Known as ‘Inspire,’ Pratt & Whitney Canada’s health and well-being program has evolved since its launch in November 2020, growing with employees’ changing needs, using a data-driven approach and ensuring leaders have the proper tools to provide support.
Since the program was rolled out during the coronavirus pandemic, one of its first priorities was to implement a comprehensive mental-health strategy. “[Our] mental-health strategy is grounded in the full well-being continuum of prevention, detection and support,” says Fannie Jacques, vice-president of human resources at Pratt & Whitney Canada.
“It blends both individual and organizational perspectives, including psychosocial risk assessments, mental-health training and a connected ecosystem of employee support elements.”
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A solid mental-health strategy is important, she adds, because a healthy and happy workforce directly corelates to workplace safety, company appeal, innovation and long-term performance. “We firmly believe investing in mental health is [just as important as] delivering on our corporate priorities. Our mental-health strategy isn’t a one-time response or a stand-alone benefit; it’s a sustained commitment that supports our people, strengthens our culture and enables our business to perform at the highest level.”
The manufacturing company’s holistic approach to mental-health support was recognized at Benefits Canada’ s 2025 Workplace Benefits Awards with a win in the Mental Health Program category for employers with more than 1,000 employees.
A living system
Prior to launching the Inspire program, Pratt & Whitney Canada had an actuarial analysis to assess the financial and personal risks associated with unmanaged mental-health and well-being challenges, with the results reinforcing the need for a long-term, preventive approach.
A defining characteristic of the program is the recognition that mental health isn’t static, says Jacques, noting it’s intentionally designed as a living system that evolves alongside the organization and its workforce.
By the numbers
• 21% of Canadian employees said their mental health was poor in 2025, an increase from 17% in 2024.
• 20% of employees reported a diagnosed mental-health condition such as depression or anxiety. Among this group, 47% self-reported poor mental health in the past year.
• Newcomers to Canada (55%), 18-to 34-year-olds (49%), employees experiencing chronic pain (48%) and those with caregiving responsibilities (45%) were more likely to report high to extreme levels of stress.
Source: 2025 Benefits Canada Healthcare Survey
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It encompasses three primary areas: mental health, physical health and financial and social well-being. The program offers employees a broad range of resources, including well-being training, a virtual fitness centre, a digital lifestyle improvement platform, sleep-aid solutions, a peer support network of almost 300 ambassadors and a comprehensive employee assistance program.
The Inspire team comprises two workplace health and well-being experts, a representative from employee services, a training coordinator and a communication and administrative assistant. The organization also has an Inspire site leader at each plant across Canada.
Since the program was introduced, the team has conducted focus groups and interviews with employees, as well as obtaining feedback from its network of ambassadors. It evaluates the program annually with a survey to ensure the company is addressing employees’ health needs.
Due to the size and complexity of Pratt & Whitney Canada, the Inspire team promotes all of the available resources through live presentations to different groups, as well as staff and ambassador meetings. Over the years, the presentations have become increasingly popular, with directors at all levels reaching out to the team to reserve them.
Alongside the popularity of the presentations, participation in the program continues to grow, with 45 per cent of employees engaged in three or more initiatives as of 2025. Last year, 73 per cent of employees remained active on the wellness platforms and 67 per cent attended ‘beyond stigma’ training. At the end of 2025, the majority (82 per cent) of managers had attended the first phase of training on mental health and 53 per cent had completed the second phase.
Fostering supportive leadership
Beyond offering tools and resources, Pratt & Whitney works every day to ensure its leaders are equipped to be proactive and accountable when employee mental health is involved, says Jacques.
Using mandatory leadership and mental-health training, leaders are expected to foster a workplace culture where employees feel supported, respected and psychologically safe. “Mental health isn’t a peripheral initiative for us; it’s a core leadership responsibility. We expect our leaders to create environments where people can perform at their best because they feel supported. That expectation starts with the executive team, whose ongoing commitment demonstrates this is not a superficial fix and we deeply care about our team.”
The organization also formed a partnership with the University of Montreal’s OSMET study, which includes an annual survey that identifies psychosocial risk and protective factors within the workplace. The results inform leadership decisions and guide targeted actions, forming the foundation of the continuous evolution of the health and well-being program, adds Jacques.
Sadie Janes is an associate editor at Benefits Canada and the Canadian Investment Review.