Growth opportunities abound at the City of Ottawa

In 1995, Wendy Stephanson responded to a newspaper job ad for an overpayment recovery coordinator, a new role in financial services at the City of Ottawa. Armed with a commerce degree from Carleton University, she was well positioned to move up through the organization. “It’s absolutely a place to grow your career,” she says.

In the nearly three decades since, Stephanson has done exactly that. “There are so many opportunities in so many different areas, and I’ve pursued many of them,” she says. After moving into an auditor role, which gave her a broader view of the organization, Stephanson held various leadership positions, including chief financial officer for four years before becoming city manager in 2023.

“I saw right away that my work has a direct impact on the community, and I love that,” says Stephanson. “If you live and work in the city, you partake in the services. Everyone who works at the City of Ottawa is bettering the services that impact us, our families and our communities.”

Noha Fahmi is one of those community members and employees. Originally from Egypt, she had finished a degree in public hospital management in France, then moved to Ottawa in 2014 as an adventure with her young son. After attending a City of Ottawa job fair, she successfully applied for a human resources service centre representative position in 2018.

“It was an entry-level position at the call centre, but it was the best decision ever because it was a good way to learn about the City’s 110 business lines,” says Fahmi, now an outreach and recruitment specialist. “I could see that there were many opportunities for growth, and I continue to learn and have the flexibility to move into different roles and departments.”

As an immigrant, Fahmi felt comfortable from her very first interview. “Everyone was so friendly and welcoming that I didn’t feel like a stranger,” she says. “There’s a very strong diversity and inclusion mandate here – it’s not just a slogan.”

Hearing stories like that makes Stephanson happy. “We strive for a respectful, equitable workforce that reflects the community we serve,” she says. “We’re making a lot of progress to create a safe space for everyone to feel comfortable at work. Breaking down barriers is very important to us, right from our hiring practices on up.”

Both formal and informal mentoring contribute to employees’ success and career development. “It’s one of the best things you can do for yourself, whether you’re a mentor or a mentee,” says Stephanson, who adds that she learns as much from her mentees as they do from her. In fact, when one employee she was mentoring had finished her CPA designation, it motivated Stephanson to earn hers.

“Lifelong learning and innovation are so important, and we encourage and support both here,” she says. “You’re never too old to learn and grow. We invest in our employees in many ways, including helping them further their learning, through both formal and informal opportunities.”

Fahmi has benefited from career-development training in project management and coaching to learn how to better facilitate discussions with her internal and external clients. She continues to do online training and checks in with her supervisors regularly for feedback. “I’m not shy to ask questions – it’s a very supportive, collaborative environment with open communication,” she says.

Above all, Fahmi enjoys connecting with potential job candidates by doing presentations at community partners, such as schools. “I love working with people and attracting the right talent to the right positions,” she says. “It brings me a sense of purpose – it’s why I’m here.”

This article appeared in the magazine announcing this year's National Capital Region's Top Employers winners, published February 6, 2024 in the Ottawa Citizen. This article was prepared with the financial support of the employer, which reviewed but did not write its contents.

The City of Ottawa listens to its people’s voices

Amanda Bagalacsa is a second-generation Filipina Canadian, one of the City of Ottawa’s diversity and inclusion programs and projects specialists and the lead for the Asian Heritage Affinity Group, which is part of the City’s employee-led networks based on social identity. She feels she’s uniquely positioned to help advance the City’s equity, diversity, inclusion and belonging (EDIB) commitments.

“Having my voice be heard and having trusting relationships have allowed me to discover and develop the skills and abilities that have led me to where I am today, growing from just having a job to having a career,” says Bagalacsa, who has been with the City since 2011.

In 2023, with interdepartmental collaboration and leadership support, the Asian Heritage Affinity Group spearheaded the #ReclaimMyName Campaign, where Bagalacsa (pronounced “bah-gah-LUCK-sah”) filmed a video sharing her name, culture, heritage and family’s story. The staff-led initiative’s goal was to build cultural confidence, nurture connections and empower employees.

“We’re challenging the notion that we need to sacrifice pieces of ourselves, like a name that might be difficult to pronounce, to make others feel comfortable,” says Bagalacsa. “My identity is so deeply rooted in my heritage, and it’s important for me to share my stories and culture with others, both in my personal and professional lives. I’m grateful that I’m able to bring my authentic self to work and into my work every day.”

Employees’ psychological safety and well-being is a priority at the City. “As leaders, it’s incumbent upon us to lead by example because it demonstrates the workplace is where everyone can feel safe,” says Clara Freire, general manager of community and social services. “We strive to foster an environment that’s free of discrimination and bullying, and where people can voice concerns without fear of backlash.”

In 2023, the City launched an all-staff survey based on the factors that contribute to a psychologically safe workplace. “The survey asked tough questions, and we had to be prepared to hear tough answers,” says Freire. “I’m proud of where we are, but we have lots of work left to do as we respond to the needs of our staff who deliver critical services to our community.”

Over the past several years, robust initiatives have been developed to address EDIB, including the Indigenous Reconciliation Action Plan in 2018, the Women and Gender Equity Strategy in 2022 and the Anti-Racism Strategy in 2023. “We’re evolving those plans and relationships and challenging the status quo,” says Freire. “It’s important to have the big plans and to follow through on them, but also to listen to what our employees are saying every day.”

Part of the strategies involve various training and learning opportunities to help employees at all levels understand anti-racism principles and identify barriers. One aspect is to help remove bias in the hiring process and advance the representation of Indigenous, Black and other racialized staff in the City’s increasingly diverse workforce.

“First we need to learn about individual differences, intersectional identities and strengths, then have an open dialogue by listening actively, speaking mindfully and showing compassion,” says Bagalacsa. “We’re fostering a culture where people are respected and valued because of their differences, not in spite of them.”

This article appeared in the magazine announcing this year's Canada’s Best Diversity Employers winners, published March 5, 2024 in The Globe and Mail. This article was prepared with the financial support of the employer, which reviewed but did not write its contents.