GreenShield reviews about "nepotism"

We are disappointed to hear about some of your experiences. We want to be a place where everyone feels welcome to share their thoughts, and where our people know what career paths and advancements are available to them. This feedback has presented an opportunity to look at what can be done to encourage open dialogue and gather feedback from what remains to be our greatest asset, our people. We are in the process of developing and implementing action plans, both for specific departments and companywide, so we can continue to see improvements in the employee experience. We will be reaching out with more opportunities for feedback in the coming months. We recognize that our team has grown substantially over the last few years, and this does present an opportunity to evaluate the integration process. With so many new folks joining us, onboarding can be challenging. Our recruitment practices include postings on our portal, internal postings, our employee referral program, and use of recruitment agencies for hard to fill positions. We believe that the people who do come to work at GSC are here for the right reasons, and working toward a shared mission remains integral to our success. GSC’s community engagement is foundation to our social enterprise and a broader part of our business strategy. We welcome feedback on our process; please let us know if you have any ideas by reaching out to feedback@greenshield.ca or speaking directly to HR. A large emphasis is placed on internal talent development and mobility, looking back at our 2018 recruitment, approximately 50% of the roles we filled were through our current internal talent. For clarification, the Education Reimbursement Fund is still in place for employees, and is awarded on the basis of the training or educational aligned to any GSC role with the support of your leader. This also includes support for a role that you hope to have in the future. GSC aims to be a place where employees feel empowered to share their feedback and be heard. If you feel that the conversations you would like to have are not landing appropriately, please consider reaching out to a member of the HR team. We are sharing your feedback with leadership, and encourage you to raise appropriate issues and concerns with your leader as well. Thank you for taking the time to share your thoughts and we hope your outlook improves.

Thank you for sharing your review. We’re disappointed to read about your experience, as our goal is to foster a positive work environment which prioritizes flexibility, work-life balance, and growth opportunities for all our employees through a hybrid work environment, ample training and professional development opportunities, a competitive Total Rewards package with market-leading well-being support, and more. We would love to understand more specifics about your experiences. If you’re open to further discussions with us, we invite you to reach out to our People & Culture team at talent@greenshield.ca.

Thanks for sharing your feedback. Our recruitment process has been developed with the intention to hire the right person, in the right role, at the right time, where decisions are made based on an alignment to the requirements identified in the job posting. If you have ambitions beyond your current role, please discuss those goals with your leader to create a development plan, and input those goals into STRIVE in the section devoted to long term growth. We encourage open and transparent dialogue with your leader or members of the HR team, and seeking feedback in instances where you have questions/concerns. We want all employees to feel supported. The regular conversations that happen with your leader serve as an opportunity to discuss career goals and growth, as well as the alignment to or curiosity in other areas in our business. Please reach out to your leader or a member of your local HR team if you have any questions about your career growth or hiring practices in your next one on one.

We appreciate you sharing your thoughts and take your feedback seriously. Green Shield continues to evolve DE&I goals and has begun to implement initiatives to increase the representation of equity-deserving groups and position us as an inclusive employer with a diverse workforce. We are committed to ensuring that Diversity, Equity & Inclusion remains a focus of our corporate culture supporting our long-term goal of having 50% gender diversity and 30% other forms of diversity at the leadership level. We have made good progress in accelerating achieving greater diversity across leadership and the entire company. In the past year, for example, racialized persons made up 50% of those hired into leadership positions (11 out of 22) and 21% of those who were promoted (3 out of 11) into leadership positions. We are encouraged by our efforts thus far and are actively working towards ensuring equitable representation and inclusion of equity-deserving groups at all levels of the organization.