canada’sbest canada’s best workplaces 2019 · openmind technologies / pg 10 2019 canada’s...

BEEDIE / PG 11

LOYALTYONE CO. / PG 10

IAN MARTIN GROUP / PG 4

VOICES.COM / PG 14 GRANT THORNTON LLP / PG 8

Register NOW for the 2020 list, visit bestworkplaces.ca

OPENMIND TECHNOLOGIES / PG 10

2019CANADA’S BEST WORKPLACES

FRIDAY, APRIL 26, 2019 GPTW 1

SPONSOR CONTENT

TRACTION ON DEMAND / PG 3

PLENARY GROUP / PG 4 MOSAIC / PG 14 WAVE / PG 6

RBC / PG 11

OPEN DOOR GROUP / PG 10

BEEDIE / PG 11

LOYALTYONE CO. / PG 10

IAN MARTIN GROUP / PG 4

VOICES.COM / PG 14 GRANT THORNTON LLP / PG 8

Register NOW for the 2020 list, visit bestworkplaces.ca

OPENMIND TECHNOLOGIES / PG 10

2019CANADA’S BESTWORKPLACES

FRIDAY, APRIL 26, 2019 GPTW 1

SPONSOR CONTENT

TRACTION ON DEMAND / PG 3

PLENARY GROUP / PG 4 MOSAIC / PG 14 WAVE / PG 6

RBC / PG 11

OPEN DOOR GROUP / PG 10

PRODUCED BY RANDALL ANTHONY COMMUNICATIONS. THE GLOBE’S EDITORIAL DEPARTMENT WAS NOT INVOLVED IN ITS CREATION.

Introducing the 2019 Best Workplaces in Canada, leaders in buildinghigh-trust, high-performance cultures that enhance business results,quality of work life and employee engagement FOR ALL.

B E STW O R K P L A C E S ™

PRODUCED BY RANDALL ANTHONY COMMUNICATIONS. THE GLOBE’S EDITORIAL DEPARTMENT WAS NOT INVOLVED IN ITS CREATION.

Introducing the 2019 Best Workplaces in Canada, leaders in building high-trust, high-performance cultures that enhance business results, quality of work life and employee engagement FOR ALL.

GPTW 2 • SPONSOR CONTENT FRIDAY, APRIL 26, 2019

IT’S ALL ABOUT TRUST.For over 30 years, we’ve studiedand celebrated the world’s bestworkplaces. These organizationsdemonstrate that focused andsystematic investment in culturedevelopment pays significantand sustained dividends for allorganizational stakeholders. By

sharing our ongoing insights intocurrent and future trends in bestworkplaces, we strive to createmore positive experiences foremployees and managementalike, and in doing so, advanceour mission of building a betterworld by helping organizationsbecome Great Places to Work FOR

ALL. Great Place to Work partnerswith leading organizations fromaround the world to research,identify and build high-trust, high-performance workplace cultures.Our results show that buildinggreat workplaces for all is betterfor people, better for business andbetter for the world.

Congratulations,

José Tolovi NetoManaging Partner for Great Place toWork Institute Canada

CELEBRATE CANADA’S BESTWORKPLACES 2019Please join me in congratulating each of this year’s Best Workplaces

José Tolovi Neto

BY ALISON GRENIERHead of Culture and Research,Great Place to Work

Business rules are changing. Societaland technological advancementsare creating new opportunities andchallenges for organizations. Manytraditional jobs don’t exist anymoreand new roles are being created daily.People of diverse backgrounds arespeaking up and being heard. All ofthese changes mean companies mustclear a higher bar to win the war fortalent.

FOUNDATION OF TRUSTThis year’s list of Best Workplacesin Canada represents great diversityin terms of sector, industry, size andlocation. Each has pioneered a uniquepath to success. But there is one thingthey all have in common – TRUST.Over two decades of research

confirms that workplace trust isthe foundation for quality jobs andperformance excellence. Employeeswho trust their managers give theirbest work freely, and that extra effortgoes directly to the company’s bot-tom line. Managers who trust theiremployees allow innovative ideasto bubble up from all levels of thecompany. Employees who trust eachother report a sense of camaraderieand even the feeling of being part ofa family. Together, people workingin high trust environments deliverfar more value than the sum of theirindividual efforts. Building workplacetrust is the best investment anyorganization can make.

what they look like, where theycome from or what they do in theorganization. In doing so, theseorganizations cultivate the humanpotential of all their people andoutperform their competitors.Our newest research tracks the

median, year-over-year revenuegrowth of organizations that havebuilt an Innovation By All 1 cultureby involving more employees inthe innovation process. Theseorganizations generate more high-quality ideas, realize greater speed inimplementation and achieve greateragility – resulting in 5.5 times therevenue growth of peers with a lessinclusive approach to innovation.

BUILDING GREAT PLACES TO WORKFOR ALLGreat Place to Work’s mission is tobuild a better world by helping or-ganizations become Great Places toWork FOR ALL. Our research clearlyshows that Great Places to Work FORALL are better for business. Theirhigh-trust and inclusive cultures fuelgrowth and cultivate the human po-tential of all employees. Great Placesto Work FOR ALL are also better forpeople, enabling everyone involvedto achieve more than they thoughtwas possible and enjoy healthier,more fulfilling lives.

WANT TO LEARN MORE?Download the report, BetterWorkplace, Better Performance atwww.greatplacetowork.ca/en/better-workplace-better-performance.

of companies recognized by GreatPlace to Work as “high-trust” cul-tures. These companies performedmore than three times better thanthe general market.

INCLUSION ACCELERATES GROWTHWe are entering a new frontier inbusiness: one that is about improv-ing business results by developingevery ounce of human potential.While we know that high-trust

TRUST FUELS GROWTHFor the past 20 years, the Best Work-places have consistently experiencedbetter stock market returns, lowerturnover (about half of industry aver-age), better customer service, higherlevels of innovation and increasedproductivity. The chart above illus-trates the results of a study by Rus-sell Investment Group that tracked,over the course of two decades, thecomparative annualized stock returns

organizations grow faster than theirpeers, our newest research showsthat when high-trust organizationsare also inclusive, their growth isaccelerated.We call a truly inclusive workplace

a Great Place to Work FOR ALL. Theidea is a kind of holistic inclusivitywhere daily human interactionsat work recognize, welcome andexpect great things from everyemployee, no matter who they are,

FORTUNE 100 Best Russell 3000 Russell 1000 Source: FTSE Russell

©2019 Great Place to Work®. All Rights Reserved

1 Innovation By All: The new flight plan for elevating ingenuity, accelerating performance, and outpacing rivals. Great Place to Work, 2018. https://www.greatplacetowork.com/resources/reports/innovation-by-all

WHATDIFFERENTIATES THE BEST?

2019 stock performance of FORTUNE 100 Best

ABOUTGREATPLACETOWORK

Great Place to Work is a global peopleanalytics and consulting firm thatspecializes in workplace trust. We operatein over 60 countries around the world andpartner with organizations of all sizes andindustries to build stronger cultures andachieve better business results.

HOWTOGETRECOGNIZED

To be eligible for the list of BestWorkplaces in Canada, organizationsmust be “Great Place to Work Certified”in the past year. We rank the best bytaking 2/3 of the score from the TrustIndex Employee Survey and 1/3 of thescore from the Culture Questionnaire.

BYTHENUMBERS

This 2019 Listassessed over 400organizations, withemployee feedbackrepresenting over300,000 Canada basedemployees.

EmployeeSurvey

CultureQuestionnaire

® The TD logo and other trade-marks are the property of The Toronto-Dominion Bank. 6346-0319

We thinkyou’ll loveworking heretoo.Canada’s BestWorkplacesTM2019

Learnmore at jobs.td.com

Abig thanks to each and every colleagueon the TD team,who lovewhat they do andwhere they do it. Wewouldn’t be talking aboutthis wonderful recognitionwithout you!

Legend: Best Workplace for 5+ years; Best Workplace for 10+ years; World’s Best Multinational5+YEARS

10+YEARS

Habanero Consulting Group Intuit CanadaTraction on DemandPROFESSIONAL SERVICES www.habaneroconsulting.com

INFORMATION TECHNOLOGY / SOFTWAREwww.intuit.ca

INFORMATION TECHNOLOGY / IT CONSULTINGwww.tractionondemand.com

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Habanero believes in ‘being where you need to be when you need to be there.’ Employees can work compressed weeks, from home, at the coffee shop, part-time or take time off when it makes sense.

The $1,000 Well-Being for Life incentive at Intuit covers physical, emotional and financial well-being services such as massages, meditation, Headspace App, sports equipment, camping gear, financial advising services, house cleaning and activity-tracking devices (e.g. Apple Watch).

Every quarter, Tractionites volunteer at local non-profits and Traction donates money to employee-chosen causes. In addition, every new hire receives a KIVA account to micro-loan $25 to entrepreneurs in developing countries, helping them create their own business.

5+YEARS

5+YEARS

Head office: Vancouver, BC • Employees: 56 Previous years on list: 2011 to 2018

Head office: Mississauga, ON • Employees: 9276 (424 in CA) Previous years on list: 2006, 2007, 2009, 2011 to 2018

Head office: Burnaby, BC • Employees: 450 Previous years on list: 2014 to 2018

BEST WORKPLACES FEWER THAN 100 EMPLOYEES

BEST WORKPLACES 100-999 EMPLOYEES

BEST WORKPLACES 1,000+ EMPLOYEES


10+YEARS

Habanero Consulting Group Intuit CanadaTraction on DemandPROFESSIONAL SERVICESwww.habaneroconsulting.com

INFORMATION TECHNOLOGY / SOFTWAREwww.intuit.ca

INFORMATION TECHNOLOGY / IT CONSULTINGwww.tractionondemand.com

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Habanero believes in ‘being where you need to be whenyou need to be there.’ Employees can work compressedweeks, from home, at the coffee shop, part-time or take timeoff when it makes sense.

The $1,000 Well-Being for Life incentive at Intuit coversphysical, emotional and financial well-being services such asmassages, meditation, Headspace App, sports equipment,camping gear, financial advising services, house cleaning andactivity-tracking devices (e.g. Apple Watch).

Every quarter, Tractionites volunteer at local non-profits andTraction donates money to employee-chosen causes. Inaddition, every new hire receives a KIVA account to micro-loan $25 to entrepreneurs in developing countries, helpingthem create their own business.

5+YEARS

5+YEARS

Head office: Vancouver, BC • Employees: 56Previous years on list: 2011 to 2018

Head office:Mississauga, ON • Employees: 9276 (424 in CA)Previous years on list: 2006, 2007, 2009, 2011 to 2018

Head office: Burnaby, BC • Employees: 450Previous years on list: 2014 to 2018

BEST WORKPLACESFEWER THAN 100 EMPLOYEES

BEST WORKPLACES100-999 EMPLOYEES

BEST WORKPLACES1,000+ EMPLOYEES

Register NOW for the 2020 List, visit bestworkplaces.ca

SPONSOR CONTENT • GPTW 3FRIDAY, APRIL 26, 2019

Organizations will surviveand thrive by becomingmore humanistic and by

creating environments whereindividuals can live great lives.

Steven FitzgeraldPresident, Habanero Consulting Group

At Intuit, our employees alwayscome first. The decisions wemake ensure that we enableour teams to do the best workof their lives so that they canmake an impact on the lives of

our customers.

Jeff CatesPresident, Intuit Canada

When it comes to a great workplaceculture, selfishly, the easiest thing to

look at is what I wanted.I wanted to work in an environmentthat I am good at and do things thatI want to do. I wanted more time toplay. That is woven into the fibre of

Traction on Demand.

Greg MalpassFounder and CEO, Traction on Demand

2019CANADA

BestWorkplaces™

10+YEARS

of new hires were made tofeel welcome when theyjoined the organization

of employee are proud to tellothers where they work

of employees have hadopportunities to developbetter ways of doing thingsat work over the last year

of employees feel goodabout the ways theycontribute to the community

of employees feelmanagement is honest andethical in business practices

of employees haveconfidence in their executiveteam’s judgment

of employees agree thatmanagement’s actionsmatch its words

of employees feel theycan count on people tocooperate

of employees agree “I canbe myself around here”

100%

100%

97%96%

98%100%

98%98%

97%

Trust Index resultsTrust Index resultsTrust Index results

L AMOUR .COM

SINCE 1952

2019CANADA

BestWorkplaces™

PROUD TOBE RECOGNIZEDAS ONE OFCANADA’SBESTWORKPLACES™.



Organizations will survive and thrive by becoming more humanistic and by

creating environments where individuals can live great lives.

Steven FitzgeraldPresident, Habanero Consulting Group

At Intuit, our employees always come first. The decisions we make ensure that we enable

our teams to do the best work of their lives so that they can

make an impact on the lives of our customers.

Jeff CatesPresident, Intuit Canada

When it comes to a great workplace culture, selfishly, the easiest thing to

look at is what I wanted. I wanted to work in an environment that I am good at and do things that I want to do. I wanted more time to play. That is woven into the fibre of

Traction on Demand.

Greg MalpassFounder and CEO, Traction on Demand

2019CANADA

Best Workplaces™

10+YEARS

of new hires were made to feel welcome when they joined the organization

of employees are proud to tell others where they work

of employees have had opportunities to develop better ways of doing things at work over the last year

of employees feel good about the ways they contribute to the community

of employees feel management is honest and ethical in business practices

of employees have confidence in their executive team’s judgment

of employees agree that management’s actions match its words

of employees feel they can count on people to cooperate

of employees agree “I can be myself around here”

100%

100%

97%96%

98%100%

98%98%

97%

Trust Index resultsTrust Index resultsTrust Index results

Simply Green HomeServices Inc.

SalesforceExplorance

RETAILwww.mysimplygreen.com

INFORMATION TECHNOLOGY / SOFTWAREwww.salesforce.com/ca

INFORMATION TECHNOLOGY / SOFTWAREwww.explorance.com

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The Simply Spotlight is a weekly award with a $100 bonus tothe SGHS team member who best exemplifies the company’svalues. Their photo is taken and displayed across all officeswith an additional mention in the monthly newsletter.

Volunteer Time Off gives Salesforce employees seven paiddays every year and a generous $5,000 matching policy tospend on causes that are meaningful to them. The top 100volunteers receive an additional $10,000 to donate.

Explorance employees have unlimited time off. They alsoget an exclusive membership to the MAA gym for them-selves and their spouse. The office has a lounge room areacomplete with vintage arcade games, juke box, etc.

5+YEARS

Head office: Toronto, ON • Employees: 69Previous years on list: 2016 to 2018

Head office: Toronto, ON • Employees: 32,717 (1,389 in CA)Previous years on list: 2018

Head office: Montreal, QC • Employees: 117Previous years on list: 2014 to 2018


Equium Group

Plenary Group

Ultimate Software

ATB Financial

The PEER Group Inc.

Ian Martin Group

CONSTRUCTION, INFRASTRUCTURE & REAL ESTATE /PROPERTY MANAGEMENTwww.equium.ca

FINANCIAL SERVICES & INSURANCEwww.plenarygroup.com

INFORMATION TECHNOLOGY / SOFTWAREwww.ultimatesoftware.ca

FINANCIAL SERVICES & INSURANCE / BANKING/CREDIT SERVICESwww.atb.com

INFORMATION TECHNOLOGY / SOFTWAREwww.peergroup.com

PROFESSIONAL SERVICES / STAFFING & RECRUITMENTwww.ianmartin.com

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Employees at Equium receive a 100% discount on all real estatebrokerage fees pertaining to the sale of their personal residence.

Plenary offers every employee an annual company trip to anew destination (Maui, Cabo, Vegas) each year to reconvenewith colleagues across North America. These trips are great forteam-building and regrouping on organizational goals.

Ultimate promotes a culture of inclusivity, equality anddiversity through companywide Communities of Interestsuch as PrideUS and Women in Leadership. Ultimate’sworkforce is comprised of almost half women and minorityrepresentation is more than 45%.

ATB’s Flexible Pension Plan combines retirement savingsand a wealth accumulation component to help employeesachieve their financial goals. Each component is funded at4% of pensionable earnings, with employee contributionmatching as well.

Keeping the men and women of The PEER Group lookingsharp and well groomed is easy – employees simply walkdown the hall for a stylish haircut at a fraction of salon prices.

After five years of service, Ian Martin staff receive a one-nightanniversary getaway with a guest. The 10, 15, 20, 25 (etc.)year milestones are also recognized, with the getawaylength extending at each increment.

5+YEARS

5+YEARS

Head office: Calgary, AB • Employees: 19Previous years on list: NA

Head office: Toronto, ON • Employees: 68Previous years on list: NA

Head office: Toronto, ON • Employees: 5,327 (244 in CA)Previous years on list: 2018

Head office: Edmonton, AB • Employees: 5,416 in CanadaPrevious years on list: 2009, 2010, 2015 to 2017

Head office: Kitchener, ON • Employees: 125Previous years on list: 2008, 2013 to 2018

Head office: Oakville, ON • Employees: 117Previous years on list: 2013 to 2018


10+YEARS

5+YEARS




2019CANADA

BestWorkplaces™

What does it take to be onthe Best Workplaces list?

Huge budgetsA known brand and a big teamTop salaries and perksWorking toward building a great work culture

Learn more:

1-866-712-0630bestworkplaces.ca

?2019CANADA

BestWorkplaces™1000+ Employees

We are honoured

one of Canada’sBestWorkplaces™by the Great PlaceTo Work®

have done it without you!

The One Firm. For You.

www.deloitte.ca/careers

2019CANADA


We wouldn’t be agreat place to workwithout great people.Our Visa Canada team isproud to be recognized as oneof Canada’s Best Workplaces™.

Visa is a trademark of Visa Int., used under license. © 2019 Visa. All rights reserved.



MobSquad

Dun & Bradstreet Canada

Wynford/EventSimple

Mastercard Canada

Kronos Incorporated

SAS Institute (Canada)Inc.

Points International Ltd.

Resolver Inc.

Doctors of BC

INFORMATION TECHNOLOGYwww.mobsquad.io

FINANCIAL SERVICES & INSURANCE /BANKING/CREDIT SERVICESwww.dnb.com/ca-en

PROFESSIONAL SERVICESwww.wynfordtwg.com

INFORMATION TECHNOLOGYwww.mastercard.ca

INFORMATION TECHNOLOGY / SOFTWAREwww.kronos.com

INFORMATION TECHNOLOGY / SOFTWAREwww.sas.com/en_ca

INFORMATION TECHNOLOGY / SOFTWAREwww.points.com

INFORMATION TECHNOLOGY / SOFTWAREwww.resolver.com

PROFESSIONAL SERVICESwww.doctorsofbc.ca

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MobSquad’s Analyst Rotational Program ensures analystsgain exposure to different parts of the business. Through theprogram, employees explore multiple growth opportunitiesand benefit by learning from a variety of mentors.

Dun & Bradstreet gives the primary caregiver’s base salary atop-up up to 100% for 16 weeks while on parental leave. Thesecondary caregiver gets two weeks of paid time off.

Wynford/EventSimple provides an annual fitness stipend, well-ness education, a wellness communications campaign andan onsite flu clinic. The company provides healthy snacks andfresh fruit, and exercise balls are scattered through the office.

Mastercard offers each employee up to five work days percalendar year to engage in eligible volunteer and communityoutreach activities. In Canada, this totals 650 volunteer daysper year donated by Mastercard Canada team members!

myTime at Kronos gives all Kronites paid time off wheneverthey need for whatever reason. Sick time, vacation, bereave-ment, volunteer time ... anything in order to achieve maximumbalance between work responsibilities and personal lives.

The Wellness Allowance at SAS Institute covers ongoing healthactivities and gym memberships of an employee’s choice toa maximum of $1,100 per year. Alternatively, employees canpurchase gym equipment for home use for the same amount.

Each month, Pointsters pay $20 for four lunches with Pointssubsidizing the rest. They pick four new restaurants aroundthe office and lunches are delivered Wednesdays. Most ofthe 50+ people participating eat together in the kitchen.

Senior managers at Resolver engage in the Coaching &Leadership Program. This interactive program starts with anemotional intelligence assessment, continues with tacticalcoaching training, and even involves using empathy toys toimprove communication.

Employees at Doctors of BC can purchase one to two weeksof additional vacation. This spreads the cost of additionalvacation time across the year, rather than entirely during thetime off.

5+YEARS

5+YEARS

5+YEARS


Head office: Mississauga, ON • Employees: 77Previous years on list: 2018


Head office: Toronto, ON • Employees: 14,395 (130 in CA)Previous years on list: 2018

Head office: Montreal, QC • Employees: 5,455 (348 in CA)Previous years on list: 2015 to 2018

Head office: Toronto, ON • Employees: 14,368 (329 in CA)Previous years on list: 2010 to 2014, 2017


Head office: Toronto, ON • Employees: 153Previous years on list: 2017, 2018

Head office: Vancouver, BC • Employees: 240Previous years on list: 2018


10+YEARS

5+YEARS




A Thinking ApeEntertainment Ltd.

Sklar Wilton & Associates

Isaac Operations

SAP Canada

Ryan ULC

Whirlpool Canada

Online Business Systems

Klick Inc.

Wave

INFORMATION TECHNOLOGY / SOFTWAREwww.athinkingape.com

PROFESSIONAL SERVICESwww.sklarwilton.com

PROFESSIONAL SERVICES / CONSULTING /MANAGEMENTwww.isaacteam.com

INFORMATION TECHNOLOGY / SOFTWAREwww.sap.com/canada

PROFESSIONAL SERVICESwww.ryan.com/canada

MANUFACTURING & PRODUCTION / PERSONAL ANDHOUSEHOLD GOODSwww.whirlpoolcorp.com

INFORMATION TECHNOLOGY / IT CONSULTINGwww.obsglobal.com

PROFESSIONAL SERVICES / ADVERTISING ANDMARKETINGwww.klick.com

INFORMATION TECHNOLOGY / SOFTWAREwww.waveapps.com

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Golden Banana, ATA’s quarterly peer-to-peer recognitionprogram, celebrates people for living and demonstratingwhat ATA is all about. The goal is to recognize the incrediblethings that go down at ATA that contribute to culture.

The Whole Person Development Program at Sklar Wilton helps allemployees succeed in their personal and professional lives. Cur-riculum spans mind, body and spiritual topics including mindful-ness and meditation, brain health and immune system support.

Feedback at Isaac is designed to continually monitor the pulseof the work environment. It includes biannual appraisals thattake three to four hours, mini-appraisals every two weeks for15-30 minutes, and weekly motivation/happiness meetings.

SAP Canada’s goal is to have 1% of employees on the autismspectrum by 2020. Through the Autism at Work program,the company reviews its business needs and open positionsfor synergies with individuals on the spectrum.

In the myRyan work environment, employees have theflexibility to work where and when they want, consistentwith the needs of clients and the firm, as long as work iscompleted and results are achieved.

Career Plans at Whirlpool include an aspirational role andsubsequent roles to achieve it. Every month, one functioncompletes succession planning, and employees are added tosuccession lists based on the roles identified in their Career Plan.

Online’s Career Mentor Program emphasizes developing pro-fessional skills and experience to enhance Onliners’ careers.Senior consultants and business team members work withteams of six Onliners providing mentorship, coaching andwell-directed goal setting and development.

Klick nurtures and grows a culture of engagement throughevents, celebrations, contests, competition, recognition,“surprise and delight” initiatives and much more. These eventsbuild connections and shared experiences in progressive andinnovative ways.

Wave is a team of ambitious, creative and focusedlearners who love to push boundaries, embrace differentperspectives and find unexpected solutions. They celebratetheir successes with fun activities and are no strangers tocompetition.

10+YEARS

Head office: Vancouver, BC • Employees: 70Previous years on list: NA


Head office: Toronto, ON • Employees: 33Previous years on list: 2018

Head office: Toronto, ON • Employees: 84,100 (3,761 in CA)Previous years on list: 2018

Head office: Mississauga, ON • Employees: 2,495 (201 in CA)Previous years on list: 2013 to 2018

Head office: Mississauga, ON • Employees: 93,000(234 in CA) Previous years on list: 2018

Head office: Winnipeg, MB • Employees: 244Previous years on list: 2007 to 2018



5+YEARS

5+YEARS

SaskCentral(Credit Union Central of Saskatchewan)

AppCentrica Inc.

Viva Naturals

Admiral Insurance

Key Assets Newfoundlandand Labrador

AbbVie

Intelex Technologies Inc.

Axonify Inc.

Security Compass

FINANCIAL SERVICES & INSURANCE / INVESTMENTSwww.saskcentral.com

INFORMATION TECHNOLOGYwww.appcentrica.com

MANUFACTURING & PRODUCTION / PERSONAL ANDHOUSEHOLD GOODSwww.vivanaturals.com

FINANCIAL SERVICES & INSURANCE /AUTO INSURANCEwww.joinadmiral.ca

SOCIAL SERVICES AND GOVERNMENT AGENCIES /HUMAN HEALTH AND SOCIAL WORK ACTIVITIESwww.keyassetsnl.ca

BIOTECHNOLOGY & PHARMACEUTICALSwww.abbvie.ca/en

INFORMATION TECHNOLOGY / SOFTWAREwww.intelex.com

INFORMATION TECHNOLOGY / SOFTWAREwww.axonify.com

INFORMATION TECHNOLOGY / SOFTWAREwww.securitycompass.com

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The Heart of Coaching workshop at SaskCentral shows em-ployees how to give and receive feedback that is construc-tive, non-defensive and non-threatening. They learn how tocoach up, down and laterally with support from a partner.

AppCentrica offers a mini-retirement program for staff everythree years, allowing people to travel, relax, gain perspectiveand recharge. This extended vacation (six weeks) comeswith a bonus to help fund their adventure.

Viva Naturals offers a private onsite gym and workout facilityincluding weekly sessions with a private yoga instructor. Thecompany also has monthly wellness challenges and freehealthy snacks to keep staff at their healthiest.

Everyone who works at Admiral is an owner. Twice a yearAdmiral purchases shares for all employees. These shares vestfor three years before they can be cashed out, but in the interimdividends are paid twice a year.

To reward attendance, employees with no sick/family leaveduring the prior six months receive a day off with pay. Alterna-tively, they can choose a $100 gift card.

The Patients at Heart program allows AbbVie’s employees tomeet their most important stakeholder – patients. Partneringwith Patient Associations, employees meet patients, listento them, gain understanding of their challenges and offerconcrete support.

Sponsored clubs help Intelexians pursue their personalpassions and share them with colleagues! They have a clubfor many different interests and hobbies, and this provides aperfect way to get to know other Intelexians and stay healthy.

Axonify delivers a series of leadership programs for itsseasoned directors, new leaders and up-and-coming aspiringleaders. There are also specific programs and resources forinfluential leaders who don’t have direct reports.

Security Compass fully understands the importance ofpersonal time off for employees. It offers employees OpenPaid Time Off, allowing them to take vacation, personal daysor sick days at their own discretion.

5+YEARS

5+YEARS

Head office: Regina, SK • Employees: 72Previous years on list: 2007, 2008, 2010 to 2018



Head office: Halifax, NS • Employees: 10,974 (444 in CA)Previous years on list: 2010 to 2014, 2016 to 2018

Head office: St. John’s, NL • Employees: 1,084 (384 in CA)Previous years on list: 2016 to 2018

Head office: Montreal, QC • Employees: 29,000 (500 in CA)Previous years on list: 2014 to 2018


Head office:Waterloo, ON • Employees: 157Previous years on list: 2017, 2018



SnapTravel Cisco Systems CanadaFreshBooksINFORMATION TECHNOLOGY / SOFTWAREwww.snaptravel.com

INFORMATION TECHNOLOGYwww.cisco.com/c/en_ca

INFORMATION TECHNOLOGY / SOFTWAREwww.freshbooks.com

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Work when you want, where you want and how you want.SnapTravel supports employees to find their optimal balancebetween work and life. Solutions include flexible scheduling,remote work arrangements, work-from-home days, etc.

Cisco employees have five days of paid time off (PTO) to vol-unteer at a non-profit organization or school of their choice.This is in addition to their regular PTO days.

Food, Food, Food! FreshBooks is always stocked with freebreakfast items and snacks: cereal, fresh fruit, tea/coffee,a waffle maker, oatmeal, regular/soy/almond milk, eggs,granola bars, mixed nuts, etc.


Head office: Toronto, ON • Employees: 74,000 (1,900 in CA)Previous years on list: NA


5+YEARS

5+YEARS

10+YEARS




Every business is undergoing digital transformation. As leaders, we must remember that people – not technology –are at the centre of change. Andrew Au, President & Co-Founder, Intercept

2019CANADA

BestWorkplaces™

Turning innovative science into value for patients iswhat we do.Our people and culture are what make us Astellas.

We are proud to be recognized for the fourth consecutive year as one ofCanada’s Best Workplaces™ by the Great Place toWork® Institute.

Lumency Inc. CeridianGeotabPROFESSIONAL SERVICES / ADVERTISING ANDMARKETINGwww.lumency.co

INFORMATION TECHNOLOGY / SOFTWAREwww.ceridian.com

INFORMATION TECHNOLOGY / SOFTWAREwww.geotab.com

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Lumency offers all full- and part-time team members (includ-ing interns) access to confidential, monthly career coachingfrom a third party Executive Career Coaching Team.

Ceridian encourages employees to take the time they needto refresh and recharge. Employees choose the amount ofpaid days off they will take in a year, and there is no limit.

Geotab pays 100% tuition for employees who have identifieda course or seminar (even books) related to their position orthat will assist their advancement.


Head office: Toronto, ON • Employees: 4,444 (1,723 in CA)Previous years on list: 2006 to 2009, 2018

Head office: Oakville, ON • Employees: 419Previous years on list: 2018



10+YEARS

5+YEARS




Cresa Alberta

Smile.io

Inertia Engineering+Design Inc.

G Adventures

Grant Thornton LLP

Stryker

Gardiner Roberts LLP

Bath Fitter Distributing Inc.

Beyond Technologies

PROFESSIONAL SERVICESwww.cresa.com/en/calgary-ab

INFORMATION TECHNOLOGY / SOFTWAREwww.smile.io

PROFESSIONAL SERVICESwww.inertiaengineering.com

RETAIL / SPECIALTYwww.gadventures.com

PROFESSIONAL SERVICES / ACCOUNTING,BOOKKEEPING AND AUDITINGwww.grantthornton.ca

HEALTH CARE / MEDICAL SALES/DISTRIBUTIONwww.stryker.com

PROFESSIONAL SERVICES / LEGALwww.grllp.com

MANUFACTURING & PRODUCTIONwww.bathfitter.com

INFORMATION TECHNOLOGY / IT CONSULTINGwww.beyondtechnologies.com

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If Cresa’s annual revenue targets are achieved, the entire staffgoes on an all-expenses-paid, two- to three-day trip. There isno work! The sole intention is to celebrate their success andtheir hard work.

Employees at Smile.io get a monthly shopping credit. Theyreceive $75 per month to spend at any of Smile.io’s morethan 20,000 merchants!

The Inertia team works hard, and they take time to unwindtogether and celebrate their achievements. From their regu-lar “beer o’clock” to go-karting and tree-top trekking, there isno shortage of fun events to join.

Employees are entitled to one FAM (familiarization trip) every10 months. There are no destination restrictions, and G coversthe cost of the trip up to $3,000. Employees are also entitled to$750 off their flight(s).

Grant Thornton has almost 100 accredited coaches; mostare senior partners. Every six months, people sign up forcoaching, and there are now hundreds of junior people beingcoached by members of the senior leadership team.

Stryker’s Alternative Work Arrangements provides workplaceflexibility to help employees address their needs. There aremultiple options including flexible start/end times, the abilityto work from home, and a reduction in work hours.

Gardiner Roberts provides employees with fitness classesand special discounts for outside programs, classes andmemberships. Registered Massage Therapists visit theoffice quarterly, and employees participate in group fitnessactivities that double as fundraising initiatives.

Bath Fitter promotes healthy habits for all. Employees haveaccess to services from a nutritionist, an ergo-therapist and apersonal trainer during work hours as needed.

Beyond Technologies bridges the gap between the statholidays of Boxing Day and New Year’s Day, providing threepaid days off … so basically it’s like getting an extra week ofvacation!

Head office: Calgary, AB • Employees: 25Previous years on list: 2017, 2018

Head office: Kitchener, ON • Employees: 45Previous years on list: NA


Head office: Toronto, ON • Employees: 1,723 (266 in CA)Previous years on list: 2010 to 2018

Head office: Toronto, ON • Employees: 2,054 in CanadaPrevious years on list: 2008 to 2018

Head office: Hamilton, ON • Employees: 32,100 (372 in CA)Previous years on list: 2010 to 2018

Head office: Toronto, ON • Employees: 137Previous years on list: 2009 to 2012, 2017, 2018

Head office: Saint-Eustache, QC • Employees: 136Previous years on list: 2018

Head office: Montreal, QC • Employees: 220Previous years on list: 2015, 2017

Fiix Inc.

CrowdRiff

Randstad Canada

ARI

Royal LePage PerformanceRealty

Flipp Corporation

INFORMATION TECHNOLOGY / SOFTWAREwww.fiixsoftware.com

INFORMATION TECHNOLOGY / SOFTWAREwww.crowdriff.com

PROFESSIONAL SERVICES / STAFFING &RECRUITMENTwww.randstad.ca

PROFESSIONAL SERVICESwww.arifleet.ca

CONSTRUCTION, INFRASTRUCTURE & REAL ESTATEwww.performancerealty.ca

INFORMATION TECHNOLOGY / SOFTWAREwww.corp.flipp.com

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Every Fiix employee has two volunteer days to spendsome time helping in the community. Employees can joina company-initiated volunteer event or use the time tovolunteer with an organization of their choice.

CrowdRiff offers a very generous parental leave benefit,providing six months of leave top-up for any new parent onthe team.

Randstad looks for ways to promote balance and provideinformation to enhance employees’ lives outside of work.The company has webinars, meetings, newsletters and otherresources to support financial, physical and mental health.

Partners In Excellence (PIE) is ARI’s recognition program andits cultural glue. Events like PIE Week (full of fun, surprisesand special events) and PIE Bonuses (up to 17 days’ salary)engage and celebrate employees.

To celebrate Administrative Professionals’ Day, admin staff areinvited to the CEO’s. The management team waits on themwith food and drink, and everyone receives a thank you gift.

Every full-time team member at Flipp gets stock options, andeveryone has a stake in the success of the company. Flippalso awards additional options as people grow within theorganization.




Head office: Mississauga, ON • Employees: 2,189 (300 in CA)Previous years on list: 2017, 2018

Head office: Ottawa, ON • Employees: 396Previous years on list: 2008 to 2018


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Treat people with dignity and respect, and they will give it right back to you. Bill McDermott, CEO, SAP

At RBC, we are creating new and exciting opportunitiesfor our clients, our communities and you.

We’re proud thatRBC is one ofCanada’s BestWorkplaces 2019

jobs.rbc.com

TM

Smart Dolphins ITSolutions Inc.

Kootenay Career DevelopmentSociety

Uken Games

Edelman Public RelationsWorldwide Canada Inc.

Hyundai Auto Canada Corp.

Astellas Pharma Canada, Inc.

Urban Systems Ltd.

Fuller Landau LLP

Dejero

INFORMATION TECHNOLOGYwww.smartdolphins.com

NON-PROFIT AND CHARITY ORGANIZATIONSwww.kcds.ca

INFORMATION TECHNOLOGY / SOFTWAREwww.uken.com

PROFESSIONAL SERVICESwww.edelman.ca

MANUFACTURING & PRODUCTION / AUTOMOTIVEwww.hyundaicanada.com

BIOTECHNOLOGY & PHARMACEUTICALS /PHARMACEUTICALSwww.astellas.ca

PROFESSIONAL SERVICES / CONSULTINGENGINEERINGwww.urbansystems.ca

PROFESSIONAL SERVICES / ACCOUNTING,BOOKKEEPING AND AUDITINGwww.fullerllp.com

INFORMATION TECHNOLOGYwww.dejero.com

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Smart Dolphins has a strong sense of purpose and aninspiring plan to make a major difference to the world. Thecompany hosts an annual “Dolphin Summit” to celebrate,align and cement its Mission into the culture.

KCDS has a training budget with professional developmentsupported by regular needs assessment. Individual trainingand development plans are launched during the probation-ary period and reviewed as part of performance evaluations.

At Uken Games, to promote wellness and work-life balance,employees are given flexible vacation with four weeks ofpaid time off per year.

Employees at Edelman get one day off each year to be curi-ous about the world around them – to immerse themselvesin the arts, culture, politics, literature, charitable organiza-tions; wherever their curiosity takes them.

Hyundai tops up annual salary to 75% for 16 weeks duringmaternity leave. Team members welcoming a new child alsoreceive an extra five paid days off (“Baby Bonding” days)immediately following the birth/adoption of their child.

To promote giving back to the community, employees atAstellas Pharma Canada are able to take five paid days off peryear to volunteer at a charitable organization.

Urban Systems offers The Working Mind: Workplace MentalHealth and Wellness workshops. This education-basedprogram promotes mental health and reduces the stigma ofmental illness in the workplace.

At Fuller Landau, the entire firm takes a day off in the sum-mer to participate in a team-building social activity. Pastyears include: Blue Jays game, scavenger hunt, rafting,ziplining, biking in Niagara, and Centre Island.

Dejero employees have a spending account for purchasinghealth and wellness goods and services. There is an addi-tional amount for medical, hospital and dental expenses thatare not paid through group, spouse or government benefits.

Head office: Victoria, BC • Employees: 19Previous years on list: NA

Head office: Nelson, BC • Employees: 47Previous years on list: NA



Head office: Markham, ON • Employees: 118,500 (207 in CA)Previous years on list: 2018

Head office: Markham, ON • Employees: 17,202 (129 in CA)Previous years on list: 2016 to 2018

Head office: Kamloops, BC • Employees: 435Previous years on list: 2006 to 2018

Head office: Toronto, ON • Employees: 125Previous years on list: 2006 to 2011, 2013 to 2018

Head office:Waterloo, ON • Employees: 116Previous years on list: NA

Pace Technical Services Inc.

Managing Matters

The Capital Markets CompanyLimited (Capco)

BMW Canada Inc.

Credit Counselling Society

BlueCat

INFORMATION TECHNOLOGY / IT CONSULTINGwww.pacetechnical.com

PROFESSIONAL SERVICES / BUSINESS PROCESS OUT-SOURCINGwww.managingmatters.com

PROFESSIONAL SERVICES / CONSULTING MANAGEMENTwww.capco.com

MANUFACTURING & PRODUCTIONwww.bmw.ca

NON-PROFIT AND CHARITY ORGANIZATIONSwww.nomoredebts.org

INFORMATION TECHNOLOGY / SOFTWAREwww.bluecatnetworks.com

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Pace Technical Services sponsors many staff gatherings: go-cartracing, BBQs, theatre performances, Blue Jays box … whateverstaff are interested in. The company also invites staff and aguest to attend a show at the Performing Arts Centre yearly.

Passion Days at Managing Matters are paid days where em-ployees spend time exploring or connecting with somethingthey are enthusiastic about. From yoga to candle-making,the goal is to return refreshed and rejuvenated.

Work hard, play hard! Capco knows howmuch effort its em-ployees put into the business, so with unlimited vacation theycan take as much time as they need to unwind and refresh.

Within the first 30 days at BMW, new associates can test-drive a new vehicle overnight. After attending a productinformation session, they drive home and share the experi-ence with their family and friends.

If a statutory holiday falls on a Monday, CCS employees get ahalf-day off the Friday before. Instead of breaking for lunch,employees leave work, making it an extra-long weekend.

One of the greatest perks at BlueCat is learning and develop-ment. The company invests heavily in not only leadershipdevelopment, but also building out career paths for allemployees.

Head office: Markham, ON • Employees: 27Previous years on list: 2017, 2018



Head office: Richmond Hill, ON • Employees: 133,475(197 in CA) Previous years on list: 2013 to 2017

Head office: New Westminster, BC • Employees: 112Previous years on list: 2012 to 2014, 2018

Head office: North York, ON • Employees: 244Previous years on list: 2017, 2018


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Microdea, Inc. Capital One CanadaLakeside Process Controls Ltd.INFORMATION TECHNOLOGY / SOFTWAREwww.microdea.com

FINANCIAL SERVICES & INSURANCE / BANKING/CREDIT SERVICESwww.capitalone.ca

INDUSTRIAL SERVICES / ENGINEERINGwww.lakesidecontrols.ca

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Every year, Microdea employees receive $1,000 to $3,000to put toward a learning, development or educationalopportunity of their choice. Inclusion criteria is broad, withactivities ranging from in-class opportunities to conferencesand online subscriptions.

At the Annual People Leader Summit, people leaders of alllevels connect as one leadership team to discuss challenges,share best practices, and showcase tools and resources to helptake each associate’s leadership journey to the next level.

The Annual Wellness Program at Lakeside provides manybenefits including organized sports, free weekly yoga andboot camp classes, meditation training, knitting classes, paintnights, health checkups, free flu shot clinic and art therapy.

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Head office: Markham, ON • Employees: 64Previous years on list: NA Head office: Toronto, ON • Employees: 49,300 (1,244 in CA)

Previous years on list: 2011, 2014 to 2018Head office: Mississauga, ON • Employees: 279Previous years on list: 2011 to 2018

2019CANADA

BestWorkplaces™

ThankYou

to all of our people for caring andtaking ownership of our culture.As a team, you have madeWhirlpool one of Canada’sBest Workplaces™.

Find opportunity at jobs.whirlpool.com

Borrowell

Nymi Inc.

Openmind Technologies

Fiasco Gelato

Visa Canada

Hilton

EY Canada

LoyaltyOne Co.

Optimus SBR

WFCU Credit Union

Saskatchewan ResearchCouncil

Open Door Group

FINANCIAL SERVICES & INSURANCEwww.borrowell.com

INFORMATION TECHNOLOGYwww.nymi.com

INFORMATION TECHNOLOGYwww.openmindt.com

MANUFACTURING & PRODUCTION /FOOD PRODUCTS / DAIRY AND POULTRYwww.fiascogelato.ca

INFORMATION TECHNOLOGYwww.visa.ca/en_ca

HOSPITALITY / HOTEL/RESORTwww.hiltonworldwide.com

PROFESSIONAL SERVICESwww.ey.com/ca

PROFESSIONAL SERVICES / ADVERTISING ANDMARKETINGwww.loyalty.com

PROFESSIONAL SERVICES / CONSULTING /MANAGEMENTwww.optimussbr.com

FINANCIAL SERVICES & INSURANCEwww.wfcu.ca

SOCIAL SERVICES AND GOVERNMENT AGENCIESwww.src.sk.ca

SOCIAL SERVICES AND GOVERNMENT AGENCIES /HUMAN HEALTH AND SOCIAL WORK ACTIVITIESwww.opendoorgroup.org

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Borrowell has a wellness room for naps, meditation andprayer, and encourages ‘walking meetings.’ Staff enjoy pingpong, video games and foosball; have many grassrootsclubs; and they have half-day Fridays during the summer.

Nymi has great family benefits. The company encouragesleave for employees with newborns. When daycare cancels,employees bring kids to the office or work from home. Nymiprovides lots of flexibility and tries to keep hours reasonable.

“OpenLab” empowers and rewards proactive and innovativeplayers at Openmind. Novel ideas are rewarded, andultimately, if products go to market, the creator and theentire Openmind team reap the benefits and partake inprofit-sharing.

The Fiasco Gelato team enjoys a daily hot lunch servedfamily style, fully stocked snack pantries and access toendless specialty coffee, kombucha, and of course gelato!

The Visa Go Share Program provides opportunity to workoutside current roles or in different countries. These excitingshort-term projects range anywhere from two weeks to threemonths and are on a full-time basis.

Team Members receive deep discounts on room rates andperks through GoHilton and can share them with family andfriends. When Team Members reach 10 years of service, theyreceive the discounted rate for life.

Eligible employees at EY Canada receive a fitness reimburse-ment up to $1,000. This can be used to purchase fitnessequipment and other fitness activities such as yoga classes,tennis lessons and fitness club dues.

“Pass it On” at LoyaltyOne allows peer-to-peer recognitionwith a note of thanks or AIR MILES® Reward Miles. Everyassociate is provided with a monthly budget of recognitionmiles to give out through the program.

Working with their respective Career Managers, OptimusSBR employees can be promoted anytime they achievetheir individual career development plan. These plans arecustomized based on an employee’s skill and career goals.

Employees at WFCU Credit Union have 10 paid personaldays each calendar year to use for illness, appointments,caregiving, etc., or to play hooky, no questions asked! Thebalance of unused personal days is paid out in December.

The SRC Registered Pension Plan has built-in flexibility tomaximize the benefit to employees. The pension plan offersa number of investment mix choices to suit risk tolerances,investor knowledge levels and stages in life.

Each year, Open Door Group hosts its Annual Staff Day,bringing teams from across British Columbia together for atwo-day event where they enjoy an all-expenses-paid, fun-filled, staff appreciation celebration.



Head office: Blainville, QC • Employees: 39Previous years on list: NA


Head office: Toronto, ON • Employees: 15,500 (109 in CA)Previous years on list: NA

Head office: Toronto, ON • Employees: 165,000 (1,436 in CA)Previous years on list: NA

Head office: Toronto, ON • Employees: 260,000 (5,922 in CA)Previous years on list: 2006 to 2013, 2015 to 2018

Head office: Toronto, ON • Employees: 1,257 in CanadaPrevious years on list: 2016 to 2018


Head office: Windsor, ON • Employees: 223Previous years on list: 2014

Head office: Saskatoon, SK • Employees: 310Previous years on list: 2017, 2018

Head office: Vancouver, BC • Employees: 126Previous years on list: 2018

Nest Wealth Cactus Restaurants Ltd.CapriCMWFINANCIAL SERVICES & INSURANCE / INVESTMENTSwww.nestwealth.com

HOSPITALITY / FOOD AND BEVERAGE SERVICEwww.cactusclubcafe.com

FINANCIAL SERVICES & INSURANCE / GENERALINSURANCEwww.capricmw.ca

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All employees at Nest Wealth are offered stock options. Centralto who they are, is that they are all “owners” and that everyoneshould share in the value they are building together as a team.

Cactus University (Cactus U) allows its young professionals tobuild the skills and competencies necessary for progressiveleadership. The program is strategically designed to createlong-term success while also perpetuating Cactus Restaurants’culture of strong leadership.

After two years at Capri, employees can become owners.The company offers an interest-free loan to help purchase theshares, and participants benefit from an annual cash payout aswell as share price increases.


Head office: Vancouver, BC • Employees: 4,471 in CanadaPrevious years on list: 2015 to 2018Head office: Kelowna, BC • Employees: 427

Previous years on list: 2009 to 2013, 2016 to 2018



10+YEARS

KFC KiewitJMP SolutionsHOSPITALITY / FOOD AND BEVERAGE SERVICEwww.kfc.ca

CONSTRUCTION, INFRASTRUCTURE & REAL ESTATE /INFRASTRUCTUREwww.kiewit.com

PROFESSIONAL SERVICES / CONSULTINGENGINEERINGwww.jmpsolutions.com

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Be Your Best Self Day at KFC combines personal develop-ment and community giving. In 2018 barriers were broken todispel stigma associated with Mental Health. The event wasfollowed by a fun afternoon of tree planting!

Kiewit employees are proud to say, “We built that.” Forover 75 years, Kiewit’s people have built iconic structures inCanada, including the Sea to Sky Highway, Welland Canaland, most recently, the Turcot Interchange.

When financially feasible, JMP endeavours to share 10% ofbefore-tax profits with employees by means of Christmasand summer profit-sharing payments for the preceding six-month period.

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Head office: Vaughan, ON • Employees: 57Previous years on list: 2018

Head office: Oakville, ON • Employees: 10,270 (1,307 in CA)Previous years on list: 2011 to 2018

Head office: London, ON • Employees: 142Previous years on list: 2013 to 2018

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BY RON GREY, Ph.D.Senior Vice President,Great Place to Work

Organizations that foster inclusivecultures tend to be more innovativeand outperform their competition byexceeding revenue growth targets,enhancing customer service, retainingmore talent and much more. Wecall this winning formula Innovationby All. Increasingly, we see genderequality and women’s empower-ment as vital ingredients to inclusiveinnovation.Recent research by Great Place to

Work in support of the WE EMPOWERprogramme of UN Women, EuropeanUnion and the International LabourOrganization has identified significantempirical links between inclusivecultures, women’s empowerment,innovation and business success.Based on 63,000 employee re-sponses to GPTW’s Trust Index surveyat over 300 organizations in Canada,employers with the strongest culturesfor Innovation by All experienced bywomen achieve:• 4x faster year-over-year revenuegrowth

• 3.8x less voluntary staff turnover• 1.3x greater perceived customerservice

• 2x more meaningful opportunitiesfor women to innovate at work

IMPLEMENTING WOMEN’SEMPOWERMENT PRINCIPLESGPTW’s research highlights key im-pacts of implementing the Women’sEmpowerment Principles developed

instrumental to promoting inclusivecultures for Innovation by All. Bothformal and informal opportuni-ties and on-the-job experience areimportant.• Women who perceive strong train-ing and development opportunitiesto advance themselves are 11x morelikely to see a strong culture forInnovation by All.

• Further contributing to women’smotivation to innovate are strongdelegation and assuring promo-tions go to those most deserving.

Principle 5: Promote equalitythrough community initiatives andadvocacyShowcasing strong organizationalcommitment to gender equality,inclusiveness and women’s empow-erment in the community and withkey stakeholders fosters outstandingemployee engagement and culturesof Innovation by All.• Women who are strong advocatesor ambassadors for their orga-nizations are 16x more likely tobe highly engaged in corporateinnovation.

• Women who feel good about howtheir employers contribute to thecommunity are 20x more engaged!

WANT TO LEARN MORE?Download the report,Empowering Women for Innovationand Business Success atwww.greatplacetowork.ca/resources/reports/636-empowering-women-for-innovation-and-business-success.

EMPOWERINGWOMEN FOR INNOVATIONAND BUSINESS SUCCESS

by UN Women and UN Global Com-pact for advancing women’s empow-erment in the workplace, marketplaceand community.

Principle 1: Establish high-level corpo-rate leadership for gender equalitySenior level corporate leadership isinstrumental to creating inclusivecultures for Innovation by All. Seniorleadership sets and reinforces thetone for empowering and engagingwomen in innovation and leveragingtheir contributions to business suc-cess and meeting key stakeholders’expectations.• Women who feel their leaders fullyembody their organizations’ bestcharacteristics are 16x more likely tosee a strong culture for Innovationby All.

• Innovation by All is experienced byan even greater multiple of 41x bywomen who see their leaders asbeing highly competent in runningthe business.

• Women who perceive clear anddirect communication fromman-agement are over 10x more likelyto experience a strong culture for

Innovation by All.• Upward communication isparticularly key to promoting astrong culture of Innovation by All.Women who feel their leaders areapproachable and easy to talk withare 16x more likely to experience astrong culture for Innovation by All.

Principle 2: Treat all women and menfairly at work – Respect and supporthuman rights and non-discriminationWomen in organizational cultureswho experience fair treatment, arerespected as individuals and feel moresupported in their work also feel moreempowered, engaged and equippedto innovate and contribute to corpo-rate success than their counterpartselsewhere.• Women who feel all employeesare treated fairly, regardless of theirgender, are 20x more likely to seea strong culture for Innovation byAll than those who perceive unfairtreatment.

• In organizations that demonstrategenuine respect for employees asindividuals and not just employ-ees, women are 8.3x more likely

to experience a strong culture forInnovation by All.

• Organizations that encouragestrong work-life balance furtherpromote cultures for innovation thatare 9.5x greater than elsewhere.

• Women who feel well supportedwith the necessary resources andequipment are 13x more likely toexperience a strong culture for In-novation by All.

• Women who perceive non-judg-mental management styles are 16xmore likely to innovate, while thosewho feel appreciated feel 11x morelikely.

Principle 3: Ensure the health, safetyand well-being of all female and maleemployeesOrganizations where women experi-ence psychologically, emotionallyand physically safe workplaces aremuch more conducive to promotinginclusive and Innovative Workplacesby All.• Women who experience psycho-logically and emotionally healthyworkplaces are 11x more likely tosee a strong culture for Innovationby All than those who don’t.

• Even more significantly, womenwho experience a physically safeworkplace are 83x more likely tosee a strong innovation culture.

Principle 4: Promote education,training and professionaldevelopment for womenProviding women with enrichedopportunities for education, trainingand professional development is

Magic happens when you allow people to bring their true, authentic selves and theirwild ideas to work. Christine Vigna, VP People and Culture, Dejero


Group IN-RGY Consulting

Electromate Inc.

Eagle Professional ResourcesInc.

Wavemaker Canada ULC

Deloitte

JOEY Restaurant Group

TD Bank Group

Trico Homes

Beedie

360insights

Q4 Inc.

INFORMATION TECHNOLOGY / IT CONSULTINGwww.in-rgy.com

INDUSTRIAL SERVICESwww.electromate.com

PROFESSIONAL SERVICES / STAFFING & RECRUITMENTwww.eaglestaffing.com

MEDIAwww.wavemakerglobal.com

PROFESSIONAL SERVICESwww.deloitte.com/ca

HOSPITALITY / FOOD AND BEVERAGE SERVICEwww.joeyrestaurants.com

FINANCIAL SERVICES & INSURANCE / BANKING/CREDIT SERVICESwww.td.com

CONSTRUCTION, INFRASTRUCTURE & REAL ESTATEwww.tricohomes.com

CONSTRUCTION, INFRASTRUCTURE & REAL ESTATEwww.beedie.ca

INFORMATION TECHNOLOGY / SOFTWAREwww.360insights.com

INFORMATION TECHNOLOGY / SOFTWAREwww.q4inc.com

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All employees at Group IN-RGY are invited to a four-daytrip to a southern destination like Cuba, Mexico, DominicanRepublic or Jamaica. The trip focuses on team-building andis 100% funded by the company.

Electromate hosts monthly team-building lunches whereemployees celebrate anniversaries, milestones, etc. withchampagne and a spin of a prize wheel where the prizesrange from $75 to $750.

Eagle’s Breakfast Program offers juice, coffee, tea, bagels,bread, peanut butter, cereal, fruits, yogurt and granola barsdaily. For sleepyheads, this means extra morning flexibility,plus no one starts their day on an empty stomach.

Wavemaker employees can work from home one to twodays per week or move work hours around to supportwork-life balance. This agile way of working is supported bytechnology for seamless flow regardless of work location.

Orbis is Deloitte’s workplace strategy allowing people towork in ways best for them. Options include open work ar-eas, treadmill desks or living-room-style collaboration space.Technology tools support connectedness in this optimalwork environment.

JOEY promotes from within. All positions are posted inter-nally, and 95% of the company’s management team hascome from a front-line position.

Global Employee Appreciation Week at TD Bank is a highlyanticipated event. TD invests approximately $2.5 million incelebrating employees for their work and commitment to thecompany by hosting exciting and memorable experiences.

Staff at Trico Homes receive a discount of up to 5% on newhome purchases. They also have priority access to lots andother pre-construction items. While the discount is taxableincome, it’s a great perk.

Beedie Cares is a company-wide, employee-driven volunteerprogram that supports children, seniors and families in theircommunities. Using its ‘Small Dollar, Big Impact’ mandate,Beedie supports chosen organizations through fundraising,donating time and targeted giving.

360 Culture Bootcamp is a two-day offsite where electedCulture Ambassadors and company executives tour otheraward-winning companies, do a deep dive in corporateculture theory, and create the culture strategy for the year.

Socials at Q4 create great energy and encourage employeebonding. Beer Fri-YAY’s are very popular and the #Q4orceSocial Team organizes various other socials; think Hallow-een, Q4 Olympics, Pride Party, Foosball Tourney, cruises,and more!

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5+YEARS

Head office: Montreal, QC • Employees: 87Previous years on list: NA

Head office: Vaughan, ON • Employees: 28Previous years on list: 2018

Head office: Ottawa, ON • Employees: 87Previous years on list: 2015 to 2018


Head office: Toronto, ON • Employees: 286,000 (10,747 in CA)Previous years on list: 2006, 2007, 2011 to 2015

Head office: Vancouver, BC • Employees: 4,700 (4,000 in CA)Previous years on list: 2010 to 2018

Head office: Toronto, ON • Employees: 90,098(58,290 in CA) Previous years on list: 2006 to 2018

Head office: Calgary, AB • Employees: 155Previous years on list: 2006 to 2008, 2010 to 2016, 2018

Head office: Burnaby, BC • Employees: 303Previous years on list: 2016, 2017

Head office: Whitby, ON • Employees: 285Previous years on list: 2013 to 2018


Phoenix Contact Ltd.

Luxy Hair

TJX CanadaVermilion EnergyMANUFACTURING & PRODUCTION / ELECTRONICSwww.phoenixcontact.ca

RETAIL / SPECIALTYwww.luxyhair.com

RETAIL / SPECIALTYwww.tjxcanada.ca

MANUFACTURING & PRODUCTION / ENERGYwww.vermilionenergy.com

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At Phoenix Contact, employees have access to a wellnessroom. This is a quiet place to go when things get too much -or when privacy is needed.

Luxy Hair offers many wellness perks including a kitchenstocked with organic fruit and healthy snacks, fresh flowersthroughout the office, Spotify/Audible account coverage,remote Fridays and unlimited work-from-home days asrequested.

TJX Canada offers a competitive rewards package thatincludes competitive salaries, benefits and retirement plansto salaried and hourly associates across the organization.Improvements are continually made based on feedbackfrom associates and market data.

To celebrate the New Year, all permanent employees,spouses and family members at Vermilion Energy receive anannual, free weekend trip to Lake Louise.

Head office: Milton, ON • Employees: 68Previous years on list: 2009, 2013, 2015, 2017, 2018


Head office: Mississauga, ON • Employees: 258,429(26,855 in CA) Previous years on list: 2012, 2014 to 2018Head office: Calgary, AB • Employees: 311

Previous years on list: 2010 to 2018


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Proof Experiences Inc. Morningstar CanadaKnowledge First Financial Inc.PROFESSIONAL SERVICES /ADVERTISING AND MARKETINGwww.proofexperiences.com

FINANCIAL SERVICES & INSURANCE / INVESTMENTSwww.morningstar.ca

FINANCIAL SERVICES & INSURANCEwww.knowledgefirstfinancial.ca

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Every year, Proof employees get a day off and $50 to experi-ence something unique: to stir curiosity, simulate creativityand reinvigorate themselves. Experiences have includedlearning to bake or attending an exclusive sporting event.

Every four years of service, regular, full-time employeeswho are continuing their employment with Morningstar areeligible for a sabbatical leave of up to six weeks. Employeesreceive full salary and benefits while on sabbatical.

Knowledge First offers a flexible work environment, promoteswork-life balance and encourages holistic development. Thecompany incentivizes healthy living through fitness reimburse-ments and organizes a variety of events like Fitbit challenge,workshops and physical and mental activities.



Head office: Mississauga, ON • Employees: 220Previous years on list: NA

5+YEARS

Present

Opencare

RBC

New Castle Hotels & Resorts

O2E Brands Inc.

Reid’s Heritage Group

INFORMATION TECHNOLOGYwww.present.ca

INFORMATION TECHNOLOGYwww.opencare.com

FINANCIAL SERVICES & INSURANCE / BANKING/CREDIT SERVICESwww.rbc.com

HOSPITALITY / HOTEL/RESORTwww.newcastlehotels.com

PROFESSIONAL SERVICESwww.o2ebrands.com

CONSTRUCTION, INFRASTRUCTURE & REAL ESTATEwww.reidsheritagehomes.com

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Every February, Present holds a celebration of the past yearfor employees and their spouses. The event includes a one-night stay at a luxurious hotel and an evening with gourmetdinner, drinks and dancing.

All employees have access to Opencare’s performancepsychologist, who is available for sessions to discussany personal or professional issue. All sessions are keptcompletely confidential.

The RBC Retirement Program and Savings Program providebest-in-class features for building retirement savings that sup-port employees through different life phases. The ‘Invest inYourself’ site provides tips and tools for financial planning.

Employees at New Castle Hotels & Resorts receive a discountof 70% off room rates in cities around the world. With thediscount applied, rates start at less than $50 a night.

O2E has an interactive website where team members sharetheir life goals. Colleagues and Goal Ambassadors cheerleadto help each other succeed. Workshops, personal stories andTed Talk-style presentations keep everyone motivated.

Through the Talent Ambassador Program, Reid’s employeescan recommend people for open positions. Each referralis interviewed, and when a referred candidate is hired andsuccessfully passes their probation period, the Talent Ambas-sador receives $1,500.

Head office: Saint-Laurent, QC • Employees: 32Previous years on list: NA


Head office: Toronto, ON • Employees: 76,100(52,000 in CA) Previous years on list: 2009 to 2018

Head office: Halifax, NS • Employees: 1,464 (705 in CA)Previous years on list: NA

Head office: Vancouver, BC • Employees: 449Previous years on list: 2007, 2009, 2011, 2012, 2014 to 2018

Head office: Cambridge, ON • Employees: 242Previous years on list: NA

10+YEARS

10+YEARS

2019CANADA

BestWorkplaces™

www.ReidsHeritageHomes.com

We’re proud to be recognized as one of Canada’sBest Workplaces™. Thank you and congratulations to

our outstanding team for their dedication andcommitment to award-winning excellence.

2019CANADA

BestWorkplaces™100-999 Employees



10+YEARS

True North Solutions

Pedalheads

3M Canada

Connect Hearing

Binnie

Boston Pizza International Inc.

INDUSTRIAL SERVICES / ENGINEERINGwww.truenorthsolutions.com

EDUCATION & TRAININGwww.pedalheads.com

MANUFACTURING & PRODUCTIONwww.3m.ca

RETAIL / SPECIALTYwww.connecthearing.ca

PROFESSIONAL SERVICES / CONSULTINGENGINEERINGwww.binnie.com

HOSPITALITY / FOOD AND BEVERAGE SERVICEwww.bostonpizza.com

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Each quarter, 20% of the net profit at True North Solutions isdistributed to employees. This program gives employees asense of ownership and provides a win-win environment fortrimming expenses and increasing profits.

Pedalheads takes employees on a paid team trip to a newdestination every year. Destinations have included Mexico,Tucson, Las Vegas and Palm Springs.

Employees with 10+ years of service are invited to 3M’sannual Service Awards Gala in years they are celebratinga milestone anniversary. Hosted by the GM and seniorleadership team, the gala brings together employees fromacross Canada.

Employees receive a free hearing aid every two years asneeded. Immediate family enjoy 50% off, and at their 5th,10th, 15th, etc. year, employees can designate free hearingaids to an immediate family member.

Binnie’s “Young Professional Committee” (less than 10 years intotheir career) meets regularly to discuss industry events and pro-fessional development opportunities, and they organize “firesidechats” to share knowledge and learn from all staff levels.

To reduce the carbon footprint and encourage green drivingbehaviours through the adoption of electric vehicles, BostonPizza provides a Green Allowance to employees who drivean ecofriendly (electric) vehicle.

5+YEARS

Head office: Calgary, AB • Employees: 67Previous years on list: 2014, 2016 to 2018


Head office: London, ON • Employees: 89,650 (1,899 in CA)Previous years on list: 2016 to 2018

Head office: Victoria, BC • Employees: NA (453 in CA)Previous years on list: 2010 to 2012, 2014, 2016, 2017

Head office: Burnaby, BC • Employees: 259Previous years on list: 2018

Head office: Richmond, BC • Employees: 200Previous years on list: 2018

GroupeX Solutions BASF CanadaLamourINFORMATION TECHNOLOGY / IT CONSULTINGwww.groupex-solutions.com

MANUFACTURING & PRODUCTION /CHEMICALSwww.basf.ca

MANUFACTURING & PRODUCTION / TEXTILES ANDTEXTILE PRODUCTSwww.lamour.com

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GroupeX offers flexible work hours, work from home andflexible vacation planning. The company’s Health SpendingAccount covers medical and dental expenses not paid bygroup benefits. GroupeX’s performance bonus is consistentlyhigher than industry standards.

Subject to work requirements, employees at BASF may workfrom home for up to two days every week. Employees mayalso observe flexible work hours with their supervisor’sapproval.

Through the “Be Healthy” initiative at Lamour, employeeshave access to a gym open five days a week from 7:00a.m. to 7:30 p.m., with lunchtime and evening classes thatinclude yoga, boot camp and Zumba.

Head office: Toronto, ON • Employees: 56Previous years on list: 2018 Head office: Mississauga, ON • Employees: 113,830 (1,190 in CA)

Previous years on list: NAHead office: Montreal, QC • Employees: 204Previous years on list: NA

5+YEARS




Diff Hilti Canada CorporationT4G Ltd.INFORMATION TECHNOLOGYwww.diffagency.com

PROFESSIONAL SERVICESwww.careers.hilti.ca

INFORMATION TECHNOLOGY / IT CONSULTINGwww.t4g.com

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Diff employees spend a lot of time at their computers,coding new applications, etc. Their comfort is key, so Diffbudgets $3,000 per employee to provide the best laptop,ergonomic chairs and desk arrangements.

Basic Training Seminar (BTS) at Hilti is more than onboard-ing; it also cements Hilti’s caring culture as the new teammembers strengthen their product and tool knowledge byhelping build a Habitat for Humanity house.

T4G’s Blue Zone initiative is intended to optimizeemployees’ life radius. It incorporates shifts in workplacebehaviours to include movement (walking meetings), eatinghealthy, wine drinking and gathering after 5 p.m., findingpurpose and building community.

Head office: Montreal, QC • Employees: 85Previous years on list: 2018

Head office: Mississauga, ON • Employees: 28,000 (558 in CA)Previous years on list: 2006, 2010 to 2015, 2017, 2018


10+YEARS

10+YEARS

BY ALISON GRENIER,Head of Culture and Research,Great Place to Work

In partnership with VolunteerCanada and the Corporate Councilon Volunteering, Great Place to Workrecently released groundbreakingresearch on the business casefor building strong communityinvestment programs. Based on66,000 Trust Index survey responsesfrom 300 organizations, thisresearch highlights the connectionbetween corporate commitmentsto community and key businessmetrics including long-term careercommitment, positive brandpromotion, discretionary effort andemployee impact. As reflected in thechart at right, the findings provideproof of increased benefits tobusiness and tangible ways to createa corporate community investmentprogram that improves employeeengagement.

BETTER FOR BUSINESS.BETTER FOR PEOPLE.BETTER FOR THE WORLD.When employees are given theopportunity to engage in social andenvironmental impact programsas part of their work life, theyare exposed to new perspectivesand determinants affecting theworld around them. This providesemployees with opportunities toincrease their empathy, skills andtheir ability to be changemakersthrough their work and other

ment conversation started in yourorganization:

• What do we consider successfor our community investmentprogram?

• What would employees considersuccess?

• How do employees want to beinvolved?

• What indicators will tell us thatprograms are resonating withemployees?

• What is our program missing?• What outcomes would justify

increased budget for this?• How can we demonstrate to

employees that we value thetime they take away from work tosupport the community?

Like most people, most organiza-tions recognize they have a respon-sibility to give back to the communi-ties in which they operate, and havebuilt this into their business plan. Butit’s not just what you do, it’s howyou do it. The Best Workplaces forGiving Back findings illustrate howyour organization can live out yourcommunity commitment in uniqueand creative ways that engageemployees and improve businessresults at the same time.

WANT TO LEARN MORE?Download the report, The BusinessCase for Giving Back atwww.greatplacetowork.ca/en/resources/reports/639-giving-back.

THE BUSINESS CASE FOR GIVING BACK

personal actions. All of this addsup to an enormous opportunity foremployers to change the world,with the help of their employees,all while creating business valuethrough improved employeeengagement in their workplaces.

START THE CONVERSATIONFor managers considering waysto improve their organization’scommunity commitments andprograms, a wise next step is toencourage activities that will fosteremployee engagement. The most

productive conversations on thistopic come from cross-departmentaldiscussions, including participa-tion by HR, CSR, communications,senior leadership and other externalstakeholders. Consider the followingquestions to get a community invest-

It is powerful when each and every person working with us feels compelled to make a difference in shaping our cultureand how we travel together. Martin Bell, CEO, Urban Systems

Do you have what it takes to getGreat Place to Work Certified?

1 2

You are just two steps away from Certification and eligibilityfor all Best Workplaces lists.

You operate in CanadaYou are working towards building a great work culture

Employeescomplete a15 min survey

Respond to ashort culturequestionnaire

?Learn more:


1 Based on 66,000 employee responses to Great Place to Work’s Trust Index employee survey2 Compares top vs. bottom quartile Community Investment companies defined based on average employee responses to the Trust

Index survey statement, “I feel good about the way my organization contributes to community”

CareerCommitment

ExtraEffort

BrandAmbassadorship

PersonalImpact

more likely to wantto work there for along time

more willing to giveextra to get the jobdone

more likley toproudly tell otherswhere they work

more likely tofeel they make adifference

Less employeeturnover

Faster revenuegrowth

More applicationsper position

Greaterinnovation

18% 83%

43% 19%31% 33%

45% 57%

When employees feel good about the way their organization contributes to community they are: 1

Their companies also experience the following associated business benefits: 2


To create and sustaina high-performance,great place towork, leadersmust build trustby demonstratingcredibility, respectand fairness …and continuouslyencourage pride andcamaraderie.

BY RON GREY, Ph.D.Senior Vice President,Great Place to Work

The development of our coreconceptual framework for assess-ing and transforming organizationsinto high-trust, high-performanceworkplaces FOR ALL is rooted in theseminal work of Myron Moskowitzand Robert Levering in 1984. Theirbest-selling book triggered the BestWorkplaces lists now published inover 60 countries and, accidentally,created a business called Great Placeto Work.The basic underlying principles

and philosophies are simple, time-less and intuitive while backed andvalidated by extensive empiricalresearch and business experiencedrawing on data representing over100 million employees’ workplaceexperiences worldwide.

WORKPLACE TRUST:THE FOUNDATIONWorkplace trust revolves around aset of critical relationships – betweenmanagement and employees,employees and their colleagues, andemployees and their work. To buildand sustain a great place to work,all three sets of relationships mustnot only be strong on their ownbut aligned with each other and thestrategic vision and values of theenterprise.Our empirical research spanning a

broad cross section of industries, ge-ographies, organizational and workforce demographics are convincing inlinking high-trust cultures to superioremployee engagement and businesssuccess as measured by numerousKey Performance Indicators. TheseKPIs include financial metrics likerevenue growth, profits, stock marketreturns; customer metrics like serviceexcellence, loyalty, repeat business;employee and operational metricslike talent retention, productivity,absenteeism, engagement; andmany others.

Among the Trust Model’s uniquefeatures is an ability to integrateemployee perception data with dataon actual underlying managementpractices to identify areas of align-ment and misalignment. In additionto identifying priority strengths andopportunities, this model also high-lights potential “disconnects” wherewell-designed and intended programsare missing the mark with employeesdue to weak communication and/orexecution.

WANT TO LEARN MORE?Download Great Place to Work’sTrust Model atwww.greatplacetowork.ca/en/about-us/trust-model.

THE GREAT PLACE TOWORKTRUSTMODELA timeless prescription for accelerating and sustaining engagement and business success

The overriding messages are clear:To create and sustain a high-perfor-mance, great place to work, leadersmust build trust by demonstratingcredibility, respect and fairness … andcontinuously encourage pride andcamaraderie.

LEVERS FOR ACTION AND POSITIVECHANGEEvolving from a good to a greatto a best workplace is an ongo-ing journey marked by numeroushurdles and key milestones unique toeach organization. We partner withclients to accelerate and sustain theirjourneys, navigating pitfalls, leverag-ing insights and applying practicalmanagement tools.Key to this journey toward a Great

Place to Work is maximizing the keylevers for trust – nine practice areasor management “levers” in threemajor groupings covering:1. inspiring leadership, upward and

downward communication;2.caring, developing and thanking

employees; and3. hiring the right talent, celebrat-

ing and sharing in the rewards ofsuccess.

By examining an organization’sunderlying people management, poli-cies, programs and practices withinthe context of these nine levers, GreatPlace to Work’s Trust Model helpsorganizations understand their cultureand identify areas of opportunity toimprove the employee experience.

PrideCamaraderie Employee’s

Fairness

Credibility

Respect

MANAGEMENT

WOR

K

COLLEAGUES

TRUST

TRUST

INSPIRING

SPEAKIN

GLISTEN

ING

THANKI

NG

DEVELOPING

CARING

HIRING

CELEBRATING

SHARING

2019CANADA

BestWorkplaces™

Workplace trust revolves around a set of critical relationships – between management and employees, employees and their colleagues, and employees and their work. Key managementlevers used to foster trust involve nine practice areas illustrated above.

Start SomethingPriceless®Words to live by.At Mastercard®, our people Start Something Pricelessevery day with their passion for innovation, and drive tomake the world an easier, safer, and more inclusive place.

It’s because of our people that we’ve been namedas one of Canada’s 50 BestWorkplaces™

Join us. Start Something Priceless®

™

Mastercard and Priceless are registered trademarks and the circles design and Start Something Pricelessare trademarks of Mastercard International Incorporated. ©2019 Mastercard. All rights reserved.

Bateman MacKay LLP

Intercept

Capital Engineering

Softchoice

BMO Financial Group

The Adecco Group,Canada

Voices.com

First National Financial LP

Richardson GMP

PROFESSIONAL SERVICES / ACCOUNTING,BOOKKEEPING AND AUDITINGwww.batemanmackay.com

PROFESSIONAL SERVICES / ADVERTISING ANDMARKETINGwww.interceptgroup.com

PROFESSIONAL SERVICES / CONSULTINGENGINEERINGwww.capitaleng.ca

INFORMATION TECHNOLOGY / IT CONSULTINGwww.softchoice.com

FINANCIAL SERVICES & INSURANCE / BANKING/CREDIT SERVICESwww.bmo.com

PROFESSIONAL SERVICES / STAFFING & RECRUITMENTwww.adecco.ca

INFORMATION TECHNOLOGY / INTERNET SERVICEPROVIDERwww.voices.com

FINANCIAL SERVICES & INSURANCE /BANKING/CREDIT SERVICESwww.firstnational.ca

FINANCIAL SERVICES & INSURANCE / INVESTMENTSwww.richardsongmp.com

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Team members enjoy ergonomic workstations with optionalstanding desks and ball chairs. Kitchens are stocked withcoffee, tea and healthy snacks. Optional medical assess-ments and remote working opportunities are also available.

All employees get to use the “Intercept Cottage” for a three-day weekend yearly. Employees and their family have accessto beach volleyball, watercraft rentals, hiking, etc. Additionaltime can be booked based on tenure.

Capital Engineering employees enjoy fun events like go-cartracing, archery, indoor axe throwing and ski trips. Inter-office events include holiday celebrations, BBQs and pie day(March 14), with pie samples and a pie-eating contest.

Learning and development at Softchoice is supported bymany programs including Softchoice University’s best-in-class programs and tools, LinkedIn Learning content curatedfor individual roles, the Softchoice Sales Academy andcorporate orientation for all new hires.

BMO-U is a personalized learning experience empoweringemployees to develop new capabilities and compete in thenew world of work. Courses, videos, infographics, workshopsand social collaboration are available at work or on the go.

Through Win 4 Youth, Adecco employees compete in sport-ing challenges to raise money for youth foundations aroundthe world. These events inspire employees and promote inthem a passion for fitness and well-being.

To promote a sense of community, Voices.com regularlycomes together for themed, catered breakfasts and lunches.New hires also get a special lunch to enjoy with the employ-ees that they will most often work with.

New employees at First National Financial are welcomed tothe family. They receive intensive training and participate inorientation sessions where they meet other new employeesand learn about the structure and the programs available.

Richardson GMP organizes many social events for employ-ees. Formal functions mark the holiday season, and typicallya summer event happens as well. Kitchen parties and othercasual get togethers give everyone a chance to engage.

Head office: Burlington, ON • Employees: 35Previous years on list: NA


Head office: Edmonton, AB • Employees: 73Previous years on list: 2012, 2013, 2015 to 2018

Head office: Toronto, ON • Employees: 1,775 (1,205 in CA)Previous years on list: 2006 to 2018

Head office: Toronto, ON • Employees: 45,252 (29,754 in CA)Previous years on list: 2016 to 2018

Head office: Toronto, ON • Employees: 34,000 (322 in CA)Previous years on list: 2014, 2016 to 2018

Head office: London, ON • Employees: 113Previous years on list: 2018



Consumer Protection BC

Inclusive Advisory

Sparkrock

SC Johnson

Thomson Reuters Canada

FCT

Toyotoshi Group Canada -Quebec Operations

MOSAIC (Multi-Lingual OrientationService Association for Immigrant Communities)

Ames Tile & Stone Ltd.

SOCIAL SERVICES AND GOVERNMENT AGENCIES /GENERAL PUBLIC ADMINISTRATION ACTIVITIESwww.consumerprotectionbc.ca

PROFESSIONAL SERVICESwww.inclusiveadvisory.ca

INFORMATION TECHNOLOGY / SOFTWAREwww.sparkrock.com

MANUFACTURING & PRODUCTION /FAST MOVING CONSUMER GOODSwww.scjohnson.ca

MEDIA / PUBLISHING AND PRINTINGwww.thomsonreuters.ca

FINANCIAL SERVICES & INSURANCE / HOMEINSURANCEwww.fct.ca

RETAILwww.toyotoshigroupcanada.com

NON-PROFIT AND CHARITY ORGANIZATIONSwww.mosaicbc.org

CONSTRUCTION, INFRASTRUCTURE & REAL ESTATE /HOUSINGwww.amestile.com

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The GIVE program involves employees in many initiatives.Their Bike-Building Event, which gave bikes to at-needchildren, recently won Best in Biz International Awards’Corporate Social Responsibility Program of the Year.

Taco day, Ice Cream day, Costume day, casual days ... almostevery day is an event at Inclusive Advisory! Theme days getpeople away from their desks and encourage bonding and ashift from the norm.

Employees have year-round access to SC Johnson’s privatelyowned resort on Lake Joseph. This multi-cottage propertyprovides employees, retirees and their guests with vacationtime to relax and enjoy water sports and activities.

The flexible benefit plan at Thomson Reuters allowsemployees to choose options unique to their own/theirfamily’s needs – plus any excess credits can be applied totheir RRSP or Health Spending Account.

20+ years or 2,000+ vehicles sold (1,000+ at Lexus) equal astar on the Walk of Fame and a picture on the Wall of Fame.This recognition also comes with a desk plaque, a special pinand an RRSP contribution.

MOSAIC’s Wellness Committee inspires and empowersemployees to take responsibility for their own health.MOSAIC provides wellness programs throughout the yearand one paid Wellness Day.

Head office: Victoria, BC • Employees: 43Previous years on list: 2017, 2018

Head office: Peterborough, ON • Employees: 21Previous years on list: NA


Head office: Brantford, ON • Employees: 13,000 (301 in CA)Previous years on list: 2006 to 2014, 2017, 2018

Head office: Toronto, ON • Employees: 25,000 (1,240 in CA)Previous years on list: 2006 to 2015, 2017, 2018

Head office: Oakville, ON • Employees: 17,300 (845 in CA)Previous years on list: 2015 to 2018

Head office: Quebec City, QC • Employees: 204Previous years on list: 2017, 2018


Head office: New Westminster, BC • Employees: 142Previous years on list: 2008 to 2018



10+YEARS

Six times yearly, Sparkrock purchases a relevant and impor-tant business book that employees are invited to read. Theyreview at a ‘Pizza Lunch and Learn,’ and everyone can attendwhether they read the book or not.

FCT has an online giving portal that empowers employees togive back to causes that are important to them. FCT matchesthe donation up to $50 per employee per year.

All employees participate in Ames’s annual profit-sharingprogram. The annual amount, paid to each employee in thefirst half of the fiscal year following the profit, is typicallybetween $800 and $1,700.

10+YEARS

5+YEARS

5+YEARS

5+YEARS

10+YEARS

10+YEARS

10+YEARS




When leaders aremore inclusive,more inspiring,and more caring,

they win onoutcomes like

talent retention,innovation, andrevenue growth.

Excerpted from A Great Placeto Work For AllBY MICHAEL C. BUSH, CEO,and the Great Place to WorkResearch Team

Our mission at Great Place to Workis to build a better world by helpingorganizations become Great Placesto Work FOR ALL. To do so, weneed leaders to join us – leaderswilling and able to create a greatexperience for everyone, no matterwho they are or what they do forthe company. We call this kindof a leader a For All Leader, andour new research lays out how tobecome one.

WHO IS THE FOR ALL LEADER?Day to day, a For All Leader issomeone who looks to the em-ployees across the company forthe next great idea; who leads withvalues first, especially in the faceof adversity. One who builds con-nectivity within and across teams;who can help inspire a sense ofpurpose and pride in employees;who elevates employees to achieveall they ever thought they werecapable of, and then some.We admit, it’s a tall order. The

good news is, everyone can play

THE LEADERSHIP JOURNEYWhile not all leaders are necessarilyable to evolve from Unintentionalto For All, a jump from one level tothe next is worth the effort. Evenincremental improvements havea broad positive impact on thecompany and the people who workthere.Being a For All Leader isn’t easy.

The For All Leader mindset meansconstantly re-evaluating what needsto be done, on the part of theleader, to help the team accom-plish their goals. And regardless ofwhere leaders fall on the spectrum,it’s critical to have an accurateunderstanding of how their teamsperceive them. If companies arecommitted to building Great Placesto Work FOR ALL, all leaders mustbe guided by accurate data andanalytics that give them this under-standing. Informed by data, leaderscan take targeted action towardcontinuous improvement.The fact is, being a great leader in

the ways we’ve described is betterfor business, better for people,and better for the world. You’d behard-pressed to find a leader whowouldn’t want to be named as hav-ing the For All Leadership traits. Soyou may be asking yourself, whyaren’t more people For All Leaders?This is the question we have

been asking as well.

WANT TO LEARN MORE?A Great Place to Work for All,by Michael Bush;available on Amazon.

LEVEL-UP YOUR LEADERSHIP

regardless of their company’s sizeor industry. Being a leader of a greatworkplace is not a function of yourcompany’s size or resources. It’s afunction of how you treat the peo-ple working there. When leaders aremore inclusive, more inspiring, andmore caring, they win on outcomeslike talent retention, innovation, andrevenue growth.

THE FOR ALL LEADERSHIP MODELTo understand how managers areleading their teams to a Great Place

to Work FOR ALL, we dug into ourdata from hundreds of companiesover many years. Our analysiscovered a robust sample of 75,000employees and more than 10,000managers, and we identified fivedistinct leadership levels, whichwe’ve characterized into personasbased on prominent themes.• Level 1: The Unintentional LeaderUnaware of impact on others

• Level 2: The Hit-or-Miss LeaderConnects with some but not allstaff

• Level 3: The Transactional LeaderValues outcomes over people

• Level 4: The Good LeaderInclusive and sincere, but holdsback

• Level 5: The For All LeaderValues individuals and fosters ateam mindset

Together, these personasrepresent the For All LeadershipModel. With each leadership level,a higher percentage of employeesreport they consistently experi-ence a better workplace. Level tolevel, we also found a correspond-ing improvement in the areas ofinnovation, productivity, employeeretention, and organizational agility.The chart above shows the incre-mental improvements across all fivelevels and, when comparing Level 1to Level 5, employees with a For AllLeader demonstrated:• 353% higher productivity• 300% greater agility• 325% greater readiness toinnovate

• 128% greater desire to stay

Source: Great Place to Work analysis

LEVEL 2The Hit-or-MissLeader

145%77%105%57%

ProductivityAgilityInnovationRetention

20%45%17%7%


28%33%33%15%


21%17%32%18%


LEVEL 1 TO 5

353%300%325%128%


LEVEL 1The UnintentionalLeader

LEVEL 3The TransactionalLeader

LEVEL 4The GoodLeader

LEVEL 5The For AllLeader

LEVEL 4 TO 5

LEVEL 3 TO 4

LEVEL 2 TO 3

LEVEL 1 TO 2


Leaders who level up get results

INFORMATION TECHNOLOGYwww.salesforce.comEmployees: 32,000

HOSPITALITYwww.hyatt.comEmployees: NA

HOSPITALITYwww.hilton.comEmployees: 161,000

INFORMATION TECHNOLOGYwww.cadence.comEmployees: 7,250

MANUFACTURING & PRODUCTIONwww.mars.comEmployees: 100,000

BIOTECHNOLOGY & PHARMACEUTICALSwww.abbvie.comEmployees: 30,000

INFORMATION TECHNOLOGYwww.intuit.comEmployees: 8,781

FINANCIAL SERVICES & INSURANCEwww.americanexpress.comEmployees: 55,809

PROFESSIONAL SERVICESwww.adecco.comEmployees: 34,000

MANUFACTURING & PRODUCTIONwww.scjohnson.comEmployees: 13,000

TRANSPORTATIONwww.dhl.comEmployees: 98,000

PROFESSIONAL SERVICESwww.ey.comEmployees: 261,559

INFORMATION TECHNOLOGYwww.mercadolibre.comEmployees: 6,922

FINANCIAL SERVICES & INSURANCEwww.admiralgroup.co.ukEmployees: 9,406

INFORMATION TECHNOLOGYwww.cisco.comEmployees: 72,904

MANUFACTURING & PRODUCTIONwww.3m.comEmployees: 91,584

FINANCIAL SERVICES & INSURANCEwww.daimler.comEmployees: 12,297

HEALTH CAREwww.belcorp.bizEmployees: 7,500

INFORMATION TECHNOLOGYwww.sas.comEmployees: 14,328

INFORMATION TECHNOLOGYwww.adobe.comEmployees: 19,000

MANUFACTURING & PRODUCTIONwww.ni.comEmployees: 7,412

MANUFACTURING & PRODUCTIONwww.natura.com.brEmployees: 6,329

MANUFACTURING & PRODUCTIONwww.stryker.comEmployees: 30,808

FINANCIAL SERVICES & INSURANCEwww.scotiabank.comEmployees: 82,259

INFORMATION TECHNOLOGYwww.sap.comEmployees: 93,000

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Great Place to Work conducts oneof the largest employee surveysin the world, and employeeseverywhere report the same quali-ties make up a great workplace– trust, pride and camaraderie.Universally, a Great Place to Workis one where employees trust thepeople they work for, have pridein what they do and enjoy thepeople they work with.

Published October 15, 2018, TheWorld’s Best Workplaces list rep-resents some of the largest globalcompanies that have focused onculture as a business advantageby putting employees first. Theystay ahead of the curve by con-tinually innovating their cultureto meet the constantly changingdemands of work, technologyand the marketplace.

This year, 57 multinationalorganizations qualified for con-sideration. Great Place to Workevaluated anonymously submittedstatements from 2.7 million em-ployees in 51 countries or regions.Company culture performance wasthen scored based on respect, fair-ness, pride, camaraderie and trust.Multinational companies that haveappeared on Best Workplaces listsin multiple countries received thedeepest scrutiny.

From the millions of employeecomments collected, some of themost popular statements amongthe top 25 companies included“People care about each otherhere” and “People are willing togive extra to get the job done.”

But most surprisingly, thehighest scoring statementsfrom employees at our winningcompanies all relate to diversityand inclusion. More than 92 percent of respondents at the top 25companies say they feel they aretreated fairly, regardless of theirsexual orientation, race and sex.That’s surely great news, but itonly reflects the sentiments at theworld’s best employers. There’sstill a lot of work to be done forthe rest of the world’s workforce.

Great Place to Work’s missionis to help all companies reducethe gender gap by 2020, and tohelp them create an inclusive greatworkplace experience for everyemployee by 2030, regardless oftheir age, position or gender.

WORLD’S BESTWORKPLACES

2019CANADA

BestWorkplaces™

Get recognizedSpecialty lists are publishedmonthly, recognizing the BestWorkplaces for:

ProfessionalServices

Financial Services& Insurance

Health Care

Manufacturing

Technology

Retail &Hospitality

Women

Managed byWomen

Millennials

Inclusion

Mental Wellness

Giving Back

Quebec

Alberta

British Columbia

!

Learn more:


2018

World’s BestWorkplaces

HEALTH CAREwww.belcorp.biz Employees:

ARE YOU PART OF A GLOBAL ORGANIZATION ANDWANT TO BE CONSIDERED FORTHE 2019 WORLD’S BEST WORKPLACES LIST?

Learn more about this global list published inFortune Magazine and around the world.

CONTACT GREAT PLACE TO WORK CANADA.

IT TAKES A TEAMSuccessfully managing over 180,000 fleet vehiclesacross Canada is definitely a team effort. Luckily, wehave the best one in the business. ARI is proud to beone of Canada’s Best Workplaces™ because we havesome of Canada’s best people.

Where fleetdrives revenue.

arifleet.ca2019CANADA


Audit | Tax | Advisory

What HappensWhen PassionMeets Purpose?

There’s no better feeling than working alongside

passionate people working towards a singular

Purpose – to help our clients, colleagues and

communities thrive. Whether it’s advising our clients

on how to reach their goals, inspiring our colleagues

to achieve their potential, or making a meaningful

difference in our communities, we know that

anything is possible whenwework together as a team.

You get one great place to work.

canada’sbest canada’s best workplaces 2019 · openmind technologies / pg 10 2019 canada’s...

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