National Capital Region's Top Employers (2018)

PHOTOCOMPOSITE FROM IMAGE

BY ADOBE/LAWRENCE LAI

q Interns at Adobe Systems showing off

their projects at a recent ’Intern Expo’.

ct100.ca/ncr

MEDIACORP

Discover the mobile edition of Eluta.ca – the largest Canadian job search engine.

Find thousands of new jobs every day, direct from employers’ websites, plus exclusive reviews from the editors of the National Capital Region's Top Employers.

Visit eluta.ca on your smartphone today.

® ELUTA is a registered trade mark of Mediacorp Canada Inc.

3 UNIVERSITY OF OTTAWA

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2018

13th Annual Edition

NATIONAL CAPITAL REGION'S TOP EMPLOYERS 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 Brian Bergman Sheldon Gordon Simon Hally Patricia Hluchy D'Arcy Jenish Bruce McDougall Stuart Whitmore

© 2018 Mediacorp Canada Inc. All rights reserved. NATIONAL CAPITAL REGION’S TOP EMPLOYERS is a trade mark of Mediacorp Canada Inc.

p On the campus of the University of Ottawa, one of this year's winners.

INTRODUCTION

B

Building a relationship with the community is a hallmark of this year's winners

ridging the gap between business and community is something the National Capital Region’s Top Employers do well. Whether it’s inviting the next generation of talent into the workplace through paid internships, co-op placements and summer employment or providing networking opportunities for new professionals, these organizations reach out with purpose to build relationships in their communities.

Why does that matter? Because successful employers understand that stretching beyond the company’s walls to do good enriches both sides.

When it comes to community involvement, Egg Farmers of Canada is an active leader. CEO Tim Lambert says that about 10 years ago, the organization became concerned about really giving back to society and doing the right thing. It was at a time when people were asking more about where their food came from and how far it had travelled. There was also an increasing awareness of the concerns on behalf of future generations about the environment

and sustainability.

“We made a conscious decision to take all these notions and make them a core part of our business plan,” says Lambert. “First, because the humble egg is such a phenomenal whole food and second, because anyone who works in the farming community has a rich history of being involved in the rural community and helping neighbours. It comes easy to our farmers to embrace environmental sustainability and community involvement as a key part of who we are. So the combination of product and people put us on this path.”

In addition to co-op placements, Egg Farmers of Canada runs an informal internship program providing part-time employment for students and new grads to gain hands-on experience. As well, there’s a young egg leaders program helping people get started in the egg industry.

“We talk to our young egg leaders on everything from how to meet with members of Parliament for lobbying on behalf of our industry to business

4 Continued

planning and communication skills to board governance,” says Lambert.

Egg Farmers of Canada has also established a network of research chairs at universities across Canada, in economics, public policy, animal welfare and environmental sustainability.

“We look at this holistically,” says Lambert. “To continually improve how we manage resources – water, air, land and the productivity of our birds – from an environmental perspective, we need to invest in research. So then we get a pool of young people coming in who are knowledgeable of our industry. We’ve hired some of those talented people right out of the program.”

Ottawa-based Pythian Group’s community outreach includes the world at large. The company has been reaching out internationally to recruit and retain more women. . The IT services company also maintains the Pythia Index to benchmark its progress and calculate its gender diversity. Of 138 people the company hired last year, 31 were female (including co-ops).

“We have full-time people using technology to scan the world targeting top female talent in different geographies and time zones,” says Anne Graham, VP of HR at Pythian Group.

“We use a lot of social media to find individuals. We know that women in technology specifically want to go to an organization where there are other females. Women also want to reach out and speak to other females in the organization about what the potential job entails, so we make sure they have access to talk to anyone of us.”

The company has also forged a partnership with Junior Achievement, hosting events for innovation, creativity and entrepreneurship as well as providing some mentors. Pythian Group CEO Paul Vallée, a JA graduate himself, was a recent speaker at a JA event.

“We have a lot of people who are passionate about STEM and females,”

q Employees from Egg Farmers of Canada learning how to make

the perfect omelette on their professional development day.

EGG FARMERS OF CANADA

INTRODUCTION

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2018

5

Continued

says Julia Duffy, Talent Management Strategist for Pythian Group. “Our CEO always has our people out in the community, whether you’re technical or not, being the champions of our organization and showcasing our work. We don’t just go to the big events but the small local ones too.”

As part of reaching out to the next generation of talent, The Royal offered over 300 student placements in 2017 covering a variety of roles, including registered nurse, recreation therapy, medical administration and personal support worker. Rosanna Lashley, Director, HR & Labour Relations, says they work with the schools to make the student experience rich with lots of extra learning. The feedback they get is that The Royal is one of the top and most popular placements for students.

“The staff has a wonderful attitude towards the students,” says Lashley.

“They’re aware of training the next generation and really want the students to come back and be staff.

It absolutely gives us an edge in recruiting because we see how these students are performing.”

Stefan Trivunovic, Manager of Professional Practice Nursing Education, says one of the cornerstones of who they are at The Royal is having these young minds come in. It also gives the hospital an opportunity to influence the students’ development as nurses.

“The Royal has a specialized environment so by having them here as students first, they get to experience what mental health is,” Trivunovic explains. “Deep down, this is what makes a better nurse – nurses who better understand the environment where they will eventually be working.” n – Diane Jermyn

p Preparing a raclette social for employees at The Pythian Group.

THE ROYAL

INTRODUCTION

THE PYTHIAN GROUP

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2018

p Taking a break with the Psychology residents at The Royal.

6

EDC

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2018

I

2018 WINNERS

p Over 1,000 employees of Export Development Canada took part in last year’s Community Investment (CI) day, helping more than 30 charitable organizations in Canada and around the world.

n choosing this year’s National Capital Region’s Top Employers winners, the editors at the Canada’s Top 100 Employer 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 National Capital Region’s Top Employers competition 13 years ago.

This year saw a record number of employers apply for the competition.

Any employer with its head office or principal place of business in the National Capital Region may apply to be considered. (Employers interested in learning about the application process should consult the information for

prospective applicants on page 23.)

Each employer is compared with other organizations in its field to determine which offers the most progressive and forward-thinking programs.

A summary of why each of this year’s winners was chosen appears below. The editors’ detailed reasons for selection were released today and are accessible via the competition homepage: canadastop100.com/ottawa n

A

DOBE SYSTEMS CANADA INC., Ottawa. Software publishers. 277 employees. Encourages employees to keep their skills sharp through a variety of in-house initiatives as well as through generous tuition subsidies, over $10,000.

ALGONQUIN COLLEGE OF APPLIED ARTS & TECHNOLOGY, Ottawa. Post-secondary educational institutions. 1,313 employees. Supports a dedicated leadership development program to help empower

7

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2018

2018 WINNERS

Continued

and prepare women employees for future leadership opportunities.

ALTERNA SAVINGS AND CREDIT UNION LIMITED, Ottawa. Credit unions. 518 employees. Provides employees with paid volunteer time and reinvests 1 per cent of its pre-tax profits into partnerships with charitable and non-profit initiatives.

B

ANK OF CANADA, Ottawa.

Central banking. 1,674 employees. Health plan features “flex dollars” that employees can use for additional health coverage, take as additional income or convert to additional paid vacation days.

C

ANADA FOUNDATION FOR INNOVATION / CFI, Ottawa.

Non-profit research institutions. 64 employees. New employees

start with four weeks of paid vacation and can schedule personal days off throughout the year to help balance their work and personal lives.

CANADA MORTGAGE AND HOUSING CORPORATION / CMHC, Ottawa. Federal administration of housing programs. 1,808 employees.

Recently consulted with employees about their long-term savings program and moved to a defined benefit pension program for all employees.

CANADA REVENUE AGENCY / CRA, Ottawa. Federal tax collection agency. 40,207 employees. Along with a formal earned days-off program, longer serving employees may apply for up to five days of paid leave each year.

CANADIAN HERITAGE, Gatineau. Federal department overseeing culture and heritage. 1,701 employees. New moms receive generous

maternity and parental leave topup payments to 93 per cent of salary for the full year of their leave.

CANADIAN INTERNET REGISTRATION AUTHORITY / CIRA, Ottawa. Manages the “.ca” top-level domain. 85 employees. Supports a dedicated Community Investment Program to fund community projects in support of accessible internet for all Canadians, and offers paid volunteer time for its employees.

institutions. 2,088 employees. As part of its overall healthy workplace plan, the university hosts a unique Healthy Workplace Expo with guest speakers and over 30 health and wellness exhibitors.

CASINO DU LAC-LEAMY, Gatineau. Casino resorts. 891 employees.

Helps employees plan for the future with retirement planning assistance and contributions to a defined benefit pension plan.

CANADIAN SECURITY INTELLIGENCE SERVICE / CSIS, Ottawa. Federal national security agency.

3,200 employees. Offers employees long-term peace of mind with a defined benefit pension plan and a health benefits plan that extends to retirees with no age limit.

CHILDREN'S HOSPITAL OF EASTERN ONTARIO / CHEO, Ottawa.

Specialized hospitals. 1,564 employees. Along with generous maternity leave top-up payments for up to 25 weeks, new moms have the option to extend their leave into an unpaid leave of absence.

CARLETON UNIVERSITY, Ottawa. Post-secondary educational

COMMUNICATIONS SECURITY ESTABLISHMENT / CSE, Ottawa.

Federal national security agency. 2,237 employees. Head office employees enjoy a variety of excellent onsite amenities, including free membership to an onsite fitness facility and a cafeteria with healthy and special diet menus.

q Roasting S’mores at a charity fundraiser organized by employees at Canada Mortgage and Housing Corporation / CMHC.

D

EPARTMENT OF FINANCE CANADA, Ottawa. Federal department overseeing finance and economic forecasting. 745 employees. Hosts the unique “FIN Ideas Hub” communications initiative that brings employees from across the organization to share and discuss new ideas.

CMHC

DEPARTMENT OF FISHERIES AND OCEANS AND CANADIAN COAST GUARD, Ottawa. Federal department overseeing fisheries management.

11,125 employees. Invests in ongoing employee development with tuition subsidies and helps to develop younger employees through formal mentoring and apprenticeship programs.

E

GG FARMERS OF CANADA, Ottawa. Industry associations. 58 employees. Supports its new moms with maternity leave top-up payments and extends

8

MEDICAL COUNCIL OF CANADA

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2018

p Employees at the Medical Council of Canada work in a variety of collaborative workspaces.

2018 WINNERS

Continued

parental leave top-up payments to new dads and adoptive parents.

EMPLOYMENT AND SOCIAL DEVELOPMENT CANADA, Gatineau. Federal department overseeing social development. 23,747 employees. Along with generous maternity and parental leave top-up payments, new parents enjoy the convenience of an onsite daycare centre when they’re ready to return to work.

ENGINEERS CANADA, Ottawa. Professional membership organizations.

42 employees. Along with three weeks of starting vacation, employees receive additional paid time-off during the holidays and may schedule up to five paid personal days off during the year.

EXPORT DEVELOPMENT CANADA, Ottawa. Federal trade financing

and support agency. 1,482 employees. Employees at the head office enjoy cafés and lounge areas on every floor, a fully-equipped onsite fitness centre as well as a spectacular rooftop terrace.

H

EALTH CANADA / SANTÉ CANADA, Ottawa. Federal department overseeing health and safety regulation. 9,304 employees. New moms receive generous maternity and parental leave top-ups for the full year of their leave and can take advantage of onsite daycare upon their return.

HOUSE OF COMMONS ADMINISTRATION, Ottawa. Legislative bodies. 1,681 employees. New employees start with four weeks of paid vacation and previous work experience is considered when setting vacation entitlements for experienced personnel.

HYDRO OTTAWA, Ottawa. Electricity distributors. 650 employees.

Manages a unique employee suggestion program that features the chance to win additional paid vacation days for the best ideas.

I

MMIGRATION, REFUGEES AND CITIZENSHIP CANADA / IRCC, Ottawa. Federal department overseeing immigration and citizenship. 6,975 employees.

Supports a professional development network for new professionals and hosts bi-annual job fairs for students and future employees.

L

A CITÉ, Ottawa. Post-secondary educational institutions. 663 employees. Varying by employee group, new employees start with three to over eight weeks of paid vacation and enjoy additional time-off over the Christmas holiday season.

LUMENTUM, Ottawa. Specialty manufacturing. 332 employees. Offers a profit-sharing plan for all employees and encourages employees to recruit their friends with generous new employee referral bonuses, up to $2,000.

M

EDICAL COUNCIL OF CANADA, Ottawa. Professional membership organizations. 203 employees. Along with three weeks of paid starting vacation, employees receive paid personal time-off during the year to help balance their work and personal commitments.

MONTFORT HOSPITAL / HÔPITAL MONTFORT, Ottawa. General hospitals. 1,033 employees. Supports ongoing development with tuition subsidies and celebrates employee contributions towards research and teaching at the annual Gala du Mérite.

9

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2018

2018 WINNERS

N

Continued

NUTRITION INTERNATIONAL, Ottawa. Non-profit organizations. 73 employees. New moms receive maternity and parental leave top-up payments to 93 per cent of salary for up to 24 weeks and may take advantage of a variety of alternative work options.

O

FFICE OF THE SECRETARY TO THE GOVERNOR GENERAL, THE, Ottawa. Manages the office of Canada’s head of state. 148 employees. Supports the “Not Myself Today” campaign to create greater awareness of mental health issues as part of an ongoing workplace wellness strategy.

OTTAWA CATHOLIC SCHOOL BOARD, THE, Nepean. Elementary and secondary schools. 4,457 employees. Helps employees prepare for life after work with retirement planning assistance and contributions to a defined benefit pension plan.

OTTAWA COMMUNITY HOUSING CORPORATION, Ottawa. Local housing authorities. 359 employees. New employees start with three or four weeks of paid vacation and previous work experience is considered when setting individual vacation entitlements.

OTTAWA HOSPITAL, THE, Ottawa.

General hospitals. 6,097 employees.

Employees can keep fit at an onsite fitness facility open 24/7 and features a variety of instructor-led classes such as yoga, body pump and spinning.

P

ERLEY-ROBERTSON, HILL & MCDOUGALL LLP / S.R.L., Ottawa. Law firms. 113 employees. Supports ongoing employee

HÔPITAL MONTFORT

AV CANADA, Ottawa. Air traffic control. 4,940 employees. Encourages employee giving through matching charitable donations and dedicates approximately $130,000 annually for donations based on employee requests.

p Staff at the Montfort Hospital / Hôpital Montfort spending a break in an employee meditation group. development with no-limit tuition subsidies for job-related courses as well as a formal mentoring program.

PYTHIAN GROUP INC., Ottawa. Information technology consulting. 179 employees. Offers employees generous referral bonuses when they successfully recruit a friend, from $500 to $3,000 depending on the position.

R

OYAL, THE, Ottawa. Psychiatric and mental health hospitals. 902 employees. Reaches out to the next generation through over 300 placements annually, including co-op and internships for medical and administrative personnel.

S

MART & BIGGAR/FETHERSTONHAUGH, Ottawa. Law firms. 384 employees. As part of their health plan, employees can supplement their basic coverage with a health and wellness subsidy to $400 annually.

STATISTICS CANADA, Ottawa. Federal statistical agency. 5,239

employees. Along with a defined benefit pension plan, retiring employees enjoy a health benefits plan that extends into their retirement years with no age limit.

SURVEYMONKEY CANADA INC., Ottawa. Software application developers. 89 employees. Manages profit sharing and year-end bonus programs for all employees and encourages staff to become recruiters with generous referral bonuses up to $4,700.

T

REASURY BOARD OF CANADA SECRETARIAT, Ottawa. Federal department overseeing financial expenditures and spending. 1,895 employees. Supports its new moms with maternity leave top-ups to 93 per cent of salary for the full year and offers the option to extend their paid leave into an unpaid leave of absence.

TREND MICRO CANADA TECHNOLOGIES INC., Ottawa. Software application developers. 200 employees. Employees can unwind in

a fully-equipped employee lounge complete with video games, foosball, table tennis and table hockey.

U

NIVERSITIES CANADA / UNIVERSITÉS CANADA, Ottawa. Professional membership organizations. 80 employees. Manages a generous academic scholarship program for children of employees attending post-secondary institutions, up to $6,000 per scholarship.

UNIVERSITY OF OTTAWA, Ottawa.

Post-secondary educational instutions.

4,861 employees. Employees can keep fit with subsidized memberships to the university’s fully-equipped fitness facilities that features multiple gymnasiums and an Olympic-sized pool.

W

ELCH LLP, Ottawa. Accounting firms. 265 employees. In addition to alternative work options, the majority of employees have the opportunity to extend their summer weekends though a “Flex Fridays” program.

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2018

10

Employees have a voice at Algonquin College

A

fter three decades working as a chef in restaurants, resorts and hotels across Canada, Russell Weir decided it was time to come home.

Now executive chef at Algonquin College, Weir says his alma mater’s employee engagement level and standards are even higher now than when he graduated from its culinary management program in 1980. “The energy among students and staff is truly inspiring,” he says.

Weir creates menus for six food outlets at Algonquin’s 22-building main campus in Ottawa’s west end.

His team serves 10,000 people daily, everything from muffins to full-course dinners. “I get every opportunity to innovate,” he says.

There is a genuine feeling that everyone be included.

Russell Weir

Executive Chef

But that innovation is tied to the needs of his clients, both students and faculty. As part of Algonquin’s culture of broad consultation, Weir reaches out regularly to the community he serves for feedback and ideas. One recent change as a result: all soups are now gluten free.

ALGONQUIN COLLEGE PRESIDENT CHERYL JENSEN WITH THE STUDENT SERVICES TEAM AND EXECUTIVE CHEF RUSSELL WEIR AT A CAMPUS LUNCH EVENT

On a macro level, all Algonquin employees had an opportunity to provide input into the college’s new fiveyear strategic plan. Explains Cathy Frederick, Algonquin’s Vice President, Human Resources: “Everyone was consulted. For organizational success, all voices need to be heard and their ideas listened to carefully.”

Frederick joined Algonquin three years ago after a successful career in other sectors because: “The executive team here realizes the importance of

employee engagement to success. I saw that from afar and wanted to be part of it.”

For his part, Weir says he appreciates the college asking him to be involved with issues outside his bailiwick. “There is a genuine feeling that everyone be included,” he says.

“People are listened to; their opinions matter.”

Weir adds that Algonquin also takes seriously its employees’ professional development. He has availed himself

of numerous learning opportunities, courtesy of the college, and notes that staff can take any college course for just $20. “Professional development is not just encouraged – it’s almost demanded,” Weir says. “It helps keep people intellectually stimulated and builds a stronger organization for the future.”

Part of building that future is a commitment to continuous improvement. “Nobody, from the president on down, is satisfied with the status quo,” says Weir. “We are always pushing the envelope.”

These days, Weir works alongside the former executive chef who trained him back in the day. He retired a few years ago, but after a few months asked to return part-time to the kitchen. Says Weir: “How much of a better workplace-endorsement can you ask for?”

1,319

FULL-TIME STAFF

20,763

JOB APPLICATIONS RECEIVED LAST YEAR

51

WEEKS, MATERNITY & PARENTAL LEAVE TOP-UP PAY

47

YEARS, LONGESTSERVING EMPLOYEE

Join a global leader in digitally connected applied education.

Algonquin College is a dynamic and exciting place to work where 5,542 employees work to serve the needs of nearly 50,000 fulland part-time students.

Changing Lives

algonquincollege.com/careers

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2018

11

Alterna turns its job focus to digital

K

atherine Brown likes working at Alterna Savings and Credit Union Ltd. so much that during her 16year career, she has referred multiple friends and family members for jobs there. “Most of them are still here,” she says. “If you’re looking for a rewarding career, where you can develop your skills and grow in many different ways, this is the place.”

As a Personal Finance Manager, Brown leads and coaches a team of 10 tellers and account managers at the credit union’s St. Laurent Centre branch. “Our motto,” she says, “is to hire talented people and help them achieve their dreams.”

Our employees have the opportunity to take on new assignments and be innovative.

ALTERNA SAVINGS EMPLOYEES AT THE COMPANY’S ANNUAL GENERAL MEETING

on mobile devices, so employees don’t have to attend in-class sessions.

Instead, they can learn at their own pace,” says Brown.

As part of its commitment to the communities it serves, Alterna gives employees one paid day annually to volunteer for a worthy cause. “The beauty of it is that each employee can volunteer with a charity of their choice,” says Brown. Employees are not limited to charities that the company supports. Brown, for example, uses her day to help at the non-profit daycare that her children attend.

In addition, employee panels have a major say in selecting the beneficiaries of Alterna’s bursary and scholarship program as well as its micro-loans to borrowers who would not otherwise qualify for loans.

Rob Paterson

President and CEO

Inclusive in hiring the best, Alterna increasingly seeks those who also understand “the journey of the digital consumer,” says Rob Paterson, President and CEO. “Many of our members wish to access services through digital channels – mobile and web – so we are rethinking how we deliver products. More and more of our jobs are starting to focus on

those experiences.” In the past year, Alterna has reinvented some 50 jobs in this direction.

“Our employees have the opportunity to take on new assignments and be innovative,” says Paterson. Alterna, he adds, has led the financial services industry by creating the first digital mortgage offer available to Canadians coastto-coast. “It has ignited many of our

people and motivated them to share their new ideas and recommend refreshed ways of doing things,” he says, “because they understand that we’re looking to evolve.”

Alterna has introduced a new online learning tool, at the leading edge of HR technology, which allows employees not only to upgrade their skills but to do so at their convenience. “The tools are available

We wouldn’t be a top employer without top employees.

Alterna Savings wouldn’t be the National Capital Region’s Top Employer without always looking for the best people. Apply online today at alterna.ca/AboutUs/Careers

518

FULL-TIME STAFF IN CANADA

198

JOBS AVAILABLE LAST YEAR

757

STAFF VOLUNTEER HOURS LAST YEAR

52%

OF MANAGERS ARE WOMEN

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2018

12

Employees make dreams come true at Casino du Lac-Leamy

V

eronic Gauthier makes dreams come true for others.

For the past four years, she has been a concierge at Casino du Lac-Leamy, a lakeside casino resort which features in-house bars, live entertainment, restaurants, a theatre and the Hilton Lac-Leamy hotel with its conference centre.

“What I like most are the romantic requests,” she says, “like assisting with a marriage proposal. We find a way to make that moment special for the couple.”

Gauthier, who began working at the hotel in 2004 as a reservation agent, has been honoured for her service by the concierges association, Les Clefs d’Or, which entitles her to wear the crossed golden key on her lapel.

Employees have the flexibility to exceed customer expectations through simple gestures without having to seek a manager’s approval.

Alain Miroux

General Manager

Her commitment to customer satisfaction reflects the casino resort’s Dream Service culture. “Dream Service goes beyond the basics of good client service,” says Alain Miroux, General Manager. “Employees have the flexi-

CASINO DU LAC-LEAMY CHEFS AT WORK IN THE CASINO’S ‘LE BACCARA’ RESTAURANT

bility to exceed customer expectations through simple gestures without having to seek a manager’s approval.”

The organization recognizes and publishes 1,800 Dream Service actions (known as “catches”) annually. “On a weekly basis, staff who made a catch are thanked for their efforts, as are their co-workers who reported it,” says Miroux.

The best catches are recognized at the annual “Lumières sur nos étoiles” employee recognition gala attended by over 200 employees. In each of three

categories, several finalists are pre-selected, with one winner ultimately chosen to receive the prize in each category.

Gauthier won in 2015.

The backbone of the casino resort’s culture is a multi-level training program. All new employees – there were some 200 last year – participate in an orientation session and undergo mandatory training over an 18-month period, covering among other subjects, Dream Service, and responsible gaming.

Managers who are being groomed for a higher position are sent to HEC Montréal business school for intensive instruction in leadership skills and strategic planning. “This year we sent four managers,” says Miroux. (Permanent employees who take post-secondary courses are eligible for tuition subsidies.)

Casino staff have access to a full-service cafeteria. The organization tops up maternity- and parental-leave payments, contributes to defined benefit pension plans for employees, and offers phased-in work options for those nearing retirement.

“The health and well-being of our employees is important to us,” says Miroux, “and we have a number of programs and initiatives, such as subsidized access to an in-house fitness facility, to help them pursue an active lifestyle.”

891

FULL-TIME STAFF IN CANADA

10,541

JOB APPLICATIONS RECEIVED LAST YEAR

40

YEARS, AVERAGE AGE OF ALL EMPLOYEES

21

YEARS, LONGESTSERVING EMPLOYEE

Join our winning team!

18+

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2018

13

At CSE, protecting Canadian society is never dull

C

arole Pierlot first heard of the Communications Security Establishment (CSE) as an undergraduate studying computer science at the University of New Brunswick.

Intrigued by the prospect of working in signals intelligence and hearing high praise of the work environment, Pierlot landed a co-op placement with CSE in 2003. “My two sisters had moved to Ottawa,” she says, “so I lived with one of them for the term.”

By the time she graduated in 2006, she’d completed three more work terms with the organization. She’d also met another co-op student who eventually became her husband. Together, they moved to Ottawa and went to work full-time for CSE. This is an interesting, demanding, and leading-edge organization.

Mathematicians, engineers, linguists, computer scientists and cryptanalysts all working together to solve complex problems.

Shelly Bruce

Deputy Chief for Signals Intelligence

Supported by about 80 to 100 co-op students in each of the fall, winter, and summer sessions, CSE’s approximate 2,300 full-time employees apply their technological resources and expertise to

CSE EMPLOYEES MEETING IN THE ATRIUM OF ORGANIZATION’S HEADQUARTERS

gathering information through the global information infrastructure in order to generate intelligence related to terrorism and other threats to Canadian society.

As Canada’s national cryptologic agency, CSE employs code-makers and code-breakers to provide foreign signals intelligence to the Canadian government and is also responsible for protecting government computer networks and networks of importance. Furthermore, it provides advice, guidance, and services to other government departments to help protect information of importance to Canada. The agency

also provides technical and operational assistance to federal law enforcement and security agencies.

Starting as a programmer, Pierlot saw a wealth of opportunity at CSE to advance. Through formal and informal networking, she pursued a series of assignments, most recently as Executive Assistant and Business Analyst with the Director General of Cyber-Defence.

“This is an interesting, demanding, and leading-edge organization,” says Shelly Bruce, CSE’s Deputy Chief for Signals Intelligence. “Mathematicians,

Communications Security Establishment

engineers, linguists, computer scientists and cryptanalysts all working together to solve complex problems.”

After more than 10 years with CSE, Pierlot often represents the organization as a recruiter at job fairs and university events. “I love talking about CSE,” she says. “For anyone in engineering or computer science, this is the place to be. You’re not just keeping up, you’re also trying to think ahead.”

Like Pierlot, Bruce has never lost her enthusiasm for CSE. Joining the organization in 1989 after obtaining her master’s degree in Slavic Studies from the University of Toronto, Bruce was immediately impressed by the skill, commitment and dedication of its staff.

“What we do really matters,” she says.

“I can honestly say that, after 28 years here, I’ve never had a dull day.”

2,300

APPROXIMATE FULL-TIME STAFF IN CANADA

234

JOBS AVAILABLE LAST YEAR

21,147

JOB APPLICATIONS RECEIVED LAST YEAR

52

WEEKS, MATERNITY & PARENTAL LEAVE TOP-UP PAY

Centre de la sécurité des télécommunications

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2018

14

Egg Farmers of Canada battles malnutrition

T

hey refer to it as “the humble egg,” but there’s nothing humble about the kind of positive impact Egg Farmers of Canada (EFC) strives to have in addressing issues such as malnutrition.

Over the past three years, EFC has distributed 2.5 million eggs to orphans in Swaziland, an African country of a little over a million people, but where the devastating impact of HIV/AIDS has left a quarter of a million children orphaned.

That’s in addition to the millions of eggs EFC donates annually through organizations like Breakfast Club of Canada and Food Banks Canada.

“It starts with a belief in our product and the fact that eggs are the perfect food and gold standard for protein,” says CEO Tim Lambert, whose organization represents more than 1,000 egg farmers in all provinces and the Northwest Territories.

“We have a real passion about the contribution we can make, domestically and globally.”

We are known for doing the right things for the right reasons.

Tim Lambert

CEO

EGG FARMERS OF CANADA EMPLOYEES PARTICIPATING IN THE ANNUAL DOWNTOWN DINER EVENT

The organization also has a strong commitment to growing the industry in the most sustainable manner possible. A recent EFC study found farmers were producing 50 per cent more eggs using half the resources they did 50 years ago.

“That’s tremendous progress,” says Lambert, “but we want to do even better. That’s why we are working with partners to look at the environmental impact of egg production. It’s also why we supported a Research

Chair in Sustainability at the University of British Columbia.”

Lambert believes there is a direct connection between these humanitarian and environmental initiatives, and the reputation EFC has earned as a top employer. “We’ve built a reputation as a leading agriculture organization because we are known for doing the right things for the right reasons,” he adds.

That was certainly the case for Christine Anawati, who joined EFC

five years ago and is now Manager of Corporate Communications. “EFC’s longstanding approach to giving back really appealed to me,” she says.

With a team of 58 people, she adds, “EFC is a fast-paced workplace where young professionals are given the tools we need to thrive and grow in our careers.”

Anawati points to a recently formed Employee Engagement Group as an example of how everyone is encouraged to make a difference. “The idea is very simple, but effective—every team member can provide input and have direct impact on the way we work.”

As a result of these efforts EFC benefits from a high level of employee engagement and low turnover rates.

58

FULL-TIME STAFF IN CANADA

36

YEARS, LONGESTSERVING EMPLOYEE

3

WEEKS, STARTING VACATION ALLOWANCE

9

CHARITIES HELPED LAST YEAR

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2018

15

Helping democracy work at the House of Commons

C

harles Robert became Clerk of the House of Commons, its senior administrative official and an advisor to the Speaker and MPs on parliamentary procedure, in the summer of 2017. And he says that after 38 years of working for Parliament, he is still thrilled to have “a front-row seat in a location where in fact our heart of democracy is pulsing pretty hard. You sometimes get a lump in your throat when you’re walking up the Hill, that this is a place you can call your office.”

Having a career here, you get to see history in the making. You get to see MPs working hard for the benefit of the country. It’s pretty impressive.

Charles Robert

Clerk of the House of Commons

Robert knows that’s also the case for many of the approximately 1,700 full-time employees who work under him at the House Administration – all of them helping MPs do their jobs. They include employees in Procedural Services such as clerks, in corporate services such as IT, and in HR, finance, printing, transportation, trades, maintenance and food services.

CLERK OF THE HOUSE OF COMMONS, CHARLES ROBERT (LEFT), WITH OLIVIER WILDGOOSE-LABRIE

“Having a career here, you get to see history in the making,” says Robert, who was Clerk of the Senate before landing his current job. “You get to see MPs working hard for the benefit of the country.” Clerks, for example, get to be part of special committees tasked with looking at matters of national interest.

Robert also cites employee benefits such as a pension plan, on-site daycare, training opportunities and

parental leave for new parents.

Olivier Wildgoose-Labrie, 28, who is currently on a two-year rotation as a senior advisor in the House Administration’s Office of the Chief Financial Officer, is among those who share Robert’s sense of mission: “We are here to make Canada a better place.” An accountant who has worked for the House Administration since 2014, he notes that there are many opportunities

to learn and be challenged. In his current rotation, he says he’s had “a lot of exposure to senior managers such as the CFO” and is able to “see the strategic thinking process they engage in on a daily basis. It’s a great career opportunity for me.”

Wildgoose-Labrie appreciates the relative ease of moving between jobs at the House. “I know that there’s opportunity for me down the road to work in other services and not necessarily stay in finance. In other organizations, this flexibility may not be as readily available.”

“I can actually see myself spending my whole career here, as many people do,” he continues. “At the long-service awards every year, we see many people who have over 35 years of service dedicated to the House.”

1,681

FULL-TIME STAFF IN CANADA

87

JOBS AVAILABLE LAST YEAR

43.6

YEARS, AVERAGE AGE OF ALL EMPLOYEES

4

WEEKS, STARTING VACATION ALLOWANCE

EXCEPTIONAL TALENT EXCEPTIONAL WORKPLACE Proud to be one of the National Capital Region’s Top Employers

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2018

16

Helping others is a core value at Hydro Ottawa

H

ydro Ottawa is in the business of generating and distributing electricity and that means keeping the lights on 24/7, ensuring that the system is safe for customers and employees and meeting the needs of a growing community. “If somebody is out of power, our wheels are rolling,” says Operations Supervisor Rob Longpre.

“That’s our basic instinct.”

As well as responding to outages, Longpre supervises a team responsible for extending the grid to deliver power to new developments that will see 1,000 new homes built in suburban communities west of the city.

If somebody is out of power, our wheels are rolling. That’s our basic instinct.

Rob Longpre

Operations Supervisor

His colleague Chris Williams, a fellow Operations Supervisor, works in the east end and oversees a crew replacing aging poles, including many in backyards. That means dealing directly with customers without disrupting their lives.

However, Hydro Ottawa’s commitment to the communities it serves goes beyond generating and distrib-

HYDRO OTTAWA EMPLOYEES REPAIRED POWER LINES IN RURAL GEORGIA LAST FALL FOLLOWING HURRICANE IRMA

uting electricity. A program called Brighter Tomorrows offers all Hydro Ottawa employees the opportunity for one-day paid leave per year to volunteer with a charity or non-profit community organization of their choice.

The company has a partnership with Christie Lake Kids, an organization that serves economically disadvantaged children and youth by providing recreation and skill-building programs. “We go out and build docks, renovate buildings, clear brush

and trim trees, whatever needs to be done for their summer camp” says Longpre.

Employees also help out at the Capital Fair, which is held in August every year and is closed to the public for a day to make way for special-needs children and adults. “We prepare and serve lunch, guide folks around and lift kids on and off rides,” says Williams.

Generation Engineer Jeff Young has been involved in a project to open the

company’s downtown Chaudière Falls site to the public. A new powerhouse on the Ottawa River has replaced two early 1900s generating stations. The utility has built a bike path, pedestrian bridge and park on the islands where the facilities are located.

“These sites have been closed to the public for 150 years,” says Young. “It’s great to see these lands open so the public can enjoy them.”

Hydro Ottawa’s commitment to community extends beyond its borders. The company belongs to a mutual assistance program in which electrical utilities help each other out when natural disasters disrupt operations. Last fall, Hydro Ottawa employees helped restore power in several nearby Quebec communities and in the town of Tiger, Georgia that caught the tail end of Hurricane Irma.

650

FULL-TIME STAFF IN CANADA

59

JOBS AVAILABLE LAST YEAR

9,124

JOB APPLICATIONS RECEIVED LAST YEAR

701

STAFF VOLUNTEER HOURS LAST YEAR

POWERED BY PEOPLE Hydro Ottawa is passionate about being a great employer for great people. That’s because we rely on our employees to literally power the lives of our customers. Our employees are the kind of people who believe that service means putting our customers at the centre of everything we do, and that giving where we live is as important as sustaining the environment around us.

hydroottawa.com

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2018

17

Employees benefit from OCSB’s focus on wellness

M

embers of the Ottawa Catholic School Board (OCSB) community pride themselves on focusing on the whole child, and they believe this perspective is critical in supporting today’s youth. This same focus extends to employees, who benefit from a commitment to professional, mental, physical and spiritual wellness in the workplace.

“We’re more than just a school board, we’re a community,” says Denise Andre, the OCSB’s Director of Education. “We are able to offer the security and benefits of a large organization, but at the same time, we’re innovative and agile, welcoming new and creative ideas to help support staff wellness.”

We’re more than just a school board, we’re a community.

Denise Andre

Director of Education

Wellness surveys, school climate surveys, and virtual suggestion boxes are all part of the OCSB’s culture of including staff feedback to improve workplace conditions. Staff assigned to employee wellness portfolios ensure that workplaces are inspected to be safe, and that employees have access

AT IMMACULATA HIGH SCHOOL, OCSB STAFF MEET IN A ‘RESTORATIVE CIRCLE’ IN THE MAMIDOSEWIN ROOM, WHICH MEANS ‘WALKING TOGETHER’ IN ALGONQUIN/OJIBWE

to outside confidential counselling resources, which are covered by the board’s benefits package.

Focusing on staff wellness helps the OCSB continue to perform at high levels in the education sector, says Andre. Employees are continually given the opportunity to innovate to ensure that the over 41,600 students in their care can flourish in today’s globally connected environment.

“Employees have access to free leadership, mentoring programs and

spiritual development,” Andre says.

“We believe in leadership for all staff, not just teaching staff, so there are opportunities to develop skills across a range of disciplines.”

As the Principal of Immaculata High School, Norma McDonald oversees 78 educators, 10 support staff, and 978 high school students.

McDonald feels a strong sense of fellowship with other principals and educators. She partakes in regularly scheduled meetings and networking

sessions where educators can exchange information, inform themselves of board and provincial ministry developments, and get to know each other. “We work together as a team,” says McDonald. “Collaboration is an important and essential part of our culture. It connects us both personally and professionally,” She adds that working together as a Catholic community, the OCSB helps students achieve excellent academic results, while preparing them to graduate as responsible citizens who will help shape the future. “We have our roots in a structure that looks at the spiritual well-being of students and staff, but also families, parishes and entire communities,” says McDonald.

“Focusing on the whole adult employee allows us to do a better job at nurturing the whole child.”

4,457

FULL-TIME STAFF IN CANADA

60%

OF BOARD OF DIRECTORS ARE WOMEN

822

JOBS AVAILABLE LAST YEAR

1,000

JOB APPLICATIONS RECEIVED LAST YEAR

Share the beauty of the French language and culture with our students

ocsb.ca/teachfrench

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2018

18

Ottawa Community Housing is more than just a landlord

T

here’s a saying at Ottawa Community Housing (OCH) – “We’re more than just a landlord.” And according to Jaime Bowen, Tenant Service Manager, “That’s a very true statement. We’re really passionate about the need for stable housing as a basis for dealing with a multitude of other tenant matters.”

The organization provides social housing for 32,000 residents in a variety of settings, including highrise apartments, mid-rise buildings and townhouses, and it has strategic partnerships with approximately 100 community organizations that deliver services and assistance to tenants.

Our people really care about our mandate, which is to help people change their lives.

Stéphane Giguère

Chief Executive Officer

“Our people really care about our mandate, which is to help people change their lives,” says Chief Executive Officer Stéphane Giguère. “Everything is connected to our core values of collaboration, accountability, respect and excellence. Those are really the drivers between us and the tenants and us and our partners.”

JAIME BOWEN, TENANT SERVICE MANAGER, AT OTTAWA COMMUNITY HOUSING

Ottawa Community Housing employs people with a variety of skills, says Giguère. These include engineering services, accounting, safety and security, maintenance, administration, and community development. The corporation is committed to professional development for its staff and offers a suite of in-house, online learning materials tailored to their specific competencies.

It covers the cost of relevant professional associations and learning programs offered by outside organizations.

Building strong teams, and stronger communities together.

“We’re a learning organization,” says Giguere. “We provide an environment where people can work, grow, learn and share their passion for helping others.”

Bowen joined the agency two years ago after earning a social service worker college diploma and working on housing and homelessness issues for several Ottawa community health centres. Apart from continuing to work on issues she is passionate about, OCH has offered her plenty of opportunity to learn and grow.

She has completed leadership and project management courses at outside organizations and taken advantage of in-house learning materials as well. “My colleagues have really helped me see my potential,” she says. “I’ve been included in meetings, being listened to and had my ideas validated. That gives you the confidence to push yourself and to take risks.”

The corporation relies on some 1,200 volunteers from private companies, federal departments and other organizations to help out with such things as playground maintenance and spring clean-ups around its properties. And it also gives employees time off work to volunteer at food banks, homeless shelters and other agencies that serve the poor and disadvantaged.

“There’s so much need in the community,” says Giguère. “It’s a great opportunity for us to give back.”

359

FULL-TIME STAFF

33

JOBS AVAILABLE LAST YEAR

3,060

JOB APPLICATIONS RECEIVED LAST YEAR

430

STAFF VOLUNTEER HOURS LAST YEAR

Ottawa Community Housing Corp. is proud to be named one of National Capital Region’s Top Employers.

www.och-lco.ca

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2018

19

The Royal nurtures continuous learning

S

usan Engels and Lisa Young may come from different generations, but both came to The Royal — one of Canada’s leading mental health care, teaching, and research hospitals — for the same reason. They were attracted

by The Royal’s reputation as a place that supports its staff to fulfill their highest potential.

Engels joined The Royal three years ago after almost three decades working in public health. “I came largely because of The Royal’s tremendous support for continuous education, which in turn leads to continuous improvement in care and research,” says Engels, The Royal’s Vice President, Quality, Professional Practice & Chief Nursing Executive.

We truly believe that many minds produce better outcomes.

Susan Engels

Vice President, Quality, Professional Practice & Chief Nursing Executive

For staff, learning is built into each role, but they also have many opportunities to take that learning further, including frequent lunchtime lectures and knowledge-sharing events. “This is a workplace that is open to people with unique skill sets and wants to

SUSAN ENGELS, VICE PRESIDENT, QUALITY, PROFESSIONAL PRACTICE & CHIEF NURSING EXECUTIVE (LEFT) AND LISA YOUNG, CLINICAL NURSE CONSULTANT, AT THE ROYAL

hear from everyone at all levels,” says Engels. “We truly believe that many minds produce better outcomes.”

Young first came to The Royal as a nursing student. After a couple of placements at the hospital, she “fell in love with The Royal’s dedication to ongoing learning in a nurturing environment.”

Young’s placements gave her the opportunity to learn not only on the job, but also through education sessions, mentorships and The Royal’s collaborative team approach to care.

awesome? are you

so are we

When she graduated in 2014, The Royal hired her and she became fully entrenched in its culture of staff enrichment.

Young has received extensive guidance and backing from senior colleagues, including Engels, which has helped her refine and focus her skills. This support became especially valuable when she chose to pursue a Master of Science in Nursing degree. The Royal helped cover her expenses through bursaries and offered flexible working arrangements to accommodate her studies.

“The Royal recognized and supported my passion to help people and families living with schizophrenia,” Young says. “It also helped my thesis research reach wider audiences than it could have without such help.”

The Royal supports the wellness of both patients and employees at its three sites in Ottawa, Brockville and the Carlingwood Shopping Centre community mental health centre.

The Ottawa hospital has an onsite, no-cost fitness centre, and its Wellness Series provides frequent workshops and events to promote staff engagement and work-life balance.

“Here, we share our knowledge and we support our colleagues,” says Young. “If you have a passion and work hard, The Royal will support you to reach your goals.”

902

FULL-TIME STAFF IN CANADA

43

YEARS, LONGESTSERVING EMPLOYEE

50%

OF EXECUTIVE TEAM ARE WOMEN

184

JOBS AVAILABLE LAST YEAR

join our team theroyal.ca

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2018

20

Smart & Biggar finds a fresh way to run a law firm

L

aw firms tend to be conservative, but Ottawabased Smart & Biggar stands out for pushing beyond industry norms. Practising exclusively in intellectual property (IP) and technology law, the firm has embraced innovation and is strengthening its reputation as an employer of choice for lawyers and legal staff alike.

Recently Smart & Biggar decided to go paperless, which meant scanning decades of legal files into a digital archive. At the same time, it moved away from a traditional partner-led model to introduce business directors to lead its Information Technology, Operations, Finance, Marketing & Business Development and Human Resources departments.

This is the biggest IP firm in Canada but it still feels like a small boutique firm.

Andrea Kroetch

Associate

“The firm has a rich tradition of success so there was no driving need for change, but the partners were forward-looking and decided to bring in a professional team to help manage the business,” says Paul Horton, Chief Talent Officer, who joined

EMPLOYEES AT THE OTTAWA OFFICE OF SMART & BIGGAR, CANADA’S LARGEST INTELLECTUAL-PROPERTY LAW FIRM

Smart & Biggar in February 2016.

An HR expert, Horton was tasked with building a team to implement a new vision: provide a world-class employee experience that attracts top talent and admiration across the legal industry.

“We were able to approach problems with fresh eyes,” he says. “In the first year we concentrated on foundational items such as policies and benefits packages. We’re now changing the culture with a focus on

transparency, flexibility, personal and professional development, diversity, inclusion and wellness.”

Founded in 1906, Smart & Biggar operates as a law firm and patent agency with offices in five cities, the largest being in Ottawa.

“This is the biggest IP firm in Canada but it still feels like a boutique,” says Andrea Kroetch, who has been a lawyer with Smart & Biggar since 2008. “It’s a very comfortable, opendoor environment. We’re known for

the high calibre of people who work here – everyone, not just lawyers – and as a result we have fantastic clients.”

Administrative Assistant Karen Anderson appreciates the recent changes to the firm. “I’ve been here nine years and it’s a more energetic environment now. I really enjoy the fresh approach and I’ve made good use of the benefits package. It’s exciting to be part of such a highly regarded firm.”

Anderson also feels empowered to suggest improvements. “A colleague and I pitched an idea to streamline workflow,” she explains. “We thought if you have a team of lawyers, why not have a team of assistants to support them rather than each lawyer having their own assistant? Now there’s a better balance of work for everyone.”

370

FULL-TIME STAFF IN CANADA

100+

YEARS OF HISTORY IN OTTAWA, FROM 1906

38

LAWYERS, AGENTS AND TECHNICAL SPECIALISTS IN OTTAWA

400

FLEX DOLLARS EACH YEAR TO PERSONALIZE BENEFIT PLANS

Proud to be recognized as a top employer 17_5223_SMBG_Print_Ads_9.25inx1.75in_OL_FA.indd 1

2017-11-30 11:58 AM

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2018

21

Trend Micro helps graduates make a global impact

T

here are hot industries to work in, and then there’s cybersecurity, which is positively sizzling. Every day brings another headline about a data breach, ransomware attack or statesponsored snooping – and employees at Trend Micro Canada Technologies Inc. are at the sharp end of the response.

Trend Micro keeps businesses, consumers and governments safe from online threats, and the company’s Kanata office plays a key role in R&D. “We’re working on the next iteration of the product right here,” says Senior Human Resources Director Bob Kedrosky. “What we create is used globally.”

This is somewhere where you can work with the latest technology.

It’s an exciting place to be.

Bob Kedrosky

Senior Human Resources Director

That makes the company attractive to fresh graduates. Trend Micro has close relationships with Ontario’s top universities and active co-op and internship programs to nurture talent. “This is somewhere you can work with the latest technology,” says Kedrosky. “It’s an exciting place to be.”

EMPLOYEES AT TREND MICRO PARTICIPATING IN A COMMUNITY PROJECT

Working side-by-side with R&D is a draw for employees in sales and marketing, too. Global Customer References Manager Debbie Ng’s job includes showcasing client success stories, but also reacting to product feedback and encouraging clients to join beta programs.

“Our clients are quite risk-averse,” says Ng. “I’m one floor away from our product team and it gives me value to be able to offer that to my customers.”

Ng started at Trend Micro four years ago, attracted in part by the human scale of a company that gives new meaning to the term family business.

Last year the kids of 15 employees completed family internships, and when Kedrosky talks about “cradle to grave” employee care he means it literally.

Company benefits stretch from parental leave and adoption payments to a pension plan – and even a funeral grant.

Ng’s children are too young to intern yet, but are familiar faces at the kids

Christmas party, employee barbeque and dragon boat race. Just as important, she’s a familiar face to them, thanks to flexible hours that help her balance family time against connecting with colleagues in Asian time zones.

Not that many “Trenders” want to work from home when the office combines IT company perks – foosball table, subsidized snacks – with strong community spirit. Employees volunteer at schools and charities, and raised $40,000 for the Ottawa Community Immigrant Services Organization in 2017.

If they do get wanderlust, employees can apply for roles at any number of global locations. “That can be a very exciting opportunity for people at certain points in their career,” says Kedrosky.

“But they also know that they can come back if they want to.”

195

FULL-TIME STAFF IN CANADA

39.8

YEARS, AVERAGE AGE OF ALL EMPLOYEES

3.6

YEARS, AVERAGE TIME WORKED

17.4

YEARS, LONGESTSERVING EMPLOYEE

LAUNCH YOUR CAREER with the world’s largest independent security software company Working at Trend Micro gives you: An innovative workplace • Ability to make global impact Industry-leading benefits • Opportunities for personal growth and travel

Check out our current opportunities at: www.trendmicro.com/careers

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2018

22

Universities Canada is all about having an impact

A

fter earning a master’s degree in Political Management, Gwendolyn Moncrieff-Gould landed an internship and later a full-time position at Universities Canada, which serves as a voice and an advocate for higher education in the nation’s capital. It has proved an ideal fit with her education and her personal interests.

“I was part of the student movement when I was in school and I really liked working on campaigns,” says Moncrieff-Gould, the organization’s Government Relations Coordinator.

“Now I’m working for actual change in Canada. We’re a small organization, but we’re big enough that we do have an impact.”

Reaching out to MPs, staffers or senators is part of my weekly if not day-to-day responsibilities. It’s a very fast-paced, challenging space.

Gwendolyn Moncrieff-Gould

Government Relations Coordinator

Universities Canada is all about promoting “the transformative power of higher education,” as well as the contribution universities make to the future of the country, says President and Chief Executive Officer Paul Davidson.

PAUL DAVIDSON AND JOANNE LALONDE CELEBRATING THE RETIREMENT OF MADELEINE VANASSE (CENTER) AFTER 45 YEARS AT UNIVERSITIES CANADA

“What we offer people is a chance to make a difference,” says Davidson. “That’s particularly attractive to younger people. They can see the results of their efforts to advance our agenda of higher education, research and innovation.”

For Moncrieff-Gould, that means meeting as often as possible with decision-makers on Parliament Hill.

“Reaching out to MPs, staffers or senators is part of my weekly if not dayto-day responsibilities,” she says. “It’s a

very fast-paced, challenging space and that’s why I like it so much.”

The organization encourages its employees to pursue learning and development opportunities. It also places a great deal of emphasis on work-life balance as well as health and wellness, and that includes free memberships to the gym in the building where the offices are located.

‘We’re a smaller organization so we have to find ways to recognize and reward outstanding performance and to

equip our people with broader skills,” says Davidson. “We’re in a very competitive market but we’ve been able to retain our top performers.”

In recent years, Universities Canada has embarked on an initiative to attract new or recent graduates, but the organization also boasts a healthy complement of long-serving and dedicated employees. Operations Supervisor Madeleine Vanasse started in September 1972 after obtaining her high school diploma and worked for a number of years in the finance department.

“When I started I never thought I’d be here for 45 years,” says Vanasse.

“The reason I stayed is it’s such a good organization. It’s a learning organization. We’re very committed to providing employees with ongoing skills development and new challenges.”

80

FULL-TIME STAFF IN CANADA

16

JOBS AVAILABLE LAST YEAR

79%

OF EMPLOYEES ARE WOMEN

75%

OF MANAGERS ARE WOMEN

Bright Minds. Bright future. Thanks to our employees.

De l’esprit et de l’avenir. Grâce à nos employés. www.univcan.ca

For two days in April, join the organizers of the annual Canada’s Top 100 Employers project as they explore the key themes they will be covering in next year’s competition. Join world-class speakers, authors, journalists and dozens of business leaders from this year’s winning employers – all handpicked by the editors of Canada’s Top 100 Employers to bring you the latest thinking on becoming an employer-of-choice. Attending the Top Employer Summit is an ideal way to have all your questions on the Canada’s Top 100 Employers project answered in a convenient two-day, non-commercial format.

For information or to register, please visit: www.EmployerSummit.ca

Tell us your story If you are an exceptional employer with progressive human resources programs and initiatives, consider applying for next year’s edition of National Capital Region's Top Employers. Now entering its 19th year, our national project is Canada’s longest-running and best-known editorial competition for employers.

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

CanadasTop100.com/2019 Applications for our 2019 competition will be released this February and must be submitted in April.