Health, Safety and Well-Being
The health, safety and well-being of our workforce is important to us, helping promote employee satisfaction, enhances our appeal as an employer, and ensure 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.
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 Teladoc, 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.
Wellness Programs and Incentives
Yearly, flexible well-being allocation, which can be used by employees towards fitness, wellness or well-being purposes, among others. Paid gym membership is offered 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. Throughout the year, Canada Life provides employees with a variety of ways to take action to help increase their well-being at work.
For instance, as part of its benefits plan, Canada Life employees have access to Health Connected, a hub for information on fitness, nutrition, sleep, medications, and much more.
In addition to resources and curated courses to help employees promote well-being in the workplace, Canada Life’s Workplace Strategies for Mental Health offered a workshop called Don’t let work and life drain you – learn to recharge. Also in 2022, the company launched focused wellness campaigns to help employees make the most of their well-being tools and resources and hosted a financial well-being week to coincide with Financial Literacy Month.
IGM Financial believes that for its people to succeed, they need to be physically thriving, emotionally balanced, financially secure and socially connected. Therefore, it offers comprehensive employee benefits and provides easy-to-access programs and resources. Recent program enhancements include: enhanced fertility coverage for IGM Financial employees, mental health training for people leaders for employee return-to-work preparation, launch of the IGM Wellness Committee, an employee-led group that coordinates events centered around their four pillars of wellness, and enhanced offering of AbilitiCBT to include programs supporting social anxiety, grief and sleep.
In 2022, IGM Financial introduced its Disconnect from Work Policy, which provides guidelines for conducting business outside work hours. Company leaders are expected to monitor compliance with the policy and to address any non-compliance.