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.
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 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
MENTAL HEALTH IN THE WORKPLACE
Great-West Life has various initiatives in place to address mental health matters:
In 2016, it participated once again in the Mental Health Week, held the first week of May as part of the Not Myself Today initiative, during which they provided daily tips and offered activities that helped employees learn about everything from stress management to tackling the stigma surrounding mental health issues.
In June 2016, their Health Services unit hosted the Investing in Your Mental Wealth Challenge. This month-long, country-wide initiative included web-based challenges encouraging employees to complete an activity benefitting their mental well-being. The goal was to provide employees with information, tools and resources to positively impact mental health and help build resilience.
IGM Financial’s three operating companies conduct regular confidential employee surveys which include many factors related to workplace psychological health and safety. The results from these surveys help guide enhancements to workplace programs.
In 2016, Investors Group continued to build upon its enhanced wellness program, which focuses on four pillars: Physical, Mental, Social, and Financial Wellness. Throughout the year, employees received training and information about recognizing problems, and health tips in all four areas of wellness. At their April Spring into Wellness event, employees had a chance to attend a meditation session or healthy heart clinic, or sign up for a massage.
HEALTHY AND SAFE WORK ENVIRONMENTS
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.
Imerys added forklifts safety to its special training program focusing on the areas with the highest potential for severe accidents.In addition to the compliance audits, 20 Safety Culture Improvement Team events were organized to drive cultural improvements.
A safety culture maturity matrix has been introduced to help operations conduct gap analyses and prioritize site-specific improvement plans.
The Safety Summits offered the Top 250 business leaders a learning opportunity to improve their safety leadership in the first part of 2016.
Later in the year, the Imerys Safety University took a tailored approach to coach the site managers on cascading down visible felt leadership and maximizing the potential of their supervisors on safety improvement. A total of 12 special sessions were organized with approximately 300 participants.
The safety learning path on IM-Pulse, the Imerys learning digital initiative, also enrolled approximately 260 managers and supervisors.
Great-West Life’s employees can access a range of supports to help manage their financial, physical and mental well-being, such as onsite fitness centres in some of their major Canadian locations, wellness accounts, as well as tools and resources supporting their global health. In 2016, a new training was added to Great-West Life’s ergonomics program to support the well-being of employees in office spaces and reduce their risk of developing repetitive strain injuries. All employees who typically work with computers for the majority of their workday were required to complete this 30-minute training session.