Health, Safety and Well-Being

The health, safety and well-being of our workforce is important to us. Health and wellness promotes employee satisfaction, enhances our appeal as an employer, and ensures we attract and retain motivated and productive people.

Our Commitment

As a company with major holdings in the life insurance business, we are especially sensitive to the day-to-day stressors our employees experience in both their personal and professional lives. We are committed to creating a workplace that allows people to perform and develop in a safe and healthy environment. We believe our employees must have the necessary support to reduce their stress at work and at home, and to improve their health and personal performance.


Our approach to workplace health and wellness focuses on providing a wide range of preventative health and well-being services for our people.


Health, Safety and Well-Being

Health Assistance and Support

Access to an Employee and Family Assistance Program. This program provides support and assistance to employees and their families facing sensitive issues related to work, health and life including: workplace challenges, nutrition and health, physical health, addiction concerns, stress, depression and anxiety, family and parenting, relationships, and other situations.

Access to Dialogue, a front-line telemedicine service that operates through a mobile app and gives our employees direct and confidential access to health specialists via an online platform or a phone and/or video call, as needed. 

Access to the Best Doctors Program, which provides our employees with a free and confidential access to a global database of 50,000 peer-ranked medical specialists who can help understand medical conditions and treatment options. 

Employer paid life insurance, short-term and long-term disability, medical, vision, and dental care coverage for its employees and retirees.

Access to on-site flu vaccinations or reimbursement of fees for a flu vaccine provided by a doctor or a pharmacy.

While the vast majority of our employees are working from home during the COVID-19 pandemic, additional sanitary measures were put in place to protect our employees’ health and safety in the workplace for those who need to come to the office.

Wellness Programs and Incentives

Subsidized fitness memberships are provided to employees.

We ensure our building meets all requirements related to occupational health, including ergonomic considerations.

Highlights from our Group Companies

Nurturing Healthy Lifestyles

Improving the financial, physical and mental well-being of Canadians, including customers and employees, is Great-West Lifeco’s commitment and guide. It invests in its employees and helps make it easier for them to take a more proactive approach to their financial, physical and mental well-being through comprehensive programs.

  • This year, Canada Life’s Winnipeg and Toronto offices were awarded Fitwel® 1 Star ratings by the Center for Active Design. They received top marks for the Winnipeg cafeteria and prepared food options, as well as their covered secure bicycle storage. In Toronto, they were lauded for hosting a popular weekly farmer’s market and their community garden. Fitwel is the world’s leading certification system that optimizes buildings for health and well-being.

  • In support of Mental Health Week, in May, employees helped spread the word about mental health. Many joined the conversation on social media using the Canadian Mental Health Association’s #GetLoud hashtag. 

To mark World Mental Health Day on October 10, Workplace Strategies for Mental Health, compliments of Canada Life (Workplace Strategies) launched updates to their Working Through It video series. The series follows up with many original, and a few new, contributors to share advice. Featuring real-life stories of employees’ mental health journeys, it provides practical coping strategies for working through mental health pressures at work, off work or returning to work. 

Workplace Strategies was initially established in 2007 as The Great-West Life Centre for Mental Health in the Workplace. A commitment to the mental well-being of Canadians, it offers a range of tools and resources for employers and employees to protect psychological health and safety at work. To date, Great-West Lifeco has invested over $12.1 million in Workplace Strategies and mental health-related initiatives, and more than 500,000 visitors browsed Workplace Strategies’ free online tools and resources. In addition, the group has made more than $5.9 million in charitable contributions to projects aligned with Workplace Strategies.

Canada Life was featured in the Sanofi Canada Healthcare Survey 2019. The survey results highlighted the holistic approach taken by the company towards wellness internally through flexible, comprehensive benefits.

When it comes to its customers, in 2019, Canada Life became the first Canadian insurer to offer Best Doctors® Mental Health Navigator services from Teledoc Health to group customers, who may be seeking a mental health diagnosis or looking for a second opinion on their current treatment plan. The service draws on a team of clinicians, psychologists, psychiatrists and expert physicians to help get the right diagnosis, and offers guidance navigating the mental health system.

Through ongoing communications, training, and programs – including “wellness weeks” featuring hands-on activities, IGM Financial aims at helping its employees cultivate a skillset to manage stress at work and at home. As mental health has become a focus area, IGM Financial also partnered with the Not Myself Today® campaign to provide support, tools and resources for employees to increase mental health awareness in the workplace. 

Power Corporation also invests in other businesses that promote health and wellness. For instance, Dialogue, a technology start-up we invest in through Power Financial and Portag3, offers to its customers’ employees an online access to healthcare professionals who can provide virtual consultations, diagnoses and treatment plans. Dialogue helps employees to better manage their physical and mental health, while contributing to employers’ efforts to reduce their overall healthcare costs and absenteeism.


Fostering Health & Safety in the Workplace

GWL Realty Advisors, Great-West Lifeco’s real estate arm, has put in place robust occupational health & safety (OH&S) and security policies, procedures and programs to protect its employees and tenants. For employees, a risk-based prevention approach to safety management and regular assessments help proactively identify and mitigate safety risks. Risk prevention programs focus on topics such as slips and falls, electrical safety, confined spaces, working at heights and ergonomics. All employees participate in mandatory OH&S training, and safety awareness is promoted through monthly OH&S Tool Box Talks and the Eye on Safety Program, which encourages them to identify safety concerns, take corrective actions and share lessons learned. In addition, its Security and Life Safety Services team has established property-specific security solutions for maintaining asset integrity, protecting building occupants and preventing business interruptions. 

At IGM Financial, health and safety and wellness committees help create a healthy, safe and productive environment in which everyone is treated with dignity and respect. Health and safety policies are in place for each company. Emergency response procedures and processes are communicated to all employees and safety inspections are performed. 

As outlined in its Safety and Health Charter, Imerys considers safety and health as core values for all of its operations and is committed to developing a proactive safety and health culture through partnerships amongst management, employees, contractors, suppliers, visitors and the communities in which it operates. Imerys is likewise committed to a continuous improvement cycle of safety and health performance, setting objectives, reporting, auditing and reviewing. Training and awareness on the group safety and health system are achieved through various communication and training tools, including Safety Summits, Imerys Safety University, web seminars, a digital learning path called IM-Pulse, safety toolbox meetings and welcome sessions for new managers.  

In 2019 at Imerys:

  • A new EHS tool was launched, allowing the recording of health, safety and environment incidents in a single web-based platform, which facilitates the collection of details related to any incident, helps to identify the critical factors to prevent further accidents and strengthens the management of incidents across the group. The platform is available group wide and approximately 2,500 employees across businesses have already trained through IM-Pulse.

  • The third annual Safety Connect Day, on the theme “Identifying and controlling workplace risks”, urged all Imerys sites around the world to reconsider the risks encountered in their workplaces and to discuss together how to further mitigate them. In 2019, nearly 17,000 employees and 4,000 subcontractors participated in the various activities organized.  

  • The “Serious 7” training program, launched in 2018 and including detailed training and awareness raising on the highest risk areas, was made mandatory in 2019. As of end of year, combined in-class and on-line training related to the “Serious 7” was completed by 93 per cent of the registered group employees. 

  • A new Pedestrian Interface Tool (PIT) assessment was launched, with the objective to help sites in the identification of risks related to people and equipment interactions as well as equipment and environmental conditions. The tool can be used to identify good practices and make recommendations for potential improvements.  

  • A total of 25 Safety Culture Improvement Team events were organized by senior environmental, health and safety (EHS) professionals within the group in order to drive safety culture.

  • The EHS Audit Team conducted over 51 comprehensive onsite EHS compliance audits across the group.

  • The number of training hours on EHS topics represented 55 per cent of all training hours.

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