What Makes a Top Employer? by Trucking HR Canada

What Makes a TOP FLEET EMPLOYER

2024 TOP FLEET EMPLOYERS AWARD WINNERS

Intro

It’s not easy to be the best in your industry. And it’s even harder to do it consistently. But the award-winning organizations featured here are the best of the best employers in trucking and logistics — Top Fleet Employers. And in this special publication, you’ll see how they got there.

Top Fleet Employers (TFE) is a national program that recognizes excellence in HR policies and practices. TFE is not a competition — it’s recognition for meeting high HR standards and showcasing our industry as a great place to work.

Trucking HR Canada’s most recent labour market information (LMI) forecasts a significant labour shortage in our industry by 2030; employers that achieve TFE status are trailblazers that work hard to create opportunities and showcase the exciting and meaningful work opportunities in our industry.

The 104 fleets recognized in 2024 represent for-hire, private, and fleet services of all sizes and freight segments — from a few employees to well over 1000 — from regions across Canada. Each year, the top small, medium, large, and private/fleet services are recognized, and top organizations in specific categories receive Achievement of Excellence awards.

Award recipients are chosen by our team of assessors and are based on the total results of their TFE application. With THRC’s LMI findings showing a serious labour shortage among drivers and other key roles on the horizon, we’re proud to highlight the TFEs

that continue to find ways to attract and retain the skilled employees vital to keeping Canada’s supply chain moving. What TFEs have in common is their leadership in HR practices and their ongoing dedication to making our industry truly attractive as a long-term, sustainable career choice for Canadians of all backgrounds and abilities.

TFE award winners in particular demonstrate strategies and tactics that are shaping the future of HR in trucking and logistics. THRC will continue tracking LMI data, reporting to industry, and providing guidance so our entire sector continues to be wellequipped to meet our anticipated workforce challenges.

The number of Top Fleet Employers recognized each year varies but only one is awarded an Achievement of Excellence in these areas:

Community Engagement

Employee Engagement

HR Innovator

HR Leadership

Training and Skills Development

Women in the Workplace

Workplace Culture

Workplace Diversity

Workplace Mental Health

HR Leader OF THE YEAR

The HR Leader of the Year award is TFE’s highest profile award. It celebrates a human resources professional who epitomizes the highest level of excellence. They are inspiring role models, effective leaders, and agents for positive change in their organizations and the industry. They keep a keen eye on LMI data and often have a progressive and innovative approach to attracting and retaining employees to help their organizations meet current workforce challenges and prepare for the future.

2024 COLLEEN TESARSKI, STEVE’S LIVESTOCK TRANSPORT | MB 2023 DAVE DIETRICH, THE ERB GROUP | ON 2022 STACEY MILLER, RST AND SUNBURY TRANSPORT | NB 2021 HEATHER MEWHINNEY, KRISKA HOLDINGS LTD. | ON 2020 ROSANA PRESTON, ROSEDALE TRANSPORT | ON 2019 DENISE MCJANNET, CARON TRANSPORTATION SYSTEMS | AB 2018 GEOFF TOPPING, CHALLENGER MOTOR FREIGHT | ON 2017 BRENDA CUTHBERT, SIEMENS TRANSPORTATION GROUP INC. | SK 2016 KEN CROSS, SLH TRANSPORT INC. | ON

HIGHLIGHTS FROM WINNERS

Top HR professional in the industry

Role model

Leader with significant positive impact

Often also serves on industry boards, panels, and associations

Top SMALL, MEDIUM, LARGE & PRIVATE/ FLEET SERVICES

Top Fleet Employer applications are reviewed each year by our team of assessors, and every year, one fleet in each category emerges with the top overall results.

TOP SMALL FLEET

TOP MEDIUM FLEET

TOP LARGE FLEET

TOP PRIVATE FLEET/FLEET SERVICES

2020 TOP SMALL FLEET

2020 TOP PRIVATE FLEET

2016 TOP MEDIUM FLEET

2023 TOP LARGE FLEET

Congratulations TO ALL THE 2024 TOP FLEET EMPLOYERS

TFE is not a competition — it’s recognition for employers that reach a high bar and showcase the trucking and logistics industry as a great place to work. They often access THRC tools and resources to help them meet the highest standards for HR policies and practices.

At 104, the 2024 TFE group is the biggest ever. All the fleets here are making considerable investments in their people and programs with forward-thinking HR policies and practices. THRC’s LMI research is helping drive programs so our industry can meet ongoing labour challenges, meaning we can keep Canada’s goods moving today and into the future.

ALL TFES

Meet or exceed high standards of excellence and elevate HR standards in the industry

Are dedicated to continuous improvement, education, and innovation

Meet a rigorous application and review process; policies and practices are scrutinized by expert assessors

Are evaluated on multiple criteria in skills development, workplace culture, employee engagement, recruitment, compensation, sustainability, innovative HR policies, and employee survey results

Community ENGAGEMENT

This award is new for 2024 and was developed jointly by Trucking HR Canada and the Trucks for Change Network to recognize positive social and community contributions. Organizations that demonstrate strong values also foster a sense of unity, purpose, and shared beliefs among employees. THRC’s LMI research indicates this is an important consideration for younger people entering the workforce.

HIGHLIGHTS

Corporate values emphasize partnerships that benefit the community

Demonstrated financial and active involvement in community and social causes

Support and encouragement for employees to participate in charitable activities in their communities

Programs to track impact, nurture pride, and inspire a culture of philanthropy

Policies and practices that increase sustainability and track reduction in environmental impact

 WHY IS COMMUNITY ENGAGEMENT IMPORTANT?

Aside from the direct benefits to our communities, community engagement can have a large positive impact on businesses. Participating in community engagement helps companies strengthen their employer brand, which can have positive impacts on attraction, recruitment, and retention of top talent. According to LinkedIn’s 2021 Employer Brand Statistics, a strong employer brand can reduce an organization’s turnover rate by 28% and reduce hiring costs by 50%1.

2024 XTL TRANSPORT INC. | ON

Employee ENGAGEMENT

The Achievement of Excellence Award for Employee Engagement is presented to the TFE that has a strong formal commitment to supporting and engaging employees. An employee survey is a key component of this award because it describes authentic experiences in the workplace and measures overall employee satisfaction.

HIGHLIGHTS FROM WINNERS

Innovative approaches to ongoing employee input including regular surveys, online feedback channels, town halls, newsletters, and in-person meetings

Opportunities for staff to contribute to discussions of current issues and priorities, ongoing concerns, and safety through internal committees and formal and informal discussion groups

Ongoing proactive promotion of employee rights, safety initiatives, attraction and retention of a diverse workforce, positive workplace culture, and commitment to a positive and supportive workplace

 WHY IS EMPLOYEE ENGAGEMENT IMPORTANT?

Finding new and innovative ways to engage employees and create a positive employee experience is becoming more important than ever as employee turnover and job hopping continue to increase at an exponential rate. The business case for employee engagement is clear: organizations that are not effective at engaging their employees and creating positive experiences for them have 36% higher voluntary turnover rates2 Employers that invest in the employee experience are 1.6 times more likely to outperform organizations that don’t invest. Organizations that want to keep their talent and better compete in their industry should prioritize ways to enhance the employee experience to improve engagement.

When organizations are not effective at designing a positive employee experience, they experience 36% higher rates of voluntary turnover compared to organizations whose HR function is effective at designing a POSITIVE employee experience.

LEADING

employers know that employees have choices. When employers put effort into creating a positive environment, it makes it easier for employees to CHOOSE them every day, and avoid turnover that doesn’t need to happen.

HR INNOVATOR

The TFEs that earn this award demonstrate an exceptional level of innovation and creativity in HR practices. They may be using THRC tools and resources to anticipate the changing needs of the industry and highlight opportunities to attract, develop, and retain members of untapped workforce groups. Fleets in this category have been recognized for one-time initiatives as well as ongoing practices that are unique or industry leading.

HIGHLIGHTS FROM WINNERS

Use online tools for project management, information sharing, positive and fun employee engagement, and scheduling

Adopt new technologies to recruit new staff, streamline communications and operational processes, improve fuel efficiency, and increase safety

Encourage relationship-building with internal and external stakeholders to strengthen skills and improve decision-making

Improve employee satisfaction through innovative perks, recognition programs, information sharing, and community involvement

 WHY IS HR INNOVATION IMPORTANT?

With the increased capabilities of technology and the rise of generative AI, leading technological industry change is an essential part of staying on top of your competition. This is especially true for human resources, where technology can have an exponential impact on the efficiency of processes. Organizations that make better use of HRrelated technology are 1.3 times more likely to react to change more quickly and capitalize on new opportunities, and 1.2 times more likely to be high performing at supporting change within their organization3

While technology is important, HR innovation goes beyond technological capabilities. Organizations that invest in embedding innovation in all facets of their operations are more likely to pivot quickly, retain top talent, engage their employees, and outperform their competitors.

HR organizations that make better use of technology are 1.2 � more likely to be high performing at supporting change 1.3 � more likely to be high performing at changing quickly at scale to capitalize on new opportunities.

HR LEADERSHIP

The Achievement of Excellence Award for HR Leadership is given to one organization each year that consistently exemplifies Top Fleet Employer principles of engagement and innovation. They lead the way in initiatives to boost attraction of new workers, reduce voluntary turnover, and increase overall employee satisfaction. These organizations are meeting downward trends revealed in the LMI data and reaching new cohorts of workers. Winners of this award must be TFEs for a minimum of five years and be recognized as a Top Fleet Employer of Distinction.

2024 CHALLENGER MOTOR FREIGHT | ON • 2023 CARON TRANSPORTATION SYSTEMS | AB 2022 BISON TRANSPORT | MB • 2021 KRISKA HOLDINGS LTD. | ON

HIGHLIGHTS FROM WINNERS

Deliberate efforts to train and mentor staff for ongoing leadership opportunities

Organizational structures that demonstrate collaborative leadership, open communication, shared decisionmaking, and collective pursuit of excellence

Priority given to cultivating leaders who inspire, mentor, and guide

 WHY IS HR LEADERSHIP IMPORTANT?

More studies in recent years have shown that investing in leadership has a direct impact on business outcomes. Staff who participate in leadership-specific development such as coaching, training, and mentoring can increase their job performance by upwards of 20%4. Organizations that invest in their leaders are 1.8 times more likely to have a strong organizational culture5, which has trickle-down effects on employee morale, commitment, and productivity.

The research doesn’t lie: for organizations that want to stay competitive, investing in leaders is now or never.

2023

Training & SkillsDEVELOPMENT

This award is presented each year to a Top Fleet Employer that makes a formal commitment to professional growth and skill development. With LMI research showing a growing need for training and development to retain a productive workforce and meet ongoing challenges, they foster a culture focused on continuous learning so that every staff member — and the entire organization — can successfully meet the current and future needs of the industry.

HIGHLIGHTS FROM WINNERS

Partnerships with post-secondary institutions to support apprenticeships for specific roles

Comprehensive in-house mentorship, coaching, and leadership development programs

Committed budget items to support training opportunities, courses, and programs

Supportive and empowering environment with ongoing mentorship, coaching, internal job rotation, and committee participation

Robust performance management programs to empower learning, improvement, skills, and leadership development

 WHY IS TRAINING AND SKILLS DEVELOPMENT IMPORTANT?

The business case for investing in training and skills development comes down to the retention of top talent. According to PricewaterhouseCoopers, employees are 1.9 times more likely to switch employers if they do not have opportunities to learn new skills6. Offering employee development can improve retention, increase engagement, and improve individual job performance. Organizations that invest in functional skill building are 1.9 times more likely to be high performing at workforce productivity compared to other organizations7

Upskilling opportunities are a critical factor for employees seeking to switch employers.

QUESTION: Thinking about your decision to stay with your current employer or switch to a new one, to what extent would the opportunity to learn new skills influence that decision?

(Showing only ‘to a large extent’ and ‘to a very large extent’ responses

Likely to switch to a new employer in next 12 months*

Not likely to switch to a new employer in next 12 months** 36%

� more likely to agree

* Based on respondents who selected ‘very likely’ or ‘extremely likely’ to change employer in the next 12 months (n=15,823)

** Based on respondents who selected ‘not likely’ or ‘slightly likely’ to change employer in the next 12 months (n=29,408)

Source: PwC’s Global Workforce Hopes and Feras Survey 2024 of 56,000 workers across 50 countries and regions

Women IN THE WORKPLACE

The Achievement of Excellence Award for Women in the Workplace is presented each year to a Top Fleet Employer that demonstrates a high level of commitment to gender equality and supporting women. The LMI data show a 27% increase in women in our industry since 2016; these TFEs may have an even higher proportion, including in leadership positions. Since more women are joining the sector and helping meet current and anticipated labour needs, it’s imperative that employers help them contribute successfully.

HIGHLIGHTS FROM WINNERS

Actively seek female representation including on the loading dock, in dispatch, as drivers, trainers, and in leadership

Empower women with campaigns and initiatives that support diversity and inclusion, including leadership roles

Celebrate and support women by highlighting and participating in events and programs such as International Women’s Day, Women with Drive Leadership Summit, targeted seminars, training sessions, and more



WHY ARE WOMEN IN THE WORKPLACE IMPORTANT?

As of 2023, global female labour force participation is 29.2 percentage points lower than male labour force participation8. In tight labour markets, targeting women with attraction and recruitment efforts can be an effective staffing solution.

Unfortunately, it’s not always easy to hire more women. THRC research found that women often have preconceived ideas about work in the trucking and logistics industry9. But celebrating and supporting women in the workforce can have a positive effect on your employer brand — and

showcase to potential female candidates the ways your organization supports women and helps them excel. For example, in a study performed by PwC in 2017, 78% of women reported that seeing female role models in recruitment materials positively influenced their perception of a company10 2023

Workplace CULTURE

This achievement award is presented annually to the TFE that demonstrates an ongoing commitment to fostering a positive and productive work culture through deliberate programs, practices, and policies. THRC research shows more and more trucking and logistics companies are accessing resources to help in these efforts; workplaces that nurture their cultures increase retention and add resilience to better meet the needs of a changing workforce.

HIGHLIGHTS FROM WINNERS

Provide opportunities and encouragement for a high level of work-life balance

Develop and implement rigorous HR policies and procedures to prioritize employees and support an empowering and accountable work environment

Empower employees and encourage active collaboration through surveys, focus groups, mentorship programs, engagement with leadership, and training

 WHY IS WORKPLACE CULTURE IMPORTANT?

At the centre of every organization is its people. It’s important to prioritize the cultivation of a positive, people-centric workplace culture to truly reap the benefits

of an engaged and motivated workforce. Culture has a trickle-down effect on almost every aspect of an organization, from recruitment to performance. According to Gallup, employees who feel connected with their organization’s culture are11:

4 times more likely to be engaged at work

5.8 times more likely to recommend their organization as a great place to work

62% less likely to feel frequently burned out at work

43% less likely to be actively searching for another role

A CONNECTION TO CULTURE DRIVES PROFESSIONAL AND PERSONAL RESULTS

THOSE WHO STRONGLY AGREE WITH “I FEEL CONNECTED TO MY ORGANIZATION’S CULTURE” ARE:

4 � as likely to be engaged at work

5.8 � as likely to strongly agree they would recommend their organization as a great place to work

62% less likely to feel burned out at work very often or always

43% less likely to be watching for job opportunities or actively looking for another job

Workplace DIVERSITY & INCLUSION

The Achievement of Excellence Award for Workplace Diversity and Inclusion is presented to the TFE that has a consistent commitment to employees regardless of age, sexual orientation, religion, race, colour, gender, national origin, gender identity or expression, disability status, veteran status, or other status protected by law. There are a variety of tools available from THRC to encourage people from a variety of backgrounds to join our industry.

HIGHLIGHTS FROM WINNERS

Comprehensive diversity and inclusion strategies, policies, initiatives, training, and engagement

Proactive recruitment and promotion practices, including progress tracking

Inclusion of accessible and inclusive onsite amenities

Deliberate and ongoing promotion of a culture of understanding and collaboration

 WHY IS WORKPLACE DIVERSITY AND INCLUSION IMPORTANT?

Organizations that are high performing in diversity, equity, and inclusion are 1.9 times more likely to have a highly productive workforce than their counterparts12

But there are also other benefits to prioritizing diversity and inclusion:

Integrating diverse perspectives from people with different lived experience promotes innovation, making your organization faster to adapt and overcome change

Employees who feel included are more engaged, more committed, and will stay at your organization longer

Improved employer brand and enhanced attraction efforts

A reduction in turnover costs, as companies that prioritize diversity and inclusion can see higher rates of retention

Organizations that are high performing at DEI are 1.9 � more likely to have a highly productive workforce

Workplace Wellness & MENTAL HEALTH

This award recognizes the TFE with a holistic and multi-faceted approach to wellness and mental health. Employers that excel in this category offer a range of supports, events, and programs to encourage employees to keep their health and wellness top-ofmind. THRC has tools to help increase your HR focus on wellness and mental health.

HIGHLIGHTS FROM WINNERS

Development and implementation of on-site health and wellness initiatives and facilities including activities, fitness spaces, support for personal training sessions, and more

Positive employee interaction and activities such as potluck lunches, team fundraisers, and lunch-and-learn programs

Active support for involvement in local charities and causes

Regular mental health training programs, assessments, support, workshops, partnerships, and check-ins

 WHY IS WORKPLACE WELLNESS AND MENTAL HEALTH IMPORTANT?

While investing in mental health and wellness programs may seem costly, data show that offering mental health counselling, fitness activities, or a wellness spending account yields huge dividends. According to Deloitte, companies with mental health programs in place for one year had a median annual ROI of $1.62 for every dollar invested. For companies with programs in place for three or more years, the median annual ROI is $2.18 for every dollar spent13.

Investing in your employee’s health and wellbeing directly contributes to their engagement, creativity, innovation, productivity, and performance — setting a standard for organizational excellence.

2023

ENDNOTES

1 LinkedIn Brand Statistics (2021). The Ultimate List of Employer Brand Statistics for Hiring Managers, HR Professionals, and Recruiters. LinkedIn Talent Solutions.

2 McLean & Company (2024). HR Trends Report 2024.

3 McLean & Company (2024). HR Trends Report 2024.

4 Lacerenza, et. al. (2017). Leadership Training Design, Delivery, and Implementation: A Meta-Analysis. Journal of Applied Psychology, 102(2). DOI: 10.1037/apl0000241

5 McLean & Company (2024). HR Trends Report 2024.

6 PwC (2024, June 24). Workers are ready for change. Are leaders ready to engage them? PricewaterhouseCoopers

7 McLean & Company (2024). HR Trends Report 2024

8 ILO (2023). Spotlight on Work Statistics n°12. International Labour Organization.

9 THRC (2024). Women with Drive: Maintaining our Momentum. Trucking HR Canada.

10 PwC (2017, March). Winning the fight for female talent: How to gain the diversity edge through inclusive recruitment. PricewaterhouseCoopers.

11 Gallup (n.d.). What is Organizational Culture? And Why Does it Matter? Gallup.

12 McLean & Company (2024). HR Trends Report 2024

13 Deloitte (2019). Deloitte Research Reveals Significant Return on Investment for Workplace Mental Health Programs. Deloitte.

Top Fleet Employers is a national program that recognizes the importance of having sound HR policies and practices in the trucking and logistics industry.

TFE is not a competition — it’s recognition for HR standards of excellence. When you apply, your organization’s human resources policies and practices are evaluated against established HR standards. If your organization meets or exceeds the criteria, you earn the right to be called a Top Fleet Employer.

Feb. 14,

• Thursday October 31

• Thursday November 21

• Thursday December 12