lutely a life-changing experience.” school the– company hada wall helped con- a Children they rebuilt around was one of eight people, including CEO school the company had helped conWe’re always thinking long-term, in ouralways commitment both to clients We’re thinking long-term, employees.both We want inand ourour commitment to clients employees to grow We withwant us and be and our employees. proud to work here. employees to grow with us and be proud to work Deborah here.

Best

Commited to making Raymond James Commited toplace making Raymond James a rewarding to work and grow. aThank rewarding to workwho andset grow. you toplace our people us apart.

Thank you to our people who set us apart.

Member – Canadian Investor Protection Fund Member – Canadian Investor Protection Fund

and partners matching donations struct.

Thanksand to donations from staff frompartners RJCF, $50,000 has been raised and and matching donations for Free the $50,000 Children’s Villages from RJCF, hasWE been raised program. year, a Raymond James for Free theThis Children’s WE Villages team willThis distribute bed kits and program. year, a2,000 Raymond James clothing Tanzania. team will in distribute 2,000 bed kits and Deborah Best, the company’s Vice clothing in Tanzania.

President Resources, says giving DeborahHuman Best, the company’s Vice back is inHuman the DNA of Raymond James, President Resources, says giving one of B.C.’s Top Employers for the back is in the DNA of Raymond James, thirdofyear running.

In addition one B.C.’s Top Employers forto theRaymondyear James Cares In Month in May, when third running. addition to Rayemployees a dayMonth with pay to volunmond Jamesget Cares in May, when employees get a day with pay to volun-

teer in their communities, in November the in company encourages associates to teer their communities, in November donate to charities of their choice, and the company encourages associates to matchestotheir donations. donate charities of their choice, and Best says attitude of caring matches theirthat donations. extends to employees. company Best says that attitudeThe of caring regularlytosurveys themThe andcompany responds, extends employees. such as by improving In 2017, regularly surveys thembenefits. and responds, it topped its already-generous matersuch as by up improving benefits. In 2017, and parental leaves by three weeks, itnity topped up its already-generous materboosted its retirement plan, and nity and parental leavessavings by three weeks, announced B.C. Medical Service boosted its retirement savings plan,Plan and premiums will 100-per-cent announced B.C.beMedical Servicecompany Plan paid. Among employee-advancepremiums willseveral be 100-per-cent company mentAmong measures, it hasemployee-advancea well-established paid. several initiative to increase number of ment measures, it hasthe a well-established female financial advisors. initiative to increase the number of “We’re alwaysadvisors. thinking long-term, female financial in“We’re our commitment bothlong-term, to clients and always thinking our employees,” saysboth Best.to“We want in our commitment clients and employees to grow and want be our employees,” sayswith Best.us“We proud to work here.” employees to grow with us and be proud to work here.”

1,071 1,071 272 272 8,125 8,125 68 68

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

CARES CARES

BC’S TOP EMPLOYERS 2018

23

Dynamic Dynamic teams teams drive drive new new vision vision at at Ritchie Ritchie Bros.

Bros.

T

he overarching mission of he overarching mission of Ritchie Bros., according Ritchie Bros., according to the auction firm’s to the auction firm’s and leader, is to establish leader, is to establish and enhance meaningful relationships. enhance meaningful From a dedication torelationships. making a positive From a dedication to making a positive difference for customers to taking pride difference for customers to taking pride in the company’s charitable activities, in the company’s activities, the cultural value charitable of community theingrained cultural value of community is in every aspect of the is ingrained in every aspect of the organization. organization.

CEO Ravi Saligram arrived in 2014 CEO Ravi Saligram 2014 and immediately went arrived to workinintegratand the immediately went to work integrating values of diversity and inclusion ingsays the make valuesaofcompany diversityfunction and inclusion he best. he sayswomen make awere company functionhired best.

Three immediately Three women were immediately hired to the executive-committee level and to the executive-committee Saligram set a new companylevel goaland to Saligram set cent a new company goal to have 30 per women at directorhave and 30 per centbywomen level above 2020. at directorlevel and above by 2020.

Transforming organizations goes Transforming organizations beyond growing the bottom goes line. beyond growing the bottom line.

Fostering a successful business Fosteringa adiverse, successful business requires dynamic team requires a diverse, that’s fully engageddynamic with theteam comthat’s fully engaged company’s mission, visionwith andthe values. pany’s mission, vision and values.

Ravi Saligram CEO Ravi Saligram CEO

“You might assume that working might at assume that working in “You technology Ritchie Bros. means in technology at Ritchie Bros. means working in a male-driven industry servworking in a male-driven industry serving other male-driven industries, like ing other male-driven industries, like construction, agriculture, manufacturconstruction, agriculture, manufactur-

MARIANNE MARCK, CITO (FAR RIGHT), AT RITCHIE BROS. WITH MEMBERS OF HER TECH TEAM AT THEBROS. COMPANY’S RECENT HACKATHON MARIANNE MARCK, CITO (FAR RIGHT), AT RITCHIE WITH MEMBERS OF HER TECHEVENT TEAM AT THE COMPANY’S RECENT HACKATHON EVENT

ing, etc.,” says Sherry McMillan, Lead ing, etc.,”Analyst. says Sherry McMillan, Lead Systems “In reality, women Systems Analyst.

“In reality, women are not only present, here but we’re are not only It’s present, here but ubiquitous. not unusual towe’re be in a ubiquitous.

It’s not unusual to in be the in a meeting and realize everybody meeting and realize everybody in the room is a woman.” room is a woman.”

Ritchie Bros. – which has about Ritchie Bros. in – which has about 600 employees B.C., some 500 600 employees in B.C., some of them in Burnaby – recently500 went of them in Burnabycultural – recently went through a defining change: through a defining cultural change: an acquisition that evolves the coman acquisition evolves the company to includethat more technology with pany to include more technology with the introduction of IronPlanet. The the introduction of IronPlanet. The

introduction of new online capabilintroduction new online capabilities, allowingofbuyers and sellers all ities, allowing buyers and sellers all over the world access to best-in-class over the world access to best-in-class service, makes Ritchie Bros. a pioneer service, makes Ritchie Bros. a pioneer in the industry and adds another in the industry and adds another point of pride for its employees. point of pride fororganizations its employees.goes “Transforming “Transforming organizations goes beyond growing the bottom line,” beyond growing the bottom line,” says Saligram. “Fostering a successful says Saligram.

“Fostering business requires a diverse,a successful dynamic business requires a diverse, dynamic team that’s fully engaged with the team that’s fully engaged with company’s mission, vision and the values; company’s mission, vision values; the only way to succeed is and to live the the only way to succeed is to live the

company values each and every day. company each and every day.

Our teamvalues has exemplified this both Our team has exemplified this both internally and externally with care and internally and externally with care for and attention given to every customer attention given to every customer for 60 years, and will be around to inno60 years, and will60bemore, around innovate for another andtobeyond.” vate forbright, anothermodern 60 more, and beyond.”

The building in The bright, modern in Burnaby near the Fraserbuilding River that Burnaby nearcompany’s the Fraserheadquarters River that serves as the serves asonsite the company’s features daycare, aheadquarters gym and a features cafeteria. onsite daycare, gym and catered Ritchiea Bros. em-a catered cafeteria.

Bros. they em- do ployees take prideRitchie in the work ployees take pride inthe thecompany work they do every day, knowing valevery the customers company values itsday, ownknowing people, the they ues itsand ownthe people, the customers they serve businesses they support. serve and the businesses they support.

“When I come to work, I know I’m “Whena difference I come to work, I knowlife,” I’m making in someone’s making a difference someone’s life,” says McMillan.

“We in might sell equipsays McMillan. might sell well equipment that helps “We a farmer retire or mentan that helps a farmer well or help entrepreneur buyretire the equiphelp entrepreneur buythethebusiness equipmentan they need to start ment they need to start the business of their dreams.” of their dreams.”

709 709 41.1 41.1 161 161 189 189

FULL-TIME STAFF FULL-TIME STAFF IN CANADA IN CANADA YEARS, LONGESTYEARS, LONGESTSERVING EMPLOYEE SERVING EMPLOYEE CHARITIES HELPED CHARITIES HELPED LAST YEAR LAST YEAR JOBS AVAILABLE JOBS AVAILABLE LAST YEAR LAST YEAR

More More than than a a job. job. Join Join a a culture culture like like no no other. other.

RitchieBros.com/careers RitchieBros.com/careers

BC’S TOP EMPLOYERS 2018

24

At Rocky Mountaineer, it’s all about the journey At Rocky Mountaineer, it’s all about the journey

A A

t Rocky Mountaineer, it’s aboutMountaineer, the journey –it’s not tallRocky just for the passengers all about the journey – not on the rail tours just for unique the passengers through theon Rocky Mountains but the unique rail tours also for the employees.

It is the staff, through the Rocky Mountains but after all, who create the “life-changing also for the employees. It is the staff, experiences” Rocky Mountaineer is after all, who that create the “life-changing committed to providing its guests. is experiences” that Rocky Mountaineer “Everything we do is to guests. further that committed to providing its purpose,” explains Adam Charania, “Everything we do is to further that Vice-President of Human Resources. purpose,” explains Adam Charania, “If we treat our people as our most Vice-President of Human Resources. valuable asset and try to create great “If we treat our people as our most momentsasset for our they valuable and team try tomembers, create great will in turn greatmembers, experiences moments forcreate our team they for our guests and great our partners.” will in turn create experiences for our guests and our partners.”

I’m proud to work for a company that really invests in the people I’m workemployees for a company andproud treatstotheir so well.” that really invests in the people and treats their employees Helen Crabtreeso well.”

A HOST SHARES STORIES OF THE PASSING REGION WITH GUESTS ON BOARD ROCKY MOUNTAINEER A HOST SHARES STORIES OF THE PASSING REGION WITH GUESTS ON BOARD ROCKY MOUNTAINEER

Creating memories comes easily to the employees of Rocky Mountaineer.

Creating memories comes easily to “The people on our team are engaged, the employees of Rocky Mountaineer. passionate to engaged, pro“The peopleand oncommitted our team are viding this life-changing experience passionate and committed to proonboard,” Vacation Consultant viding this says life-changing experience Helen Crabtree.

British-born Crabonboard,” says Vacation Consultant tree worked “four amazing seasons” Helen Crabtree. British-born Crabonboard, having opportunity to tree worked “fourthe amazing seasons” be part of an experience with visitors onboard, having the opportunity to

from around the world and developingaround friendships.

“We and had devela tight from the world team, which felt like family,” she says. oping friendships. “We had a tight That has been crucial to Rocky team, which felt like family,” she says.

Mountaineer’s we stay as That has beensuccess. crucial“How to Rocky a high-growth company has been around Mountaineer’s success. “How we stay as making sure we are one team, making a high-growth company has been around sure we sure are having says Charania. making we arefun,” one team, making That means great company – sure we are having fun,” saysevents Charania. from the annual Christmas party at That means great company events – their train the station in Vancouver dodgeball from annual Christmastoparty at their games, yoga and team events. train station in Vancouver to dodgeball

“I’m proud to work for a company that invests people treats “I’m proudintothe work for aand company their employees so well,” says Crabthat invests in the people and treats tree. “Rocky Mountaineer really does their employees so well,” says Crabconsider their people as an imperatree. “Rocky Mountaineer really does tive. Theytheir want us to as understand consider people an impera-the five-year strategic plan, what part the of tive. They want us to understand that plan we are and how we fit in five-year strategic plan, what part ofas individuals.” that plan we are and how we fit in as And because Rocky Mountaineer individuals.” invests in its employees, trains them And because Rocky Mountaineer and provides excellent benefits, it also invests in its employees, trains them

be part of an experience with visitors

games, yoga and team events.

and provides excellent benefits, it also

Vacation Consultant

Helen Crabtree Vacation Consultant

wants to retain them. In the last couple of to years, it has introduced a career wants retain them.

In the last coudevelopment framework, where emple of years, it has introduced a career ployees can work with their managers development framework, where emto develop a plan to get where they ployees can work with their managers want to go.a “Because wewhere have very to develop plan to get they distinct types of work in our organiwant to go. “Because we have very zation, there’s sowork muchindiversity and distinct types of our organiso many opportunities to move,” zation, there’s so much diversity and Charania adds. “We promoted or so many opportunities to move,” laterally moved approximately 10 Charania adds. “We promoted or per cent moved of our work force in the laterally approximately 10 last year.” per cent of our work force in the the organization has lastEverything year.” introduced past two years Everythingover thethe organization has has been the result listening its emintroduced overofthe past twotoyears has ployees, a new office been the including result of listening to itswith emmore natural light aand ployees, including newcollaborative office with spaces.natural “It’s a light teamand effort here,” says more collaborative Charania. most important spaces.

“It’s“That’s a teamthe effort here,” says part of the“That’s journey.”

Charania. the most important part of the journey.”

240 240 113 113 6,011 6,011 50% 50%

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA FULL-TIME STAFF HIRED LAST YEAR FULL-TIME STAFF HIRED LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR OF EMPLOYEES ARE WOMEN OF EMPLOYEES ARE WOMEN

IT’S NO ORDINARY JOB. IT’S NO THEORDINARY BEST JOB JOB. EVER. IT’S BEST JOB life EVER. ThanksTHE to our team for creating changing experiences every day and making us one of BC’s Top Employers.

Thanks to our team for creating life changing experiences every making one of BC’s Top Employers.

Want day to beand part of the us magic?

Learntomore atof the magic?

Want be part RockyMountaineer.com/careers Learn more at RockyMountaineer.com/careers

BC’S TOP EMPLOYERS 2018

25

Building employee engagement at St. George’s - one employee at a time Building employee engagement at St. George’s - one employee at a time

B B

ecause of lack of time, resources support, ecause of or lack of time, teachers always able resourcesaren’t or support, or encouraged to bringable new teachers aren’t always ideas into or a classroom. for Grade encouragedBut to bring new 1 teacher JillaDeLancey, from ideas into classroom.the Butsupport for Grade 1 St. George’s School is part of the appeal teacher Jill DeLancey, the support from of the independent boys’ St.working George’satSchool is part of the appeal school in Vancouver. of working at the independent boys’ Sinceinjoining the school six years school Vancouver. ago, DeLancey able Since joininghas the been school sixtoyears implement mindfulness herto ago, DeLancey has been in able classroom important training implement–mindfulness in her for young people.

And she training has beenfor able classroom – important to complete herAnd master’s degree young people. she has beenwith able financial helpher from St. George’s. to complete master’s degree with “Otherwise, have been able financial helpI wouldn’t from St. George’s. to do it,” saysI DeLancey.

“I feel they “Otherwise, wouldn’t have been able support teaching.” to do it,”best-practice says DeLancey.

“I feel they support best-practice teaching.”

I feel they support best-practice teaching.

I feel they support best-practice teaching.

Jill DeLancey Grade 1 Teacher Jill DeLancey

Grade 1 Teacher

Support is a word that is used often when people George’s Support is aspeak wordabout that isSt.used often –when support for speak the boys whoSt.goGeorge’s there people about and for thefor people whowho workgothere.

– support the boys there “In statement we there. talk andour for mission the people who work about Youngwe Men. “In our‘Building mission Fine statement talk One at a Time’ ensuring aboutBoy ‘Building Fineand Young Men. that every student is known loved,”that One Boy at a Time’ andand ensuring every student is known and loved,”

ST. GEORGE’S SCHOOL STAFF AND GRADUATES PARTICIPATING IN AN ANNUAL SOCCER MATCH ST. GEORGE’S SCHOOL STAFF AND GRADUATES PARTICIPATING IN AN ANNUAL SOCCER MATCH says Karen Potter, Director of Human a voice here,” adds Potter. “They’re liberal suggestions, they’re libResources.

“Our whole HR of plan is a voicewith here,” adds Potter.

“They’re says Karen Potter, Director Human eral with ideas about what we could built on the same foundation – we are liberal with suggestions, they’re libResources. “Our whole HR plan is things building employee engagement– one eraldifferently with ideasand about whatthey we feel could built on the same foundation we are do they need.” employee at a time.” do differently and things they feel building employee engagement one There is also a strong sense of comThat engagement they need.” employee at a time.”is what keeps munity at “There conso That manyengagement of the 240 faculty and staff There isthe alsoschool. a strong sense are of comis what keeps nections between employees, connecat St. George’s – the longest-serving munity at the school. “There are conso many of the 240 faculty and staff tions between employees and connecthe boys teacher has worked 42 years; nections between employees, at St. George’s – thethere longest-serving and the broader school community,” among the non-teaching staff, it’s 30+ tions between employees and the boys teacher has worked there 42 years; Tom Matthews. years.

St. George’s celeand Headmaster the broader school community,” amongThis the year, non-teaching staff,is it’s 30+ says “Some of that happens by chance and brating nine people who have reached says Headmaster Tom Matthews. years. This year, St. George’s is celesome deliberate.” the 25-year “Employees have “Someofofthat thatis happens by chance and brating ninemark. people who have reached some of that is deliberate.” the 25-year mark. “Employees have

Staff have many opportunities to gather – including tennis, Stafftogether have many opportunities to yoga, fitness tennis, classes, gatherswimming together –and including which are open toand all fitness teaching and yoga, swimming classes, non-teaching staff. addition,and St. which are open to allInteaching George’s hostsstaff. onsiteInhealth practinon-teaching addition, St. tioners organized wellness activiGeorge’sand hosts onsite health practities on professional development days. tioners and organized wellness activiAnd are opportunities for days. ties on there professional development change and advancement, which And there are opportunities foris particularly as the school change and important advancement, which is works to grow its leadership particularly important as thefrom school within. works toThere groware its middle-management leadership from positions – curriculum heads, grade within. There are middle-management coordinators, global stewardship and positions – curriculum heads, grade more – as wellglobal as teacher exchangeand coordinators, stewardship possibilities.

“Just knowing there are more – as well as teacher exchange other positions coming available possibilities.

“Just knowing therethat are can help expandcoming the work I’m already other positions available that doing is exciting,” says DeLancey.

“It can help expand the work I’m already keeps you fresh.” doing is exciting,” says DeLancey. “It keeps you fresh.”

240 240 45.1 45.1 42 42 15 15

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA YEARS, AVERAGE AGE OF ALL EMPLOYEES YEARS, AVERAGE AGE OF ALL EMPLOYEES YEARS, LONGEST-SERVING EMPLOYEE YEARS, LONGEST-SERVING EMPLOYEE CHARITIES SUPPORTED LAST YEAR CHARITIES SUPPORTED LAST YEAR

BUILDING BUILDING FINE FINE YOUNG YOUNG MEN. MEN. ONE ONE BOY BOY ATAT AA TIME. TIME. www.stgeorges.bc.ca www.stgeorges.bc.ca

BC’S TOP EMPLOYERS 2018

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Teck has the resources to connect employees Teck has the resources to connect employees

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hen Cassandra Parker joined Teck Resources hen Cassandra Parker Limited in 2014, joined Teck Resources she’d already worked Limited in 2014, in the mining industry and knew she’d already worked thethe company reputation.

More in mining by industry and knew important, she knew about its size and the company by reputation. More the scope of its operations. important, she knew about its size and scope wasoperations. the big thing for me,” the“Its scope of its says Parker, an Internal “Its scope was the big Communicathing for me,” tions Specialist in Vancouver. says Parker, an Internal CommunicaAs Specialist Canada’s largest diversified tions in Vancouver. resource company, Teck is involved As Canada’s largest diversified in steelmaking coal, copper, zinc and resource company, Teck is involved energy production in locations in steelmaking coal, copper, zincfrom and Alaska production and British in Columbia Chile energy locationstofrom and Peru.

Alaska and British Columbia to Chile and Peru.

I’ve been able to build my skill set andbeen advance career, I’ve ablemy to build mywith skillthe set company’s and advancesupport. my career, with the company’sCassandra support. Parker Internal Communications Specialist

Cassandra Parker

Internal Communications Specialist

“Our largest concentration of employees workconcentration here. Seven ofofour “Our largest 13 operations arehere. in B.C.,” Dean employees work Sevensays of our Winsor, Vice President of Human 13 operations are in B.C.,” says Dean Resources.

Winsor, Vice President of Human With more than 10,000 employees, Resources.

Teck strives maintain a cohesive culture With moretothan 10,000 employees, that emphasizes the company’s values.

In Teck strives to maintain a cohesive culture fact,emphasizes says Winsor,the“our company takes In a that company’s values. values-based approach to employees fact, says Winsor, “our company takes“ a values-based approach to employees “

CASSANDRA PARKER, INTERNAL COMMUNICATIONS SPECIALIST, CORPORATE AFFAIRS, AT TECK CASSANDRA PARKER, INTERNAL COMMUNICATIONS SPECIALIST, CORPORATE AFFAIRS, AT TECK

Teck’s values are reflected in the company’s employee publication Teck’s values are reflected in thecalled Connect, for which Parker develops company’s employee publication called content and edits articles.

Connect, for writes whichand Parker develops With herand background public relacontent writes andinedits articles. tions her and background communications, a bacheWith in public relalor’s degree in English from athe Unitions and communications, bacheversity of Victoria andfrom further lor’s degree in English thestudies Uniin PR and marketing Simonstudies Fraser versity of Victoria andatfurther University and New York University, in PR and marketing at Simon Fraser Parker has and focused theUniversity, last three University Newfor York years on intothree a more Parker hasbuilding focusedConnect for the last substantial publication. years on building Connect into a more substantial publication.

See Yourself Yourself at at Teck Teck See teck.com/careers teck.com/careers

Over that period, it has grown from a relatively 18-page PDF posted Over thatsmall, period, it has grown from Teck’s internal InternetPDF into posted a 40aonrelatively small, 18-page page periodical published on Teck’s internal Internet four into times a 40- a year at Teck.com/Connect.

Through page periodical published four times a it, Teck addresses a wide range of year at Teck.com/Connect.

Through topics issues, afrom it, Teckand addresses widesustainability range of and transgendered employees to the topics and issues, from sustainability applications of the employees minerals that Teck and transgendered to the produces, such as copper in that electric applications of the minerals Teck cars and zinc products produces, suchinashealth-care copper in electric and and solarzinc panels. cars in health-care products empowering employees to and“We’re solar panels.

“We’re empowering employees to

talk about the company,” Parker says.

“Connect thousands of views. talk about receives the company,” Parker says.

People show it to their families “Connect receives thousands of and views. friends.”

People show it to their families and At the same time as she has contribfriends.” uted to the growth Connect, Parker At the same time of as she has contribhas also grown in her job.

“I’ve been uted to the growth of Connect, Parker ablealso to build set and has grownmy in skill her job.

“I’veadvance been my career, with the company’s supable to build my skill set and advance port.” my career, with the company’s supAs part of Teck’s Building Strength port.”

With People initiative, Parker and her As part of Teck’s Building Strength manager set goals at the beginning of With People initiative, Parker and her each year that she can achieve over manager set goals at the beginning of the next months. six months, each year12 that she canAfter achieve over they review her progress and, at the the next 12 months. After six months, end of the year, measure and, her success they review her progress at the and set new goals for the next year. end of the year, measure her success getnew to guide ownnext developand“Iset goals my for the year. ment and myown responsibili“I get to increase guide my developties,” and she says.

“And to do what ment increase myI get responsibiliI love.” ties,” she says. “And I get to do what I love.”

7,514 7,514 471 471 26,331 26,331 45 45

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA JOBS AVAILABLE LAST YEAR JOBS AVAILABLE

LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR JOB APPLICATIONS

RECEIVED LAST YEAR YEARS, AVERAGE AGE OF ALLAVERAGE EMPLOYEES YEARS, AGE OF ALL EMPLOYEES

BC’S TOP EMPLOYERS 2018

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Building careers careers at at the the TransLink TransLink enterprise enterprise Building

F

ive years ago, Jesse Koehler ive Koehler leftyears a jobago, as a Jesse transportation left a jobwith as a transportation planner the City of planner with the of San Francisco andCity joined San the Francisco joined TransLink, regionaland transportation TransLink, regional transportation authority fortheMetro Vancouver, and he authority forhappier.

Metro Vancouver, and he couldn’t be couldn’t happier.

“It’s a be really exciting place to work,” “It’sKoehler, a really who exciting place toProject work,” says is currently says Koehler, is currently Project Director for awho planned six-kilomeDirector for a of planned six-kilometre extension the SkyTrain rapid tre extension the SkyTrain transit system.of “The best partrapid of the transit system. with “Thesmart, best part of the job is working passionate job is working smart, people and on with projects thatpassionate improve people and on projects improve the quality of life in thethat communities the quality of life in the communities we serve.” we serve.”

This is an organization that values development, hard workthat andvalues allowThis is an organization ing employeeshard to cut their in development, work andteeth allowdifferent areas.to cut their teeth in ing employees different areas.Jesse Koehler Project Director, MIllenium Line Jesse Koehler Broadway Extension Project Director, MIllenium Line Broadway Extension

TransLink’s mandate is unique TransLink’s unique among North mandate Americanistransportaamong North American transportation authorities.

It is responsible for tion authorities.

It is responsible planning and designing, as well asfor planning designing, well as funding, and developing andasdelivering funding, developing delivering public transit, majorand roads and bridgpublic bridges, andtransit, cyclingmajor routesroads over and a region es, cycling23routes a region thatand includes local over governments. that includes local governments.

“This is an 23 organization that values “This is an organization thatallowing values development, hard work and development, hard work and allowing

THREE FACES OF THE TRANSLINK ENTERPRISE - CLAIRE MADILL OF COAST MOUNTAIN BUS COMPANY, JESSE KOEHLER OF TRANSLINK, AND RYAN MENDOZA OF BC RAPID TRANSIT COMPANY THREE FACES OF THE TRANSLINK ENTERPRISE - CLAIRE MADILL OF COAST MOUNTAIN BUS COMPANY, JESSE KOEHLER OF TRANSLINK, AND RYAN MENDOZA OF BC RAPID TRANSIT COMPANY

employees to cut their teeth in differemployees to cut their both teeth vertically in different areas and to move ent and tosays move both vertically andareas laterally,” Koehler.

“We have and says Koehler. suchlaterally,” a broad portfolio, there“We are have natsuch a broad portfolio, therewith are folks natural opportunities to work ural opportunities to work with folks in different divisions.” in It different divisions.” is also an organization that places It is also an organization places a high priority on customerthat service – aparticularly high priority on customer service – when it comes to employparticularly it comes to employees who dealwhen directly with the public. ees who deal directly with the public.

“They say they can teach anybody to “They they canClaire teachMadill, anybody to drive asay bus,” says who drive a bus,” says Claire Madill, who

joined Coast Mountain Bus Company, joined Coast of Mountain Bustwo Company, a subsidiary TransLink, years aago subsidiary of TransLink, two Operyears as a Conventional Transit ago Conventional Transit Operator,asora bus driver, after running her ator, bus driver, afterdesign running her own or custom jewellery business. own jewellery design business.

“It’s custom the customer service experience “It’s customerthey’re servicelooking experience and the background for.” andMadill background looking for.” says shethey’re has continued to Madill says she hasthe continued learn through doing job and to by learn through doing the job and by drawing on the experience of coldrawing on the experience leagues. “TransLink is suchofa colbig leagues.

“TransLink is such a there big are organization, but I’ve found organization, but I’ve found there are

a lot of passionate people here,” she asays. lot of passionate people here,” she “People are really generous with says. are and reallyexpertise.” generous with their “People knowledge their knowledge expertise.”

Ryan Mendozaand worked as a loss Ryan Mendoza as a loss prevention officerworked for a major retailer prevention officerafor a majorAtretailer before becoming SkyTrain before SkyTrain At- the tendantbecoming in 2001. aHe, too, likes tendant 2001. He, and too,the likes the collegialinatmosphere opporcollegial atmosphere the opportunities to grow and and develop.

“Any tunities grow and develop.

“Any time ourtoschedule permits, we’re able time ourprofessional schedule permits, we’re able to take development to take professional development courses to make us better attencourses make us better atten-one of dants,” to says Mendoza.

“That’s dants,” Mendoza.

“That’s one of the coolsays things about SkyTrain.” theKoehler cool things SkyTrain.” worksabout in a very different Koehler in a verybut different part of theworks organization, has been part of the organization, butopenness has been equally impressed with the equally impressed withwith the openness of colleagues.

“I work a really of colleagues.

“I he work with a really exciting team,” says.

“Everybody exciting team,” he technical says. “Everybody has to have strong skills, but has havehave strong technical skills, but theytoalso to be highly collaborathey also willing have totobebuild highly collaborative and consensus.” tive and willing to build consensus.”

6,647 6,647 445 445 32,771 32,771 55% 55%

translink.ca/careers translink.ca/careers

FULL-TIME STAFF FULL-TIME STAFF JOBS AVAILABLE LAST YEAR JOBS AVAILABLE LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR OF BOARD OF DIRECTORS ARE OF WOMEN OF BOARD DIRECTORS ARE WOMEN

BC’S TOP EMPLOYERS 2018

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Innovation Innovation is is in in the the DNA DNA at at the the City City of of Vancouver Vancouver

H

aving a city as your aving a city as your employer means there’s employer almost nomeans end tothere’s the types almost end to the types of careernoopportunities career opportunities available. PaulofMochrie started as a available.

Paul Mochrie started as a general manager for Human Resources general manager for Human Resources at the City of Vancouver six years ago at theevolved City ofthrough Vancouver six roles years to ago and several and evolved through roles to become Deputy City several Manager.

His become Deputyare City Manager.

His responsibilities broad and eclectic responsibilities are management broad and eclectic – from emergency and – from emergency management and building and licensing to HR and building andservices. licensing to HR and technology technology services.

“The City has a long history of “Theinnovative City has awork long and history of doing pushing doing innovative work and level pushing the envelope on the policy the envelope onoperational the policy level but also on the level,” but also on the operational level,” says Mochrie. “There are lots of says Mochrie.

“There are lots of opportunities to get involved in opportunities to get involved in leading-edge work. That’s just part leading-edge work. That’s just part of the DNA here.” of the DNA here.”

Employees come from all backgrounds and from walksallof life Employees come and are explicitly implicitly backgrounds and and walks of life valued and arehere. explicitly and implicitly valued here.

Paul Mochrie

Deputy Manager PaulCity Mochrie Deputy City Manager

That’s been one of the attracThat’s the attractions thatbeen has one keptofAnne Nicktions that has kept Anne Nickerson at the City of Vancouver erson at the City of Vancouver for two decades. For the past six for twoNickerson decades. For six years, has the beenpast director years, Nickerson has been director

EMPLOYEES FROM THE CITY OF VANCOUVER TAKING PART IN THE ‘POP-UP’ CITY HALL EVENT EMPLOYEES FROM THE CITY OF VANCOUVER TAKING PART IN THE ‘POP-UP’ CITY HALL EVENT

of the City’s Equal Employment of the City’s Equal Opportunity office Employment – an old-fashOpportunity office – anbecause old-fashioned name, she notes, ioned name, she notes, because the forward-thinking City created the City created the forward-thinking office during the 1970s.

Her the office during the 1970s.

Her office works, among other things, office works, among other things, to ensure that the City is hiring to ensure thatthat the represents City is hiring a work force the adiverse work force that represents community it serves. the “It’s a diverse community serves. “It’s a welcoming, inclusiveit workplace,” welcoming, inclusive workplace,” says Mochrie.

“Employees come says Mochrie.

“Employees come of from all backgrounds and walks from all backgrounds and walks of life and are explicitly and implicitlife and are explicitly and implicitly valued here.” ly valued here.”

And because employees are And because employees are from working with outside people working with outside people from all backgrounds, they are given all backgrounds, they are given training on several levels, from their training on several levels, from relationship with local First Na-their relationship with local First Na-and tions to transgender inclusivity tions to transgender inclusivity and work around cultural competency. work around cultural competency.

Some employees mentor immigrant Some employees mentor immigrant professionals, many of whom are professionals, many of whom unable to use their experienceare and unable use their and trainingtowhen they experience arrive in Cantraining when they arrive in Canada. “The real icing on the cake is ada.

“The real icing on the cake is that many of the individuals in that that many of the individuals in that program are now working in their program are now working in their

field,” says Nickerson. “And some field,” says Nickerson.

“And of the mentees have come to some work of the for thementees City.” have come to work forThe theCity City.” also offers its own emThe City also offers compensation its own employees a competitive ployees a an competitive package, attractive compensation retirement package, plan, an attractive retirement benefits full tuition subsidies benefits plan, fullcourses, tuition asubsidies for work-related variety forapprenticeship work-related courses, a variety of opportunities and apprenticeship opportunities and aoffair bit of flexibility around time a fairamong bit of other flexibility around time off, benefits. off, among other of benefits.

“I’m a resident Vancouver and “I’mtoa see resident of Vancouver I like how thoughtful theand I likeistoinsee how thoughtful City spending taxpayer the City is insays spending taxpayer dollars,” Nickerson.

She can’t dollars,” Nickerson.

She can’t see herselfsays working anywhere else. seelove herself else.

“I the working variety. Ianywhere love the chal“I love the variety.

I love the challenge. I think the City is always lenge. think the ItCity always strivingI for more. has isalways striving for more.

It has always been a leader – and we’ll continue been a leader andgetwe’ll continue to work on it –and better.” to work on it and get better.”

7,105 7,105 550 550

56,590 56,590 33

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA JOBS AVAILABLE LAST YEAR JOBS AVAILABLE LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR WEEKS, STARTING VACATION WEEKS, ALLOWANCE STARTING VACATION ALLOWANCE

BC’S TOP EMPLOYERS 2018

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Multiple businesses come together at Wesgroup Equipment Multiple businesses come together at Wesgroup Equipment

A

t Wesgroup Equipment, exceptional tdelivering WesgroupanEquipment, customer experience delivering an exceptional is something staff rally customer experience behind. Leaders believe recognition is something staff rally is key toLeaders movingbelieve the customer and behind. recognition employee experiences forward, and so is key to moving the customer employeesexperiences nominate co-workers employee forward, sowho are delivering a great co-workers experience to employees nominate who customers or to each experience other. are delivering a great to Based onornominations, customers to each other. G.R.I.T. awards out to employees Basedare on given nominations, G.R.I.T. every month – “because they’re awards are given out to employees displaying behaviour thatthey’re supports every month – “because the culturebehaviour we’re building,” as CEO displaying that supports Dhar Dhaliwal Then,asevery the culture we’renotes. building,” CEO year, employees who have displayed Dhar Dhaliwal notes.

Then, every consistency throughout thedisplayed year are year, employees who have honoured with the top performance consistency throughout the year are award, called which honoured withTrue the G.R.I.T., top performance includescalled an all-expenses-paid trip for award, True G.R.I.T., which two to a an warm and sunny destinaincludes all-expenses-paid trip for tion.to“Iarefer them as our ‘poster’ two warmtoand sunny destinaemployees,” says. tion.

“I refer Dhaliwal to them as our“They ‘poster’ exemplify everything want from employees,” Dhaliwalwe says.

“They our team members.” exemplify everything we want from our team members.”

If you have your mind set on there’s no way you Ifsomething, you have your mind set on should not be able no to reach it something, there’s way you as longnot as you’re hard. should be ableworking to reach it as long as you’re working hard.

Gurpreet Bering Road ServiceGurpreet Technician, Bering Westerra

Road Service Technician, Westerra

A MEMBER OF THE SERVICE TEAM RECEIVING A G.R.I.T. AWARD AT WILLIAMS MACHINERY IN KELOWNA, A WESGROUP EQUIPMENT COMPANY A MEMBER OF THE SERVICE TEAM RECEIVING A G.R.I.T. AWARD AT WILLIAMS MACHINERY IN KELOWNA, A WESGROUP EQUIPMENT COMPANY

Surrey-based Wesgroup Equipment is Surrey-based the parent company of Williams Wesgroup Equipment Machinery Westerra is the parentand company of Equipment.

Williams Dhaliwal came board Equipment. in 2010 as Machinery and on Westerra the VP ofcame Finance and took over as Dhaliwal on board in 2010 as CEO Since jobas the VPinof2014.

Finance andthen, tookhis over has been about Since reinvention.

“We’ve CEO in 2014. then, his job brought cultures into one,” has been multiple about reinvention.

“We’ve he says, “taking family-owned brought multiplesmall, cultures into one,” businesses and investing in them to he says, “taking small, family-owned improve their In the businesses andperformance.” investing in them to past threetheir years, the group hasIngrown improve performance.” the past three years, the group has grown

Do What You Love.

Do What You Love.

Hands On. Hands On. www.W E S G R O U P E Q U I P M E N T. com

www.W E S G R O U P E Q U I P M E N T. com

by about 30 per cent. “There’s been a lot about of rapid adds. a by 30change,” per cent.Dhaliwal “There’s been “It’sofbeen of fun Dhaliwal and a challenge lot rapida lot change,” adds. at thebeen same time.”

“It’s a lot of fun and a challenge hastime.” been a lot of focus on at There the same getting the right Therethe hasright beenpeople a lot ofinfocus on roles, and, that,inanthe engaged, getting the through right people right energetic hasthat, developed.

“Our roles, and,culture through an engaged, people want to behas successful,” energetic culture developed.says “Our Dhaliwal.

“They want to win.” people want to beallsuccessful,” says The company Dhaliwal.

“They invests all wantintotraining win.” itsThe people, with the goalinoftraining growing company invests its people, with the goal of growing

talent internally – and keeping them.

Gurpreet Bering –isand a Road Service talent internally keeping them.

TechnicianBering for Westerra in Service AbbotsGurpreet is a Road ford. After afor four-year Technician Westerraapprenticeship, in Abbotshe became technician.

“I wantford.

After a field four-year apprenticeship, ed became to be at a field placetechnician.

I wanted to“Istay,” he wantsaystoBering. so much ed be at a “There’s place I wanted to room stay,” for growth. you have says Bering. If“There’s so your muchmind room set on something, no way for growth.

If you there’s have your mindyou should not be ablethere’s to reach as long set on something, noitway you as you’renot working should be ablehard.” to reach it as long young talent is eager to learn as The you’re working hard.” and theyoung older talent employees share The is eager to their learn knowledge andemployees experience.

Andtheir even and the older share though some ofexperience. the companies knowledge and Andthat even make upsome Wesgroup have though of the Equipment companies that been around for overEquipment 100 years,have Dhamake up Wesgroup liwal says, “I think of us as a young been around for over 100 years, Dhaorganization.

We’reofcontinuously liwal says, “I think us as a young improving andWe’re looking for better organization. continuously ways to provide a great customer improving and looking for better and employee experience.” ways to provide a great customer and employee experience.”

171 171 36 36 42 42 10 10

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA JOBS AVAILABLE LAST YEAR JOBS AVAILABLE LAST YEAR YEARS, AVERAGE AGE OF ALLAVERAGE EMPLOYEES YEARS, AGE OF ALL EMPLOYEES CHARITIES HELPED LAST YEAR CHARITIES HELPED LAST YEAR

BC’S TOP EMPLOYERS 2018

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There’s There’s aa culture culture of of compassion compassion at at WorkSafeBC WorkSafeBC

W

hen she was called to henincident she wasinvolving called to an incident aantower craneinvolving that a tower crane that contacted an overhead contactedSafety an overhead power line, Occupational Officer power Teister line, Occupational Safetyhelp.

Officer Ashley knew she needed Ashley knew she needed help.it: She alsoTeister knew exactly where to find She alsoher knew exactly at where to find it: among colleagues WorkSafeBC. among her way colleagues WorkSafeBC. “On my to the at site, I called my subject-matter way to the site,experts I calledfor one“On of our one of our subject-matter forat cranes,” Ashley recalls. “Heexperts met me cranes,” Ashley “Hetomet me at the worksite andrecalls. was there support the as worksite and was there to support me I did my inspection.” meThat as I kind did my inspection.” of teamwork plays an imThat kind teamwork plays an important role inofWorkSafeBC’s culture. portant role in culture.

“I work with soWorkSafeBC’s many people from dif“I work with so many from different backgrounds andpeople with different ferentofbackgrounds and with areas expertise,” Teister says.different “Yet areas of expertise,” everyone is workingTeister towardsays. one “Yet goal – everyoneworkers is working toward one goal – helping go home safe.” helping workers go home safe.”

I love to learn, and my manager encourages it. and my manager I love to learn, encourages it.

Ashley Teister

Occupational Safety Officer Ashley Teister Occupational Safety Officer

Wendy Strugnell, WorkSafeBC’s Wendy Strugnell, WorkSafeBC’s Vice-President Corporate Services Vice-President Corporate & Chief Human ResourcesServices Officer, & Chief Human Officer, agrees.

“Every day,Resources I’m impressed by agrees.

“Every day, I’m impressed by the passion we share in our committhe passion we share in our commitment to health and safety,” she says. ment to health and workers’ safety,” she says.

As the province’s compenAs the province’s workers’ compensation insurer, WorkSafeBC serves sation insurer, WorkSafeBC serves

WENDY STRUGNALL, VP OF CORPORATE SERVICES & CHIEF HR OFFICER, AT WORKSAFEBC WENDY STRUGNALL, VP OF CORPORATE SERVICES & CHIEF HR OFFICER, AT WORKSAFEBC

2.3 million people employed by more 2.3 million people employed by more than 230,000 registered employers. than 230,000 registered employers.

In addition to providing no-fault In additionWorkSafeBC to providinghelps no-fault insurance, eminsurance, WorkSafeBC helps employers and workers prevent injury ployers and workers prevent injury and disease, and helps those injured and disease, andsafely. helps those injured return to work return to work safely.

For Strugnell, WorkSafeBC’s culture Strugnell,and WorkSafeBC’s of For compassion dedication isculture of compassion and dedication is largely responsible for its historically largely responsible for its historically low staff turnover. Another important low staff turnover.

Anothersupport important factor is the organization’s factor is the organization’s support for lifelong learning. “We know that for lifelong learning. “We know that

professional development is vital for professional development is vital for employee retention,” Strugnell says, employee retention,” Strugnell says, “and a better-trained staff provides “and aservice better-trained staff provides better for our clients.” better service for our WorkSafeBC offers clients.” hundreds of WorkSafeBC hundreds of up in-house coursesoffers to help staff keep in-house courses to help staff keep up with new technologies, practices and with new technologies, practices and regulations. Teister is an eager student. regulations.

Teister an eager “I love to learn,” sheissays, “andstudent. my “I love to learn,” she says, manager encourages it.” “and my manager it.”training, Teister Besidesencourages her in-house Besides her in-house training, Teister has signed up for a leadership program has signed up for a leadership program and is working toward certification as and is working toward certification as

Make a difference Make a difference in the health and safety of workers in British Columbia.

in the health and safety of workers in British Columbia.

Learn more at worksafebc.com/careers Learn more at worksafebc.com/careers

a registered safety professional. Says a registered safety Teister: “There areprofessional. no dead-endSays jobs Teister: “Thereyou are no dead-end here.

Whether want to growjobs by here. Whether you want to grow by transferring into another area or rise transferring another arearole, or rise in the ranks into to a managerial the in the ranks a managerial the company willtomake sure you role, get the companyyou willneed.” make sure you get the support support you need.”

Attracting the best people and Attracting the environment best people and giving them the and giving them environment support to dothe their best work and allows support to dototheir bestitswork allows WorkSafeBC fulfill promise as WorkSafeBC to fulfill its apromise as an organization: to make difference an organization: to make a one difference one worker, one employer, workone worker, one employer, one workplace at a time. place a time. resonates strongly Thatatpromise That promise resonates strongly with Teister.

“A worker isn’t the only with Teister.

“A worker isn’t the she only person impacted by an injury,” person by an injury,” says.

“Itimpacted affects their family too.she We says.make “It affects their family too.by We can a difference for them can make a difference for them by helping every worker return home helping and everysafe worker home healthy after return every shift.” healthy and safe after every shift.”

2,888 2,888 25% 25% 44 44 64% 64%

FULL-TIME EMPLOYEES FULL-TIME EMPLOYEES OF EMPLOYEES HAVE 20+ YEARS OF SERVICE OF EMPLOYEES HAVE 20+ YEARS OF SERVICE YEARS, LONGEST SERVING EMPLOYEE YEARS, LONGEST SERVING EMPLOYEE OF EMPLOYEES FEMALE OFARE EMPLOYEES ARE FEMALE

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