Supporting youth and the communities we serve

Today's young people face challenges that did not exist for earlier generations. To support young people navigating these challenges, Bell partners with a wide range of youth-oriented organizations such as Integrated Youth Services, Jack.org, Kids Help Phone, National Association of Friendship Centres, Strongest Families Institute, Youth In Mind Foundation, the Canadian Centre for Child Protection and MediaSmarts, in addition to programs such as Computers for Schools in Québec (OPEQ).

Protecting Our Children

Every year, Bell and Bell MTS contribute $150,000 to Cybertip.ca, a national tipline operated by the Canadian Centre for Child Protection (C3P). Since 2002, Cybertip.ca has processed over 430,000 reports of online child sexual abuse and exploitation, and through Project Arachnid, it has issued more than 40 million removal notices worldwide to combat this heinous crime.

C3P stands at the forefront of the battle against online harms affecting children and youth. With a 27% increase in reports to Cybertip.ca last year and a concerning rise in sexual crimes against Canadian children, as highlighted by Statistics Canada in July 2024, the need for robust support systems has never been greater.

In response, C3P has developed a comprehensive survivors system, integrating Cybertip.ca staff with C3P support services to provide multidisciplinary, evidence-based support to survivors of online sexual violence. One key resource is NeedHelpNow.ca, a site revamped and streamlined to encourage youth to seek help for issues like the sharing of intimate images, sextortion, and online luring. Since its relaunch in September 2023, the site has seen a 36% increase in unique visitors, reaching 104,000.

C3P also continually updates its survivor resources, including the Self/Peer Exploitation guides, funded in part by Bell. These guides address the growing concerns around sexting and other forms of online sexual violence, ensuring youth receive the best possible support.

Bell is also a proud founder of the Canadian Coalition Against Internet Child Exploitation and its Cleanfeed Canada initiative, which aims to reduce Canadians' exposure to child sexual abuse material and deter those who access and distribute it.

Amplifying digital media literacy with MediaSmarts

MediaSmarts, Canada's bilingual centre for digital media literacy, is dedicated to equipping Canadians with the critical thinking skills needed to navigate the digital world. As a registered charity, MediaSmarts conducts original research, develops educational programs, and raises awareness about digital media literacy. Their annual Media Literacy Week highlights the importance of these skills.

Bell, a founding partner of MediaSmarts, supports their initiatives through donations and sponsorships. In 2024, Bell donated $60,000 and sponsored Media Literacy Week, which featured digital parenting workshops, Break the Fake sessions, and seminars on artificial intelligence (AI) and cybersecurity. These events, organized by over 175 collaborating organizations, reached millions across Canada.

Media Literacy Week 2024 generated over 9.2 million social media impressions, including the third annual Digital Citizen Day held on October 23, 2024, promoting positive online behaviour with #DigitalCitizenDay. Additionally, Bell and MediaSmarts launched "Building Better Tech Habits: A Guide to Digital Well-being," offering practical strategies for parents and caregivers to manage screen time and foster healthy online habits. The guide has received over 1,000 views since its release.

MediaSmarts hosts the world's largest bilingual website for digital media literacy, featuring 3,000 pages of free resources, attracting 2.6 million views and 200,000 downloads annually.

Upholding Responsible and Sustainable use of Technology

We support our belief by focusing on information technology (IT) education, combating disinformation, and IT sustainability. Our CloudCampus initiative brings together educational institutions, corporate and technology partners, and tech innovation and research associations to help fill the gap in our IT workforce. We work with leading universities and associations to use technology to help combat disinformation. We are focused on improving IT sustainability for our organization and our customers through our work and partnerships with like-minded organizations.

Wireless health and safety of our networks

Bell only purchases mobile phones that meet Health Canada's Safety Code 6 RF emission requirements. Bell also ensures that all of the wireless network equipment that we place on towers, buildings and other support structures meets these requirements. When selecting the location of new telecommunication sites, Bell is sensitive to community concerns with respect to location and placement of facilities. Before selecting or acquiring property for any new telecommunication site, Bell first determines whether it is feasible to place antennas on existing structures, such as buildings and pre-existing towers. In this regard, Bell seeks to comply with Innovation, Science and Economic Development Canada’s (ISED) guidelines for public and municipal consultation as set out in ISED’s Client Procedures Circular CPC-2-0-03, Radio communication and Broadcasting Antenna Systems.

Computers for schools in Québec (OPEQ), a 25-year partnership

In 1993, Industry Canada and the Telephone Pioneers launched the Computers for Schools (CFS) program to donate surplus federal government computers to schools. By 1997, Bell took the helm in Québec, becoming a founding member of Computers for Schools in Québec (OPEQ).

For over 25 years, Bell has been a cornerstone of this program, not only donating equipment but also actively participating in OPEQ's leadership. Bell's contributions include board representation, appointing an Executive Director, and providing space for workshops and administrative offices.

This partnership has propelled OPEQ to become Québec's leading force in electronic equipment reuse, with two sorting centers and five workshops across the province. Bell's collaboration with OPEQ helps bridge the digital divide by maximizing the reuse of electronic equipment and ensuring its secure, efficient, and environmentally sound management. In 2024 alone, Bell's donations to OPEQ exceeded $2.1 million.

Over the last 25 years, OPEQ has achieved remarkable milestones:

• Recovered more than 100,000 computers per year.
• Upgraded and distributed over 345,000 refurbished computers and laptops.
• Provided more than 50,000 hours of training annually.
• Helped over 1,400 young people gain work experience through the OPEQ internship program.
• Assisted several thousand trainees in acquiring IT skills.
• Worked with dozens of young people with physical or cognitive limitations in OPEQ's sorting centers and workshops.

Giving Back to the Community

OPEQ has refurbished and redistributed hundreds of thousands of computers, laptops, printers, and cellular devices to schools, libraries, and non-profit organizations. Its mission extends to supporting digital inclusion for low-income families and newcomers, aiming to eliminate technological isolation.

Training Young People Across Québec

The OPEQ internship program provides youth with hands-on IT responsibilities, helping them gain the skills and experience needed to join the job market. It offers opportunities for young people with physical or cognitive limitations to gain work experience, fostering a rewarding workplace integration. Many current OPEQ instructors and managers are successful graduates of this program. OPEQ also partners with professional training centers, offering students a work environment that complements classroom training and motivates against dropping out of school. Inclusion and belonging are at the heart of OPEQ's values.

OPEQ for the Environment

OPEQ recovers computer equipment from provincial and federal ministries, para-governmental and municipal agencies, and major companies in various sectors. Prioritizing reuse before recycling, OPEQ has refurbished over 345,000 computers and laptops in the past 25 years, giving new life to devices that would otherwise be discarded. When equipment cannot be reused, it is recycled by certified recyclers who meet the highest standards.

Through its support of OPEQ, Bell promotes:

1. Reuse of electronic equipment.
2. Social inclusion for young adults through workplace integration.
3. Development of digital skills among technology graduates.
4. Eco-responsible recycling of obsolete equipment.

To learn more about Computers for Schools in Québec, visit www.opeq.qc.ca.

Supporting reconciliation with Indigenous peoples and communities

Bell supports the principles of the United Nations Declaration on the Rights of Indigenous Peoples and the recommendations of the Truth and Reconciliation Commission of Canada. All team members are empowered through various initiatives to learn more about contributing to reconciliation at work and in their personal lives. 

As a member of the Partnership Accreditation in Indigenous Relations (PAIR) program established by The Canadian Council for Indigenous Business, Bell is committing to achieving successful positive business relations and aims to improve Indigenous relations with a certification that confirms corporate performance and commitment. This program helps build a robust framework and evolves our Indigenous relations at a company-wide level.

Bell strives to offer a workplace where First Nations, Inuit and Métis team members feel supported, respected and connected. Through our inclusion strategy, and employment equity, we actively strive to remove the barriers that Indigenous team members may face in the workplace and ensure that everyone has equitable access to career development opportunities.

Bell's commitment to advancing reconciliation and Indigenous relations is reaffirmed in a new leadership statement. Developed through executive vision, employee feedback, and business workshops, this statement is available internally to employees and externally on BCE.ca.

Bell has also launched an Indigenous Policy, developed with input from key business groups, ensuring consistent alignment and compliance across the company.

Bell has established a strong support framework for its Indigenous Strategy. This includes an Executive Leadership Council to guide strategic direction and a Partnership Accreditation in Indigenous Relations (PAIR) working group responsible for planning and implementation. To ensure all employees understand the benefits of PAIR certification and the importance of cultural awareness training, we’ve developed a comprehensive training and development strategy. 

We provide opportunities for team members to learn about Indigenous issues through expanded training and engagement The goal is to help them appreciate the systemic inequalities and discrimination that Indigenous peoples experience. In 2024, as part of Bell’s commitment to Indigenous reconciliation, we continued our partnership with the First Nations University of Canada and Reconciliation Education to offer the 4 Seasons of Reconciliation Indigenous awareness training. This training supports building a more inclusive workplace that acts upon the Truth and Reconciliation Commission’s 94 Calls to Action.

We also provide resources, training and informative events to educate our team members about Indigenous issues and the contributions and culture of Indigenous peoples. In June, we recognize National Indigenous Peoples Day, and, each September, we honour the lost children and survivors of residential schools, their families and communities. In 2024, we continued to partner with Woodland Cultural Center to host virtual tours of the former Mohawk residential school, presenting its history from its opening in 1831 to its closing in 1970. Additionally Indigenous owned and operated Rise Consulting facilitated Land Acknowledgement and Truth and Reconciliation webinars for employees. 

Connecting remote and Indigenous communities to our network

Network connectivity creates economic growth that enables prosperity, while also breaking down social barriers by reducing isolation. This paves the way for the exploration of new opportunities and resources that enrich the lives of those living in such rural areas. By expanding our networks, we seek to create an equality of access for all Canadians.

Since 2020, Bell has been collaborating with over 30 Indigenous communities in Ontario and Labrador to provide high-speed fibre internet through the federal Universal Broadband Fund. We assist these communities in applying for subsidy programs designed to expand access, serving as technical experts. Bell is working with Grand Council Treaty #3 on the Grand Council Treaty #3 Dibaajimowin Project, approved at $51 million, aiming to bring broadband fibre internet to 23 Indigenous and 13 non‑Indigenous communities in Northwestern Ontario. Projects are also underway, or in development, in Magnetawan First Nations, Moose Deer Point First Nations, and Sagamok Anishnawbek First Nations in Ontario, and with the Nunatsiavut Government to enhance high-speed internet connectivity in Northern Labrador, among others.

At Bell, we engage in meaningful dialogue with Indigenous communities to mitigate local concerns about our network. For example, our network infrastructure environmental evaluation program is embedded directly in our environmental management system. This arrangement seeks to minimize the negative impacts of network projects on the environment.

Employee engagement, support and resources

In 2024, Bell's promotion of employee development and support was evident through several key initiatives:

• Learning and Development: Team members spent over 1.1 million hours on learning and development, averaging 1.2 hours per month per team member. Over 9,000 company-paid skill-building courses were offered in English and French. In employee surveys, 90% reported that these programs helped them build skills or develop in their roles. Additionally, 85% of directors and executives completed 3 hours of Tech Foundations training on Agile, AI, and Cloud.
• Inaugural Learning Day: Held in September, this event introduced new leadership attributes learning pathways and technical skills foundation training for senior leadership.
• Equitable Total Compensation: Bell provides competitive and equitable total compensation packages based on skills, role, performance, and the external market, regardless of gender, age, disability, gender identity and expression, sexual orientation, race, ethnicity, cultural heritage, or creed.
• Transformational Learning: The Bell Learning Hub is a self-directed learning platform offering thousands of video-based courses from premium content providers and industry experts. Customized for each learner based on career development goals, the Hub has over 15,000 active users who view more than 1 million content items annually. Active learners spend an average of 3.5 hours viewing content each year. In the past year, the platform saw an 80% increase in technical skills development and a 200% increase in Agile methodologies, which are critical focus areas for our business transformation.
• Bell’s Virtual University (Bell U): This community provides over 2,000 high-tech team members with opportunities to upskill. The Bell U Academy, a white-glove program, boasts a 98% graduate retention rate and 44% promotion rate among graduates, with 32% of participants being women.
• Leadership Development: Bell's leadership programs empower individuals at all career stages. Programs include Leadership Development Pathway, Next Generation Leadership Development, Executive Leadership Development, and tailored onboarding for new graduates. Bell’s Education Reimbursement Program (ERP) offers up to $1,500 annually for continued education, with participants scoring higher on engagement and performance.
• Employee Recognition: Bell’s Better Together program celebrates teamwork and accomplishments through social recognition and the quarterly Excellence and Innovation Awards. The Bravo Award honors those who best embody Bell’s leadership attributes.
• Employee Resource Groups (ERGs): Our ERG’s are an essential channel through which we foster a culture of inclusion and belonging through community. These voluntary, employee-led groups invite team members to connect on shared cultures, identities, and experiences. These groups include, Diversability at Bell, Black Professionals at Bell, Pride at Bell, Pan-Asians at Bell and Women at Bell.

Through these initiatives, Bell fosters a culture of continuous learning, equitable total compensation, and recognition, empowering employees to thrive and drive Bell's transformation forward.

Our leadership development programs are designed to empower individuals at all stages of their careers. We recognize that leadership is a continuous journey, and we provide tailored support to help our team members reach their full potential.

Here's how we cultivate leadership at Bell:

• Shared Language: We establish a common understanding of the skills and behaviours essential for success at Bell, aligning our leadership attributes with performance expectations.
• Performance Reviews: Performance ratings are based not only on results but also on demonstrated leadership behaviours, ensuring that our values are reflected in every aspect of our work.
• Career & Development: We offer a range of programs to help team members identify their strengths, explore development opportunities, and chart their career paths.
• Recognition: Our leadership attributes form the foundation for all recognition at Bell, encouraging teamwork, personal excellence, and the embodiment of our core values.

Our programs cater to specific needs and career stages:

• Leadership Development Pathway: A comprehensive program for emerging leaders, providing foundational skills and knowledge.
• Next Generation Leadership Development: Designed to nurture high-potential individuals, equipping them with the skills and experience needed to take on leadership roles.
• Executive Leadership Development: For senior leaders, this program focuses on strategic thinking, organizational leadership, and driving organizational impact.
• New Grads: We provide tailored onboarding and development programs to help new graduates transition smoothly into their roles and contribute meaningfully to Bell's success.

At Bell, we strive to foster a culture of leadership at all levels. By providing a comprehensive and customized approach to leadership development, we empower our team members to thrive, contribute meaningfully, and drive Bell's transformation forward.

With Bell’s Education Reimbursement Program (ERP), team members can be reimbursed up $1,500 each calendar year to help subsidize the cost of continued education. Participants have scored +5 points on engagement index compared to Bell average. 90% feel the program has helped them develop and 35% more likely to exceed performance objectives.

Bell’s Employee and Family Assistance Program (EFAP)

Bell provides mental health benefits and programs including an Employee and Family Assistance Program (EFAP). The EFAP offers access to professional counsellors, or other experts such as financial and legal advisors, dieticians and naturopaths, and tools to help manage sources of stress—all confidential and free of charge.