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Fidelity: The Focus on Talent, Well-Being and Diversity

Fidelity Canada is part of the broader group of companies collectively known as Fidelity Investments, one of the world’s largest providers of financial services. An industry-leading investment firm, Fidelity Canada’s mission is to empower Canadians to achieve their financial goals quicker than they ever imagined.

TalentEgg was given an exclusive opportunity to speak with Diana Godfrey, the Senior Vice President of Human Resources & Corporate Affairs at Fidelity. We received an inside perspective regarding Fidelity’s company culture, mental health resources, student initiatives, the importance of DEI, and so much more.

Before starting her 20+ year career at Fidelity, Diana worked in various marketing and accounting roles. HR work was her forte at the company for most of her tenure. As the company evolved, so did her role, allowing her to work with various groups. Recently, she took on Corporate Affairs in addition to HR, expanding opportunities for collaboration amongst a diverse team.

Fidelity

Diana Godfrey, the Senior Vice President of Human Resources & Corporate Affairs at Fidelity

Initiatives for Young Professionals at Fidelity

Fidelity places high value on their student program and recognizes the importance of developing the next generation of talent. Diana was eager to share more details about this prolific program.

“Fidelity’s student program is designed to provide hands-on work experience coupled with personal development workshops to help set students up for success when they graduate,” she shared. “Students and new grads can find themselves in roles where they are contributing impactful work for the company. We’re lucky to have so many of our students become full-time employees once they graduate.”

It should be noted that Fidelity offers high-level workshops for their young employees. They range from more technical skills like Microsoft Excel to developing soft skills like emotional intelligence training and everything in between. Diana also touched on the importance of teaching the ins and outs of the investment world, along with financial wellness and investment literacy.

“To reinforce Fidelity’s commitment to financial wellness, we offer students product study groups to learn about the investment industry at large,” she adds.  “This is imperative to the success of not only our students, but all our employees.”

This plethora of resources highlights Fidelity’s stake in its young workforce. Their commitment to furthering this group’s skill base and professional development is extraordinary.

“We recognize the immense value that students and young people bring to our organization,” adds Diana. “With endless opportunities for their impact and to help grow and evolve our business, we’re committed to keep growing our diverse student community.”

Student and New Grad Opportunities

After delving into the student program, what sort of opportunities can students and new grads expect at Fidelity?

Those who come to Fidelity for a co-op term will often opt in for a future term. For these future terms, students can work with different teams or areas of business. The “rotational student program” is an excellent opportunity for young employees to learn more about the company, while testing different roles to see where they fit best.

“We see our co-op program as a ‘rotational program,’ where students are encouraged to return for multiple placements, though always in different business groups.”

Diana took this further, “We offer several avenues for students to learn new skills, gain new insights, and get exposure that can inspire current and future aspirations.”

She highlighted several critical initiatives for students and new grads at Fidelity. Q&As, case competitions, and mentorship programs, to name a few.

Fidelity recently launched an investment literacy video series called Money Gains, which targets high school students and teaches the fundamentals of investing through relatable examples. Diana also told us they host the “Fidelity NextGen Women’s Summit,” an annual event for women in university to learn about Fidelity through workshops, panels and more. Fidelity strives to create a workplace where the opportunities are endless for students and new grads.

How Fidelity Measures Success

As our talk progressed, we discussed what defines success for an employee at the company, as well as making sure employees’ voices are heard.

“One of the biggest ways we define success as an employer is to actively listen to employees and base future decisions on what’s most important to them,” she says. “Two-way communication is so important in achieving our goals collectively.”

Employee engagement surveys, employee feedback surveys, “town halls,” and quarterly meetings are vital for gauging employee success, answering their questions, and ensuring their voices are heard.

One innovative program Diana highlights is Fidelity’s “Voice of the Employee.” The program “encourages employees to submit ideas that can help improve and streamline the business. All ideas are reviewed by a committee with representation across the business, and those selected for implementation qualify for monetary rewards.”

Diana adds that this program has expanded to gather feedback on its new dynamic working program, Fidelity’s hybrid working model, and corporate sustainability. These strategies ensure all employees are content and working to the best of their abilities.

Fidelity’s Dynamic Working Program

Post-pandemic, there have been many conversations about returning to the office, staying remote, or opting for a hybrid model. Hearing from Diana on this matter and Fidelity’s dynamic working program was fascinating.

This hybrid model was launched in September 2022 to improve the employee experience. Fidelity works with their employees to find the best schedule for them.

“Depending on an individual’s role and the needs of their team, department and the business, working with their managers, employees can determine a working pattern that incorporates visits to the office and working from home,” Diana shared.

But that’s not all. Renovated offices, enhanced cleaning, desk booking, employee lockers, “treat days,” catered lunches, Gen Z social and networking events and on-site baristas, are just some of the perks employees can enjoy in office. She also stressed the importance of maintaining a healthy work-life balance for Fidelity’s employees.

This program has been an enormous success for its employees, Diana discloses.

“Fidelity Canada employees have adjusted exceptionally well to our future of work program.” In fact, they’ve been recognized by Benefits Canada, winning their award for Future of Work Strategy.

Mental Health Initiatives at Fidelity

In the modern workplace, the focus has shifted to promoting well-being and mental health. More and more initiatives are coming to the workplace to improve mental health as the demand for it grows.

What strides is Fidelity making to prioritize mental health in the workplace? “The strength of Fidelity Canada relies on us supporting employees in the form of physical and mental health to be their best,” Diana divulges. 

Upon diving more deeply, we discovered plenty of initiatives and resources in place for employees at Fidelity. 

Discounted gym memberships, counselling, benefits, and various mental health training, amongst many other progressive initiatives, are in place at Fidelity.

“We’re also committed to reducing mental health-related stigmas and continuously fostering an environment of well-being and inclusivity.”

A significant point Diana circled back to was the importance of work-life balance at Fidelity. Flexible work schedules, paid family care leave, and programs for future retirees, amongst many more initiatives, are in place.

Diversity, Equity and Inclusion Initiatives at Fidelity

While discussing prevalent issues in the modern workforce, DEI (diversity, equity and inclusion) was brought to our attention.

DEI is a significant priority in the workplace. Diana concurs and says Fidelity is committed to DEI and would say it’s one of Fidelity’s greatest strengths.

“At Fidelity, we prioritize diversity, equity, and inclusion to create an environment where every employee feels like they belong,” she continues. “A diverse team means having different viewpoints, which leads to better decision-making.”

Continuing on this topic, the issue of unconscious bias in the hiring process became apparent. Diana discussed several actionable steps Fidelity has taken to ensure that their hiring practices are unbiased and fair to all.

They employ proven methods to mitigate hiring bias, including gender-neutral and inclusive job postings and evaluating candidates solely based on their skills rather than personal characteristics. Diana adds that their hiring managers undergo training on unconscious bias and managing bias in the hiring process to actively promote fairness and inclusivity in their recruitment procedures.

Diana feels this training is imperative to unbiased hiring. “By providing our hiring managers and talent acquisition professionals with this training, we help them recognize and mitigate any unconscious biases that may impact their decision-making.”

“Diversity, equity and inclusion are more than just buzzwords; it is not just a policy or checklist, it’s at the core of who we are. It makes our workplace better for everyone and makes us a better company.”

Final Sentiments

Before we ended our discussion, Diana wanted to share a last sentiment about what it means to her to work at Fidelity.

Diana closed out our discussion by sharing, “it’s a privilege to be part of an organization who cares about their employees, clients and the communities we live and work in,” she states, “We’ve established a strong people-centred culture that delivers an employee experience where everyone feels valued, included and well supported, which sets us apart as a top financial services provider and employer.” 

To learn more about how Fidelity approaches careers, you can visit: Fidelity

 


Visit talenteggtrends.ca for more up-to-date employer, school and career centre news, tips and information!

Navigating the New Age of Career Education and Employment

TalentEgg’s exclusive interview with Gabriela Casineanu, MBTI® Certified Career & Systems Coach, Founder/Principal of Introverts Academy

In today’s fast-paced world marked by rapidly evolving workplace dynamics, technological advancements, and the aftermath of a global pandemic, career coaching has become crucial in guiding students and new graduates toward success. We recently had the opportunity to speak with Gabriela Casineanu, the founder of Introverts Academy and an experienced career coach with 17 years of practice. In this enlightening interview, Gabriela discusses her insights on career education, Diversity, Equity, and Inclusion (DEI), mental health, and strategies for transitioning from school to the workforce in the digital age.

Gabriela’s Career Coaching Journey

Gabriela began her journey into the world of career coaching in 2006. “Three years after immigrating to Canada, I changed my career [from engineering to professional coaching]. Although I had 18 years in the technical field, I always felt something was missing,” she said. Her passion for coaching, her personality, and the rewarding career aspects motivated her to pursue career coaching. Gabriela recognized a gap in employment and career services and sought to introduce a coaching approach that considers everyone’s individual personality types and strengths.

Gabriela’s most outstanding achievement is the development and successful testing of strategies tailored to introverted students, which culminated in her award-winning book, “Introverts: Leverage Your Strengths for an Effective Job Search.” This work led her to teach at the university level and speak at national career development conferences, emphasizing the importance of personality types and traits in career counselling. 

Gabriela’s inspiring vision for the future of career coaching aims to encourage over a million individuals to prioritize self-discovery, align their professional paths with their true selves, and embrace flexibility and adaptability in their careers.

Seamless Integration of DEI in the Workplace

Gabriela is a strong advocate for a transformative approach in the DEI space. She believes organizations should go beyond viewing DEI as a mere compliance requirement and instead integrate it into their culture and work environment at all levels. With her interactive and experiential job-related workshops, along with individual and group coaching sessions, Gabriela has helped students and teams learn new concepts and strategies, empowering them to improve interpersonal communication and foster an inclusive atmosphere.

A Holistic Approach to Well-being in the Workplace

Gabriela believes in a holistic approach to well-being that goes beyond mental health. “In my work with students, I help them understand that they have a two-fold responsibility: to themselves and the organization they’re part of (equally important for mental health). And I encourage them to speak up when they notice something about the work environment, how it affects them, or when they don’t feel well,” Gabriela tells us. Gabriela recognizes the profound connection between the mind, body, and spirit, and she emphasizes the importance of a healthy work environment that considers employees’ needs, strengths, and ideas. A healthy work environment promotes mental well-being and increases productivity and team performance.

Supporting and Attracting Students and New Grads

Employers can proactively support students and recent graduates in the digital age. Gabriela suggests that companies should communicate their willingness to hire candidates with less experience, emphasize the importance of soft and transferable skills, and consider personality and potential during the hiring process. Building connections with educational institutions and fostering alumni relationships can attract top talent. 

According to Gabriela’s experience, employers can attract top students by aligning their organizational culture with the values of the current generation. Highlighting successful hires and their stories and promoting them can also help attract talent. Offering incentives for employee referrals and actively participating in career fairs can further enhance an organization’s appeal.

Advice for Career Educators

Gabriela’s advice for new career educators is to be patient and understand that expertise grows with experience. In the post-pandemic era, she urges tenured career educators to embrace technology fully, stay up-to-date on digital trends, and adapt their teaching approaches based on the personality types of their students. 

Gabriela reminds us that amidst the endless stream of information, individuals and organizations have inner compasses – intuition and mission, respectively. These guiding lights can help navigate the ever-evolving landscape of education and employment. Success in the modern career coaching age becomes achievable and deeply fulfilling when individuals and organizations cultivate an organizational culture and a workplace environment that empowers employees to contribute their best towards the company’s mission, all while pursuing their own career goals.


Visit talenteggtrends.ca for more up-to-date employer, school and career centre news, tips and information!

Top 5 Ways Today’s Career Educators Can Help Post-Secondary Students

In today’s highly competitive job market, transitioning from post-secondary education to a successful career can be challenging for many students. However, the guidance and support of dedicated career educators can transform these challenges into opportunities for growth and achievement. Here are the top five ways career educators can help post-secondary students navigate their paths to success.

Personalized Career Counseling

A personalized approach allows career educators to listen attentively to students’ aspirations, strengths, and goals, paving their road to success. Career educators gain profound insights into their students’ unique talents and aspirations through individual appointments. They provide tailored guidance and meaningful support throughout the student’s academic and professional journey.  Having a personalized approach empowers students to make well-informed decisions about their career paths and educational pursuits.

Resume Building and Interview Preparation

Crafting a compelling resume and acing interviews are pivotal skills students must master to thrive in the job market. Career educators become invaluable mentors in this regard, assisting students in creating impactful resumes that effectively showcase their achievements and potential. A resume workshop should be organized or recommended to cover topics such as proper formatting, organization, and relevant keywords to include. Moreover, suggesting mock interview sessions to your students provides constructive feedback to help them hone their communication and presentation skills. This comprehensive approach ensures that students are well-prepared to leave a lasting impression on potential employers.

Networking and Industry Insights

Career success is often contingent on establishing a solid network of professional connections and keeping current on industry trends. Career educators should actively promote networking opportunities, encouraging students to interact with industry professionals, alums, and potential employers. Additionally, recommend workshops and seminars featuring seasoned professionals offering valuable insights into industry trends, skills, and available job opportunities. By encouraging these interactions and sharing industry insights, career educators enable students to stay ahead of the curve and make informed decisions about their career paths.

Skill Development and Professional Growth

Academic accomplishments are essential; however, possessing diverse soft and technical skills is crucial for career success. Career educators act as skill development facilitators, identifying areas for improvement and recommending relevant training or courses to bridge skill gaps. By emphasizing the importance of continuous learning and professional development, they instill a growth mindset in students, enabling them to embrace challenges, adapt to changing circumstances, and seize new career opportunities.  At Talentegg, we understand the importance of providing students with the needed support for a smooth school-to-work transition. This is why we offer E-learning courses to enhance your student’s soft skills and expand your career educator tool kit. With our comprehensive course offerings and user-friendly interface, TalentEgg’s E-Learning platform can be invaluable in empowering students with the skills and knowledge they need to succeed in today’s competitive job market.

Emotional Support and Resilience

Embarking on a career journey can be emotionally challenging, with students facing stress, uncertainty, and occasional setbacks. Career educators should provide not only academic guidance but also much-needed emotional support. They cultivate a positive and encouraging environment, instilling a sense of self-belief in their students. This emotional support, combined with resilience-building strategies, equips students to face challenges with confidence and determination, strengthening their mental well-being and fostering their capacity to persevere in adversity.

Conclusion

In brief, career educators are indispensable in shaping post-secondary students into confident and prepared professionals. They equip students with the tools to excel in their careers and instill a lifelong learning mindset. As the job market evolves, career educators remain instrumental in guiding students through their academic journey and empowering them to thrive in a competitive professional world. With their unwavering support and guidance, students can navigate their paths to success with clarity and determination.

Growing and Advancing Careers at Chick-fil-A

Atlanta-based Chick-fil-A, Inc. is a restaurant company known for the Original Chick-fil-A® Chicken Sandwich and their signature hospitality. In 2022, Chick-fil-A was recognized for its leadership and growth opportunities and named the Best Employer in America by Forbes and the Employee’s Choice by Glassdoor, honouring top CEOs.

We spoke with Whitney Perrett, Lead Recruiter, Talent Acquisition – International, to learn more about Chick-fil-A’s award-winning leadership and growth opportunities and how schools and career centres can involve their students and new grads.

Initiatives for Students and New Graduates Looking to Kickstart Their Careers 

Chick-fil-A, Inc. has internships available to undergraduate students and a unique Leadership Development Program designed to accelerate business acumen and leadership skills in a fast-paced restaurant environment. Whether at their corporate headquarters which is referred to as the Support Center or in the field at restaurants, Chick-fil-A offers an environment where individuals can grow personally and professionally. Having the ability to work and learn from an industry-leading brand sets students and new grads up for success as they prepare to launch into their future careers. During their time with Chick-fil-A, Inc., they’ll be exposed to the company’s inner workings and have access to a vast network of industry leaders, mentors, and professional development opportunities.

The talent acquisition lead recruiter, Whitney Perrett, recommends students and new grads visit their website to learn more about the Chick-fil-A brand, Chick-fil-A, Inc. and the company’s operations. Internship opportunities are posted annually, and the company hires for its Leadership Development Program on a rolling basis, so checking their website or following the company on job boards is also valuable. For those interested in applying, she recommends attending one of their info sessions and visiting a nearby Chick-fil-A brand restaurant to experience the brand.

Exclusive Insights into Chick-fil-A, Inc.’s Leadership Development Program

Success within the Leadership Development Program (LDP) starts even before employees are hired. Whitney mentions their team works to understand an individual’s long-term aspirations during the recruiting and interview process to help the applicant decide if the LDP will help them work towards future goals. During the program, they help each participant design a customized development plan in addition to their business and leadership experiences to support their individual career paths and development needs.

Whitney notes, “I’ve had the opportunity to work for a handful of organizations in my career, and Chick-fil-A, Inc. has an unmatched company culture. I personally believe that working for Chick-fil-A, Inc. as part of an internship or our Leadership Development Program (LDP) will set a high bar for what company culture and work can look like. Students and new grads will experience an authentic workplace environment that cares about the employee and the customers we serve in a distinct way in the industry – and the workforce.”

Additionally, Chick-fil-A, Inc. has a door-open policy for connecting with business leaders. While working with them, interns and LDP Participants will have the opportunity to sit down with senior leaders, executives, and professionals who have been in the industry for decades.

Measuring  Success while Working with Chick-fil-A

Within the quick service restaurant (QSR) industry, success is measured by the speed of service, profitability, and loyalty of customers. For Chick-fil-A, success is measured by the quality of food, providing signature hospitality, and the level of care shown for their employees, guests, and the communities they serve. Students and new graduates have a unique opportunity to learn invaluable lessons from Chick-fil-A’s exemplary approach. Chick-fil-A’s principles can shape their career trajectories and inspire them to prioritize excellence, compassion, and community impact in their professional journeys.

Career-Changing Benefits of Joining the Chick-fil-A Team

Whitney shared with us her valuable experience, “working with Chick-fil-A, Inc. as a Lead Recruiter has been very rewarding. Being a new brand to Canada, I have had the privilege to share new employment opportunities with individuals that may not have considered Chick-fil-A in their careers previously. It’s fun to share my personal love for the company as well as inspire others with our shared vision “to become the world’s most caring company.”

She adds, “I love seeing eyes light up as people connect that Chick-fil-A, Inc. is a workplace that combines business with a positive influence on the people and communities around them. Having the ability to introduce someone to a career where they can grow and flourish while positively influencing those around them is truly a remarkable experience.”

Chick-fil-A presents an exceptional launchpad for students and recent graduates to embark on their professional journey. The organization prioritizes facilitating meaningful career paths, fostering a robust and positive company culture, and staying current with the most significant industry trends to maintain their reputation as a market-leading brand.


To learn more about Chick-fil-A and its career initiatives, check out their employer profile on TalentEgg!

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