Recognized as one of Greater Toronto's Top Employers (2019):
By Richard Yerema and Kristina Leung, Mediacorp Canada Inc. staff editors (Dec 6, 2018)
Here are some of the reasons why Manulife was selected as one of Greater Toronto's Top Employers (2019):
- Manulife focuses its charitable efforts on empowering individuals to live healthier and more financially secure lives -- the company provides paid time off to volunteer (donating over 23,000 volunteer hours on company time in the past year) and matches employee donations (to a maximum of $5,000 each year)
- As part of Manulife's "Wellness Matters" initiative, the company provides resources and services to support the physical and mental well-being of employees, including information on mental health, nutrition, fitness and personalized wellness programming -- Manulife also employs Wellness Consultants and a Wellness Champions Network to increase employee participation in related events
- Manulife encourages employees to adopt an ownership mentality through a share purchase plan (available to all employees) and offers a full suite of financial incentives, including signing bonuses for some, year-end bonuses for all, and generous referral bonuses of up to $5,000 for successful hires
Recognized as one of Canada's Top Employers for Young People (2019):
By Kristina Leung and Richard Yerema, Mediacorp Canada Inc. staff editors (Jan 17, 2019)
Here are some of the reasons why Manulife was selected as one of Canada's Top Employers for Young People (2019):
- Manulife manages an extensive co-op program, providing students opportunities to participate in a variety of activities, including job shadowing, volunteer opportunities, exposure to the company's executive team, and a term project which involves the creation of a real business tool or analysis of a current business problem
- Manulife's Research, Exploration and Development (RED) Lab provides students with unique opportunities to develop problem solving, design thinking, prototyping and presentation skills, and also organizes co-op challenges throughout the year for students working in the Kitchener area
- Manulife manages an Advanced Analytics Development program for new grads which features mentoring and rotations in data engineering and data scientist roles in Boston, London and Hong Kong -- the program aims to provide exposure across all of the company's business lines as well as various geographic locations and functions
Recognized as one of Canada's Best Diversity Employers (2019):
By Kristina Leung and Richard Yerema, Mediacorp Canada Inc. staff editors (Feb 28, 2019)
Here are some of the reasons why Manulife was selected as one of Canada's Best Diversity Employers (2019):
- Manulife's Toronto office manages Women@Manulife, which offers networking events, discussion groups and speaker presentations that focus on topics that women face in the workplace and at home -- the group also creates smaller forums for women from all levels to connect with leaders such as "Lunch with a Leader" or "An Evening with our CEO"
- Manulife recently embedded diversity and inclusion accountability into performance goals for leadership personnel and added an inclusion index to its employee engagement survey -- the firm continues to engage employees in ongoing dialogue on inclusion through unconscious bias training
Manulife looks to build on its diversity success
Manulife, a leading global financial services company, is intent on building a culture where employees can bring their whole selves to work and grow fulfilling careers.
Take Hafeez Hussain, for example. After joining Manulife as a new graduate, Hussain worked in various positions in the company's Toronto and Boston offices, and he was supported to obtain his MBA. Currently a Project Manager at Manulife, he has grown his career at the company for almost 13 years. Now he's encouraging other employees who are visible minorities to do the same.
Hussain is an active member of Manulife's Pan-Asian employee resource group (ERG). He is passionate about helping visible minorities achieve their potential. "We have a huge, diverse workforce already at Manulife," says Hussain. "I'm helping to get the message to Pan-Asian employees that we can be leaders, we can promote change, and we can be at the forefront of innovation." Through his ERG involvement, he works with the company's Diversity & Inclusion team to help organize workshops, speakers and events to promote this message.
Manulife's ERGs host annual celebrations including Pride, International Women's Day, Black History Month, Chinese Lunar New Year and the South Asian Diwali festival.
"Diverse events in the workplace give people the chance to come together, to share an experience, to learn more about other cultures, which opens pathways to honest dialogues and a sense of community," says Kimmet. "Regardless of who joins the company, we want everybody to feel connected, able to be productive and feel a sense of belonging."
Prioritizing diversity and inclusion at Manulife is a commitment that comes from the top. A global executive diversity and inclusion council, chaired by CEO Roy Gori, meets quarterly to set the diversity and inclusion strategy and put it into operation.
Women comprise 60 per cent of Manulife employees globally and 45 percent of management, and Manulife is focused on growing diverse talent. "Building on the success we've had with female representation throughout the company, we're focused on increasing representation from other diverse communities by leveraging our past best practices and adding new elements," says Kimmet.
In its recruiting, Manulife reaches out to qualified, diverse candidates through organizations like Black In Technology, a platform for black professionals in technology; Access to Success, a group empowering MBA students with disabilities; the Rotman Forté career fair for female MBA graduates; and the Rotman Back to Work Program for women returning to the workforce after an extended absence.
Last year the company launched a new onboarding program with enhanced diversity and inclusion resources. "Senior leaders from diverse backgrounds and members of the company's ERGs join employee onboarding sessions to talk about their experiences and ways to get involved," says Kimmet. "When you're new to any organization, regardless of your role or level, it's important to feel that sense of community as quickly as possible."
All new hires are also required to complete unconscious bias training within their first two months on the job, creating an understanding that inclusion is fundamental at Manulife.
The company says it creates an inclusive environment for all employees, including those with physical or other disabilities. Manulife's WorkSmart program promotes flexibility in how and when employees work, and the company provides accessible technology for employees with visual or hearing needs. Two years ago, Manulife introduced a generous health benefits plan with up to $10,000 in annual coverage for employees and their family members for mental health practitioner services.
As part of its annual global engagement survey, Manulife asks employees about the inclusivity of its corporate culture. "We continue to enjoy very high inclusion scores measured against global benchmarks," says Kimmet. "We are in the top quartile, so it's an area of strength for us, but we know there is opportunity to do more."