Recognized as one of BC's Top Employers (2019):
By Richard Yerema and Kristina Leung, Mediacorp Canada Inc. staff editors (Feb 21, 2019)
Here are some of the reasons why Clio was selected as one of BC's Top Employers (2019):
- Clio helps employees save for the future with matching RSP contributions and offers an option for employees to become owners through a share purchase plan, available to all
- Clio supports employees who want to start a family, offering maternity leave top-up payments (to 80% of salary for up to 14 weeks), and recently introduced parental top-up for fathers and adoptive parents (to 80% of salary for 4 weeks)
- Clio encourages employees to make health and wellness a priority with free membership to an onsite fitness facility (shared access with others), a separate yoga room, and instructor-led pilates classes and cardio boot camps -- employees can also take advantage of monthly visits from a registered massage therapist, acupuncturist and naturopath
Recognized as one of Canada's Top Small & Medium Employers (2019):
By Richard Yerema and Kristina Leung, Mediacorp Canada Inc. staff editors (Apr 11, 2019)
Here are some of the reasons why Clio was selected as one of Canada's Top Small & Medium Employers (2019):
- Burnaby-based Clio continues to expand at an extraordinary pace, adding over 180 new full-time positions in the past year (a year-over-year workforce increase of approximately 93 per cent)
- Clio's head office includes two employee lounges which feature video games, foosball, table tennis, board games and a lending library, as well as healthy snack options and a beverage island with wine
- As part of Clio's health benefits plan, the company offers a health spending account of up to $500, allowing employees to customize coverage to suit their needs
How Clio is removing barriers for female tech professionals
Last June, Clio, an innovative and fast-growing legal software firm, embarked on an ambitious gender diversity project. Needing to hire a large number of new software developers in a short time, the Vancouver-based company set out to increase the ratio of female software developers from 13 per cent to 25 per cent - by the end of 2018.
"Thirteen per cent just wasn't good enough," says Ainsley Robertson, Manager of Developer Experience. In the course of nearly doubling the size of its software development team, the company wanted to actively remove barriers that kept women from seeking these roles. By encouraging more women to apply, the resulting successful hires would be both the best fit for the roles and represent more diverse experiences and points of view.
"We strongly believe that high-performing teams need to be gender-diverse teams," says Robertson.
The company reached out to groups that bring together women in software development to encourage their members to apply. Robertson notes that the key word is "apply" - "this doesn't change our evaluation process. This was just about increasing the number of applicants."
So did it work? "Our goal was 25 per cent by December 31, and we made it on December 16," says Robertson. But that's just the start. Clio will continue to check in on targets and set new goals to continue to drive a diverse and talented workforce.
The exercise tells you a lot about Clio, which has tried to do things differently since its founding in 2008 by computer science grad Jack Newton and Rian Gauvreau, who had worked in IT at a law firm. As Director of Talent Lyndsey Hannigan puts it, "Our mission as a company is to transform the practice of law for good, in both senses - permanently and also for the better, bringing our clients into the 21st century. We're trying to help lawyers see themselves as not just legal professionals but as business owners."
The company offers a suite of cloud-based products that help lawyers manage and grow their firms, from client intake through scheduling to invoicing and much more. It has become the world leader in its field, with additional offices in Toronto, Calgary, Los Angeles and Dublin.
And for employees, it has big ambitions. "By the end of this year, we'll be north of 500 people, with an eye to 1,000 in the next couple of years," says Hannigan. Throughout that process, she says, the company is determined to maintain an environment that is both "human and high-performing" - based on core values that including learning, sharing and humility.
Clions, as Clio employees call themselves, also boast a diversity and inclusion employee resource group, which Robertson helped lead after she arrived in 2016. An employee-led initiative, the group helps generate discussions about diversity and inclusion across the company and, says Robertson, "create an environment at Clio where everybody feels that they belong." To support this work, the company recently launched its first inclusion survey to benchmark how Clio is performing.
The company is also focused on meaningful career development. For example, Robertson, a Bachelor of Commerce graduate in marketing, started at Clio as a product manager. After working on projects such as accessibility that she was passionate about, she was able to switch to her current developer experience role. The role was created to ensure that developers, who are in high demand everywhere, continue to enjoy Clio's unique culture as the company grows.
Throughout her time at Clio, Robertson says, she has particularly appreciated the help of Clio's in-house career coach, accessible to all staff, and what she gained from Clio's leadership training - "I was blown away."
Hannigan notes that Clio's core philosophy is that "Clions own their career path. It's not, once a developer always a developer. We encourage continuous exploration of the things you're passionate about, and we promise our employees that they'll be given the support to explore those possibilities."