Sarra Ben Abdessalem, senior business analyst, at CSL Group.Supplied
Sarra Ben Abdessalem’s path to CSL Group was far from ordinary. A senior business analyst at the Montréal-based shipping giant, she first joined the company as a consultant on a three-year project to develop crewing management software. After a year, CSL hired her full-time.
Ben Abdessalem found the work, which took her on board CSL ships on the Great Lakes and as far afield as Australia, deeply absorbing and her new workplace welcoming. “I have no maritime background whatsoever. But what’s great about CSL is everyone, whatever their place in the hierarchy, will take the time to explain whatever it is you need to know,” says Ben Abdessalem. “
“And there’s no such thing as micromanaging here. If you have ideas and creativity, no matter your age, CSL will fully support you, and that trust empowers you to take ownership of your work. They give me the autonomy to work in my own way, and that’s how I’m able to deliver major projects.”
For Stéphanie Aubourg, chief human resources officer, Ben Abdessalem’s story epitomizes CSL’s attitude toward young talent — provide them with the knowledge and training they need, then watch them sail upon the tide. “We offer exceptional opportunities for young professionals, including the chance to travel and work around the world,” Aubourg says.
CSL’s structured entry programs are wide scale, including co-op jobs, paid internships and — for future seafarers — a cadet sponsorship program. Each year, the company employs about 50 cadets, marine engineering or nautical sciences students from recognized Canadian marine colleges, to work on self-unloading ships and bulk carriers across the Great Lakes and East Coast.
Cadets are monitored and evaluated by onboard CSL supervisors, with roughly 15 cadets a year earning a sponsorship that covers the cost of their remaining studies. After completing their studies, sponsored cadets return to work with the company. Non-sponsored cadets, after graduation, receive a completion bonus.
On land, CSL maintains an extensive internship program with a high retention rate. “When we see talent and drive, we invest in it, and many of those individuals go on to senior leadership roles,” Aubourg says. “Our chief marine and digital solutions officer, for example, began here in the co-op program. Stories like hers are common at CSL.”
No matter how they join CSL, Aubourg and Ben Abdessalem agree that newcomers are embraced by a workplace culture dedicated to helping them thrive, including tuition subsidies. “I’m pursuing my project management program certification and CSL has been incredibly supportive with time, training and costs,” says Ben Abdessalem.
CSL is equally committed to promoting from within. “That’s ingrained here,” says Aubourg. “Our annual talent review highlights promising young talent. That’s when the executive team steps in with special assignments and mentoring to help them grow.”
Onboarding at CSL combines intensive training and access to the internal learning portal, CSL Academy. For seafarers, the process is highly immersive, Aubourg notes. Office staff also take ship-awareness courses and visit ships as soon as possible. “I almost stopped breathing on my first ship visit,” recalls Aubourg. “You don’t realize their complexity until you’re on board.”
For Ben Abdessalem, CSL combines meaningful work, strong support and genuine trust, making it a company she wants to be part of. “If you want to learn, take on challenges and grow in your career, this is the place to do it.”
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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.