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.
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.
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.
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 through comprehensive programs spanning wellness, benefits and health and safety, such as the following:
In 2018, the company made it easier for employees to take a proactive approach to their well-being by making changes to the employees’ Lifestyles benefits. One major change was increasing the maximum coverage for psychologist/social worker support services for both employees and their dependents. To support employees’ growing families, maternity and parental leaves were enhanced, prescription deductibles were removed, and paramedical practitioners were added.
In November, employees were given access to healthcare professionals on the go through a pilot with Dialogue, a virtual healthcare provider. Dialogue allows employees to chat with healthcare professionals by text, phone or video, renew prescriptions for themselves and their family members, and be referred to see a specialist in person.
In support of Mental Health Week, employees helped spread the word about mental health. Many joined the conversation on social media using the Canadian Mental Health Association’s #GetLoud hashtag. The Great-West Life Centre for Mental Health in the Workplace also shared daily resources and tips on mental health topics.
In addition, the Great-West Life Centre for Mental Health in the Workplace (the Centre) was established as a commitment to the mental well-being of Canadians. In 2018, the Centre celebrated 11 years of encouraging awareness and knowledge of workplace psychological health and safety and, to date, more than 180,000 web users access the Centre’s online free tools and resources every year. Aligning with the National Standard of Canada for Psychological Health and Safety in the Workplace, the Centre provides organizations with free resources and approaches to foster psychological health and safety in the workplace and respond to mental health issues at work. To date, Great-West Lifeco has invested over $11.5 million in the Centre and mental health related initiatives and has made more than $5.5 million in charitable contributions to projects aligned with the Centre.
IGM Financial aims, through ongoing communications, training, and programs – including “wellness weeks” featuring hands-on activities – at helping its employees cultivate a skillset to manage stress at work and at home, and to improve their health and personal performance. It offers a confidential assistance program for employees and their immediate families, which provides practical solutions for challenges regarding their work, health, and home life. This includes counselling and referral services to dieticians, legal support, and child or elder care assistance and resources. IG Wealth Management and Mackenzie Investments also partnered with the Not Myself Today® campaign to provide support, tools and resources for employees, in an effort 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 Diagram, 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.
As outlined in its Safety and Health Charter, Imerys considers safety and health as core values for all of its operations, regardless of where an operation is located in the world or what role an employee or contractor performs. Imerys has implemented a number of programs to provide the operations with tools and training for continuous, long-term improvement of workplace safety. 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. Alignment of contractors within Imerys Safety System and safety cultural expectations is fundamental to achieve the group safety goals. As such, the Contractor Safety Management initiative, launched in 2017, outlines a common and systematic approach for the selection, monitoring and continuous improvement of the health and safety performance of contractors and sub-contractors.
In 2018 at Imerys:
The second annual Safety Connect Day, on the theme “My Personal Commitment to Safety”, urged all Imerys sites around the world to make safety pledges.
The “Serious 7” awareness and training campaign on the company’s critical safety protocols, mandatory for all employees, was launched. The highest risks activities managed through the “Serious 7” protocols are related to the risk of contact with hazardous energy, interaction with mobile equipment and machinery, working at heights, as well as ground control in surface mines.
A slips, trips and falls prevention campaign was organized through an assessment of the workplace, enabling sites to set up action plans and measure improvements, as well as raising employees’ awareness on these risks.
A total of 30 Safety Culture Improvement Team events were organized by the senior environmental, health and safety (EHS) professionals within the group in order to drive safety culture.
The EHS Audit Team conducted over 30 comprehensive onsite EHS compliance audits across the group.
Between 2017 and 2018, the number of training hours completed on EHS, totalling 42 per cent of all training hours, increased by 14 per cent.