We are delighted that Candace will be speaking in Toronto as part of our Wellbeing at Work Summit Canada in October.
We caught up with her to find out how she’s feeling in the run up to the summit.
Hi Candace, we are thrilled you will be speaking at our Wellbeing at Work Summit Canada in October. Our first and most important question is, how are you doing today?
I’m thrilled as well! And thank you for asking – I’m feeling great, energized, ready for the world, with a background of feeling a little tired after a fantastic and adventurous vacation. Not a bad mix at all!
As a leader based in the region, what are the main challenges you are facing when it comes to employee wellbeing?
During the pandemic, as we all know, many companies quickly realized how critical it is to support employee well-being, and have carried forward the benefits, systems, training, and other supports that were put in place. This is great, as they can help employees and their families achieve well-being goals.
However, even the best workplace wellness benefits cannot address systemic workplace factors that negatively impact employee well-being: things like broken IT systems that don’t allow agents to solve customer problems; frustrating bureaucratic processes that inhibit good decisions; or, “always-on” culture. Organizations need to take a deep, honest look at themselves, at every team level, to find ways to structure how they work better in order to reduce or eliminate soul-crushing processes and behaviours that make employees hate their jobs. This is tough work, it’s complex, it’s multi-faceted, and it takes top-down, all-the-way-through-the-ranks level commitment to get it done.
What strategies have you seen developing over the past 6 months, both internally and externally, that are moving the dial on wellbeing in the workplace?
I’ve seen more wellness and well-being leadership roles, and at more senior levels, coming into the market. This is a great sign that employers understand the need for professional-level leadership and a constant, passionate focus in this space.
I’ve also seen a trend of combining well-being and DEIB leadership at a senior level, and I’m a huge fan of this holistic approach that recognizes the fundamental connection of bringing one’s whole self to work in these disciplines.
Why is employee wellbeing so important to you personally?
My career has focused on supporting our environment, and then really turned to focus on helping employees through occupational health and safety – I’ve always sought a way of making a positive impact on the world around me through technical innovation. In my journey at Rogers and previously, it was really the data that clarified the inseparable relationship between safety and well-being, and how crucial it is for companies to support both in order to drive employee health and engagement and boost productivity.
On a personal note, I’ve taken the first half of 2024 to actively recover from the challenges of leading safety and well-being in a large, essential services organization through the pandemic. I had to accept that I was burnt out beyond what a few weeks’ rest could help me to recover from.
What are you most looking forward to about the Summit in October?
The food? It’s aways great at these conferences!
In seriousness, it’s always the connections with awe-inspiring professionals at the sessions: whether it’s the speakers who share real-life successes and challenges; or, the inspired attendees who share their excitement about how they’ll apply their learnings to their own work environments.
Tell us, what is your vision for the future workplace, in terms of engagement, health and wellbeing?
Fortunately for those of us who make a living in the well-being space, in my view it will continue to become more complex as they integrate further and become more effective. Understanding and interpreting qualitative and quantitative data across multiple sources; identifying and prioritizing cultural- and process-based contributors to decreased well-being; working with diverse stakeholders to weave pieces together into existing, successful platforms; linking solutions specifically with other inclusion and belonging initiatives; reworking, rebroadcasting, freshening messages to reinforce awareness and drive sustainability; and measuring success – all of these take strategic leadership, teamwork, innovation, and a constant, dripping tap of communication.
What areas do you think employers should be focused on over the next 12 months?
Employers who truly want to boost employee well-being, engagement and productivity should pause on seeking exciting new benefits, and go back to the fundamentals – “listen” to their leaders and employees in the form of data, stay interviews (and/or exit interviews), and things like focus groups – whatever is culturally appropriate in each organization. Consider a framework like the CSA standard for Psychological Health and Safety in the Workplace to give structure to your plan to identify, prioritize, and minimize risk.
How has your organization been leading the way?
As a sole proprietor, I get to make choices for my well-being that are completely on brand and suited perfectly to my employee base!
Candace will be speaking in Toronto at the Wellbeing at Work Summit Canada which takes place live and in-person in Toronto and Calgary with an additional day of virtual sessions too. Further details on the Summit can be found here.
