Greater Toronto's Top Employers (2025) Magazine - Flipbook - Page 18
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M.TENAGLIA/BCG
( 2025 )
A wall at the Toronto head office of Boston Consulting Group of Canada displays the firm’s founders, created from images of past and current Canadian employees.
The steady march forward
The bar gets higher for GTA winners every year
I
n the highly competitive world of
leading employers, benefits that go
above and beyond are in big demand
these days, covering everything from
extensive mental health supports to
fertility treatments, adoption and
surrogacy. Then there’s each employer’s
unique employer value proposition that
increasingly includes perks like generous
time off or learning stipends to study
whatever you please.
The winners of Greater Toronto’s Top
Employers (2025) are at the forefront of this
evolution, often reflecting the steady
march that started long before the
pandemic to recognize the diverse needs
of their employees. There’s no going back,
only forward.
As always, the movers and shakers
continue to raise the bar, sometimes by a
little, sometimes by a lot. So, what are they
doing and why?
At Citi Canada, employees can take
time off to do the things that are important
to them. Beyond vacation, the bank offers
them the option of a partially paid 12-week
sabbatical, or a fully-paid, four-week
“giving back” leave to volunteer for a cause
that is close to their heart.
Aleta Froemmel, country human
resources officer for Citi in Canada, says
the response from employees who have
taken a sabbatical or leave for charity is
overwhelmingly positive, with people
expressing gratitude and how the time
away improved their overall wellness.
“The job market for top talent is
competitive and businesses must work
hard to attract and retain staff,” says
Froemmel. “Employees who feel supported are more productive, happier, healthier
and more likely to stay with Citi.”
Much thought and planning can be
seen behind these measures. McCarthy
Tétrault LLP describes its approach as a
journey that improves based on employee
feedback and changing needs. Before
launching its three-year well-being
strategy in 2023 that expanded benefits,
the firm involved employees in its
development, tailoring it to meet the needs
of different demographics, such as gender,
race, disability and sexual orientation.
The firm now offers a dedicated clinical
counsellor and virtual health services,
benefits up to $30,000 for surrogacy and
adoption, gender affirmation benefits to a
lifetime maximum of $50,000, and a
toolkit on how to support colleagues who
are transitioning.
Rita Apa, the firm’s chief human
resources officer, says that while psychological well-being is a priority, the strategy
is more holistic, focused on physical,
