Surrey Child & Family Friendly Workplace Awards

Surrey Child & Family Friendly Workplace AwardsThese awards will showcase and celebrate businesses and organizations that have created workplaces that support their employees in both their work and child/family responsibilities. Awards will be presented at the 2017 Annual General Meeting and 53rd Chair’s Dinner.

As part of the Surrey Board of Trade’s Leadership Surrey Program, we are pleased to showcase businesses that have created workplaces that support their employees in both their work and child/family responsibilities. Why is this important?

Workplaces are changing. Employees from all sectors are quick to list the changes they are experiencing in their workplaces: Globalization, technological advances, rise of non-standard employment/work hours, increased workload, greater learning pressures.

Significant changes are affecting BC workplaces

Gaining the Edge

Creating a flexible workplace doesn’t have to be expensive or take a lot of time. Whether your workplace is small or large, it can become a flexible workplace.

Families are changing

  • Families today are more diverse (in form and culture). (Public opinion polls show that Canadians today agree there is no such thing as a ‘typical’ family. They also agree that few things are more important to them than the well-being of their families).
  • Family income inequality has increased.
  • Close to 70% of women with children under 6 years of age are in the labour force. Dual family income is now the statistical and
    cultural norm.
  • Almost one in seven families in Surrey – White Rock is headed by a lone parent. The largest concentrations of single parents are in Whalley (17.8%) and in Guildford (16.5%). These families face financial and family responsibilities alone.*
  • In general, in BC, women are delaying having children, which means they are often established in careers when they are raising young children.
  • The increasing trend of mothers and fathers sharing the parenting load more equitably has led to fathers also experiencing work/family conflicts and the associated workplace stress.
  • Both men and women report that they have longer working days.
  • Both men and women report that they have less time with family and friends.
  • Our population is rapidly aging, resulting in many families having increased responsibility for elderly parents and relatives while still raising children.
  • In 2006, there were 30,450 children in Surrey – White Rock under 6 years of age; 39,287 children aged 6 – 12 and 34,942 youth aged 13 – 18.*
  • The total population of Surrey – White Rock increased by 13% from 2001-2006.*

(*Source – Key 2006 Census Highlights)

Workplaces are changing

Workers from all sectors are quick to list the changes they are experiencing in their workplaces:

  • Globalization
  • Technological advances
  • Rise of non-standard employment/work hours
  • Increased workload
  • Greater learning pressures

It’s a costly issue

Health Canada estimates that when work and family demands collide, it costs Canadian businesses up to $10 billion a year to cover the cost of absent workers or hire and retrain new employees for those who leave.


Nominations are closed for 2016. Check back for 2017 nomination information.

Award Categories

  • Small Workplaces: Less than 50 employees
  • Medium Workplaces: 50-250 employees
  • Large Workplaces: More than 250 employees


Workplaces in Surrey from all sectors – private, public, non-profit, and Surrey Board of Trade members are eligible. The workplace needs to show that it is making an effort to support employees to harmonize the demands of their work and family roles and responsibilities.


An awards selection team, composed of members from the Surrey Board of Trade determine the winners.

The Five points that the award recipients are evaluated on are:

  1. Flexibility: This refers to an operational style that, as much as possible, allows employees to have some capacity to adapt their workday to respond to family issues such as a child becoming ill, school visits and parent-teacher interviews or special needs of elders. It typically includes Family Responsibility Leave for employees.
  2. Supportive supervisors/managers: This refers to a management style that values staff, and is characterized by a desire to help employees achieve better balance between work and the rest of their lives.
  3. A culture that is family –friendly: This type of workplace is characterized by overall attitudes, beliefs, values and taken-for-granted ways of doing things that support work-family issues as legitimate workplace concerns, and as an opportunity to develop ‘new ways of working.’
  4. Alternative work arrangements: This means an array of options are available to employees including daily or scheduled flextime arrangements, job-sharing, reduced hours, compressed work week, family leave options, telecommuting, other leaves and sabbatical options. Such alternative work arrangements are seen as ways of working and employees using them are not sidelined, marginalized or belittled.
  5. Recognition of child and elder care issues: This might include providing some form of support for child care, providing access to a referral service regarding child or elder care, establishing on-site child care or, as has been done in some Canadian cities, developing a consortium with other employers in order to provide emergency child care. This includes accommodating the needs of employees who are breastfeeding their children.


Please submit your nomination to:

Heather Booth
101-14439 104 Avenue
Surrey, BC V3R 1M1
T: 604.634.0341
F: 604.588.7549

Previous Winners

2016 Winner

Pacific Community Resources Society

2015 Winner

Obsidian Property Management Ltd

2014 Winner

The Lunch Lady

2013 Winners

Small Sized Business: Silverman Mortgage Group

Medium Sized Business: Safe Software Inc.

2012 Winner

Wilson Rasmussen LLP