After a brief hiatus, Benefits Canada’s long-standing Healthy Outcomes Conference returned as an in-person event designed for employers to exchange ideas and best practices for achieving improved employee health outcomes.
Nearly 85 employers gathered at the Omni King Edward Hotel in Toronto on Oct. 18 to hear from several panels discussing themes that are currently top of mind, including: the evolution of mental-health strategies; the role of diversity, equity and inclusion in employee well-being; linking data and disability in wellness programs; communications during the coronavirus pandemic; attraction and retention efforts amid the ‘Great Resignation;’ and the connection between mental health and financial wellness.
Here’s what you missed!
Carleton University’s Sprott School of Business
After two and a half years of coronavirus pandemic-induced remote work, employers are attempting to bring employees back to the office, but many are failing to do so in a way that supports employees’ mental well-being and takes their desire for work-life balance into account, according to Linda Duxbury, a professor at Carleton University’s Sprott School of Business
Samsung Electronics Canada
City of Mississauga
As employers increasingly see four generations represented in their workforces and a diverse range of employee needs, customization and flexibility in benefits and wellness plans are becoming key to creating healthy outcomes for all employees.
BDO Canada LLP
For too long, disability programs have been reactive rather than proactive, but connecting disability management to overall employee well-being strategies can help reduce disability trends and help employees on leave successfully return to work.
Workplace Safety and Insurance Board
During the pandemic, employers are facing the “perfect storm” of major workplace disruption coupled with a poor mental-health baseline leading up to the crisis, according to Judith Plotkin (centre), vice-president of health solutions at People Corporation Inc.
Halton Diabetes Program
Labatt Breweries of Canada
Capital One Canada
The majority of Capital One Canada’s workforce are second-generation Canadians and/or immigrants, so many employees didn’t see their families during the pandemic. While they wanted to take extended leaves from work, the financial company found few were actually taking advantage of its existing leave program.
Ontario Power GenerationNicole Horbatiuk
CAA Club Group
While short- and long-term disability leaves can be challenging and disruptive for both employees and employers, reviewing trends data can help plan sponsors begin to better support workers who are struggling.
As the coronavirus pandemic prompted a meaningful change in how employers communicate with their workforces, Telus Communications Inc. reviewed job types and created personas around these employee groups, communicating well-being information differently depending on the persona.
York RegionPragashini Fox
Thomson ReutersZayna Khayat
In the face of a tight labour market and fierce competition for top talent, employee mental-health and well-being supports are emerging as key components of employers’ attraction and retention strategies.
ScotiabankDr. Jim Chung
Air CanadaMichael Dimaano
Ottawa Community Housing Corp.
Financial education and well-being initiatives are in the spotlight as employees face the stress of multiple financial headwinds — from inflation reaching a 40-year high to the strong likelihood of an impending recession — and search for advice and clarity.