Recognized as one of National Capital Region's Top Employers (2019):
By Richard Yerema and Kristina Leung, Mediacorp Canada Inc. staff editors (Jan 29, 2019)
Here are some of the reasons why Babcock Canada Inc. was selected as one of National Capital Region's Top Employers (2019):
- Babcock Canada provides new mothers with maternity and parental leave top-up payments, up to 80% of salary for up to 30 weeks, and offers parental top-up for fathers and adoptive parents, to 80% of salary for up to 15 weeks -- the company also supports parents-to-be with a subsidy for IVF, if needed (to $15,000)
- Babcock Canada encourages employees to adopt healthy lifestyles with a wellness spending account of $150 per year, which can be used to subsidize related expenses
- Babcock Canada offers referral bonuses as an incentive for employees to recruit candidates from their personal networks, up to $1,500 per successful hire
Employees have a big voice at Babcock Canada
Babcock Canada Inc. listens to its employees. After a recent workplace assessment asked for staff feedback, many of the employees' requests, such as better communication, were swiftly put into action.
"We're listening and making changes based on what we're hearing," says Catherine O'Reilly, vice-president of human resources for the firm, which offers engineering support solutions for mission-critical services. "The company culture is different now than even a year ago. It's not just from the workplace assessment, which is an overview of our guiding principles, but we're learning from our town halls and making changes based on that, too."
The company introduced into its town halls an audience interaction application called SLIDO, which allows employees to ask questions on their phones, anonymously if they wish. The questions then pop up on a screen.
"That opened up communications right across the board because employees felt they had an opportunity to ask anything," says O'Reilly. "The executive team is committed to answering every question, including ones they may not have time for at the session."
In the last round, employees asked 209 questions that were answered in a document that's accessible to all staff. Additionally, Babcock introduced an employee advisory committee that prioritizes employee suggestions for presentation to the executive team.
"It's exciting to belong to an organization that listens and makes changes based on recommendations," says O'Reilly. "I see the empowerment that brings to employees."
Cindy Frohlick, an assistant project manager with the submarine program for Canada, is really happy with how the company addressed employee concerns.
"I felt like our voices were heard," says Frohlick. "They completely revamped how the company communicates, including loads of internal communications and regular roundtable discussions. It's a very positive culture. We've been given the tools we need to come together and collaborate when necessary so we can blast through our challenges. It helps your motivation when you know what everyone is striving toward."
Communication also involves social events such as the annual company picnic and fundraising for different charities, including for four Canadian employees going to Tanzania to build houses as part of an initiative by Babcock International. Then there's team building.
"We recently had an off-site team-building session where we did an escape room," says Frohlick. "You're locked up together and get a series of clues on how to get out. It was a great way to bond with our colleagues, particularly ones you don't work with every day. That was a lot of fun."