Why are you passionate about group benefits?

Like many others, I’m in the sandwich generation, juggling the care of aging parents and supporting my kids through post-secondary education. There’s a tremendous amount of worry there. Will our kids ever be able to afford to buy a home? How can we ensure our parents find the care they need in their health journey? And you can’t forget about yourself – it’s so important to manage self-care. All that drives home the interconnected nature of financial security, health and mental well-being.

In addition, my family includes members of the 2SLGBTQIA+ community and sharing in their journeys has opened my eyes to the need for inclusivity in employee benefits. Something as simple as gender-neutral language can make such a difference, and I’m proud to have led those types of changes and conversations within RBC Insurance. Gender-affirming care, mental-health supports and family planning are a few examples of critical areas benefits can assist.

Overall, it’s important that benefits reflect the real lives of employees and their families and meet them where they are. They’re not a one-size-fits-all solution and they’re not just “policies” – they help people stay healthy, recover from illness and thrive financially.

How can group benefits decrease employees’ stress?

Group benefits aren’t just a perk. They’re a stress-reduction ecosystem. By addressing financial, physical and emotional well-being holistically, employers can foster employee resilience even in these challenging times.

At RBC Insurance, we’re tackling the top stressors head-on. We recently announced a weight-management program and a menopause-support program. We have a variety of mental health supports, including online therapy, mindfulness apps, stress management and well-being programs. We’re addressing financial stress with tools that help employees understand their financial wellness and how to make the most out of their benefits program. We also recently launched extended coverage for newcomers to Canada who are waiting for government benefits to kick in.

We’re in a difficult economic environment, which is driving the need for creative solutions to help manage rising costs without sacrificing the quality of the benefits package. Working with an innovative benefits provider, employers can find ways to adjust the offering to better serve their employees. Preventative care programs can save money by reducing absenteeism and long-term claims while supporting employees. Meanwhile, tailored benefits let employees prioritize what matters to them, easing financial strain.

How can plan sponsors ensure employees get the most out of their benefits plan?

We run surveys every year to find out what’s on the minds of working Canadians, and we’re seeing a triple gap: in coverage, in knowledge and in engagement. More than a quarter of Canadians are unsure if they even have group benefits. Nearly a quarter don’t understand their coverage. And just 5 per cent turn to their benefits program for well-being supports. This highlights the need for better, simpler communications to employees, including regular updates in plain language. Educating employees about benefits starts with onboarding and must carry through to tenured employees.

We’ve also heard from our market there’s a need to help employees understand how to access benefits. After all, even the best benefits programs can fail if they are underused or misunderstood. In response, we’ve built a demo hub to provide video walkthroughs on topics such as submitting claims, looking up providers and checking coverage or eligibility.

Employees should be taking advantage of all supports available to them, including well-being programs that can offer financial advice, mental-health education and nutritional programs. By partnering with insurers, employers can better customize benefits to the needs of their workforce, with personal and wellness spending accounts, voluntary programs and so much more.

What do you consider to be the key components for delivering an outstanding client experience?

RBC Insurance is committed to building relationships that focus on trust and putting our clients first, anchored in the strength of our RBC brand — known for helping clients thrive. Our clients know we’re here for the long-term, prioritizing their stability and success. It comes down to three mindsets we live and breathe every day. One, we put clients first, listening to advisors, plan sponsors and members to understand their unique challenges and goals, and then we co-create solutions that align with their needs, not just the industry trends. Two, we develop tailored expert solutions, combining data-driven insights with human expertise to design personalized benefit programs and well-being strategies that are relevant and actionable for employees. Three, we create benefits solutions for the evolving world of work, taking a progressive and collaborative approach to group benefits solutions that incorporate flexibility and specialization to address the realities of today and tomorrow.

Where are the most exciting opportunities for innovation in group benefits?

We’re on the cusp of innovative solutions that will redefine group benefits. Everyone is talking about AI now, but RBC Insurance has been leveraging AI for years in areas like fraud management and operational efficiencies. Our use of AI will continue to evolve and ultimately improve our client experience through quicker turnaround times and more personalized experiences. That said, we’re keenly aware this is a relationship business and bridging the knowledge and engagement gaps mentioned earlier requires human connection. As an insurer, we need to offer unique solutions that satisfy the needs of the diverse and everchanging workforce and address every life stage. Our knowledge and expertise at RBC Insurance puts us in a very strong position to support the next generation of group benefits.
 

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February/March 2026