Toronto, City of
A City of Toronto employee talks with a member of the public   (Photo credit: Jose San Juan)

Recognized as one of Greater Toronto's Top Employers (2024):

Here are some of the reasons why Toronto, City of was selected as one of Greater Toronto's Top Employers (2024):

  • The City of Toronto maintains a dedicated health and wellness strategy that is supported by a psychological health and safety policy -- training, guidelines and e-learning were developed to help address managing workloads and to promote connection in the workplace
  • The City of Toronto supports employees who want to start a family with maternity and parental leave top-up for new mothers (85 per cent of salary for a full year) and parental top-up for fathers and adoptive parents (85 per cent of salary for up to 35 weeks)
  • The City of Toronto supports ongoing employee education with tuition subsidies for courses at outside institutions (to $1,500 annually), in-house and online training initiatives, and reaches out to the next generation through paid internships, co-op programs and summer student roles
City of Toronto employees   (Photo credit: Jose San Juan)

Highlights

Industry Municipal government
Established in Canada 1834
Major Canadian locations Toronto ON
Full-time employees in Canada 23,835
Part-time employees in Canada 17,244
Average age of employees in Canada 39.6 years
Longest serving employee 51.7 years
Benefits note City of Toronto has multiple employee groups, the following programs and policies may vary by position
Flexible work options hybrid work option
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
Health spending account up to $50 each year
Mental health practitioner benefit up to $1,000 each year
Maternity top-up (mothers) up to 85% of salary for 17 weeks
Parental top-up (mothers) up to 85% of salary for 35 weeks
Parental top-up (fathers) up to 85% of salary for 35 weeks
Adoption top-up up to 85% of salary for 35 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 36 months
Employee performance reviews employees receive individual performance reviews every 12 months
In-house training initiatives in-house training, online training, leadership development programs
Related tuition subsidies employer covers up to 80% of tuition per year
Annual tuition maximum employer pays up to $1,500 in tuition subsidies for job-related courses per year

Recognized as one of Canada's Best Diversity Employers (2024):

Here are some of the reasons why Toronto, City of was selected as one of Canada's Best Diversity Employers (2024):

  • City of Toronto maintains a Confronting Anti-Black Racism unit, responsible for rolling out the city's action plan and responding to priorities that have been identified by Toronto's Black communities -- the city's Black Staff Network was also recently expanded beyond a single centralized employee group, with sub-groups launched in multiple divisions across the organization to support engagement and professional development
  • City of Toronto recently adopted its first Reconciliation Action Plan to map the city's actions over the next ten years -- developed with input from local Indigenous communities, the plan includes 28 meaningful actions across five themes: actions to restore truth, actions to right relations and share power, actions for justice, actions to make financial reparations and actions for the city's Indigenous Affairs Office
  • City of Toronto established the Profession to Profession Mentoring Immigrants program in 2004 in response to employment barriers faced by skilled immigrants -- the program has created approximately 1,500 mentoring relationships since its inception
City of Toronto parks team member tends to plants   (Photo credit: Terry Jefford)

Highlights

Industry Municipal government
Major Canadian locations Toronto ON
Full-time employees in Canada 23,835
Management of diversity and inclusion initiatives people, equity and human rights division (supports the city's goals of delivering equitable outcomes both within the public service and to the city's diverse population), committees to address disabilities and Aboriginal affairs, Indigenous Affairs Office (to strengthen the city's relationship with Indigenous communities and advance reconciliation)
Performance management and accountability tracks and reports annually on equity, diversity and human rights achievements, links leadership performance to diversity considerations
Employee resource groups diversity networks are supported by an executive champion: Toronto Network of Women (includes Women in Construction chapter), Women in Technology, Pride Network, Indigenous Network, Employee Disability Network, Black Staff Network
Noteworthy diversity strategies and policies Confronting Anti-Black Racism unit (responsible for rolling out the city's action plan and responding to priorities as identified by Toronto's Black communities), Reconciliation action plan, Indigenous affairs community of practice (to support truth and reconciliation in the city)
Recruitment initiatives launched a new diversity and inclusion recruitment team to increase workforce equity, dedicated Aboriginal employment strategy, career development program for youth with a disability, Black and 2SLGBTQ youth, partners with Miziwe Biik Aboriginal employment and training, Indigenous youth research associate program
Training and awareness initiatives training on a variety of topics including human rights in the workplace, Positive Space, overcoming deep bias, and equity and diversity best recruitment practices, extensive Aboriginal education strategy (training for staff on Aboriginal history and its current-day impacts from Aboriginal Elders and partners)
Diversity highlights Access, Equity and Human Rights Awards as part of its annual City Manager's Awards, city staff mentor new immigrants through the Profession to Profession Mentoring Immigrants program
Highlights from the past year developing a business case to conduct an employment systems review to identify and remove any potential barriers to recruiting talent, finalized Excellence Toronto (management framework that includes an equity and diversity band, embedding diversity performance in management drivers, assessment levels and scoring assessment criteria), new online reporting and self-assessment tool aligned with Excellence Toronto to rate corporate performance and track achievements, expanded Black Staff network with sub-groups across the organization, expanded Black youth career development program to include youth with a disability and 2SLGBTQ youth

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