Canada's Top Employers for Young People (2018)

q Employees at RBC, one of this year's winners.

RBC

2018

CO-PUBLISHED BY: ct100.ca/yp MEDIACORP

2018 WINNERS

CANADA’S TOP EMPLOYERS FOR YOUNG PEOPLE 2018

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2018 SEAN KILPATRICK/THE CANADIAN PRESS

16th Annual Edition

p The House of Commons offers excellent opportunities for young people to start their careers.

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hatever your industry, the new generation is going to drive it. That’s something Canada’s Top Employers for Young People 2018 already understand.

They’ve welcomed young talent into their workplace, giving them opportunities to learn and develop bright careers within their ranks.

Instead of whining about negatives attributed to millennials – young adults typically pegged as being born between about 1980 and 2000 – these winning companies are listening to what young people have to say and providing them with the support needed to excel.

These include summer employment and paid internships for students at a variety of levels, job rotation and job-shadowing initiatives, formal and informal mentorship, school partnerships and tuition subsidies for further education, as well as strong in-house training programs.

Often the opportunities provided are unique and invaluable to a future career. For example, Baycrest Health Sciences in Toronto offers a 12week paid research internship program, giving undergraduate students the chance to work

in the laboratory of a Rotman Research Institute scientist, or Cactus Restaurants in Vancouver that organizes Culinary Development Days allowing chefs and sous chefs to work alongside product development chefs to create unique dishes not prepared on a regular basis.

Additionally, Canada’s Top Employers for Young People 2018 understand that socially conscious initiatives matter, particularly to younger workers, and that giving back to the community is key in attracting and retaining this generation.

Citi Canada in Mississauga is outstanding in this area by offering a number of unique philanthropic opportunities, including ServiceCorps, a one-year fellowship program for incoming technology analysts. As part of the fellowship, the graduate’s start date is deferred and they are matched with a non-profit or public organization.

The company’s Citi Volunteer Africa program also enables junior bankers to help low-income entrepreneurs in Uganda for a five-week period.

This winning organization truly gets the millennial desire to contribute and make a difference.

– Diane Jermyn

CANADA'S TOP EMPLOYERS FOR YOUNG PEOPLE 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

Brian Bergman Ann Brocklehurst Sheldon Gordon Simon Hally Patricia Hluchy D'Arcy Jenish Bruce McDougall Nora Underwood Barbara Wickens

© 2018 Mediacorp Canada Inc. All rights reserved. CANADA’S TOP EMPLOYERS FOR YOUNG PEOPLE is a trade mark of Mediacorp Canada Inc.

CANADA’S TOP EMPLOYERS FOR YOUNG PEOPLE 2018

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BORIGINAL PEOPLES TELEVISION NETWORK INC. / APTN, Winnipeg.

Television broadcasting; 127 employees. Partnered with the Canadian Association of Journalists to provide a paid 12-week placement with APTN Investigates.

ACCENTURE INC., Toronto.

Management consulting; 3,576 employees. Manages an analyst development program with streams in consulting and technology for entry-level hires.

AIG INSURANCE COMPANY OF CANADA, Toronto. Insurance; 423 employees. Plays host to innovation bootcamps for groups of high-potential employees, providing opportunities to brainstorm product or process innovations.

ALBERTA HEALTH SERVICES / AHS, Edmonton. Health care services; 43,975 employees. Developed a number of resources to help graduates transition to the workplace.

ALBERTA-PACIFIC FOREST INDUSTRIES INC., Boyle, Alta. Pulp and paper mills; 388 employees.

Offers a Power Engineering Summer Internship in partnership with “Careers: The Next Generation” and community high schools.

ATB FINANCIAL, Edmonton.

Credit union; 4,603 employees.

Maintains a millennial employee resource group to discuss workplace issues that impact millennials and to help build community across all generations.

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AYCREST HEALTH SCIENCES, Toronto. Nursing care facilities; 958 employees.

Hosts student chat time to provide interactive and informal opportunities for students to increase their understanding of geriatric care.

BAYER, Mississauga. Pharmaceutical manufacturing; 1,396 employees. Maintains contact with interns upon completion of their internship through social media blogs, alumni sites and groups.

BC HYDRO, Vancouver. Hydroelectric power generation; 5,262 employees. Provides structured career development and on-the-job training to employees through its Graduate Technologist-in-Training program.

BELL CANADA, Montreal. Communications; 37,137 employees.

Partners with Career Edge to provide internships to new and recent graduates, offering more than 1,000 internships to date.

BENNETT JONES LLP, Calgary.

Law firm; 875 employees. Works with various postsecondary institutions to hire legal assistant practicum students each year.

BRUCE POWER LP, Tiverton, Ont. Nuclear power generation; 4,012 employees. Manages a student development program to provide training and work experience to full-time college and university students.

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ACTUS RESTAURANTS LTD., Vancouver. Restaurants; 1,310 employees.

Hosts one of Canada’s largest in-house apprenticeship programs for employees pursuing the Red Seal Chef certification.

CANADIAN TIRE CORP. LTD., Toronto. Retail; 85,000 employees. Created the Canadian Tire Challenge to encourage innovative thinking among high performing talent in the early stages of their careers.

CAPGEMINI CANADA INC., Toronto. Information technology; 392 employees. Established a Millennial Innovation Council to encourage cross-generational collaboration and innovation.

CAPITAL ONE BANK (CANADA BRANCH), North York, Ont. Credit card issuing; 1,122 employees.

Hosts an entrepreneurial competition for co-op students at the end of their work term.

CARGILL LTD., Winnipeg. Food and agricultural products; 7,665 employees.

Manages training programs to help recent graduates develop and gain foundational knowledge in their roles.

CENTRE FOR INTERNATIONAL GOVERNANCE INNOVATION, Waterloo, Ont. Business association; 82 employees. Awarded 32 graduate scholarships to students interested in conducting research related to its International Law Research Program.

CERIDIAN, Winnipeg. Payroll services; 1,633 employees. Offers employees career counselling and feedback from a human resources professional through its Career Talk program.

CIBC, Toronto. Banking; 36,482 employees. Manages a Risk Management Development Program for students completing their final year of study in business administration or a related program.

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2018 WINNERS

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CISCO SYSTEMS CANADA CO., Toronto. Computer and equipment manufacturing; 1,727 employees. Created an Early Career Network, a global employee resource group to empower and motivate employees early in their careers.

CITI CANADA, Mississauga.

Banking; 1,187 employees. Maintains a Global Experience Program, allowing employees to live and work in one of the company’s global locations for eight weeks.

COLE ENGINEERING GROUP LTD., Markham, Ont. Engineering; 266 employees. Helps recent graduates gain career-level experience through a rotational program featuring three to four placements in a variety of service sectors.

COLLINS BARROW CALGARY LLP, Calgary. Accounting; 111 employees. Invests in ongoing training and development, providing tuition subsidies for courses taken at outside institutions and subsidies for professional designation.

COMMUNICATIONS SECURITY ESTABLISHMENT, Ottawa.

Federal government; 2,237 employees. Offers dedicated mentoring for new employees and co-op students, also created an online tool to help match mentees with mentors.

CONNECT HEARING, Victoria. Physical, occupational and speech therapists, and audiologists; 315 employees. Offers paid internships for Hearing Instrument Practitioner students as well as mentoring and job shadowing with an audiologist instructor.

CORUS ENTERTAINMENT INC., Toronto. Media production and broadcasting; 3,008 employees. Offers an annual Accelerator Program to engage, motivate and improve the retention of the company’s high performing young employees.

CROESUS FINANSOFT INC., Laval, Que. Financial management

software and services; 168 employees. Features a number of onsite perks at head office, including free parking, an employee lounge and free access to an onsite fitness facility.

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2L CORP., Kitchener, Ont. Custom computer programming; 606 employees. Provides an opportunity for students working at D2L to meet with executives to share their experience and discuss projects on which they’ve worked.

DELTAWARE SYSTEMS INC., Charlottetown. Custom computer programming; 96 employees.

Offers a number of company-organized events, including a summer staff party and golf tournament plus sports nights for basketball, softball and curling.

DEPARTMENT OF FINANCE CANADA, Ottawa. Federal government; 745 employees. Manages an Economics and Social Sciences Development Program targeted toward junior-level employees.

DEPARTMENT OF FISHERIES AND OCEANS AND CANADIAN COAST GUARD, Ottawa. Federal government; 11,125 employees. Maintains a dedicated Young Professionals Network to provide employees with professional development, networking and learning opportunities.

DESJARDINS GROUP / MOUVEMENT DES CAISSES DESJARDINS, Lévis, Que. Credit union; 41,294 employees. Created a new Youth Advisory Board comprised of 12 young people between the ages of 18 and 35.

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CCLESIASTICAL INSURANCE OFFICE PLC, Toronto. Insurance; 70 employees. Launched a Young Innovators Workshop to harness the creativity of its young professionals.

EDMONTON, CITY OF, Edmonton. Municipal government; 10,409 employees. Hosts an annual student conference, allowing summer,

co-op and graduate students to showcase their work to staff, stakeholders and community members.

ENBRIDGE INC., Calgary. Natural gas distribution; 7,650 employees. Offers a reverse mentorship program, matching executives with millennials in order to share their perspective on social media, leadership, communications and workplace balance.

EPCOR UTILITIES INC., Edmonton. Electric power distribution and water treatment; 2,368 employees. Established an Engineer-in-Training program for high potential engineering graduates.

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EDNAV LTD., Montreal.

Deep sea freight transportation; 178 employees. Offers scholarships as an incentive for young people to consider a career in the marine industry.

FIDELITY CANADA, Toronto. Portfolio management; 891 employees. Manages a dedicated four-month student program to help students develop a wide range of professional skills.

FORD MOTOR CO. OF CANADA LTD., Oakville, Ont. Automobile manufacturing; 7,856 employees.

Created a leadership course entitled “Thirty under 30” to help young employees learn civic engagement skills as well as share their skills with non-profit organizations.

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ENERAL MOTORS OF CANADA CO., Oshawa, Ont. Automobile manufacturing; 8,614 employees. Created “JumpStart,” an affinity group for new hires with less than five years of experience.

GROUPE DYNAMITE INC., Mont-Royal, Que. Retail; 2,474 employees. Hosts a number of social events to introduce graduates to the executive team.

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ARVARD DEVELOPMENTS INC., Regina.

Property management

and development; 159 employees. Manages an apprenticeship program for maintenance assistants, including training with one of its building operators.

HATCH LTD., Mississauga. Engineering; 2,772 employees. Maintains a formal student and new graduate program, which includes knowledge-sharing sessions, lunch and learns and a student showcase.

HEALTH CANADA / SANTÉ CANADA, Ottawa. Federal government; 9,304 employees. Maintains a Young Professionals Network that organizes a number of events, including “Mega-ConnEX,” a speed networking event for young professionals to discuss career development with executives.

HOLLAND BLOORVIEW KIDS REHABILITATION HOSPITAL, Toronto. Hospital: 532 employees. Manages a summer student research program that provides undergraduate students with opportunities to conduct research alongside leading children’s rehabilitation scientists.

HOUSE OF COMMONS ADMINISTRATION, Ottawa.

Legislative bodies; 1,681 employees.

Manages a summer student employment program, offering positions in a variety of disciplines.

HYDRO OTTAWA, Ottawa. Electric power distribution; 650 employees.

Launched a Youth Council, chaired by the CEO, to generate insights on issues that involve or affect youth at the organization, as well as to provide networking opportunities.

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NTACT FINANCIAL CORP., Toronto. Insurance; 11,750 employees. Maintains a two-year Commercial Lines Trainee Program to accelerate the development of recent graduates through professional and technical training.

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AZZ AVIATION LP, Dartmouth, N.S. Air transportation; 4,340 employees. Provides opportunities for pilots to become

CANADA’S TOP EMPLOYERS FOR YOUNG PEOPLE 2018 Continued

instructors in a variety of areas, such as line training, simulator training and crew resource management.

JOEY RESTAURANT GROUP, Vancouver. Restaurants; 329 employees. Manages a series of company-wide competitions to foster ongoing development, including “Top Apprentice.”

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EURIG CANADA INC., Montreal. Coffee distribution and brewing equipment; 1,398 employees. Offers internships to students completing their second or third year in various fields, including marketing, sales, supply chain and finance.

KINAXIS INC., Ottawa. Software publishers; 307 employees.

Launched a high-school internship to promote computer science as a field of study among young people.

KPMG LLP, Toronto. Accounting; 6,620 employees. Created “Ace the Case,” a two-day workshop for undergraduate students interested in pursuing a career in professional services.

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’ORÉAL CANADA INC., Montreal. Cosmetics manufacturing; 1,378 employees. Offers customized guidance and training for employees in their first six months of employment through “L’Oréal FIT.” LABATT BREWING CO. LTD., Toronto. Breweries; 3,390 employees.

Piloted a new intern onboarding app last year to assist new hires that serves as a quick reference toolkit for information with daily updates.

LAFARGE CANADA INC., Calgary.

Concrete manufacturing; 6,726 employees. Provides co-op placements and internship opportunities in a number of different business areas.

LOBLAW COMPANIES LTD., Brampton, Ont. Supermarkets; 28,208 employees. Offers a oneyear internship for engineering students who are completing their

Professional Engineering Year in Enterprise Solutions Delivery.

LOYALTYONE CO., Toronto. Marketing consulting; 1,231 employees. Organizes case study competitions to provide co-op students the opportunity to work with senior managers to create a solution for a current business challenge.

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ANITOBA HYDRO, Winnipeg. Hydroelectric power generation; 5,980 employees. Is the largest employer of apprentices in Western Canada, with more than 400 corporate apprentices.

MANITOBA, GOVERNMENT OF, Winnipeg. Provincial government; 12,412 employees. Created an 18-month management internship program for graduates interested in civil service employment.

MANULIFE, Toronto. Insurance; 12,743 employees. Created a Co-op Council, selecting students from various business units to gather feedback on their experience.

MCMILLAN LLP, Toronto. Law firm; 658 employees. Offers internships and practicums for law clerks, paralegals, legal administrative assistants and students who require work experience to complete a specialized program.

METROLINX, Toronto. Public transit; 3,361 employees. Created the Rob MacIsaac Fellowship Program, a unique initiative that allows students to complete research in a public-sector environment.

MILLER GROUP, THE, Markham, Ont. Highway, street and bridge construction; 4,705 employees. Provides Professional Years training for students in their final year of civil engineering.

MTU MAINTENANCE CANADA LTD., Richmond, B.C. Aircraft engine and parts manufacturing; 395 employees. Manages an internally developed apprentice program to help employees acquire their licence.

KEVIN VAN PAASSEN/THE GLOBE AND MAIL

2018 WINNERS

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p A team of nurses and doctors

from the NICU at Sunnybrook Health Sciences Centre listen to the mother of a young patient.

ORTHWEST TERRITORIES, GOVERNMENT OF, Yellowknife. Territorial government; 5,902 employees. Hosts a meet and greet for all students within the first few weeks of their employment.

NORTHWESTEL INC., Whitehorse. Telecommunications; 506 employees. Tries to connect scholarship recipients with summer employment for the duration of their school program and offers full-time employment upon graduation.

NTT DATA CANADA, INC., Halifax. Computer systems design; 913 employees. Created a “New Leader” certificate program, an 18-month leadership development program to help recent graduates accelerate their career development.

NUANCE COMMUNICATIONS CANADA INC., Montreal. Software publishers; 791 employees. Hosts executive lunch and learns specifically to allow interns to meet the company’s senior executive team.

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LIVER WYMAN LTD., Toronto. Management consulting; 138 employees. Launched its third annual global innovation competition to encourage employees to develop new ideas to help clients.

ONTARIO PUBLIC SERVICE / OPS, Toronto. Provincial

government; 62,205 employees. Provides law students interested in Aboriginal legal issues with opportunities to gain related work experience and foster positive relationships with Indigenous people through a dedicated summer law program.

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EPSICO CANADA, Mississauga. Soft drink and food manufacturing; 9,433 employees. Offers an Emerging Leader development program to help grads transition to the workplace.

PROCTER & GAMBLE INC., Toronto. Consumer product manufacturing; 1,710 employees. Created a New Hire Network for employees with less than three years of tenure.

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.F. BINNIE & ASSOCIATES LTD., Burnaby, B.C. Engineering; 139 employees. Organizes Fireside Chats to enable young professionals to interact directly with senior management.

ROGERS COMMUNICATIONS INC., Toronto. Telecommunications, cable, publishing and subscription programming; 22,304 employees.

Created “Walk a Mile in My Shoes,” a job-shadowing program that allows employees to work within different roles across the company.

ROXUL INC., Milton, Ont. Insulation product manufacturing; 626 employees. Maintains a

CANADA’S TOP EMPLOYERS FOR YOUNG PEOPLE 2018

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2018 WINNERS

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formal year-long mentoring program for participants in various business areas, pairing junior employees with a mentor experienced in a management role.

ROYAL BANK OF CANADA, Toronto. Banking; 52,519 employees. Partnered with Ten Thousand Coffees to create RBC4Students Cafe, a networking platform that allows students to invite one of the bank’s 600 members for a one-on-one coffee chat.

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AMSUNG ELECTRONICS CANADA INC., Mississauga. Communications equipment manufacturing; 555 employees. Created a millennials employee resource group to connect peers and offer mentoring and networking opportunities.

SAP CANADA INC., Vancouver. Custom computer programming; 2,903 employees. Manages an Early Talent Ambassador Program for new or recent graduates with less than two years of professional experience.

SASKATCHEWAN RESEARCH COUNCIL / SRC, Saskatoon.

Research and development; 336 employees. Hosts students from Saskatchewan Polytechnic’s chemical technology program for one-month internships.

SASKPOWER, Regina. Hydroelectric power generation; 3,431 employees. Manages “Youth Network,” a resource group for employees under the age of 29.

SASKTEL, Regina. Telecommunications; 3,054 employees.

Launched the YOUTHnetwork mentorship program to connect employees with students through regular e-mail communication, as well as in-person afternoon meetings once a month.

SCHNEIDER ELECTRIC CANADA INC., Mississauga. Industrial

automation and controls; 2,663 employees. Manages a rotational Commercial Leadership Program providing exposure to the main areas of the company’s business over two to three years.

SIEMENS CANADA LTD., Oakville, Ont. Engineering; 4,022 employees. Created an Engineering and Technology Academy (SCETA) to help equip students with relevant education and experience for successful careers.

SODEXO CANADA LTD., Burlington, Ont. Food service contractors; 6,067 employees. Manages the “Sharing Across Generations” networking group, which organizes activities to help employees of all generations forge connections in the workplace.

STANDARDAERO, Winnipeg. Aircraft engine maintenance; 1,216 employees. Created a student sponsorship program to award four of their current students $5,000 in tuition and books, along with a guaranteed summer term or one-year full-time placement.

STATISTICS CANADA, Ottawa. Federal government; 5,239 employees. Manages a dedicated development program to recruit recent IT graduates.

SUN LIFE FINANCIAL INC., Toronto. Insurance; 9,574 employees.

Manages a rotational leadership development program to provide recent grads with opportunities to rotate through different roles.

SUNNYBROOK HEALTH SCIENCES CENTRE, Toronto. Hospitals; 6,362 employees. Accepts up to 75 high-school students annually as part of its Experiential Learning Co-Operative Program.

SURREY, CITY OF, Surrey, B.C. Municipal government; 1,869 employees. Helps students gain career-level experience through co-op placements and a technical student program.

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D BANK GROUP, Toronto. Banking; 46,405 employees. Created a new development program for participants of the bank’s campus and graduate programs.

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BC / UNIVERSITY OF BRITISH COLUMBIA, Vancouver. Universities; 10,555 employees. Established a Postdoctoral Fellows Office which acts as a resource centre to help postdocs expand their professional skills.

UBISOFT TORONTO INC., Toronto. Software publishers; 4,043 employees. Organizes the “NXT Showcase,” a bi-annual competition for art and animation students in their final year at Toronto-area postsecondary schools.

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ANCOUVER CITY SAVINGS CREDIT UNION, Vancouver. Credit unions; 2,050 employees. Manages a Youth Intern Program to provide work experience to young people between the ages of 19 and 35 who face barriers to employment.

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EST FRASER TIMBER CO. LTD., Vancouver. Sawmills; 5,643 employees. Participates in the University of British

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Columbia’s formal mentorship program for forestry students.

WHISTLER BLACKCOMB, Whistler, B.C. Skiing and resort operations; 3,459 employees. Launched a Red Seal Chef Apprenticeship Program in the past year with the aim of employing three apprentices at each level every year.

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MCA OF GREATER TORONTO, Toronto. Individual and family services; 1,733 employees. Offers young people opportunities to volunteer on the Youth Portfolio Task Force to help review the organization’s strategic plan and make recommendations.

YORK REGIONAL POLICE, Aurora, Ont. Police service; 2,207 employees. Offers summer employment to students enrolled in police foundations, criminology, law or related programs.

YORK, REGIONAL MUNICIPALITY OF, Newmarket, Ont. Municipal government; 3,485 employees.

Launched a three-year pilot initiative in its finance department to allow candidates with less experience to be considered for certain department-specific positions.

– Diane Jermyn

METHODOLOGY

he editors of Canada’s Top 100 Employers evaluate each employer based on the programs and initiatives they offer to attract and retain younger workers. These include tuition assistance, the availability of co-op or work-study programs, mentorship and training programs, including benefits such as bonuses paid when employees complete certain courses or professional designations.

The editors also review each employer’s career management program, looking for initiatives that can help younger workers advance faster in the organization. Last, the

editors look at the average age of employees at each organization to better understand the composition and profile of their work force.

Any employer with its head office or principal place of business in Canada may apply for this competition through the Canada’s Top 100 Employers application process.

Organizations of any size may participate, whether private or public sector. Employers complete a single application for the national, regional, and special-interest competitions, including Canada’s Top Employers for Young People.

– Diane Jermyn

CANADA’S TOP EMPLOYERS FOR YOUNG PEOPLE 2018

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A for APTN APTN A strong strong internship internship program program reaps reaps talent talent for

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f you want to hear about the benefits f you want to hear about the benefits of an internship, talk to Kimberly of an internship, to Kimberly Cleave and Raneetalk Dong.

Both took Cleave andofRanee Dong. Bothattook advantage such placements advantage of suchAboriginal placements at Winnipeg-based Peoples Winnipeg-based Aboriginal Peoples Television Network (APTN), and both say Television (APTN), and both say they’re nowNetwork doing really fun and rewarding they’re now doing full-time work as a really result.fun and rewarding full-time work as aofresult.

“I’ve done a lot learning along the way, of learning growth, along thewhich way, and“I’ve haddone a lot aoflot employment had a lotsays of employment isand fantastic,” Cleave, who growth, is Onlinewhich is fantastic,” saysAPTN Cleave,music who iswebsite, Online Producer for the Producer for the APTN website, Digital Drum.

“They putmusic a lot of faith Digital Drum.coming “Theyin put a lot faithbe in the people and let of them in the people and let them creative,” addscoming Dong, ainGraphic Artistbe for creative,” adds Dong, APTN National News.a Graphic Artist for APTN National News.Métis descent, holds Cleave, of Manitoba Cleave, of from Manitoba Métis descent, holds a film degree the University of Winnia film from in theDigital University of Design Winnipeg anddegree a diploma Media peg and diploma in Digital Mediaher Design from Reda River College.

She began from Red River College. began practiher journey with APTN on a She two-week journey with APTN on aleading two-week cum while at the college, to apractipaid cum while at the college, to aDrum, paid summer internship in 2011leading at Digital summer internship in 2011 at Digital Drum, which showcases Indigenous music and its which When showcases Indigenous music and its artists. an online producer position artists.

When an online producer position came up, Cleave applied. Given her recent came up, Cleave applied.

Given her recent experience with the network, she was deemed experience with thetonetwork, sheinto was the deemed an ideal candidate transition job. an ideal candidate to transition into the job.

It’s really empowering to know that really to know that IIt’s have the empowering management’s support.

I haveare thevery management’s They accepting ofsupport. young They areideas very and accepting of young people’s innovations. people’s ideas and innovations.

Kimberly Cleave Kimberly Cleave Online Producer

Online Producer

Now she oversees Digital Drum’s content sheproduction, oversees Digital Drum’s content andNow video and travels wideand video production, and travels widely, from Haida Gwaii to Yellowknife and ly, from Haida Gwaii and internationally.

“I havetoa Yellowknife pretty amazing internationally. “I have a pretty amazing

RANEE DONG, GRAPHIC ARTIST, AT APTN NATIONAL NEWS RANEE DONG, GRAPHIC ARTIST, AT APTN NATIONAL NEWS

job, to work in the music scene and go to job, to work in the music scene andit’s goreally to festivals and travel,” she says.

“And festivals and travel,” “And really empowering to knowshe thatsays.

I have theit’smanempowering to know thatareI have management’s support.

They very the accepting agement’s support.ideas Theyand areinnovations. very accepting of young people’s of young and and innovations.

They havepeople’s a lot of ideas patience take a lot of Theytohave a lot of patience and take a lot of time train you.” time to train you.”through Red River ColDong also went Dong also went Riverafter College’s Digital Mediathrough Design Red program lege’s Digital programofafter getting her BAMedia from Design the University Mangettingand heralso BA started from the of Manitoba, at University Digital Drum on and internship, also startedmaking at Digital Drum on aitoba, summer videos.

Later a summer internship, making videos.

Later the young Métis woman began filling in as theentry-level young Métis filling in as an TVwoman tech in began the newsroom. an entry-level TVhad tech the newsroom.

Though she still toin attend courses in her Thoughprogram, she still had to attend courses inher her college APTN accommodated college“Iprogram, APTN her hours. would rush overaccommodated at 4 p.m. to work hours.

“I would rush over at 4she p.m. to work on the news, going live at 5,” recalls. onDong the news, going live at 5,” she recalls. started working full-time in the Dong started working full-time in the

newsroom in 2013 and was promoted to newsroom 2013 and waslater. promoted to her currentinposition a year She now her current year later.for She handles the position on-screena graphics thenow handles the on-screen forevents the national news and for graphics such major national news andfederal for such majorcovevents as APTN’s 2015 election as APTN’s 2015 federal erage.

She has picked upelection a lot of covskills erage. a lot of skills on the She job,has andpicked she hasupalso received on the job, training, and she has also received specialized including a stint in specialized training, including a stint in Los Angeles.

Los Angeles.

Debbie Isaak, Director of Human Debbie Director of aHuman Resources,Isaak, says APTN puts lot of emResources, says APTNand putsother a lotvehicles of emphasis on internships phasis on internships and other vehicles to involve young people. These start as to involve young people. as early as high school, withThese “workstart experiearly asoffered high school, with “work ences” to 12 students lastexperiyear. ences” offered to 12 students year.

“These are young people wholast really want “These arebehind-the-scenes young people whoflavour really want to get the of to get the behind-the-scenes broadcasting,” says Isaak. flavour of broadcasting,” Isaak. paid internships There are alsosays the formal There are also the formal paid internships

put put your your career career in in focus focus scholarships • internships • mentorships scholarships • internships • mentorships

learn about APTN’s current opportunities, learn about APTN’s current opportunities, in front or behind the camera. in front or behind the camera. visit aptn.ca/careers visit aptn.ca/careers

open to First Nations, Inuit and Métis open to First Nations, Inuit and Métis or post-secondary students in journalism post-secondary students APTN in journalism or broadcasting programs. has an adbroadcasting APTN an additional internprograms. partnership withhas Journalists ditional intern partnership with Journalists for Human Rights, and offers two $2,000 for Human Rights, offersIndigenous two $2,000 scholarships to helpand support scholarships to help support Indigenous journalism students in their final year. journalism students in their final year. in “We hope this will pique their interest “We hopesays thisIsaak. will pique their interest in APTN,” APTN,” says Isaak.

Once young people are in the door, she Once peoplesupport are in the door, she says, “weyoung give strong to our people says, “wementorships, give strong support to our people through work experiences and through mentorships, work experiences and a lot of training and development.” a lot of training and development.”

While internships and scholarships are Whiletointernships scholarships are limited Indigenousand candidates, Isaak limited to Indigenous Isaak notes that anyone can candidates, apply for a job notes that The anyone canand apply for a job at APTN. news programming at APTN. Thearenews and programming departments the biggest employers – departments areproduced the biggest employers most shows are externally by– most shows are produced by independent producers orexternally independent independent producers independent production houses – andorthere are also production houses – and there roles are also regular organizational support from regular finance organizational to marketing. support roles from finance marketing.

Abovetoall, APTN offers “a sense of famiall, APTN offers “a sense of family,”Above says Isaak, of Métis descent.

“The sense ly,” says Isaak, of Métis descent.

“The sense of pride is No. 1.” of pride is No. 1.”

TUITION ASSISTANCE FOR TUITION ASSISTANCE FORIN EMPLOYEES INTERESTED EMPLOYEES FURTHER INTERESTED EDUCATION IN FURTHER EDUCATION OVER 30 JOBS AVAILABLE IN OVER 30 THEJOBS PASTAVAILABLE YEAR IN THE PAST YEAR

FORMAL MENTORSHIP FORMAL MENTORSHIP PROGRAM PROGRAM PAID INTERNSHIPS FOR PAID INTERNSHIPS FOR STUDENTS AND NEW GRADS STUDENTS AND NEW GRADS

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AIG AIG helps helps young young professionals professionals harness harness their their careers careers

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auren Sas, a young Torontoauren underwriter Sas, a young with Torontobased AIG based underwriter withabout AIG the Canada, is passionate Canada, passionate the work she isdoes with theabout propertywork sheinsurance does withgiant. the propertycasualty “I’m casualty insurance “I’m excited to go to work each daygiant. because excitedday to isgodifferent,” to work each every saysday Sas,because who joined every is different,” says Sas,graduating who joined AIG inday September 2016, after AIG in after graduating from theSeptember University2016, of Calgary’s Haskayne from of Calgary’s Haskayne SchooltheofUniversity Business. “It’s a people-oriented School ofand Business.

“It’sisaintellectually people-oriented industry the work industry andIthe challenging. lovework whatisIintellectually do.” challenging. love whatby I do.”

Sas is also Iimpressed the wide range of Sas isdevelopment also impressed bythat the have wide been rangeput of career tools career development tools that have mentorbeen put at her disposal, including a formal at herprogram disposal,that including a formal ship paired her with amentorsenior ship program that paired her with a senior manager for regular one-on-one sessions. manager for regular one-on-one “The program is really tailoredsessions. to help “Theprofessionals program is really tailored to help young develop the skills they youngtoprofessionals develop the mentor skills they need succeed,” says Sas. “My has need to says Sas. “My mentor has given mesucceed,” a better understanding of the role given me a better understanding the role of an underwriter and helped meofimprove of an underwriter andincluding helped mepresentation improve in a number of areas, in a number areas,toincluding presentation skills and theofability network.” skills andcontinuing the ability to network.”

AIG’s education program AIG’s continuing education also reimbursed Sas the full costprogram of tuition, also reimbursed Sas the costsuccessfully of tuition, textbooks and exam feesfull as she textbooks and fees as she successfully completed her exam Risk Management Certificompleted Certificate duringher herRisk first Management year on the job. cate during her first year on the job.

I’m constantly amazed at what this I’m constantly amazed at what this generation of young professionals generation of young professionals can teach us. can teach us.

Lynn Oldfield

President and CEO Lynn Oldfield President and CEO

Sas now hopes to take advantage of Sas now take advantage of AIG’s Earlyhopes CareertoProgram, a carefully AIG’s Earlytwo-year Career Program, carefully structured initiative aopen to new structured two-year initiative openkicks to new employees.

The program typically off employees. The program typically kicks off

AIG EMPLOYEES PLANTING TREES AS PART OF THEIR VOLUNTEER EFFORTS AIG EMPLOYEES PLANTING TREES AS PART OF THEIR VOLUNTEER EFFORTS

with a three-week summit at AIG’s North with a three-week summit at AIG’s American headquarters in New YorkNorth City, American headquarters NewtoYork City, where participants have in access some of where participants access to some of the company’s mosthave senior executives. theOver company’s most senior the remainder of theexecutives. program, new Over work the remainder of the program, new recruits closely with company veterans recruits closely with to company veterans on very work deliberate targets further improve on very tocareer furthergrowth. improve their skilldeliberate sets and targets promote their skill sets and promote growth.

AIG also places a strong career focus on its coalso places a strong focusstudents. on its coopAIG program for undergraduate In op program for undergraduate students. addition to on-the-job experience, co-op In addition are to on-the-job students encouragedexperience, to take partco-op in students are to take partevents. in company andencouraged industry networking company andwell, industry networking events.

If all goes the students will receive all goes well, full-time the students will receive anIfoffer of future employment an offer just of future employment at AIG, prior full-time to entering their fourth at AIG, to entering their fourth and finaljust yearprior of undergraduate studies. and year of undergraduate studies.

Allfinal of these initiatives, says AIG PresAll and of these says AIG President CEOinitiatives, Lynn Oldfield, have a ident and CEO Lynn Oldfield, have a

common theme – ensuring a pipeline of common – ensuring a pipeline of talent for theme the future. talent for the future.

Oldfield notes that a decade ago, the Oldfield notes that a decade ago, the property-casualty insurance industry as insurance industry as aproperty-casualty whole faced a dilemma: fully a quarter a whole faced were a dilemma: a quarter of employees eligiblefully for retirement, of were for retirement, andemployees recruitment ofeligible young professionals and lagging recruitment of young professionals was behind.

Programs like the ones was behind.

Programs AIGlagging championed have helped like turnthe theones AIG championed have helped turn the tide. tide.

“Today, there are more Millennials than “Today, thereworking are moreinMillennials than Baby Boomers the property-caBaby Boomers in the sualty insuranceworking business,” saysproperty-caOldfield. sualty insurance business,” says Oldfield.

A 35-year veteran of the industry, A 35-year of theinindustry, Oldfield has veteran participated the compaOldfield has participated the year company’s mentorship program in every since ny’sinception mentorship program every year since its in 2014.

“I honestly believe its in out 2014. honestly believe thatinception I get more of “I it than anyone,” she that I“Young get more out of it than anyone,” she says. professionals have a different says. “Young professionals have a different

lens for viewing the world and this lets me lens forunderstand viewing thetheir world and this lets me better priorities.” better understand their priorities.” and While competitive compensation Whileremain competitive compensation benefits important for today’sand benefitsprofessionals remain important for today’s young – especially for those young professionals – especially for says those living in high-cost cities – Oldfield livingare in also high-cost cities Oldfield that says are they looking for –employers they are responsible also lookingand forgive employers socially back tothat the are socially responsible and give back to the community. community.

They are also determined to have a Theydegree are also haveown a strong of determined control overtotheir strong degree of control over their own careers. careers.

“Young people are always impatient people always impatient to “Young get to the next are level; I know I was at to getage,” to thesays next level; I know I was atin their Oldfield.

“We believe their age,” says professionals Oldfield. “Weharness believetheir in helping young helping young harness own careers by professionals providing them with their the own careers by providing the training, networking and them timelywith feedback training, networking feedback on performance they and wanttimely and need.” onAnd performance and need.” what doesthey the want company get in And what does the company get in return? return?

“We get a diversity of skills and thought “We a diversity of skills and thought that areget essential to keep us moving that are essential to keep“I’m us moving forward,” says Oldfield. constantly forward,” “I’m constantly amazed at says whatOldfield. this generation of young amazed at what generation of young professionals canthis teach us.” professionals can teach us.”

Launching Launching careers careers and and developing developing future future leaders leaders for for over over 50 50 years. years.

AIG Insurance Company of Canada is the licensed underwriter of AIG Property Casualty insurance products in Canada. ©2018 International Inc. AllCasualty rights reserved.

AIG Insurance CompanyCopyright of Canada is the American licensed underwriter of Group, AIG Property insurance products in Canada.

Copyright ©2018 American International Group, Inc. All rights reserved.

TUITION ASSISTANCE FOR TUITION ASSISTANCE FORIN EMPLOYEES INTERESTED EMPLOYEES FURTHER INTERESTED EDUCATION IN FURTHER EDUCATION FORMAL MENTORSHIP FORMAL MENTORSHIP PROGRAM PROGRAM SPECIAL BONUSES FOR SPECIAL BONUSES COMPLETING ELIGIBLE FOR COURSE COMPLETING ELIGIBLE COURSE AND ACCREDITATIONS AND ACCREDITATIONS ONLINE AND IN-HOUSE ONLINE ANDPROGRAMS IN-HOUSE TRAINING TRAINING PROGRAMS

Learn more at AIG.ca Learn more at AIG.ca

CANADA’S TOP EMPLOYERS FOR YOUNG PEOPLE 2018

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Baycrest builds builds aa multi-generational multi-generational workforce workforce Baycrest

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s a global leader in geriatric braininhealth shealthcare, a global leader geriatric and aging, Baycrest Health healthcare, brain health Sciences strongly and aging,believes Baycrest Health in the importance of having Sciences believes strongly younger peopleininthe itsimportance workforce. of Employees, having students people and volunteers of all ages are key younger in its workforce.

Employees, to the growth and development of are thekey students and volunteers of all ages Toronto-based institution, whichofhelps to the growth and development the to break down institution, barriers thatwhich limit younger Toronto-based helps generations’ contact with to break down barriers thatolder limitadults. younger One of thecontact ways Baycrest brings younger generations’ with older adults. people organization is through One into of thethe ways Baycrest brings younger its youth volunteer program.isStudents people into the organization throughin elementary school participate in Baycrest’s its youth volunteer program. Students in music and art programs.

Those high elementary school participate inin Baycrest’s schooland can art complete community music programs.

Those inservice high hours at Baycrest andcommunity also gain valuable school can complete service work experience areas interest ranging hours at Baycrest in and alsoofgain valuable from experience culture to patient to research. work in areascare of interest ranging “The volunteer program way to from culture to patient care istoone research. introduce people, program get them isexcited about “The volunteer one way to healthcarepeople, and theget work weexcited do. They introduce them about have opportunities to make a meaningful healthcare and the work we do.

They difference working to with the apatients and have opportunities make meaningful residents,”working says Joniwith Kent, Vice difference theExecutive patients and President, Corporate Services & Chief residents,” says Joni Kent, Executive Vice Human Resources Officer.

President, Corporate Services & Chief Human Resources Officer.

We want to show young people howwant enriching it can be to have We to show young people contact with older how enriching it canadults. be to have contact with older Joni adults.

Kent Executive Vice President, Joni Kent CorporateExecutive Services Vice & Chief Human President, Resources Officer Corporate Services & Chief Human Resources Officer

In any given year, approximately 250 young people at Baycrest’s250 north In any givenvolunteer year, approximately Toronto campus.

Some at of Baycrest’s them, likenorth Regyoung people volunteer Toronto campus. Some of them, like Reg-

REBECCA BERGEL, REGISTERED DIETITIAN, AT BAYCREST HEALTH SCIENCES BERGEL, REGISTERED DIETITIAN, AT BAYCREST HEALTH SCIENCES istered Dietitian Rebecca Bergel,REBECCA eventually they’re known.

She’s been consistently return there to work. impressed by their and impacted istered Dietitian Rebecca Bergel, eventually they’re known.

She’swork beenethic consistently Bergel started out at Baycrest when she by the tragic Holocaust survivors. return there to work. impressed by tales theirof work ethic and impacted was in grades 7 and a feeding “They really tales appreciate you so much,” Bergel started out 8, at taking Baycrest when she by the tragic of Holocaust survivors. course that enabled hertaking to work as a feeding “They she says.

There’s also a genuine sense of was in grades 7 and 8, a feeding really appreciate you so much,” volunteer. experience helped community, as Baycrest hospitalsense clients course thatThat enabled her to work as confirm a feeding she says. There’s also a genuine of stay her hunchThat that nutrition fitness would longer than patients at acute-care hospitals, volunteer. experienceand helped confirm community, as Baycrest hospital clients stay be ahunch good career option for helpingthan to build stronger relationships. her that nutrition andher. fitness would longer patients at acute-care hospitals, withfor a degree Bergeltois build currently a special projects dietibe After a goodgraduating career option her. in kinesihelping stronger relationships. ology, worked in rehabilitation, then tian whose tasks include updating the dietimenu AfterBergel graduating with a degree in kinesiBergel is currently a special projects completed a second in nutrition.then and whose planning forinclude special updating holiday meals with ology, Bergel workeddegree in rehabilitation, tian tasks the menu Eager to return to Baycrest, had a traditional foods appeal to Baycrest’s completed a second degree inwhich nutrition. and planning for that special holiday meals with big impact on her, she accepted a part-time population.foods Last that Chanukah, forBaycrest’s example, Eager to return to Baycrest, which had a traditional appeal to position as on a nutritionist. latkes, jelly donuts and special were all big impact her, she accepted a part-time population.

Last Chanukah, forcookies example, By thisastime, Bergel had also started a on thejelly menu.

“These things makewere suchall position a nutritionist. latkes, donuts andlittle special cookies family, which a daughter and a a difference,” explains.

“We order By this time,included Bergel had also started on the menu. she “These little things makethem such youngerwhich identical twin aboys.

Working to tryshe to explains. improve “We quality of life.” family, included daughter and fullaspecially difference,” order them time wasidentical a challenge, she appreciated Alongtowith volunteers, Baycrest younger twinsoboys.

Working fullspecially try former to improve quality of life.” a position allowed maintain a often ends up former employing from theBaycrest large pool time was a that challenge, soher sheto appreciated Along with volunteers, of student trainees on its campus. thepool awork-life positionbalance. that allowed her to maintain a often ends up employing from the At large Over the years, Bergel, says she has university post-graduate levels,AtBaycrest work-life balance. of student and trainees on its campus. the learned a lotyears, fromBergel, Baycrest’s offers a wide of opportunities to more Over the saysclients, she hasas university andvariety post-graduate levels, Baycrest learned a lot from Baycrest’s clients, as offers a wide variety of opportunities to more

A century of dedication and excellence that A century of dedication and excellence that makes Baycrest a workplace of choice. makes Baycrest a workplace of choice.

Join our team at baycrest.org/careers Join our team at baycrest.org/careers

than 1,500 students who train there each year. 1,500 These students who and recent graduates than train there each fromThese around the globe year. students andactively recent participate graduates in smallaround group learning aging, andin from the globefocused activelyonparticipate clinical issueslearning in geriatrics andongerontology. small group focused aging, and They work alongside the world’s top brain clinical issues in geriatrics and gerontology. scientists healthcare They workand alongside the professionals. world’s top brain Kent says students who go on to scientists andthat healthcare professionals. apply permanent roles who at Baycrest “have Kentforsays that students go on to done their homeworkroles andatknow what“have kind apply for permanent Baycrest of areatheir theyhomework want to focus When done and on. know whatthey kind arearea withthey us at Baycrest, weon. want to show of want to focus When they young how enriching it can be to are withpeople us at Baycrest, we want to show have contact adults.” young peoplewith how older enriching it can be to Forcontact employees to further their have withwho olderwant adults.” education, funds who are available conferFor employees want to for further their ences, workshops, courses andfor travel abroad education, funds are available conferto helpworkshops, expand andcourses enhance skills.

In ences, andtheir travel abroad addition, Baycrest tuition to help expand andoffers enhance theirassistance skills. In and learning awards. addition, Baycrest offers tuition assistance alwaysawards. great when people are going and“It’s learning away learning, and then coming back,” “It’sand always great when people are going says Kent.

“Fresh perspectives and new away and learning, and then coming back,” ideasKent. are essential for the development says “Fresh perspectives and new and growth our organization.

It producesand a ideas areofessential for the development better outcome for our clients.” growth of our organization.

It produces a better outcome for our clients.”

OVER 220 JOBS AVAILABLE THEJOBS PASTAVAILABLE YEAR OVERIN220 IN THE PAST YEAR PAID INTERNSHIPS FOR STUDENTS AND NEW GRADS PAID INTERNSHIPS FOR STUDENTS AND NEW GRADS SUBSIDIES FOR PROFESSIONAL ACCREDITATIONS SUBSIDIES FOR PROFESSIONAL ACCREDITATIONS ONLINE AND IN-HOUSE TRAINING ONLINE ANDPROGRAMS IN-HOUSE TRAINING PROGRAMS

CANADA’S TOP EMPLOYERS FOR YOUNG PEOPLE 2018

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Bell Canada’s Canada’s team team members members connect connect with with the the future future Bell

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magine joining a company after graduamagine joining a company after graduation and working on such groundbreaktion and working on such groundbreaking projects as using drones to track the ing projects as using drones to track the mobile experience of fans at Toronto’s mobile experience of fans at Toronto’s BMO Field, rolling out direct fibre links BMO Field, rolling out direct fibre links and the fastest Internet to customers across the and the fastest Internet to customers across the country, or championing Bell Let’s Talk, country, or championing Bell Let’s Talk, Canada’s largest corporate initiative dedicated Canada’s largest corporate initiative dedicated to mental health. For team members at Bell to mental health. For team members at Bell Canada, that’s the rule rather than the exception.

Canada, that’s the rule rather than the exception.

On any given day at Bell, more than 50,000 On any given day at Bell, more than 50,000 employees across the country are implementemployees across the country are implementing the latest TV innovations, trialling new ing the latest TV innovations, trialling new wireless speeds and developing Internet of wireless speeds and developing Internet of Things solutions. Supporting these initiatives Things solutions. Supporting these initiatives is a vast network of people working in a variety is a vast network of people working in a variety of fields including network engineering, marof fields including network engineering, marketing, broadcasting, IT, finance, HR and legal. keting, broadcasting, IT, finance, HR and legal.

As Canada’s leading communications proAs Canada’s leading communications provider, Bell is not only investing in innovation vider, Bell is not only investing in innovation that’s helping to revolutionize the way Canathat’s helping to revolutionize the way Canadians connect, it’s also constantly evolving with dians connect, it’s also constantly evolving with an eye on the future. A key to that transforan eye on the future. A key to that transformation is the company’s approach to hiring mation is the company’s approach to hiring and developing the next generation of leaders. and developing the next generation of leaders.

At Bell, your age isn’t held against At Bell, your isn’t heldfor against you.

You areage appreciated you.

You are appreciated for and bringing a different outlook bringing a different to outlook and set of experiences the table. set of experiences to the table.

Miri Makin

Miri Makin Communications Manager Communications Manager

“We are only as good as our people and at Bell “We are only as good as our people and at Bell we have a team that’s highly skilled, embraces we have a team that’s highly skilled, embraces change and wants to be part of developing the change and wants to be part of developing the future,” says Sonia Brar, VP, IT Delivery, Bell future,” says Sonia Brar, VP, IT Delivery, Bell Media & Corporate. “Technology changes so Media & Corporate. “Technology changes so quickly, it makes for a very competitive enviquickly, it makes for a very competitive environment – but it also makes Bell an exciting ronment – but it also makes Bell an exciting

MEMBERS OF BELL’S GRADUATE LEADERSHIP PROGRAM MEMBERS OF BELL’S GRADUATE LEADERSHIP PROGRAM

place to start and grow your career.” place to start and grow your career.”

There are thousands of career opportunities There are thousands of career opportunities at Bell each year and plenty of options for young at Bell each year and plenty of options for young people looking to get their careers started. Last people looking to get their careers started. Last year Bell hired more than 1,000 students across year Bell hired more than 1,000 students across the organization through summer student placethe organization through summer student placements, paid internships, university co-op proments, paid internships, university co-op programs and Bell’s Graduate Leadership Program. grams and Bell’s Graduate Leadership Program.

The award-winning program supports new The award-winning program supports new graduates in their leadership development with graduates in their leadership development with plenty of networking opportunities, challenging plenty of networking opportunities, challenging and diverse work assignments, and opportuniand diverse work assignments, and opportunities to learn from Bell leaders. Grads can expand ties to learn from Bell leaders. Grads can expand their skills and gain valuable experience in a their skills and gain valuable experience in a wide variety of roles and departments. The prowide variety of roles and departments. The program also has a built-in mentorship compogram also has a built-in mentorship component that helps new team members create their nent that helps new team members create their own growth plan and learn from other leaders. own growth plan and learn from other leaders.

Give your your Give career a a boost. boost. career

Join a winning team. Apply today at bell.ca/careers Join a winning team. Apply today at bell.ca/careers Follow us @bell_jobs Follow us @bell_jobs

HR Consultant Geneviève Marcil-Joly and HR Consultant Geneviève Marcil-Joly and Communications Manager Miri Makin are Communications Manager Miri Makin are strong advocates for the program. Marcil-Joly strong advocates for the program. Marcil-Joly was already working in an entry-level position was already working in an entry-level position when she was accepted into the program. She when she was accepted into the program. She began with a three-month term in Customer began with a three-month term in Customer Service before moving into her current posiService before moving into her current position. She’s been impressed with the interaction tion. She’s been impressed with the interaction and coaching she’s received from Bell’s senior and coaching she’s received from Bell’s senior leaders. leaders.

“It’s a great opportunity,” says Marcil-Joly, “It’s a great opportunity,” says Marcil-Joly, who works in Bell’s Montréal headquarters. who works in Bell’s Montréal headquarters.

“You connect with people who are very open “You connect with people who are very open and enthusiastic about teaching new grads and and enthusiastic about teaching new grads and providing advice, direction and support.” providing advice, direction and support.”

Makin agrees, adding that it’s a great place Makin agrees, adding that it’s a great place for your career path to grow. She completed for your career path to grow. She completed the program in 2016 and has already amassed the program in 2016 and has already amassed

a wealth of experience thanks to challenging a wealth of experience thanks to challenging assignments that include drafting key presenassignments that include drafting key presentations for senior leaders and communicating tations for senior leaders and communicating with the company’s large internal audience. with the company’s large internal audience.

Just over a year after starting at Bell, Makin’s Just over a year after starting at Bell, Makin’s role has expanded to include editing Bell’s role has expanded to include editing Bell’s internal news site. “At Bell, your age isn’t held internal news site. “At Bell, your age isn’t held against you,” says Makin. “You are appreciated against you,” says Makin. “You are appreciated for bringing a different outlook and set of for bringing a different outlook and set of experiences to the table, and you have lots of experiences to the table, and you have lots of opportunities for advancement.” opportunities for advancement.”

Marcil-Joly and Makin say they know Marcil-Joly and Makin say they know their careers are just beginning and there is a their careers are just beginning and there is a wealth of opportunity at Bell to grow in their wealth of opportunity at Bell to grow in their current role or move in a completely different current role or move in a completely different direction. As Brar explains, Bell is very focused direction. As Brar explains, Bell is very focused on developing its employees from day one on developing its employees from day one and making sure they can clearly see their and making sure they can clearly see their future with the company. “There are plenty of future with the company. “There are plenty of examples of team members who have changed examples of team members who have changed careers without changing companies,” says careers without changing companies,” says Brar. “We just had an employee retire after 37 Brar. “We just had an employee retire after 37 years – and she said that the diversity of her years – and she said that the diversity of her roles and opportunities for career growth kept roles and opportunities for career growth kept her engaged until her very last day. That says her engaged until her very last day. That says a lot.” a lot.”

EDUCATION ASSISTANCE FOR EDUCATION EMPLOYEESASSISTANCE INTERESTEDFOR IN EMPLOYEES INTERESTED FURTHER EDUCATIONIN FURTHER EDUCATION 6,900 JOBS AVAILABLE 6,900 JOBSPAST AVAILABLE IN THE YEAR IN THE PAST YEAR GRADUATE LEADERSHIP GRADUATE LEADERSHIP PROGRAM PROGRAM 1,000+ STUDENTS HIRED 1,000+ LAST STUDENTS YEAR HIRED LAST YEAR

your career your career just got just got better better

CANADA’S TOP EMPLOYERS FOR YOUNG PEOPLE 2018

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Bruce Power Power offers offers aa bright bright future future to to recent recent grads grads Bruce

J

ay Patel is a self-described “city guy” who grew in the Toronto ay Patel is aupself-described “city guy” district of up Scarborough and went who grew in the Toronto to university in nearby Oshawa. district of Scarborough and went When he graduated with his degree to university in nearby Oshawa. inWhen electrical engineering, he graduated withhehismoved degree to the in shores of Lake Huron to he take a electrical engineering, moved position as anofEngineering to the shores Lake HuronTrainee to takeina Component at Bruce Power position as anDesign Engineering Trainee inLP. Patel knew he would likePower life inLP. Bruce Component Design at Bruce County, whereheBruce hasinitsBruce Patel knew wouldPower like life headquarters, he hadhas been County, wherebecause Bruce Power its there before. He completed twohad separate co-op headquarters, because he been there assignments while he was for before.

He completed two studying separate co-op his Bachelorwhile of Electrical Engineering assignments he was studying for at the Bachelor University OntarioEngineering Institute Ofat his of Of Electrical Technology. the University Of Ontario Institute Of Patel’s first stint at Bruce Power, which Technology. generates onestint thirdatofBruce Ontario’s electricPatel’s first Power, which ity, was inone thethird reactor safety division, generates of Ontario’s electricwhere side safety by sidedivision, with colity, washeinworked the reactor leagueshewho had decades of experience where worked side by side with colin nuclear including in-depth leagues whoenergy, had decades of experience knowledge of working with the regulator in nuclear energy, including in-depth to ensure safe plant operations. knowledge of working with the regulator to ensure safe plant operations.

We have amazing jobs. You can be challenged for your entire We have amazing jobs.

Youcareer can be while learning on the challenged for and yourgrowing entire career job forlearning years toand come. while growing on the job for years Cathy to come.

Sprague Executive President CathyVice Sprague of Human Executive ViceResources President of Human Resources

“They’d worked with everything,” says Patel, worked who waswith ableeverything,” to get out in “They’d the field watch senior says Patel,and who was able to engineers get out in contribute astutesenior plant operations. the field andtowatch engineers “I attendedtomeetings and operations. observed how contribute astute plant engineers I developed “I attendedcommunicated. meetings and observed how engineers communicated. I developed

JAY PATEL, ENGINEERING TRAINEE IN COMPONENT DESIGN, AT BRUCE POWER JAY PATEL, ENGINEERING TRAINEE IN COMPONENT DESIGN, AT BRUCE POWER

soft skills such as effectively presenting to managers.” soft skills such as effectively presenting he graduated last year, Patel to When managers.” took a job Bruce Power, persuaded When heatgraduated last year, Patel by his student thatpersuaded it would be took a job atexperiences Bruce Power, by a good placeexperiences to start histhat career even ifbehis his student it would was, to at first, notcareer happyeven to see amother good place start his if her his son leave hisathometown.

When to sheseeand mother was, first, not happy her his father came up for a summer visit, son leave his hometown.

When she and however, and his father they camesaw up the for aattractions summer visit, “loved it they too,”saw saysthe Patel. however, attractions and Patelitistoo,” one says of over 100 young people “loved Patel. recruited joinyoung Brucepeople Patel is every one ofyear overto100 Power, which a total workforce recruited everyhas year to join Bruce of more than 4,000. several years, of the Power, which has aFor total workforce company beenFor focused attracting more thanhas 4,000. severalonyears, the graduateshas from colleges andonuniversities company been focused attracting across the from country.

Along with engigraduates colleges and universities across the country. Along with engi-

neers, Bruce Power also actively recruits and provides apprenticeships forrecruits tradesneers, Bruce Power also actively people in all apprenticeships 15 of the building and provides fortrades, tradesincluding millwrights, pipefitters and people in all 15 of the building trades, carpenters.millwrights, Then there pipefitters are a wide and including variety of other carpenters.

Thenpositions, there are aranging wide from project of managers, nuclear ranging operatorsfrom and variety other positions, chemistsmanagers, to firefighters, and and HR project nuclearfinance operators administrators. chemists to firefighters, finance and HR “We have amazing jobs,” says Cathy administrators.

Sprague, Executive President of Hu“We have amazingVice jobs,” says Cathy man Resources.

“You be challenged Sprague, Executive Vicecan President of Hufor your entire career and man Resources.

“You while can belearning challenged growing on thecareer job forwhile yearslearning to come.” for your entire and A relative newcomer to Saugeen growing on the job for years to come.”

Shores, Sprague has learned to relish the A relative newcomer to Saugeen non-urban life inhas thelearned regionto sherelish nowthe Shores, Sprague calls home.life Sheinnow sheshe would non-urban the says region nownevcalls home. She now says she would nev-

Bruce Power produces 30% of Ontario’s Bruce Power produces 30% of Ontario’s electricity at 30% less than the average cost electricity at 30% less than the average cost to generate residential power. to generate residential power.

er dream of leaving Bruce County. Along with the locals, Bruce Power attracts er dream of leaving Bruce County.

Along Maritimers, former oilPower field employees with the locals, Bruce attracts from the West, and oil many from Maritimers, former fieldresidents employees London, Guelph and Kitchener-Wafrom the West, and many residents from terloo regions andand graduates of their London, Guelph Kitchener-Wauniversities. terloo regions and graduates of their Patel says there are lots of young peouniversities. plePatel to socialize with easily says there areand lotshe of can young peogather enough players tohe field cricket ple to socialize with and cana easily team, which one of his favourite gather enoughis players to field a cricket sports.which In theissummer, there’s way too team, one of his favourite much to says. Inthere’s the winter, he sports.

Indo, thehe summer, way too tried curling andsays. tookInup much to do, he thebowling winter, with he friends.

Bruceand County is known its tried curling took up bowlingforwith snowshoe, cross country and snowmofriends.

Bruce County is known for its bile trails. cross country and snowmosnowshoe, the job as an Engineer Trainee, bileOn trails.

Patel challenges and the On enjoys the jobboth as anthe Engineer Trainee, learning curve.

Patel enjoys both the challenges and the “We run a complex business,” says learning curve.

Sprague.

“We need thebusiness,” bright ideas “We run a complex saysof young people coming of colleges Sprague.

“We need theout bright ideas ofand universities. can out lookofforward a young peopleThey coming collegestoand very bright future withlook Bruce Power.” universities.

They can forward to a very bright future with Bruce Power.”

OVER 500 JOBS AVAILABLE THEJOBS PASTAVAILABLE YEAR OVERIN500 IN THE PAST YEAR ON-THE-JOB TRAINING AND CAREER DEVELOPMENT ON-THE-JOB TRAINING AND CAREER DEVELOPMENT PAID INTERNSHIPS AND CO-OP FOR STUDENTS PAID TERMS INTERNSHIPS AND CO-OP TERMS FOR STUDENTS SUBSIDIES FOR PROFESSIONAL ACCREDITATIONS AND SUBSIDIES FOR PROFESSIONAL DEVELOPMENTAND ACCREDITATIONS DEVELOPMENT

CANADA’S TOP EMPLOYERS FOR YOUNG PEOPLE 2018

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Capital One One prides prides itself itself on on flexibility flexibility and and an an open open culture culture Capital

W

hen Becca Mintz graduated from McGill hen Becca Mintz Universityfrom with McGill a graduated commerce with degree University a in 2009, she won jobin commerce degree offers from several companies, including 2009, she won job Capital One Canada.

It was a including tough offers from several companies, decisionOne and Canada.

Mintz asked hera father Capital It was tough for advice before making her her choice. decision and Mintz asked father for “Hebefore said that since her I was a Millennial advice making choice. and people of my generation never stay in “He said that since I was a Millennial one people place for than two never or three years, and of more my generation stay in I might well pickthan somewhere that would one placeasfor more two or three years, fun,”asshe recalls.

“So I thought Ibemight well pick somewhere thatabout would how I feltsheduring recruiting process. be fun,” recalls.the“So I thought about “I Iwas the high-powered how feltimpressed during thebyrecruiting process. intellectual rigour of Capital One’s approach “I was impressed by the high-powered into hiring,rigour but inofaddition that,approach some of tellectual CapitaltoOne’s thehiring, other but companies madetome feelsome I would to in addition that, of need to behave like someone wasn’t.

With the other companies made meI feel I would the Capital Onelike management need to behave someone I team wasn’t.I was With more comfortable, more at ease.

I felt I the Capital One management team I was couldcomfortable, be me. more more at ease. I felt I “Eight years later I’m still having fun at could be me.

Capital and fun develop“EightOne, yearsand laterstill I’mlearning still having at ing my One, skills and my Capital still career.” learning and developing my skills and my career.”

I’m still having fun at Capital One, andstill stillhaving learning developing I’m funand at Capital One, my skills and my and career. and still learning developing my skills and myBecca career.Mintz Senior Business Becca Manager Mintz

Senior Business Manager

Mintz started out as a business analyst with the started company’s marketing team.

Mintz out digital as a business analyst Threethe promotions a lateral transfer with company’sand digital marketing team. later, she’s now Senior Manager Three promotions and Business a lateral transfer in product and Senior customer strategy, leading a later, she’s now Business Manager team of 21and associates, eight of whom report in product customer strategy, leading a directly to her. team of 21 associates, eight of whom report directly to her.

BECCA MINTZ, SENIOR BUSINESS MANAGER AT CAPITAL ONE

“One of the most meaningful experiences forofme Capital One has experibeen the “One theatmost meaningful exceptionally mentorship fromthe my ences for me atstrong Capital One has been managers andstrong seniormentorship leaders,” shefrom says.my exceptionally “I’ve always valued, and their managers andfelt senior leaders,” she ongoing says. encouragement has allowed my confidence “I’ve always felt valued, and their ongoing to grow.” encouragement has allowed my confidence As well as formal and informal mentorto grow.” ship to support the growth of all As programs well as formal and informal mentorassociates, Capital One offers a varietyofofall ship programs to support the growth leadership Capital development programs, encourassociates, One offers a variety of ages volunteering in the programs, community, and leadership development encourprovides an accommodating work environages volunteering in the community, and ment. an accommodating work environprovides This is all part of an open, collaborative ment. culture, Christina McClung, Chief This issays all part of an open, collaborative culture, says Christina McClung, Chief

BECCA MINTZ, SENIOR BUSINESS MANAGER AT CAPITAL ONE

People Officer. “The market for young talent isOfficer. extraordinarily competitive.

DifferPeople “The market for young entiation of culture is a competitive. key component in talent is extraordinarily Differfinding the people, over and aboveinpay entiation of right culture is a key component and benefits and people, other basic finding the right overconsiderations. and above pay A flexible culture and work-life balance are and benefits and other basic considerations. we excel in. and work-life balance are Aareas flexible culture “We areas weunderstand excel in. life happens beyond our walls so we provide a great group of “We understand life happens beyond programs and associates our walls so weservices providetoa help great our group of live their lives, realizingtothey’re all associates unique. programs and services help our For their example, offer telecommuting, flex live lives,we realizing they’re all unique. work and generous time off.”

For example, we offer telecommuting, flex With in Toronto, Capital work andheadquarters generous time off.”

One Canada has beeninoperating the credWith headquarters Toronto,inCapital it card markethas forbeen 20 years but “still feels One Canada operating in the credit card market for 20 years but “still feels

more like a technology startup than a financial institution,” McClung says.than “In ahiring more like a technology startup finanwe look for the values we were on: cial institution,” McClung says.founded “In hiring smart, a tonfounded of heart.” we lookdriven for thepeople valueswith we were on: Onedriven of the people company’s is smart, withcore a tonvalues of heart.” giving the community.

Mintz One back of thetocompany’s core values is has experienced this “I volunteer giving back to thefirst-hand. community.

Mintz hasas a Big Sister, this which requires “I a commitment experienced first-hand. volunteer as spend time withrequires my littlea sister once a atoBig Sister, which commitment week,” says.

“She’s now butonce whena to spendshe time with my 14 little sister she hadshe an says. earlier bedtime I was able to week,” “She’s 14 now but when leave work early tobedtime see her.IMy she had an earlier wasneed able for to flexible hours wasn’t it was leave work early to seejust her.tolerated My need– for embraced andwasn’t supported.” flexible hours just tolerated – it was Mintz’s and personal success has been recembraced supported.” ognized only within Onerecbut Mintz’snot personal successCapital has been externally well.within In November she ognized notasonly Capital 2017 One but was namedasawell. winner in the Future Leaders externally In November 2017 she category of athe Canada’s Most Powerful was named winner in the Future Leaders Women awards. category of the Canada’s Most Powerful “I wasawards. so honoured. It was humbling Women and not onlyIttowas winhumbling the award “I flattering was so honoured. but flattering to be nominated and not onlybytoour winPresident the award andto Chief People Officer,” says. “The but be nominated by ourshe President valueChief they People see in me has been and Officer,” sheexceptionsays. “The ally meaningful value they see in for meme.” has been exceptionally meaningful for me.”

TUITION ASSISTANCE FOR ASSOCIATES INTERESTED TUITION ASSISTANCE FORIN FURTHERINTERESTED EDUCATION IN ASSOCIATES FURTHER EDUCATION FORMAL MENTORSHIP PROGRAM FORMAL MENTORSHIP PROGRAM PAID INTERNSHIPS FOR STUDENTS AND NEW GRADS PAID INTERNSHIPS FOR STUDENTS AND NEW GRADS ONLINE AND IN-HOUSE TRAINING ONLINE ANDPROGRAMS IN-HOUSE TRAINING PROGRAMS

Start your career at a place where Start career at amost placevaluable where beingyour yourself is the being yourself is the most valuable thing you can be. thing you can be. capitalonecareers.ca capitalonecareers.ca

CANADA’S TOP EMPLOYERS FOR YOUNG PEOPLE 2018

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CIGI offers thoughtful work toward a better tomorrow CIGI offers thoughtful work toward a better tomorrow

S

amantha St. Amand, a Senior Research at athe Centre amantha Associate St. Amand, Senior for International Research AssociateGovernance at the Centre Innovation in Waterloo, Ont., for International Governance has crossed the Atlantic twice Innovation in Waterloo, Ont.,in the last year. spentthetwo weeks twice doingin has She crossed Atlantic research at theShe European Central the last year. spent two weeksBank doing in Frankfurt, she Bank headed research at theGermany.

EuropeanThen Central off to Rome for an annual conference on in Frankfurt, Germany.

Then she headed financial regulations for central banks. on off to Rome for an annual conference The conference featured presenters financial regulations for central banks. including the former Italianpresenters prime minister The conference featured and a European Central Bankprime vice presiincluding the former Italian minister dent. really valuable and fascinating and a “It’s European Central Bank vice presito meet with such high-calibre experts and dent.

“It’s really valuable and fascinating specialists,” says St. Amand, who joinedand to meet with such high-calibre experts CIGI straight outSt.ofAmand, graduatewho school.

“If I specialists,” says joined were economist orgraduate junior economist CIGIanstraight out of school. “IfinI the sector I probably getin werepublic an economist or juniorwouldn’t economist opportunities likeIthat.” the public sector probably wouldn’t get CIGI is an independent opportunities like that.” research organization supported by privateresearch donors as well CIGI is an independent organias funding from the Ontario and federal zation supported by private donors as well governments.

Susan Director of Huas funding from the Hirst, Ontario and federal man Resources,Susan says CIGI’s mandateofis Huto governments.

Hirst, Director focus on three areas the global economy, man Resources, says–CIGI’s mandate is to global security and internafocus on three and areaspolitics, – the global economy, tional global law. security and politics, and international law.

We’re looking for people who are great Wepeople let them come We’re thinkers. looking for who are up withthinkers. ideas about possible topics great We let them come of and provide them topics with upresearch with ideas about possible access to theand world’s best experts of research provide them with in their to field. access the world’s best experts in their field. Susan Hirst Director of Human Resources

Susan Hirst

Director of Human Resources

“We work on a vast array of topics,” says Hirst.

NAFTA to says “We“From work on a vast renegotiations array of topics,” Hirst. “From NAFTA renegotiations to

CIGI EMPLOYEES AT THE ORGANIZATION’S ANNUAL STAFF PICNIC CIGI EMPLOYEES AT THE ORGANIZATION’S ANNUAL STAFF PICNIC

the global refugee crisis to moving forward the Nationscrisis Declaration on forward the the United global refugee to moving Rights of Indigenous Peoples in Canada the United Nations Declaration on the and around the world.Peoples The wide scope of Rights of Indigenous in Canada our andworld. analysis is awide point of pride and research around the The scope of for CIGIand supports ourus.” research analysisemployees is a pointin oftheir pride pursuit inspiring research work that for us.” ofCIGI supports employees in their ispursuit focused on making the world a better of inspiring research work that place. is focused on making the world a better CIGI manages all this with a relatively place. small staffmanages of 84 resident and CIGI all this employees with a relatively an international of experts and small staff of 84 network resident employees and scholars.

CIGI also funds of 32experts scholarships an international network and for students pursuing graduate law degrees. scholars.

CIGI also funds 32 scholarships Masters students are eligible forlaw up to for students pursuing graduate degrees. $16,000, doctoralare students Masters students eligible$32,000. for up to CIGI’s staff researchers generally $16,000, doctoral studentsare$32,000. recent graduates with master’s or doctoral CIGI’s staff researchers are generally degrees in disciplines as economrecent graduates withsuch master’s or doctoral degrees in disciplines such as econom-

ics, international law, communications, international relations, public policy and ics, international law, communications, political science.

“We’republic looking for people international relations, policy and who are great thinkers,” Hirst. let political science.

“We’re says looking for“We people them come upthinkers,” with ideassays about possible who are great Hirst.

“We let topics of research andideas provide them with them come up with about possible access world’s experts in their topics to of the research andbest provide them with field.” access to the world’s best experts in their Staff researchers perform a variety of field.” roles.

They collaborate with aother CIGI Staff researchers perform variety of experts, publish articles with in academic jourroles. They collaborate other CIGI nals and publish write policy papers for a national experts, articles in academic jourand audience. of nals international and write policy papersOn for top a national their research, staffaudience. researchers and international Onalso topconof tribute opinionstaff content for CIGI’s their research, researchers also website, conwrite op-eds for content influential tribute opinion for publications CIGI’s website, and are featured in videos podcasts. write op-eds for influentialand publications “Because CIGIinis videos a smalland organization and are featured podcasts. you’re an important oforganization the puz“Because CIGI is piece a small you’re an important piece of the puz-

Influential research. Trusted analysis.

Influential research. Trusted analysis. www.cigionline.org www.cigionline.org

zle,” says St. Amand. Over time, CIGI has be a pathway to careers zle,”proved says St.toAmand.

Over time, CIGIin academia, and international has provedgovernment to be a pathway to careers in institutions.

“We’re a launching pad for academia, government and international many young “We’re people,”a launching says Hirst. pad “Wefor institutions. don’t to says stay Hirst. forever.“We They manyexpect youngpeople people,” meet people, they get their research out in don’t expect people to stay forever. They the public domain andtheir theyresearch move onout butin meet people, they get never give up their ties CIGI.” the public domain and to they move on but Apart from that, provides other never give up all their tiesCIGI to CIGI.” benefits.

“Besides the work, offer aother fabApart from all that, CIGIwe provides ulous environment,” Hirst.

“We ahave benefits.

“Besides thesays work, we offer fabtop-notch facilities and we’re in a“We greathave ulous environment,” says Hirst. location in facilities Uptown and Waterloo.” top-notch we’re in a great The building surrounds a large courtlocation in Uptown Waterloo.” yard, complete with terraces The building surrounds a and largecommon courtareas can double as workspaces.

In yard, that complete with terraces and common addition, building includesIn a areas thatthe canCIGI double as workspaces. meditation room, rooms with a addition, the CIGIchange building includes showers androom, lockerschange and holds weekly meditation rooms with yoga classes. have flexible showers and Employees lockers andalso holds weekly work hours and workingalso fromhave home is an yoga classes.

Employees flexible option one day per week. work hours and working from home is an “We’re small, but week. offer many of the option one day per same benefits as but largeoffer corporations,” “We’re small, many of the says sameHirst. benefits as large corporations,” says Hirst.

TUITION ASSISTANCE FOR EMPLOYEES INTERESTEDFOR IN TUITION ASSISTANCE FURTHER INTERESTED EDUCATION IN EMPLOYEES FURTHER EDUCATION PAID INTERNSHIPS FOR STUDENTS RECENT GRADUATES PAIDAND INTERNSHIPS FOR STUDENTS AND RECENT GRADUATES MATCHING PROGRAMS FOR RRSP INVESTMENTS UP FOR TO MATCHING PROGRAMS 7.5% OF EARNINGS RRSP INVESTMENTS UP TO 7.5% OF EARNINGS $300 PHYSICAL WELLNESS SUBSIDY PERWELLNESS YEAR $300 PHYSICAL SUBSIDY PER YEAR

CANADA’S TOP EMPLOYERS FOR YOUNG PEOPLE 2018

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Talent Talent is is Ceridian’s Ceridian’s business, business, so so itit treats treats talent talent well well

W

hen software engineer Ben leftengineer a small hen Sweett software Ottawa startup join Ben Sweett left to a small Ceridian in March Ottawa startup to join 2016, he not only Ceridian in March made a major career move, 2016,he hesignificantly not only improved his quality life. he While working made a major career of move, significantly for a startup be exciting, he says,working the improved hiscan quality of life. While hours can be long and the future uncertain. for a startup can be exciting, he says, the Ceridian, theand other an innovahours can beonlong thehand, futureis uncertain. tiveCeridian, and growing human on the othercapital hand, management is an innovatechnology company withcapital an enviable track tive and growing human management record.

Withcompany expertisewith in helping organizatechnology an enviable track tions across theexpertise globe attract, develop and record.

With in helping organizapay top talent, is in adevelop prime position tions across theCeridian globe attract, and to ensure its own employees a healthy pay top talent, Ceridian is inenjoy a prime position work-life to ensurebalance. its own employees enjoy a healthy “I have balance. the flexibility to work from home work-life when I need says Sweett.

“I do thathome when “I have theto,” flexibility to work from Iwhen have aI need dentalto,” appointment my when densays Sweett.because “I do that tist’s office is much closer to where I live I have a dental appointment because mythan denthe where Ceridian is tist’sOttawa office isoffice much closerI work. to where I live than always open office to being flexible andCeridian that makes the Ottawa where I work. is things so to much easier.” alwaysjust open being flexible and that makes things just so much easier.”

It’s old school to tell people that they have to move uppeople or out.that It’s old school to tell Ceridian offers a wide they have to move up variety or out. of options canalead careerof Ceridianthat offers widetovariety advancement andlead success. options that can to career advancementPaul andSandusky success.

Vice PresidentPaul of Talent Channels Sandusky Vice President of Talent Channels

For Paul Sandusky, Vice President of Talent empowering employees For Channels, Paul Sandusky, Vice President of with technology for this employees very type of Talent Channels,allows empowering work-life flexibility. with technology allows for this very type of The lineflexibility. between work and personal has work-life become blurred, he says. our employThe line between work“When and personal has ees – myself included – need to take of become blurred, he says.

“When ourcare employees – myself included – need to take care of

TEAM CERIDIAN AT WORK

personal or family business we simply take the time to so without because personal ordo family businessregret, we simply take in endtowedoput in the time to do what’s thethe time so without regret, because needed to get done.

Wetotreat peoin the end wethe putjob in the time do what’s ple like professionals, of treat making needed to get the job capable done. We peogood decisions.” ple like professionals, capable of making Employees have the technology and good decisions.” resources they have need the to deliver resultsand to the Employees technology customer, whenever wherever they’re resources they need and to deliver results to the working.

Sweett’s case, Ceridian they’re has customer,Inwhenever and wherever supplied with a MacBook and virtual working.him In Sweett’s case, Ceridian has access to its network He’s part a team supplied him with a files.

MacBook and of virtual developing mobile software applications access to itsiOS network files.

He’s part of a team for Dayforce,iOS themobile company’s award-winning, developing software applications cloud-based capital management for Dayforce,human the company’s award-winning, technology. cloud-based human capital management Being flexible is just one way Ceridian’s technology.

“Makes Lifeis Better” promise is, BeingWork flexible just onebrand way Ceridian’s in fact, a Work day-to-day reality. brand Ceridian offersis, “Makes Life Better” promise programs and benefitsreality. as varied as employee in fact, a day-to-day Ceridian offers assistance healthy snacks, treadmill programsprograms, and benefits as varied as employee workstations, volunteer days, snacks, social and team assistance programs, healthy treadmill workstations, volunteer days, social and team

TEAM CERIDIAN AT WORK

building events, and comprehensive medical, vision andevents, dentaland coverage.

The common building comprehensive medical, thread how eachcoverage. contributes an employvision is and dental Thetocommon ee’s well-being. thread is how each contributes to an employmost young workers typically ee’sWhile well-being. change jobs every threeworkers years, Sandusky While most young typically notes that Ceridian has an extraordinarily low atchange jobs every three years, Sandusky notes trition rate of less 10 per cent. Essential that Ceridian hasthan an extraordinarily low atto attracting valued emtrition rate ofand lessretaining than 10 these per cent.

Essential ployees, he adds, opportunities for career to attracting andare retaining these valued emgrowth professional development. ployees,and he adds, are opportunities for career Ceridian plenty. A development. range of online and growth andhas professional in-house training programs helpsofemployees Ceridian has plenty.

A range online and develop technical and interpersonal in-houseboth training programs helps employees skills.

Theboth Career Path site the develop technical andprovides interpersonal means to learn about career options within skills. The Career Path site provides the the organization and build personalwithin career means to learn about careera options plan.

The new Developing Program the organization and build Leaders a personal career focuses on new nurturing potential managers’ plan. The Developing Leaders Program leadership focuses onskills. nurturing potential managers’ Ceridian’sskills. leadership also appreciates that leadership notCeridian’s everyone is interestedalso in or suited to that leadership appreciates not everyone is interested in or suited to

Chart Chart your your course. course.

Join Ceridian, one of Canada’s Top Employers for Young People.

Join Ceridian, one of Canada’s Top Employers for Young People.

climbing the corporate ladder. “It’s old school to tell people they have to move upschool or climbing the that corporate ladder.

“It’s old out,” Sandusky.

“Ceridian wide to tellsays people that they have to offers move aup or variety of options that“Ceridian can lead to career out,” says Sandusky. offers a wide advancement and success. would not be variety of options that canItlead to career uncommon forand a product expert advancement success.orIt domain would not be to make as much uncommon for amoney productasora manager.” domain expert is a global company with nine toCeridian make as much money as a manager.” offices in Canada, including threewith in the Ceridian is a global company nine Greater Toronto including Area, so employees can offices in Canada, three in the explore its operations in different locations.

Greater Toronto Area, so employees can That anditsjob rotation in programs explore operations differentenable locations. employees to gain experience in different That and job rotation programs enable divisions. who preferintodifferent advance employeesFor to those gain experience within theirFor chosen Ceridian offers divisions. thosefields, who prefer to advance tuition andfields, subsidies for professionwithin assistance their chosen Ceridian offers altuition development. assistance and subsidies for professiontypes of options appeal to Sweett, al These development. whoThese aspires to becoming senior to developer. types of optionsaappeal Sweett, “I loveaspires programing, problem solving and who to becoming a senior developer. trying push the product as far as it will “I lovetoprograming, problem solving and go,” he says.to“The is as trying pushdevelopment the product process as far ashere it will go,” challenging anddevelopment exciting as itprocess comes.here is as he says. “The Add in theand super friendly challenging exciting as itatmosphere comes. andAdd the in long of benefits you’ve got a thelist super friendlyand atmosphere winning combination.” and the long list of benefits and you’ve got a winning combination.”

TUITION ASSISTANCE FOR EMPLOYEES INTERESTEDFOR IN TUITION ASSISTANCE FURTHER EDUCATION EMPLOYEES INTERESTED IN FURTHER EDUCATION OVER 500 JOBS AVAILABLE THE JOBS PAST AVAILABLE YEAR OVERIN500 IN THE PAST YEAR FORMAL MENTORSHIP PROGRAM FORMAL MENTORSHIP PROGRAM PAID INTERNSHIPS FOR STUDENTS AND NEW GRADS PAID INTERNSHIPS FOR STUDENTS AND NEW GRADS

ceridian.com/careers ceridian.com/careers

CANADA’S TOP EMPLOYERS FOR YOUNG PEOPLE 2018

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CIBC invests in a tech-savvy future CIBC invests in a tech-savvy future

A A

ndjela Jamina had an interesting problem. ndjela Jamina had anShe had just graduated from interesting problem.

She the University of Waterloo had just graduated from with a degree inofa Waterloo branch of the University mathematics that could lead to with a degree in a employbranch of ment in fields that as specialized mathematics could leadastocompuemploytational and financial analysis, ment inmodeling fields as specialized as compubut she was reluctant focus onanalysis, just tational modeling andtofinancial one path.

Then CIBC entered the equabut she was reluctant to focus on just tion, opening up CIBC career entered opportunities one path.

Then the equawider she up evercareer thought possible. tion, than opening opportunities “I really enjoy programming, but I wider than she ever thought possible. didn’t want to sit behind a computer “I really enjoy programming, but I screen day,” saysbehind Jamina, one of the didn’t all want to sit a computer Data Scientists theJamina, new CIBC screen all day,”atsays one Data of the Studio in uptown Waterloo.

“I likeData Data Scientists at the new CIBC product management as well, “I and I Studio in uptown Waterloo. like also wanted experience in the financial product management as well, and I world.

That’s experience asking a lotinfor career also wanted thea financial path.

I feel really lucky to have job world. That’s asking a lot for a acareer will help the bank tap into the thriving where I can do all that while also path. I feel really lucky to have a being job startup environment. part of an established organization where will help the bank tap into the thriving where I can do all that while also being “We’reenvironment. excited to be part of the action,” Ipart am challenged and learn new things startup of an established organization where says Santanu Pal, Vice President, Enterevery “We’re excited to be part of the action,” I am day.” challenged and learn new things prise Analytics, CIBC. “We’re says Advanced Santanu Pal, Vice President, Enterevery day.” investigating and developing new ways that CIBC sold me on the idea that prise Advanced Analytics, CIBC. “We’re CIBC can use and datadeveloping to its full potential sothat what we think of as banking investigating new ways CIBC will soldbe mea on the idea that that we can can use deliver insight, advice today totally different CIBC dataleading to its full potential so what we think of as banking and solutions for our clients.” experience tomorrow and that I that we can deliver leading insight, advice today will be a totally different could be a part of taking banking Another important goal for the Data and solutions for our clients.” tomorrow and that I toexperience a new level.

Studio is to recruit local talent could be a part of taking banking Another important goal for by theattractData ing individuals working the forefront to a new level.

Andjela Jamina Studio is to recruit localattalent by attractofing theindividuals newest technologies Data Scientist working atand the develforefront Andjela Jamina opments.

The Data Studio’s and teamdevelworks of the newest technologies Scientistwithin The CIBC Data StudioData is located with co-op students from nearby univeropments. The Data Studio’s team works the The Communitech Hub, an innovabackgrounds in engineerCIBC DataData Studio is located within sities with who co-ophave students from nearby univertion centre that supports and connects tech ing, math and computer science. the Communitech Data Hub, an innovasities who have backgrounds in engineercompanies all stages of growth working Themath bankand hascomputer a similar collaborative tion centreatthat supports and connects tech ing, science. tocompanies revolutionize data usage.

This location space, CIBC Live in collaborative the MaRS Disat all stages of growth working The bank has aLabs, similar to revolutionize data usage. This location space, CIBC Live Labs, in the MaRS Dis-

ANDJELA JAMINA AND THE CIBC DATA STUDIO TEAM ANDJELA JAMINA AND THE CIBC DATA STUDIO TEAM

covery District in Toronto. Live Labs and the CIBC Data Studio are part CIBC’s covery District in Toronto.

LiveofLabs and broader effort to Studio enhance client expethe CIBC Data arethe part of CIBC’s rience across alltoofenhance CIBC’s award-winning broader effort the client expedigital rience platforms. across all of CIBC’s award-winning Whileplatforms. the Waterloo team focuses on digital data, Pal says it is all in team service of CIBC’s While the Waterloo focuses on culture that puts clients first.

When the data, Pal says it is all in service of CIBC’s data scientists tackle a problem, they the culture that puts clients first. When personalize the project by imagining data scientists tackle a problem, they how a particular client could benefit personalize the project by imagining from findings, he explains.

Their how their a particular client could benefit focus is to continue giving CIBC clients from their findings, he explains. Their options where, whenCIBC and how focus isto tobank continue giving clients they want. options to bank where, when and how CIBC recently celebrated its 150th they want. birthday continues to build on its hisCIBCand recently celebrated its 150th tory of client-focus.

The bank’s new birthday and continues to build on global its hisheadquarters – CIBCThe Square – currently tory of client-focus. bank’s new global headquarters – CIBC Square – currently

We are building the bank of the future.

We are building the bank ofPeople theforfuture.

CIBC is proud to be one of Canada’s Top Employers for Young the sixth year in a row. If you’re

looking a career can influence, inspirefor andYoung makePeople an impact, CIBC is the place you.

CIBC is for proud to bewhere one ofyou Canada’s Top Employers for the sixth year in afor row.

If you’re looking for a career where you can influence, inspire and make an impact, CIBC is the place for you.

CIBC is more than a bank. We are an inclusive community with a client-focused culture where talented minds connect thrive.

CIBC iscan more than aand bank.

We are an inclusive community with a client-focused culture where talented minds connect thrive.

To learncan more, visitand cibc.com/careers

To learn more, visit cibc.com/careers CIBC Cube Design & “Banking that fits your life” are trademarks of CIBC. CIBC Cube Design & “Banking that fits your life” are trademarks of CIBC.

under construction in downtown Toronto will be aconstruction state-of-the in artdowntown urban campus for under Toronto nearly 15,000 CIBC employees. will be a state-of-the art urban campus for These15,000 developments all spring from nearly CIBC employees.

CIBC’s commitment to being the from bank These developments all spring ofCIBC’s the future.

Pal cites the rapid transforcommitment to being the bank mation that hasPal taken from transforthe time of the future. citesplace the rapid when data was viewed as a back-office mation that has taken place from the time function, today whereasCIBC uses its when datatowas viewed a back-office innovative digital and data-driven divifunction, to today where CIBC uses its sion as a keydigital advantage in serving clients innovative and data-driven diviand of theincompetition. sionkeeping as a keyahead advantage serving clients “CIBC has always an entrepreand keeping ahead oftaken the competition. neurial approach,” Paltaken adds.an “And with “CIBC has always entrepredigital and data moving so quickly, we neurial approach,” Pal adds. “And with have to and be more thansoever to keep digital data agile moving quickly, we pace clients’ havewith to beour more agilechanging than everneeds.” to keep It’s with this focus on what lies ahead that pace our clients’ changing needs.”

Jamina finds so appealing about a line It’s this focus on what lies ahead thatof work thatfinds untilsorecently sheabout didn’ta even Jamina appealing line of know existed.

“CIBC sold me on the work that until recently she didn’t even idea that what we thinksold of as know existed.

“CIBC mebanking on the today will what be a totally different expeidea that we think of as banking rience tomorrow and that I could be a today will be a totally different expepart of taking banking to a Inew level rience tomorrow and that could be for a our clients.” part of taking banking to a new level for our clients.”

OVER 14,000 JOBS AVAILABLE IN THE PAST YEAR OVER 14,000 JOBS AVAILABLE IN THE PAST YEAR PAID INTERNSHIPS FOR STUDENTS AND NEW GRADS PAID INTERNSHIPS FOR STUDENTS AND NEW GRADS FORMAL MENTORSHIP PROGRAM FORMAL MENTORSHIP PROGRAM SUBSIDIES FOR PROFESSIONAL ACCREDITATIONS SUBSIDIES FOR PROFESSIONAL ACCREDITATIONS

CANADA’S TOP EMPLOYERS FOR YOUNG PEOPLE 2018

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A world world of of possibilities possibilities awaits awaits at at Citi Citi Canada Canada A

A

s part of a global financialsservices part of organization a global financialwith a services presenceorganization in more thanwith 100a presence more than 100 countries,inCiti Canada uses countries, Citi Canada uses its global reach to provide its global reach provide exceptional experiences for itstoemployees, exceptional experiences for its employees, through exposure to colleagues, clients and through to world colleagues, clients anda markets exposure around the as well as with markets the programs. world as well as with a variety ofaround exchange variety programs.

Someofofexchange these programs are designed Some of these programs are designed specifically for younger employees who are specifically younger employees who are just startingfor their careers. just“We starting their careers. recognize how incredibly competi“We incredibly competitive therecognize market ishow for campus graduates, so a tive the of market forwecampus graduates, so a couple years is ago embarked on a major couple of years ago we embarked on a major global initiative to become the employer of global become the employer of choiceinitiative for youngtoprofessionals,” says Chrischoice for young professionals,” says Christine Discola, Country Human Resources tine Discola, Country Human Officer for Citi Canada, whichResources is based in Officer for“From Citi Canada, whichthey is based Toronto. the moment comeinin Toronto. moment comeinin the door, “From we givethe people closethey support the door,and we give people close support in training career development, and we training and career development, and are we offer unique programs for those who offer unique programs for those who are globally minded.” globally minded.”

For instance, newly hired employees may newly may optFor to instance, defer their start hired dates employees for a year to opt to them defer to their start for a service year to on allow work in dates volunteer allow them they’re to workpassionate in volunteer service something about, andon get something about, and get paid while they’re they dopassionate it. One such program paid whileanalysts, they do called it. OneVolunteer such program for select Africa, for selectnew analysts, calledtoVolunteer enables employees travel to Africa, Uganda enables newtoemployees to travelentrepreto Uganda and Kenya help low-income and Kenya to help low-income entrepreneurs get their businesses up and running. neurs get their businesses up and running.

We offer unique programs for those who are globally minded.

We offer unique programs for those who are globally minded.

Christine Discola

Country Human Resources Officer Christine Discola Country Human Resources Officer

PROGRESS PROGRESS STARTS HERE HERE STARTS

CITI CANADA ANALYSTS AT THE COMPANY’S OFFICE IN TORONTO CITI CANADA ANALYSTS AT THE COMPANY’S OFFICE IN TORONTO

Citi also offers numerous opportunities also offers numerous forCiti employees who choose toopportunities stay in Canada. for employees whogain choose to stay through in Canada.

Recent graduates experience Recent graduates experience through the bank’s analystgain programs, which include the bank’s analyst programs, which include midand end-of-year performance reviews, midand end-of-year reviews, regular check-ins withperformance HR, and networking regular with HR, networking events. check-ins As of 2018, there areand expected to be events.

Asanalysts of 2018,inthere expected to be about 75 theseare programs. about 75 analysts in these programs.

“Each analyst program lasts two and a “Each program lasts two and a half years.analyst There’s a general introduction half years.

There’s a general for six months, followed byintroduction two full-year for six months, followed byoftwo rotations in different areas thefull-year business,” rotations in differentChandhoke, areas of the who business,” explains Gursahiba explains Gursahiba Chandhoke, started with Citi Canada in Junewho 2016 after started withfrom Citi Canada June 2016 after graduating Queen’s in University with a graduating from Queen’s University with a commerce degree. commerce “I’m justdegree. completing my first full-year “I’m just completing full-year rotation as an analyst inmy thefirst Treasury and rotation as an analyst in the Treasury says. and Trade Solutions group,” Chandhoke Trade Solutions group,” Chandhoke says.

“You decide with managers as you go along “You with managers as you go along whichdecide areas to focus on, based on business which areasyour to focus based I’ve on business needs and own on, interests. found it needs own interests.

I’ve found to be aand veryyour well-rounded experience.

Theit to be a veryand well-rounded experience.

The ownership responsibility you’re given ownership and responsibility given are tremendous, and there’s ayou’re network of are tremendous, and there’s global expertise to draw on a– network you don’tof global – you realize expertise the powertoofdraw this on until youdon’t see it. realize the power this untilthe youanalyst see it.

“When you’ve of completed “When you you’ve completed the analyst program, have the opportunity to stay program, the opportunity to wish.” stay in Torontoyou or have go anywhere else if you in Toronto go anywhere if you wish.”

With CitiorCanada’s 100thelse anniversary on Citi (its Canada’s anniversary on theWith horizon parent100th company, Citi, is over the (its the parent company, Citi, over 200horizon years old), bank is ramping upisits 200 yearsprograms old), the in bank is ramping up itsOne internal a number of areas. internal in launched, a number is ofan areas. example,programs soon to be earlyOne caexample, soonwebsite to be launched, is anthe early career mobility to demystify career reer mobility website to demystify thehelp career planning process for employees and the planning process for for employees help the bank develop talent the longand term. bank develop talent for the long term.

It was Citi’s global footprint that first It was Citi’s global footprint thatand first attracted Chandhoke to the bank, attracted to the there bank,she andhas since she Chandhoke has been working since she has working there sheand has also come to been appreciate its diversity also to appreciate its diversity and focuscome on community involvement. focus on makes community involvement.

“This Citi seem very special,” she “This makes Citi seem veryatspecial,” she says.

“The company is great supporting says. company is great at supporting causes“The you’re passionate about.

I love the causes you’re to passionate about. love the opportunity work with otherI teams on opportunity to work with otheractivities.” teams on extra-curricular and volunteer extra-curricular volunteer “Volunteerismand is very strongactivities.” at Citi, “Volunteerism strong agrees at Citi, both globally andisinvery Canada,” both globally in Canada,” agrees by Discola.

“We and see strong participation Discola. strong younger participation by everyone“We but see especially analysts. everyone analysts.

Diversity but andespecially inclusionyounger are also very Diversity also very comimportantand andinclusion we have are an extremely important andrewards we haveprogram. an extremely competitive total petitive rewards program.

“Onetotal of the best things about Citi “One ofDiscola the bestadds, things Citi Canada,” “isabout that while Canada,” adds, “is organization that while we’re partDiscola of a large global we’re partthe ofadvantages a large global with all thatorganization offers, we’re with all the advantages that not very large in Canada so offers, it feels we’re like a not very large ininCanada so it feels small company some ways.

Therelike area small in some are manycompany opportunities for ways. broad There roles and many opportunities for broad rolesbest andof interaction with all levels.

It’s the interaction with all levels. It’s the best of both worlds.” both worlds.”

This is the place for your This is the place for your next great opportunity. next great opportunity.

Citi.com/Canada/en/careers Citi.com/Canada/en/careers

TUITION ASSISTANCE FOR EMPLOYEES INTERESTED TUITION ASSISTANCE FORIN FURTHERINTERESTED EDUCATION IN EMPLOYEES FURTHER EDUCATION OVER 400 JOBS AVAILABLE THEJOBS PASTAVAILABLE YEAR OVERIN400 IN THE PAST YEAR FORMAL MENTORSHIP PROGRAM FORMAL MENTORSHIP PROGRAM ONLINE AND IN-HOUSE TRAINING ONLINE ANDPROGRAMS IN-HOUSE TRAINING PROGRAMS

CANADA’S TOP EMPLOYERS FOR YOUNG PEOPLE 2018

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It may may be be classified, classified, but but CSE’s CSE’s job job really really matters matters It

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or obvious reasons, employees of obvious Canada’sreasons, Communications or employees Security Establishment (CSE) of Canada’s Communications can’t discuss in much detail their Security Establishment (CSE) assignments within organican’t discuss in muchthe detail their zation. Butassignments even though a CSE within thesoftware organideveloper Jason can’t talksoftware about zation.

Butnamed even though a CSE what he does, he highly recommends developer named Jason can’t talk aboutCSE as a place to doheit.highly recommends CSE what he does, get a to chance as a“Iplace do it.to work with leading-edge technology,” says to Jason, clear“I get a chance workwhose with security leading-edge ance also doesn’t to provide last technology,” says allow Jason,him whose securityhis clearnamealso for doesn’t publication. getprovide to workhiswith ance allow “You him to last the best the brightest.” name forand publication.

“You get to work with to brightest.” the Minister of National theReporting best and the Defence, CSEtoisthe a stand-alone Reporting Minister of intelligence National agency that includes approximately 2,300 Defence, CSE is a stand-alone intelligence full-time staff.

The agency applies its2,300 agency that includes approximately technological andapplies the expertise full-time staff.resources The agency its of computer scientists, technological resources mathematicians, and the expertise linguists andscientists, cryptanalysts to collect and of computer mathematicians, analyze foreign signals intelligence. linguists and cryptanalysts to collectMany and of theseforeign same skill sets intelligence. are applied toMany CSE’s analyze signals cyber defence and sets information assurance of these same skill are applied to CSE’s mission, providing advice, guidance, and cyber defence and information assurance services to government departments mission, providing advice, guidance, to andhelp protect Canada’s most sensitive information services to government departments to help and systems. protect Canada’s most sensitive information and systems.

Our world has changed. We can no longer entirely the Our world operate has changed.

Weincan shadows. become comno longer We’ve operate entirelymore in the fortable talking about ourmore mission. shadows.

We’ve become comfortable talking Shelly about our mission.

Bruce Deputy Chief for Signals Intelligence Shelly Bruce

Deputy Chief for Signals Intelligence

CSE is also authorized to provide technical and operational assistancetotoprovide federal technical law CSE is also authorized enforcement andassistance security agencies, and operational to federallike lawCSIS enforcement and security agencies, like CSIS

YOUNG CSE EMPLOYEES GATHERING IN THE GREEN TURF MEETING SPACE YOUNG CSE EMPLOYEES GATHERING IN THE GREEN TURF MEETING SPACE

and RCMP, in the performance of their lawful duties.in the performance of their and RCMP, “Weduties. have a unique mandate,” says Shelly lawful Bruce, Chief for Signals Intelligence.

“We Deputy have a unique mandate,” says Shelly Forbidden law from targeting CaBruce, DeputybyChief for Signals Intelligence. nadians or anyone Canada, CSE Cateams Forbidden by lawinfrom targeting direct their activities foreignCSE intelligence nadians or anyone in at Canada, teams targetstheir outside Canada and generate inteldirect activities at foreign intelligence ligenceoutside about terrorist threats to targets Canadaand andother generate intelCanadaabout and Canadians Likewise, CSE’s to ligence terrorist and other threats cyber defence and information assurance Canada and Canadians Likewise, CSE’s mission teamsand conduct vital work building cyber defence information assurance techniques to protect mission teams conductCanadian vital worknetworks. building Together these teams Canadian are considered, among techniques to protect networks. peers in the international security andamong intelliTogether these teams are considered, genceincommunity, to havesecurity a solid and reputation peers the international intellifor operational andtotechnical excellence. gence community, have a solid reputation to and Bruce, who joined CSE in forAccording operational technical excellence.

1989 with a master’s in Slavic studies According to Bruce,degree who joined CSE in from the Toronto, CSEstudies has 1989 withUniversity a master’sof degree in Slavic become forthcoming in discussing from themore University of Toronto, CSE has its contribution Canada’s national security become moreto forthcoming in discussing itsaccontribution to Canada’s national security ac-

tivities. “For the first 65 years of our existence we kept“For ourselves under a rock,” she existence says. tivities. the first 65 years of our first heard of the organization weBruce kept ourselves under a rock,” she says.when sheBruce spotted posterofonthe theorganization wall of the Modfirsta heard when ern spotted Languages Department at university. she a poster on the wall of the Mod“It was advertised as an element of National ern Languages Department at university.

Defence,” she says,asbut in those of pre-Internet “It was advertised an element National days, she couldn’t more informaDefence,” she says,find butmuch in those pre-Internet tion about CSE until wasmore hired.informadays, she couldn’t findshe much world changed we can no tion“Our about CSEhas until she wasand hired. longer entirely in the shadows,” “Ouroperate world has changed and we can no Bruce says, “and we’ve in become more comlonger operate entirely the shadows,” fortable talking mission.”

Bruce says, “andabout we’ve our become more comThis candour has helped CSE in recruitfortable talking about our mission.” ingThis “thecandour best andhas thehelped brightest,” says.

CSE she in recruit“We’ve more to advering “thefound best and theinnovative brightest,”ways she says. tise through owninnovative website, for instance, “We’ve foundour more ways to adverandthrough throughour academic engagements.” tise own website, for instance, to many engagements.” other organizations, andCompared through academic CSE still maintains a low profile.

“I’d actuCompared to many other organizations, ally never heard of it,” saysprofile.

Jason, “I’d whoactugraduCSE still maintains a low atednever with heard a bachelor’s in computer ally of it,” degree says Jason, who graduated with a bachelor’s degree in computer

Communications Security Establishment Communications Security Establishment

science. “I found out about the organization when I entered Games, an inter-uniscience.

“I foundthe outCS about the organization versityI social computing competition, and when entered the CS Games, an inter-unimet a CSE versity socialrecruiter.” computing competition, and young professionals like Jason, CSE metFor a CSE recruiter.” presents a wealth of choiceslike to develop their For young professionals Jason, CSE technicala and leadership skills.

“We offer presents wealth of choices to develop their strong internal training, skills. mentoring and technical and leadership “We offer coaching programs,” Bruce says. “We strong internal training, mentoring andalso take a focusedprograms,” approach toBruce succession planning.” coaching says. “We also take Through a program called Takeplanning.”

Me With a focused approach to succession You, managers and senior leaders Through a program called Takeintroduce Me With juniormanagers employees high-level meetings at the You, andtosenior leaders introduce CSE. About 10 per of CSE’s staff isatalso junior employees to cent high-level meetings the involved in the Young CSE. About 10 organization’s per cent of CSE’s staffProfesis also sionals Network.

“They’re smart, dedicated involved in the organization’s Young Profesand passionate whatsmart, they do,” says sionals Network.about “They’re dedicated Bruce. and passionate about what they do,” says Impressed by the opportunities not Bruce. just to work with technology, Impressed by theadvanced opportunities not but to alsowork to advance his owntechnology, career, Jason just with advanced joined about ahis yearown ago.career, SinceJason then, but alsoCSE to advance his work with a team of CSE expertsthen, has joined CSE about a year ago. Since alsowork impressed the critical his with ahim teamwith of CSE expertsimporhas tanceimpressed of their operations. also him with the critical impor“What we do really matters,” he says. tance of their operations.

“What we do really matters,” he says.

Centre de la sécurité des télécommunications Centre de la sécurité des télécommunications

MORE THAN 225 PAID STUDENT WORK AVAILABLE MORE THANTERMS 225 PAID THE PAST YEAR STUDENTINWORK TERMS AVAILABLE IN THEASSISTANCE PAST YEAR FOR TUITION EMPLOYEES INTERESTED TUITION ASSISTANCE FORIN FURTHERINTERESTED EDUCATION IN EMPLOYEES FURTHER EDUCATION FORMAL MENTORSHIP PROGRAM FORMAL MENTORSHIP PROGRAM ONLINE AND IN-HOUSE TRAINING ONLINE ANDPROGRAMS IN-HOUSE TRAINING PROGRAMS

CANADA’S TOP EMPLOYERS FOR YOUNG PEOPLE 2018

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Fidelity Canada is expanding jobs for youth Fidelity Canada is expanding jobs for youth

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idelity Canada is investing in youth.

One third of the idelity Canada is investing company’s 1,000+ in youth. One thirdemployees of the are age 30 and under – and company’s 1,000+ employees that number climbing.

“The are age 30 andis under – and company isthat in the midstisofclimbing. a hiring “The wave number and manyisofinthe juniorwave ones company thepositions midst ofare a hiring that are filled by younger people,” says and many of the positions are junior ones Diana Vice President, that areGodfrey, filled bySenior younger people,” says Human Resources.

Diana Godfrey, Senior Vice President, Fidelity Canada is part of the global FideliHuman Resources. ty Fidelity Investments organization.

Theglobal Canadian Canada is part of the Fideliorganization is one of the leading investment ty Investments organization.

The Canadian management It is headorganization isfirms one in of the the country. leading investment quartered in Toronto, with regional in management firms in the country. Itoffices is headMontreal, Calgary andwith Vancouver. quartered in Toronto, regional offices in In the last decade, Canada has Montreal, Calgary andFidelity Vancouver. shifted hiring approach.

In theitslast decade, Fidelity“Instead Canadaofhas recruiting experienced employees from shifted its hiring approach.

“Instead of competing firms,” says employees Godfrey, “we now recruiting experienced from hire young,firms,” entry-level developing competing says staff, Godfrey, “we now them in-house for morestaff, senior roles.” hire young, entry-level developing Especially sought are business develthem in-house for more senior roles.” opment associates, processing roles, and Especially sought are business develcustomer service representatives.

Forand its opment associates, processing roles, sales development program alone,For Fidelity customer service representatives. its Canada aims to hire 40 or more sales development program alone,recent Fidelity graduates annually.

Canada aims to hire 40 or more recent graduates annually.

Instead of recruiting experienced employees from competing firms, Instead of recruiting experienced we now hirefrom young, entry-level employees competing firms, staff, developing them in-house we now hire young, entry-level for more senior roles. staff, developing them in-house for more senior roles.

Diana Godfrey Senior Vice President, HR

Diana Godfrey

Senior Vice President, HR

An example is Alison Betts, 29, who joined Fidelity is Canada 201329, as who a sales An example AlisoninBetts, coordinator.

She soon entered joined Fidelity Canada in 2013the as sales a salesdevelcoordinator. She soon entered the sales devel-

FIDELITY CANADA CO-OP STUDENTS TAKING PART IN UNITY DAY FIDELITYResearch.

CANADA CO-OP STUDENTS TAKING IN UNITYonDAY opment program, which enabled her to rise Beginning with the PART week-long to business development manager and then boarding program, “Fidelity puts a lot of care opment program, which enabled her to rise Research. Beginning with the week-long onsenior business development manager.

She is into the co-op program to make to business development manager and then boarding program, “Fidelity putssure a lotthe of care now Content development Marketing Manager. great experience,” seniora business manager. She is students into the have co-opa program to makesays sureAulicino. the Fidelity’s recruitment of Manager. young talent often “You feelhave a sense of importance here.” now a Content Marketing students a great experience,” being says Aulicino. begins with recruitment four-month of co-op placements Derek 26, was a co-op Fidelity’s young talent often “You feel Deonarain, a sense of importance being student here.” for students.

The program includes skills at Fidelity five years ago, firm begins with four-month co-op placements Derek Deonarain, 26, then was ajoined co-op the student development workshops, sesfull-time an years Investment Compliance for students. The programinformation includes skills at Fidelityasfive ago, then joined theAnafirm sions (including a Q&A with the president), lyst.

Under tuition assistance program, development workshops, information sesfull-time as aannew Investment Compliance Anaopportunities to avolunteer with that university such as Deonarain stay sions (including Q&A with thecharities president), lyst. Undergrads a new tuition assistancewho program, Fidelity supports, and the chance to job-shawith the company will receive a bonus of opportunities to volunteer with charities that university grads such as Deonarain who stay dow up supports, to three different The $500 upon completion of theira first year, Fidelity and the departments. chance to job-shawith the company will receive bonus of firm alsotohelps moving costs for their second of year andfirst $1,500 dow up threestudents differentcover departments.

The if $1,000 $500 upon completion their year, for they for a cover co-op moving placement at if their third firm are alsorelocating helps students costs $1,000 for year. their second year and $1,500 for athey Fidelity office location that isplacement beyond comIn third keeping with its culture of continuous are relocating for a co-op at their year. muting from their address. learning, the firm tuition fees for a Fidelitydistance office location thathome is beyond comIn keeping withreimburses its culture of continuous Paul Aulicino, 21, atheir Wilfrid Laurier Unirelevant at outside institutions. muting distance from home address. learning,courses the firmtaken reimburses tuition fees for versity is doing his second Betts earned the taken Canadian Securities Course Paul business Aulicino,student, 21, a Wilfrid Laurier Unirelevant courses at outside institutions. four-month co-op term at in (CSC) and Chartered Investment Manager versity business student, is Fidelity. doing hisEarly second Betts earned the Canadian Securities Course 2017, he interned FinanceEarly team in as (CIM) designations, Deonarain is four-month co-op with term the at Fidelity.

(CSC) and Charteredwhile Investment Manager an analyst, and has with sincethe worked withteam Product pursuing the Chartered Professional 2017, he interned Finance as (CIM) designations, while DeonarainAccounis an analyst, and has since worked with Product pursuing the Chartered Professional Accoun-

The The next next generation generation takes takes us to new heights. us to new heights. careers.fidelity.ca careers.fidelity.ca

tant (CPA) and Chartered Financial Analyst (CFA) designations.

Internally, he hasAnalyst benetant (CPA) and Chartered Financial fited, taking financial market to (CFA)too, designations.

Internally, he courses has benelearn complex financial instruments. fited, about too, taking financial market courses to “Asabout important as the formalinstruments. courses have learn complex financial been mentoring I receive,” says Deonara“Asthe important as the formal courses have in.

Fidelity provides Ianreceive,” innovative been the mentoring saysMentorDeonaraMatch program.

In addition to traditional in. Fidelity provides an innovative Mentormentoring – where senior manager advises Match program.

In aaddition to traditional amentoring more junior employee – Fidelity’s – where a senior managerprogram advises includes reverseemployee mentoring, where younger a more junior – Fidelity’s program employees mentor executives, and peer-toincludes reverse mentoring, where younger peer mentoring.

“Itexecutives, has helpedand me peer-todecide in employees mentor which direction my career pathme should go,” peer mentoring.

“It has helped decide in says Deonarain. which direction my career path should go,” Fidelity also runs a secondment program says Deonarain. which is popular with all employees, in parFidelity also runs a secondment program ticular employees to broaden which isyoung popular with allseeking employees, in partheir Staff can apply to to broaden fill other ticularexperiences. young employees seeking roles are temporarily due their that experiences.

Staff canopen apply to to fillvariother ous leaves of due absence.

It rolesreasons, that areincluding temporarily open to variallows the employee toleaves try a different roleItfor ous reasons, including of absence. aallows meaningful length to oftry time.

He or she the employee a different rolethen for resumes their existing role with a new a meaningful length of time. He or sheset then of skills –their or moves onrole to awith new arole, resumes existing newmore set prepared experienced. of skills –and or moves on to a new role, more prepared and experienced.

TUITION ASSISTANCE FOR EMPLOYEES INTERESTED TUITION ASSISTANCE FORIN FURTHER INTERESTED EDUCATION IN EMPLOYEES FURTHER EDUCATION OVER 290 JOBS AVAILABLE THEJOBS PASTAVAILABLE YEAR OVERIN290 IN THE PAST YEAR FORMAL MENTORSHIP PROGRAM FORMAL MENTORSHIP PROGRAM PAID INTERNSHIPS FOR STUDENTS AND NEW GRADS PAID INTERNSHIPS FOR STUDENTS AND NEW GRADS

CANADA’S TOP EMPLOYERS FOR YOUNG PEOPLE 2018

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Young ideas help Groupe Dynamite dress the world Young ideas help Groupe Dynamite dress the world

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o be a privately owned women’s clothing company o be a privately owned and compete in a global women’s clothing company market, you have be and compete in a to global constantly market, youcreative have toand be innovative. And there is no groupand in an constantly creative organization more likely to have innovative. And there is no groupfresh in anideas and perspectives than those in thefresh earliest organization more likely to have ideas stages of their careers. and perspectives than those in the earliest Groupe Dynamite stages of their careers. Inc. has been in business for 42Dynamite years and operates than Groupe Inc. has more been in busi400 under the Dynamite ness stores for 42worldwide years and operates more than and banners. The company depends 400 Garage stores worldwide under the Dynamite on to keep businessdepends andyoung Garagetalent banners.

Thethe company growing evolving, is why it has on youngand talent to keepwhich the business developed strong partnerships growing and evolving, which iswith whykey it has business design schools across developedand strong partnerships withthe keycountry.

Groupe has two initiatives to business andDynamite design schools across the counintroduce grads to of to a try. Grouperecent Dynamite hasthe twoworkings initiatives global fashion company and, potentially, introduce recent grads to–the workings of a their full-time jobs. – and, potentially, globalfirst fashion company “The that we’re their firstfact full-time jobs.growing has enabled us “The to putfact more emerging thatfocus we’reongrowing hastalenabled ent,” says more Denisfocus Marceau, Chief Human us to put on emerging talResources Officer.

And that’s a big plus ent,” says Denis Marceau, Chief Human for people Officer. who are And just out ofaschool, Resources that’s big plusas so many companies previous experifor people who arerequire just out of school, as so ence hiring.require But toprevious earn a coveted manybefore companies experispot Groupe Dynamite’s Graduate Rotaence in before hiring.

But to earn a coveted tional no experience is necessary. spot inProgram, Groupe Dynamite’s Graduate RotaInstead, says Merchandise Assistant Chelsia tional Program, no experience is necessary.

Solari, to have a Assistant good attitude, a Instead,“you sayshave Merchandise Chelsia desire learn andtoa have passion for fashion.”

Solari,to “you have a good attitude, a desire to learn and a passion for fashion.”

The fact that we’re growing has enabled to we’re put a growing lot morehas focus The fact us that on emerging enabled us totalent. put a lot more focus on emerging Denis talent.Marceau Chief Human Resources Officer Denis Marceau Chief Human Resources Officer

STUDENTS TAKING PART IN THE SUMMER INTERNSHIP PROGRAM AT GROUPE DYNAMITE STUDENTS TAKING PART IN THE SUMMER INTERNSHIP PROGRAM AT GROUPE DYNAMITE Grads begin their full-time position with a third of them will be offered full-time theGrads eight-week rotational program.

Through positions. begin their full-time position with a third of them will be offered full-time the eight-week program, they have the opportunity “There’s a need for strong bench strength rotational program.

Through positions. to with key in opportunity the business and“There’s long-term succession in key areas of the themeet program, theyplayers have the a need for strong bench strength and shadow departments: business, and therefore bringing has to meet withemployees key playersininsixthe business and long-term succession in key youth areas ofinthe buying, planning, allocation, marketing, been a bigger segment,”bringing says Marceau. and shadow employees in six departments: business, and therefore youth Fully in has regional product intelligence finance. one-third of the workforce in their 20s; the buying, planning, allocation, and marketing, been a bigger segment,” saysis Marceau.

Fully They alsoproduct go intointelligence the stores toand getfinance. a feeling average ageofatthe head office isis32; stores, regional one-third workforce in in their 20s;it’s the for working thethe field, andtotoget learn about 24.

“They a fresh perspective,” he adds.

They also goininto stores a feeling average ageoffer at head office is 32; in stores, it’s store operations and customers’ shopping “They bring newa ideas.

And as we’re he growing for working in the field, and to learn about 24. “They offer fresh perspective,” adds. behaviours.

“It’s and a 360-degree experience,” and shifting bricksAnd and as mortar store operations customers’ shopping “They bring from new ideas. we’re to growing says Solari. “You have a chance to e-commerce, that’sbricks created a need fortomore behaviours.

“It’s areally 360-degree experience,” and shifting from and mortar look at the whole company.” tech-savvy individuals.” says Solari.

“You really have a chance to e-commerce, that’s created a need for more Through its summer internship proSo it’s not surprising that the energy at the look at the whole company.” tech-savvy individuals.” gram, Groupe accepts about Groupe Montreal Through its Dynamite summer internship pro- 30 So it’sDynamite’s not surprising that the“campus,” energy atas the students at the Dynamite end of their secondabout or third it’s known, is high. “It’s really, “campus,” ‘Work hard,as gram, Groupe accepts 30 Groupe Dynamite’s Montreal year of post-secondary studysecond for 12or weeks. play hard,’”issays Solari. are students at the end of their third it’s known, high.

“It’s “And really,employees ‘Work hard, The program attracts a study diverseforgroup, with rewarded with There areare year of post-secondary 12 weeks. play hard,’” saysa great Solari.culture.”

“And employees people in fashion design, visual,group, graphic numerous sociala great events, including summer The program attracts a diverse with rewarded with culture.”

There are design, marketing, supplyvisual, chain,graphic finance barbecues, holiday parties and Halloween people in fashion design, numerous social events, including summer and information technology studies.

About contests.

There are parties opportunities to give back design, marketing, supply chain, finance barbecues, holiday and Halloween and information technology studies. About contests. There are opportunities to give back

to the communities through participating in related tothrough the causes Groupe to activities the communities participating Dynamite tuition in activitiessupports. related toAnd the there causesisGroupe assistance those employees Dynamitefor supports.

And thereinterested is tuition in further for education, among other things. assistance those employees interested Groupe Dynamite campus has in The further education, among other itself things. been to open it up and make Therenovated Groupe Dynamite campus itself has room for more creativity. design is been renovated to open itThe up and make conducive to innovation room for more creativity.and Theteamwork design is and the energy in the open is palpable. conducive to innovation andspace teamwork In a chef cooks fresh andthe thecampus energy Atrium, in the open space is palpable. food employees every day. cooks All year long, In thefor campus Atrium, a chef fresh weekly classes are offered, and in long, the food foryoga employees every day. All year summer theyclasses are taught on the and rooftop weekly yoga are offered, in the terrace. environment serves as summerThe theywhole are taught on the rooftop inspiration entrepreneurship highly terrace. Thefor whole environment aserves as valued quality Groupe Dynamite.

“You inspiration for at entrepreneurship a highly have thequality latitude to bring Dynamite. projects to “You life,” valued at Groupe she “Regardless of your age you can haveadds. the latitude to bring projects to life,” have impact.” she adds.

“Regardless of your age you can Everyone’s have impact.”opinion is valued and considered, and eachopinion person is hasvalued the opportunity Everyone’s and consid-to be involved in big projects.

“You work withto ered, and each person has the opportunity so different be many involved in big people,” projects. says “YouSolari. work “The with backgrounds here people,” are very diverse, which so many different says Solari.

“The makes the interaction verydiverse, rich.” which backgrounds here are very makes the interaction very rich.”

OVER 694 JOBS AVAILABLE THEJOBS PASTAVAILABLE YEAR OVERIN694 IN THE PAST YEAR PAID INTERNSHIPS FOR STUDENTS AND INTERNSHIPS ROTATIONAL PROGRAM FOR PAID FOR STUDENTS NEW GRADS AND ROTATIONAL PROGRAM FOR NEW GRADS SUBSIDIES FOR PROFESSIONAL ACCREDITATIONS SUBSIDIES FOR PROFESSIONAL ACCREDITATIONS ONLINE AND IN-HOUSE TRAINING PROGRAMS ONLINE AND IN-HOUSE TRAINING PROGRAMS

CANADA’S TOP EMPLOYERS FOR YOUNG PEOPLE 2018

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A A dynamic dynamic environment environment at at the the House House of of Commons Commons

I

f you think of the House of Commons Administration as aHouse ratherofstaid place f you think of the Commons where the way things are done Administration as a rather staidbehind place the scenes changes political where the –way thingsinare done behind leadership – doesn’t the scenes notwithstanding – changes in political changeleadership all that much, well, you’d be– wrong. notwithstanding doesn’t In fact, the innermuch, workings the House change all that well,of you’d be wrong. are as dynamic as workings society outside. that In fact, the inner of the And House can bedynamic a real boon to all itsoutside. administrative are as as society And that employees, younger ones. can be a realespecially boon to the all its administrative Considerespecially the careerthe arcyounger of 28-year-old employees, ones.

Leigh Kelly, who not long ago28-year-old became Consider the career arc of the House Workplace Leigh Kelly,Administration’s who not long ago became Inclusion Advisor. As recently as the HouseProgram Administration’s Workplace December 2016, while working full-timeasas Inclusion Program Advisor.

As recently Senior Administrative in theas December 2016, whileCo-ordinator working full-time House’s Office of the Clerk, she completed Senior Administrative Co-ordinator in the her University master’s degree House’s OfficeofofCalgary the Clerk, she completed in andofcommunity rehabilitation, herdisability University Calgary master’s degree not sure whatand shecommunity might do with it. in disability rehabilitation, Then, serendipity: the do House not sure what she might withAdminit. istration looking for advisor for its Then,was serendipity: thean House AdminWorkplace Inclusion whichforwas istration was looking Program, for an advisor its in Kelly’s field.

“I graduated in December, Workplace Inclusion Program, which was and I had field. my interview for this position in Kelly’s “I graduated in December, in August, andinterview that is so for notthis a big stretch and I had my position between finishing myis master’s getting in August, and that so not a and big stretch into a position thatmy leverages studies,” between finishing master’smy and getting she intosays. a position that leverages my studies,” she says.

We have to be innovative, we have to the latest tools.

So, Weprovide have toMPs be innovative, we have for those ofMPs us who in careers to provide the are latest tools. So, on Hill,ofwe of forthe those ushave who to arebe in part careers the cutting on the Hill, edge. we have to be part of the cutting edge.

Charles Robert Clerk of theCharles House of Commons Robert

Clerk of the House of Commons

Approximately 1,700 full-time employeesApproximately at the House Administration all in 1,700 full-timeare employees at the House Administration are all in

CHARLES ROBERT, THE CLERK OF THE HOUSE OF COMMONS WITH LEIGH KELLY CHARLES ROBERT, THE CLERK OF THE HOUSE OF COMMONS WITH LEIGH KELLY

some way responsible for helping Members of Parliament do their for jobs.

They include some way responsible helping Members employees in Procedural Services as of Parliament do their jobs.

Theysuch include clerks, in corporate services such assuch IT, as and employees in Procedural Services in HR, in finance, printing, transportation, clerks, corporate services such as IT, and trades, and food services. in HR,maintenance finance, printing, transportation, Charles Robert, Clerk the services.

House of trades, maintenance andoffood Commons and its senior Charles Robert, Clerk administrative of the House ofofficial, says there opportunities Commons andare itsgreat seniorcareer administrative offifor people of theopportunities importance cial,young says there arebecause great career of up to date withofthe forkeeping young people because theevolving importance needs of Members.

“That’s not only in of keeping up to date with true the evolving terms but also“That’s in HR,true for example, esneeds of of IT, Members. not only in pecially the also 2015inelection, the fact terms ofafter IT, but HR, forgiven example, esthat we had out ofgiven 338.”the This pecially after200 the new 2015MPs election, fact means MPs MPs with out the of HR services that weproviding had 200 new 338.”

This and advice neededMPs to set up the theirHR offices and means providing with services carry out their worktosuccessfully, onand and advice needed set up theirboth offices Parliament Hillwork and in their constituencies. carry out their successfully, both on Parliament Hill and in their constituencies.

“We have to be innovative, we have to provide MPs to thebelatest tools. So, those “We have innovative, wefor have to of us whoMPs are the in careers on theSo, Hill, have provide latest tools. for we those to edge,” says Robert. of be us part who of arethe in cutting careers on the Hill, we have House Administration been toThe be part of the cutting edge,”has says Robert. a place learning and growth has for been Kelly.

The of House Administration Flexible work arrangements made easier a place of learning and growth for itKelly. for her towork do her master’s through Flexible arrangements made distance it easier learning, managerthrough and colleagues for her toand do her master’s distance were “super-supportive.”

She hascolleagues been able learning, and her manager and to take“super-supportive.” advantage of numerous training were She has been able opportunities, including five in training the past to take advantage of numerous month alone. including five in the past opportunities, “In allalone. my positions, I’ve been stretched month to develop mypositions, skills further,” she stretched says. “I “In all my I’ve been used to not my be comfortable with to develop skills further,” shepublic says. “I speaking, butbeI’ve had to hold training used to not comfortable with public sessions and presentations speaking, butI’ve I’vehad hadtotogive hold training to high-level management.” sessions and I’ve had to give presentations to high-level management.”

EXCEPTIONAL EXCEPTIONAL EXCEPTIONAL EXCEPTIONAL

Kelly also appreciates the esprit de corps among Administration staff.deShe KellyHouse also appreciates the esprit corps says she House has established a number of She close among Administration staff. friendships, she appreciates opportunisays she has and established a number of close ties for bonding workplace, including friendships, and in shethe appreciates opportuniactivities such as in yoga an employee ties for bonding theand workplace, including breakfast part of activities that suchare as yoga andtheaninstitution’s employee Workplace Charitable “It just breakfast that are part Campaign. of the institution’s adds that spark of energy to people.”

Workplace Charitable Campaign.

“It just Among the other positives of working adds that spark of energy to people.” at the House benefits Among theAdministration other positives are of working such free access to a gym, on-site daycare, at theasHouse Administration are benefits maternity leave top-ups and parental leave such as free access to a gym, on-site daycare, for new fathers adoptive parents. The maternity leaveand top-ups and parental leave latter, in fathers particular, a plus for Kelly, The who for new and isadoptive parents. hopes a family latter, to in have particular, is aone plusday. for Kelly, who She to alsohave citesa family the mentorship hopes one day. she has received, and managers who don’tshe pull She also cites the mentorship has rank.

“One of managers the thingswho thatdon’t I really received, and pullenjoy isrank. that“One you can havethings trust that in and accessibilof the I really enjoy ity to your I never I can’t is that you manager. can have trust in feel and like accessibilapproach manager.

We always work ity to yourmy manager.

I never feel like I can’t collectively as manager. a team. Of course, approach my We alwaysthere’s work acollectively hierarchicalasstructure at course, the House, but a team. Of there’s you definitely structure feel equality when you’rebut a hierarchical at the House, working together.” you definitely feel equality when you’re working together.”

YOUNG TALENT YOUNG TALENT WORKPLACE WORKPLACE

Proud to be one of Canada’s Top Employers Proud to be one of Canada’s Top Employers for Young People for Young People

TUITION ASSISTANCE FOR EMPLOYEES INTERESTEDFOR IN TUITION ASSISTANCE FURTHERING EDUCATION EMPLOYEESTHEIR INTERESTED IN FURTHERING THEIR EDUCATION OVER 87 JOBS AVAILABLE IN 87 THEJOBS PASTAVAILABLE YEAR OVER IN THE PAST YEAR SUBSIDIES FOR PROFESSIONAL ACCREDITATIONS SUBSIDIES FOR PROFESSIONAL ACCREDITATIONS ONLINE AND IN-HOUSE TRAINING PROGRAMS ONLINE AND IN-HOUSE TRAINING PROGRAMS

CANADA’S TOP EMPLOYERS FOR YOUNG PEOPLE 2018

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Hydro Hydro Ottawa Ottawa is is in in the the midst midst of of aa ‘youthquake’ ‘youthquake’

C

hris Cirullo completed his hris Cirullo completed his four-year apprenticeship four-year apprenticeship with Hydro Ottawa this withbut Hydro Ottawa fall, he had to let this the fall, but he to let the occasion passhad without occasion pass toasting or celebrating.

On without the day he toastinga or celebrating. On the on daythe he became journeyperson he was became a journeyperson he wasmyonshift the job.

“I celebrated by spending job.

“I celebrated by spending my shift in a pit restoring power to a couple of in a pitthat restoring power to a Cirullo, couple ofwho homes had lost it,” says that had lostCable it,” says Cirullo, who ishomes an Underground Jointer.

“I was is an Underground the on-call guy that Cable day.” Jointer. “I was the on-call thatwith day.”that. Cirullo But he’s allguy right But Hydro he’s all Ottawa right with that.

Cirullo joined after earning his joined Hydro OttawaDiploma after earning Powerline Technician and his Powerline Technician Diploma and completing a three-month placement completing a three-month with the electrical utility. Heplacement migrated to with the electricalside utility.

Hebusiness, migratedasto the underground of the the underground side the business, opposed to working onofoverhead lines, as opposed to working when he was exposedon to overhead it throughlines, his when heand washeexposed through his as studies, enjoys to theitwork as well studies, he enjoys the work as well as the workand environment. the work environment.

“Everybody is willing to pull together is willing pullI work together as a“Everybody team,” he says.

“The to guys as a team,” he of says.

“The workdo.” with take a lot pride in guys what Ithey with take a lot of pride in what they do.”

We have invested and will conWe have invested and will continue to invest in apprenticeships tinue to invest inasapprenticeships and internships, well as hiring, and internships, as well asyouth. hiring, recruiting and promoting recruiting and promoting youth.

Lyne Parent-Garvey

ChiefLyne HumanParent-Garvey Resources Officer Chief Human Resources Officer

Some of his fellow co-workers are Some of his fellow co-workers are journeypersons with years of experijourneypersons withnumber years ofofexperience, but a growing them are ence, but a growing number them are young apprentices and recent of graduates. apprentices and recentlaunched graduates.

Ayoung decade ago, Hydro Ottawa decade ago, Hydroinitiative Ottawa to launched aAworkforce renewal replace a workforce renewal initiative to replace

YOUNG EMPLOYEES LIKE CHRIS AND JESSICA REPRESENT THE FUTURE OF HYDRO OTTAWA YOUNG EMPLOYEES LIKE CHRIS AND JESSICA REPRESENT THE FUTURE OF HYDRO OTTAWA

employees who would be retiring. “A employees whoutility’s wouldemployees be retiring.have “A quarter of the quarterinofthe thepast utility’s employees retired 10 years and 40have per retired past 10 40 next per cent willinbetheeligible toyears leaveand in the cent says will Chief be eligible to leave in the Officer next 10,” Human Resources 10,” says Chief Human Resources Officer Lyne Parent-Garvey.

Lyne TheParent-Garvey. number of employees under 35 of per employees hasThe risennumber from 16 cent to under 32 per35 cent has risen from per cent21 to per 32 per since 2007, and16 currently centcent of since 2007, trades and currently 21are perapprencent of the utility’s workforce the utility’s are apprentices.

Amongtrades cable workforce jointers, Cirullo’s tices. Among cableare jointers, Cirullo’s trade, 38 per cent apprentices.

As trade,Hydro 38 perOttawa cent arehas apprentices. well, created an As Enwell, Hydro Ottawa has created an Engineering Intern Training and Developgineering Intern ment program to Training replenishand the Developranks in mentfield. program to replenish the ranks in that that field.

“We have invested and will continue to “Weinhave invested andand willinternships, continue to invest apprenticeships invest in apprenticeships and internships,

as well as hiring, recruiting and promotas well as hiring, recruiting and promoting youth,” says Parent-Garvey. ingAnd youth,” says Parent-Garvey.

Hydro Ottawa’s youth movement Andlimited Hydro just Ottawa’s youth movement is not to trades and technical is not Jessica limitedMcPherson, just to trades and technical roles. a Specialist roles.

Jessica McPherson,joined a Specialist in Talent Management, Hydro in Talentafter Management, joined Hydro Ottawa earning a Bachelor of ComOttawadegree. after earning a Bachelor of Commerce merce degree.

“I work with amazing leadership,” says “I work with amazing says McPherson.

“Right out ofleadership,” the gate, they McPherson. out of the gate,table. they valued what I“Right was bringing to the valued whatanI opportunity was bringingtotomake the table.

It gave me a It gave me an opportunity to make a difference.” difference.”

McPherson took time off to travel and took time off to travel and sheMcPherson spent several years working elsewhere, she returned spent several years working elsewhere, but to the utility this fall.

“I but returned the with utility this fall. “Ithat’s don’t want to to work a company don’t with wantthe to work a company that’s okay statuswith quo,” she says. “Hyokay with the status quo,” she says. “Hy-

dro Ottawa wants to be the best at what dro Ottawa wants at what they do. They wanttotobebethe at best the forefront, they do. They to resources be at the forefront, whether it’s in want human or the whether it’s in of human resources or the technical side the organization.” technical side of diversity, the organization.”

That includes inclusion and ThatShortly includesafter diversity, inclusion and youth. returning to Hydro youth. Shortly after returning to Hydro Ottawa, McPherson was appointed to Ottawa, McPherson was Council. appointedAll to the organization’s Youth the organization’s Council. members are underYouth 30 and drawn All from members under 30 and fromto across theare utility.

They meetdrawn quarterly acrosswith the issues utility.such Theyas meet quarterly deal recruiting and to deal with talent, issues such as recruiting and retaining maintaining and improvretaining talent, maintaining and improving employee engagement, and career ing employee career planning and engagement, development and for employees planning anddemographic. development for employees in the youth in President the youth and demographic.

CEO Bryce Conrad President and Sponsor CEO Bryce Conrad is the Executive for the comis the Executive Sponsor for committee, which underlines thethe utility’s mittee, whichtounderlines commitment retaining the andutility’s engaging commitment to retaining and engaging younger members of its workforce. younger members “Having the CEO of at its theworkforce. table is a really “Having the CEO atsays theMcPherson. table is a really great opportunity,” great can opportunity,” says McPherson.

“We hear his perspective and he can “We directly can hearfrom his perspective andyouth he can hear us as to what hear directly from us as to what youth wants in an organization.” wants in an organization.”

APPRENTICESHIP AND SKILLED APPRENTICESHIP AND SKILLED TRADES PROGRAMS TRADES PROGRAMS SUBSIDIES FOR PROFESSIONAL SUBSIDIES FOR PROFESSIONAL ACCREDITATIONS ACCREDITATIONS ONLINE AND IN-HOUSE TRAINING ONLINE AND IN-HOUSE TRAINING AND DEVELOPMENT PROGRAMS AND DEVELOPMENT PROGRAMS FORMAL COACHING FORMAL COACHING PROGRAM PROGRAM

POWERED POWERED BY

BY PEOPLE PEOPLE Hydro Ottawa is passionate about being a great employer for great people. That’s because we rely 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 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 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. giving where we live is as important as sustaining the environment around us.

hydroottawa.com hydroottawa.com

CANADA’S TOP EMPLOYERS FOR YOUNG PEOPLE 2018

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At Labatt, Labatt, community community involvement involvement is is part part of of the the brew brew At

A

charitable spirit of giving charitable of giving back to thespirit community has back theofcommunity been to part the culture has of been part of the culture of Labatt Breweries of Canada Labatt Breweries of Canada since the earliest days of the the earliest days of the 170-year-old since company and continues to 170-year-old continues attract young company employeesand well into the to attract young employees well into the 21st century.

21st In century.

1859, just a few years after he’d estabIn 1859, just a few years after he’d John established his brewery in London, Ont., lished brewery in London, Ont., John Kinderhis Labatt donated 1,000 pounds of Kinder 1,000 pounds of flour toLabatt help hisdonated fellow citizens in the middle flour to help his economic fellow citizens in theInmiddle of a devastating recession.

2013, of a devastating 2013, Irina Shapiro lefteconomic a job at arecession. securities In firm Irina left a job a securities firm to joinShapiro the Ontario salesatteam at Labatt’s to join the Ontario salesofteam Labatt’s Toronto office because whatatthe company Toronto of what stood foroffice in herbecause community andthe thecompany sense of stood for in and the sense of pride she sawher in community Labatt employees. pride she saw inabout Labattthe employees.

“Everything company lines up “Everything about theAs company with my sense of values. a younglines em-up with sense of a young ployeemy coming in,values. you seeAshow muchemcan be ployee in,community,” you see how says much can be done tocoming help the Shapiro, done helpManager the community,” saysPlanning Shapiro, who istonow of Financial who is nowcommercial Manager offinance Financial Planning in Labatt’s team. in “We’re Labatt’sencouraged commercialbyfinance team. to our managers “We’re encouraged managers projto step up and contributebytoour community step contribute to community projects. up Forand example, I’ve been involved with ects.

For example, I’ve been with the Yonge Street Mission andinvolved the Toronto the Yonge Streetfollowing Mission the andflooding the Toronto Island cleanup in the Island spring cleanup of 2017.following the flooding in the spring of 2017.

As a young employee coming in As young in to youasee howemployee much cancoming be done you much can be done to helpsee the how community. help the community.

Irina Shapiro

Manager of Financial Planning Irina Shapiro Manager of Financial Planning

“And the company always listens when always when“A we“And comethe upcompany with ideas,” she listens continues. we come up with ideas,” continues.

“A particular interest of mineshe is mental health. particular interest of mine is mental health.

BRINGING PEOPLE TOGETHER BRINGING PEOPLEWORLD TOGETHER FOR A BETTER FOR A BETTER WORLD Proud member of the Anheuser-Busch InBev family Proud member of the Anheuser-Busch InBev family

LABATT EMPLOYEES COME TOGETHER FOR A BETTER WORLD LABATT EMPLOYEES COME TOGETHER FOR A BETTER WORLD

I was able to come forward with an idea that Iwas wasvery ablesuccessful.” to come forward with an idea that wasShapiro very successful.” and her team took part in Shapiro andBrave her team took in CAMH One Night for part Mental CAMH Brave Night for Mental Health, aOne Canada-wide challenge to share Health, a Canada-wide challenge to share one night to inspire hope for Canadians one night inspireillness. hope for Canadians living withtomental Labatt matched living with mental illness.

Labatt matched the amount the team raised and between the amount the team raised and between them they contributed $14,000 to Toronto’s them $14,000 Toronto’s Centrethey for contributed Addiction and MentaltoHealth.

Centre forof Addiction and Mental Health.

As part Anheuser-Busch InBev, Labatt As part of Anheuser-Busch InBev,peoLabatt shares a corporate dream “to bring shares a corporate dreamworld.” “to bring people together for a better Shapiro’s ple together forideal a better world.” project was an fit with this Shapiro’s philosophy, project wastoanAgostino ideal fit De withGasperis, this philosophy, according Labatt’s according to Agostino Vice President, People.De Gasperis, Labatt’s Vice President,giving People.

“Charitable and being part of the “Charitable of the community aregiving part ofand ourbeing betterpart world community part ofsays. our“More better world dream,” De are Gasperis personally, dream,” Gasperis says. to “More personally, everyoneDe wants to belong something bigger everyone wants to belong to something bigger

than themselves. This is fundamental for than themselves. fundamental for so young people andThis howisthey see themselves, young people and howspecial they seetothemselves, so it’s a win-win.

It’s very see the camait’s a win-win.

It’s verywhen special to seeget thebehind camaraderie that develops people raderie thatlike develops people get behind something Irina’swhen CAMH initiative.” something liketo Irina’s CAMHemployee-led initiative.”

In addition supporting In addition supporting projects, Labatttohas a numberemployee-led of corporate projects, a number of programsLabatt aimedhas at improving thecorporate community, programs aimedBetter at improving community, such as Labatt Together,the Labatt Disaster such Labatt Better Together, Labatt Disaster ReliefasProgram and commitments to environRelief and commitments to environmentalProgram and responsible drinking initiatives. mental andBetter responsible drinking initiatives.

Labatt Together, created in 2016, Labatt basic Betteressentials Together,and created in 2016, provides support services provides basicindividuals essentials and to Canadian andsupport familiesservices in to Canadian and families in need, helpingindividuals to reduce poverty in communeed, to country. reduce poverty in communities helping across the nities across thethrough country.

Since 2013, its Disaster Relief ProSinceLabatt 2013,has through its more Disaster Relief Program, donated than 350,000 gram, has donated than 350,000 cans ofLabatt safe drinking watermore to communities in cans of safe drinking watersupply to communities in six provinces whose water was affected six provinces whose water supply was affected

by a significant disaster, such as the Fort by a significant disaster, such The as thecompany Fort McMurray wildfire of 2016.

McMurray wildfire of 2016.

The company packages and maintains a constant supply of packages and water maintains a constant supply of fresh canned and uses its distribution fresh canned water the andwater uses its network to deliver todistribution Canadians and network to deliver the water to Canadians and emergency responders in need. emergency responders in need.

Along with other Anheuser-Busch InBev Along with otherthe Anheuser-Busch companies around world, Labatt InBev also companies around thefor world, Labatt sets aggressive targets reducing thealso sets aggressive targets the by environmental impactfor ofreducing its operations environmental of itsconsumption operations byand reducing waterimpact and energy reducing consumption and divertingwater wasteand fromenergy landfills. diverting waste the from landfills.works to enMeanwhile, company Meanwhile, the company works toaencourage moderate drinking through variety courage moderate drinking throughand a variety of resources, awareness campaigns supof resources, awareness campaigns andGood support programs, including Budweiser port programs, including Good Sport, Labatt Family TalkBudweiser About Drinking, Sport, Talk About Drinking, GlobalLabatt Be(er)Family Responsible Day, and Partners Global Be(er) Responsible Day, and Partners for Safer Communities. for“It’s SaferallCommunities. part of how we live and breathe, “It’swealloperate part ofashow we live andsays breathe, how a company,” De Gashow operate as a company,” says De Gasperis,we while Shapiro adds, “It’s an important peris, important reasonwhile I likeShapiro to workadds, here “It’s – theansense of reason I like to work – the sense of an accomplishment thathere comes from making accomplishment that comes from making an impact in the community.” impact the community.”

Johnin Kinder Labatt would approve.

John Kinder Labatt would approve.

HONOURING OUR OUR LEGACY AND HONOURING LEGACY AND EMBRACING OUR OUR FUTURE FUTURE EMBRACING A PERSONAL COMMITMENT TO CANADA A PERSONAL COMMITMENT TO CANADA AND ITS COMMUNITIES AND ITS COMMUNITIES

502 JOBS AVAILABLE 502 AVAILABLE IN JOBS THE PAST YEAR IN THE PAST YEAR FORMAL MENTORSHIP FORMAL MENTORSHIP PROGRAM PROGRAM PAID INTERNSHIPS FOR PAID INTERNSHIPS FOR STUDENTS AND NEW GRADS STUDENTS AND NEW GRADS APPRENTICESHIP AND SKILLED APPRENTICESHIP AND SKILLED TRADES PROGRAMS TRADES PROGRAMS

CANADA’S TOP EMPLOYERS FOR YOUNG PEOPLE 2018

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Taking success at at Miller Miller Group Group Taking the the highway highway to to career career success

W

hen Suchit Chanana was civil henstudying Suchit Chanana engineering the was studyingatcivil University engineeringofatToronto, the he participated in University of Toronto, a program that provided him with three he participated in consecutive yearsprovided of summer a program that himemployment. with three Designed to expose students to consecutive years ofselect summer employment.

Designed to expose selectthe students to careers in transportation, program careershim in transportation, the program placed with an engineering firm, the placed him with an engineering firm, the Ontario government, and a contractor – the Ontario government, and a contractor – the Miller Group.

Miller BasedGroup. in Markham, Ont., the construcin Markham, Ont., the constructionBased company builds and supports urban tionrural company builds and and infrastructure forsupports clients inurban the and rural clients in the public andinfrastructure private sectorsforacross Canada, public and private sectors across Canada, the southeastern United States and interthe southeastern and international markets. United BecauseStates he’d been made national Because he’d made to feel likemarkets. family, Chanana hadbeen already to feel like had decided the family, Miller Chanana Group was hisalready favourite theplacements.

Miller Group was his favourite ofdecided the three ofThen, the three placements. when he was back at university, heinvited was back university, theThen, Millerwhen Group himatto watch the the Miller Group invited to watch the final stage of a rapid bridgehim replacement final stage a rapid bridge replacement (RBR).

Theofcompany was going to swap (RBR).

The company was going swapToan old Highway 401 off-ramp in to north an oldwith Highway off-ramp in been northbuilt Toronto a new 401 bridge that had ronto with new bridge that beenofbuilt nearby.

The amonumental taskhad on one the nearby.stretches The monumental on oneAmerof the busiest of highwaytask in North busiest stretches ofinhighway North America was completed just oneinweekend. ica was completed in just one weekend.

Young people bring a fresh level of Young people bring a fresh level energy and enthusiasm to the job.of energy andnew enthusiasm the chaljob.

They have ideas thattocan They the haveestablished new ideas that candoing challenge way of lenge the waything. of doing things, andestablished that’s a good things, and that’s a good thing.

Blair McArthur Blair McArthur President & CEO

President & CEO

STUDENTS AND RECENT GRADUATES JOIN EXPERIENCED EMPLOYEES AT THE MILLER GROUP STUDENTS AND RECENT GRADUATES JOIN EXPERIENCED EMPLOYEES AT THE MILLER GROUP

“Watching that RBR was a real eye-openthat RBR a real eye-opener,”“Watching recalls Chanana.

“It’swas a very complex er,” innovative recalls Chanana.

“It’s a very complex and construction technique and andainnovative construction technique and not lot of companies in Canada are doing notIt’sa lot of companies in Canada are doing it. a great opportunity to be involved in it. It’sinteresting a great opportunity such work.” to be involved in such interesting Chanana, whowork.” joined the Miller Group Chanana, who joined the Miller Group full-time in 2014, continues to be imfull-timeJob in 2014, continues be impressed. rotations throughtodifferent pressed. Job rotations through different departments and Ontario locations have departments and Ontario have helped familiarize him withlocations the compahelped familiarize ny’s operations.

At him everywith step,thehecompasays, he’s ny’s operations.

At every he says,and he’s acquired new skills while step, co-workers acquired new skills while co-workers and supervisors have been friendly and helpful. supervisors friendly andwho’ve helpful.

“There arehave a lotbeen of people here “There areaalong lot oftime people who’ve been around andhere they’re eager been around long time of andthe they’re eager to share their aknowledge company to share their knowledge of the company and the industry,” says Chanana.

“I’ve been and the industry,” says welcomed from Day 1.”Chanana. “I’ve been welcomed Day Blair 1.” McArthur is Presidentfrom & CEO President CEOGroup’s Blair McArthur is proud of the& Miller 25 Year Club proud thethat Miller 25 Year Club and theoffact mostGroup’s of the people who’ve and the fact that most of the people who’ve

been inducted are still active employees. At been inducted active employees.

At the same time, are he’sstill dedicated to employing the same time, he’s dedicated employing significant numbers of youngto people. significant numbers young people.

“We want to makeofsure there is a long“We want for to make sure thereand is aour longterm future this company term forlifeblood,” this company our peoplefuture are the saysand McArthur. people the lifeblood,” sayslevel McArthur.

“Youngare people bring a fresh of energy “Young people bring level have of energy and enthusiasm to thea fresh job. They new and to the job. have new ideasenthusiasm that can challenge theThey established way ideas thatthings, can challenge theaestablished way of doing and that’s good thing.” of The doingcompany things, and good thing.” has that’s a widea range of The company hasyoung a widepeople range of programs that offer handsprograms that offer young people handson experience, which included hiring over on whichin included 30 experience, summer students 2017. Ithiring worksover 30 summer in 2017. It providworks closely with students several universities, closely with several universities, ing co-op placements to those inprovidvarious ing co-op placements to those in various degree programs, including engineering, degree including engineering, IT andprograms, finance. The Miller Group also has IT and finance.

Miller Groupministries also has agreements withThe several Ontario agreements with several Ontario ministries to provide training and apprenticeships to to provide training and apprenticeships to those in skilled trades. those in skilled trades. can also access a Full-time employees Full-time employees can also access a

wealth of learning opportunities. Besides informal the company has its wealth of mentoring, learning opportunities.

Besides own internal trainingthe program, thehas Miller informal mentoring, company its Institute of Excellence.

Many ofthe theMiller MIE’s own internal training program, leadership, management and construction Institute of Excellence.

Many of the MIE’s related courses are Gold and Seal construction accredited by leadership, management the Canadian related courses Construction are Gold Seal Association. accredited by McArthur, the key message is that the theFor Canadian Construction Association.

For McArthur, theakey is that the Miller Group offers far message greater diversity Miller Group far greater diversity of career pathsoffers thanathose not familiar with of paths than those not familiar with thecareer construction industry might assume. the construction industry might While some kinds of projects theassume. company While somehave kindsbeen of projects undertakes aroundthe for company eons, undertakes been around fortoeons, many of thehave methods deployed complete many methods deployed to complete them of arethe cutting-edge. them aretechnology cutting-edge.

“The is constantly changing,” “The technology constantly changing,” says McArthur.

“Weisare always looking for says McArthur.

“We are safest alwaysway looking the most cost-effective, to dofor the mostAnd cost-effective, safest things. while we may notway be to in do the things.

And while we may not be in the sexiest sector, building infrastructure drives sexiest sector, building infrastructure drives our economy.” ourFor economy.”

Chanana, that’s all part of the allure Chanana, all Group. part of the allure ofFor working at thethat’s Miller “Whether of working at theroads Miller “Whether you’re building or Group. repairing them, the you’re or repairing the work isbuilding almost roads perpetual,” he says.them, “I can work is almost perpetual,” he says.

“I can see myself staying here a long time.” see myself staying here a long time.”

TUITION ASSISTANCE FOR TUITION ASSISTANCE FORIN EMPLOYEES INTERESTED EMPLOYEES FURTHERINTERESTED EDUCATIONIN

Find the Best Keep the Best

FURTHER EDUCATION OVER 230 JOBS AVAILABLE OVERIN230 THEJOBS PASTAVAILABLE YEAR IN THE PAST YEAR

PAID INTERNSHIPS FOR STUDENTS PAID INTERNSHIPS STUDENTS AND NEW FOR GRADS AND NEW GRADS SPECIAL BONUSES FOR SPECIAL BONUSES FORAND COMPLETING COURSES COMPLETING COURSES AND ACCREDITATIONS ACCREDITATIONS

millergroup.ca/careers millergroup.ca/careers

CANADA’S TOP EMPLOYERS FOR YOUNG PEOPLE 2018

24

Fast-paced change change in in aa small-town small-town setting setting at at Northwestel Northwestel Fast-paced

F

ew people have a better perspective on ahow much the ew people have better telecommunications industry perspective on how much the has changed than Curtis Shaw. telecommunications industry Shaw came to Northwestel Inc., has changed than Curtis Shaw. the Whitehorse, Yukon-based subsidiary Shaw came to Northwestel Inc., of Bell Canada, Yukon-based 21 years ago, subsidiary fresh out of the Whitehorse, “When I first started, it was ofgrad Bellschool.

Canada, 21 years ago, fresh out of a fairlyschool. older-male-dominated engineering grad “When I first started, it was a organization, providing telephone service fairly older-male-dominated engineering and long distance with telephone little to noservice competiorganization, providing tion.” hedistance says. Since Internet, it’s become and long withthelittle to no competia different ballSince gamethe – and with different tion.” he says.

Internet, it’s become change can happen in a aplayers. different“Lots ball of game – and with different matter “Lots of weeks and months,” adds in Shaw, players. of change can happen a now the Officer. matter of Chief weeks Operating and months,” adds“Fifteen Shaw, or 20 years ago, change tookOfficer. a long time.” now the Chief Operating “Fifteen or Naturally, legacy workers – those with 20 years ago, change took a long time.” decades of experience – are –still in high Naturally, legacy workers those with demand, over the–past several years decades of but experience are still in high Northwestel has been focusing recruiting demand, but over the past severalonyears younger people, particularly who live Northwestel has been focusingthose on recruiting in or may be returning to northern Canada. younger people, particularly those who live therebearereturning big draws. get all the inAnd or may to “You northern Canada. benefits small-town says And thereofare big draws.living,” “You get allShaw, the “and you great exposure the Shaw, telecombenefits of get small-town living,”tosays munications industry and all we’re “and you get great exposure to the the work telecomdoing around broadband andthe broadband munications industry and all work we’re connectivity northern doing around across broadband and Canada.” broadband connectivity across northern Canada.”

You don’t have the commute, you havedon’t affordable housing, youyou have You have the commute, all the benefits housing, of working Bell have affordable youforhave Canada but working in a smallall the benefits of working for Bell town environment.

Canada but working in a smalltown environment.

Curtis Shaw ChiefCurtis Operating Officer Shaw

Chief Operating Officer

Working for a small company means that even youngfor recruits getcompany wide exposure difWorking a small meansto that even young recruits get wide exposure to dif-

LISA RIEHL, PRODUCT MANAGER ASSISTANT, AT NORTHWESTEL SERVING SOUP AT A LOCAL CHARITY

LISA RIEHL, PRODUCT MANAGER ASSISTANT, AT NORTHWESTEL SERVING SOUP AT A LOCAL CHARITY

ferent areas of the company. That’s been one of theareas real benefits for Jeff Gart-shore, ferent of the company.

That’s beenwho one as benefits a summer in 2011. “What ofstarted the real forstudent Jeff Gart-shore, who I reallyasappreciated was the responsibility I started a summer student in 2011. “What given right off was the bat,” says Gartshore, Iwas really appreciated the responsibility I nowgiven an Associate Accounting. was right off Director the bat,”of says Gartshore, “I ended contributing to reports that went“I now an up Associate Director of Accounting. to ourup board of directors.

It was cool be ended contributing to reports that to went those opportunities a young togiven our board of directors. Itatwas cool toage beand also receive enough support it wasn’t given those opportunities at athat young age and daunting.” also receive enough support that it wasn’t In the summer before his last year of daunting.” university, Northwestel Gartshore In the summer before awarded his last year of one of theNorthwestel six $4,000 scholarships it gives university, awarded Gartshore outof every to students in business & one the year six $4,000 scholarships it gives commerce, computer science, electrical out every year to students in business & engineeringcomputer or telecommunications.

The commerce, science, electrical scholarships are part of Northwestel’s focus engineering or telecommunications. The on drawing are younger Scholarship scholarships part ofrecruits.

Northwestel’s focus on drawing younger recruits. Scholarship

candidates – typically those who have been born and raised in thethose North – are given candidates – typically who have been first preference summer born and raised for in the Northwork.

– are “That given getspreference them somefor exposure the culture, first summertowork.

“That the people and the exposure environment,” gets them some to theexplains culture, Shaw. the “It’s teaching some of theexplains skills they people and thethem environment,” Shaw. might not getthem in academic And ifthey it’s “It’s teaching some of life. the skills successful andinthey like thelife. environment might not get academic And if it’s and we like them, there’s normally permanentand successful and they like the environment work the end of it.” we likeatthem, there’s normally permanent And thereend areofmany work at the it.” other benefits to working at Northwestel, including, And there are many other benefitsamong to other things, excellent compensation, a travel working at Northwestel, including, among allowance, an employee share purchase other things,and excellent compensation, a travel plan. The and learning doesn’t stop once you’re allowance, an employee share purchase hiredThe - Northwestel contributes $2,000 plan. learning doesn’t stop once you’re per year to tuition, courses and $2,000 advanced hired - Northwestel contributes learning. there’s the draw of living in a per year toThen tuition, courses and advanced small town.

“You don’t theofcommute, learning.

Then there’s thehave draw living in a small town. “You don’t have the commute,

you have affordable housing, you have all the have benefits of working for Bell you affordable housing, youCanada have allbut working in of a small-town says the benefits working forenvironment,” Bell Canada but Shaw. in a small-town environment,” says working On top of that, there’s unlimited allShaw. season outdoor activities, a great artsallscene, On top of that, there’s unlimited microbreweries, the worlda famous season outdoor activities, great artsYukon scene, Quest, as well asthe opportunities forYukon commumicrobreweries, world famous nity involvement – particularlyfor in commuareas in Quest, as well as opportunities which Northwestel invests: Indigenous comnity involvement – particularly in areas in munityNorthwestel and culture;invests: youth Indigenous and sports; and which comhealth and Any employee munity and mental culture;wellness. youth and sports; and who gets in any ofAny the charities health andinvolved mental wellness. employeeor NGOs the North receives matching who getsininvolved in any of the charitiesfunds or for theirinvolunteer Andmatching the compaNGOs the Northtime. receives funds ny their gives volunteer paid time time. off toAnd employees who for the compavolunteer or coach fortothe Canada Games ny gives paid time off employees who or Arctic Winter Games. volunteer or coach for the Canada Games or Shaw can’t believe Arctic Winter Games.it’s been two decades since hecan’t camebelieve to Northwestel or how much Shaw it’s been two decades the environment has changed.or“It’s since he came to Northwestel howa really much dynamic place – has week to week,“It’s it’s anever the environment changed. really mundane,” he–says. lotnever of chaldynamic place week“It’s to been week,ait’s lenge, a lot he of fun lot ofaexcitement mundane,” says.and “It’sa been lot of chalworking small company in a big lenge, a lotforofafun and a lot of excitement industry.” working for a small company in a big industry.”

TUITION ASSISTANCE FOR EMPLOYEES INTERESTED TUITION ASSISTANCE FORIN FURTHERINTERESTED EDUCATIONIN EMPLOYEES FURTHER EDUCATION OVER 190 JOBS AVAILABLE THEJOBS PASTAVAILABLE YEAR OVERIN190 IN THE PAST YEAR SUBSIDIES FOR PROFESSIONAL ACCREDITATIONS SUBSIDIES FOR PROFESSIONAL ACCREDITATIONS ONLINE AND IN-HOUSE TRAINING ONLINE ANDPROGRAMS IN-HOUSE TRAINING PROGRAMS

Turn your career into an adventure.

Turn your career into an adventure.

Explore the opportunity to live and work in Canada’s North with Northwestel.

Explore the opportunity to live and work in Canada’s North with Northwestel. www.nwtel.ca/careers www.nwtel.ca/careers

CANADA’S TOP EMPLOYERS FOR YOUNG PEOPLE 2018

25

As Binnie grows, grows, so so do do its its employees employees As Binnie

I

f people ask what R.F. Binnie f people ask what & Associates Ltd.R.F. does,Binnie Sharon & Associates does, Sharon Goddard, the Ltd. company’s Knowledge Goddard, the company’s Knowledge Leader & Senior Project Manager, Leader & Senior Project Manager, sometimes says that Binnie helps that Binnie helps to keepsometimes the trafficsays flowing smoothly in to keep the traffic flowing smoothly in Vancouver.

Vancouver.

While she says it with a smile, her While sheissays with a smile, her the description not itinaccurate.

“We’re description notthe inaccurate.

“We’re people who isput lines on the roadthe in the peopleplace whoand putwho the lines thethe road in the right makeon sure water rightcomes place and who make the water that out of your tapsure is clean,” she that comes of your clean,” says.

“If we out do our job, tap youisdon’t havesheto says. “If we do think about it.”our job, you don’t have to think about in it.”1969, Binnie works with Founded Founded municipalities in 1969, Binnie works developers, and otherwith private developers, municipalities and otherinfraprivate and public-sector clients, providing and public-sector clients, infra- in structure engineering and providing related services structure engineering and related services in everything from landscape architecture and everything fromengineering landscape architecture and transportation to the developtransportation to the development of parks, engineering sports and recreation faciliment of sanitary parks, sports recreation facilities and sewerand systems throughout ties and sanitary Western Canada.sewer systems throughout Western With aCanada. reputation for high standards in With a reputation for highand standards civil engineering, surveying project in civil engineering, surveying and project management, Binnie employs 200 full- and management, employs full- and part-time staffBinnie across six offices200 in B.C. part-timeand staff across offices in B.C.like and Alberta, a few of six those employees, Alberta, and ado few of those like Ava Li, really make sure employees, that stoplights Ava Li, reallymoving do make sure that stoplights keep traffic smoothly. keep traffic moving smoothly.

In our division, it’s easy to wear In our hats. division, it’s easy many I’m still tryingtotowear figure many hats.I I’m trying to figure out which likestill more. out which I like more.

Ava Li

Traffic Engineer Ava Li Traffic Engineer

As a Traffic Engineer in Binnie’s Traffic As a Traffic Engineer in Binnie’s Traffic Services Division, Li works with developers Services Division, Li developers and municipalities toworks study with and recomand municipalities to study and recom-

BINNIE TRAFFIC ENGINEER IN TRAINING, AVA LI BINNIE TRAFFIC ENGINEER IN TRAINING, AVA LI

mend approaches to parking, traffic flows mend approaches to new parking, flows and signal timing in and traffic expanding and signal timing in new and expanding communities. communities.

Li graduated in 2015 from the Univerin 2015 from UniversityLiofgraduated British Columbia with the Bachelor of sity of British Columbia BachelorAof Applied Science in Civil with Engineering.

Appliedclassmate Science intold Civil A former herEngineering. about an opening former classmate told herthat about opening at Binnie and suggested she an apply to at Binnie and for suggested that she apply to the company a position. theAfter company for more a position. learning about the company’s After and learning about theshe company’s culture workmore environment, joined culture about and work environment, she joined Binnie a year later.

Binnie about a year later. within the com“We’re a small division “We’re small division within the company, so itawasn’t hard to integrate myself pany,the so group,” it wasn’tsays hardLi, towho integrate myself into is currently into the group,” says Li, whoengineering is currently training for her professional training for her professional engineering designation. designation.

Li’s integration has extended far beyond integration far beyond herLi’s division.

This has yearextended her workmates electher division.

This year herofworkmates elected her to be co-ordinator Binnie’s Young ed her to be co-ordinator of Binnie’s Young Professionals Committee (YPC).

With two Professionals (YPC). two other elected Committee employees, the YPCWith supports other elected employees, the YPC supports Binnie’s growing staff of engineers and Binnie’s growing staff10 of years engineers and others with less than of experience others with less than 10 years of experience at the company. at the “Wecompany. try to come up with ideas like “We trysocials, to come up withcan ideas likeup monthly so people catch monthly up with whatsocials, othersso arepeople doing,can andcatch professionwith what othersseminars are doing, professional development andand conferences, al development seminars and conferences, where we can meet with senior staff. We where wehave can fun,” meet with senior staff. We also just she adds. alsoInjust have fun,” she adds. addition to activities organized by addition to activities organized by theInYPC, Binnie also provides a structured the YPC, Binnie alsoand provides a structured mentoring program educational almentoring program and educational al-

lowances that encourage employees to take lowances thatseminars encourage employees take courses and to further theirtocareer courses and seminars to further their career development. development.

As Binnie expands, it goes to great lengths Binnie expands, goesgrow to great to As find employees whoitwill withlengths the to find employees whoanwill grow thesee company, but it’s not easy task.with “If we company, butwant,” it’s notsays an easy task.

“If we see someone we Sharon Goddard, someone Sharon “we’ll hirewe thewant,” personsays even if we Goddard, have no “we’ll hire the personopen. even Occasionally if we have nowe’ve immediate position immediate position open.

Occasionally had to choose between candidate A andwe’ve canhad to B, choose between and candidate and we haven’tcandidate been ableAto make didate B, and haven’t to make the choice, so we we’ve hiredbeen bothable of them. the choice, so we’ve hired both of them.

With exceptional results,” she adds.

With results,” she adds.

Forexceptional Li, obtaining her licence as a profesFor Li, obtaining licencefocus. as a professional engineer is herher primary But sional is her primary But once aengineer month, she meets with focus. her staff once a month, she meets with options her staffat manager to discuss her future manager to discuss her future options at the company. the“In company. our division, it’s easy to wear many “In our division, easy many hats,” she says.

“Youit’scan beto thewear engineer hats,” she says.

“You can be the the engineer of record, the project engineer, report of record, projectwill engineer, writer.

Mythe manager assign the me report to work writer. willjust assign work in one My areamanager or another to letmemetoget a in oneforarea to let get out a taste it, or butanother I’m stilljust trying tome figure taste it, but I’m still trying to figure out whichforI like more.” which I like more.”

42+ JOBS AVAILABLE 42+ JOBS LAST AVAILABLE YEAR LAST YEAR FORMAL MENTORSHIP FORMAL MENTORSHIP PROGRAM PROGRAM SUBSIDIES FOR PROFESSIONAL SUBSIDIES FOR PROFESSIONAL ACCREDITATIONS ACCREDITATIONS ONLINE AND IN-HOUSE ONLINE ANDPROGRAMS IN-HOUSE TRAINING TRAINING PROGRAMS

CANADA’S TOP EMPLOYERS FOR YOUNG PEOPLE 2018

26

Well-being: How How RBC RBC takes takes care care of of its its people people Well-being:

A

nastacia Chichova knows nastacia Chichova knows how from personal experience from personal important it isexperience to have anhow important it is istocommitted have an employer that employer committed to wellnessthat andiswell-being to wellness and in the workplace.

In 2013, shewell-being suffered in theinjuries workplace. she and suffered head in a In car2013, accident had head injuries in afrom car accident had “I to take time off her job atand RBC. to time off from her job RBC. “I hadtake a severe concussion,” sheatremembers. had a severe concussion,” remembers.

“When I came back, RBCshe made sure I was “When I came back, RBCenvironment. made sure I was accommodated in a quiet accommodated a quiet environment.

And there was aincoach to help me deal with And there was a coach to help me deal with anything I needed.” anything needed.”

At the Itime, Chichova was working as a At the time, wasRBC working as a business advisorChichova in the large Advice business in the large Centre inadvisor Mississauga, Ont. RBC Today,Advice she is Centre Mississauga,Coach, Ont. Today, she is a ClientinEffectiveness developing aadvisors Client Effectiveness Coach, who deal direct with developing RBC clients advisors direct with RBC by phonewho anddeal video conference.

Sheclients is also by phone and video conference.

She is also a Wellness Champion, part of the bank’s acommitment Wellness Champion, thepeople bank’s– into makingpart sureofits commitment to making sure its people – including new recruits and younger staff like cluding new recruits in andallyounger like her – feel supported aspects staff of their her – feellives. supported in all aspects of their working working lives.

We put the focus on employees’ We put the focus on– employees’ holistic well-being their physical holistic well-being – their physical well-being, their financial well-bewell-being, their financial well-being and their mental well-being. ing and their mental well-being.

Anastacia Chichova Anastacia Chichova Client Effectiveness Coach Client Effectiveness Coach

At the Advice Centre, Chichova helps At the and Advice Centre, Chichova organize deliver programs suchhelps as Wellorganize and deliver programs such as Wellness Days.

“We put the focus on employees’ ness Days.

“We put–the focus on employees’ holistic well-being their physical well-beholistic well-being – their physical well-being, their financial well-being and their ing, their financial well-being and their mental well-being,” she says. “These are the mental well-being,” she says.

“These people who take care of our clients soare wethe people of our clients so we need towho taketake carecare of them.” need to take care of them.”

RBC EMPLOYEES ANASTACIA CHICHOVA (LEFT) AND NADINE ORR RBC EMPLOYEES ANASTACIA CHICHOVA (LEFT) AND NADINE ORR

There are yoga classes, mindfulness There are yogasessions, classes, and mindfulness and meditation outside exand and outside expertsmeditation brought insessions, to talk about managing perts in to talkresource about managing stress.brought RBC employee groups, stress. employee resource groups, such asRBC NextGen for young people, also such as NextGen for help young people, also organize events and employees organize andanother. help employees network events with one network with one “We spend a biganother. chunk of our life big chunk to of RBC our life at “We work,spend so it’sa important that at work, so it’s important RBC care that while we’re here, we’re welltotaken while we’re here, we’re well taken care of,” says Chichova. of,”Across says Chichova. the bank, there are many Across the bank, there are many programs to promote employee well-beprograms to promote employee well-being, says Nadine Orr, Vice-President, ing, says and Nadine Orr, Vice-President, Pension Benefits.

“Our focus is on Pension and Benefits.

“Ourculture focus iswhere on creating an inclusive work creating an feels inclusive worksupported culture where everybody engaged, and everybody engaged, encouragedfeels to bring theirsupported whole selfand to encouraged to bring their whole self to work and thrive.” work and thrive.”

There are global wellness campaigns areawareness global wellness toThere increase about campaigns physical, to increase awareness about physical, nutritional and mental well-being, in nutritional and mental well-being, which employees can earn “wellnessin which canwellness-related earn “wellness credits”employees to purchase credits” wellness-related services to andpurchase merchandise.

In 2016, the services anditsmerchandise.

In campaign 2016, the bank held first year-long bank held first year-long campaign focused onitsmental well-being – the focused on mental well-being – the “Your Mind Matters” campaign – which “Your Mind conversations Matters” campaign which encouraged about –the encouraged conversations about the importance of, and link between, menimportance of, overall and link between, More mental health and well-being. tal health andemployees overall well-being.

More than 28,000 participated in than 28,000 one or more employees activities. participated in oneInor2017, morethe activities. bank also expanded its In 2017, the bank also expanded its medical coverage to include a new core medical coverage to include a new core benefit for all Canadian employees and benefit for all Canadian employees their enrolled dependents – $3,000and their dependents – $3,000 worthenrolled of psychological coverage, inworth of psychological coverage, in-

cluding psychologists, psychotherapy, cluding psychotherapy, marriagepsychologists, counselling and other services. marriage and and other services.

Orr seescounselling these benefits programs Orr sees these benefits and programs as particularly attractive to young people as particularly attractive to young considering a career at RBC. “We people have considering a career at RBC. “We have found that young people feel less stigma found that youngsupport,” people feel about accessing sheless says.stigma about accessing support,” she says.

For those feeling stressed by money For those stressedinby money a issues, there feeling is also Invest Yourself, issues, there is also Investbetter in Yourself, a program to help people understand program to helpThat people better understand their finances. is especially top of their That is especially top of of mindfinances. for young people coming out mind for young people coming out of school with debt from student loans, or school debttheir fromfirst student or saving with towards home.loans, And Orr saving towards their first home.

And Orr points to RBC’s commitment to compoints RBC’s commitment communitytoinvolvement, includingtoemployee munity involvement, including employee volunteer grants, as contributing to a sense volunteer grants, as contributing to a sense of employee well-being and purpose. of employee well-being purpose.

“We encourage every and RBCer to discover “We encourage every RBCer discover a cause they’re passionate aboutto and make aitcause they’re about in andwhatmake easy for thempassionate to get involved itever easyway forworks them best to getforinvolved them,” in shewhatsays. ever bestusforacross them,” says.is “Theway bigworks focus for theshe board “The big focus usemployees across the are board on making surefor that set isup on making in sure that employees set up to succeed realizing their fullare potential to in realizing their full potential andsucceed building meaningful careers.” and building meaningful careers.”

1,696 STUDENTS HIRED 1,696 STUDENTS HIRED IN CANADA IN 2017 IN CANADA IN 2017 1,566 RECENT GRADS HIRED 1,566INRECENT HIRED CANADAGRADS IN 2017 IN CANADA IN 2017 FLEXIBLE WORK FLEXIBLE WORK ARRANGEMENTS ARRANGEMENTS BUILDING SKILLS BUILDING SKILLS FOR THE FUTURE FOR THE FUTURE

CANADA’S TOP EMPLOYERS FOR YOUNG PEOPLE 2018

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Samsung Samsung offers offers innovative innovative work work and and high high engagement engagement

I

t can be daunting as a young person t can be into daunting a young person to come a newasworkplace in a to come into a new workplace in a large company, especially if you’re large company, especially pretty new to the country ifasyou’re well. But pretty new toMehta, the country well. But for Roopam joiningasSamsung for Roopam joining Samsung Electronics CanadaMehta, Inc., first as a co-op Electronics Inc., first a co-op student and Canada then full-time, wasaseasy – and student and then full-time, was easy – and very satisfying. very satisfying.was very understanding,” “Everybody was very as understanding,” says“Everybody Mehta, who works a Data Scientist says Mehta, who works&asDevelopment a Data Scientist at Samsung’s Research at Samsung’s Research &“They Development Centre in Burnaby, B.C. helped me Centre in B.C.my “They manage myBurnaby, studies and workhelped togeth-me manage myofstudies and myI got work together.

Because the support from HR er. Because of the support I gotable from HR and my colleagues here, I was to sail and my colleagues here, I was able to sail through it.” through Mehtait.” came to Canada from India in Mehta to Canada from India in 2015 and came enrolled in the Professional Mas2015Program and enrolled the Professional Master’s in BiginData at Simon Fraser ter’s Program in Big Simon Fraser University, where sheData says at Samsung was top University, sheplacement says Samsung was the top of her list aswhere a co-op because of herwas list so as well a co-op placement because the work suited to her data analysis work was soaswell suited to since her data skills.

Now, a full-timer the analysis spring skills.

Now, a full-timer since the spring of 2017, sheassays all her expectations have of 2017, she says all her expectations have been fulfilled. been fulfilled.

People are at the core of People are we at the everything do. core of everything we do.

Paul Brannen

ChiefPaul Operating Officer Brannen Chief Operating Officer

“I feel very happy about the fact that I’m “I feel on very happy about the fact that and I’m working such innovative technology working on such projects,” innovativeshe technology such challenging says. “It’sand a such challenging projects,” sheenvironment. says. “It’s a great team and a very positive great team and positive environment.

It really gives mea very the motivation to work It really gives me the motivation to work even harder.” even harder.”

Mehta likes the very open feel of the Mehta the very open feeltogether, of the culture at likes Samsung.

“We all sit culture at Samsung. “We all sit together,

THE MILLENNIAL NETWORKING GROUP AT SAMSUNG CANADA AIMS TO INSPIRE AND CONNECT YOUNG ADULTS THE MILLENNIAL NETWORKING GROUP AT SAMSUNG CANADA AIMS TO INSPIRE AND CONNECT YOUNG ADULTS

and my director sits just two rows away,” andsays. my director justout twotorows away,” she “We cansits reach anybody, she says.

“Wesense can of reach out to anybody, with no real hierarchy.

There is also nocross-team real sense of hierarchy. There also awith lot of collaboration, so if is I am a lot of cross-team collaboration, so Iifcan I am interested in another team’s project, interested in too.” another team’s project, I can help with it, help too.”to the commitment to Shewith alsoit, points She alsobalance points at toSamsung the commitment work-life as well asto work-life Samsung as well as perks like balance an onsiteatgym and massage sesperks like onsite andhelp massage sessions.

“All an these littlegym things a lot.” sions. little help athe lot.”

But “All mostthese of all, shethings says, there’s job But“Challenging most of all, she says, there’s the job itself. work is in abundance itself.and “Challenging is in abundance here, that’s whatwork young people look for, here, and young look for, so they canthat’s learnwhat as much as people they can in the so they canoflearn much as they can in the early years theirascareer.” early years Samsung of their career.”

Indeed, has a lot of challenghas arecruits lot of challengingIndeed, work toSamsung offer young across ing country, work to offer young recruitsChief across the says Paul Brannen, the country,Officer. says Paul Brannen, Chief Operating There is a wide range Operating Officer. There is a wide range

of opportunities, from digital jobs like of opportunities, digital jobs like Mehta’s in data orfrom software development Mehta’s in data ormarketing software development through sales and of the comthrough salesand andproducts marketing the company’s brand to of corporate pany’s brand products to corporatein positions.

Theand Canadian headquarters, The Canadian apositions.

LEED-certified buildingheadquarters, packed with in a LEED-certified building with employee-friendly features, packed is in Missisemployee-friendly features, is ininMississauga, Ont., with more offices Burnaby sauga, Ont., with moreasoffices Burnaby and Montreal, as well newly in integrated and Montreal, as well as newly subsidiaries in Halifax and otherintegrated cities. subsidiaries in Halifax other cities.

Samsung offers severaland career developSamsung offers career develop-as ment programs forseveral younger employees, mentasprograms for younger as well a Millennial Networkemployees, to help them well as aacross Millennial NetworkThere to helpis them connect the company. also connect across the company.

Thereprogram, is also the popular employee recognition ther popular employee U Awesome, in whichrecognition colleagues program, can give U r Awesome, in which can are give each other online kudos colleagues or points that each other online kudos or points that are redeemable for goods or charitable giving. redeemable goodsscope or charitable giving.

Samsung’sfor global is also part of Samsung’s global scope is also part of

the opportunity, notes Brannen. “About thetoopportunity, “About 50 60 per centnotes of ourBrannen. people are focused 50 to 60 peroncent our people are focused specifically the of Canadian marketplace. specifically on the Canadian marketplace.

The others are focused on global initiatives The others are focused on global initiatives inside Samsung.” inside Samsung.”

Perhaps most critically, though, SamPerhaps mostcultural critically, though, Samsung has major advantages young sung has major advantages young people seek, sayscultural Brannen.

“They want to people–seek, “They stand want to know whatsays doesBrannen. your company knowHe – what does company stand for?” points to ayour strong commitment for?”

He points a strongand commitment to diversity, bothtocultural gender, in to diversity, cultural andofgender, in which more both than 30 per cent the senior which more than cent“People of the senior management team30 is per female. also management team is engagement female. “People also look for community – they look for community engagement – theyhe want to be proud of where they work,” want All to be proud oftake where work,” he says. employees partthey in the annual says. All employees part in the annual Samsung Gives day take of volunteering in the Samsung Gives volunteering in the community, andday theof company actively community, the company supports suchand causes as autism actively through its supports such causesinaspartnership autism through Look at Me project with its Look atSpeaks Me project in partnership with Autism Canada.

Autism Speaks “People are atCanada. the core of everything we “People are at the“It’s coreallofabout everything we do,” says Brannen. continued do,” says Brannen.

“It’s all about innovation and investment in ourcontinued people innovation investment in our people through ourand culture.” through our culture.”

Inspire Inspire the the World, World, Create the Future.

Create the Future.

Where Canada’s brightest talent Where cutting Canada’s brightest talent meets edge technology. meets cutting edge technology.

Find out more at www.samsung.com/ca/careers Find out more at www.samsung.com/ca/careers

TUITION ASSISTANCE FOR TUITION ASSISTANCE EMPLOYEES INTERESTEDFOR IN EMPLOYEES FURTHER INTERESTED EDUCATION IN FURTHER EDUCATION OVER 170 JOBS AVAILABLE OVERIN170 THEJOBS PAST AVAILABLE YEAR IN THE PAST YEAR PAID INTERNSHIPS FOR CO-OP PAID INTERNSHIPS FOROFCO-OP STUDENTS AND HIRING NEW STUDENTS HIRINGPOSITIONS OF NEW GRADS INTO AND FULL-TIME GRADS INTO FULL-TIME POSITIONS ONLINE AND IN-HOUSE ONLINE AND IN-HOUSE TRAINING PROGRAMS TRAINING PROGRAMS

CANADA’S TOP EMPLOYERS FOR YOUNG PEOPLE 2018

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Schneider Electric Electric sparks sparks diverse diverse talent talent Schneider

G

etting relevant job etting relevant jobof the experience is one experience is one the big challenges forofrecent big challenges for recent university graduates.

But university graduates. But Parmita Chakrabarti, 24, Parmita Chakrabarti, 24, who graduated from electrical engineering who graduated from electricallast engineering at the University of Toronto year, is at theofUniversity of Toronto one the fortunate ones. last year, is oneChakrabarti of the fortunate ones. was the first grad in Chakrabarti was theforfirst grad in Canada to be chosen Schneider Canada be chosen for Schneider Electric to Canada’s Commercial Leadership Electric Canada’s Commercial Leadership Program, a two-and-a-half-year program Program, a two-and-a-half-year program during which she can rotate through during she can rotate through jobs inwhich marketing, tendering and sales. jobs in ismarketing, tendering and sales.says “This kind of like a crash course,” “This is kind of like a crash you course,” Chakrabarti.

“Considering don’tsays have Chakrabarti.

“Considering youadon’t have that much experience, getting chance to that much experience, getting adepartments chance to be part of these three different be part ofspecial.” these three different departments is quite is quite special.”

The Commercial Leadership Program is The Leadership Program is one of Commercial a few initiatives at Schneider Electric, one of a few initiatives at Schneider Electric, a global specialist in energy management and aautomation, global specialist in energy management and focused on finding and developautomation, on stages findingofand ing those in focused the earliest theirdevelopcareers. ing in theisearliest of their Thethose company highlystages involved withcareers. nine of The company is highly involved with nine the top engineering schools in Canada andofis the top engineering schools in Canada andand is a sponsor of U of T’s Women in Science aEngineering sponsor of Uprogram. of T’s Women in Science and Engineering program.

People are enthusiastic and enerPeople are it’s enthusiastic and energetic, and kind of contagious getic, and it’s kind of contagious

Parmita Chakrabarti Parmita Chakrabarti Commercial Leadership Program

Commercial Leadership Program

“It’s one of the few companies that en“It’s one of the and few companies that en-says courage younger female engineers,” courage younger and female engineers,” says Chakrabarti.

“People are enthusiastic and Chakrabarti. areofenthusiastic and energetic, and“People it’s kind contagious.” energetic, andCommercial it’s kind of contagious.”

When the Leadership When the Commercial Leadershipare Program is completed, participants Program is completed, participants are

SCHNEIDER ELECTRIC COMMERCIAL LEADERSHIP PROGRAM MEMBERS TAKING PART IN AN EARLY CAREERSMEMBERS EVENT FOR FUTURE LEADERS SCHNEIDER ELECTRIC COMMERCIAL LEADERSHIP PROGRAM TAKING PART IN AN EARLY CAREERS EVENT FOR FUTURE LEADERS

assigned to a more long-term position in the assigned to“We a more long-term in of the company. want to createposition a pipeline company. wanttalent to create pipeline of entry-level“We diverse that ahas the potenentry-level diverse talent has thepath,” potential to progress along thethat leadership tial to progress along theHuman leadership path,” explains Thierry Miras, Resources explains Miras,Electric HumanCanada.

Resources DirectorThierry at Schneider “And Director Electric Canada. we want at toSchneider have a diverse workforce in“And we want have a diverse workforce in That terms of to age, gender and background.” terms of age,togender and background.”

That contributes a well-balanced workforce, he contributes toaaway well-balanced workforce, he adds, and it’s of anticipating jobs left adds, it’s a way of anticipating jobs left open and by retiring employees. open by retiring employees.

A second initiative is the Emerging ProfesA second initiative is the Emerging sionals Network, a national endeavourProfesthat sionals Network, connect a national endeavour thatperhelps employees with each other helps employees connect with each other personally and professionally.

“It creates opporsonally “It creates opportunitiesand for professionally. employees to polish interpersonal tunities for employees to paths, polish network interpersonal skills, understand career with skills, understand network with colleagues, engagecareer with paths, the senior leadership colleagues, engage with thestrategy senior leadership team to discuss company and vision, team togain discuss company strategy vision, and to exposure,” says Miras.and “The focus and gaininternal exposure,” says Miras. focus is ontoour employees: how “The can we enisgage, on our internal can we endevelop andemployees: retain our how young people?” gage, develop and retain our young people?”

Finally, the Pulse program affords manageFinally, the Pulse program affords ment the opportunity to identify andmanagedevelment opportunity to identify and develop thethe longer-term potential of some of the op the longer-term potential ofThe some of the youngest group of employees. company youngest company chooses agroup select of fewemployees. people in The the early-career chooses a select in the talent pool whofew are people then split intoearly-career small talent pool whoaare then spliteach intogroup small groups.

Under “sponsor,” groups.

Under “sponsor,” eachissues grouparound comes up withaideas to address comes up with –ideas to address issues around the workplace a potential organizational the workplace –for a potential improvement, example,organizational or a business improvement, for example, a business opportunity to investigate –orand has direct opportunity investigate – and hasteam. direct contact withtothe senior leadership contact with the senior team.

“Pulse is focused on leadership some special talent “Pulseexposure is focused some specialwe talent whose andondevelopment want whose exposureMiras and development weit’s want to accelerate,” explains. “And an to accelerate,”for Miras it’s an opportunity themexplains. to work“And on specific opportunity to work on specific projects thatfor arethem not part of their day-to-day projects are notopportunity part of theirinday-to-day job and that a fantastic terms of job and a fantastic opportunity in terms of development and exposure to the country’s development and exposure to the country’s leadership team.” leadership There’s team.” a strong social component to There’s strong social to SchneideraElectric as wellcomponent through the Schneider Electric as well through the

“Cool Site” committees within each major “Cool Site” committees within each major location – another opportunity for employlocation – another opportunity for employees across the organization to meet and learn ees across to meet learn from and the haveorganization fun with each other.and There from and have funinitiatives with eachtoother.

There are social events, support local are social events, to support local communities andinitiatives weekly sports activities. communities and weekly sports And there is flexibility, whichactivities.

Chakrabarti And there is flexibility, which Chakrabarti considers a perk of working at Schneider, considers a perk of working at Schneider, which helps employees achieve greater workwhich helps employees achieve worklife balance.

Those include paidgreater personal life balance. include personal days, whichThose employees canpaid use at their own days, whichand employees at their own discretion, a varietycan of use flexible working discretion, and including a variety ofshortened flexible working arrangements, work arrangements, including shortened work weeks and telecommuting. weeks and telecommuting.

Bringing in younger employees is imBringing in youngerElectric employees im- so portant to Schneider – so ismuch portant Schneider Electriclaunched – so much so that thistoyear the company specific that this year the company specific training for managers aboutlaunched the different training for managersand about thestyles different needs, expectations work of the needs, of the variousexpectations age groups. and “Wework wantstyles to help them various age groups.

“We want to help them understand and leverage the differences understand and leverage differences among generations,” saysthe Miras.

“It’s a way among generations,” says Miras.

“It’s agenerway for managers to lead the four distinct for managers lead the effectively, four distinct generations in the to workforce focusing ations in the workforce effectively, focusing on adapting their management styles to keep on adapting engaged.” their management styles to keep millennials millennials engaged.”

2,493 FULL-TIME STAFF 2,493 FULL-TIME STAFF ACROSS CANADA ACROSS CANADA 430 JOBS AVAILABLE 430 JOBS LASTAVAILABLE YEAR LAST YEAR

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Want to reshape industries, Want to reshape industries, transform cities and enrich lives? transform cities and enrich lives?

The global specialist in energy The global specialist in energy management and automation management and automation

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schneider-electric.ca/careers schneider-electric.ca/careers ©2017 Schneider Electric. All Rights Reserved. ©2017 Schneider Electric. All Rights Reserved.

CANADA’S TOP EMPLOYERS FOR YOUNG PEOPLE 2018

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Sodexo Canada Canada cooks cooks up up flexibility flexibility and and opportunity opportunity Sodexo

W

hen Jamie Kreiner hen Jamie Kreiner started at Sodexo started Sodexo CanadaatLtd., she was Canada shetowas sure she Ltd., wanted be sure she wanted to “I be president one day. day.

“I always shoot for thepresident stars,” sheone says.

But always shoot the at stars,” she says.

But now that she’sforbeen the global food and now that management she’s been at the food and facilities firmglobal for a while, she facilities for awhere while,she she finds shemanagement really enjoys firm the area finds really enjoys“So theI’d area where she worksshe – Operations. still like to works Operations.

I’d still like to go up –the ladder but “So be more Operationsgo up the ladder but“I’m be more Operationsfocused,” she says. kind of in a focused,” says. “I’m kind of in a transitionshe phase.” transition phase.”

She should have no problem fulfilling her She should have nobecause problem fulfilling changing ambitions, Sodexo is allher changing ambitions, Sodexo set is all about flexibility and because a wide-ranging of about flexibility a wide-ranging of opportunities forand young people. “Wesetproopportunities forfor young people.

“We mote internally 80 per cent of ourproroles, mote internally cent and we aim for for 10080 perper cent at of theour toproles, levand we aim for 100 per centVice-President at the top level,” says Suzanne Bergeron, el,” says Suzanne Bergeron, Human Resources.

BergeronVice-President herself started Human Resources. Bergeron started as an administrative assistant herself 13 years ago. as an administrative assistant 13 years ago.

We promote internally for 80 per centpromote of our roles, and we for We internally foraim 80 per 100 per cent at the top cent of our roles, and welevel. aim for 100 per cent at the top level.

Suzanne Bergeron

Vice-President Human Resources Suzanne Bergeron Vice-President Human Resources

Kreiner, a graduate of Brock Universia graduate of Brock University’sKreiner, media and communications program, ty’s media communications program, entered as and a summer intern in Sodexo’s entered as a summer intern Sodexo’s Burlington, Ont. head officeinbefore her Burlington, Ont. head office before post-grad year in public relations at her Niagara post-grad yearfarinfrom public Niagara College, not therelations famous at falls.

She College, notwith far from theduring famous She continued Sodexo herfalls. studies. continued her studies.

“They werewith verySodexo flexibleduring and understanding “They werehours,” very flexible and understanding about my she says. about she says.

Thatmyledhours,” to full-time roles in marketto full-time in marketingThat and led in the field, androles eventually to a ing and in the field, and eventually to a

JAMIE KREINER, OPERATIONS MANAGER AT SODEXO CANADA JAMIE KREINER, OPERATIONS MANAGER AT SODEXO CANADA

talk with a senior executive about her talk with“He a senior executive her future. said you need toabout go back future.

“He said you need to gohow backthe into Operations to understand into Operations understand how the company works,”toshe says. So Kreiner company works,” sheservices says. SoatKreiner helped oversee food one of the helped oversee food services at one of the many cafeteria operations that Sodexo many cafeteria that Sodexo runs for major operations corporations and then, in runs major corporations then, in 2017,forshe became one of theand company’s 2017, she General became Managers. one of the company’s youngest youngest Managers.

KreinerGeneral now watches over the Sodexo Kreiner now watchesfood overand thecleaning Sodexo operations, including operations, food and cleaning services, forincluding pharmaceutical giant GSK services, forMississauga, pharmaceutical GSK Canada in Ont.giant She feeds Canada in Mississauga, Ont. She 1,100 people in Mississauga, and feeds has a 1,100 people inreally Mississauga, and has a team of 47. “I enjoy the Operateam 47. she “I really enjoy tions of side,” says. “I like the the Operachallenges tions sheand says. like the that itside,” brings, the“Iclient andchallenges customthat it brings, and the client and customer interaction.” er interaction.”

The ability to move around the company The ability to move around the company

in various roles is a big part of the Sodexo in various roles is a big part of at thethe Sodexo way, says Bergeron.

Managers sites, way, says Bergeron. the sites, like Kreiner, have toManagers submit a at succession like have to submit succession planKreiner, so the company knows a“who will take plan the you company “who over so when move knows up,” she says.will Or take move over when you move up,”very she open says. Or move laterally – Sodexo is also to people laterally alsoinvery openplaces. to people working–inSodexo similarisjobs various working in similar jobs in various Hourly-paid staff, from cooks toplaces. cleaners, cooksintotraining cleaners, areHourly-paid encouraged staff, to getfrom involved are encouraged to get involved training programs to advance.

“With allinthe tools programs advance.

“With the tools we put at to your disposal – likealldevelopment, we put at your – like development, mentorship anddisposal job shadowing – you can mentorship shadowing – you says. can grow withinand the job company,” Bergeron grow within the company,” Bergeron says.

A formal mentorship program called Impact A formal mentorship program called Impact offers mentees a full year of partnership with offers mentees full year of partnership with a senior person.a There is tuition reimburseament senior tuition reimburseforperson. peopleThere going isback to school, ment for people going degrees. back to school, including for master’s including for master’s to degrees.

The opportunities move in the FranceThe opportunities to move in the France-

based company can also be national or based can Bergeron, also be national globalcompany – by design. who isorbased global – by design.

Bergeron, is based in Montreal, remembers beingwho surprised in Montreal, when she firstremembers saw in herbeing termssurprised of employwhen in be herasked termsifofshe employment she thatfirst she saw might wantment asked if she wanted to that workshe in might anotherbecity, province or ed to country. work in another city, province or even “I did five years in France,” even country.

“I didsome five years France,” she says.

Currently 1,000inSodexo she Currently 1,000 Sodexo staffsays. worldwide are some working outside their staff worldwide native countries.are working outside their native countries.

Flexibility is a big part of life at Sodexo’s Flexibility is aBurlington, big part of Montreal life at Sodexo’s main offices in and main offices in Few Burlington, Montreal and Burnaby, B.C. people have designated Burnaby, B.C. Few peopleexternally have designated workspaces, and working is very workspaces, andcan working very common. “You work externally from homeis or common. from home or any other “You venuecan – awork café or a worklab,” any venue“We’re – a café orvery a worklab,” saysother Bergeron. also flexible says Bergeron.

“We’reresults-oriented also very flexible about hours – we’re rather about than 9hours to 5.”– we’re results-oriented rather than to 5.” people, says Kreiner, Sodexo For9 young For the young says Kreiner, Sodexo offers vistapeople, of a full career.

“A lot of offers vista of ahere full 15, career. of peoplethe have been 20, “A 25 lot years,” people have“With been the herework-life 15, 20, 25 years,”and she notes. balance she “With thesupport work-lifethat balance and the notes. benefits and the Sodexo the benefits the support that Sodexo provides, it’sand an environment where you provides, it’s antoenvironment where you want to come work.” want to come to work.”

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CANADA’S TOP EMPLOYERS FOR YOUNG PEOPLE 2018

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Expecting the unexpected at TD Bank Expecting the unexpected at TD Bank

S

uccess can come in unexpected ways TDcome Bank. why uccessatcan inThat’s unexpected young experiences ways atemployees TD Bank.with That’s why and backgrounds “nonyoung employees seen with as experiences traditional” for a financial and backgrounds seen as “noninstitution are encouraged to explore a traditional” for a financial variety of career options while developing institution are encouraged to explore a their networks industry knowledge. variety of careerand options while developing Kelly Laidlawand wasindustry workingknowledge. as a fashion their networks designer when she joined TD’sasGraduate Kelly Laidlaw was working a fashion Leadership Program.

“After I received my designer when she joined TD’s Graduate MBA, I didn’t think a“After bank Iwould lookmyfor Leadership Program. received someone with athink fashion background butfor I MBA, I didn’t a bank would look found thatwith TDavalues people who think someone fashion background but difI ferently andTD creatively,” says Laidlaw, who found that values people who think difis now Relationship Manager of Customer ferently and creatively,” says Laidlaw, who Strategy at TD Insurance in Montreal. is now Relationship Manager of Customer She says the program her to Strategy at TD Insuranceexposed in Montreal. theShe wide range of roles and types her of work says the program exposed to available, while of building relationships with the wide range roles and types of work colleagues from building different relationships areas of the bank. available, while with “It was afrom motivating factor colleagues different areasinofmy thejoining bank. the“It bank it has greatly exceeded my wasand a motivating factor in my joining expectations setgreatly me up exceeded for success,” the bank andand it has my says Laidlaw. and set me up for success,” expectations says Laidlaw.

I found that TD values people who think differently and creatively.

I found that TD values people who think differently andLaidlaw creatively.

Kelly Relationship Manager of Kelly Laidlaw Customer Strategy Relationship Manager of Customer Strategy

TD aims to tap into a wider range of candidates, poola of diverse andoftop TD aims build to tapainto wider range talent, and attract and retain the best candidates, build a pool of diverse andoftop the younger-generation workforce.

Casting talent, and attract and retain the best of athe wide net via social media initiatives and younger-generation workforce.

Casting career such as a wideadvancement net via social opportunities media initiatives and paid co-op programs with careerinternships, advancement opportunities suchcolas leges and universities, paid internships, co-oprotational programsprograms with colleges and universities, rotational programs

A TD EMPLOYEE SHOWING HER GREEN SPIRIT

and leadership development helps the bank achieve that. development helps the bank and leadership “Our that. goal is to develop the next genachieve eration leaders providing emerging “Ourofgoal is to by develop the next gentalent with opportunities that allow them eration of leaders by providing emerging to maximize their potential andallow fulfill their talent with opportunities that them career goals,”their says Tara Deakin, to maximize potential and TD’s fulfillSenior their Vice of Talent. careerPresident goals,” says Tara Deakin, TD’s Senior One way TDofensures Vice President Talent.that employees are exposed to different areasthat of the bank is are One way TD ensures employees through mutual mentoring exposed to different areas ofinitiatives. the bank isThis approach partners colleaguesinitiatives. at different through mutual mentoring This stages in their careers to shareatinsights and approach partners colleagues different experiences oncareers a variety topics, ranging stages in their to of share insights and from navigating organization career experiences on a the variety of topics,to ranging development andthe new ways of using workfrom navigating organization to career place technology development andand newsocial ways media. of using work“These interactions are crucial because place technology and social media. they encourage emerging take “These interactions are talent crucialtobecause they encourage emerging talent to take

A TD EMPLOYEE SHOWING work,” HER GREEN SPIRIT on challenges and interesting says Deakin.

“As a result, many of our employees on challenges and interesting work,” says discover career opportunities theyemployees may nevDeakin. “As a result, many of our er have expected at a financialthey institution.” discover career opportunities may nevMarquesatcan relate toinstitution.” that. Now er Carlos have expected a financial in Carlos his 17th year at TD, he wastostudying Marques can relate that. Now engineering when found part-time work in his 17th year at he TD, he was studying at the bank to pay he forfound college.

It was advice engineering when part-time work from mentors as wellItaswas support at thepeers bankand to pay for college. advice from encouraged him to from managers peers and that mentors as well as support explore new opportunities. from managers that encouraged him to “Theynew sawopportunities. potential in me that I didn’t explore see“They at the saw time,” Marques says.that “A Icareer potential in me didn’t at bank started to intrigue I seethe at the time,” Marques says.me “A and career realized this started was what I wantedme to and do for at the bank to intrigue I the longthis term.” realized was what I wanted to do for date, his TD career has included theTolong term.” working as his a financial advisor and a people To date, TD career has included manager in aphone banking, now working as financial advisorand andhe’s a people manager in phone banking, and he’s now

TD is proud to be one of Canada’s TD is proud to be one of Canada’s Top 100 Employers for Young People.

Top 100 Employers for Young People.

a Business Analyst in TD’s Branch Systems and Solutions group London, Ont. a Business Analyst inin TD’s Branch Systems Deakin says group that while career challenges and Solutions in London, Ont. andDeakin opportunities growcareer and develop are says thattowhile challenges important factors for emerging talent when and opportunities to grow and develop are deciding to for work, “flexibility inwhen the importantwhere factors emerging talent way they where work and doing“flexibility work that in matdeciding to work, the ters” are also crucial.

This work includes way they work and doing thatmaking mataters” difference the community in ways that are alsoincrucial.

This includes making are important a difference in to theemployees. community in ways that core partto ofemployees.

TD’s purpose is to enrich are“A important communities, employees areisencour“A core partand of TD’s purpose to enrich aged to get involved in many ways outside communities, and employees are encourthe Deakin.

“We encourage agedbank,” to get says involved in many ways outside them to seize opportunities the bank,” saysmeaningful Deakin. “We encourage that both interests and help meet them support to seize their meaningful opportunities that community We knowand thishelp provides both supportneeds. their interests meet valuable skills and leadership training, community needs.

We know this provides work experience an incredible sense of valuable skills andand leadership training, personal fulfillment.” work experience and an incredible sense of Marques, who also serves as co-chair of personal fulfillment.”

London’s Team Unitedof Marques, whoTD alsoGenNext serves asfor co-chair Way, agrees.

“ToTD have the opportunity to London’s Team GenNext for United give with support from the bank Way,back, agrees.

“Tofull have the opportunity to –give it’sback, exciting tofull think what Ifrom can achieve,” with support the bank he says.

– it’s exciting to think what I can achieve,” he says.

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