Attraction Retention

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EMPLOYEE ATT RACTION & RETENTION

Western Compensation & Benefits Consultants

e-pulse survey results

Many Canadian employers are experiencing difficulty

in attracting and retaining employees. In order toassess the degree of difficulty being experienced andto identify the initiatives being taken by employers,Western Compensation & Benefits Consultants(WCBC) conducted an e-pulse online survey inJanuary 2007.

EMPLOYER PROFILE

A total of 446 organizations from across Canadaparticipated in the survey. The average surveyorganization has $850 million annual revenues and1,100 full-time employees. Seventy-five percent of theorganizations are from the private sector (54%privately-owned and 21% publicly-traded) while 12%are from the public sector and 13% are not-for-profitorganizations. The business classifications of thesurvey participants are shown below.

HIGHLIGHTS OF FINDINGS

During 2006, 87% of employers experiencedchallenges in attracting employees, and 66%had employee retention challenges. Half ofthe employers had an increase in employeeturnover in 2006.

The degree of difficulty in attracting andretaining employees varies considerably byfunctional area and management level.

Alberta and BC organizations experiencedmore challenge than other employers.

The most effective attraction strategy wasoffering competitive base salaries, and thetop reason for employee turnover wasdissatisfaction with cash compensation.

Although 91% of employers are takinginitiatives to ensure compensation andbenefits programs are competitive, about two-thirds of employers are (or will be)coaching/developing managers andencouraging/enabling a work/life balance.

Two-thirds of employers expect to havechallenges in attracting employees in the next

few years, while one-half of employers expectretention challenges. A majority of employersexpect to meet these challenges in 2007.

Business Classification

5%

2%

2%

3%

3%

4%

4%

5%

5%

5%6%

7%

8%

9%

14%

18%

Other

Agriculture & Fishing

Info./Media/Publication

Hosp./Tourism/Arts & Entertainment

Educational Services

Association

Public Administration

Construction/Real Estate/Rental/Leasing

Healthcare/Social Assistance

Transportation/Distribution/Warehousing

Forestry/Oil & Gas/Mining & Smelting

Retail/Wholesale

Financial Services/Insurance

High Tech

Manufacturing

Professional/Scientific/Technical

% of Organizations

Source: WCBC


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ATTRACTION OF EMPLOYEESThe majority of Canadian employers are concerned with their ability to attract employees. As the graphbelow shows, 82% of organizations are concerned or extremely concerned with their ability to attractemployees. Only 3% of the organizations surveyed are not concerned.

Level of Concern in Attracting Employees

Somewhat Concerned

15%

Not Concerned

3%Extremely Concerned

35%

Concerned

47%

Public sector organizations have the highest level of concern. Nine out of 10 (88%) are concerned orextremely concerned with their ability to attract employees, while the remaining 12% are somewhatconcerned.

The not-for-profit sector ranked lowest in their concern for attracting new employees. However, seven outof ten (71%) not-for-profits are concerned or extremely concerned about attraction.

During 2006, 87% of the organizations from across Canada experienced challenges in attractingemployees. The most difficulty (93%) was experienced by employers with over 1,000 employees, but thisnumber only decreases to 83% in organizations with less than 100 employees.

While organizations across Canada are struggling with recruiting employees, employers in Alberta and

British Columbia were confronted with the most extreme challenges.

% of Organizations Experiencing Challenges in Attraction

in 2006 By Province/Territory

79% 80%

63%

49%

62%

43%

29%

67%

BC AB SK MB ON QC Atlantic Territories

%

ofOrganizations

Note:Atlantic includes NB, NS, PE and NL.Territories include NT, YT and NU.

Source: WCBC

Source: WCBC


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The functional areas and management levels which employers are having challenges in attractingemployees are set out below, in decreasing order of difficulty.

Challenges in Attracting Employees

Degree of

Difficulty Functional Area

% of Orgs.Having or

AnticipatingChallenges

1 Management Level

% of Orgs.Having or


1

Most Difficult Engineering & Technical 67%

Production & Distribution 50%

Middle Management 43%

Supervisors 39%

Marketing & Sales 38%

Information Technology 36%

Upper Management 35%

Accounting/Finance 34%

Research & Development 27%

Clerical 26% Part-Time Staff 26%

Executives 23%

Least Difficult Human Resources 21%

Note:1

These percentages only include those organizations which have employees in thatparticular functional area and/or management level.

One-third (32%) of the overall employers have systems/procedures in place to measure their ability toattract employees, although 54% of the public sector employers have such systems/procedures. Thefollowing measures are most commonly used:

Measures Used To Track Ability To Attract Employees

Systems/Procedures % of Orgs.

Total number of applications received 25%

Number of qualified applicants who apply 25%

Time elapsed before filling positions 22%

Time required to receive applications 12%

Cost per person hired 11%

Ratio of offers extended to applications received 10%

Note:Percentages do not add up to 100% as some

organizations use more than one measure.

Source: WCBC

Source: WCBC


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Employers stated that the most effective strategy to attract new employees is the provision of competitivebase salaries. As the table below shows, providing opportunities for advancement andencouraging/enabling a positive work/life balance are also key tools for attracting employees.

Tools Used To Attract New Employees

Strategy % of Orgs.

Competitive base salary 94%

Opportunities for advancement within the organization 79%

Work/life balance 77%

Competitive benefits program 71%

Flexible work schedule 52%

Retirement plan 35%

Short-term incentive program 33%

Long-term incentive program 30%

Profit-sharing program 25%

Flexible benefits program 17%

Other 11%

Source: WCBC


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RETAINING EMPLOYEES

Three-quarters (74%) of Canadian organizations are concerned or extremely concerned with their abilityto retain employees. Only 4% are not concerned.

Level of Concern in Retaining Employees

Extremely Concerned

26%

Concerned

48%

Somewhat Concerned

22%

Not Concerned

4%

During 2006, two-thirds (66%) of the organizations from across Canada experienced challenges inretaining employees. Seventy-four percent of employers with more than 100 employees had difficulty inretaining staff in 2006, while 56% of organizations with less than 100 employees had retentionchallenges. As the graph below shows, private sector companies were most affected by retention issues.

% of Organizations Experiencing Retention Challenges

In 2006

66% 68%

61% 55%

Overall Private Sector Public Sector Not-For-Profit Sector

%o

fOrganizatio

ns

Source: WCBC

Source: WCBC


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The functional areas and management levels which employers are having challenges in retainingemployees are set out below, in decreasing order of difficulty.

Challenges in Retaining Employees

Degree of

Difficulty Functional Area

% of Orgs.Having or


1 Management Level

% of Orgs.Having or


1

Most Difficult Production & Distribution 44%


Supervisors 30%


Middle Management 28%



Clerical 26%

Part-Time 23%

Human Resources 20%


Executives 11%

Least Difficult Engineering & Technical

Note:1 These percentages only include those organizations which have

employees in that particular functional area and/or management level.

Not surprisingly, the same provinces that experienced difficulty attracting employees in 2006 also facedthe greatest challenges in retaining employees. As the graph below shows, Alberta and BC employersexperienced the most challenges with retention.

% of Organizations Experiencing Challenges in Retention

in 2006 By Province/Territory

57%

74%

48%

38% 42%31%

24%

49%

BC AB SK MB ON QC Atlantic Territories

%of

Organizations

Note:Atlantic includes NB, NS, PE and NL.

Territories include NT, YT and NU.

Source: WCBC

Source: WCBC


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A majority of the organizations (85%) perform exit interviews with departing employees. Fifty-five percentconduct exit interviews regularly, while another 30% conduct exit interviews periodically. Exit interviewsare regularly conducted most often by larger employers.

The top two reasons for employee turnover are dissatisfaction with cash compensation and lack of careeropportunity. A list of the main reasons is listed below:

Rank

Main Reason For Employee TurnoverBased OnResearch

1Based OnOpinion

2

Dissatisfaction with cash compensation 1st

2nd

Lack of career opportunity offered by the organization 2nd

1st

Lack of recognition and praise 3rd

3rd

Dissatisfaction with work/life balance 4th

4th

Dissatisfaction with corporate culture 5th

5th

Dissatisfaction with benefits provided by the organization 6th

6th

Notes:1

Based on analysis of research such as exit interviews.2 Based on the employers opinion as to the main reason for turnover.

Other reasons provided for employee turnover are retirement, work location, an employees desire tocommute less and, to a lesser extent, conflict/incompatibility with manager.

Measuring and analyzing the costs associated with employee turnover is essential in determining theimpact turnover has on an organization. However, only 1 in 5 (21%) of the organizations surveyedcalculate the costs. Larger organizations are more likely than smaller ones to perform such calculations.Twenty-five percent of organizations with more than 100 employees calculate turnover costs, while only14% of organizations with less than 100 employees do so. One-quarter (24%) of employers that do notcurrently calculate turnover costs, plan to start tabulating and analyzing these costs.

As the graph below shows, nearly half (47%) of the employers experienced an increase in turnover rates

in 2006.

Employee Turnover in 2006

1%

5%

47%

38%

9%

Substantially Decreased

Decreased

Remained Stable

Increased

Substantially Increased

% of Organizations Across Canada

Source: WCBC

Source: WCBC


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In order to reduce turnover, virtually all (91%) of the employers are taking initiatives to ensure theorganizations compensation and benefits are competitive. Perhaps because some organizations reportedthat turnover of staff may have been due to a conflict or incompatibility with supervisors and/or managers,70% of organizations are, or will be, coaching or developing managers and supervisors. Other strategiescurrently used by organizations, or strategies organizations are planning to utilize, are summarized below:

Strategies Utilized To Manage Retention And Reduce Turnover

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Other

Cash retention bonuses

Larger performance merit increases

Long-term incentive plan(s)

Flexible work schedules

Employee opinion surveys

Increasing base salary structure

Recognition programs

Career development opportunities

Encourage/enable work/life balance

Coach/develop managers/supervisors

Competitive compensation & benefits


Planning To Do Currently Doing Total

One-sixth (16%) of the organizations have a cash retention program. Of those organizations, over half(57%) report that their cash retention program is informal and is applied at managements discretion. Theremaining 43% of organizations have a formal program with defined eligibility criteria, rules andguidelines.

Source: WCBC


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The table below ranks the employee by both functional area and management level which are eligible toreceive a cash retention bonus.

Eligible For Cash Retention Bonus

Degree of

Eligibility Functional Area

% of Orgs.Having or


1 Management Level

% of Orgs.Having or


1

Most Eligible Engineering & Technical 78%


Middle ManagersProduction & Distribution 71%

Supervisors71%




Executives 65%

Human Resources 63%


Clerical 55%

Least Eligible Part-Time 39%

Note:

1 These percentages only include those organizations which have employees in thatparticular functional area and/or management level.

Three-quarters (74%) of the organizations rate their retention bonus program as an effective tool inretaining employees.

Source: WCBC


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FUTURE CHALLENGES

Looking forward in time, approximately 68% of the employers anticipate attraction of new employees tobe extremely challenging/challenging in 2007, 2008, 2009 and beyond, while almost all of the remainingemployers expect to face some challenges in those time periods. Private sector companies and thoseemployers with over 1,000 employees are expecting these challenges to be the most extreme.

Attraction Challenges in Future

In 2009 and beyond 2%



In 2008 2%

In 2008 28%

In 2008 70%

In 2007 4%

In 2007 29%

In 2007 67%

Not Challenging

Moderate/Somewhat

Challenging

Extremely

Challenging/Challenging


Nearly one-half (48%) ofemployers expect employee retention will be extremely challenging/challengingin 2007, 2008, 2009 and beyond, while virtually all of the remaining employers expect to face somechallenges in those time periods. Again, private sector companies and those employers with over 1,000employees feel that their challenges in retaining employees will be the most extreme.

Retention Challenges in Future




In 2008 4%

In 2008 37%

In 2008 59%

In 2007 7%

In 2007 35%

In 2007 58%

Not Challenging

Moderate/Somewhat

Challenging

Extremely

Challenging/Challenging


Source: WCBC

Source: WCBC


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As reported above, Canadian employers recognize there are, and will be, challenges in attracting andretaining their necessary complement of employees. However, the majority of organizations feel confidentthat they are ready to meet those challenges. Fifty-five percent of organizations report that they feel veryconfident or confident that they will meet their attraction challenges in 2007. Sixty-one percent of theorganizations also expect to meet challenges with retaining employees in 2007.

Level of Confidence in Meeting Attraction & Retention Issues

In 2007

9%

47%

31%

8%5%

11%

50%

28%

7%4%

Very Confident Confident Moderate Somewhat

Confident

Not Confident

%o

fOrganizations

Attraction Retention

Source: WCBC

For further information, please contact:

Barry D. Cook, Partner

Western Compensation & Benefits ConsultantsSuite 20001188 West Georgia StreetVancouver, BC V6E 4A2

Toll free 1-800-781-2411E-mail [email protected]


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LIST OF PARTICIPATIN G ORGANIZAT IONS

A. D. Williams Engineering Inc.Abbey Window CoveringsAboriginal People's Television Network

Acculogix Distribution ServicesACD Systems Ltd.Advanced Glazing Systems Ltd.Aercoustics Engineering LimitedAeroInfo SystemsAgricultural Manufacturers of CanadaAinley GroupAlberta Beverage Container Recycling Corp.Alberta Envirofuels Inc.Alberta Food Processors AssociationAlberta Personnel Administration OfficeAlberta Teachers' Retirement FundAllied Windows

AltaGas Utilities Inc.AMEC Earth & EnvironmentalAnderson Civil Consultants Inc.AN-GEO Environmental Consultants Ltd.AODBT Architecture Interior DesignAon Reed StenhouseApollo Industries Ltd.Argue & Assoc. Management Consultants, Inc.Art In MotionAssiniboine Community CollegeAssiniboine Credit UnionAssociated Economic Consultants Ltd.Associated Engineering

Association of Neighbourhood HousesAstrographic Industries Ltd.ATCOATCO I-TekAvison Young Commercial Real Estate

B. A. Robinson Co. Ltd.Babcock & Wilcox Canada Ltd.Bantrel Co.Barrick Gold CorporationBayer CropScienceBC AssessmentBC Cancer FoundationBC Children's Hospital Foundation

BC Hot House Foods Inc.BC Lung AssociationBC Medical AssociationBC Pavilion CorporationBC Public Service AgencyBC Real Estate AssociationBC Securities CommissionBC TransitBCAA - British Columbia Automobile AssociationBeaubien Glover Maskell EngineeringBeta Machinery Analysis

Bioriginal Food & Science Corp.Bishop & McKenzie LLPBJ Services Company CanadaBoardwalk Rental Communities

Boge and Boge (1980) Ltd.Bunge CanadaBurntwood Regional Health AuthorityBusiness Council of British ColumbiaBusiness Practices & Consumer Protection Auth.

CAA ManitobaCalgary Co-operative Ltd.Calgary Exhibition & StampedeCalgary HandiBus AssociationCameco CorporationCampbell Scientific Canada Corp.Canada Bread Company Ltd.

Canada MovingCanadian Blood Services - WinnipegCanadian Cancer Society - AlbertaCanadian Cancer Society - British ColumbiaCanadian Centre for Occupational Health &SafetyCanadian Nuclear Safety CommissionCanadian Policy Research NetworksCanadian Society of Association ExecutivesCanadian Western BankCanadian Wheat BoardCan-Cell Industries Inc.Canfor Corporation

Cangene CorporationCanlan Ice SportsCanWel Building Materials Ltd.Capilano CollegeCardel HomesCaritas Health GroupCaritas Hospitals FoundationCascades Tissue Group - CalgaryCatalyst Paper CorporationCBI HealthCCW Inc.Celero SolutionsCellex Power Products, Inc.Century Group

Century Group Lands CorporationCenturyVallenCG Industrial Specialties Ltd.CGI GroupCH2M HILL Canada LimitedChevron Canada LimitedChristenson Developments Ltd.City of BrandonCity of BurnabyCity of ChilliwackCity of EdmontonCity of Grande Prairie


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City of KelownaCity of KitchenerCity of Port CoquitlamCity of SurreyCity of WinnipegCKUA Radio NetworkClaimSecureCloverdale Paint Inc.CMA Canada - British ColumbiaCoast Capital SavingsCoinamatic Canada Inc.College & Assoc. of Registered Nurses of AlbertaCollege of Dental Surgeons of BCCollege of Physicians & Surgeons of AlbertaCommercial Solutions Inc.Commonwealth Insurance CompanyCommunity Justice InitiativesComputronix CanadaConcentra Financial Services AssociationConcert Properties Ltd.

Concord Elevator (London) Ltd.Conestoga-Rovers & AssociatesConvironCOSTI Immigrant ServicesCoutts Courier Company Ltd.Crape Geomatics CorporationCredit Union Central AlbertaCredit Union Central of ManitobaCredit Union Central of Nova ScotiaCredit Union Central of SaskatchewanCrosier Kilgour & Partners Ltd.Cryopak Industries (2007) ULCCustom Building Products

Custom Window & Door

Daishowa-Marubeni InternationalDaniels Electronics Ltd.David McManus Engineering Ltd.DC Energy Services Inc.Delcan CorporationDeloitteDelta BessboroughDistrict of West VancouverDivestco Inc.Downtown Winnipeg BIZDP World Vancouver

DSL Ltd.Ducky's Office FurnitureDynacare Kasper Medical LaboratoriesDynatec Metallurgical Technologies

Eagle Picher Energy Products Corp.Earth Tech Canada Inc.easyhome Ltd.EBA Engineering Consultants Ltd.Edmonton Public Schools

EGS Electrical Group CanadaEHC GlobalElite Swine Inc.EMCONEnsign Energy Services Inc.EPCOR CENTRE for the Performing ArtsESI Entertainment Systems Inc.EXH Engineering ServicesExtendicare (Canada) Inc.

FarmPure Inc.Faronics CorporationFAST First Aid & Survival Technologies LimitedFibreco Export Inc.Fielding Chemical Technologies Inc.FinancialCAD CorporationFinning (Canada)First General Services (Saskatchewan)Focus CorporationFocus on the Family Canada

FormaShape, div. of Whitewater Composites Ltd.FortisBC Inc.FPI Fireplace Products International Ltd.Fraser River Port AuthorityFVB Energy Inc.

G&F Financial GroupGamma-Dynacare Medical LaboratoriesGATX RailGEF: Housing for SeniorsGenivar Limited PartnershipGibson Energy Ltd.Gienow Windows and Doors

Global Railway IndustryGlobal SaskatoonGlotman Simpson Consulting EngineersGolder AssociatesGranville West GroupGraymont LimitedGreat Canadian Gaming CorporationGreater Montral Real Estate BoardGreater Vancouver Regional DistrictGreyhound CanadaGroup2 Architecture Engineering Ltd.

H.Y. Louie Co. Limited

Hardie Industrial Services Inc.Hayhurst Elias Dudek Inc.Health Employers Association of British ColumbiaHeart and Stroke Foundation of BC & YukonHemmera EngineeringHighstreet Asset Management Inc.Hitachi Canadian Industries Ltd.HOPE International Development Agency

IBM Canada Ltd.


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IC Group LPIKON Office Solutions Inc.IMV Projects Inc.Inmet Mining CorporationInsurance Corporation of British ColumbiaIntegris Credit UnionIntercontinental Truck BodyInternational Forest Products LimitedInternational Language Schools of CanadaInternational Mascot CorporationInvensys Systems Canada, Inc.ISL Engineering and Land ServicesIsland Architectural Millwork Ltd.

Jacques WhitfordJardine Lloyd Thompson Canada Inc.Jayman MasterBUILT Inc.JMP EngineeringJohn Howard Society of Waterloo-WellingtonJones Kwong Kishi

KW Petroleum Services Ltd.Keller Construction Ltd.Kerr Wood Leidal Associates Ltd.KGS GroupKlohn Crippen BergerKoers & Associates Engineering Ltd.KWH Pipe (Canada) Ltd.

L-3 WescamLackner McLennan Insurance Ltd.Les Consultants LBCD Inc.Lions Gate Fisheries Ltd.

Lynden International Logistics Co.

MacDonald, Dettwiler and Associates Ltd.Malaspina University-CollegeMaple Leaf Sports & Entertainment Ltd.Marshall Macklin MonaghanMartin ServicesMaxxam AnalyticsMcCoy CorporationMcGraw-Hill RyersonMcGregor and Thompson Hardware Ltd.MDS Metro LaboratoriesMDSI Mobile Data Solutions

Minter Country Garden Ltd.Miramar Mining CorporationMitsubishi Canada Ltd.Morguard Investments LimitedMorningstar Air Express Inc.

Nakina SystemsNatco CanadaNational Concrete AccessoriesNational Money Mart

Nature's Path FoodsNicola Wealth ManagementNorco Products Ltd.NorQuest CollegeNorscan Instruments Ltd.North Island CollegeNorth West Geomatics Ltd.Northern Climate Engineering Ltd.Northern Trailer Ltd.Northrock Resources Ltd.Norwest CorporationNovartis Pharma CanadaNovAtel Inc.NRC-Integrated Manufacturing TechnologiesInstitute

Olympic Seismic Ltd.On Command Canada Inc.Ontario Hospital AssociationOntario Teacher's Insurance Plan

OSI Geospatial Inc.

Pacific Blue CrossPacific Energy Fireplaces Ltd.Palliser Furniture Ltd.PDQ MechanicalPeace Hills InsurancePeninsula Co-opPH Molds LimitedPhelps Appliances Ltd.Phillips, Hager & North Investment Mgmt. Ltd.Philom Bios Inc.Pink Elephant Inc.

PINTER & Associates Ltd.Pioneer Envelopes Ltd.Polaris Inflatable BoatsPolybottle Group LimitedPOS Pilot PlantPowerup Resources LimitedPricewaterhouseCoopersProgressive Solutions Inc.ProjEx Technologies Ltd.Propak Systems Ltd.PRT Management Inc.Psion Teklogix Inc.

Quails' Gate Estate WineryQuebecor MediaQuinsam Coal CorporationQulliq Energy Corporation

R.C. Purdy Chocolates Ltd.R.F. Binnie & Associates Ltd.Real Estate Council of British ColumbiaRegional District of Central OkanaganRegional District of Fraser-Fort George


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Revelstoke Community Forest CorporationRGO Office ProductsRidley Inc.Ritchie Bros. AuctioneersRona Revy Inc.RS TechnologiesRSC Equipment Rental

SageKey Software Inc.Samco Printers Ltd.Saskatchewan Association of RehabilitationCentresSaskatchewan Research CouncilSaskatchewan Wheat PoolSaskCulture Inc.Sears CanadaSecond Foundation ConsultingSEI Industries7-Eleven Canada, Inc.Shawnigan Lake School

Shea Nerland Calnan LLPSicom Industries Ltd.Sigma Explorations Inc.Silliker Canada Co.SISU Inc.Skeans Engineering and Machinery Ltd.Skelton, Brumwell & AssociatesSobeys WestSoftek Services Ltd.Solution 105 Consulting Ltd.Solvera SolutionsSorin Group Canada Inc.Spectrum Signal Processing Inc.

St. Michael's Health GroupStanden's LimitedStantec Inc.Staples Business DepotStarGardenSteinbach Credit UnionStrait Engineering Ltd.Strategic Technologies Inc.Suncor Energy Inc.Syspro Software Ltd.Systematix Inc.

Taiga Building Products Ltd.

Target Products LimitedTBT EngineeringTerrain Group Inc.The Brick GroupThe Calgary Airport AuthorityThe CommissionairesThe CUMIS GroupThe Dominion of Canada General Insurance Co.The Fairmont Empress HotelThe Fairmont Waterfront

The Langley Concrete Group of CompaniesThe Law Society of AlbertaThe Law Society of B.C.The Original CakerieThe PartnershipThe Pepsi Bottling GroupThe StarPhoenixThomson Technology3Com CorporationThrifty FoodsThurber Engineering Ltd.Time Business Machines Ltd.Tonko Realty AdvisorsTotten Sims Hubicki AssociatesTourism CalgaryTourism SaskatoonTourism VancouverTown of CanmoreTR Westcan Inc.Trenton Cold Storage

Trican Well Service Ltd.Tricycle Lane CorporationTrinity Western UniversityTriton Environmental Consultants Ltd.Trow Associates Inc.TruServ CanadaTSI Terminal Systems Inc.TTG Systems Inc.Twin City Dwyer Printing

UFA Co-operative LimitedUnity Builders GroupUniversity Health Network

University Medical GroupUniversity of British ColumbiaUniversity of ReginaUniversity of SaskatchewanUniversity of VictoriaUpper Canada SoapUpside Engineering Ltd.

V. B. Cook Co. LimitedVancouver Community CollegeVancouver Convention & Exhibition CentreVancouver Port AuthorityVancouver School Board

Vantage Engineering Inc.VECO Canada Ltd.Veer CorporationVigil Health SolutionsVirtual CausewayVita Health Products Inc.Volker Stevin Contracting Ltd.

WAL-MART CanadaWardrop Engineering


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Warehouse OneWawanesa Mutual InsuranceWCG InternationalWeatherhavenWest Coast Reduction Ltd.Westcorp Properties Inc.Western Canadian CoalWestern Financial Group Inc.Western Management ConsultantsWestminster Savings Credit UnionWestower Communications Ltd.

Westwinn Group Corp.Westwood ElectricWilson & Proctor Ltd.Wilson Auto ElectricWinnipegREALTORSWomen Entrepreneurs of Saskatchewan Inc.Wood Group Pressure Control Pressure

Xenos Group Inc.

YMCA of Greater Vancouver

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