2018 Awards Recipients
Assent Compliance
Diversity is not a Goal, it’s an Expectation. While the focus of the work at Assent is on compliance, their work to create a diverse...
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RBC Royal Bank
Embedding Diversity and Inclusion into the Culture. Diversity and Inclusiveness is core to RBC’s workplace culture and way of thinking. RBC promotes diversity and inclusion...
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RealDecoy Inc
Integrating Diversity into the Culture. With offices in Ottawa, Kingston, Jamaica and the United States, diversity is naturally integrated in the culture and history of...
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2017 Awards Recipients
The Ottawa Hospital
Diversity in all its forms fuels the 21st century hospital. If you want to provide world-class care, you need a team that reflects the world....
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Conseil des écoles publiques de l’Est de l’Ontario (CEPEO)
Celebrating Canada’s cultural mosaic in the classroom. A classroom in Eastern Ontario that doesn’t resemble a junior United Nations is a rare thing these days....
Read More2016 Awards Recipients
Export Development Canada
Given its mandate to help Canadian companies succeed in foreign markets, it only makes sense for Export Development Canada to have a diverse and multicultural...
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Hydro Ottawa
Employers across industries are challenged with the greatest demographic shift in the labour force as the boomer generation enters retirement. Hydro Ottawa is no exception....
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Le Centre préscolaire La Coccinelle d’Orléans
At le Centre préscolaire La Coccinelle d’Orléans, the hiring process is not what you might call conventional. Interviews are carried out in a circle, with...
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2015 Awards Recipients
Business Development Bank of Canada
The Business Development Bank of Canada (BDC) works with local agencies and bridging programs to access pools of experienced international talent…
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Epocal
On the lunchroom wall of health care technology firm Epocal hangs a map of the world. Employees are encouraged to pin their names to their places of origin….
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Ottawa Catholic School Board
There is a hiring practice at the Ottawa Catholic School Board (OCSB) called “Skills for Best.” Every individual has equal opportunity to apply and be considered …
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Pinecrest-Queensway Community Health Centre
At the Pinecrest-Queensway Community Health Centre, almost 50 per cent of its client base represents immigrant populations, a notably higher percentage than elsewhere in Ottawa.
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2014 Awards Recipients
Congratulations to TD Bank!
Christine Stigter and Carol Brazeau
A leading North American bank, TD is committed to being a bank of choice for the diverse communities it serves. An important element to this success is to hire people who reflect the diversity of those communities. This means creating a workplace culture where employees — and customers — feel valued, respected and supported. TD’s diversity agenda, which is driven from the very top executive ranks, centres on attracting qualified skilled immigrants who can communicate with a branch’s customers in their own language.
All managers are mandated to take part in cross-cultural training, diversity, and interviewing and hiring workshops to guard against hiring bias. The bank’s recruitment team weighs financial, technical or customer service experience from another country as well as an individual’s “fit” within the bank over “Canadian work experience”. Hiring managers are counselled by the recruitment team when necessary. Once hired, skilled immigrants in financial positions can take advantage of free training programs to help them gain required certifications or licences. Tuition assistance is also provided for employees who want to upgrade their knowledge and skills through work-related courses.
“At TD, diversity and inclusion are part of who we are and everything we do. Like Hire Immigrants Ottawa, we recognize and value the experiences, perspectives and talent that New Canadians bring to the table,” says Manjit Singh, Senior Vice President, Finance, TD Bank Group, CFO, Canadian Retail and member of TD’s Diversity Leadership Council. “We are committed to building an inclusive environment where every employee and customer is valued, respected and supported.”
Diversity is the key to TD’s success.
With diversity a strategic business priority, it is no surprise that TD has cultivated a range of relationships with well-respected local, regional and national organizations that serve diverse groups to ensure that it reaches the broadest possible talent pools. Networks include the People With Disabilities Network; Aboriginal Employee Circle; minority groups in respective communities; LGBTA Pride networks; and the Women in Leadership Network.
In Ottawa, TD’s Asian Leadership Network, an employee resource group, works with LASI World Skills to place new immigrants with mentors at the bank. Additionally, TD hiring managers participate in over 50 networking events every year, as well as cross-cultural training workshops offered by HIO. A member of the local recruitment team sits on HIO’s Finance Sector Working Group and a senior human resources manager sits on HIO’s Employer Council of Champions.
2013 Awards Recipients
Congratulations to the 2013 Employer Excellence Award Recipients!
The following Ottawa employers were recognized at the 2013 Employer Council of Champions Summit for their outstanding practices in the recruitment and retention of skilled immigrants in their workplaces.
Kivuto Solutions Inc. – Small-Size Employer, Recruitment Category 
Kivuto Solutions Inc. (previously known as e-academy) is a global leader in complex digital distribution solutions. Its employee base reflects this global reach, with half of its employees, including the founder and CEO, born outside of Canada and many of its clients spread around the world.
For Kivuto, the most important ingredient in its recruitment practice is to hire the best candidate for the job. Hiring managers at the company, who have attended HIO’s cross-cultural training workshops, evaluate prospective candidates for a position based on their skills, education and ‘fit’ with the company culture. Interview questions have been simplified to avoid misunderstanding, and acronyms and culturally based expressions are avoided if possible. Staff members from other countries are invited to participate in the interview process to assess the candidate’s foreign language skills and to provide guidance on rephrasing interview questions that a candidate may be unfamiliar with.
International degrees are accepted at face value; it’s the person’s knowledge, as well as the ability to learn and adapt, and attitude — the ‘soft’ skills — that are considered to be most important. Kivuto’s “working” language is English, but other language competencies are highly valued.
The company uses a number of sources to hire its skilled talent. These include In-TAC/OCCSC (International Talent Acquisition Centre), a community organization that helps immigrants find jobs in their area of expertise. Additionally, Kivuto places ads or calls out to local community organizations that serve specific cultural/language groups (for example, Ottawa Japanese Community Association).
Kivuto recognizes that skilled immigrants have been an integral part of their business growth and success, and that diverse talent has given their company a competitive edge when it comes to serving and expanding their international client base.
“Everyone at Kivuto has been exposed to the value that immigrants bring to the table. Inclusion, openness and respect has been naturally embedded into all of the company’s human resources management and business practices since the day it was founded,” says Janet Robertson, human resources consultant.
Bridgehead – Medium-Size Employer, Retention Category
For Bridgehead, a coffeehouse and roaster business that operates in various ‘neighbourhoods’ across the city, diversity in its employee base is at the root of its growing success. Employees not only reflect the diverse neighbourhoods in which the coffeehouses are located, but also provide sustainability and resilience. Bridgehead recognizes that employees with different maturity levels, advanced skills, international experience and work ethic help to enhance service, as well as mentor and develop younger employees.
Bridgehead has taken many measures to attract and retain a diverse team. The company has built networks with community organizations serving immigrants, actively participates in community job fairs, and is commited to providing all employees with opportunities for personal and professional growth . Bridgehead promotes from within through its management apprenticeship program — paying rigorous attention to fairness and diverse representation. All staff, including entry-level employees, are offered an opportunity to become a team leader and are encouraged to build their leadership and supervisory skills.
Following this, an employee can become a trainer, after which he or she may apply for a manager apprenticeship position. Once a manager, employees continue to receive encouragement and support. This can take the form of complimentary training and development (for example, by participating in the Leadership Ottawa program, attending a program through the Sprott School of Business), as well as time off and reduced work hours to enable an employee to attend a training course or program.
All new hires receive extensive orientation, including a component to address expectations regarding communications with colleagues and customers. For new hires, Bridgehead’s buddy system has proven to be a real success. New hires are matched with current employees who have the same cultural or linguistic background — making it that much easier for newcomers to adjust to their work environment.
Bridgehead is also helping to build an inclusive community, by supporting cultural events and organizations across the city, and providing employees with paid volunteer leave.
“Having a more diverse workforce and access to internationally trained workers gives us an opportunity to better understand and meet the needs of the fairly diverse clientele we serve,” says Mia Eriksson Blundell, HR Manager.
2012 Awards Recipients
Congratulations to the 2012 Employer Excellence Award Recipients!
The following Ottawa employers were recognized at the 2012 Employer Council of Champions Summit for their outstanding practices in the retention of skilled immigrants in their workplaces.
Pythian – Medium-Size Employer, Retention Category
A remote database and consulting services company, Pythian supports the inclusion and retention of skilled immigrants into its organizations through innovative policies, programs and strategies. By employing a collaborative, transparent hiring process that involves human resources and technical hiring managers, Pythian ensures that it attracts highly qualified candidates — no matter in which country they have gained their expertise and experience. “Many of our hiring managers are internationally trained professionals themselves, so they always lead by example,” says Heidi Hauver, Director, Human Resources. Such a collaborative approach not only effectively eliminates biases and systemic discrimination, but has also attracted top global talent, with over 30 per cent of its Ottawa-based employees alone coming from outside Canada.
Once hired, new employees go through the same structured orientation program, and are matched with a buddy to ensure they successfully integrate into the workplace culture. A self-directed professional development budget is allocated to all employees so that they may further their career development — and therefore be successful within the organization. Lunch and learns and training sessions augment this program. In addition, whenever possible, qualified employees are promoted to new or vacated positions if the employee is the most qualified applicant.
“We recognize the differences in our employees and do not offer one-size fits all programs,” adds Ms. Hauver. “Our hiring practices and policies mean that we are able to attract top global talent — and therefore achieve our targets and grow as a company.”
Algonquin College – Large-Size Employer, Retention Category
For the past 20 years, Algonquin College of Applied Arts and Technology has adopted various programs to attract, retain and engage skilled immigrants. One such program, the Algonquin College Access Project, which was designed to provide educational opportunities to employees to help them advance in their careers at Algonquin, has evolved to become the Workforce and Personal Development stakeholder group. Algonquin works with a number of stakeholders in the Ottawa area to develop programs and projects that will help further education and employment opportunities for skilled immigrants who work at the college.
Programs include mentoring and advisory services designed to meet the specific needs of skilled immigrant employees. As well, human resources and other front-line staff, faculty, counsellors, advisors and recruiters are trained in cultural competency — considered a ‘best practice’ to ensure the retention of skilled immigrants.
“The full array of Algonquin staff is committed to understanding and respecting diversity at the college,” says Denyse Diakun, Director, Workforce and Personal Development. “From our Strategic Plan, to our Workforce and Personal Development group, to mandatory training and development for all managers and staff in cultural competency, the college demonstrates leadership and promotes understanding about the importance of skilled immigrants to the success and growth of the institution.”
2011 Awards Recipients
Congratulations to the 2011 Employer Excellence Award Recipients!
The following Ottawa employers were recognized at the 2011 Employer Council of Champions for their outstanding practices in recruitment and retention of skilled immigrants in their workplaces.
Citizenship and Immigration Canada – Large-Size Employer, Recruitment Category
In recognition of the Federal Internship for Newcomers (FIN) program, Citizenship and Immigration Canada received an award for the large-size employer, recruitment category. The FIN program provides qualified skilled immigrants with valuable paid work experience to help them integrate effectively into the Canadian workforce.
Job-ready candidates are recruited for the FIN program with the help of partnering immigrant serving agencies, LASI World Skills, Service Intégration Travail Outaouais and World University Service of Canada.
To smooth the onboarding process, cross-cultural competency training is provided to all interns, managers and mentors. Each intern is paired with a mentor to help them pursue career development and build networks. Since its announcement to expand last spring, the Program has more than tripled in size, offering 71 work placements to newcomers. Participating departments and agencies have increased from two to eleven, and several other departments, agencies and crown corporations have confirmed their participation moving forward.
“Each intern, including the intern in our division, brought tremendous skills, talent, and knowledge to our department while supporting an enriched and diverse work environment. It has been a true honour to lead the coordination of the Program and participate as a Manager,” says Mary Da-Costa-Lauzon, Manager, Federal Internship for New Comers Program, Citizenship and Immigration Canada.
“Through this opportunity I gained invaluable experience working with a very competent and dynamic policy group at CIC, which eventually led to my permanent position. Today, I am humbled to say that the opportunity afforded through the internship has restored my ability to provide for myself, “ says Madut Majok, Policy Analyst, Citizenship and Immigration Canada and a graduate of Federal Internship for New Comers Program.
MBNA Canada Bank – Large-Size Employer, Retention Category
MBNA Canada Bank (MBNA) has made diversity one of its key business drivers, including hiring strategies to attract and retain skilled and professional immigrants. MBNA offers candidates unique employment opportunities in an environment that encourages them to gain experience and develop a career in the financial services industry.
MBNA has established five Associate Affinity Groups to eliminate barriers to inclusion. These groups facilitate networking, mentoring and development opportunities for its employees, as well as provide a consultative voice to help the bank develop its diversity and inclusion best practices. Recognizing that development of its employees is critical for its business; MBNA’s Tuition Reimbursement Program provides opportunities for eligible employees, including skilled immigrants, to complete post-secondary training to help enhance their opportunities for growth within the organization that will support MBNA’s business strategy.
“Sustaining a diverse and inclusive environment is a journey that makes us a better business, a better partner in the communities we serve and a better place to work,” says Donna Rennie, Senior Vice President – Human Resources Manager.
“During my on-boarding process, MBNA Canada was phenomenal in providing me coaching to excel in my job’” says Mayank Sharma, Strategies Analyst and skilled immigrant. “One day my manager asked me about my goals and aspirations. From that day onward, he guided me each and every step of the way to help me reach where I wanted to be.”
Vanier Community Service Centre – Small-Size Employer, Retention Category
Vanier Community Service Centre (VCSC) believes that its skilled immigrant staff is an asset to the organization as the centre serves an increasingly diverse client base. All of its job postings are made available to its entire network of immigrant serving agencies. The centre’s flexible recruitment process recognizes and values the qualifications and international experience of new Canadian candidates, giving equal opportunity for all candidates to be evaluated equitably.
VCSC organizes quarterly lunches with its senior management and its employees which allows for open exchange consultations to help create an inclusive workplace. Its Diversity Committee celebrates the richness of the centre’s international cultures through activities that includes diversity potlucks and lunch-and-learns. To encourage and support its employees to reach their full potential, access to training is available to all staff at every level of the organization. Skilled immigrants make up 43% of VCSC staff.
“Whether we are dealing with planning services or everyday activities, our immigrant colleagues enjoy sharing their expertise and know-how. One of the key contributors to the harmony and cohesion of our team is that there is no such thing as them or us,” says Michel Gervais, Executive Director
“The Vanier Community Service Centre gave me the opportunity to work in my area of expertise. I work in an inclusive environment where employees are encouraged to reach their full potential. I am proud to be part of the VCSC team,” says Joumana Azzi, Program Manager and skilled immigrant.
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The Employer Excellence Awards recognize local employers for their innovative recruitment and retention policies, and promising practices around the integration of skilled immigrants into their organizations. The awards categories include small, medium and large private- and public-sector organizations and businesses in the National Capital Region.
2010 Awards Recipients
Congratulations to the 2010 Employer Excellence Award Recipients!
The city of Ottawa, OCRI Talent Bridge and Revera Health Services received Employer Excellence Awards for outstanding practices in the recruitment of skilled immigrants, presented at the 2010 ECC Summit.
The City of Ottawa was recognized for developing and applying a human resources tool called the “Equity and Inclusion Lens” as part of its hiring practices. This tool is used to develop policies and programs that address the systemic barriers in the recruitment and promotion of diverse talent, including internationally trained individuals. By increasing diversity in the workplace, the City seeks to better reflect the community it serves. The Lens was created in partnership with the City for All Women Initiative.
“The City is using the Equity and Inclusion Lens to enhance its recruitment efforts and improve our focus on recruiting skilled immigrants. This approach makes good business sense and is an effective way to recruit excellent new staff from across Ottawa’s diverse communities,” said City Manager Kent Kirkpatrick.
OCRI Talent Bridge’s internship program offers unique opportunities for young talent, including new Canadians, to foster their professional skills and entrepreneurial spirit. By investing in the talent of the next generation, the program ensures that Ottawa remains competitive as a hub for creative talent. OCRI Talent Bridge hires and matches candidates with Ottawa’s small- and medium-sized enterprises to help them gain valuable paid work experience and, ultimately, gain entry into the labour market. To support candidates, OCRI Talent Bridge provides full access to training and mentorship programs to help candidates search for jobs or develop their own business opportunities.
“In a very short time TalentBridge has delivered immediate results that benefit the … participants and the local small companies that get involved,” says Stephen Daze, Executive Director, Entrepreneurship and Innovation, OCRI. “… TalentBridge will help ensure that Ontario remains at the forefront of the competition for global talent.”
Revera Health Services Inc. Revera Health Services Inc. recognizes the value and potential of skilled immigrants’ international experience. Close to half of Revera’s employees are skilled immigrants. Revera helps them obtain Canadian certification and pays related expenses. Its HR policies ensure that all immigrant employees work in an environment free of barriers and bias. The company offers flexible work hours to allow its staff the opportunity for professional development.
“The recruitment, training and development of immigrants have been important elements in our management plan for many years, and will continue to be in the future,” says Joanne Tapp, Human Resources Manager. “Over 50% of our staff in the National Capital Region are immigrants, so Revera health Services relies on their expertise to maintain our high standards of excellence in the provision of in-home health care services to our clients. It is truly an honour for Revera Health Services to receive this award.”
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The Employer Excellence Awards recognize local employers for their innovative recruitment and retention policies, and promising practices around the integration of skilled immigrants into their organizations. The awards categories include small, medium and large private- and public-sector organizations and businesses in the National Capital Region.
The award application forms will be available later in fall. If you would like to be notified when the call for entries is open, please email info@hireimmigrantsottawa.ca.
2009 Awards Recipients
Congratulations to the 2009 HIO Award Recipients!
The University of Ottawa and Human Resources and Skills Development Canada (HRSDC) received 2009 Employer Excellence Awards for outstanding practices in recruitment of skilled immigrants.
University of Ottawa was recognized for its Access uOttawa program. The purpose of Access uOttawa is to recruit a pool of fully qualified and job-ready bilingual candidates, including skilled immigrants, to promote diversity at the University. The program supports managers in filling short term positions and provides valuable, marketable work experience to candidates in all targeted groups.
“We are extremely proud of our Access uOttawa program which aims to enhance workplace diversity. This recognition is additional validation that partnerships with Hire Immigrants Ottawa are benefiting members of our community,” says Louise Pagé-Valin, Associate Vice-President, Human resources, University of Ottawa. “It is truly an honour to receive this award, and we look forward to a continuing partnership to meet our common goals.”
Human Resources and Skills Development Canada (HRSDC) supports Canadians in meeting the challenges they face by putting in place policies, programs and services that are flexible, that create opportunities in today’s labour market and that provide choice. Its Immigrant Internship Pilot Program (IIPP) highlights their commitment in outstanding practices in the recruitment of skilled immigrants.
“We are extremely pleased that Human Resources and Skills Development Canada (HRSDC) was able to undertake the Immigrant Internship Pilot Program,” said Janice Charette, Deputy Minister of Human Resources and Skills Development Canada. “This pilot has created an opportunity for HRSDC to recruit and mentor Foreign Trained Professionals, not only increasing the diversity of our workplace, but providing them with a quality work experience that will help them to better integrate into the workforce. It is truly an honour to receive this award, and we look forward to a continuing partnership with Hire Immigrant Ottawa to meet our common goals.”
Certificates of recognition went to Association pour l’intégration sociale d’Ottawa and Citizen Advocacy Ottawa for their promising practices in recruitment and retention of skilled immigrants.
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L’ Association pour l’intégration sociale d’Ottawa was recognized for adapting its human resources management practices to recruit a diversified workforce. Thanks to its productive partnership with La Cité Collégiale, the association has been able to hire well-trained immigrants who make an exemplary contribution to its mission. Immigrants have transformed the association, making it an employer of choice in a prized work environment.
Citizen Advocacy of Ottawa was recognized for its employee retention within its Everyday Champions program. By providing extra support to new immigrants in the workplace so that they can adjust to language differences and to a different cultural context, Citizen Advocacy of Ottawa shows how they are adapting to the face of an evolving labour force. Recently hired internationally trained social workers, in particular, benefit from the organization’s senior social workers’ mentorship and support to new employees.
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The Employer Excellence Awards recognize local employers for their innovative recruitment and retention policies, and promising practices around the integration of skilled immigrants into their organizations. The awards categories include small, medium and large private- and public-sector organizations and businesses in the National Capital Region.
The award application forms will be available later in fall. If you would like to be notified when the call for entries is open, please email info@hireimmigrantsottawa.ca.
2008 Awards Recipients
Congratulations to the 2008 Award Recipients!
GEM Health Care Services – Medium-size Employer Award
GEM Health Care Services (GEM HCS) leads the way in actively hiring skilled immigrants through its training programs.
The majority of participants in GEM HCS’s Personal Support Worker Training Program (PSWT) have emigrated from other countries. The program provides a bridging process for immigrants to receive Canadian healthcare work skills training and also contributes to an ongoing pool of health human resources for GEM Health Care Services. GEM HCS has hired and trained over 500 PSWTs since 2000.
In addition to the PSWT Program, GEM HCS provides training through the GEM HCS Patient/Client Sitter Training Program. That program has helped recent immigrants to Canada adapt to the Canadian workplace health care setting through work assignments. GEM HCS often gives the immigrant their first job in Canada.
“We are pleased to receive this award in recognition of employee recruitment,” said Gaye Moffett, Founder, President and CEO of GEM HCS. “In addition to our recruitment efforts, we are continually adapting our workplace environment to create a welcoming and inclusive environment for persons of diverse backgrounds and cultures.” For instance, GEM HCS recognizes employee needs for religious observances, demonstrates sensitivity to dietary restrictions associated with various cultures and religions and ensures culturally competent care.
GEM HCS also maintains a payroll system of in-person cheque payments to staff. This ensures that GEM HCS Head Office maintains a close working relationship with all its employees for meetings, on the job training, coaching and sharing of company/client information.
Algonquin College – Large-size Employer Award
Algonquin College has launched a focused strategic initiative which supports the pathway to employment for immigrants and the internationally trained. Algonquin is thankful to the many organizations, community groups, and individuals that have assisted in the development and delivery of programs.
The College is committed to enhancing student success by providing enriching and challenging learning experiences through engaged employees. Recognizing the ongoing need to service Ontario’s changing population demographics, Algonquin makes employee development a strategic priority. As an example, this year, Algonquin will be providing cross cultural competency training to front-line staff, recruiters, faculty, counselors, advisers, and student success staff.
Algonquin coordinates and provides differentiating services to immigrants and the internationally trained in the areas of settlement, language assessment, academic advisement and integration, prior Learning Assessment Recognition, foreign credential recognition, profession-specific mentoring, skills training, sector and profession education requirements, and employment preparation and hiring and recruitment.
Algonquin is currently working with external stakeholders and community groups to continually align Human Resource practices as they relate to the immigrant and internationally trained talent pool.
2008 Honourable mention
The following organizations were also recognized for their promising practices in the recruitment of skilled immigrants CGI, MBNA and Scotiabank.
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The Employer Excellence Awards recognize local employers for their innovative recruitment and retention policies, and promising practices around the integration of skilled immigrants into their organizations. The awards categories include small, medium and large private- and public-sector organizations and businesses in the National Capital Region.
The award application forms will be available later in fall. If you would like to be notified when the call for entries is open, please email info@hireimmigrantsottawa.ca.