Q&A with Nasdaq’s Bronwyn Ott

A: Being fairly new to Nasdaq, I’m learning something new every day about our organization, our people and what we do. Did you know we’re more than just a stock market? Or that we have people in 28 countries around the globe? With a purpose of ‘advancing economic progress for all,’ we’re growing and evolving — including two recent acquisitions in Canada.

Read: Bronwyn Ott joins Nasdaq as global head of well-being and benefits strategy

A key challenge is designing equitable programs and policies that meet the needs of a global organization while still being locally relevant and are scalable as we grow both organically and through potential future acquisitions.

Q: What programs do you consider the most successful or that you’re most proud of?

A: I’m most proud of You&Q, Nasdaq’s comprehensive suite of programs, benefits, perks and resources to support our people’s total well-being so they can thrive — personally and professionally. I love that it addresses the diverse interests, needs and life stages of our people. It empowers people to prioritize their health, build their wealth, grow in their career, connect with their community and care for their families. You&Q has allowed us to integrate well-being more broadly into all that we do and collaborate with internal partners, including our purpose and diversity and inclusion colleagues.

Q: How do you judge the success of a program or initiative?

A: There are so many factors to consider when assessing our success: Are we delivering meaningful programs that make a difference? Are they valuable? Are they impactful? We collect and look at data, insights and other key metrics, which are all really important for measuring the success of our initiatives. On top of that, I personally love hearing stories and anecdotes from our people about how we’ve made a difference for them or their families.

Read: Data, personas and generational focus keys to successful benefits, pension communication

Q: What new programs or initiatives are you looking to implement?

A: We’re focused on moving beyond programs and policies to focus on creating a culture of well-being at Nasdaq globally. Our organization recently launched NasdaqBlend — our approach to hybrid work. We’re building upon this foundation to equip and empower our people to engage in healthy ways of working, no matter where they work in the world. We want to make sure our people have the time and energy they need and can prioritize to focus on what really matters.

Q: What key human resources issues do you expect in the coming year?

A: The impact of increasing inflation globally is an area of concern. We want to continue to provide meaningful programs to people, while continuing to be a financially responsible organization.

Q: What do you like to do in your free time? What are your hobbies?

A: I spend a lot of time walking our two dogs in the neighbourhood and on local trails. My kids are active in sports, so I love to cheer them and their teammates on — whether at community or school-based games/events. I also volunteer my time as a board member for local community sport organizations.

Read: Survey finds 83% of global employers have an employee well-being strategy

Q: What’s your favourite employee benefit and why?

A: Nasdaq offers all employees six flex days per year. They’re meant to provide time for our employees to prioritize their mental health and well-being. As a mom with an active family and home life, I love that I have dedicated time to focus on me, to make my well-being a priority.

Jennifer Paterson is the editor of Benefits Canada.