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Rogers Communications Inc.
An employee at one of Rogers' retail locations   (Photo credit: Rob Howard)

Recognized as one of Greater Toronto's Top Employers (2022):

Here are some of the reasons why Rogers Communications Inc. was selected as one of Greater Toronto's Top Employers (2022):

  • Rogers supports employees who are new mothers and fathers with maternity and parental leave top-up payments and recently introduced a phased return-to-work program for new parents, allowing them to work on a modified schedule for the first five weeks of their return while receiving 100 per cent of their salary
  • Rogers employees enjoy discounted home internet and television services along with a full suite of long-range financial benefits, including a defined contribution pension plan and a share purchase plan
  • Rogers' unique and thoughtfully designed workplaces feature quiet zones, interactive spaces, and access to the latest technology -- the company also manages an impressive work-from-home program with more than 90 per cent of employees moving to work from home during the pandemic, including 7,000 call centre staff -- the transition was supported by weekly online forums
A new graduate at Rogers works from their home office  

Highlights

Industry Telecommunications, cable, sports and media
Established in Canada 1960
Publicly traded yes
Major Canadian hiring locations Vancouver BC, Kelowna BC, Toronto ON, Brampton ON, Ottawa ON, Kitchener ON, Montréal QC, Halifax NS, Moncton NB, St. John's NL, Winnipeg MB, Calgary AB, Burnaby BC
Full-time employees in Canada 21,066
Part-time employees in Canada 3,559
Average age of employees in Canada 40 years
Longest serving employee 48.5 years
Benefits note Rogers has multiple employee groups, the following programs and policies may vary by position
Long-term savings defined-contribution (DC) pension
Health plan premium as part of the health plan, the employer pays up to 75% of the premiums
Health spending account up to $200 each year
Mental health practitioner benefit up to $2,000 each year
Maternity top-up (mothers) up to 100% of salary for 4 weeks
Parental top-up (mothers) up to 70% of salary for 13 weeks
Parental top-up (fathers) up to 70% of salary for 17 weeks
Adoption top-up up to 70% of salary for 17 weeks
Flexible work options flexible work hours, shortened work week (fewer hours with less pay), telecommuting
Vacation allowance new employees receive 2 weeks of paid vacation after their first year on the job
Employee performance reviews employees receive individual performance reviews every 6 months
In-house training initiatives in-house training, online training, leadership training, mentoring
Tuition subsidies (related to job) yes
Employee charitable involvement employees are involved in selection of charities, employees receive paid time off to volunteer, (up to 1 paid day)

Recognized as one of Canada's Best Diversity Employers (2022):

Here are some of the reasons why Rogers Communications Inc. was selected as one of Canada's Best Diversity Employers (2022):

  • Rogers' inclusion and diversity council monitors progress to achieving its goals through quarterly updates (metrics include representation, promotion, retention, and engagement), and maintains representation goals and action plans for each of its business and functional units (with dedicated inclusion and diversity dashboards)
  • Rogers recently established a Black Leadership Council which aims to advocate for anti-Black racism, keep the organization accountable, and influence programs and initiatives supporting Black employees -- additionally, the company introduced resources on anti-Black racism and allyship in the past year, including a toolkit for leaders on how to talk about race at work, and an employee guide on what it means to be anti-racist
  • Rogers launched a Guide to Inclusive Customer Interactions series to help front-line teams introduce inclusive principles when interacting with customers (series starts with a focus on gender identity and expression)
Sports and media employee at Rogers   (Photo credit: Rob Howard)

Highlights

Industry Telecommunications, cable, sports and media
Major Canadian hiring locations Vancouver BC, Kelowna BC, Toronto ON, Brampton ON, Ottawa ON, Kitchener ON, Montréal QC, Halifax NS, Moncton NB, St. John's NL, Winnipeg MB, Calgary AB, Burnaby BC
Full-time employees in Canada 21,066
Management of diversity and inclusion initiatives inclusion and diversity council comprised of leaders from across the business who oversee the execution of the company's strategy, developed a new 5-year strategy in 2020 with a focus of embedding inclusion into employee experience, broadening talent pipeline and increasing leadership diversity, partnering with communities to address inequities, and building a customer experience that supports the diversity of all Canadians
Performance management and accountability engagement survey features inclusion and diversity index as well as expanded demographic questions, inclusion and diversity council receives quarterly updates on metrics including representation, promotion, retention, and engagement, business and functional units have individual representation goals and action plans as well as dedicated inclusion and diversity dashboards, inclusion and diversity is a part of senior leaders' performance objectives
Employee resource groups ERGs receive financial resources to execute action plans as well as guidance from the inclusion and diversity team and the inclusion and diversity council, ERGs include Rise for Women (over 1,600 members, includes two sub groups: Rogers Women of Colour and Women in Tech), Rogers Access Ability Network, Mosaic (for visible minorities, includes a sub group called Rogers Pan-Asian Network), Spectrum (for the LGBTQ2S+ community), Indigenous Peoples Network, and Black Leadership Council (launched in the past year to advocate for anti-Black racism)
Noteworthy diversity strategies and policies well-being strategy with a focus on protecting, supporting and enriching the mental and physical well-being of all employees, formal transitioning at work process (with educational guides, resources, and training for transitioning employees as well as for their peers, managers, and HR business partners), supplier diversity program focused on community investment (spent over $40-million with certified diverse suppliers in 2020)
Recruitment initiatives diversity recruitment groups that focus on women, visible minorities, Indigenous peoples, persons with disabilities and LGBTQ2S+, groups work on tailored sourcing initiatives (such as working with an extensive number of community organizations), removing systemic barriers, and creating an unbiased selection process (such as unconscious bias training for recruitment teams and auditing job postings to remove gender and biased language), mandates diverse recruitment at the executive level (diverse pool of candidates for all positions at the vice-president level and above)
Retention and development programs internal research study aimed to identify barriers for women and patterns of system bias through the employee lifecycle (includes recruitment, development planning, performance ratings, and the overall employee experience), accelerated development program for director-level women (with development plans and sponsorship opportunities), mentoring circles organized by the Rise for Women employee group (has also been adopted for LGBTQ2S+ and visible minorities)
Training and awareness initiatives mental health safe talk sessions (to enable employees to share experience), safe talk and listening sessions for self-identifying Black employees and allies (to engage in conversation on anti-racism and allyship), inclusion and diversity hub on intranet (resources include toolkits, training, and guides), awareness learning series (interactive guides on a variety of topics including gender expression and gender identity, allyship, disability and wellness, and anti-racism), trans awareness training (offered in partnership with The 519 and other community organizations), Indigenous cultural awareness training (offered by Bear Standing Tall & Associates), a "Guide to Inclusive Customer Interactions" series to help front-line teams introduce inclusive principles when interacting with customers (series starts with a focus on gender identity and expression)
Diversity highlights internal accessibility working group (tests products and services to provide feedback on usability),"Legacy Space" meeting room at head office (dedicated to Indigenous art, history and reconciliation), recently opened a second Legacy Space in Kelowna, BC, designed by local Indigenous artists from the Okanagan region, Sportsnet and Ryerson University partnership to provide scholarships to students who identify as woman, Indigenous, and/or belonging to a marginalized group (a commitment of $100,000)

Recognized as one of Canada's Greenest Employers (2022):

Here are some of the reasons why Rogers Communications Inc. was selected as one of Canada's Greenest Employers (2022):

  • Rogers created a unique waste management program aptly named "Get Up and Get Green" to help employees sort their waste properly at centralized waste stations (the company's goal is a 70 per cent waste diversion rate) -- also hosts an annual Waste Reduction Week to raise employee awareness and encourage suppliers and contractors to adopt sustainable strategies through a formal supplier code of conduct
  • Rogers employees are encouraged to volunteer in support of a number of environmental initiatives, including the WWF Canada Shoreline Clean-up initiative (picking garbage up across over 30 kilometres of shoreline) and Forest Recovery Canada’s tree planting events (nearly 3,000 trees at five sites in Ontario, New Brunswick, Québec, Manitoba and Alberta
  • Rogers' environmental compliance committee is comprised of employees from across the company's many lines of business who meet quarterly to review ongoing progress of the company's corporate environmental program -- employees also spearhead many local initiatives through informal employee-led green teams across the company
Rogers employees volunteer at a shoreline clean-up   (Photo credit: Dan Ahlstrand)

Highlights

Industry Telecommunications, cable, sports and media
Major Canadian hiring locations Vancouver BC, Kelowna BC, Toronto ON, Brampton ON, Ottawa ON, Kitchener ON, Montréal QC, Halifax NS, Moncton NB, St. John's NL, Winnipeg MB, Calgary AB, Burnaby BC
Full-time employees in Canada 21,066
Part-time employees in Canada 3,559
Employee green team environmental compliance committees, green teams (at locations across the country)
Senior executive who oversees initiatives VP of Corporate Real Estate (reports to Chief Human Resources Officer)
Formal strategy/policy name environmental management system (designed to ISO 14001 standard)
Publishes sustainability report yes
Green highlights program to encourage customers to move to e-billing (representing 93% of customers), formal "Get Up and Get Green" waste management program (eliminated personal waste bins with a 70% waste diversion goal), eco-dining program (collaboration with service providers and suppliers to reduce waste), Waste Reduction Week, in-house formal supplier code of conduct to encourage suppliers and contractors to adopt sustainable practices, ongoing workplace redesign strategy (includes reuse of and donations of redundant office furniture and supplies)
Building footprint includes electric vehicle charging stations, LED lighting retrofits, formal energy assessments of existing buildings, water conserving fixtures, state-of-the-art telepresence rooms (helping reduce unnecessary travel), white roofs at data centres, drought-tolerant plants
Extended recycling electronic waste, cell phones, organics, oil, batteries, hazardous waste, paints, residues
Commuter amenities dedicated high-occupancy (carpool) vehicle parking, bicycle lockers, walk to public transit, secure/sheltered bicycle parking, online carpool sign-up, transit subsidies
Community partnerships Earth Day, Great Canadian Shoreline Clean-up, Earth Hour, Forest Recovery Canada (employee teams planted almost 3,000 trees at five sites across Canada), Tree Canada (unique program where a tree is planted to celebrate employee service milestones, including after 1, 3 and 5 years of service), Give Together Hub (encourages employees to be sustainability advocates through donations to environmental organizations, such as The Nature Conservancy, Canadian Parks and Wilderness Society and Nature Canada, to name a few)

The Career Directory

Rogers Communications Inc. has been selected for The Career Directory, our guide to entry-level recruitment for recent college and university graduates.
New graduate employees in the Radio Cafe at Rogers' headquarters

Highlights for New Grads

Industry Telecommunications, cable, publishing and subscription programming
Full-time employees in Canada 10,001 to 25,000
Major Canadian hiring locations Vancouver BC, Kelowna BC, Toronto ON, Brampton ON, Ottawa ON, Kitchener ON, Montréal QC, Halifax NS, Moncton NB, St. John's NL, Winnipeg MB, Calgary AB, Burnaby BC
Student opportunities paid internships, summer jobs, co-op opportunities
Training subsidies for professional accreditation, orientation program, online training, in-house training, mentoring, in-house career planning services, leadership training
Tuition subsidies (related to job) yes
Typical new grad positions Customer Service, Sales, Marketing, Finance and Accounting, Engineering, Business Services, Merchandising, Human Resources, Television/Radio Administration, Information Technology, Technical Services
Starting salary $50K to $55K
Work benefits health benefits for new employees, flexible work hours, telecommuting, transit subsidies, employees receive paid time off to volunteer, (up to 1 paid day)
Vacation allowance new employees receive 2 weeks of paid vacation after their first year on the job

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