Priorities

Team members

Engaged expertise

To execute on our strategic imperatives, we rely on the engagement and expertise of our team members. We focus on attracting, developing and retaining the best talent, as well as creating a positive team member experience that drives effectiveness, high performance and agility in our evolving business environment. Through workplace wellness initiatives – including innovative mental health programs – that celebrate diversity in the workplace, we reinforce our pursuit of creating a safe and inclusive atmosphere for all team members.

WHY IT MATTERStagGRI 103

We truly believe that everyone deserves a respectful, positive, professional and rewarding work environment. Engaging and investing in our people is a strategic imperative which recognizes that our success requires a dynamic and engaged team. The Bell team is critical to our company’s success, enabling our purpose of advancing how Canadians connect with each other and the world, while also making a difference in communities across the country. Our more than 49,000 team members are a key competitive differentiator for Bell in a dynamic and fast-changing marketplace.

WHAT WE ARE DOING

We are focused on attracting, developing and retaining the best talent in the country by providing a workplace that is positive, professional, and rewarding, and this enables creativity and innovation. We are proud to be ranked as one of Canada’s Top Employers both across Canada and in Montréal, where Bell was founded in 1880. As part of our commitment to mental health, we support and invest in our people with comprehensive health and wellness benefits and a flexible work policy.

Nurturing a healthy and fulfilling workplace

Bell has a robust program to foster a respectful workplace. This includes employee training, resources on preventing and addressing incivility, an internal mediation program, guides to support employees experiencing family or intimate partner violence, and a team of trained specialists to investigate complaints of violence or harassment. Reflecting our focus on ensuring an inclusive, equitable and accessible workplace, Bell has been recognized by Mediacorp as one of Canada’s Best Diversity Employers, Canada’s Top Employers for Young People, Canada’s Top Family-Friendly Employers and one of Canada’s Greenest Employers. With our broad range of operations across the country, Bell creates multiple opportunities for team members to build rewarding careers in a variety of disciplines. Dedicated to sustaining a high-performance culture, the company strongly supports diversity in its workforce, continuous learning, innovative workplace mental health initiatives, and award-winning programs for team member engagement. For information on the Canadian employment jurisdiction, human rights and internal complaint resolution, see the Respectful workplace ethics and human rights information sheet on our website.tagGRI 412-15 8

Our team tagGRI 102-8, 102-41, 401-1, 407

At the end of 2021, our team comprised 49,7811 members, a decrease of 9232 from the end of 2020. This was due to natural attrition, retirements and workforce reductions, which were partly offset by call centre hiring.

Employees (%)

Select year:

Total
49,781
17%
Bell Wireless
72%
Bell Wireline
11%
Bell Media

Freedom of association and collective bargaining is inherent in Bell. Approximately 39% of the total BCE team members were represented by labour unions as at December 31, 20213. Through out Canada, unionized employees are members of more than 60 different bargaining units represented by 10 different labour unions. All collective agreements are accessible to team members, with many of the agreements posted on the Company’s intranet. Along with commitments outlined in the Bell Code of business conduct, various collective agreements reinforce the importance of having a fair, inclusive and accessible workplace where everyone feels valued, respected and supported. tagGRI 205-2, 41510

Different collective agreement provisions include:

  • Joint labour-union committees that provide an opportunity to discuss important matters while fostering and improving relationships between the parties
  • A well-defined grievance procedure
  • Transfer and job posting procedures to facilitate professional mobility
  • Advance notice and discussion with unions prior to implementation of significant changes impacting employees

The positive engagement of members of our team represented by unions is contingent on negotiating collective agreements that deliver competitive labour conditions and uninterrupted service, both of which are critical to achieving our business objectives.

 
  1. We have fewer than 15 team members in the United States.
  2. Voluntary turnover and retirement for 2021 was 12.9%, excluding all temporary employees.
  3. The Canada Labour Code regulates the radio and television broadcasting and telecommunications industries, including, telephone, Internet, telegraph and cable systems. Part III of the Canada Labour Code deals with federal labour standards. These set out the minimum employment conditions for hours of work, payment of wages, the minimum wage, leaves, vacations, holidays, termination, severance pay and privacy. These minimum standards apply to employees working in federally regulated businesses.