Recognized as one of Canada's Top 100 Employers (2022) and Greater Toronto's Top Employers (2022):
Mediacorp Canada Inc. staff editors (Nov 11, 2021)
Here are some of the reasons why Hatch Ltd. was selected as one of Canada's Top 100 Employers (2022) and Greater Toronto's Top Employers (2022):
- In the past year, Hatch implemented an office reimbursement program, providing up to $500 to help employees outfit their home office with furniture or supplies -- and recently increased coverage for mental health services (from $400 to $1,500 annually)
- Hatch helps employees prepare for life after work with retirement planning assistance services, along with a defined contribution pension plan and a health plan that extends into their retirement (shared premium contributions) with no age limit -- and offers phased-in work options for those nearing retirement
- Hatch recognizes employee dedication and accomplishments through an annual global awards program with a variety of categories, including best paper (for technical papers submitted at a conference or for publication), construction management, sustainability, innovation, and a recently added award for diversity and inclusion
Hatch engineers strong support for new employees
About a year ago, when she was 22 and had been fulltime with Hatch Ltd. for only a few months, Emily Miszk was on assignment in Baffin Island for the global engineering firm. After learning about a project in Nunavut, she recalls, she had sent an email saying, “‘Hey, just so you know, if you ever need someone to go up there, I could be that person.’ A week later, they were like, ‘OK, pack your bags, you're going.’”
A geotechnical engineer in training, Miszk has travelled three times to the Mary River site of Baffinland Iron Mines, possibly the most northern mine in the world; when she first went last November, the temperature was minus 40. Her job is to supervise a drilling investigation looking at soil, rocks and ice.
“I was super-intimidated at first, but my supervisor and other project managers said, 'Oh, you've got this,’” she says. “I was given the opportunity to make decisions in the field. It’s cool to know that whatever decision I make, they will support me 110 per cent.”
Miszk notes, however, that she has never felt completely on her own in Nunavut. “Sometimes when I come back from the site it's late in the evening, but my project managers are always on the computer if I have any questions, and they respond before my shift the next day. They make sure that everything is set up for me to be successful here.”
John Bianchini, Hatch’s chairman and CEO, says grooming young talent has always been part of the company’s DNA. “Real development happens on the job, so we give our people lots of responsibility early on in their careers. We purposely stretch them,” he says. “Worldwide, we hire and develop about 300 new engineers every year as well as several hundred students.” He notes that Hatch provides abundant training and a career-management program.
Bianchini, based in Mississauga, Ont., was himself challenged early in his career in 1988, when he was 25 and had been with Hatch only three years. He was assigned to lead a team involved in expansion of Richards Bay Minerals in South Africa. “It was a real developmental project for me,” he says, “because I got to learn about the technology and help modernize it with the team.”
He adds that social responsibility is embedded in the company’s “manifesto” and continues to be key, driven by a desire to create positive change in its communities. In South Africa, where Hatch still counts Richards Bay as a client and where the company’s second largest campus is, Hatch has invested more than $26 million in skills developments and bursaries, largely targeted to previously disadvantaged groups, over the past 15 years.
The company also provides scholarships and bursaries to Indigenous students in Canada. And this year, through employee donations and a corporate match, it raised $1 million for COVAX, the global COVID-19 vaccine-sharing project.
Miszk says Hatch jumped right on board when she proposed initiatives to inform high-schoolers – particularly females – about STEM in Niagara Falls, Ont., where she spent her first year with the company (she’s now based in Vancouver). Last March, she co-ordinated an event attended by 70 young people. “It was a dream of mine to run a seminar kind of thing,” she says. “Growing up, I had no idea what engineering was, and it was a very fluky thing that I ended up in the field.”
Bianchini says Hatch also has a “real open-door policy,” whereby employees are welcome to email him directly. “There is no ladder at Hatch to escalate an idea or a problem. There is no hierarchy.”
Recognized as one of Canada's Top Employers for Young People (2022):
Mediacorp Canada Inc. staff editors (Jan 17, 2022)
Here are some of the reasons why Hatch Ltd. was selected as one of Canada's Top Employers for Young People (2022):
- Hatch manages a Professional Development Program (PDP) to help recent grads in their first to third year of employment transition to the working world -- the PDP program is driven by the Young Professionals Committees at Hatch, who help plan events and present budgets for approval
- Hatch regularly partners with universities across Canada to collaborate on educational, research and development projects as well as for scholarship grants -- the company sponsors the University of Toronto's Community of Practice for Engineering Leadership, which provides students with access to industry mentors and programs that focus on professional development
- Hatch offers several mentorship opportunities to connect employees of all experience levels, including global mentor circles for professionals with four to 10 years of experience and the new Project Delta initiative launched in 2020, which pairs new and young employees with experienced professionals with four to 10 years of practice
Recognized as one of Canada's Best Diversity Employers (2022):
By Kristina Leung and Stephanie Leung, Mediacorp Canada Inc. staff editors (Mar 7, 2022)
Here are some of the reasons why Hatch Ltd. was selected as one of Canada's Best Diversity Employers (2022):
- Hatch recently set a goal to have women represent 40 per cent of its workforce by 2023, and to ensure the company provides equal access to opportunity for women, Hatch will aim to have a third of all experienced hires and half of student and young professional interview slates be women -- additionally, the company launched a pilot sponsorship program to address the advancement of women through its pipeline
- Hatch partnered with Our Children's Medicine to indigenize its application process to help ensure it represents the Indigenous way of life, culture, and that inclusion and systemic barriers are considered throughout an applicant's journey -- the company also offers scholarships and internships for Indigenous youth (in partnership with Indspire) and mentoring for students interested in engineering (as part of the Oskayak High School job shadowing program in Saskatchewan)
Hatch engineers a variety of diverse solutions
I n 2016, when she was asked to be part of the diversity and inclusion steering committee of Hatch Ltd., a global engineering, project management and professional services firm, Laura Twigge-Molecey declined.
“Back then, I felt I should try and fit in with my peers and not make a big deal about how I was different in a male-dominated industry,” recalls Twigge-Molecey, who has been with the Mississauga, Ont.-based company for 25 years and was recently promoted to managing director for transportation.
Her thinking has changed dramatically since then. “I‘ve realized that as a female leader, I can influence a broad group of people and be a role model, which from my perspective is the most important part about leadership,” says the mother of three. “With role models, people can see a path for themselves.
“Before I started this position in transportation, I was looking after engineering globally. And when I was approached about this job, I was nervous because the group of managing directors was almost 100-per-cent male, and some of them had younger families and most had a spouse who stayed at home. I was always uncomfortable saying, ‘Well, I can't come to a 7 a.m. meeting because I have to take my kids to school.’ ”
But then, Twigge-Molecey continues, she realized, “Everyone has different life situations. It wasn’t my peers pressuring me to do something – I was putting pressure on myself.” Plus, she felt buoyed by Hatch’s commitment to diversity. “The inclusivity part is important, especially when you’re part of a minority group. It helps you feel as if you’re part of the team.”
For Brittany Chubey, a senior structural engineer with 12 years at Hatch in Saskatoon, Sask., the company has steadfastly supported her career aspirations. “I’ve always felt valued and respected,” she says, “and that Hatch has supported me in a way that isn’t just about excelling at my career but also about balancing all aspects of my life.”
Chubey notes that she’s often required to go to project sites to validate the firm’s designs or support construction. “These experiences are incredibly valuable. Hatch has always supported me in my desire to gain more site experience, but at the same time they respect that I’m a mom of three and it takes time to co-ordinate with my family, especially since these sites are often far from home.
“I’ve advanced in my career because Hatch continues to present me with challenging opportunities, leaving me to decide my career path and never choosing it for me based on my family situation or anything else.”
Hatch has also launched a diverse and inclusive design initiative, with Twigge-Molecey as its sponsor. The program ensures diversity and inclusion are embedded in the engineering design methodology. For example, if a client has a goal of 40 per cent for women or a certain percentage for Indigenous workers as part of its current or future workforce, Hatch can influence how a facility is designed to ensure the needs of the workforce can be met.
The next phase, says Twigge-Molecey, is to start measuring female involvement in the firm’s largest projects. “And then, we’re going to expand to other kinds of diversity in the future. We can talk about, for example, how we had had 15 per cent of a project done by people in our Chilean, South African or Indian office, and we can actually track the project performance.
“Whether it’s cost, schedule or safety,” she concludes, “we can use these data to measure the positive impact of a more diverse team.”
Recognized as one of Canada's Greenest Employers (2022):
Mediacorp Canada Inc. staff editors (Apr 19, 2022)
Here are some of the reasons why Hatch Ltd. was selected as one of Canada's Greenest Employers (2022):
- Hatch's specialized environmental services practice group ensures that environmental and sustainable design considerations are factored into all of its projects -- and at its own offices, employees participate in extensive waste management programs that encompass e-waste, organics, paper, batteries, bans on one-time use plastics, as well as programs to ensure the proper disposal and recycling of all waste at project sites, including hazardous waste, scrap metals, treated and untreated wood, pipes, insulation and more
- Hatch recognizes Earth Day through an annual Sustainable Development Week (held virtually during the pandemic) and organizes a week of sustainability-focused events and discussions, including panel discussions, volunteer activities and a sustainability competition
- Hatch's head office features water-efficient appliances and automated building sensor technology, the "It's Cool to Be in the Dark" program to reduce AC and lighting usage in the summer months, rainwater collection, native tree species planted on the grounds, bioswales to mitigate containments from water runoff, and a community garden where employees can practice their green thumbs