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2018 Achievement Awards

Celebrating ‘Doing the Right Thing’

By Employer, General
It was an evening of connection, storytelling, and the celebration of ‘doing the right thing.’

With leaders and influencers from Canada’s business community, award-winning employers, and government in attendance, philanthropist and keynote speaker Michael “Pinball” Clemons expectedly delivered an impassioned speech on empowering youth through education.
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Career Edge’s Best Diversity Employers

By Employer

The national competition series Canada Top 100 Employers recently released their annual Canada’s Best Diversity Employers (2018). These top organizations offer exceptional workplace diversity and inclusiveness programs within their industry and Canadian region.

The contest recognized the winners’ successful diversity initiatives in many fields and programs for their employees belonging to five groups: (a) women; (b) visible minorities; (c) persons with disabilities; (d) Aboriginal peoples, and (e) LGBT peoples.

Below are Career Edge host organizations and why they were featured:

Accenture Inc.

“Created a National Accent on Enablement employee resource group, which is sponsored by a senior executive and includes two distinct chapters for mental health and persons with disabilities.”

Bell Canada

“Established an LGBT network in 2009 to support the inclusion and professional development of LGBT employees.”


“Created a Pathfinder program to offer peer support for new Indigenous employees.”


“Operates and supports a dedicated people network for the LGBT community called pride@KPMG.”

Loblaw Companies Limited

“Piloted a dedicated LGBTQ Youth Internship at its Maple Leaf Gardens location, developed in partnership with several organizations.”


“Works with Career Edge to offer paid internships for persons with disabilities.”

Ontario Public Service

“Introduced anti-racism legislation to provide measurable targets, public reporting and community consultation through renewable multiyear strategic plans.”

Rogers Communications Inc.

“Launched dedicated pricing for customers with accessibility needs.”


“Donated more than $3.5-million to various Aboriginal groups and organizations to help increase education, engagement and awareness.”

TD Bank Group

“Is piloting a hiring program with Specialisterne Canada to hire individuals on the autism spectrum.”

Toronto Transit Commission

“Maintains an advisory committee on accessible transit.”

City of Toronto

“Established the Profession to Profession Mentoring Immigrants program in response to employment barriers faced by skilled immigrants.”

Regional Municipality of York

“Is developing a Corporate Diversity and Inclusion Charter, which will be a road map to creating an organization inclusive of employees and customers alike.”

North American Inclusion Month

By Employer, General

Abbreviated in length, but inspired by change, February is a time to do more, with less.

The National Jewish Council for Disabilities established North American Inclusion Month to recognize the need for more opportunities for people with disabilities. The initiative aims to do more than just improve our understanding of a person with a disability’s needs and aspirations for 28 days. It aspires to create action toward change, and to produce a more positive approach that prevails for 365. Read More

2018 recruitment trends

Recruitment Trends for 2018

By Employer, General
“Hiring people is by far the most important thing companies do. When organizations hire the ‘wrong’ people, no amount of HR or management can fix the problem,” wrote Josh Bersin, founder and Principal at Bersin by Deloitte, in the HR Technology Disruptions for 2018 report.

In a candidate-driven era, as power continues to shift from employers and hiring personnel to employees and job seekers, the transformation in control will alter many intricacies in the complex world of recruitment. Read More


What if I invest in my employees and they leave?

By Employer

High turnover rates discourage employers from investing in training and development for their employees. The investment costs are quantifiable, and widely perceived as unnecessary and expensive.

But, what happens when employers don’t invest in their employees, and they stay – how much does that cost? Unfortunately, no prior research has been conducted to quantify the net gain or loss of not regularly training and developing your employees. So, why? Read More

celebrate diversity

Celebrating Diversity

By Employer

Endings are as polarizing as the winter’s first heavy snowfall. Loathed by drivers, but cherished by students. Resented by farmers, but adored by newborn puppies.

Found somewhere along that spectrum are our newcomers to Canada, filled with premature wonder, followed by a gradual anticipation of its conclusion. But if beauty is in the eye of the beholder, we should welcome endings the way our newcomers celebrate winter’s finale – with relief, joy, and a celebration for new beginnings.

The traditional time for celebration is December. We celebrate 2017’s achievements and what’s ahead in 2018. New jobs, milestones, and people in our life.

A month that features social causes (International Day of Persons with Disabilities), spiritual observances (Mawlid, Hanukkah, Christmas, Kwanzaa), and ‘alternative’ celebrations (Festivus) requires recognizing that your diverse workforce needs an inclusive celebration. To appreciate the range of differences among an organization’s people, we should remain inclusive – which requires learning. Read More

youth unemployment

Youth Unemployment Plunging (but Employment Isn’t Rising)

By Employer, General

Canada’s youth unemployment rate dropped to 10.3 per cent in September, but the decrease doesn’t equal what it suggests.

More youth aren’t getting jobs. They’re leaving the workforce and going (or returning) to school, with 56 per cent of Canadian youth enrolled full-time.

Does more education increase their employability upon graduation, or delay the inevitability of another painful job search? Read More

canadian armed forces

Serving Our Country: From Military Service to Civilian Employment

By CAF, Employer

“I was able to bring a unique set of skills and experiences to my civilian employer,” said Roy Liang.

Two years ago, as the Canadian Armed Forces Reservists’ paid internship program’s inaugural hire, Roy completed a six-month, paid internship on Apotex’s talent acquisition team. He successfully integrated into the civilian workforce and launched his career.

As did Andres Lapena at RBC. And Ian Kroetsch at Tjene. And many other Canadian Armed Forces Reservists serving our country. Read More