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Ottawa, City of
City of Ottawa employees  

Recognized as one of National Capital Region's Top Employers (2023):

Here are some of the reasons why Ottawa, City of was selected as one of National Capital Region's Top Employers (2023):

  • City of Ottawa has added hybrid work to its existing alternative working arrangement options, including flexible hours, compressed work weeks, job sharing and reduced work weeks
  • City of Ottawa supports employees through various stages of life, from maternity leave top-up payments for mothers-to-be and flexible work options to help balance personal and family commitments to retirement planning assistance for those in the later stages of their careers
  • City of Ottawa offers comprehensive development opportunities for the next generation of employees, including an extensive summer student jobs program, in-house apprenticeships and skilled trades programs, and formal mentoring and coaching programs
City of Ottawa employees Jake Lacroix, Kiley MacLennan, and Kyle Aubrey   (Photo credit: C Bricker)


Industry Municipal government
Established in Canada 1855
Major Canadian locations Ottawa ON
Full-time employees in Canada 12,899
Part-time employees in Canada 7,892
Average age of employees in Canada 40.08 years
Longest serving employee 50 years
Benefits note City of Ottawa has multiple employee groups, the following programs and policies may vary by position
Hybrid work established on a case-by-case basis, new leadership training for managing hybrid work arrangements
Flexible work options flexible work hours, 35-hour work week (with full pay), shortened work week (fewer hours with less pay), compressed work week, telecommuting
Long-term savings defined-benefit (DB) pension
Health plan premium as part of the health plan, the employer pays up to 100% of the premiums
Maternity top-up (mothers) up to 93% of salary for 16 weeks
Parental top-up (mothers) up to 93% of salary for 14 weeks
Parental top-up (fathers) up to 93% of salary for 14 weeks
Adoption top-up up to 93% of salary for 14 weeks
Vacation allowance new employees receive 3 weeks of paid vacation after their first year on the job
Outside survey period outside consultant surveys are held every 24 months
In-house training initiatives apprenticeship/skilled trades programs, in-house training, online training, mentoring, paid internships
Related tuition subsidies employer covers up to 100% of tuition per year
Employee charitable involvement employees are involved in selection of charities, employees receive paid time off to volunteer

Recognized as one of Canada's Best Diversity Employers (2023):

Here are some of the reasons why Ottawa, City of was selected as one of Canada's Best Diversity Employers (2023):

  • City of Ottawa's Women and Gender Equity Strategy includes a systemic framework that sets corporate and departmental targets and defines commitments -- priorities of the framework include gender-based analysis and gender lens on city policies and strategies, and awareness-raising and training on women and gender equity
  • City of Ottawa established an Anti-racism Secretariat, which is drafting the city's first anti-racism strategy, and consulted the community extensively through various engagement sessions, resulting in a "What We Heard Report" released in November 2021 that consolidated community feedback and recommendations -- an anti-racism advisory table with members from Indigenous, racialized and faith-based communities will provide subject-matter expertise and advise on recommended actions
  • City of Ottawa developed the Leverage Equity and Achieve Diversity and Inclusion Targets (LEAD IT) strategy to support the organization's pursuit of its workforce representation goals -- the strategy challenges systemic barriers to employment through two streams of hiring, the Comparative Merit Model (tracks candidates through each step of the hiring process to ensure groups are proportionally represented at each stage) and the Designated Positions Program (allows managers to identify designated positions to be competed and filled by members of employment equity groups)
Lindsey Kirby-McGregor, program manager, Indigenous relations with the City of Ottawa  


Industry Municipal government
Major Canadian locations Ottawa ON
Full-time employees in Canada 12,899
Management of diversity and inclusion initiatives corporate diversity and inclusion plan, created the Gender and Race Equity, Inclusion, Indigenous Relations, and Social Development (GREIIRSD) branch in 2020, responsible for outreach and recruitment, and for overseeing the city's diversity, inclusion, anti-racism, women and gender equity, Indigenous reconciliation, and outreach initiatives
Performance management and accountability goal to increase overall representation of the employment equity designated groups to match the 2018 market availability rates by 2024, Count ME In! self-identification questionnaire
Employee resource groups 9 affinity groups include Asian Heritage, Francophone Staff, City Employees from India, Muslim Connect Affinity Group, Employees with Disabilities, First Nations, Inuit and Métis Employees, Diverse Employees Network, Rainbow Employee Network and
Noteworthy diversity strategies and policies established a Reconciliation Action Plan in 2018 with 14 actionable initiatives (to build reconciliation in areas of culture, employment, children’s services and education and awareness), Indigenous Relations branch leads work to support reconciliation, created a women and gender equity strategy to ensure that the city's services, policies, and plans integrate a women and gender lens and promote women and gender equity, created an Anti-Racism Secretariat responsible for the development of the city’s first corporate anti-racism strategy, maintains an Older Adult Plan to support older persons and their quality of life in the city, accessibility working group
Recruitment initiatives participates in the Youth Futures program (6-week paid summer placements to help youth who face marginalization and other barriers gain work experience), developed a strategic hiring process (LEAD IT) to increase workforce representation (includes data collection on the participation of women, non-binary and trans people through each application stage), dedicated outreach and engagement specialist who works with departments to identify and develop targeted outreach and recruitment strategies, inclusive hiring training for hiring managers
Training and awareness initiatives mandatory Equity and Inclusion Lens training (to help employees consider equity and to build inclusive practices into their day-to-day work), equity and inclusion lens handbook to promote inclusive interactions between city staff as well as residents, bias awareness training, leading a diverse workforce (required training for managers and supervisors), Pathways to Indigenous Learning program (provides foundational context, including the history of Indigenous and colonial relations)
Diversity highlights engages community groups to review the job application process to identify barriers and recommend improvements, city manager's award of distinction includes a diversity and inclusion award that recognizes an individual or team who promotes inclusion in the workplace (as well as an award recognizing teams that promote diversity within the community)

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