FortisBC cultivates talent, connections and community

During Maral Lotfian’s seven years at FortisBC, she has helped to develop the company’s culture of belonging so much that now she can’t imagine working anywhere else.

“It is a very nurturing culture,” says the director of employee experience. “We want our people to be supported, to feel a sense of connection and to belong.”

In 2016, Lotfian left the retail industry to join B.C.’s largest energy provider as an employee communication specialist. Her leaders encouraged her to take ownership of projects, develop her ideas and enrol in various development opportunities. Within two years she was promoted to manager. This year she became a director.

Lotfian doesn’t see her rapid rise at FortisBC as unique. “That is a testament to how as an organization we develop talent and look internally,” she says. “Everyone here wants to cultivate talent. We know our people are the energy behind shaping and leading B.C.’s clean energy transformation.”

As part of her work strengthening the company’s culture of belonging and employee experience, Lotfian and her team put out a call to employees earlier this year to share their personal stories on the company’s intranet site. They wanted to spark discussions, as well as greater awareness, among employees about the diversity of their lived experiences outside of FortisBC.

The response was overwhelming and resulted in an inspiring short video of employees speaking candidly about everything from their own experience growing up in poverty to suffering from depression to facing discrimination in a multi-racial marriage.

“The video was to get to know our employees and who we are,” says Andrea Cadogan, vice president, people. “It’s emotional.”

Across the province, FortisBC provides safe, reliable and affordable renewable energy, natural gas, electricity and propane to more than 1.2 million customers, including to 58 First Nations communities. Its infrastructure crosses more than 150 traditional territories. “Our employees also live in those communities and are customers of FortisBC,” says Cadogan.

Living in the communities where they work and fostering strong connections is essential to the company’s work. That’s evident in the more than $4.5 million in grassroots initiatives it supported last year in 65 communities and its partnerships with First Nations.

“We have made a strong commitment to Indigenous relations, and we will continue to build and strengthen those relationships,” says Cadogan.

FortisBC’s dedication to fostering strong relationships with Indigenous communities was publicly recognized in October when the company received a silver-level designation in progressive Aboriginal relations from the Canadian Council of Aboriginal Business.

“Getting recognition from the Indigenous community on the work that we do is something to be proud of,” says Cadogan.

FortisBC has a long history of engaging with First Nations. More than 20 years ago, the energy provider worked with Indigenous leaders to develop its statement of Indigenous principles, and since then has remained committed to fostering reconciliation. Among several other initiatives, the company ensured that more than 90 per cent of its employees have now completed Indigenous awareness training and that meeting measurable targets in Indigenous relations is now tied to corporate performance metrics and executive compensation.

Cadogan also takes pride in other initiatives to improve diversity, inclusion and equity at FortisBC. Last year, a target was set to have 90 per cent of employees attend a wellness workshop with a focus on mental health.

“We know it takes a diverse team of dedicated employees to lead the transition to a lower-carbon energy future in B.C.,” says Cadogan. “Whether it’s trades, finance, IT or engineering, we’re always looking for new diverse talent to join our collaborative and supportive work culture.”

This article appeared in the magazine announcing this year's BC’s Top Employers winners, published February 13, 2024 in the Vancouver Sun. This article was prepared with the financial support of the employer, which reviewed but did not write its contents.