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Bell Canada invests in its next generation of leaders through mentoring and career planning.Supplied

Today, the typical lifespan of digital products, services and applications may often seem short to consumers, but that is what makes work so exciting at Bell Canada, where keeping pace with the perpetually evolving digital landscape is job one.

“The whole digital universe is continually expanding,” says Anuja Sheth, senior vice-president, technology services and information technology at Bell Canada. “Think about machine learning, the internet of things, the cloud, the endless new streaming services. These technologies and services are powering the digital experience of the future and we’re invested in all of them.”

Eloi Minka, director of digital media development with Bell Media, leads a team responsible for creating the software that powers Bell Media’s expansive suite of digital offerings, which includes the Crave streaming service as well as websites for media properties like TSN and the French-language Réseau des sports.

“Those websites have to be built, they have to be maintained and they have to be operated,” says Minka. “In addition, for all those brands we also have applications. And, these days, we have to be present pretty much everywhere our customers are on every type of device.”

In a world of breathtakingly fast change, it’s important for the organization to have a fresh infusion of talent and ideas. “We hire about 1,000 students every year and this is a combination of interns and new grads. A big portion of our hiring is STEM focused,” says Sheth, referring to science, technology, engineering and math.

Some come out of university knowing where they want to start and can contribute from day one, especially new graduates who may have had two or three internships with Bell. Others will go into a rotational program in which they work in different business units.

Given the scale and scope of Bell, that can be advantageous. “As I always say, if you think about our products and services, there are many companies within the company at Bell,” says Sheth. “You can fill so many roles.”

Bell also supports employee professional growth through mentoring and career planning, which very often involves upgrading skill sets or learning new ones. “The literate of the 21st century are not those who can read and write, but those who can learn, unlearn and relearn,” says Sheth. “That cycle is so important for our industry because technologies change so often. Things can become irrelevant within a year.”

The company offers a rich array of learning materials and resources through what it calls Bell U. “If you happen to be in a particular position and want to learn something from a technology standpoint, you can access a universe of course content, materials and resources online,” says Minka. “You can enroll in a course within Bell and get the training that way.”

Minka adds that all leaders at Bell are encouraged to make time for professional development within their teams, be it technical development, leadership, diversity or mental health learning and resources, which means understanding where employees want to take their careers and assisting them on their journey.

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Advertising feature produced by Canada’s Top 100 Employers, a division of Mediacorp Canada Inc. The Globe and Mail’s editorial department was not involved.