Obsessed with your success
Table of Contents
Maintain a foundation of trust
Manage our impact responsibly
Supplemental reporting
Overview
Appendices
Annual investments in learning and development
Metric
2022
2021
Invested in learning and development ($ thousands) (1)
$3,088
$1,956
Time spent on learning and development activities (2)
48,302 hours
40,124 hours
(1) The year-over-year growth in learning and development costs in 2022 primarily reflected increased in-person learning opportunities and a focus on leadership development, including our first in-person leadership conference since 2019. (2) Based on hours spent completing online learning within Teal Academy. Additional time spent on learning and development outside of Teal Academy are not included within this figure.
MEASURING ENGAGEMENT
Providing open feedback channels for our teams and two-way dialogue with our senior leaders ensures we develop the right strategies to provide a great place to work. We use different communication tools and feedback mechanisms to ensure that we are considering the needs and perspectives of different audiences. In addition to regular and ad-hoc surveys, our team members have the opportunity to directly engage with our Executive team through our anonymous ‘Ask an Executive’ portal, with responses provided in weekly publications and interactive townhalls. We partner with an independent third-party service provider, Great Place to Work ® , to assist us in measuring trust and engagement within our teams based on anonymous surveys. In 2022, we were proud to be recognized as the 20 th Best Workplace TM in Canada by Great Place to Work ® , up from 28 th in 2021. For our most recent annual survey in 2022, 86% of our team members participated and our overall engagement score was 82%, consistent with last year.
Metric
2022
2021
Best Workplaces TM in Canada ranking (Great Place to Work ® )
20
28
Team member Trust Index score (1)
82%
82%
(1) Measures employee engagement by averaging the scores of 60 standard statements that assess feelings of pride, camaraderie, fairness, respect and credibility, in accordance with the methodology administered by our independent third-party service provider, Great Place to Work ® .
TOTAL REWARDS AND BENEFITS
As a destination for top talent, we take a People First approach to our total rewards program.
Financial well-being To enable our teams to share in our collective success, we maintain a competitive compensation and benefits package. We offer a performance-based short-term incentive plan as well as savings plans, including an RRSP program and Employee Share Purchase Plan with employer contribution matching features, for all full-time and eligible part-time team members. We also provide a LTIP program for our leaders, which consists of stock options, restricted share units and PSUs. Factors that influence LTIP payouts include CWB’s share price performance and achievement of performance metrics established at the time of each grant. Our team members are also valued clients and have access to special discounts and bonuses on investment and banking services, including mortgages. To support financial literacy, we provide our team members with access to ProsperiGuide, a comprehensive personal finance e-learning platform designed to give our team members the knowledge, tools, and confidence to manage their finances.
33 2022 SUSTAINABILITY REPORT AND PUBLIC ACCOUNTABILITY STATEMENT
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