canada s best workplaces - the globe and...

I t’s hardly surprising thatcompanies renowned glob-ally for innovation and

entrepreneurial spirit shouldapply the same approach totheir partnerships withemployees.

For data storage and man-agement firm NetApp Cana-da, and Internet search com-pany Google Canada thisapproach has been recognizedby the 2010 Great Place toWork Institute survey, con-firming their status as two ofthe country’s best workplaces.

Steve Woods, engineeringsite director, Google Canada,says empowering employeesto be innovators and idea gen-erators is a key aspect ofGoogle’s corporate philosophy.

“We really believe in col-laboration,” says Dr. Woods.

“We try to avoid top-downdecision-making and encour-age employees to come upwith ideas. We empowerthem to work on meaningfulprograms and to take time todiscover and work on proj-ects they feel passionateabout.”

Gwen McDonald, seniorvice president responsible forNetApp human resourcesworldwide, says mutualrespect among team membersis a key aspect of the compa-ny’s culture.

“We succeed if we have ahigh integrity leadership thatis respected and credible toour employees, and employ-ees believe they are contribut-ing to the business success,they have meaningful, chal-lenging work and are given

the resources and accountabil-ity to do their jobs.” says Ms.McDonald.

Jeff Goldstein, NetApp’sgeneral manager for Canada,

adds that employees have astrong attachment to thecompany’s culture and their

See DIGITAL AGE, page GPTW 2

Digital Age innovators demonstrate a deftpersonnel touch

High technology

P rogressive-mindedemployers and theirunionized employees are

building new kinds of partner-ships, and the result is a far cryfrom the “us versus them”dynamic once associated withunionized workplaces.

More unionized organiza-tions are taking their placeamong the Best Workplaces inCanada. In 2010, these includea large Toronto hospital oper-ating with five unions and 11collective agreements, and aleading food company withboth union and non-unionemployees.

Toronto East General Hos-pital (TEGH) has an 80-yearhistory as a community teach-ing hospital in southeastToronto and — with many ofits 2,400 employees in unions

— a long tradition of collectivebargaining. This has laid thefoundation for collaborationrather than conflict, accordingto Nancy Casselman, TEGHdirector, Human Resourcesand Organizational Quality,Safety and Wellness.

“Our culture includes arespect for diversity of opinionand perspective, and a recog-nition that we need to heareach other out on all issues,”says Ms. Casselman. “I believeformalized labour relationshave helped build this climateof respectful, two-way commu-nication.”

Employees and unionstewards participate in all jointcommittees with managers,she adds, including the staff

Unionized organizationsmake their mark

Co-operation key

C reating one of Cana-da’s best workplacesisn’t just about provid-

ing a supportive and enjoy-able place for people to work– it’s bottom line good busi-ness.

“When we look at theU.S. stock market over thepast 11 years, it is dramatic.The Best Workplaces outper-formed standard stock marketindices by a factor of two tothree,” says José Tolovi Neto,managing partner of GreatPlace to Work Institute Cana-da, referencing a RussellInvestment Group study.

When it comes to theresults better workplacesdeliver, stock market per-formance only tells part ofthe story. At their cores, com-mitted companies demon-strate innovation in humanresources management –maximizing their opportuni-ties to attract and retain tal-ent, and boost productivitywhile minimizing turnover.

Companies earning posi-tions on this year’s Best Work-places in Canada list offersterling examples of HR cre-ativity and corporate caring atwork, says Mr. Tolovi Neto.

Among those topping thisyear’s list Internet searchcompany Google Canada

placed third while data stor-age services provider NetAppCanada Ltd. took the num-ber-two position. (See DigitalAge innovators, below). Lead-ing the pack, in the number-one position: EnvironicsCommunications Inc.

While human resourceshave been a priority at Envi-ronics since its inception,company president and CEOBruce MacLellan says Envi-ronics has learned through itsparticipation in the surveyover the past four years.

“Environics ended upincreasing our internal com-munications, sharing moreclient results and case studies,and increasing our learningand training opportunities,”he says.

The company also showsits employees a good time. AtEnvironics an annual retreatplus milestone trips ($5,000

after five years to take a tripanywhere in the world, and$3,000 after eight years totake a trip in Canada), andemployee-based environmen-tal initiatives are among theperks.

Demonstrating the com-pany’s core values is anotherkey to its success. “Peoplewant to work at a placewhere they feel the compa-ny’s values are attuned totheir own values,” says Mr.MacLellan.

Among its efforts Environ-ics became carbon neutral in2008, through an audit withthe Pembina Institute, whichMr. MacLellan notes was“popular with our team andright for the environment.”

As well, noting its recordnumber of maternity leavesin 2009, Environics nowoffers parents the option of afour-day work week, the

opportunity to work fromhome one day a week, andhas taken out a corporatemembership in a daycareservice to guarantee itsemployees a spot.

Another workplace thatmade the 2010 list is DevonCanada Corporation.

Nadine Pettman, supervi-sor of corporate communica-tions at Devon, says 1,160 ofthe company’s 1,500 perma-nent employees in WesternCanada responded to the sur-vey. “These numbers showthat our employees value thisprocess, are willing to sharetheir input and are engagedin their workplace,” says Ms.Pettman. “This even includesthe field personnel who oftendon’t access computers on adaily basis.”

She says Devon’s surveyresults demonstrate thatemployees want as much

information as they can getfrom senior management.

Now in its second year onthe best workplaces list,Devon recently created exec-utive breakfasts. “Once amonth we randomly selectemployees who have ananniversary with the compa-ny to meet with a member ofour executive team for anhour to discuss a pre-selectedtopic,” says Ms. Pettman.“The vice president providessome background, then thebreakfast becomes an open-forum Q&A with about 20people at the table.”

Devon’s initiatives rangefrom large to small. “The sur-vey affirms what it is thatmatters to the employees;everything from our flexiblebenefits program to getting asigned birthday card from thepresident every year,” saysMs. Pettman.

The Great Place to WorkInstitute conducts annual bestworkplace surveys in 34countries, and uses assess-ment tools to measureemployee satisfaction andhuman resources practices.Participating companies areprovided with scientific feed-back to help them reach theirgoals, including ways to trackprogress, benchmark andeffectively manage people.

“No one votes for the bestworkplaces,” says Mr. ToloviNeto “When we rank Cana-da’s best workplaces, two-thirds of a company’s scorecomes from employee opin-ion through the Trust Indexemployee survey and onethird from an HR practicesassessment called a CultureAudit.”

Beyond companies andtheir employees deriving thebenefits of better workplaces,Mr. Tolovi Neto sees a broad-er upside for society.

“We have all experiencedthe symptoms of unhappywork environments – such aspersonal stress, erosion ofphysical and mental health,and lower productivity,”he says. “By transformingtheir workplaces, companiesare helping build a bettersociety.”

A special national report for the Great Place to Work Institute CanadaTH E G LOB E AND MA I LTU E SDAY , A P R I L 1 3 , 2 0 1 0 GPTW 1

Want to knowwhatmakes some companies better places to work?The results of this year’s Great Place toWork Institute surveyanswer that question, and offer insight into why some companies’employees are simply happier – and busier.

GPTW 3Great Place toWork Canada ManagingPartner, Jose Tolovi Neto, explains therigour behind the results

GPTW 6Complete listhighlights this year’sBestWorkplaces

GPTW 8Best workplacesfor women are alsogood for men

GPTW 10Bankers profiton progressiveHR practices

Inside

The Great Place toWork Institute Inc. is

a U.S.-based research and management

consultancy with affiliate offices

worldwide, including Canada. Since

1980, the institute has been listening to

employees and evaluating employers.

Today, the Great Place toWork Trust

Index survey instrument is the primary

selection criterion used annually

to compile the “Best Workplaces in

Canada” list. The index is also used in

compiling similar lists for leading

business publications around the

world, including Fortune’s “100 Best

Companies to Work For” list in the U.S.

About the Great Place to Work Institute

Canada’sBEST WORKPLACES

See UNIONS, page GPTW 9

Our team is whatmakes us a great

place to work.

TORONTO • MISSISSAUGA • NORTH YORK • OTTAWA

Recognized as one of the BestWorkplaces for the third time byGreat Places to Work® Institute

of Canada.Peter Jeewan, CAPresident & CEO

lannick.com1-877-859-0444

We are honored to be recipients of the Best Workplaces award!

Our associates are the heart of this organization, and we have strong relationships

with our clients and our partners because of their commitment and dedication.

They are the reason for our success and tremendous growth, and they have

made us one of Canada’s largest and fastest growing IT Solution providers.

www.onx.com Thank you team.

M aking it onto the listof Canada’s BestWorkplaces is a feath-

er in the cap of any company,but to be listed simultaneouslyas a top workplace in severalcountries around the world isthe mark of a true global cul-tural champion.

In 2009, Microsoft Corpo-ration made the Best Work-places list in 24 of the 34countries where the GreatPlaces to Work Institute recog-nizes best workplaces – morerankings than any other multi-national company.

Another 28 multinationalsmade it onto six or more BestWorkplaces lists last year indi-cating their strength of globalleadership in human resourcesmanagement and organiza-

tional culture.Microsoft Canada’s vice

president of HumanResources, Carolyn Buc-congello, says it’s no coinci-dence that the company doesso well in Best Workplaces list-ings around the world.

“Throughout the organiza-tion, we adhere to five funda-mental priorities: attractingand retaining the best andbrightest talent; managementexcellence; leadership excel-lence; a workplace culture thatencourages employees to bealigned with our businessobjectives; and common coreprocesses such as performancereviews and career planning,”says. Ms. Buccongello.

What this means, she says,is that everyone within

Microsoft, regardless of wherein the world they may beworking, understands the cul-ture and the processes. At acountry level, humanresources directors work withthe company’s country leader-ship to implement the globalHR strategy, but they alsoadapt the strategy where nec-essary to meet specific localrequirements such as languageand cultural diversity.

UK-headquartered Diageo,one of the world’s leading pur-veyors of premium beer, wineand spirits, is fourth on theglobal list, having been rankedas a Best Workplace in 14countries in 2009.

With a workforce of morethan 22,000 worldwide, Dia-geo also underpins its corpo-

rate culture with five core val-ues, says Debra Kelly-Ennis,president & CEO of DiageoCanada.

“We are passionate aboutconsumers; we give ouremployees the freedom to suc-ceed through mutual trust; weare proud of what we do andwe behave responsibly, ensur-ing that our work alwaysmeets the highest standards ofintegrity; we strive to be thebest through continuous learn-ing and improvement; and wevalue one another,” says Ms.Kelly-Ennis.

She adds that Diageo’sbasic values have beenembraced by employees andleadership alike and are part ofeverything the company doesaround the world.

“We have been able tokeep consistency within theorganization through regularcommunication and training ofour top leadership. Their buy-in to these values is crucial tomaintaining a global mindsetamong employees across theorganization.”

Likewise, Microsoft’s cor-porate culture is embracedthroughout the company, saysMs. Buccongello. It startedwith co-founder Bill Gates andhas continued under CEOSteve Ballmer’s leadership.

HR directors around theworld report straight to seniorVP of HR, Lisa Brummel,based at the company’s head-quarters in Redmond, Wash-ington. Ms. Brummel in turnreports directly to Mr. Ballmer,which means that the teamcharged with delivering theenterprise-wide culture is bothcohesive and clearly focused.

“There is a balancebetween the global HR culture,which is aligned to the globalbusiness strategy, and the localHR culture, which is aligned tothe local business priorities,”says Ms. Buccongello.

While maintaining a com-mon corporate culture among95,000 employees globallymay seem daunting, Ms. Buc-congello says the structures inplace to consult with allemployees each Marchthrough a company-wide sur-vey and then to plan aroundthe results keeps the culturefresh and dynamic.

Ms. Kelly-Ennis says anessential part of Diageo’s val-ues and company culture is thebelief that employees through-

out the world have a responsi-bility to help consumers cele-brate life responsibly.

“We expect all employeesto own our responsible drink-ing and corporate citizenshipagenda and to be ambassadorsfor Diageo and our corporatevalues in all of the communi-ties where Diageo people liveand work. We also expectevery employee to stand forwhat he or she feels is rightand important and model ourvalues every day,” she says.

Th i s repor t was produced by Randa l lAnthony Communicat ions Inc . (www.randa l lanthony. com) in con junc t ion wi th the adver t i s ing depar tment o f The Globe and Mai l . B r ian Trot te r, Categor y Manager, b t ro t te r@globeandmai l . com

A special national report for the Great Place to Work Institute CanadaTH E G LOB E AND MA I L

TU E SDAY , A P R I L 1 3 , 2 0 1 0GPTW 2

Canada’s BEST WORKPLACES

attitude is reflected in theirwork.

“People feel good aboutworking at NetApp, and thatfeeling filters through theentire organization to ourcustomers and partners. It’swhat fuels our growth andsuccess as a company,” saysMr. Goldstein.

Ms. McDonald says it’snot unusual for customers tosay that they love NetApp’sproducts, but they love theemployees even more.

At Google Canada,employees are encouraged tobe innovative and creative,and to question and challenge

fellow team members –including executives – byasking: ‘How does this fitwith the Google mission?’

“We try to encourageGooglers to be not only cre-ative, but also to take respon-sibility and be accountablefor their ideas, decisions andwork – which they appreci-ate,” says. Dr. Woods.

To avoid the burn-out thatplagues many fast-paced tech-nology companies, Googlepromotes work-life balancefor employees and encour-ages constant learning andimprovement of knowledge.

“Our working environ-

ment is structured so thatpeople enjoy coming to workas much as they might enjoytheir leisure time activities,and it pays off for us becausewe know that our employeeslove working here; the GreatPlace to Work survey con-firms it,” says Dr. Woods.

Mr. Goldstein saysNetApp takes special pride inrecruitment practices thatfocus on hiring people whoare a good fit for the compa-ny’s team.

“We don’t make too manyhiring mistakes, but when wedo, we have what amounts toa built-in immune system,”

he says. “Our employees letus know quickly when some-one is not working outbecause they appreciate theimportance of a smoothlyfunctioning team.”

Mr. Goldstein says feed-back to the company fromthe Great Place to Work Insti-tute indicated a significantlevel of employee satisfaction.

“People feel really goodabout being part of theorganization because theybelieve they each have animpact on what’s happeninghere and that the leadershiplistens to them and takesthem seriously,” he says.

from GPTW 1

Digital Age

Cultural champions demonstrate leadership worldwideBest international companies

Microsoft Canada vicepresident of Human ResourcesCarolyn Buccongello says thecompany's performance onBestWorkplaces lists world-wide reflects a five-pointglobal HR strategy that localmanagers adapt to meetlocal language and culturalinterests. PHOTO: SUPPLIED

Audit • Tax • Advisory

Grant Thornton LLP. A Canadian Member of Grant Thornton International Ltd

It takes a great team to make a great place to work. Talented. Inspired.Committed to strong values.

People with these traits thrive in our environment. They contribute toa culture that is a large part of our unique and compelling story—onewhich we feel truly sets us apart.

Being recognized once for this winning culture is cause for celebration.Making the list three times? It’s not magic, but it’s close.

We scored a hat trick!

TH E G LOB E AND MA I LTU E SDAY , A P R I L 1 3 , 2 0 1 0 GPTW 3

By Jose Tolovi NetoManaging Partner, Great Placeto Work Canada

M ost Canadian employ-ers like to think thatthey are decent, even

pretty good places to work.

But with today’s competitivemarket and the need to makethe best use of all talent in acompany, the bar for work-place quality has been rising.Being “good” is no longerenough.

Organizations participatingin the Best Workplaces in

Canada list have a uniqueopportunity to find out wherethey are on their quest tobecome – or maintain – greatworkplaces. The rigorous listassessment process providesmetrics for tracking progress,benchmarking with the best,and sharing lessons about

effective people practices.Research from the Great

Place to Work Institute’s bestworkplaces lists over the pastdecade in many countries con-firms that trust is the founda-tion for quality jobs and per-formance excellence. And thegood news is that high-trust

relationships require behav-iours that can be learned andembedded into an organiza-tion’s culture.

Organizations on the 2010list of best workplaces were allassessed using an employeesurvey, the “Trust Index,”developed by the globalresearch firm Great Place toWork Institute Inc. There are58 multiple choice and twoopen-ended questions that pro-vide an accurate, employeeperspective on what it is like towork in the organization.

Each question measuresone of the five dimensions ofthe Great Place to Work Insti-tute’s trust-based model: credi-bility, respect, fairness, prideand camaraderie. Completedsurveys are sent directly to theinstitute and results are onlyever reported in aggregate formso employees can be confidentthat opinions are confidential.

Two-thirds of each organi-zation’s final score is takendirectly from their Trust Indexsurvey. The remaining one-third of each organization’sscore is taken from the insti-tute’s assessment of its “CultureAudit” submission. This is asignificantly more detailedquestionnaire that is completedby senior HR representatives.It helps to provide a morecomplete picture by capturingthe core values and philoso-phies that underpin peoplepractices.

The organizations on the2010 Best Workplaces in Cana-da list come from a variety of

industries, range in size from54 to over 50,000 employeesand are located from coast tocoast. Each has taken a differ-ent path to creating and sus-taining a great workplace, butin the end, each has forged astrong link between cultureand performance.

During the 2010 list assess-ment process, more than 40,000Canadian employees were sur-veyed using the Trust Indextool (a 40 per cent increasecompared to 2009). Internation-ally, the Great Place to WorkInstitute surveyed over two mil-lion employees from more than4,000 companies last year for34 similar lists around theworld, including Fortune’s 100Best Companies to Work For,The Financial Times’ list of theBest Workplaces in the UK, andLe Figaro’s Ces enterprise ou ilfait bon travailler in France.

On the quantitative side,the best workplaces list datahelp us to differentiate betweengood and great organizations.On the qualitative side, theCulture Audit offers us insightsinto the people practices ofvery successful organizationsthat understand the strategicimportance of culture.

It goes far beyond offeringthe best perks; you can’t com-pete on perks and benefitsalone. It comes down to thequality of the relationshipsthroughout the workplace, thesupport people are given tosucceed in their jobs, and theiroverall enjoyment of the totalwork experience.

About this survey

Credibility• Communications are open and accessible• Competence in co-ordinating human and material resources• Integrity in carrying out vision with consistency

A great place to work is one in which you “trust the people you work for, have pridein what you do, and enjoy the people you work with.”

Respect• Supporting professional development and showing appreciation• Collaboration with employees on relevant decisions• Caring for employees as individuals with personal lives

Fairness• Equity - balanced treatment for all in terms of rewards• Impartiality - absence of favouritism in hiring and promotions• Justice - lack of discrimination and process for appeals

Pride• In personal job, individual contributions• In work produced by one’s team or work group• In the organization’s products and standing in the community

Camaraderie• Ability to be oneself• Socially friendly and welcoming atmosphere• Sense of “family” or “team”

TRUST

If you don’t see your workplace on the list this year, but think it should be, then why not sign up to participate in the 2011 list of Best Workplaces in Canada? The nominationcan be submitted online at www.greatplacetowork.ca.

Not on the list?

According to the Great Place toWork Institute, to create a great workplace, managers must build trust by practising credibility,respect and fairness, and by encouraging pride and camaraderie among staff members.

A special national report for the Great Place to Work Institute Canada

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Learn more about our great place to work atwww.daimler-financialservices.com/na.

Great.

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employees. Together, we value the strong relationships that make

Scotiabank a Great Place to Work in Canada and the world over.

scotiabank.com/careers

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Twenty first-time nominees madethe Best Workplaces list in Canadalist this year, the following six earningplaces among the Top 25.

• NetApp Canada Ltd.

• SAS Institute (Canada) Inc.

• Stryker

• General Mills Canada Corporation

• Vermilion Energy

• Scotiabank Group


The data and comments generated by this year’s Best Workplaces surveys not only provided feedback valuable for participating companies, but also cumula-tive results that offer snapshots of how Canadian employers and their employees are feeling about work and their workplaces in 2010 compared to last year.

Key metricsData offers insight

Comparison 2009 vs. 2010 - Statements

Most Increases

People avoid politicking and backstabbing as ways to get things done. 7%

Management makes its expectations clear. 6%

Management does a good job of assigning and co-ordinating people. 5%

Management has a clear view of where the organization is going and how to get there. 5%

Overall Trust Index average +3%

We noticed a decrease of the number ofvoluntary departures in 2010

Top Issues 2010

27.7%

14.9%

12.8%

8.5%

8.5%

8.5%

19.1%

Leadership Development

Recession

Talent Management

Communication

Performance Measurement

Employee Recruitment

Others

13% 13%12%

8%

2007 2008 2009 2010

Companies with more than 1,000 employeesThe following chart illustrates the companies that employ more than 1,000 people inCanada in order of their performance on the 2010 Best Workplaces survey.

Company Employees

1 Devon Canada Corporation 1,558

2 Microsoft Canada Inc. 1,028

3 TD Bank Financial Group 50,663

4 Four Seasons Hotels and Resorts 1,357

5 Scotiabank Group 32,328

6 ATB Financial 4,986

7 Delta Hotels and Resorts 4,550

8 Edward Jones 2,044

9 State Farm Insurance 1,505

10 RBC 50,000

11 Ernst & Young LLP 3,725

12 Toronto East General Hospital 2,220

13 Mosaic Sales Solutions 1,129

14 Grant Thornton LLP 1,600

15 Cadbury 1,462

16 Joey Restaurant Group 1,965

17 Diageo Canada Inc. 1,000

Source: Best People Practices Report 2010,www.greatplacetowork.ca

Thank you to ourcoworkers who bringtheir passion andenthusiasm to workevery day.

We are proud to be named one of the

Best Workplacesin Canada

To find out how youcan join our vibrantand energetic team,visit CDW.ca/careers

The Right Technology. Right Away® CDW.ca • 800.97CDWCA

A special national report for the Great Place to Work Institute CanadaA special national report for the Great Place to Work Institute CanadaA special national report for the Great Place to Work Institute CanadaA special national report for the Great Place to Work Institute CanadaTH E G LOB E AND MA I LTH E G LOB E AND MA I LTH E G LOB E AND MA I LTH E G LOB E AND MA I LTU E SDAY , A P R I L 1 3 , 2 0 1 0TU E SDAY , A P R I L 1 3 , 2 0 1 0TU E SDAY , A P R I L 1 3 , 2 0 1 0TU E SDAY , A P R I L 1 3 , 2 0 1 0 GPTW 5GPTW 5GPTW 5GPTW 5

By Jen WetherowBy Jen WetherowBy Jen WetherowBy Jen WetherowDirector, Great Place to WorkDirector, Great Place to WorkDirector, Great Place to WorkDirector, Great Place to WorkInstituteInstituteInstituteInstitute

RRRR esearch shows the costesearch shows the costesearch shows the costesearch shows the costof mental health issuesof mental health issuesof mental health issuesof mental health issuesin the workplace can bein the workplace can bein the workplace can bein the workplace can be

significant. They exert asignificant. They exert asignificant. They exert asignificant. They exert ahuman toll on individuals,human toll on individuals,human toll on individuals,human toll on individuals,reduce productivity and gen-reduce productivity and gen-reduce productivity and gen-reduce productivity and gen-erate substantial societalerate substantial societalerate substantial societalerate substantial societalimpacts as well. The data alsoimpacts as well. The data alsoimpacts as well. The data alsoimpacts as well. The data alsoshow that work-related stressshow that work-related stressshow that work-related stressshow that work-related stressis a major concern for bothis a major concern for bothis a major concern for bothis a major concern for bothemployers and employees.employers and employees.employers and employees.employers and employees.

The cost to society has, inThe cost to society has, inThe cost to society has, inThe cost to society has, inmany countries, signalled themany countries, signalled themany countries, signalled themany countries, signalled theneed for governments to part-need for governments to part-need for governments to part-need for governments to part-ner with employers to findner with employers to findner with employers to findner with employers to findsolutions. Britain has taken thesolutions. Britain has taken thesolutions. Britain has taken thesolutions. Britain has taken thelead in this regard.lead in this regard.lead in this regard.lead in this regard.

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Adoption of the standardsAdoption of the standardsAdoption of the standardsAdoption of the standardsis voluntary. A review of theis voluntary. A review of theis voluntary. A review of theis voluntary. A review of theprogram’s success thus farprogram’s success thus farprogram’s success thus farprogram’s success thus faridentifies useful lessons foridentifies useful lessons foridentifies useful lessons foridentifies useful lessons forCanada.Canada.Canada.Canada.

To date, Canada is the onlyTo date, Canada is the onlyTo date, Canada is the onlyTo date, Canada is the onlyG8 country without a mentalG8 country without a mentalG8 country without a mentalG8 country without a mentalhealth strategy, but this statushealth strategy, but this statushealth strategy, but this statushealth strategy, but this statuswill soon change. In Novem-will soon change. In Novem-will soon change. In Novem-will soon change. In Novem-ber 2009, the Mental Healthber 2009, the Mental Healthber 2009, the Mental Healthber 2009, the Mental HealthCommission of CanadaCommission of CanadaCommission of CanadaCommission of Canada(MHCC) completed the first(MHCC) completed the first(MHCC) completed the first(MHCC) completed the firstphase in its development of aphase in its development of aphase in its development of aphase in its development of anational strategy.national strategy.national strategy.national strategy.

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oping a strategic plan for howoping a strategic plan for howoping a strategic plan for howoping a strategic plan for howto achieve the vision and goalsto achieve the vision and goalsto achieve the vision and goalsto achieve the vision and goalsoutlined in this framework.outlined in this framework.outlined in this framework.outlined in this framework.

Anticipating this need forAnticipating this need forAnticipating this need forAnticipating this need forpractical solutions, Humanpractical solutions, Humanpractical solutions, Humanpractical solutions, HumanResources and Skills Develop-Resources and Skills Develop-Resources and Skills Develop-Resources and Skills Develop-ment Canada’s (HRSDC)ment Canada’s (HRSDC)ment Canada’s (HRSDC)ment Canada’s (HRSDC)Labour Program recently part-Labour Program recently part-Labour Program recently part-Labour Program recently part-nered with the Great Place tonered with the Great Place tonered with the Great Place tonered with the Great Place toWork Institute to assess whatWork Institute to assess whatWork Institute to assess whatWork Institute to assess whatleading Canadian employersleading Canadian employersleading Canadian employersleading Canadian employersare doing to support psychoso-are doing to support psychoso-are doing to support psychoso-are doing to support psychoso-cial wellness in the workplace.cial wellness in the workplace.cial wellness in the workplace.cial wellness in the workplace.

The findings of thisThe findings of thisThe findings of thisThe findings of thisresearch indicate that, by andresearch indicate that, by andresearch indicate that, by andresearch indicate that, by andlarge, these employers arelarge, these employers arelarge, these employers arelarge, these employers arealready using managementalready using managementalready using managementalready using managementprocesses that align well withprocesses that align well withprocesses that align well withprocesses that align well withthe best practices identified bythe best practices identified bythe best practices identified bythe best practices identified byBritain’s Management Stan-Britain’s Management Stan-Britain’s Management Stan-Britain’s Management Stan-dards. So the challenge is find-dards. So the challenge is find-dards. So the challenge is find-dards. So the challenge is find-ing ways to disseminate anding ways to disseminate anding ways to disseminate anding ways to disseminate andadapt such practices in otheradapt such practices in otheradapt such practices in otheradapt such practices in otherworkplaces across the country.workplaces across the country.workplaces across the country.workplaces across the country.

Protegra, a business per-Protegra, a business per-Protegra, a business per-Protegra, a business per-

formance company, takes aformance company, takes aformance company, takes aformance company, takes abroad approach to psychoso-broad approach to psychoso-broad approach to psychoso-broad approach to psychoso-cial wellness in the workplace.cial wellness in the workplace.cial wellness in the workplace.cial wellness in the workplace.For example, to give employ-For example, to give employ-For example, to give employ-For example, to give employ-ees more control over theirees more control over theirees more control over theirees more control over theirprofessional development,professional development,professional development,professional development,Protegra has hired a full-timeProtegra has hired a full-timeProtegra has hired a full-timeProtegra has hired a full-time“Employee Relationship Facil-“Employee Relationship Facil-“Employee Relationship Facil-“Employee Relationship Facil-

itator” to connect frequentlyitator” to connect frequentlyitator” to connect frequentlyitator” to connect frequentlywith staff members. This per-with staff members. This per-with staff members. This per-with staff members. This per-son is responsible for under-son is responsible for under-son is responsible for under-son is responsible for under-standing the professional aspi-standing the professional aspi-standing the professional aspi-standing the professional aspi-rations of all employees andrations of all employees andrations of all employees andrations of all employees andhelping them to design ahelping them to design ahelping them to design ahelping them to design acareer path and access devel-career path and access devel-career path and access devel-career path and access devel-opment opportunities that willopment opportunities that willopment opportunities that willopment opportunities that will

ensure success.ensure success.ensure success.ensure success.To further encourage aTo further encourage aTo further encourage aTo further encourage a

two-way dialogue betweentwo-way dialogue betweentwo-way dialogue betweentwo-way dialogue betweenemployees and management,employees and management,employees and management,employees and management,the Protegra Employee Com-the Protegra Employee Com-the Protegra Employee Com-the Protegra Employee Com-mittee (PEC) was created.mittee (PEC) was created.mittee (PEC) was created.mittee (PEC) was created.This group acts as a confiden-This group acts as a confiden-This group acts as a confiden-This group acts as a confiden-tial conduit through whichtial conduit through whichtial conduit through whichtial conduit through whichemployees can address sensi-employees can address sensi-employees can address sensi-employees can address sensi-tive issues with management.tive issues with management.tive issues with management.tive issues with management.

Taking a more directTaking a more directTaking a more directTaking a more directapproach, the Toronto Eastapproach, the Toronto Eastapproach, the Toronto Eastapproach, the Toronto EastGeneral Hospital has identi-General Hospital has identi-General Hospital has identi-General Hospital has identi-fied Mental Health Manage-fied Mental Health Manage-fied Mental Health Manage-fied Mental Health Manage-ment as one of three key pri-ment as one of three key pri-ment as one of three key pri-ment as one of three key pri-orities detailed in its Mentalorities detailed in its Mentalorities detailed in its Mentalorities detailed in its MentalWellness Strategic Plan. TheWellness Strategic Plan. TheWellness Strategic Plan. TheWellness Strategic Plan. Thegoal is to ensure mental illnessgoal is to ensure mental illnessgoal is to ensure mental illnessgoal is to ensure mental illnessand disabilities are recognized,and disabilities are recognized,and disabilities are recognized,and disabilities are recognized,appropriately managed andappropriately managed andappropriately managed andappropriately managed andaccommodated in the work-accommodated in the work-accommodated in the work-accommodated in the work-place.place.place.place.

The hospital has gone toThe hospital has gone toThe hospital has gone toThe hospital has gone togreat lengths to ensure theregreat lengths to ensure theregreat lengths to ensure theregreat lengths to ensure thereare systems in place to enableare systems in place to enableare systems in place to enableare systems in place to enable

and encourage managers toand encourage managers toand encourage managers toand encourage managers tosupport their staff, and forsupport their staff, and forsupport their staff, and forsupport their staff, and foremployees to support their col-employees to support their col-employees to support their col-employees to support their col-leagues. Workplace Culture isleagues. Workplace Culture isleagues. Workplace Culture isleagues. Workplace Culture isalso identified as a key priorityalso identified as a key priorityalso identified as a key priorityalso identified as a key priorityin the Mental Health Strategicin the Mental Health Strategicin the Mental Health Strategicin the Mental Health StrategicPlan, which includes a com-Plan, which includes a com-Plan, which includes a com-Plan, which includes a com-mitment to regular consulta-mitment to regular consulta-mitment to regular consulta-mitment to regular consulta-tion with employees using sat-tion with employees using sat-tion with employees using sat-tion with employees using sat-isfaction surveys. One of theisfaction surveys. One of theisfaction surveys. One of theisfaction surveys. One of thequestions on this survey is:questions on this survey is:questions on this survey is:questions on this survey is:‘Did you feel we have done‘Did you feel we have done‘Did you feel we have done‘Did you feel we have doneenough to promote mentalenough to promote mentalenough to promote mentalenough to promote mentalwellness?’wellness?’wellness?’wellness?’

When asked about theWhen asked about theWhen asked about theWhen asked about themotivation behind these prac-motivation behind these prac-motivation behind these prac-motivation behind these prac-tices, management in the besttices, management in the besttices, management in the besttices, management in the bestworkplaces consistently identi-workplaces consistently identi-workplaces consistently identi-workplaces consistently identi-fied two drivers. First, it’s thefied two drivers. First, it’s thefied two drivers. First, it’s thefied two drivers. First, it’s theright thing to do. Second,right thing to do. Second,right thing to do. Second,right thing to do. Second,good people practices makegood people practices makegood people practices makegood people practices makegood business sense. A stronggood business sense. A stronggood business sense. A stronggood business sense. A strongbottom line, says Brucebottom line, says Brucebottom line, says Brucebottom line, says BruceMacLellan, president andMacLellan, president andMacLellan, president andMacLellan, president andCEO of Environics Commu-CEO of Environics Commu-CEO of Environics Commu-CEO of Environics Commu-nications, “includes workernications, “includes workernications, “includes workernications, “includes workerhealth and wellness.”health and wellness.”health and wellness.”health and wellness.”

While these organizationsWhile these organizationsWhile these organizationsWhile these organizationsare not typical, having alreadyare not typical, having alreadyare not typical, having alreadyare not typical, having alreadybeen recognized as Best Work-been recognized as Best Work-been recognized as Best Work-been recognized as Best Work-places, their commitment toplaces, their commitment toplaces, their commitment toplaces, their commitment topsychosocial wellness does sig-psychosocial wellness does sig-psychosocial wellness does sig-psychosocial wellness does sig-nal a potential readiness fornal a potential readiness fornal a potential readiness fornal a potential readiness forthis type of effort among otherthis type of effort among otherthis type of effort among otherthis type of effort among otherCanadian employers.Canadian employers.Canadian employers.Canadian employers.

The UK Management Stan-The UK Management Stan-The UK Management Stan-The UK Management Stan-dards offer an appealing strate-dards offer an appealing strate-dards offer an appealing strate-dards offer an appealing strate-gy for reducing workplacegy for reducing workplacegy for reducing workplacegy for reducing workplacestress. A homegrown version ofstress. A homegrown version ofstress. A homegrown version ofstress. A homegrown version ofthese standards may provide anthese standards may provide anthese standards may provide anthese standards may provide anopportunity to improve theopportunity to improve theopportunity to improve theopportunity to improve thepsychological well-being ofpsychological well-being ofpsychological well-being ofpsychological well-being ofworking Canadians.working Canadians.working Canadians.working Canadians.

By taking action toBy taking action toBy taking action toBy taking action toimprove the psychosocialimprove the psychosocialimprove the psychosocialimprove the psychosocialwork environment, employerswork environment, employerswork environment, employerswork environment, employerswill be demonstrating theirwill be demonstrating theirwill be demonstrating theirwill be demonstrating theircare and commitment tocare and commitment tocare and commitment tocare and commitment toemployees. Individuals, organ-employees. Individuals, organ-employees. Individuals, organ-employees. Individuals, organ-izations and society will ulti-izations and society will ulti-izations and society will ulti-izations and society will ulti-mately reap the benefits.mately reap the benefits.mately reap the benefits.mately reap the benefits.

Mental health in the workplace: best practicesMental health in the workplace: best practicesMental health in the workplace: best practicesMental health in the workplace: best practicesInInInInnovationnovationnovationnovation

The following are examples of Best Practices that support the psychosocial health of employees.The following are examples of Best Practices that support the psychosocial health of employees.The following are examples of Best Practices that support the psychosocial health of employees.The following are examples of Best Practices that support the psychosocial health of employees.

A civil and respectful work-A civil and respectful work-A civil and respectful work-A civil and respectful work-placeplaceplaceplaceAs part of its ongoing commitmentAs part of its ongoing commitmentAs part of its ongoing commitmentAs part of its ongoing commitment

to mental health in the workplace,to mental health in the workplace,to mental health in the workplace,to mental health in the workplace,

the Toronto East General Hospitalthe Toronto East General Hospitalthe Toronto East General Hospitalthe Toronto East General Hospital

has introduced a Civil and Respect-has introduced a Civil and Respect-has introduced a Civil and Respect-has introduced a Civil and Respect-

ful Workplace Policy as well as aful Workplace Policy as well as aful Workplace Policy as well as aful Workplace Policy as well as a

Workplace Violence Prevention Poli-Workplace Violence Prevention Poli-Workplace Violence Prevention Poli-Workplace Violence Prevention Poli-

cy and relevant training on both.cy and relevant training on both.cy and relevant training on both.cy and relevant training on both.

The hospital has also providedThe hospital has also providedThe hospital has also providedThe hospital has also provided

“Emotional Intelligence for Work &“Emotional Intelligence for Work &“Emotional Intelligence for Work &“Emotional Intelligence for Work &

Life” training for all employees (newLife” training for all employees (newLife” training for all employees (newLife” training for all employees (new

hires receive a minimum of 4 hourshires receive a minimum of 4 hourshires receive a minimum of 4 hourshires receive a minimum of 4 hours

training).training).training).training).

Limited network accessLimited network accessLimited network accessLimited network accessTo ensure that employees are not beingTo ensure that employees are not beingTo ensure that employees are not beingTo ensure that employees are not being

overworked, Randstad Canada Group hasoverworked, Randstad Canada Group hasoverworked, Randstad Canada Group hasoverworked, Randstad Canada Group has

limited the number of hours for accessinglimited the number of hours for accessinglimited the number of hours for accessinglimited the number of hours for accessing

the computer network on weekdays, andthe computer network on weekdays, andthe computer network on weekdays, andthe computer network on weekdays, and

has forbidden all access during the week-has forbidden all access during the week-has forbidden all access during the week-has forbidden all access during the week-

end for many employees. By doing so,end for many employees. By doing so,end for many employees. By doing so,end for many employees. By doing so,

Randstad Canada Group encouragesRandstad Canada Group encouragesRandstad Canada Group encouragesRandstad Canada Group encourages

employees to enjoy spending theiremployees to enjoy spending theiremployees to enjoy spending theiremployees to enjoy spending their

evenings and weekends with their lovedevenings and weekends with their lovedevenings and weekends with their lovedevenings and weekends with their loved

ones, rather than in front of a computerones, rather than in front of a computerones, rather than in front of a computerones, rather than in front of a computer

working! And managers lead by example,working! And managers lead by example,working! And managers lead by example,working! And managers lead by example,

by leaving work at 5:00 p.m. every dayby leaving work at 5:00 p.m. every dayby leaving work at 5:00 p.m. every dayby leaving work at 5:00 p.m. every day

whenever possible.whenever possible.whenever possible.whenever possible.

Helping Others ParentHelping Others ParentHelping Others ParentHelping Others ParentEffectively - HOPEEffectively - HOPEEffectively - HOPEEffectively - HOPETo better support a work-life balance,To better support a work-life balance,To better support a work-life balance,To better support a work-life balance,

State Farm Insurance created HOPEState Farm Insurance created HOPEState Farm Insurance created HOPEState Farm Insurance created HOPE

(Helping Others Parent Effectively),(Helping Others Parent Effectively),(Helping Others Parent Effectively),(Helping Others Parent Effectively),

an employee resource group thatan employee resource group thatan employee resource group thatan employee resource group that

meets quarterly. HOPE's mission is tomeets quarterly. HOPE's mission is tomeets quarterly. HOPE's mission is tomeets quarterly. HOPE's mission is to

create an inclusive environment forcreate an inclusive environment forcreate an inclusive environment forcreate an inclusive environment for

associates interested in the issues ofassociates interested in the issues ofassociates interested in the issues ofassociates interested in the issues of

working parents. They increaseworking parents. They increaseworking parents. They increaseworking parents. They increase

awareness of work-life issues impact-awareness of work-life issues impact-awareness of work-life issues impact-awareness of work-life issues impact-

ing associates and provide encour-ing associates and provide encour-ing associates and provide encour-ing associates and provide encour-

agement, advice and support onagement, advice and support onagement, advice and support onagement, advice and support on

achieving balance.achieving balance.achieving balance.achieving balance.

Best Practices: Mental Health in the Workplace

Recognition of the importance of mental health is rising amongRecognition of the importance of mental health is rising amongRecognition of the importance of mental health is rising amongRecognition of the importance of mental health is rising amongadvanced nations and employers.advanced nations and employers.advanced nations and employers.advanced nations and employers. PHOTO: ISTOCKPHOTO.COMPHOTO: ISTOCKPHOTO.COMPHOTO: ISTOCKPHOTO.COMPHOTO: ISTOCKPHOTO.COM

A special national report for the Great Place to Work Institute CanadaA special national report for the Great Place to Work Institute CanadaA special national report for the Great Place to Work Institute CanadaA special national report for the Great Place to Work Institute CanadaTH E G LOB E AND MA I LTH E G LOB E AND MA I LTH E G LOB E AND MA I LTH E G LOB E AND MA I L

TU E SDAY , A P R I L 1 3 , 2 0 1 0TU E SDAY , A P R I L 1 3 , 2 0 1 0TU E SDAY , A P R I L 1 3 , 2 0 1 0TU E SDAY , A P R I L 1 3 , 2 0 1 0GPTW 6GPTW 6GPTW 6GPTW 6

The best places to work in Canada (1-25)The best places to work in Canada (1-25)The best places to work in Canada (1-25)The best places to work in Canada (1-25)Canada’sCanada’sCanada’sCanada’s BEST WORKPLACESBEST WORKPLACESBEST WORKPLACESBEST WORKPLACES

Rank Company name Number of Employees Headquarters Industry Group/sector Web addressRank Company name Number of Employees Headquarters Industry Group/sector Web addressRank Company name Number of Employees Headquarters Industry Group/sector Web addressRank Company name Number of Employees Headquarters Industry Group/sector Web address

1 Environics Communications Inc.1 Environics Communications Inc.1 Environics Communications Inc.1 Environics Communications Inc. 76 Toronto, ON Advertising & Marketing www.environicspr.com76 Toronto, ON Advertising & Marketing www.environicspr.com76 Toronto, ON Advertising & Marketing www.environicspr.com76 Toronto, ON Advertising & Marketing www.environicspr.comECI Ride FridaysECI Ride FridaysECI Ride FridaysECI Ride Fridays To encourage fun and camaraderie as well as health and fitness, last year, Environics Communications Inc. introduced ECI Ride Fridays. Every warm Friday at noon, employees are invited to take a leisurely bike ride,To encourage fun and camaraderie as well as health and fitness, last year, Environics Communications Inc. introduced ECI Ride Fridays. Every warm Friday at noon, employees are invited to take a leisurely bike ride,To encourage fun and camaraderie as well as health and fitness, last year, Environics Communications Inc. introduced ECI Ride Fridays. Every warm Friday at noon, employees are invited to take a leisurely bike ride,To encourage fun and camaraderie as well as health and fitness, last year, Environics Communications Inc. introduced ECI Ride Fridays. Every warm Friday at noon, employees are invited to take a leisurely bike ride,exploring various parts of the city. Ride Fridays have proven to be a great way to get out of the office for fresh air and stress-relieving exercise, and, as a result, more than one employee has been inspired to ride regularly to work.exploring various parts of the city. Ride Fridays have proven to be a great way to get out of the office for fresh air and stress-relieving exercise, and, as a result, more than one employee has been inspired to ride regularly to work.exploring various parts of the city. Ride Fridays have proven to be a great way to get out of the office for fresh air and stress-relieving exercise, and, as a result, more than one employee has been inspired to ride regularly to work.exploring various parts of the city. Ride Fridays have proven to be a great way to get out of the office for fresh air and stress-relieving exercise, and, as a result, more than one employee has been inspired to ride regularly to work.

2 NetApp Canada Ltd.2 NetApp Canada Ltd.2 NetApp Canada Ltd.2 NetApp Canada Ltd. 71 Mississauga, ON71 Mississauga, ON71 Mississauga, ON71 Mississauga, ON Information Technology/Storage/Data Management www.netapp.caInformation Technology/Storage/Data Management www.netapp.caInformation Technology/Storage/Data Management www.netapp.caInformation Technology/Storage/Data Management www.netapp.caPersonal Thank-you CallsPersonal Thank-you CallsPersonal Thank-you CallsPersonal Thank-you Calls At NetApp Canada Ltd., one of the most valuable forms of recognition is a personal phone call from senior management. The co-chairman of the company makes an average of 30 thank-you calls everyAt NetApp Canada Ltd., one of the most valuable forms of recognition is a personal phone call from senior management. The co-chairman of the company makes an average of 30 thank-you calls everyAt NetApp Canada Ltd., one of the most valuable forms of recognition is a personal phone call from senior management. The co-chairman of the company makes an average of 30 thank-you calls everyAt NetApp Canada Ltd., one of the most valuable forms of recognition is a personal phone call from senior management. The co-chairman of the company makes an average of 30 thank-you calls everyweek. This call could be to any person, from an entry-level clerk through to the highest level of management. The co-chairman learns of these people through an informal program known as Catch Somebody Doing Something Right.week. This call could be to any person, from an entry-level clerk through to the highest level of management. The co-chairman learns of these people through an informal program known as Catch Somebody Doing Something Right.week. This call could be to any person, from an entry-level clerk through to the highest level of management. The co-chairman learns of these people through an informal program known as Catch Somebody Doing Something Right.week. This call could be to any person, from an entry-level clerk through to the highest level of management. The co-chairman learns of these people through an informal program known as Catch Somebody Doing Something Right.

3 Google Canada3 Google Canada3 Google Canada3 Google Canada 101 Toronto, ON101 Toronto, ON101 Toronto, ON101 Toronto, ON Media/Online Internet Services www.google.comMedia/Online Internet Services www.google.comMedia/Online Internet Services www.google.comMedia/Online Internet Services www.google.comVoxPopVoxPopVoxPopVoxPop At Google Canada, management wants job candidates to leave their interviews feeling positive about the company and its culture, regardless of the hiring decision they receive. To gather information about theirAt Google Canada, management wants job candidates to leave their interviews feeling positive about the company and its culture, regardless of the hiring decision they receive. To gather information about theirAt Google Canada, management wants job candidates to leave their interviews feeling positive about the company and its culture, regardless of the hiring decision they receive. To gather information about theirAt Google Canada, management wants job candidates to leave their interviews feeling positive about the company and its culture, regardless of the hiring decision they receive. To gather information about theirrecruitment process as experienced by the candidates, managers recently created Google’s first Candidate Experience Survey, which was termed VoxPop, an abbreviation of vox populi, Latin for “voice of the people.”recruitment process as experienced by the candidates, managers recently created Google’s first Candidate Experience Survey, which was termed VoxPop, an abbreviation of vox populi, Latin for “voice of the people.”recruitment process as experienced by the candidates, managers recently created Google’s first Candidate Experience Survey, which was termed VoxPop, an abbreviation of vox populi, Latin for “voice of the people.”recruitment process as experienced by the candidates, managers recently created Google’s first Candidate Experience Survey, which was termed VoxPop, an abbreviation of vox populi, Latin for “voice of the people.”

4 SAS Institute (Canada) Inc.4 SAS Institute (Canada) Inc.4 SAS Institute (Canada) Inc.4 SAS Institute (Canada) Inc. 241 Toronto, ON Information Technology/Software www.sas.com/canada241 Toronto, ON Information Technology/Software www.sas.com/canada241 Toronto, ON Information Technology/Software www.sas.com/canada241 Toronto, ON Information Technology/Software www.sas.com/canadaNeighbourhood RejuvenationNeighbourhood RejuvenationNeighbourhood RejuvenationNeighbourhood Rejuvenation After moving into green-inspired headquarters, SAS Canada committed $45,000 towards the rejuvenation of two parks close to the new building. Through SAS’ donation, the city planted overAfter moving into green-inspired headquarters, SAS Canada committed $45,000 towards the rejuvenation of two parks close to the new building. Through SAS’ donation, the city planted overAfter moving into green-inspired headquarters, SAS Canada committed $45,000 towards the rejuvenation of two parks close to the new building. Through SAS’ donation, the city planted overAfter moving into green-inspired headquarters, SAS Canada committed $45,000 towards the rejuvenation of two parks close to the new building. Through SAS’ donation, the city planted over14 new trees and installed seven new park benches nearby. In 2010, SAS unveiled its newest contribution: an all accessible playground for local community children.14 new trees and installed seven new park benches nearby. In 2010, SAS unveiled its newest contribution: an all accessible playground for local community children.14 new trees and installed seven new park benches nearby. In 2010, SAS unveiled its newest contribution: an all accessible playground for local community children.14 new trees and installed seven new park benches nearby. In 2010, SAS unveiled its newest contribution: an all accessible playground for local community children.

5 Devon Canada Corporation5 Devon Canada Corporation5 Devon Canada Corporation5 Devon Canada Corporation 1,558 Calgary, AB Oil & Gas Exploration & Production www.dvn.com1,558 Calgary, AB Oil & Gas Exploration & Production www.dvn.com1,558 Calgary, AB Oil & Gas Exploration & Production www.dvn.com1,558 Calgary, AB Oil & Gas Exploration & Production www.dvn.comExecutive BreakfastsExecutive BreakfastsExecutive BreakfastsExecutive Breakfasts In response to employee requests for more face time with senior management, Devon Canada Corporation has implemented a breakfast program, where employees are invited in small groups for aIn response to employee requests for more face time with senior management, Devon Canada Corporation has implemented a breakfast program, where employees are invited in small groups for aIn response to employee requests for more face time with senior management, Devon Canada Corporation has implemented a breakfast program, where employees are invited in small groups for aIn response to employee requests for more face time with senior management, Devon Canada Corporation has implemented a breakfast program, where employees are invited in small groups for acasual discussion with an executive. The hour-long breakfasts take place monthly, and employees are invited based on their company anniversary date, adding a nice recognition element to the event.casual discussion with an executive. The hour-long breakfasts take place monthly, and employees are invited based on their company anniversary date, adding a nice recognition element to the event.casual discussion with an executive. The hour-long breakfasts take place monthly, and employees are invited based on their company anniversary date, adding a nice recognition element to the event.casual discussion with an executive. The hour-long breakfasts take place monthly, and employees are invited based on their company anniversary date, adding a nice recognition element to the event.

6 Protegra6 Protegra6 Protegra6 Protegra 68 Winnipeg, MB Professional Services/Consulting – Management www.protegra.com68 Winnipeg, MB Professional Services/Consulting – Management www.protegra.com68 Winnipeg, MB Professional Services/Consulting – Management www.protegra.com68 Winnipeg, MB Professional Services/Consulting – Management www.protegra.comEmployee Relationship FacilitatorEmployee Relationship FacilitatorEmployee Relationship FacilitatorEmployee Relationship Facilitator To encourage skill development and professional growth, Protegra created a full-time Employee Relationship Facilitator position. Part of this person’s role is to connect frequently with employees toTo encourage skill development and professional growth, Protegra created a full-time Employee Relationship Facilitator position. Part of this person’s role is to connect frequently with employees toTo encourage skill development and professional growth, Protegra created a full-time Employee Relationship Facilitator position. Part of this person’s role is to connect frequently with employees toTo encourage skill development and professional growth, Protegra created a full-time Employee Relationship Facilitator position. Part of this person’s role is to connect frequently with employees tounderstand their professional goals and help them design a career plan that will help them get there. Protegra managers say employee retention rates and loyalty have increased as a result.understand their professional goals and help them design a career plan that will help them get there. Protegra managers say employee retention rates and loyalty have increased as a result.understand their professional goals and help them design a career plan that will help them get there. Protegra managers say employee retention rates and loyalty have increased as a result.understand their professional goals and help them design a career plan that will help them get there. Protegra managers say employee retention rates and loyalty have increased as a result.

7 Microsoft Canada Inc.7 Microsoft Canada Inc.7 Microsoft Canada Inc.7 Microsoft Canada Inc. 1,028 Mississauga, ON Information TechnologySoftware www.microsoft.ca1,028 Mississauga, ON Information TechnologySoftware www.microsoft.ca1,028 Mississauga, ON Information TechnologySoftware www.microsoft.ca1,028 Mississauga, ON Information TechnologySoftware www.microsoft.caI VolunteerI VolunteerI VolunteerI VolunteerMicrosoft Canada Inc.'s I Volunteer program was created “by employees for employees” to enable them to give their most valuable asset, their talents and time, back to the communities in which they work andMicrosoft Canada Inc.'s I Volunteer program was created “by employees for employees” to enable them to give their most valuable asset, their talents and time, back to the communities in which they work andMicrosoft Canada Inc.'s I Volunteer program was created “by employees for employees” to enable them to give their most valuable asset, their talents and time, back to the communities in which they work andMicrosoft Canada Inc.'s I Volunteer program was created “by employees for employees” to enable them to give their most valuable asset, their talents and time, back to the communities in which they work andlive. While the impact is substantial, the concept is simple – each full-time employee is given up to 40 paid hours per year to volunteer for the charity of his or her choice.live. While the impact is substantial, the concept is simple – each full-time employee is given up to 40 paid hours per year to volunteer for the charity of his or her choice.live. While the impact is substantial, the concept is simple – each full-time employee is given up to 40 paid hours per year to volunteer for the charity of his or her choice.live. While the impact is substantial, the concept is simple – each full-time employee is given up to 40 paid hours per year to volunteer for the charity of his or her choice.

8 Precision BioLogic8 Precision BioLogic8 Precision BioLogic8 Precision BioLogic 56 Dartmouth, NS Manufacturing & Production/Medical devices www.precisionbiologic.com56 Dartmouth, NS Manufacturing & Production/Medical devices www.precisionbiologic.com56 Dartmouth, NS Manufacturing & Production/Medical devices www.precisionbiologic.com56 Dartmouth, NS Manufacturing & Production/Medical devices www.precisionbiologic.comRedefining Job RolesRedefining Job RolesRedefining Job RolesRedefining Job Roles At Precision BioLogic, job roles have been refined to allow for maximum productivity and respect within the organization. Relationships that would usually be described as “reporting relationships” areAt Precision BioLogic, job roles have been refined to allow for maximum productivity and respect within the organization. Relationships that would usually be described as “reporting relationships” areAt Precision BioLogic, job roles have been refined to allow for maximum productivity and respect within the organization. Relationships that would usually be described as “reporting relationships” areAt Precision BioLogic, job roles have been refined to allow for maximum productivity and respect within the organization. Relationships that would usually be described as “reporting relationships” aredescribed at PBI as “support and accountability relationships,” and individuals with responsibility for a group of people are referred to as their “primary support.”They do not use the words “boss” or “subordinate.”described at PBI as “support and accountability relationships,” and individuals with responsibility for a group of people are referred to as their “primary support.”They do not use the words “boss” or “subordinate.”described at PBI as “support and accountability relationships,” and individuals with responsibility for a group of people are referred to as their “primary support.”They do not use the words “boss” or “subordinate.”described at PBI as “support and accountability relationships,” and individuals with responsibility for a group of people are referred to as their “primary support.”They do not use the words “boss” or “subordinate.”

9 KellerWilliams Ottawa Realty9 KellerWilliams Ottawa Realty9 KellerWilliams Ottawa Realty9 KellerWilliams Ottawa Realty 295 Ottawa, ON Construction & Real Estate www.kwottawa.ca295 Ottawa, ON Construction & Real Estate www.kwottawa.ca295 Ottawa, ON Construction & Real Estate www.kwottawa.ca295 Ottawa, ON Construction & Real Estate www.kwottawa.caAgent Leadership CouncilAgent Leadership CouncilAgent Leadership CouncilAgent Leadership Council At KellerWilliams Ottawa Realty, management has established the Agent Leadership Council (ALC) to give associates a voice in the way the company is run. The ALC is made up of non-owners who work inAt KellerWilliams Ottawa Realty, management has established the Agent Leadership Council (ALC) to give associates a voice in the way the company is run. The ALC is made up of non-owners who work inAt KellerWilliams Ottawa Realty, management has established the Agent Leadership Council (ALC) to give associates a voice in the way the company is run. The ALC is made up of non-owners who work inAt KellerWilliams Ottawa Realty, management has established the Agent Leadership Council (ALC) to give associates a voice in the way the company is run. The ALC is made up of non-owners who work inpartnership with management to make decisions, implement policies andmaintain company culture. The ownership-management group cannot initiate or implement any change or new policies without the approval of the ALCpartnership with management to make decisions, implement policies andmaintain company culture. The ownership-management group cannot initiate or implement any change or new policies without the approval of the ALCpartnership with management to make decisions, implement policies andmaintain company culture. The ownership-management group cannot initiate or implement any change or new policies without the approval of the ALCpartnership with management to make decisions, implement policies andmaintain company culture. The ownership-management group cannot initiate or implement any change or new policies without the approval of the ALC....

10 L.V. Lomas Limited10 L.V. Lomas Limited10 L.V. Lomas Limited10 L.V. Lomas Limited 193 Brampton, ON Transportation/Transport & Storage www.lvlomas.com193 Brampton, ON Transportation/Transport & Storage www.lvlomas.com193 Brampton, ON Transportation/Transport & Storage www.lvlomas.com193 Brampton, ON Transportation/Transport & Storage www.lvlomas.comCorporate Social ResponsibilityCorporate Social ResponsibilityCorporate Social ResponsibilityCorporate Social Responsibility Employees at LV Lomas Limited can feel good about their company's commitment to social responsibility. Since 2003, Lomas has donated 1% of its profits annually to worthy community charities inEmployees at LV Lomas Limited can feel good about their company's commitment to social responsibility. Since 2003, Lomas has donated 1% of its profits annually to worthy community charities inEmployees at LV Lomas Limited can feel good about their company's commitment to social responsibility. Since 2003, Lomas has donated 1% of its profits annually to worthy community charities inEmployees at LV Lomas Limited can feel good about their company's commitment to social responsibility. Since 2003, Lomas has donated 1% of its profits annually to worthy community charities ineach location where it has facilities. A volunteer Donation Committee meets regularly to allocate a portion of these funds to registered Canadian charities that are supported personally by any Lomas employee.each location where it has facilities. A volunteer Donation Committee meets regularly to allocate a portion of these funds to registered Canadian charities that are supported personally by any Lomas employee.each location where it has facilities. A volunteer Donation Committee meets regularly to allocate a portion of these funds to registered Canadian charities that are supported personally by any Lomas employee.each location where it has facilities. A volunteer Donation Committee meets regularly to allocate a portion of these funds to registered Canadian charities that are supported personally by any Lomas employee.

11 Royal LePage Performance Realty11 Royal LePage Performance Realty11 Royal LePage Performance Realty11 Royal LePage Performance Realty 343 Ottawa, ON Construction & Real Estate www.performancerealty.ca343 Ottawa, ON Construction & Real Estate www.performancerealty.ca343 Ottawa, ON Construction & Real Estate www.performancerealty.ca343 Ottawa, ON Construction & Real Estate www.performancerealty.caAgent CouncilAgent CouncilAgent CouncilAgent Council Royal LePage Performance Realty is committed to resolving disputes fairly and impartially. In the event of a dispute that seems difficult to resolve, the employee can ask that the issue be brought to an AgentRoyal LePage Performance Realty is committed to resolving disputes fairly and impartially. In the event of a dispute that seems difficult to resolve, the employee can ask that the issue be brought to an AgentRoyal LePage Performance Realty is committed to resolving disputes fairly and impartially. In the event of a dispute that seems difficult to resolve, the employee can ask that the issue be brought to an AgentRoyal LePage Performance Realty is committed to resolving disputes fairly and impartially. In the event of a dispute that seems difficult to resolve, the employee can ask that the issue be brought to an AgentCouncil, where a panel of their peers will hear the issues from both sides and make a final determination. Given that company values are well observed and internalized, it is rare that an issue requires council intervention.Council, where a panel of their peers will hear the issues from both sides and make a final determination. Given that company values are well observed and internalized, it is rare that an issue requires council intervention.Council, where a panel of their peers will hear the issues from both sides and make a final determination. Given that company values are well observed and internalized, it is rare that an issue requires council intervention.Council, where a panel of their peers will hear the issues from both sides and make a final determination. Given that company values are well observed and internalized, it is rare that an issue requires council intervention.

12 AmesTile & Stone Ltd.12 AmesTile & Stone Ltd.12 AmesTile & Stone Ltd.12 AmesTile & Stone Ltd. 98 Burnaby, BC98 Burnaby, BC98 Burnaby, BC98 Burnaby, BC Construction & Real Estate/HousingConstruction & Real Estate/HousingConstruction & Real Estate/HousingConstruction & Real Estate/Housing www.amestile.comwww.amestile.comwww.amestile.comwww.amestile.comRaisingThe BarRaisingThe BarRaisingThe BarRaisingThe Bar At Ames Tile and Stone Ltd., management is committed to celebrating accomplishments. Each time the company has a record sales month, the president and GM share the news by bringing in an espresso machine,At Ames Tile and Stone Ltd., management is committed to celebrating accomplishments. Each time the company has a record sales month, the president and GM share the news by bringing in an espresso machine,At Ames Tile and Stone Ltd., management is committed to celebrating accomplishments. Each time the company has a record sales month, the president and GM share the news by bringing in an espresso machine,At Ames Tile and Stone Ltd., management is committed to celebrating accomplishments. Each time the company has a record sales month, the president and GM share the news by bringing in an espresso machine,personally making everyone their favourite coffee, presenting everyone with a gift card and letter of thanks. As the bar gets set higher, and a record month becomes harder to attain, managers find other things to celebrate.personally making everyone their favourite coffee, presenting everyone with a gift card and letter of thanks. As the bar gets set higher, and a record month becomes harder to attain, managers find other things to celebrate.personally making everyone their favourite coffee, presenting everyone with a gift card and letter of thanks. As the bar gets set higher, and a record month becomes harder to attain, managers find other things to celebrate.personally making everyone their favourite coffee, presenting everyone with a gift card and letter of thanks. As the bar gets set higher, and a record month becomes harder to attain, managers find other things to celebrate.

13 TD Bank Financial Group13 TD Bank Financial Group13 TD Bank Financial Group13 TD Bank Financial Group 50,663 Toronto, ON50,663 Toronto, ON50,663 Toronto, ON50,663 Toronto, ON Financial Services & Insurance/Banking/Credit Services www.td.coFinancial Services & Insurance/Banking/Credit Services www.td.coFinancial Services & Insurance/Banking/Credit Services www.td.coFinancial Services & Insurance/Banking/Credit Services www.td.coQuick PollQuick PollQuick PollQuick PollManagement at TD Bank Financial Group solicits employee feedback in a number of creative ways. On a weekly basis, employees have the opportunity to participate in Quick Poll surveys on the home page of the TDManagement at TD Bank Financial Group solicits employee feedback in a number of creative ways. On a weekly basis, employees have the opportunity to participate in Quick Poll surveys on the home page of the TDManagement at TD Bank Financial Group solicits employee feedback in a number of creative ways. On a weekly basis, employees have the opportunity to participate in Quick Poll surveys on the home page of the TDManagement at TD Bank Financial Group solicits employee feedback in a number of creative ways. On a weekly basis, employees have the opportunity to participate in Quick Poll surveys on the home page of the TDintranet. Responses are instantly tabulated and employees can view the response results immediately. Management uses this information to gauge employee opinions on a number of topics.intranet. Responses are instantly tabulated and employees can view the response results immediately. Management uses this information to gauge employee opinions on a number of topics.intranet. Responses are instantly tabulated and employees can view the response results immediately. Management uses this information to gauge employee opinions on a number of topics.intranet. Responses are instantly tabulated and employees can view the response results immediately. Management uses this information to gauge employee opinions on a number of topics.

14 Pinchin Environmental Ltd.14 Pinchin Environmental Ltd.14 Pinchin Environmental Ltd.14 Pinchin Environmental Ltd. 238 Mississauga, ON238 Mississauga, ON238 Mississauga, ON238 Mississauga, ON Professional Services/Consulting Environmental www.pinchin.comProfessional Services/Consulting Environmental www.pinchin.comProfessional Services/Consulting Environmental www.pinchin.comProfessional Services/Consulting Environmental www.pinchin.comOvertime PayOvertime PayOvertime PayOvertime Pay At Pinchin Environmental Ltd., management believes in paying employees fairly. The company pays all non-managerial staff overtime for hours in excess of the normal 37.5-hour work-week. The gesture comparesAt Pinchin Environmental Ltd., management believes in paying employees fairly. The company pays all non-managerial staff overtime for hours in excess of the normal 37.5-hour work-week. The gesture comparesAt Pinchin Environmental Ltd., management believes in paying employees fairly. The company pays all non-managerial staff overtime for hours in excess of the normal 37.5-hour work-week. The gesture comparesAt Pinchin Environmental Ltd., management believes in paying employees fairly. The company pays all non-managerial staff overtime for hours in excess of the normal 37.5-hour work-week. The gesture compareshighly favourably to industry standards of work weeks of 40 to 44 hours andmore. Managerial staff receive overtime at billable hours for any work conducted on weekends.highly favourably to industry standards of work weeks of 40 to 44 hours andmore. Managerial staff receive overtime at billable hours for any work conducted on weekends.highly favourably to industry standards of work weeks of 40 to 44 hours andmore. Managerial staff receive overtime at billable hours for any work conducted on weekends.highly favourably to industry standards of work weeks of 40 to 44 hours andmore. Managerial staff receive overtime at billable hours for any work conducted on weekends.

15 T4G Limited15 T4G Limited15 T4G Limited15 T4G Limited 215 Toronto, ON215 Toronto, ON215 Toronto, ON215 Toronto, ON Information Technology/IT Consulting www.t4g.comInformation Technology/IT Consulting www.t4g.comInformation Technology/IT Consulting www.t4g.comInformation Technology/IT Consulting www.t4g.comHybrid Vehicle Purchase Incentive ProgramHybrid Vehicle Purchase Incentive ProgramHybrid Vehicle Purchase Incentive ProgramHybrid Vehicle Purchase Incentive Program T4G Limited is a company that takes pride in doing what is right for the environment. To encourage employees to make a positive contribution to the environment, the companyT4G Limited is a company that takes pride in doing what is right for the environment. To encourage employees to make a positive contribution to the environment, the companyT4G Limited is a company that takes pride in doing what is right for the environment. To encourage employees to make a positive contribution to the environment, the companyT4G Limited is a company that takes pride in doing what is right for the environment. To encourage employees to make a positive contribution to the environment, the companyoffers a Hybrid Vehicle Purchase Incentive Program. This $1,000 cash incentive is open to all employees who purchase fuel-efficient hybrid vehicles to reduce vehicle emissions and improve their commuting costs.offers a Hybrid Vehicle Purchase Incentive Program. This $1,000 cash incentive is open to all employees who purchase fuel-efficient hybrid vehicles to reduce vehicle emissions and improve their commuting costs.offers a Hybrid Vehicle Purchase Incentive Program. This $1,000 cash incentive is open to all employees who purchase fuel-efficient hybrid vehicles to reduce vehicle emissions and improve their commuting costs.offers a Hybrid Vehicle Purchase Incentive Program. This $1,000 cash incentive is open to all employees who purchase fuel-efficient hybrid vehicles to reduce vehicle emissions and improve their commuting costs.

16 Nycomed Canada Inc.16 Nycomed Canada Inc.16 Nycomed Canada Inc.16 Nycomed Canada Inc. 205 Oakville, ON Biotechnology & Pharmaceuticals/Pharmaceuticals www.nycomed.ca205 Oakville, ON Biotechnology & Pharmaceuticals/Pharmaceuticals www.nycomed.ca205 Oakville, ON Biotechnology & Pharmaceuticals/Pharmaceuticals www.nycomed.ca205 Oakville, ON Biotechnology & Pharmaceuticals/Pharmaceuticals www.nycomed.caMedical School Scholarship ProgramMedical School Scholarship ProgramMedical School Scholarship ProgramMedical School Scholarship Program As a health-care company, Nycomed Canada Inc. is committed to promoting and supporting Canadian medical education and research. Through the Nycomed Medical SchoolAs a health-care company, Nycomed Canada Inc. is committed to promoting and supporting Canadian medical education and research. Through the Nycomed Medical SchoolAs a health-care company, Nycomed Canada Inc. is committed to promoting and supporting Canadian medical education and research. Through the Nycomed Medical SchoolAs a health-care company, Nycomed Canada Inc. is committed to promoting and supporting Canadian medical education and research. Through the Nycomed Medical SchoolScholarship Program, the company is helping develop Canada’s next generation of family practitioners by removing financial barriers to medical students who wish to pursue this vitally important field.Scholarship Program, the company is helping develop Canada’s next generation of family practitioners by removing financial barriers to medical students who wish to pursue this vitally important field.Scholarship Program, the company is helping develop Canada’s next generation of family practitioners by removing financial barriers to medical students who wish to pursue this vitally important field.Scholarship Program, the company is helping develop Canada’s next generation of family practitioners by removing financial barriers to medical students who wish to pursue this vitally important field.

17 Halsall Associates17 Halsall Associates17 Halsall Associates17 Halsall Associates 300 Toronto, ON Professional Services/Consulting Engineering www.halsall.com300 Toronto, ON Professional Services/Consulting Engineering www.halsall.com300 Toronto, ON Professional Services/Consulting Engineering www.halsall.com300 Toronto, ON Professional Services/Consulting Engineering www.halsall.comNew Hires ForumsNew Hires ForumsNew Hires ForumsNew Hires Forums At Halsall Associates Ltd., part of the welcoming process involves inviting new employees to a New Hires Forum. The goal of the forum is to allow new hires to gather and talk about their success andAt Halsall Associates Ltd., part of the welcoming process involves inviting new employees to a New Hires Forum. The goal of the forum is to allow new hires to gather and talk about their success andAt Halsall Associates Ltd., part of the welcoming process involves inviting new employees to a New Hires Forum. The goal of the forum is to allow new hires to gather and talk about their success andAt Halsall Associates Ltd., part of the welcoming process involves inviting new employees to a New Hires Forum. The goal of the forum is to allow new hires to gather and talk about their success andchallenges integrating into the company. New hires appreciate the opportunity to share experiences with peers and deliver feedback to the company. This also sets the stage for a “listening culture” that exists at Halsall.challenges integrating into the company. New hires appreciate the opportunity to share experiences with peers and deliver feedback to the company. This also sets the stage for a “listening culture” that exists at Halsall.challenges integrating into the company. New hires appreciate the opportunity to share experiences with peers and deliver feedback to the company. This also sets the stage for a “listening culture” that exists at Halsall.challenges integrating into the company. New hires appreciate the opportunity to share experiences with peers and deliver feedback to the company. This also sets the stage for a “listening culture” that exists at Halsall.

18 Urban Systems Ltd.18 Urban Systems Ltd.18 Urban Systems Ltd.18 Urban Systems Ltd. 309 Kamloops, BC Professional Services/Consulting Engineering www.urban-systems.com309 Kamloops, BC Professional Services/Consulting Engineering www.urban-systems.com309 Kamloops, BC Professional Services/Consulting Engineering www.urban-systems.com309 Kamloops, BC Professional Services/Consulting Engineering www.urban-systems.comRelocation Allowance for StudentsRelocation Allowance for StudentsRelocation Allowance for StudentsRelocation Allowance for Students At Urban Systems, management values the contribution of co-op students and wants to attract them to the company. Althoughmany companies offer relocation allowance to full-timeAt Urban Systems, management values the contribution of co-op students and wants to attract them to the company. Althoughmany companies offer relocation allowance to full-timeAt Urban Systems, management values the contribution of co-op students and wants to attract them to the company. Althoughmany companies offer relocation allowance to full-timeAt Urban Systems, management values the contribution of co-op students and wants to attract them to the company. Althoughmany companies offer relocation allowance to full-timehires, this is not often the case for co-op students. Urban Systems has always made it a practice to ensure that students who join the company do not suffer financial hardship due to any related move.hires, this is not often the case for co-op students. Urban Systems has always made it a practice to ensure that students who join the company do not suffer financial hardship due to any related move.hires, this is not often the case for co-op students. Urban Systems has always made it a practice to ensure that students who join the company do not suffer financial hardship due to any related move.hires, this is not often the case for co-op students. Urban Systems has always made it a practice to ensure that students who join the company do not suffer financial hardship due to any related move.

19 Stryker19 Stryker19 Stryker19 Stryker 231 Hamilton, ON Health Care/Medical Sales/Distribution www.stryker.c231 Hamilton, ON Health Care/Medical Sales/Distribution www.stryker.c231 Hamilton, ON Health Care/Medical Sales/Distribution www.stryker.c231 Hamilton, ON Health Care/Medical Sales/Distribution www.stryker.cMaking ADifferenceMaking ADifferenceMaking ADifferenceMaking ADifference Employees are drawn to Stryker and stay at Stryker because of the difference the company makes in the world. In 2008, Stryker entered a partnership with Operation Smile, a non-profit children’s medical charity,Employees are drawn to Stryker and stay at Stryker because of the difference the company makes in the world. In 2008, Stryker entered a partnership with Operation Smile, a non-profit children’s medical charity,Employees are drawn to Stryker and stay at Stryker because of the difference the company makes in the world. In 2008, Stryker entered a partnership with Operation Smile, a non-profit children’s medical charity,Employees are drawn to Stryker and stay at Stryker because of the difference the company makes in the world. In 2008, Stryker entered a partnership with Operation Smile, a non-profit children’s medical charity,to offer employees an opportunity to take part in humanitarian projects in impoverished countries around the world. Teammembers participate in local Stryker product training and fill a non-medical volunteer role on the mission.to offer employees an opportunity to take part in humanitarian projects in impoverished countries around the world. Teammembers participate in local Stryker product training and fill a non-medical volunteer role on the mission.to offer employees an opportunity to take part in humanitarian projects in impoverished countries around the world. Teammembers participate in local Stryker product training and fill a non-medical volunteer role on the mission.to offer employees an opportunity to take part in humanitarian projects in impoverished countries around the world. Teammembers participate in local Stryker product training and fill a non-medical volunteer role on the mission.

20 General Mills Canada Corporation20 General Mills Canada Corporation20 General Mills Canada Corporation20 General Mills Canada Corporation 599 Mississauga, ON Retail/Food/Grocery www.generalmills.ca599 Mississauga, ON Retail/Food/Grocery www.generalmills.ca599 Mississauga, ON Retail/Food/Grocery www.generalmills.ca599 Mississauga, ON Retail/Food/Grocery www.generalmills.caSharing LeadershipTeamMinutesSharing LeadershipTeamMinutesSharing LeadershipTeamMinutesSharing LeadershipTeamMinutes General Mills Canada Corporation is committed to open and transparent communications. Following each leadership teammeeting, the company president publishes notes from the meeting andGeneral Mills Canada Corporation is committed to open and transparent communications. Following each leadership teammeeting, the company president publishes notes from the meeting andGeneral Mills Canada Corporation is committed to open and transparent communications. Following each leadership teammeeting, the company president publishes notes from the meeting andGeneral Mills Canada Corporation is committed to open and transparent communications. Following each leadership teammeeting, the company president publishes notes from the meeting ande-mails them to the staff. A recent survey revealed that employees value these notes, andmost said they would miss them if they weren’t sent.e-mails them to the staff. A recent survey revealed that employees value these notes, andmost said they would miss them if they weren’t sent.e-mails them to the staff. A recent survey revealed that employees value these notes, andmost said they would miss them if they weren’t sent.e-mails them to the staff. A recent survey revealed that employees value these notes, andmost said they would miss them if they weren’t sent.

21 Four Seasons Hotels and Resorts21 Four Seasons Hotels and Resorts21 Four Seasons Hotels and Resorts21 Four Seasons Hotels and Resorts 1,357 Toronto, ON Hospitality/Hotel/Resort www.fourseasons.com1,357 Toronto, ON Hospitality/Hotel/Resort www.fourseasons.com1,357 Toronto, ON Hospitality/Hotel/Resort www.fourseasons.com1,357 Toronto, ON Hospitality/Hotel/Resort www.fourseasons.comPromotion Opportunities for All EmployeesPromotion Opportunities for All EmployeesPromotion Opportunities for All EmployeesPromotion Opportunities for All Employees Unlike companies in which education and/or technical skills may be prerequisites for advancement, Four Seasons Hotels and Resorts recognizes and rewards staff for exemplaryUnlike companies in which education and/or technical skills may be prerequisites for advancement, Four Seasons Hotels and Resorts recognizes and rewards staff for exemplaryUnlike companies in which education and/or technical skills may be prerequisites for advancement, Four Seasons Hotels and Resorts recognizes and rewards staff for exemplaryUnlike companies in which education and/or technical skills may be prerequisites for advancement, Four Seasons Hotels and Resorts recognizes and rewards staff for exemplaryinterpersonal and guest service skills and attitudes. As a result, any employee can advance to supervisory, managerial, executive and corporate positions based on achievements and performance history.interpersonal and guest service skills and attitudes. As a result, any employee can advance to supervisory, managerial, executive and corporate positions based on achievements and performance history.interpersonal and guest service skills and attitudes. As a result, any employee can advance to supervisory, managerial, executive and corporate positions based on achievements and performance history.interpersonal and guest service skills and attitudes. As a result, any employee can advance to supervisory, managerial, executive and corporate positions based on achievements and performance history.

22 Vermilion Energy22 Vermilion Energy22 Vermilion Energy22 Vermilion Energy 159 Calgary, AB Manufacturing & Production www.vermilionenergy.com159 Calgary, AB Manufacturing & Production www.vermilionenergy.com159 Calgary, AB Manufacturing & Production www.vermilionenergy.com159 Calgary, AB Manufacturing & Production www.vermilionenergy.comVacation EligibilityVacation EligibilityVacation EligibilityVacation EligibilityVermillion Energy recognizes an employee’s total work experience for vacation purposes. Employees with 0 to10 years of total work experience receive 15 days vacation; employees with 10+ years of total workVermillion Energy recognizes an employee’s total work experience for vacation purposes. Employees with 0 to10 years of total work experience receive 15 days vacation; employees with 10+ years of total workVermillion Energy recognizes an employee’s total work experience for vacation purposes. Employees with 0 to10 years of total work experience receive 15 days vacation; employees with 10+ years of total workVermillion Energy recognizes an employee’s total work experience for vacation purposes. Employees with 0 to10 years of total work experience receive 15 days vacation; employees with 10+ years of total workexperience receive 20 days vacation, and employees with 20+ years of total work experience plus three years service with Vermilion receive 25 days vacation. This helps Vermillion attract top talent from other organizations.experience receive 20 days vacation, and employees with 20+ years of total work experience plus three years service with Vermilion receive 25 days vacation. This helps Vermillion attract top talent from other organizations.experience receive 20 days vacation, and employees with 20+ years of total work experience plus three years service with Vermilion receive 25 days vacation. This helps Vermillion attract top talent from other organizations.experience receive 20 days vacation, and employees with 20+ years of total work experience plus three years service with Vermilion receive 25 days vacation. This helps Vermillion attract top talent from other organizations.

23 Scotiabank Group23 Scotiabank Group23 Scotiabank Group23 Scotiabank Group 32,328 Toronto, ON Financial Services & Insurance/Banking/Credit Services www.scotiabank.com32,328 Toronto, ON Financial Services & Insurance/Banking/Credit Services www.scotiabank.com32,328 Toronto, ON Financial Services & Insurance/Banking/Credit Services www.scotiabank.com32,328 Toronto, ON Financial Services & Insurance/Banking/Credit Services www.scotiabank.comEducation LeaveEducation LeaveEducation LeaveEducation Leave Scotiabank Group supports employees in reaching their personal and educational goals. An employee wishing to pursue higher education can take an unpaid leave up to 36 months, and the employee is guaranteedScotiabank Group supports employees in reaching their personal and educational goals. An employee wishing to pursue higher education can take an unpaid leave up to 36 months, and the employee is guaranteedScotiabank Group supports employees in reaching their personal and educational goals. An employee wishing to pursue higher education can take an unpaid leave up to 36 months, and the employee is guaranteedScotiabank Group supports employees in reaching their personal and educational goals. An employee wishing to pursue higher education can take an unpaid leave up to 36 months, and the employee is guaranteeda job on his/her return. Employees taking educational leave must be in a management level position or expected to assumemanagement responsibilities after returning to work. Currently 11 employees are on education leave.a job on his/her return. Employees taking educational leave must be in a management level position or expected to assumemanagement responsibilities after returning to work. Currently 11 employees are on education leave.a job on his/her return. Employees taking educational leave must be in a management level position or expected to assumemanagement responsibilities after returning to work. Currently 11 employees are on education leave.a job on his/her return. Employees taking educational leave must be in a management level position or expected to assumemanagement responsibilities after returning to work. Currently 11 employees are on education leave.

24 Omni Companies24 Omni Companies24 Omni Companies24 Omni Companies 71 Vancouver, BC Financial Services & Insurance/General Insurance www.omnicorp.ca71 Vancouver, BC Financial Services & Insurance/General Insurance www.omnicorp.ca71 Vancouver, BC Financial Services & Insurance/General Insurance www.omnicorp.ca71 Vancouver, BC Financial Services & Insurance/General Insurance www.omnicorp.caRecruitmentThroughNetworkingRecruitmentThroughNetworkingRecruitmentThroughNetworkingRecruitmentThroughNetworkingOmni Companies believes in hiring people who are enthusiastic, entrepreneurial, pro-active, passionate about customer service and are a close match to Omni's social culture. Omni’s uniqueOmni Companies believes in hiring people who are enthusiastic, entrepreneurial, pro-active, passionate about customer service and are a close match to Omni's social culture. Omni’s uniqueOmni Companies believes in hiring people who are enthusiastic, entrepreneurial, pro-active, passionate about customer service and are a close match to Omni's social culture. Omni’s uniqueOmni Companies believes in hiring people who are enthusiastic, entrepreneurial, pro-active, passionate about customer service and are a close match to Omni's social culture. Omni’s uniquerecruitment does not rely heavily on job boards or recruitment agencies. Instead the company prefers networking, direct recruiting, employee referrals, candidate referrals, and online professional and social networking sites.recruitment does not rely heavily on job boards or recruitment agencies. Instead the company prefers networking, direct recruiting, employee referrals, candidate referrals, and online professional and social networking sites.recruitment does not rely heavily on job boards or recruitment agencies. Instead the company prefers networking, direct recruiting, employee referrals, candidate referrals, and online professional and social networking sites.recruitment does not rely heavily on job boards or recruitment agencies. Instead the company prefers networking, direct recruiting, employee referrals, candidate referrals, and online professional and social networking sites.

25 Fuller Landau LLP25 Fuller Landau LLP25 Fuller Landau LLP25 Fuller Landau LLP 62 Toronto, ON Financial Services & Insurance/Accounting www.fullerlandau.com62 Toronto, ON Financial Services & Insurance/Accounting www.fullerlandau.com62 Toronto, ON Financial Services & Insurance/Accounting www.fullerlandau.com62 Toronto, ON Financial Services & Insurance/Accounting www.fullerlandau.comUpward Leadership SurveyUpward Leadership SurveyUpward Leadership SurveyUpward Leadership Survey At Fuller Landau LLP, employees are given the opportunity to evaluate all of the managers and partners. The information is collected by a third party organization that compiles the data andAt Fuller Landau LLP, employees are given the opportunity to evaluate all of the managers and partners. The information is collected by a third party organization that compiles the data andAt Fuller Landau LLP, employees are given the opportunity to evaluate all of the managers and partners. The information is collected by a third party organization that compiles the data andAt Fuller Landau LLP, employees are given the opportunity to evaluate all of the managers and partners. The information is collected by a third party organization that compiles the data andreturns it to each manager and partner. They use this information to create goals for the following year to improve their leadership skills.returns it to each manager and partner. They use this information to create goals for the following year to improve their leadership skills.returns it to each manager and partner. They use this information to create goals for the following year to improve their leadership skills.returns it to each manager and partner. They use this information to create goals for the following year to improve their leadership skills.

To all of ouremployees,thankyou!

At Federated Insurance,the secret to our successis in the fine print.Adam, Adam, Adnana, Al, Alan, Alan, Alessandra, Alex, Alicia, Allan, Allan, Amalia,Amanda, Amanda, Amber, Amy, Andrew, Andrew, Angela, Anita, Annette, Annie,Anthony, Anthony, Antonella, Barbara, Bernadette, Bernard, Bernie, Beth, Beverly, Bill,Blair, Bradley, Brent, Brian, Brigitte, Bruce, Bryan, Carla, Carman, Carol, Carol, Carrie,Chantal, Charlene, Che, Cheryl, Chris, Chris, Chris, Christian, Clark, Claudie, Colette, Conor,Craig, Cristina, Curtis, Cynthia, Dale, Daliah, Daniel, Daniel, Daniel, Daniel, Daphne, Darcey,D'arcy, Dario, Darlene, Darren, Darren, Darren, Darryl, Dave, Dave, Dave, David, David,David, David, David, David, David, Dawn, Dean, Debora, Deborah, Denise, Dennis, Derrick,Devan, Donald, Donna, Doug, Doug, Doug, Douglas, Douglas, Dwight, Eileen, Elaine,Elizabeth, Elmer, Eric, Ethel, Florence, Francisco, Frank, Frank, Frederic, Garry, Gary, Gary,Genevieve, George, George, George, Ghislaine, Giacinto, Gilles, Gino, Gnanes, Greg, Greg,Gregory, Gregory, Guylaine, Heather, Helen, Hubert, Ian, Jackie, Jacqueline, Jacqueline, Jaime,James, James, Jamie, Jana, Janice, Jason, Jason, Jason, Jason, Jatinder, Jean, Jean,Jean-Christophe, Jeff, Jeff, Jeffrey, Jeffrey, Jennifer, Jennifer, Jesse, Jessica, Jim, Jim, Joanna, Joanne,Joanne, Jocelyn, Joe, Johanne, John, John, John, Jonathan, Jovana, Joy, Joyce, Julia, Kaitlian, Karen,Karen, Karen, Katrina, Kelly, Kelly, Kenneth, Kent, Kerim, Kerry, Kevin, Kevin, Kevin, Kevin, Kim, Krystal,Lane, Larry, Laura, Leanne, LeeAnn, Leticia, Lindsay, Lisa, Lisa, Lisa, Lisa, Liz, Lori, Lori Ann, Lucy, Luisa,Madeline, Manon, Marco, Marcy, Marcy, Margaret-Anne, Marian, Marie-Angelique, Marie-Eve, Marija,Maripaz, Maripin, Mark, Martin, Mary, Mary, Mary Anne, MaryAnn, Mary-Anne, Matt, Matthew, Matthew,Mauro, Mavis, Melanie, Michael, Michael, Michael, Michael, Michael, Michael, Michael, Michael, Michel,Michele, Michele, Michelle, Michelle, Mike, Mike, Morgan, Nancy, Nancy, Natalie, Nathian, Neil, Neil, Nicholas,Nick, Nicole, Nigel, Norman, Pam, Paolo, Pascal, Patricia, Patrick, Patrick, Paul, Paul, Paulo, Pedro, Penny, Perry,Peter, Peter, Philip, Philip, Pierrick, Rahul, Raymond, Rendrega, Renee, Richard, Richard, Richard, Richard, Richard,Rick, Rick, Robert, Robert, Robert, Robert, Robey, Robyn, Rocco, Rodney, Roger, Ronald, Rosalia, Rosalynn, Rowena,

Rudy, Russell, Ryan, Sady, Sally, Samuel, Sandeep, Sandra, Sara, Sarah, Sarah, Sasha, Saskia, Scott, Scott, Scott, Sean,Sebastien, Shanna, Shannon, Sharon, Shaun, Shawn, Shawn, Shelinor, Sherri, Shivani, Simon, Simon, Simone, Stacey,

Stacey, Stefan, Stephane, Stephanie, Stephen, Stephen, Steve, Steven, Sue-Ann, Susan, Sylvain, Sylvain, Sylvie, Tammy,Tammy, Tammy, Tannis, Tanya, Tara, Tara, Teed, Teresa, Terry, Thomas, Thomas, Timothy, Todd, Todd, Touffik, Trent, Trevor,

Trisha, Tyler, Tyler, Valerie, Veronique, Victor, Vikramaditya, Vladimir, Wayne, Wayne, Wendy, Yoseph, Yves, Yvette, Zhi

A special national report for the Great Place to Work Institute CanadaA special national report for the Great Place to Work Institute CanadaA special national report for the Great Place to Work Institute CanadaA special national report for the Great Place to Work Institute CanadaTH E G LOB E AND MA I LTH E G LOB E AND MA I LTH E G LOB E AND MA I LTH E G LOB E AND MA I LTU E SDAY , A P R I L 1 3 , 2 0 1 0TU E SDAY , A P R I L 1 3 , 2 0 1 0TU E SDAY , A P R I L 1 3 , 2 0 1 0TU E SDAY , A P R I L 1 3 , 2 0 1 0 GPTW 7GPTW 7GPTW 7GPTW 7

(26-75(26-75(26-75(26-75 in alphabetical orderin alphabetical orderin alphabetical orderin alphabetical order))))Company name Number of Employees Headquarters Industry Group/sector Web addressCompany name Number of Employees Headquarters Industry Group/sector Web addressCompany name Number of Employees Headquarters Industry Group/sector Web addressCompany name Number of Employees Headquarters Industry Group/sector Web address

Admiral InsuranceAdmiral InsuranceAdmiral InsuranceAdmiral Insurance

ATB FinancialATB FinancialATB FinancialATB Financial

Banff Lodging CompanyBanff Lodging CompanyBanff Lodging CompanyBanff Lodging Company

Becton Dickinson Canada Inc.Becton Dickinson Canada Inc.Becton Dickinson Canada Inc.Becton Dickinson Canada Inc.

Benefits by Design inc (BBD)Benefits by Design inc (BBD)Benefits by Design inc (BBD)Benefits by Design inc (BBD)

Broadridge Financial Solutions (Canada), Inc.Broadridge Financial Solutions (Canada), Inc.Broadridge Financial Solutions (Canada), Inc.Broadridge Financial Solutions (Canada), Inc.

CadburyCadburyCadburyCadbury

Capri Insurance Services Ltd.Capri Insurance Services Ltd.Capri Insurance Services Ltd.Capri Insurance Services Ltd.

Carswell, a division of Thomson Reuters Canada LtdCarswell, a division of Thomson Reuters Canada LtdCarswell, a division of Thomson Reuters Canada LtdCarswell, a division of Thomson Reuters Canada Ltd

CDW Canada Inc.CDW Canada Inc.CDW Canada Inc.CDW Canada Inc.

CIMCIMCIMCIM

Construction Control Inc.Construction Control Inc.Construction Control Inc.Construction Control Inc.

Daimler Financial Services CanadaDaimler Financial Services CanadaDaimler Financial Services CanadaDaimler Financial Services Canada

Delta Hotels and ResortsDelta Hotels and ResortsDelta Hotels and ResortsDelta Hotels and Resorts

Diageo Canada Inc.Diageo Canada Inc.Diageo Canada Inc.Diageo Canada Inc.

Edward JonesEdward JonesEdward JonesEdward Jones

Ernst & Young LLPErnst & Young LLPErnst & Young LLPErnst & Young LLP

Federated Insurance Company of CanadaFederated Insurance Company of CanadaFederated Insurance Company of CanadaFederated Insurance Company of Canada

Gap AdventuresGap AdventuresGap AdventuresGap Adventures

Gardiner Roberts LLPGardiner Roberts LLPGardiner Roberts LLPGardiner Roberts LLP

Gibraltar Solutions Inc.Gibraltar Solutions Inc.Gibraltar Solutions Inc.Gibraltar Solutions Inc.

Grant Thornton LLPGrant Thornton LLPGrant Thornton LLPGrant Thornton LLP

Hill & Knowlton CanadaHill & Knowlton CanadaHill & Knowlton CanadaHill & Knowlton Canada

Hilti CanadaHilti CanadaHilti CanadaHilti Canada

Immigrant Services Society of British ColumbiaImmigrant Services Society of British ColumbiaImmigrant Services Society of British ColumbiaImmigrant Services Society of British Columbia

Info-Tech Research GroupInfo-Tech Research GroupInfo-Tech Research GroupInfo-Tech Research Group

Island HearingIsland HearingIsland HearingIsland Hearing

IT/NET Ottawa Inc.IT/NET Ottawa Inc.IT/NET Ottawa Inc.IT/NET Ottawa Inc.

Joey Restaurant GroupJoey Restaurant GroupJoey Restaurant GroupJoey Restaurant Group

Kenlin Design GroupKenlin Design GroupKenlin Design GroupKenlin Design Group

Kingston Ross Pasnak LLPKingston Ross Pasnak LLPKingston Ross Pasnak LLPKingston Ross Pasnak LLP

Lannick Group of CompaniesLannick Group of CompaniesLannick Group of CompaniesLannick Group of Companies

LutherwoodLutherwoodLutherwoodLutherwood

Mosaic Sales SolutionsMosaic Sales SolutionsMosaic Sales SolutionsMosaic Sales Solutions

Nintendo of Canada Ltd.Nintendo of Canada Ltd.Nintendo of Canada Ltd.Nintendo of Canada Ltd.

Nurse Next Door Home Healthcare ServicesNurse Next Door Home Healthcare ServicesNurse Next Door Home Healthcare ServicesNurse Next Door Home Healthcare Services

Online Business SystemsOnline Business SystemsOnline Business SystemsOnline Business Systems

OnX Enterprise SolutionsOnX Enterprise SolutionsOnX Enterprise SolutionsOnX Enterprise Solutions

Parklane Homes Ltd.Parklane Homes Ltd.Parklane Homes Ltd.Parklane Homes Ltd.

Quintiles Canada, Inc.Quintiles Canada, Inc.Quintiles Canada, Inc.Quintiles Canada, Inc.

Randstad Canada GroupRandstad Canada GroupRandstad Canada GroupRandstad Canada Group

RBCRBCRBCRBC

S.C. Johnson and Son, LimitedS.C. Johnson and Son, LimitedS.C. Johnson and Son, LimitedS.C. Johnson and Son, Limited

Sandvine IncorporatedSandvine IncorporatedSandvine IncorporatedSandvine Incorporated

SaskCentral (Credit Union Central of Saskatchewan)SaskCentral (Credit Union Central of Saskatchewan)SaskCentral (Credit Union Central of Saskatchewan)SaskCentral (Credit Union Central of Saskatchewan)

Softchoice CorporationSoftchoice CorporationSoftchoice CorporationSoftchoice Corporation

State Farm InsuranceState Farm InsuranceState Farm InsuranceState Farm Insurance

Toronto East General HospitalToronto East General HospitalToronto East General HospitalToronto East General Hospital

Trico HomesTrico HomesTrico HomesTrico Homes

ZediZediZediZedi

185185185185

4,9864,9864,9864,986

398398398398

226226226226

74747474

374374374374

1,4621,4621,4621,462

245245245245

783783783783

252252252252

286286286286

77777777

101101101101

4,5504,5504,5504,550

1,0001,0001,0001,000

2,0442,0442,0442,044

3,7253,7253,7253,725

344344344344

131131131131

136136136136

50505050

1,6001,6001,6001,600

204204204204

319319319319

275275275275

197197197197

289289289289

73737373

1,9651,9651,9651,965

61616161

88888888

74747474

255255255255

1,1291,1291,1291,129

70707070

140140140140

189189189189

106106106106

67676767

201201201201

503503503503

50,00050,00050,00050,000

420420420420

249249249249

96969696

487487487487

1,5051,5051,5051,505

2,2202,2202,2202,220

79797979

230230230230

Halifax, NSHalifax, NSHalifax, NSHalifax, NS

Edmonton, ABEdmonton, ABEdmonton, ABEdmonton, AB

Banff, ABBanff, ABBanff, ABBanff, AB

Mississauga, ONMississauga, ONMississauga, ONMississauga, ON

Port Coquitlam, BCPort Coquitlam, BCPort Coquitlam, BCPort Coquitlam, BC

Toronto, ONToronto, ONToronto, ONToronto, ON


Kelowna, BCKelowna, BCKelowna, BCKelowna, BC


Etobicoke, ONEtobicoke, ONEtobicoke, ONEtobicoke, ON


Woodbridge, ONWoodbridge, ONWoodbridge, ONWoodbridge, ON



Etobicoke, ONEtobicoke, ONEtobicoke, ONEtobicoke, ON



Winnipeg, MBWinnipeg, MBWinnipeg, MBWinnipeg, MB







Vancouver, BCVancouver, BCVancouver, BCVancouver, BC

London, ONLondon, ONLondon, ONLondon, ON

Victoria, BCVictoria, BCVictoria, BCVictoria, BC

Ottawa, ONOttawa, ONOttawa, ONOttawa, ON


Regina, SKRegina, SKRegina, SKRegina, SK

Edmonton, ABEdmonton, ABEdmonton, ABEdmonton, AB


Waterloo, ONWaterloo, ONWaterloo, ONWaterloo, ON




Winnipeg, MBWinnipeg, MBWinnipeg, MBWinnipeg, MB

Thornhill, ONThornhill, ONThornhill, ONThornhill, ON


Montreal, QCMontreal, QCMontreal, QCMontreal, QC

Montreal, QCMontreal, QCMontreal, QCMontreal, QC


Brantford, ONBrantford, ONBrantford, ONBrantford, ON

Waterloo, ONWaterloo, ONWaterloo, ONWaterloo, ON

Regina, SKRegina, SKRegina, SKRegina, SK


Aurora, ONAurora, ONAurora, ONAurora, ON


Calgary, ABCalgary, ABCalgary, ABCalgary, AB

Calgary, ABCalgary, ABCalgary, ABCalgary, AB

Financial Services & Insurance/Auto InsuranceFinancial Services & Insurance/Auto InsuranceFinancial Services & Insurance/Auto InsuranceFinancial Services & Insurance/Auto Insurance

Financial Services & Insurance/Banking/Credit ServicesFinancial Services & Insurance/Banking/Credit ServicesFinancial Services & Insurance/Banking/Credit ServicesFinancial Services & Insurance/Banking/Credit Services

Hospitality/Hotel/ResortHospitality/Hotel/ResortHospitality/Hotel/ResortHospitality/Hotel/Resort

Health Care/Medical Sales/DistributionHealth Care/Medical Sales/DistributionHealth Care/Medical Sales/DistributionHealth Care/Medical Sales/Distribution

Financial Services & Insurance/Health InsuranceFinancial Services & Insurance/Health InsuranceFinancial Services & Insurance/Health InsuranceFinancial Services & Insurance/Health Insurance

Financial Services & Insurance/InvestmentsFinancial Services & Insurance/InvestmentsFinancial Services & Insurance/InvestmentsFinancial Services & Insurance/Investments

Manufacturing & Production/Food ProductsManufacturing & Production/Food ProductsManufacturing & Production/Food ProductsManufacturing & Production/Food Products

Financial Services & Insurance/General InsuranceFinancial Services & Insurance/General InsuranceFinancial Services & Insurance/General InsuranceFinancial Services & Insurance/General Insurance

Media/Publishing & PrintingMedia/Publishing & PrintingMedia/Publishing & PrintingMedia/Publishing & Printing

Information Technology/HardwareInformation Technology/HardwareInformation Technology/HardwareInformation Technology/Hardware

Advertising & Marketing/AdvertisingAdvertising & Marketing/AdvertisingAdvertising & Marketing/AdvertisingAdvertising & Marketing/Advertising

Professional Services/Consulting EngineeringProfessional Services/Consulting EngineeringProfessional Services/Consulting EngineeringProfessional Services/Consulting Engineering


Hospitality/Hotel/ResortHospitality/Hotel/ResortHospitality/Hotel/ResortHospitality/Hotel/Resort

Manufacturing & Production/Food ProductsManufacturing & Production/Food ProductsManufacturing & Production/Food ProductsManufacturing & Production/Food Products


Financial Services & Insurance/AccountingFinancial Services & Insurance/AccountingFinancial Services & Insurance/AccountingFinancial Services & Insurance/Accounting


Professional Services/Travel ManagementProfessional Services/Travel ManagementProfessional Services/Travel ManagementProfessional Services/Travel Management

Professional Services/LegalProfessional Services/LegalProfessional Services/LegalProfessional Services/Legal

Information Technology/IT ConsultingInformation Technology/IT ConsultingInformation Technology/IT ConsultingInformation Technology/IT Consulting


Professional Services/Consulting – ManagementProfessional Services/Consulting – ManagementProfessional Services/Consulting – ManagementProfessional Services/Consulting – Management

Manufacturing & Production/Building MaterialsManufacturing & Production/Building MaterialsManufacturing & Production/Building MaterialsManufacturing & Production/Building Materials

Social Services and Government Agencies/EducationSocial Services and Government Agencies/EducationSocial Services and Government Agencies/EducationSocial Services and Government Agencies/Education


Health Care/Medical sales/distributionHealth Care/Medical sales/distributionHealth Care/Medical sales/distributionHealth Care/Medical sales/distribution


Hospitality/Food and Beverage ServiceHospitality/Food and Beverage ServiceHospitality/Food and Beverage ServiceHospitality/Food and Beverage Service

Industrial Services/Industrial DesignIndustrial Services/Industrial DesignIndustrial Services/Industrial DesignIndustrial Services/Industrial Design


Professional Services/Staffing & RecruitmentProfessional Services/Staffing & RecruitmentProfessional Services/Staffing & RecruitmentProfessional Services/Staffing & Recruitment

Social Services & Government Agencies/Residential CareSocial Services & Government Agencies/Residential CareSocial Services & Government Agencies/Residential CareSocial Services & Government Agencies/Residential Care

Advertising & Marketing/Direct MarketingAdvertising & Marketing/Direct MarketingAdvertising & Marketing/Direct MarketingAdvertising & Marketing/Direct Marketing

ElectronicsElectronicsElectronicsElectronics

Health Care/ServicesHealth Care/ServicesHealth Care/ServicesHealth Care/Services



Construction & Real Estate/HousingConstruction & Real Estate/HousingConstruction & Real Estate/HousingConstruction & Real Estate/Housing

Biotechnology & Pharmaceuticals/PharmaceuticalsBiotechnology & Pharmaceuticals/PharmaceuticalsBiotechnology & Pharmaceuticals/PharmaceuticalsBiotechnology & Pharmaceuticals/Pharmaceuticals

Professional Services/Staffing & RecruitmentProfessional Services/Staffing & RecruitmentProfessional Services/Staffing & RecruitmentProfessional Services/Staffing & Recruitment


Manufacturing & Production/Personal & Household GoodsManufacturing & Production/Personal & Household GoodsManufacturing & Production/Personal & Household GoodsManufacturing & Production/Personal & Household Goods

Information Technology/HardwareInformation Technology/HardwareInformation Technology/HardwareInformation Technology/Hardware




Health Care/HospitalHealth Care/HospitalHealth Care/HospitalHealth Care/Hospital

Construction & Real Estate/HousingConstruction & Real Estate/HousingConstruction & Real Estate/HousingConstruction & Real Estate/Housing

Manufacturing & Production/ElectronicsManufacturing & Production/ElectronicsManufacturing & Production/ElectronicsManufacturing & Production/Electronics

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LIMITED / LIMITÉE

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TORONTO MONTREAL VANCOUVER PORTLAND SEATTLE

��

The bond is more than molecular

is key to our success.

Great REALTORS®,Great people,

Great workplace.

1-877-837-8885 10 locations to serve you, in Ottawa & Eastern Ontario

Thank you for making us one ofthe Best Workplaces in Canada for the

3rd CONSECUTIVE YEAR!

A special national report for the Great Place to Work Institute CanadaA special national report for the Great Place to Work Institute CanadaA special national report for the Great Place to Work Institute CanadaA special national report for the Great Place to Work Institute CanadaTH E G LOB E AND MA I LTH E G LOB E AND MA I LTH E G LOB E AND MA I LTH E G LOB E AND MA I L

TU E SDAY , A P R I L 1 3 , 2 0 1 0TU E SDAY , A P R I L 1 3 , 2 0 1 0TU E SDAY , A P R I L 1 3 , 2 0 1 0TU E SDAY , A P R I L 1 3 , 2 0 1 0GPTW 8GPTW 8GPTW 8GPTW 8

Canada’sCanada’sCanada’sCanada’s BEST WORKPLACESBEST WORKPLACESBEST WORKPLACESBEST WORKPLACES

CCCC reating a good work-reating a good work-reating a good work-reating a good work-place for women is notplace for women is notplace for women is notplace for women is notonly good manage-only good manage-only good manage-only good manage-

ment, it helps male employ-ment, it helps male employ-ment, it helps male employ-ment, it helps male employ-ees as well.ees as well.ees as well.ees as well.

Most of the benefits thatMost of the benefits thatMost of the benefits thatMost of the benefits thatmake a workplace welcomemake a workplace welcomemake a workplace welcomemake a workplace welcomefor women are also advanta-for women are also advanta-for women are also advanta-for women are also advanta-geous for men, says Karengeous for men, says Karengeous for men, says Karengeous for men, says KarenWensley, a partner on “theWensley, a partner on “theWensley, a partner on “theWensley, a partner on “thepeople team” at Ernst &people team” at Ernst &people team” at Ernst &people team” at Ernst &Young LLP.Young LLP.Young LLP.Young LLP.

According to StatisticsAccording to StatisticsAccording to StatisticsAccording to StatisticsCanada’s latest numbers,Canada’s latest numbers,Canada’s latest numbers,Canada’s latest numbers,women make up 47 per centwomen make up 47 per centwomen make up 47 per centwomen make up 47 per centof Canada’s workforce. But,of Canada’s workforce. But,of Canada’s workforce. But,of Canada’s workforce. But,Ernst & Young sponsored theErnst & Young sponsored theErnst & Young sponsored theErnst & Young sponsored the2010 Best Workplaces for2010 Best Workplaces for2010 Best Workplaces for2010 Best Workplaces forWomen award, through theWomen award, through theWomen award, through theWomen award, through theGreat Place to Work Institute,Great Place to Work Institute,Great Place to Work Institute,Great Place to Work Institute,because it believes “being abecause it believes “being abecause it believes “being abecause it believes “being abest workplace for womenbest workplace for womenbest workplace for womenbest workplace for womenmeans it is a best workplacemeans it is a best workplacemeans it is a best workplacemeans it is a best workplacefor everybody,” says Ms.for everybody,” says Ms.for everybody,” says Ms.for everybody,” says Ms.Wensley.Wensley.Wensley.Wensley.

She cites examples fromShe cites examples fromShe cites examples fromShe cites examples fromErnst & Young – which madeErnst & Young – which madeErnst & Young – which madeErnst & Young – which madethe Best Workplaces in Cana-the Best Workplaces in Cana-the Best Workplaces in Cana-the Best Workplaces in Cana-da list this year – that proveda list this year – that proveda list this year – that proveda list this year – that prove

the concept.the concept.the concept.the concept.“Everyone who works“Everyone who works“Everyone who works“Everyone who works

with us can claim up towith us can claim up towith us can claim up towith us can claim up to$1,000 a year in fitness$1,000 a year in fitness$1,000 a year in fitness$1,000 a year in fitnessexpenses. That used to justexpenses. That used to justexpenses. That used to justexpenses. That used to justinclude membership at ainclude membership at ainclude membership at ainclude membership at agym, but evolved – at thegym, but evolved – at thegym, but evolved – at thegym, but evolved – at therequest of young mothers – torequest of young mothers – torequest of young mothers – torequest of young mothers – toinclude exercise equipment atinclude exercise equipment atinclude exercise equipment atinclude exercise equipment athome,” says Ms. Wensley,home,” says Ms. Wensley,home,” says Ms. Wensley,home,” says Ms. Wensley,noting, “This benefits every-noting, “This benefits every-noting, “This benefits every-noting, “This benefits every-one.”one.”one.”one.”

Another example is ErnstAnother example is ErnstAnother example is ErnstAnother example is Ernst& Young’s focus on flexible& Young’s focus on flexible& Young’s focus on flexible& Young’s focus on flexiblehours. Through its website,hours. Through its website,hours. Through its website,hours. Through its website,

Achieving Flexibility, theAchieving Flexibility, theAchieving Flexibility, theAchieving Flexibility, thecompany offers guides, FAQs,company offers guides, FAQs,company offers guides, FAQs,company offers guides, FAQs,brochures and toolkits onbrochures and toolkits onbrochures and toolkits onbrochures and toolkits onbalancing work life withbalancing work life withbalancing work life withbalancing work life withhome life.home life.home life.home life.

“Years ago, one way to get“Years ago, one way to get“Years ago, one way to get“Years ago, one way to getahead was to be the first per-ahead was to be the first per-ahead was to be the first per-ahead was to be the first per-son at work in the morningson at work in the morningson at work in the morningson at work in the morningand the last person to leave atand the last person to leave atand the last person to leave atand the last person to leave atnight,” says Ms. Wensley.night,” says Ms. Wensley.night,” says Ms. Wensley.night,” says Ms. Wensley.“Now, it has nothing to do“Now, it has nothing to do“Now, it has nothing to do“Now, it has nothing to dowith face time and everythingwith face time and everythingwith face time and everythingwith face time and everythingto do with doing the workto do with doing the workto do with doing the workto do with doing the workyou need to do.”you need to do.”you need to do.”you need to do.”

She says Ernst & YoungShe says Ernst & YoungShe says Ernst & YoungShe says Ernst & Young

employees are free to arriveemployees are free to arriveemployees are free to arriveemployees are free to arriveearly and leave early whenearly and leave early whenearly and leave early whenearly and leave early whenthey need to, arrive late andthey need to, arrive late andthey need to, arrive late andthey need to, arrive late andleave late, or take a two-hourleave late, or take a two-hourleave late, or take a two-hourleave late, or take a two-hourlunch to go for a run.lunch to go for a run.lunch to go for a run.lunch to go for a run.

SaskCentral, the tradeSaskCentral, the tradeSaskCentral, the tradeSaskCentral, the tradeassociation for Saskatchew-association for Saskatchew-association for Saskatchew-association for Saskatchew-an’s 64 credit unions, isan’s 64 credit unions, isan’s 64 credit unions, isan’s 64 credit unions, isanother company that under-another company that under-another company that under-another company that under-took the Great Place to Worktook the Great Place to Worktook the Great Place to Worktook the Great Place to Workassessment process. With aassessment process. With aassessment process. With aassessment process. With astaff made up of 66 per centstaff made up of 66 per centstaff made up of 66 per centstaff made up of 66 per centwomen, SaskCentral is partic-women, SaskCentral is partic-women, SaskCentral is partic-women, SaskCentral is partic-ularly attuned to its work-ularly attuned to its work-ularly attuned to its work-ularly attuned to its work-place needs.place needs.place needs.place needs.

Debbie Lane, executiveDebbie Lane, executiveDebbie Lane, executiveDebbie Lane, executivevice-president, Market Solu-vice-president, Market Solu-vice-president, Market Solu-vice-president, Market Solu-tions, SaskCentral, says it wastions, SaskCentral, says it wastions, SaskCentral, says it wastions, SaskCentral, says it wasoriginally the traditionaloriginally the traditionaloriginally the traditionaloriginally the traditionalbanking hours of 9 a.m. to 3banking hours of 9 a.m. to 3banking hours of 9 a.m. to 3banking hours of 9 a.m. to 3p.m. that attracted women top.m. that attracted women top.m. that attracted women top.m. that attracted women tothe industry. Now that bank-the industry. Now that bank-the industry. Now that bank-the industry. Now that bank-ing hours have expanded,ing hours have expanded,ing hours have expanded,ing hours have expanded,SaskCentral offers its femaleSaskCentral offers its femaleSaskCentral offers its femaleSaskCentral offers its femaleemployees much more lati-employees much more lati-employees much more lati-employees much more lati-tude.tude.tude.tude.

“We acknowledge that“We acknowledge that“We acknowledge that“We acknowledge thatpeople’s lives are complicatedpeople’s lives are complicatedpeople’s lives are complicatedpeople’s lives are complicatedand that every employee, notand that every employee, notand that every employee, notand that every employee, notjust women, will require flexi-just women, will require flexi-just women, will require flexi-just women, will require flexi-

bility and support at somebility and support at somebility and support at somebility and support at somepoint throughout theirpoint throughout theirpoint throughout theirpoint throughout theircareer,” says Ms. Lane.career,” says Ms. Lane.career,” says Ms. Lane.career,” says Ms. Lane.

As such, SaskCentralAs such, SaskCentralAs such, SaskCentralAs such, SaskCentraloffers employees 15 sick daysoffers employees 15 sick daysoffers employees 15 sick daysoffers employees 15 sick daysa year, 10 of which can bea year, 10 of which can bea year, 10 of which can bea year, 10 of which can beused to care for an aging fam-used to care for an aging fam-used to care for an aging fam-used to care for an aging fam-ily member or a child.ily member or a child.ily member or a child.ily member or a child.

SaskCentral also allowsSaskCentral also allowsSaskCentral also allowsSaskCentral also allowsemployees to start their work-employees to start their work-employees to start their work-employees to start their work-ing day late and leave late, oring day late and leave late, oring day late and leave late, oring day late and leave late, orthe opposite, depending onthe opposite, depending onthe opposite, depending onthe opposite, depending ontheir family obligations.their family obligations.their family obligations.their family obligations.

As well, the company pro-As well, the company pro-As well, the company pro-As well, the company pro-vides employees $1,000vides employees $1,000vides employees $1,000vides employees $1,000towards treatments not cov-towards treatments not cov-towards treatments not cov-towards treatments not cov-ered by its benefit plan, suchered by its benefit plan, suchered by its benefit plan, suchered by its benefit plan, suchas massage or naturopathy;as massage or naturopathy;as massage or naturopathy;as massage or naturopathy;three paid volunteer days athree paid volunteer days athree paid volunteer days athree paid volunteer days ayear, so they can volunteer atyear, so they can volunteer atyear, so they can volunteer atyear, so they can volunteer attheir children’s school or fortheir children’s school or fortheir children’s school or fortheir children’s school or fora cause of their choice; anda cause of their choice; anda cause of their choice; anda cause of their choice; andthe ability to convertthe ability to convertthe ability to convertthe ability to convertunclaimed sick-leave hoursunclaimed sick-leave hoursunclaimed sick-leave hoursunclaimed sick-leave hoursinto funding for additionalinto funding for additionalinto funding for additionalinto funding for additionalhealth and lifestyle programs.health and lifestyle programs.health and lifestyle programs.health and lifestyle programs.

Man or woman, whoMan or woman, whoMan or woman, whoMan or woman, whowouldn’t like perks likewouldn’t like perks likewouldn’t like perks likewouldn’t like perks likethose?those?those?those?

Top employers say what’s good for her is good for himTop employers say what’s good for her is good for himTop employers say what’s good for her is good for himTop employers say what’s good for her is good for himBeBeBeBest workplaces for womenst workplaces for womenst workplaces for womenst workplaces for women

This year, based on an analysis of itsThis year, based on an analysis of itsThis year, based on an analysis of itsThis year, based on an analysis of its

survey findings, the Great Place toWorksurvey findings, the Great Place toWorksurvey findings, the Great Place toWorksurvey findings, the Great Place toWork

Institute created a new award celebrat-Institute created a new award celebrat-Institute created a new award celebrat-Institute created a new award celebrat-

ing Canada’s Best Workplace for Women.ing Canada’s Best Workplace for Women.ing Canada’s Best Workplace for Women.ing Canada’s Best Workplace for Women.

The winner: SAS Institute (Canada) Inc.The winner: SAS Institute (Canada) Inc.The winner: SAS Institute (Canada) Inc.The winner: SAS Institute (Canada) Inc.

“We try to make SAS an exceptional“We try to make SAS an exceptional“We try to make SAS an exceptional“We try to make SAS an exceptional

workplace for everyone, and without aworkplace for everyone, and without aworkplace for everyone, and without aworkplace for everyone, and without a

doubt, we are committed to ensuring thatdoubt, we are committed to ensuring thatdoubt, we are committed to ensuring thatdoubt, we are committed to ensuring that

woman are given equal opportunities aswoman are given equal opportunities aswoman are given equal opportunities aswoman are given equal opportunities as

well as afforded flexible work scheduleswell as afforded flexible work scheduleswell as afforded flexible work scheduleswell as afforded flexible work schedules

that allow them to tend to the complexi-that allow them to tend to the complexi-that allow them to tend to the complexi-that allow them to tend to the complexi-

ties of daily family life,” said Carl Farrell,ties of daily family life,” said Carl Farrell,ties of daily family life,” said Carl Farrell,ties of daily family life,” said Carl Farrell,

president of SAS Institute (Canada) Inc.president of SAS Institute (Canada) Inc.president of SAS Institute (Canada) Inc.president of SAS Institute (Canada) Inc.

Among their benefits, he says,Among their benefits, he says,Among their benefits, he says,Among their benefits, he says,

“Women at SAS get generous maternity“Women at SAS get generous maternity“Women at SAS get generous maternity“Women at SAS get generous maternity

leave top-up, are encouraged to create aleave top-up, are encouraged to create aleave top-up, are encouraged to create aleave top-up, are encouraged to create a

positive work-life balance, have equi-positive work-life balance, have equi-positive work-life balance, have equi-positive work-life balance, have equi-

table career and promotion opportuni-table career and promotion opportuni-table career and promotion opportuni-table career and promotion opportuni-

ties, and are offered unlimited sick daysties, and are offered unlimited sick daysties, and are offered unlimited sick daysties, and are offered unlimited sick days

so that they can tend to their children ifso that they can tend to their children ifso that they can tend to their children ifso that they can tend to their children if

they are ill.”they are ill.”they are ill.”they are ill.”

And Canada’s Best Workplace for Women is…

WWWW hile there is no onehile there is no onehile there is no onehile there is no oneright way to becomeright way to becomeright way to becomeright way to becomea great place to work,a great place to work,a great place to work,a great place to work,

researcresearcresearcresearch shows that there areh shows that there areh shows that there areh shows that there arefive common themes found infive common themes found infive common themes found infive common themes found inthe Best Workplaces:the Best Workplaces:the Best Workplaces:the Best Workplaces:Credibility, Respect, Fairness,Credibility, Respect, Fairness,Credibility, Respect, Fairness,Credibility, Respect, Fairness,Pride and Camaraderie.Pride and Camaraderie.Pride and Camaraderie.Pride and Camaraderie.This year, the Great Place toThis year, the Great Place toThis year, the Great Place toThis year, the Great Place toWork Institute has recognizedWork Institute has recognizedWork Institute has recognizedWork Institute has recognizedfive special organizations thatfive special organizations thatfive special organizations thatfive special organizations thatdemonstrated particularlydemonstrated particularlydemonstrated particularlydemonstrated particularlystrong results in each of thesestrong results in each of thesestrong results in each of thesestrong results in each of thesecategories. Here are thecategories. Here are thecategories. Here are thecategories. Here are thewinners and a peek into howwinners and a peek into howwinners and a peek into howwinners and a peek into howthey earned this special recog-they earned this special recog-they earned this special recog-they earned this special recog-nition:nition:nition:nition:

Credibility:Credibility:Credibility:Credibility:Management is competent at run-Management is competent at run-Management is competent at run-Management is competent at run-ning the businessning the businessning the businessning the business

Winner: General MillsWinner: General MillsWinner: General MillsWinner: General MillsCanada Corporation.Canada Corporation.Canada Corporation.Canada Corporation. AsAsAsAsevidenced by the extent toevidenced by the extent toevidenced by the extent toevidenced by the extent towhich employees see manage-which employees see manage-which employees see manage-which employees see manage-ment as credible (believablement as credible (believablement as credible (believablement as credible (believableand trustworthy), with particu-and trustworthy), with particu-and trustworthy), with particu-and trustworthy), with particu-lar reference to management’slar reference to management’slar reference to management’slar reference to management’scommunication practices,communication practices,communication practices,communication practices,competence and integrity.competence and integrity.competence and integrity.competence and integrity.

Respect:Respect:Respect:Respect:I am respected as anI am respected as anI am respected as anI am respected as anindividualindividualindividualindividual

Winner: NetApp CanadaWinner: NetApp CanadaWinner: NetApp CanadaWinner: NetApp CanadaLtd.Ltd.Ltd.Ltd. As evidenced by theAs evidenced by theAs evidenced by theAs evidenced by theextent to which employeesextent to which employeesextent to which employeesextent to which employeesfeel respected by managementfeel respected by managementfeel respected by managementfeel respected by managementas indicated by the strong lev-as indicated by the strong lev-as indicated by the strong lev-as indicated by the strong lev-els of support, collaborationels of support, collaborationels of support, collaborationels of support, collaborationand caring that exist in thisand caring that exist in thisand caring that exist in thisand caring that exist in thisworkplace.workplace.workplace.workplace.

Fairness:Fairness:Fairness:Fairness:No matter what, people here areNo matter what, people here areNo matter what, people here areNo matter what, people here aretreated fairlytreated fairlytreated fairlytreated fairly

Winner: Precision BioLogic.Winner: Precision BioLogic.Winner: Precision BioLogic.Winner: Precision BioLogic.As evidenced by the extent toAs evidenced by the extent toAs evidenced by the extent toAs evidenced by the extent towhich employees say organi-which employees say organi-which employees say organi-which employees say organi-zational practices and policieszational practices and policieszational practices and policieszational practices and policiescontribute to an overall sensecontribute to an overall sensecontribute to an overall sensecontribute to an overall senseof equity, impartiality and jus-of equity, impartiality and jus-of equity, impartiality and jus-of equity, impartiality and jus-tice.tice.tice.tice.

Pride:Pride:Pride:Pride:I have pride in what I doI have pride in what I doI have pride in what I doI have pride in what I do

Winner: S.C. Johnson andWinner: S.C. Johnson andWinner: S.C. Johnson andWinner: S.C. Johnson andSon, Limited.Son, Limited.Son, Limited.Son, Limited. As evidencedAs evidencedAs evidencedAs evidencedby the sense of pride employ-by the sense of pride employ-by the sense of pride employ-by the sense of pride employ-ees expressed in their jobs,ees expressed in their jobs,ees expressed in their jobs,ees expressed in their jobs,their team or work group, andtheir team or work group, andtheir team or work group, andtheir team or work group, andin the organization as a whole.in the organization as a whole.in the organization as a whole.in the organization as a whole.

Camaraderie:Camaraderie:Camaraderie:Camaraderie:I enjoy the people that II enjoy the people that II enjoy the people that II enjoy the people that Iwork withwork withwork withwork with

Winner: Devon CanadaWinner: Devon CanadaWinner: Devon CanadaWinner: Devon CanadaCorporation.Corporation.Corporation.Corporation. As evidencedAs evidencedAs evidencedAs evidencedby the level of connectednessby the level of connectednessby the level of connectednessby the level of connectednessemployees experience in theemployees experience in theemployees experience in theemployees experience in theworkplace and the extent toworkplace and the extent toworkplace and the extent toworkplace and the extent towhich they describe a teamwhich they describe a teamwhich they describe a teamwhich they describe a teamfeeling and say their atmos-feeling and say their atmos-feeling and say their atmos-feeling and say their atmos-phere is fun and welcoming.phere is fun and welcoming.phere is fun and welcoming.phere is fun and welcoming.

New awards honour category winnersNew awards honour category winnersNew awards honour category winnersNew awards honour category winners

A common thread thatruns through thephilosophical

approach to employee rela-tions at many of Canada’sbest workplaces is the closealignment of human resourcepractices and client service.

For example, at GrantThornton LLP, a leadingCanadian accounting andadvisory firm, the client valueproposition and the employeevalue proposition are theopposite sides of the samecoin, says Sharon Healy,national managing director of

People & Culture.“We can’t fulfill our brand

promise to our clients unlesswe do the same for our peo-ple,” says Ms. Healy.

Microsoft Canada has asimilar view. HR culture mir-rors the business culture thecompany is striving to create,says Carolyn Buccongello, vicepresident of Human Resources.

“We are about creating aculture of dialogue where allemployees have a place at thetable,” says Ms. Buccongello.

It’s an approach thatearned both Grant Thornton

and Microsoft Canada covetedrecognition by the 2010 GreatPlace to Work Institute surveyas two of Canada’s best work-places.

Ms. Healy says GrantThornton tends to be veryselective in who it recruitsbecause the company’s cultureis very precious.

“In addition to selecting fortop talent, we work hard torecruit those we believe willhelp preserve and nurture thatculture,” she says.

Nurturing corporate cul-ture is also important to

Microsoft Canada, says Ms.Buccongello. Last year, thecompany introduced a newcorporate descriptor: “Be One.Be Bold. Be Best,” whichenhanced some aspects of theexisting culture and expandedothers.

“As a large organization,we needed to show that we arein fact a single team, but a boldone that provides room foremployees to challenge the sta-tus quo. Every day, we strive tomaintain our leadership posi-tion with our current andfuture employees,” she says.

For both companies, need-less to say, employee commu-nication plays a huge role infostering a winning culture andensuring that their teams feelvalued, engaged and empow-ered.

Grant Thornton’s commu-nications approach includesensuring that employeesunderstand the company’scompensation model. Using acommunication cascade, itdeveloped a range of commu-nication vehicles, forums andtools to “demystify the com-pensation process.” Eachemployee also met privatelywith his or her supervisor andreceived an individual salaryletter describing how compen-sation decisions were madeacross the firm.

To encourage work-life bal-ance, Grant Thornton takesinto account an employee’spersonal circumstances whenassigning client work thatinvolves travel. The firm workshard wherever possible toaccommodate employee pref-erences and personal needs.

At Microsoft, employeesare treated to fun eventsfinanced from what the com-pany calls “morale budgets.”Money is set aside for nothingbut having fun. For example,teams can go out as a groupfor lunch or dinner, attend asporting event or go to the the-atre – just about anything elsethey decide sounds like a goodtime.

The company believes thatthe important thing is thateach team gets to decide indi-vidually what is enjoyable forthem. They’re not “forced fun”events. Teams come up withcreative ideas to match theinterests of team members.

Biggest of the big show they have what it takesBest large workplaces


satisfaction committee, whichassesses employee surveyresults and promotes meas-ures to enhance job satisfac-tion. The collaborative spiritalso brought together man-agers and the Ontario NursesAssociation to prevent work-place violence – addressingthe issue of patients and fami-ly members acting violentlyagainst nurses and otheremployees.

Another TEGH innova-tion is the Late Career Nurs-ing Initiative, which supportsemployee development andretention of experiencedhealth-care professionals.Nurses who are 55 and oldermay spend one day a weekworking on various projects,including mentoring nursingrecruits. “This helps us retainthese valuable nurses andoffers them new training andexpanded professional oppor-tunities,” Ms. Casselman says.

General Mills Canadabelieves it is important to fos-ter all employees’ sense ofownership of the company’ssuccess – from the unionmember working on the plantfloor to the administrativeassistant in the corporateoffice. The company has 602

employees, 214 of them cov-ered by union contract.

“All employees have anincentive plan; when the com-pany is performing well, theyare rewarded financially,” saysTiffanie Boyd, vice president,Human Resources for GeneralMills Canada. “Even in tough

economic times, our practice isto provide some level of bonus,and when company perform-ance is strong, we add extrarewards, such as higher compa-ny contributions to RRSPs.”

General Mills also worksto engage employees in lead-ership priorities and company

directions, by sharing minutescompany-wide, from weeklyexecutive team meetings.“Employees do read the min-utes and they tell us they wantthis practice to continue,” Ms.Boyd says.

“For me, our differentiatoris our culture, which comesfrom our people,” she adds.“Employees care about thebusiness and they are continu-ally challenged to do more. Atthe same time, the environ-ment is fun and people lookout for each other.”

The company also takessome innovative approachesto welcoming new employees.Students recruited on univer-sity and college campusesmay be a year away fromtheir start date, but while stillin school, they are invited tojob-shadow a current employ-ee and take part in off-siteteam meetings. “As thesegraduates begin those criticalfirst months of their new job,they’re energized and alreadyfeeling like they are part ofthe team.”

from GPTW 1

Unions

One TEGH innovation is the Late Career Nursing Initiative. Nurses 55 and older may spend one daya week working on various projects, includingmentoring nursing recruits. PHOTO: ISTOCKPHOTO.COM

“As a largeorganization, weneeded to showthat we are infact a single team,but a bold one thatprovides roomfor employees tochallenge thestatus quo.”

Globally, Vermilion staff are united by an entrepreneurial spirit, representing our company with pride.They breathe innovation and excellence into everything we do, creating outstanding value for our

shareholders along the way. No wonder we’re one of Canada’s 25 Best Workplaces.

Visit vermilionenergy.com to learn more.

Every day, these 203 exceptional people get out of bed determined to make Vermilion Energya great place to work.

D espite the tough hitCanada’s manufactur-ing sector took during

the recent economic reces-sion, companies with stronghuman resource practiceswere able to maintain a posi-tive and productive work-place.

Between 2004 and 2008,according to Statistics Canada,322,000 Canadian manufactur-ing jobs were lost.

Manufacturing companiesinvolved in Great Place toWork Institute Canada’s BestWorkplaces survey respondedto the resulting challenges by

involving employees in theircreative solutions.

Clem Gaudet, COO atZedi – a Calgary-based com-pany that manufactures equip-ment to help the oil and gasindustry optimize production –says 2009 was a hard year eco-nomically, but that his

employees strategized somesuccessful solutions. Zedi is onthe Best Workplaces in Cana-da list for the second year in arow.

“Our employees are thesmart ones. We got together,discussed this tough time, col-lectively decided to rollback

our salaries, and some employ-ees volunteered to take time offwithout pay,” Mr. Gaudet says.“All employees came backafter a sabbatical.”

He attributes this high levelof employee involvement toZedi’s success in dealing withthe economic recession.“There is a high degree of trustbetween employees and man-agement. Because of that, it ishard to tell the differencebetween them here. Our flexi-ble work schedules allow ouremployees to accommodatetheir families’ schedules with-out punching clocks. We trustone another to put in the timeand make sure things happen.”

Laughter is also an impor-tant part of Zedi’s culture and isbuilt into Zedi’s philosophy ofearning, learning and laughter.

“We play together throughthings like the Corporate Chal-lenge, where employees com-pete against other local compa-nies at everything from base-ball and basketball to cribbageand curling,” says Mr. Gaudet.

Another company on theBest Workplaces in Canada list,Vermilion Energy – a Calgary-based international oil and gasproducer – uses its Great Placeto Work survey results toensure it has the best practicesin place to retain and attract astrong employee base.

“Our sector has very toughcompetition for the best tal-ent,” says Lorenzo Donadeo,president and CEO of Vermil-ion. “Participating in GreatPlace to Work ensures that weare on the leading edge, keep-ing people engaged and excit-ed to work here.”

Vermilion is proud of itsinitiatives, ranging from a TrustUnit Award Incentive Plan –which gives employees owner-ship in the company – to itslearning and professionaldevelopment programs andcommunity investment initia-tives.

As well, an annual familytrip to Lake Louise every Janu-ary provides Vermilion withthe opportunity to recognizeboth its employees’ efforts aswell as their families’ sacrifices.

Jennifer Mills, COO ofPrecision BioLogic, a Dart-mouth, N.S.-based companythat manufactures specializedmedical products to assist inthe diagnosis of blood coagula-tion disorders, says it has beena challenging year, but that hercompany is still growingdespite the recession.

“We use the Great Place toWork Trust Index to measureour performance because thereis no better way to find outthan to ask your employees,”says Ms. Mills, whose compa-ny took its Best Workplacesresults from 2008 to createsome innovative new humanresource practices.

“One area where wescored slightly lower than theother areas was around uniquebenefits for employees. Uponfurther investigation, we dis-covered that our profit-sharingplan for younger employeesneeded to be balanced with amore formal way to plan forretirement. As a result, we cre-ated a registered, deferredprofit-sharing plan.”

Other new practices suchas the WELLcheck initiativeencourage health and wellness.Recently, employees held theirown “Olympics” during the2010 Olympic Games. “Teamsof employees represented acountry and competed in chal-lenges ranging from physicalfitness and stress relief activi-ties to opportunities to earnpoints by playing with theirkids or volunteering within thecommunity,” says Ms. Mills.

“Despite the economicchallenges, we are still grow-ing. The Great Place to Worksurvey helps us as a tool forhow we place our companyamong new recruits.”




H ow do you create agreat working experi-ence company-wide,

with tens of thousands ofemployees in thousands ofworkplaces?

Canada’s leading financialinstitutions have clearly foundsome answers – with four ofthem ranked among the coun-try’s best workplaces for 2010.

“Ensuring a positive cul-ture across multiple locationsrequires a steadfast commit-ment to employees,” says CoryGarlough, vice president,Global Employment Strategiesfor Scotiabank. Scotiabank hasclose to 32,000 Canadianemployees in 1,100 branches

and offices — and a globalworkforce of around 68,000 in50 countries. In addition to itsranking on Canada’s 2010 list,the bank has also been on bestworkplace lists in theCaribbean, Central America,Mexico and Peru.

“Company-wide, our man-agers are given incentives andtools to make employeeengagement a top priority,”says Mr. Garlough. “We alsobelieve a two-way dialoguewith staff is vital.” Employeescan provide feedback and raiseconcerns through an annualemployee engagement surveyand confidential messages onthe “Team Voice” hotline –

with the information oftenused to reform policies andpractices.

“We have a progressivework options policy to enablepeople to balance their workand personal lives,” he adds.“This includes flexible workinghours and a phased-retirementprogram.” Scotiabank also pro-vides a range of educationalsupports, including up to threeyears’ leave for an employeeto earn a degree.

Another top bankingemployer on the 2010 list isTD Bank Financial Group,which employs almost 50,000people in 1,000 locationsacross Canada, part of a global

workforce of over 74,000. Thecompany’s internal surveysshow that a top reasonemployees stay with TD ismanagers’ commitment tocoaching and mentoring, andthe opportunities for growthwithin the organization.

“Our culture stressesopportunity and employeedevelopment,” says PeterMcAdam, vice president ofEmployee Experience. “Wehave a tradition of filling jobsfrom within. Just one example:we run internal career fairs toshowcase our diverse careeropportunities to our employ-ees.”

Making a difference intheir communities is anotherpriority for employees, whichTD supports through its Vol-unteer Grant program;employees who volunteer reg-ularly can apply for a compa-ny donation to their charity.

Another cultural value is“listening and responding,”Mr. McAdam says. For exam-ple, employee feedbackthrough regular surveys, pollsand online discussionsthroughout the year shapesTD’s investment decisionsaround its policies and pro-grams.

RBC and ATB Financialare also on the 2010 list of BestWorkplaces in Canada.

RBC’s commitment to sup-porting employee career devel-opment begins at the recruitingstage. People interested inworking at the bank haveaccess to an online Find YourFit questionnaire, which allowsthem to identify their talents,skills and career goals and thento find job opportunities on theRBC website best suited totheir aspirations. RBC has alsodeveloped an innovative web-based ethics training module togive employees the tools tomake ethical decisions aroundprivacy and information securi-ty issues.

ATB Financial fosters team-work and camaraderie on thejob by creating opportunitiesfor employees to help eachother. In one case, an associatewas given paid time off toaccompany a co-worker to hercancer treatments, as she had alimited personal network toprovide this support. The ATBFinancial Idea Sharing Forumbrings employees together foronline discussions, in whichthey can share ideas and helpcolleagues solve workplaceproblems.

Banking sector profits on best practicesFinance

Productivity

Making a differ-ence in theircommunities isanother priority foremployees, whichTD supportsthrough itsVolunteer Grantprogram;employees whovolunteer regularlycan apply for acompany donationto their charity.

Manufacturers put innovative HR strategies to work

Go MADManagement at Cadbury recently launched a global program

called Go MAD. The acronym stands for ‘Go Make A Decision.’This

is a transformation initiative designed to improve employees’

decision-making ability and make their work more productive.

A few of the Go MAD behaviours are: ‘Today can be different’;

‘Say if it’s not good enough’ ; ‘PowerPoint doesn’t sell candy’;

and ‘Sort it, don’t sit on it.’ Cadbury also has a robust plan to teach

colleagues how to practice these new behaviours.

Sharing Leadership Team MinutesGeneral Mills Canada Corporation is committed to

open and transparent communications from the

leadership team. When the leadership team has its

weekly team meetings, the company president

always publishes the notes taken at the meeting,

sending them out to everyone via e-mail. Employees

appreciate this transparency and say it makes the

leadership team more accessible.

Best Practices: Leading manufacturers build better workplaces

Four financial services firms made the list of Canada’s BestWorkplaces this year, based on positivefeedback from their staff. PHOTO: ISTOCKPHOTO.COM

Leading manufacturers in sectors ranging from heavy industriesto high technology are using innovative HR practices to boosttheir competitiveness. PHOTO: ISTOCKPHOTO.COM

Do people makeall the difference?Absolutely. At Ernst & Young, we striveto create an environment where all ourpeople have the opportunity to achievetheir potential — an inclusive workplacethat encourages everyone to share theirideas and perspectives. We provide ourpeople with the experiences, coaching andlearning that enable them to accomplishtheir goals and better serve our clients.We’re proud to be named one of theBest Workplaces in Canada for 2010.ey.com/ca

© 2010 Ernst & Young LLP. All rights reserved.

R ecognition as one ofCanada’s Best Work-places is an achieve-

ment at any level – all themore so for a group of compa-nies who have been on the listevery year since it was firstpublished five years ago.

Their approaches mayvary in the details, but all theseemployers have found the for-mula for sustaining positiveworkplace environments andconsistently engaging employ-ees, year after year.

S.C. Johnson and Son,LimitedOne of these winning compa-nies is household productsmanufacturer S.C. Johnsonand Son. Its consistent stand-ing among the Best Work-places in Canada is not only asource of pride, but also asource of ideas for even moreenhancements.

“Every year, we analyzethe data from the Great Placesto Work survey and recom-mend actions based on thoseinsights,” says Margaret Cowx,talent development managerfor SCJ Canada, whoseresponsibilities include supportfor coaching and employeedevelopment plans. The com-pany strives to create a flexibleand inclusive workplace, shesays, “where every employeefeels valued and empoweredto make decisions, drive ourbusiness forward and growtheir own career.”

Employees have numeroustraining and developmentopportunities, including e-learning, workshops, a mentor-ing program and cross-func-tional assignments. Employeeempowerment is also support-ed by extensive two-way com-munication with managers.SCJ Canada holds employeecommunication meetingsevery quarter, where employ-ees can pose questions andlater provide survey feedbackon how the meeting went. “Webelieve this commitment tocommunications is a key driv-er of employee engagementand builds trust within thecompany,” says Ms. Cowx.

Edward Jones“It’s an honour to be recog-nized as a great place to workfive years in row,” says GaryReamey, principal and countryleader for Canada withEdward Jones. Mr. Reameybelieves one factor is the com-pany’s philosophy and the sat-isfaction that comes from help-ing individual investors suc-ceed over the long term.“Every associate and financialadvisor knows what we’reabout and is focused on help-ing our clients reach theirgoals. There’s a lot of pride inknowing that if we do a goodjob, we are improving thefinancial quality of life of ourclients and their families.”

Edward Jones is a 100 percent employee-owned partner-ship, which further engagesindividuals in the firm’s suc-cess, he adds. “We make com-munication a priority andthat’s another strength,” saysthe firm’s principal, whoreviews e-mailed employeesuggestions on a daily basis.

Benefits include an invest-ment of 24 per cent of NorthAmerican profits into theemployee retirement plan.And the commitment toemployees continues in goodtimes and bad, says Mr.Reamey. “In the recent tougheconomy, we are proud tohave reduced expenses with-out laying off any employees.”

Banff Lodging Company“Once you work in Banff, itgets in your blood,” saysColleen Giselbrecht, whoarrived for a summer job 11years ago and is now recruit-ing and retention managerwith Banff Lodging Company.Certainly, the ski slopes, riversand hiking trails of BanffNational Park attract job-seek-ers from around the world, butmore than stunning sceneryand outdoor recreation drivehigh ratings from employeesyear after year.

The company is committed

to helping employees live anactive lifestyle through its bene-fits and to build a career andlife in Banff, says Ms. Gisel-brecht. Employees can bookfree passes to rent canoes orkayaks from a local operator,and every three months canbook a night in one of the com-pany’s eight hotels in the park.

“The complimentary hotelstay is a great incentive,” shesays. “It’s not only fun foremployees, but also gives them

insight into the guest experi-ence and ways to enhanceservice.

“And for those who want tobuy a house locally, the com-pany offers loans to help withdown payments. If you want tomake Banff your permanenthome, you have your employ-er standing behind you.”

Fuller Landau LLPPublic accounting and con-sulting firm Fuller Landau

LLP makes it a priority toreward employees for helpingthe company succeed.Through the New BusinessAwards program, employeesare recognized for new clientreferrals with paymentstotalling 15 per cent of itsannual billings over twoyears. Employees also have achance to evaluate all FullerLandau’s managers and part-ners each year, with manage-ment using the anonymous

survey results to developgoals for enhancing their lead-ership skills.

Softchoice CorporationTechnology systems and serv-ices provider Softchoice Cor-poration believes in support-ing a psychologically healthyworkplace and brings this phi-losophy to life by allowingemployees to bring their dogsto work. (Softchoice even liststhe number of office dogs on

its website!) Company leaderssay the benefits includereduced stress for employeesand promotion of social inter-action in the workplace.

Note: Four additional companieshave also appeared on Canada’sBest Workplaces list every yearfor the past 5 years:Keller Williams Ottawa Realty,Urban Systems Ltd.,TD Bank Financial Group, andErnst & Young LLP.


30-39 40-49

10%

41%

34%

15%

50-59 60+

Age Group Gender

Women Men

92%

8%

CEO or Head

Externally Hired

Promoted Within

76%

24%

1% 1%

24%

3%

32%7%

32%

Graduate Less than Under Graduate

Master/MBA

Bachelor

Phd

Honours Bachelor

Under Graduate

Education Level

Five-year alumni learn from survey experiences

Data reveals insight into leadership at best workplaces

Employers with staying power

This year, the GreatWorkplaces survey gathered data revealing insight into the leadership of companies that made the list.

Source: Best People Practices Report 2010, www.greatplacetowork.ca

The Globe and Mail partnered with the GreatPlaces to Work Institute and voted Google oneof the top institutions to work for in Canada.

Google’s mission is to organize the world’sinformation, making it universally accessibleand useful. Every day, we bring our spirit ofinnovation and entrepreneurship to work, whetherwe are pushing the boundaries of our products,researching alternative energies, or devisingnew ways to interact with clients.

One of theBest Workplaces

in Canada

Google Canada is hiring!www.google.ca/jobs

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