Business Voice Magazine (February 2022) by Halifax Chamber

H A L I FA X C H A M B E R O F CO M M E RC E | JA N UA RY 2 02 2 | VO LU M E 3 1 I S S U E 2

"A CONDUIT OF CULTURE"

AMPLIFYING VOICES

Celebrating Black entrepreneurs

Researching DEA&I in the business community Pg 18

in Halifax Pg 14

PERCEPTIONS OF HALIFAX Discover Halifax shares latest research Pg 24

SAVE WITH THE CHAMBER'S

AFFINITY PARTNERS

CHAMBER OF COMMERCE GROUP INSURANCE PLAN The Chambers of Commerce Group Insurance Plan has been protecting Canadian firms for over 40 years and is regarded as the #1 Group Plan in Canada for Small Businesses!

As a member of the Chamber you gain access to many benefit programs that can save you and your company money. You can recover the cost of your membership many times over just by taking advantage of these money and time saving benefits from our Affinity Partners. Find out more at halifaxchamber.com 2

FEBRUARY 2022

TABLE OF CONTENTS

14 TABLE OF CONTENTS: 04 President’s message 05 Chamber Events 06 New & Noted 09 Members in the news 14 "A conduit of culture" Celebrating Black entrepreneurs in Halifax

18 DEA&I in the business community 20 Member Profile MetroWorks

22 Working for You

Board of Directors – Officers

Mark Sidebottom, Nova Scotia Power, Chair Faten Alshazly, WeUsThem, Vice-Chair Gavin MacDonald, Cox & Palmer, Past Chair Roger Boutilier, Nova Scotia Association of REALTORS Ann Divine, Ashanti Leadership Karim George, InTouch Communications

Directors

Michele Peveril, Halifax Port Authority Brad Proctor, McInnes Cooper Richard Butts Caroline Wolfe Stewart, Nova Scotia College of Nursing Andrew de Freitas Christopher Googoo, Ulnooweg Hon. Joanne Bernard, Easter Seals Nova Scotia David Rideout, MetroWorks Chris Cowper-Smith, Spring Loaded Technology Martha Casey, VOLTA Captain (N) A.S. Williams, CD, Maritime Forces Atlantic Kimberly Stephens Denise Allen, Food Processors of Canada Donna Harding, Engel & Völkers Paul Way, TD Private Wealth

Chamber Staff

Volume 31 • Issue 2 Business Voice is published 11 times a year for members of the Halifax Chamber of Commerce and Metro Halifax’s business community. Views expressed in Business Voice are those of the contributors and individual members, and are not necessarily endorsed by, or are a policy of, the Halifax Chamber of Commerce. No part of this publication may be reproduced without written consent of the publisher. While every effort has been made to ensure accuracy, the publisher cannot be held responsible for any errors or omissions that may occur. Please address editorial enquiries and changes to information to: Halifax Chamber of Commerce 100-32 Akerley Boulevard Dartmouth, Nova Scotia B3B 1N1 Tel: 902-468-7111 Fax: 902-468-7333 info@halifaxchamber.com www.halifaxchamber.com Cover and table of contents photo credit: Natural Butter Bar

Patrick Sullivan, President and CEO Becky Davison, Vice President, Marketing Kent Roberts, Vice President, Policy Sandra White, Director of Finance and Administration Emma Menchefski, Communications Manager Emily Bednarz, Communications Coordinator

27 Trends BUSINESS VOICE

PRESIDENT’S MESSAGE

Looking ahead, making space Promoting inclusive strategies in our business community

@prezhfxchamber

PATRICK SULLIVAN PRESIDENT & CEO

February is a month for strategy. We reflect on lessons learned last year, and we make plans for the months ahead. — Patrick Sullivan, President & CEO Nova Scotia African Heritage Month Information Network

elcome to the February 2022 issue of Business Voice magazine! This issue focuses on two important, connected topics: inclusion and strategy. February is African Heritage Month in Nova Scotia. This year’s theme is Through our Eyes: The Voices of African Nova Scotians. Our cover story presents the stories of three remarkable Blackowned businesses in Halifax: R&B Kitchen, Natural Butter Bar, and Blue Nile Massage & Wellness. If you haven’t already, take the time to visit and discover these businesses! February is also a month for strategy. We reflect on lessons learned last year, and we make plans for the months ahead. 4

We are delighted to present informative updates from the Halifax Partnership and Discover Halifax for this purpose. Part of our strategy at the Chamber this year is to strengthen our efforts when it comes to Diversity, Equity, Accessibility, and Inclusion (DEA&I). We’re excited to launch our DEA&I toolkit this month, featuring resources to help you build your own policy, hiring supports, funding to make your workspace accessible, and much more. The toolkit is ever-evolving and we would love to hear your feedback. Ken Partridge of My East Coast Experience speaks about the Amplifying Voices project, and Josh Creighton with the Chamber FEBRUARY 2022

outlines our goals for DEA&I and the Surge program, which will provide 100 free one-year Chamber memberships to businesses from underrepresented communities in Halifax. We also have the pleasure of featuring MetroWorks in this issue — read about how they support job-seekers and employers to create inclusive work environments. Visit our website for more information about our upcoming workshops, training series, and special events. We’re committed to keeping you informed and keeping you on track for success this year. As always, the Chamber team is in your corner. ■

EVENTS

CHAMBER EVENTS BUSINESS SUPPORT SERIES

FREE TRAINING SERIES

BUSINESS SUPPORT SERIES

FEBRUARY 8

STARTING FEBRUARY 8

FEBRUARY 16

HOW PSYCHEDELIC THERAPY IS TRANSFORMING MENTAL HEALTH AND UPENDING TRADITIONAL BUSINESS MODELS

BUILDING AN INCLUSIVE BUSINESS ENVIRONMENT WITH PERSON CENTRED UNIVERSE

CHALLENGES AND OPPORTUNITIES FOR CANADIAN BLACK ENTREPRENEURS

10:00 - 11:00 AM

SPECIAL EVENT

BUSINESS SUPPORT SERIES

SPECIAL EVENT

FEBRUARY 17

FEBRUARY 22

FEBRUARY 23

561 JOBS: INCREASING AFRICAN NOVA SCOTIAN EMPLOYMENT OPPORTUNITIES

TO PAY OR NOT TO PAYCYBERSECURITY AND DATA PRIVACY ISSUES IN THE AGE OF RANSOMWARE 2.0

SHOP BLACK HALIFAX: CELEBRATING NOVA SCOTIA'S BLACK ECONOMY

10:00 - 11:30 AM

10:00 - 11:00 AM

BUSINESS SUPPORT SERIES

SAVE THE DATE

MARCH 22

APRIL 28

MAY 18

GETTING THE BEST OUT OF YOUR COMMERCIAL LEASE IN A POST-PANDEMIC WORLD

ANNUAL STATE OF THE MUNICIPALITY WITH MAYOR MIKE SAVAGE

WONDER WOMEN CONFERENCE

10:00 - 11:00 AM

5:00 - 6:00 PM

Halifax Convention Centre

Halifax Convention Centre 11:00 AM - 1:30 PM

For a full list of Chamber events, visit: halifaxchamber.com/events

THANK YOU TO OUR JANUARY SPONSORS:

2022 HALIFAX BUSINESS AWARDS NEW DATE: MARCH 31 Halifax Convention Centre 5:00 PM - 9:30 PM Stay tuned for updates! Join us to celebrate Halifax's vibrant Business Community in 2022. The Halifax Chamber recognizes that the current restrictions and guidelines affect the ability to execute this event in person. The Chamber will be evaluating the situation and updated guidelines to ensure we can host this event in the safest and most fun way possible. Purchase your ticket and learn more about the 2022 finalists at: halifaxchamber.com/awards

BUSINESS VOICE

NEWSMAKERS

NEW & NOTED We welcome our new Chamber members ATTUNE COUNSELLING THERAPY AND MUSIC PSYCHOTHERAPY

BURST THE CONTINUUM CONSULTING INC.

GDI INTEGRATED FACILITY SERVICES

At Attune Counselling Therapy and Music Psychotherapy, I offer caring, creative, and confidential counselling services to people of all genders and affectional/sexual orientations. My therapeutic approach is tailored to individual needs and provides alternatives to mainstream counselling services. Therapeutic focuses include anxiety, depression/low mood, grief/ loss, substance use, and building healthy relationships. Eric Ross

Ute Fiedler

Halifax, NS (902) 209-6109 Utefiedler333@gmail.com BUSINESS & PROF. SERVICES Business Consulting

GDI Integrated Facility Services is your one call destination for expert facility services across Canada and the United States. With thousands of team members, decades of unrivalled experience, the ability to service national and multi-regional property portfolios, and a commitment to health and safety; you can trust us to ensure ongoing customer satisfaction by creating clean and welcoming work and leisure environments. Julia Brake

47 Wentworth St Suite 204 Dartmouth, NS (902) 818-3245 eric@attunecounselling.ca attunecounselling.ca HEALTH CARE - Counselling

BORDEN ELECTRIC LTD Shelby Borden

Halifax, NS (902) 476-3296 Info@bordenec.com INDUSTRIAL & MANUFACTURING Electrical/Mechanical

BROOKLINE DENTISTRY Jackie Merrill

101-6 Bloom Lane Bedford, NS (902) 832-8885 info@brooklinedentistry.ca brooklinedentistry.ca/contact-us HEALTH CARE - Dental

BURNSIDE PIZZA LTD. Joumana Chater

CIBT Anthony Waddell

Moncton, NB (888) 665-9956 Anthony.Waddell@cibt.com cibtvisas.ca BUSINESS & PROF. SERVICES Import/Export/Trading

EASY STREET DINER Family run diner in Fairview. We offer a small menu of comfort food classics, daily specials & desserts. With an inclusive atmosphere, we strive to accommodate all diets/allergies. Women & LGBTQ+-run. Kelly-Jo Beck 3625 Dutch Village Rd Halifax, NS (902) 405-2022 easy.street.diner.ns@gmail.com easystreetdiner.ca RESTAURANTS, FOOD & BEVERAGE - Restaurant

EOS WORLDWIDE Joe DiPenta

Dartmouth, NS (902) 401-8417 joedipenta@icloud.com eosworldwide.com BUSINESS & PROF. SERVICES Consulting (General)

12-109 Ilsley Ave Dartmouth, NS (902) 468-9338 andrew@burnsidepizza.ca burnsidepizza.ca RESTAURANTS, FOOD & BEVERAGE - Catering/Food/Drink 6

131 Ilsley Ave Suite AB Dartmouth, NS (902) 221-7791 julia.brake@gdi.com gdi.com BUSINESS & PROF. SERVICES - Sales

HALIFAX PRIDE SOCIETY The Halifax Pride Society leads planning of the Halifax Pride Festival, an 11 day annual gathering by and for the 2SLGBTQ+ community in the Halifax Regional Municipality. The festival features over 100 community and Pride organized events celebrating the history, culture, activism, and perseverance of the queer community. While the Halifax Pride Society organizes a number of large and small scale events, we engage actively with various queer groups and individuals throughout the year to support them in the planning of their own events and activities. Our aim is to contribute to an equitable society free from all forms of oppression. Our purpose is to create spaces for persons of diverse sexual and gender identities to come together and flourish. Adam Reid Halifax, NS adam@halifaxpride.com halifaxpride.com NOT-FOR-PROFIT GROUPS Community Service

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NEWSMAKERS INNERGY CORPORATE YOGA INC. Innergy Corporate Yoga brings the many benefits of yoga and meditation to companies and organizations in Halifax, and across Canada and the USA. We offer both virtual online programs as well as on-site at your office or home. Our mission statement is to support employees by helping them to reduce stress and recharge, and to help companies by boosting employee morale, raising engagement and lowering staff turnover. Innergize YOUR Halifax workplace with an Innergy Corporate Yoga program! Lynn Roberts Halifax, NS (888) 457-3543 lynn@innergycorporateyoga.com innergycorporateyoga.com BUSINESS & PROF. SERVICES Consulting (General)

IPLUME WRITING INC. Founded in 2017, iPlume Writing Inc. has quickly established itself as a leader. We provide a variety of writing and editing services for all your content needs. From grant writing and prospecting, business proposals, policy writing, and editing to research, contracts, and website and marketing copy, we do it all! We produce only the highest quality content while maintaining affordable payment rates. Amanda Rogers Hammonds Plains, NS (902) 880-5107 iplumewriting@gmail.com iplumewriting.com BUSINESS & PROF. SERVICES Writing

NICK OGDEN - PRESS REALTY Building lasting relationships through shared values. Here at Press Realty, we echo this statement in everything we do, and I take pride in providing boutique care for my clients. Whether it be a first-time home buyer, a senior looking to downsize, or a person looking to get into investment realty, I treat every client the way I expect to be treated. Through my three pillars of business: communication, transparency, and education, I deliver on these

expectations every time. Nick Ogden

233 Bedford Highway Halifax, NS (902) 240-0635 nogden@pressrealty.ca mailchi.mp/pressrealty/nick-ogdenreal-estate REAL ESTATE/CONSTRUCTION Real Estate Residential

PILLAR TO POST HOME INSPECTORS - HALIFAX Ryan Barry

Lawrencetown, NS (902) 452-8858 ryan.barry@pillartopost.com dartmouth.pillartopost.com REAL ESTATE/CONSTRUCTION Inspection Services

PRECISION PILATES STUDIO Precision Pilates Halifax is the first fully equipped Authentic Pilates studio in Nova Scotia. Offering private and small group sessions in a boutique setting, this is Pilates like Halifax has never seen before. We work with those in chronic pain, recovering from injuries or surgeries, athletes, and everyone in between. Cara Hazelton 827 Bedford Highway Suite 101A Halifax, NS (902) 220-4091 office@frederictonpilates.com halifaxpilates.com SPORTS & RECREATION - Yoga

RALLI MARKETING Ralli Marketing was created by entrepreneurs who create strategic content by combining the science of business strategy with the art of storytelling. By applying best practice strategies to your brand's unique story we can execute marketing initiatives getting you results, achieving your vision and growing your business. David Rafuse 580 Wright Ave, Unit 101 Dartmouth, NS (902) 580-2020 dave@rallimarketing.com rallimarketing.com ADVERTISING, PR & MEDIA Marketing BUSINESS VOICE

SHANNEX INCORPORATED Lindsay Cross

621 Starboard Drive Halifax, NS (902) 454-7499 lcross@shannex.com shannex.com PERSONAL CARE & SERVICES Retirement Living

SOUTH PARK HOLDINGS LIMITED Don Mills

Halifax, NS dmillshfx@gmail.com OTHER - Holding Company

THE GRATEFUL WARDROBE Michelle Goueffic

1595 Dresden Row Halifax, NS (902) 406-2499 thegratefulwardrobe@gmail.com thegratefulwardrobe.ca NOT-FOR-PROFIT GROUPS - NotFor-Profit Groups

THE WEDDING GROVE We're here to support engaged couples, wherever they are in their planning journey. Whether they want guidance through the whole process from start to finish, someone to take on and coordinate the final organizational details closer to the big day, or some help after they've already started, my goal is to help couples throw the most spectacular, stress-free, and fun celebration of love. The Wedding Grove takes planning from stress to yes! Full and Partial Planning Packages | Wedding Coordination | Complete Wedding Design Concepts and Implementation Ashley Groves Dartmouth, NS (782) 414-1591 ashley@theweddinggrove.com theweddinggrove.com EVENTS - Event Planning/ Management

NEWSMAKERS WEBSTER STREET HEARING BOUTIQUE Webster Street Hearing Boutique offers hearing tests, tinnitus treatment, custom hearing protection, and hearing aid fittings by our certified Audiologist Jennifer Williams Saklofske. Kari Baltzer

99B Webster Street Kentville, NS (902) 678-5550 wshbmanager@gmail.com thehearingboutique.ca HEALTH CARE - Health Care Services, General

Are you a new member?

To submit your 50-word description for New & Noted, please contact Mandi Bowser, Administrative Specialist at mandi@halifaxchamber.com or 902-468-7111 within the first six months of membership.

FEBRUARY 2022

NEWSMAKERS

MEMBERS IN THE NEWS How our members are growing Halifax

SIMPLYCAST CEO NAMED TO ORDER OF NOVA SCOTIA The Order of Nova Scotia is the highest honour in the Province of Nova Scotia, recognizing those who have distinguished themselves in many fields of endeavour and have made lasting contributions. 110 members have been invested into the Order of Nova Scotia since it was established in June 2001. “As we celebrate 20 years of excellence, I am greatly impressed by those who have been appointed to the Order of Nova Scotia” said Lt.-Gov. LeBlanc. “Their accomplishments are outstanding, and they are exemplary citizens.” Congratulations to Saeed El-Darahali, SimplyCast CEO and former Board member of the Halifax Chamber. A business founder, entrepreneur, educator, board member and engaged volunteer, this honour is well deserved!

VOLTA HIRES MANAGER OF TALENT ACQUISITION, BRAD DIPAOLO Volta has hired Brad DiPaolo – Founder and CEO of startup Candidate Hub – as Manager of Talent Acquisition. In this role, DiPaolo will help Volta startups to attract top quality talent, build more efficient recruitment processes and implement the tools they need to successfully grow their teams. This role was implemented based on startup Founders’ feedback on facing challenges when looking to hire to grow their companies and retain talent. DiPaolo has more than 20 years of experience in recruitment, sales and marketing, and is currently the Founder and CEO of Candidate Hub, a recruitment platform that turns your hiring process into a candidate pipeline that helps companies to save money, time and hire premium talent. Tech companies that are looking to grow their teams and access mentors and advisors such as Brad DiPaolo, can apply for our Residency program at voltaeffect. com/apply/residency

CELEBRATING 100 YEARS IN CANADA 2022 is going to be a big year for Easter Seals across the country as Easter Seals Canada will be celebrating its 100th Anniversary! For 100 years Easter Seals has been providing life-changing programs and services for Canadians living with disabilities. At Easter Seals Nova Scotia these BUSINESS VOICE

programs include our wheelchair and mobility equipment provision program, job skills and workplace training at New Leaf Enterprises, our barrier-free Camp Tidnish, and our accessible Take PART sports and recreation program. We’re excited to celebrate 100 years of helping Canadians with disabilities in 2022!

NEWSMAKERS NEW GROWTH AT BOYNECLARKE BOYNECLARKE has been growing and continues to seek more talent. Now with more than 50 lawyers, the firm added two new partners in 2021: Denny Pickup and Meaghan Strum. Other recently-added lawyers include Ciara Watton, Sarah Perrone-Panneton, Liana Rintoul, Esther Eagleson, Perry Yung, and Leanne Flett. To meet the demands of new and developing talent, BOYNECLARKE recently appointed Alanna Mayne as Director, Lawyer Development. Mayne’s unique position provides support, guidance, and education opportunities to all lawyers at the firm, focused on associates and new lawyers. Managing partner Jamie MacNeil shares: “Our firm is forecasting continued growth.”

MARINER PARTNERS INC. ADDS NEW PARTNER Mariner Partners Inc. is pleased to announce Chris Keevill has joined us as a partner, shareholder, and Chief Operating Officer across our businesses, effective January 4, 2022. Keevill joins Howe and other founding partners Gerry Pond and Bob Justison as a major shareholder. Mariner, founded in 2002, provides technology products and high-value services to a range of clients in telecom, public sector, energy and other medium-to-large enterprises. Their growth is fueled by a long-held passion for innovation, developed inside Mariner and through their investments in over 30 Atlantic Canada start-ups. Keevill’s focus will be on the next stage of growth for Mariner, helping more companies thrive through their digital transformation.

CELEBRATING VOLUNTEERS The Breast Cancer Society of Canada, (BCSC) celebrates volunteers! Our volunteers connect with communities across Canada and promote awareness of breast cancer and the importance of breast cancer research. They are key to our success. Volunteers fundraise to support breast cancer research to help find a cure for breast cancer. Volunteers raise awareness of the importance and impact of our research as well as advocate for access to testing and breast cancer treatments. If you’re looking for a volunteer opportunity and want to help end breast cancer, please reach out to us.

HALIFAMOUS DELIVERED $100K FOR FAMILYSOS As an inaugural event, Halifamous Delivers did not disappoint! In support of local non-profit, Family SOS, an entire community came together to support several of Halifax's top business minds and philanthropic families as they participated in what Phil Otto (Revolve Branding & Marketing) coined as "Halifax's Biggest Pizza Party" of the year! Rob Steele (Steele Auto Group), Don & Jim Mills (CABCO & Office Interiors), The Flemming Family (Ocean Contractors), The Armoyan Family (ARMCO Communities) and Dr. Lisa Barrett & Phil Otto were the 2022 Halifamous and, while mother nature may have interrupted Saturday night pizza plans, they certainly delivered otherwise. Over $100K raised in support of Family SOS and their commitment to children and families in our community. Bravo! FEBRUARY 2022

THANK YOU TO LIVE ART DANCE SPONSORS Live Art Dance would like to extend our thanks to returning Season Sponsor, Gordon Stirrett Wealth Management. Gordon Stirrett strives to make all their clients feel like family, and they’ve been our season sponsor long enough for us to consider them a member of our family. We are excited to announce our newest initiative - the Youth, Student and Arts Worker Sponsor. This sponsor, Colliers Project Leader, helps businesses bring their capital projects to completion. This includes our project of making dance tickets accessible to all. The arts and entertainment sector has been hit very hard over the past two years, sponsoring the arts ensures we can keep creating for years to come.

NEWSMAKERS CUA LAUNCHES $100,000 GRANT PROGRAM Applications are now being accepted for CUA’s 2022 Community Investment Grant Program. With $100,000 available, small businesses, non-profits, community groups and leaders across Nova Scotia are encouraged to apply. Since its inception in 2015, the Program has evolved significantly in terms of funding and provincial scope. “We’re excited to see it growing alongside our recipients,” says Marie Mullally, CUA’s President and CEO. “We’ve discovered these investments are about much more than money to the recipients; it’s a vote of confidence that says we believe in you, we value your work, and we want to be part of your future.” Former grant recipient Stefanie MacDonald, owner of Halifax Paper Hearts, agrees. “With the $5,000 grant, I was able to buy a digital camera and an iPad so I could learn how to illustrate by hand” she says. “To be recognized in that way, it encouraged me to keep going.”

MLA RADON DETECTOR PROGRAM Radon gas is the 2nd-leading cause of lung cancer. You can't see, smell or taste radon gas, but it can build up to dangerous levels inside of homes. The only way to know if your home has high levels of radon gas, is to test for it. The Lung Association of Nova Scotia recently started a program with MLAs across the province to provide short-term radon detectors, so Nova Scotians can get an idea of the radon levels in their homes. For more information on this program, or to purchase a long-term radon detector, as recommended by Health Canada, please visit www.ns.lung.ca

NEW GLOBAL PARTNERSHIP Discovery Centre International partners with Maple Bear Global Schools to develop science curriculum for their international network of 570 schools in 31 countries worldwide. Building on the success of Halifax’s Discovery Centre facility, the agreement will come to life with the deployment of a customized science program in existing

and future Maple Bear Schools. In addition, the curation of summer camp programs will see students travelling from Maple Bear’s international locations to experience the wonders of the Discovery Centre first-hand with the intention of creating interest in post secondary education in Nova Scotia. Learn more at: thediscoverycentre.ca/dci-maplebear

BUSINESS VOICE

MARCO GROUP AWARDED Marco Group was chosen as Best Atlantic Commercial Construction / Renovation Contractor in the 2022 Atlantic Business Magazine Readers' Choice Awards. For over 40 years, Marco has been building on a solid foundation. They have leveraged their core values (integrity, teamwork and commitment) to construct the commercial and industrial sectors of Atlantic Canada. From our readers to your 88 full-time employees in St. John’s, N.L. and Dartmouth, N.S.—job well done.

MOVEMENT CAMPAIGN SUPPORTS NOVA SCOTIANS' HEALTH AND WELLNESS THROUGH THE PANDEMIC Doctors Nova Scotia Healthy Tomorrow Foundation has launched the second iteration of their social marketing campaign, Make Your Move, with an aim to motivate and support Nova Scotians in moving more throughout the day. Increasing movement and reducing sedentary behaviour is a focus area experts say is increasing in importance as we mark the two-year milestone of living through restrictions and various levels of isolation due to COVID-19. “When we first created Make Your Move, we didn’t expect to be in a global health pandemic,” said Dr. Alex Mitchell, Board Chair of the Healthy Tomorrow Foundation and general surgeon in Dartmouth. “We saw an incredible interest and promising results in the first year of the campaign and now more than ever we see a significant need to support people with getting outside, connecting with one another and moving their bodies for overall wellness.” The latest iteration of Make Your Move features Movement Ambassador Tara Taylor, an accomplished Preston-based artist.

NEWSMAKERS

OUTDOOR LIGHT SHOW SERIES BRINGS PEOPLE BACK TO DOWNTOWN HALIFAX Andy Fillmore, Member of Parliament for Halifax, announced an investment of $76,752 through the Canada Community Revitalization Fund (CCRF) for the Downtown Halifax Business Commission (DHBC).

This support allows the DHBC to deliver an outdoor light projection show at the former Halifax Memorial Library, as a part of its Delightful Downtown lighting program. There will be a nightly display that will change with the seasons and

FEBRUARY 2022

highlight cultural themes. The experience will draw people to the downtown core, promoting social connection and activity at nearby restaurants, shops and businesses. For more information, visit: downtownhalifax.ca/delightful

NEWSMAKERS

BUSINESS VOICE

COVER STORY

"A conduit of culture" Celebrating Black entrepreneurs in Halifax By Emily Bednarz and Josh Creighton

very February, Nova Scotians celebrate African Heritage Month. This year’s theme is Through our Eyes: The Voices of African Nova Scotians. To honour, recognize, and celebrate our vibrant Black entrepreneurship community and this year’s theme, we sat down with three businesses for the 2022 February issue of Business Voice. Josh Creighton, Community Engagement Specialist with the Halifax Chamber (read more about him on page 22) recommended three outstanding businesses owned by Black entrepreneurs in Halifax: R&B Kitchen, Natural Butter Bar, and Blue Nile Massage & Wellness. Discover their stories below! ALL PHOTOS CONTRIBUTED

R&B KITCHEN rnbkitchen.com IG: @rnbkitchen902 “R&B Kitchen is a conduit of displaying our culture through food to the broader Halifax community, to bring authentic African Nova Scotian cuisine to the mainstream market. It's huge for our culture not only in the province, but across the country, because African Nova Scotians are a unique population compared to other Black populations in Canada. We've been here for quite a long time. That's one of the reasons why I love R&B Kitchen, and also...the food is amazing.” 14

— Josh Creighton, Community Engagement Specialist

R&B Kitchen serves up Caribbean inspired soul food, one unique plate at a time. The restaurant has no fixed menu, instead posting a new menu every day to their social media channels. Their creative and inspired approach to soul food has made waves in Halifax. “I wish I could take all the credit,” says co-owner Nevell Provo. “But it's a perfect storm of different people with a passion for food, music, and R&B culture.” Provo credits co-owner and Head Chef Raemiah, his girlfriend, as the spark that inspired the business. “Chef FEBRUARY 2022

Raemiah spent a lot of time in culinary school, going to school in Italy, and working in high-level restaurants in Toronto. Her passion for food is the catalyst that got us started and brings our creativity to life.” On top of that, Provo and his brother Corvell, who is also a co-owner, share a passion and love for food. Provo fell in love with Caribbean food in Ontario, and barbecue soul food in Southern USA. “We really wanted to see that exist here in Halifax,” he says. “And we finally had the opportunity to bring it to life with the help of Chef Raemiah.” R&B Kitchen was founded on the new, daily menu. “It started naturally,”

COVER STORY says Provo. “We started out making plates for people — one day we had one meal and the next day we had another. We didn't really think of it as a business. We just wanted to make good food.” Word spread quickly and soon the R&B staff had a hit on their hands. They were now cooking up new menus every day for hundreds of patrons. “We got a couple years in, and we were like: ‘shoot, how do we keep bringing in new meals? How do we keep people excited and engaged?’ That's a challenge for us, but it's also a place where we let our creativity shine.” The team sources inspiration from fusions (jerk chicken souvlaki, anyone?) and online sources, like TikTok and Instagram. “We'll go into different nooks and crannies of the internet to find cool meals that people are bringing together,” says Provo. “It's an art, and Chef Raemiah relishes in that. She gets joy out of bringing new ideas and new meals to life.” Navigating the logistics in creating a new daily menu is a challenge, says Provo. “But it's an opportunity, and it’s a way for us to shine.” The team has overcome challenges beyond the daily menu. R&B Kitchen opened its doors in February 2020. That’s right: February. 2020. “Starting a business during that time, who would have known?” says Provo. “Working through all of that — closures, openings, uncertainty, mandates — added a whole new layer of complexity. Then, you have the challenges of being an entrepreneur in general. And the challenge of being Black entrepreneurs is a challenge in itself.” Championing Black entrepreneurship has become a focal point for the

team at R&B Kitchen. “A big part of our ‘why,’ apart from serving delicious meals, is being a beacon for Black entrepreneurship in Halifax,” says Provo. Over the past two years, the team has focused on hiring youth; they have been able to give ten Black youths their first job and new resumes are dropped off every day. Black youth seeking employment might be intimidated when applying for jobs, given Nova Scotia’s long history with racism, says Provo. But the restaurant is known as a safe and approachable space. “For them to see people that look like them in the interview, to not worry about how they speak or how they look because they know ‘these are people that identify with me’ — those things really resonate,” says Provo. “Some of these youths have gone on to start their own businesses, which is very rewarding to see. It just shows us that we're really doing what we set out to do.” Support is the key to success at R&B Kitchen. “What keeps us pushing is the family-based structure we have,” says Provo. “All four co-owners are family: my Mom, Chef Raemiah, and my brother Corvell. We have each other's backs.” Provo also credits the staff at R&B Kitchen, 90% of whom represent the Black community. "Our staff helps us carry the load, and we work through everything together.” Finally, Provo recognizes the support from the broader Halifax community. “Halifax is one of the best places to start a business. There's a real rally around a local business, and that's a testament to the community we’ve built here. We're happy to be here and continue to grow here."

BUSINESS VOICE

NATURAL BUTTER BAR naturalbutterbar.com IG: @naturalbutterbar "Natural Butter Bar holds a special place in my heart because, like most folks of colour and specifically Black people, hair is something that is sacred to us. It makes us who we are, and it has traditionally been deemed as unprofessional or unattractive. It's so important that as Black people, we celebrate our natural attributes. Natural Butter Bar is all about promoting that, and teaching folks like me with different hair textures. Tiffani also offers consultations, which is amazing because for the longest time, I didn't know what to put in my hair. She's such an expert in her field, and she works to destigmatize natural hair, and natural Black hair in particular. Just to know that someone like Tiffani is out there to help folks understand their natural attributes and give them confidence—that's huge.”

— Josh Creighton, Community Engagement Specialist

In December 2020, Tiffani Young turned her passion for self-acceptance and her savvy for skin and hair products into Natural Butter Bar. Born and raised in the Maritimes, Young was familiar with the challenge of finding the right products for her hair and skin. “I would go into big name stores, small name stores, specialized stores, and the things that I was hoping to find I couldn't,” says Young. “When I travelled to Ontario or Montreal, I would stock up

COVER STORY on hair products. It's better now than it used to be, but growing up, it was very, very challenging.” Young started making products for herself. Sourcing natural ingredients could be difficult and costly, and it took some experimenting. “As I started caring for my hair naturally, because I used to chemically process it, I had to learn a lot through trial and error,” she says. But once Young discovered what worked for her, others began taking notice. “I found the right ingredients and the right products for my hair, and I started getting compliments and questions from strangers.” Young’s husband was the first person to suggest she turn her knowledge into a business. “My husband had the idea first,” she says. “He was like: ‘there's obviously a gap here.’” Initially, Young brushed the idea aside. “Some of the initial challenges that I faced were because of my own self-doubt,” she says. “I have no background in business. My background isn't even in biology or chemistry. The challenge was getting out of my own way and seeing that I do have something to bring to the table.” The more people approached her with questions, the more she became convinced she had something to offer. The key was being able to customize the product to the person. “It was really important for me to create a line that people could customize for their individual needs,” she says. “Because I knew exactly what it felt like to be that person that was left out of the equation.”

Young individualizes her approach through free consultations. “I understand that it can be overwhelming, especially if you're not used to spending a lot of time on your haircare and skincare routines,” she says. “Sometimes people are completely new to this world. Then, I have customers who, like myself, used to chemically relax their hair. They're now learning what their natural hair texture is like, and they have no clue what their hair needs.” In her consultations, Young asks questions and unpacks your options. “We want people to feel in control of their routines and be able to make informed decisions,” she says. “It's one thing to have a great product, but if people don't know how to use it, then they're not going to be able to maximize the benefits of that product.” Building connections with her customers is the most rewarding part of owning Natural Butter Bar for Young. “In the Black hair community, especially if you're dealing with natural hair, ‘wash day’ is that one day that you either love or hate,” she says. “I have one customer who has triplet daughters, all with long, all-natural hair.” When the customer reached out, Young recommended aloe vera gel for conditioning and detangling. “She messaged me immediately after ‘wash day’ for her girls,” says Young. The customer used to spend 45 minutes per child detangling hair. With Young’s product, it now only takes her 15 minutes per child. “I myself was blown away,” says Young. “I thought: how much more

enjoyable must that be for both her and her daughters? I thought about how much time she was getting back just by implementing one of our products.” Young is passionate about personalizing the experience for all customers. Natural Butter Bar offers Braille labels upon request for people within the visually impaired community. “Those customers were shocked that was even an option,” says Young. “They said for the first time, they felt seen — they felt like they could have access to a product they could easily use on their own.” Young is currently working on new products, like accessories and all-natural soap, shampoo, and conditioner. Regardless of the product, Young works to ensure there’s something for everyone at Natural Butter Bar. “We value diversity and inclusion, and so we aim to create products that are for everyone, but also for groups that typically get excluded. We're here to help people learn and to fall more in love with the skin they're in and the kink in their hair.”

BLUE NILE MASSAGE & WELLNESS bluenilemassagetherapy.com IG: @bluenile.massage.wellness “Blue Nile is a really interesting business because for Black folks, and for people in general, we have issues connecting with our body. Fantanesh helps you be more mindful about what you do on an everyday basis to take care of your mental and physical health. I think this is something in the Black community we need to prioritize. Giving Blue Nile more exposure is something that’s important to me because it helps spread her message to help our community live healthier, happier, more energetic, liberating lives.”

— Josh Creighton, Community Engagement Specialist

Fantanesh Attomsa opened Blue Nile Massage & Wellness after noticing a lack of representation in the spa and wellness industry locally—and she wanted to change that. Since opening in 2019, she continues to be motivated by the creative freedom she has in her business. Having full control of her brand and practices helps her to connect with clientele in an authentic and individualized way. “Each treatment can be a little different depending on the client’s needs,” says 16

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COVER STORY

Attomsa. “I consider massage therapy and healing an art.” Attomsa chose Blue Nile as the name for her business for two reasons: her love of the healing properties of water and her homeland, Ethiopia. “If I couldn't open my business in Ethiopia (yet), I am so happy to have done it in Halifax,” she says. “We are surrounded by such beautiful bodies of water here. The saltwater and beautiful lakes are a natural inspiration for me and hold so many healing properties.” Attomsa plans to include hydrotherapy services at Blue Nile in the future. Like so many businesses in Halifax, Attomsa faced significant challenges during the COVID-19 pandemic, particularly since Blue Nile focuses on commission-based, in-person services. “It was definitely scary at times,” says Attomsa.

“But I think, like most entrepreneurs, you learn to adapt and find ways to make the best of it.” Attomsa used the time to engage and grow her online community, developing online workshops, guides, and courses to build authentic relationships with her “online family.” Her efforts to build these connections have paid off. “I think a lot of us needed that sense of community during isolation, even if it was just virtually,” she says. One resource you can find on the Blue Nile website is the 90 Day Abundance Planner. “It's a planner for busy women with goals, dreams, and to-do lists who feel like they need a little guidance and organization in their day,” says Attomsa. “It is full of daily affirmations, weekly journaling prompts, and daily themes to help you live your most abundant life. It's already helped so many BUSINESS VOICE

women who really want it all and don't want to have to choose.” Attomsa builds connections, one client at a time, and her efforts have resulted in incredible breakthroughs. Clients have approached her with issues related to sleep and persistent headaches. “I offer them weekly treatments,” says Attomsa. “Sometimes it feels like one step forward and two steps back. Then, finally, after the fifth week, they come in crying because they haven't had a headache and they have slept comfortably for the first time in months.” Helping her clients reach these breakthroughs is what motivates Attomsa. “It always inspires me—the dedication my clients have to their own health,” she says. “It can be easy to get frustrated and give up. But they trust me and trust the process. They do the homecare recommendations and follow up on referrals, and I feel truly honored to be a part of that process.” If you take away one thing about Blue Nile Massage & Wellness, it’s this: “I want everyone to know wellness is accessible to everyone,” says Attomsa. “You don't need to do hours of yoga, exercise, or meditation a week to experience wellness. If you can commit ten minutes a day or one hour a week to yourself, whether that's reading or book or going for a walk, you deserve that for yourself. I am a big believer in not complicating people's lives — I like to encourage simple things that you can already incorporate into your routine so that it can actually be sustainable. I want you to feel empowered to take control of your health.” ■ Learn more about African Heritage Month and upcoming activities at: ansa.novascotia.ca/ african-heritage-month

SECONDARY STORY

Research identifies greater need for DEA&I in business community Amplifying Voices project reveals gap between the willingness of businesses to embrace diversity, equity, accessibility and ability to implement By Ken Partridge

e need help. That is the main message conveyed by business owners and operators participating in the Amplifying Voices research project. Amplifying Voices found the vast majority of businesses in Halifax Regional Municipality are concerned about issues surrounding diversity, equity, accessibility and inclusion (DEA&I) and want to do better in these areas. However, they aren’t sure how to proceed and are looking for guidance. “The study found businesses are

committed to addressing issues of injustice spanning all aspects of the spectrum of diversity, but urgently need further guidance and practical assistance on how to put their statements of intent into the operation of their businesses,” says Professor David Divine, lead researcher on the project and founder of Footprint Life Coaching. “The will is there. What is missing is how to implement it in practice.” Divine says the tipping point in so many business leaders wanting to pursue

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DEA&I in their operations is different for everyone. In some cases, it’s deeply personal. For others, current events played a role. “The driving force for many business leaders in pursuing measures of diversity, equity, inclusion, and accessibility in their businesses is personal and work experiences that triggered moments of self-reflection and thoughts of those facing injustice and discrimination,” Divine says. “The public death of George Floyd and the aftermath of shock and horror was one such moment.”

SECONDARY STORY

It is not a warm and fuzzy conversation. It takes a courageous, committed, bold, and dedicated leader, business owner, human resource manager, community leader, or the lone community organizer, to take DEA&I forward. It is hard work.” — Amplifying Voices Report

Divine says such moments of realization have increased demand for practical advice on how to better tackle DEA&I implementation in everyday operations. “Requests were made by businesses for practical tool kits enabling them to further understand and implement measures of diversity, equity, inclusion, and accessibility, and that includes direct help within the business from experts in those fields working directly with businesses on ideas and practices.” This led the project to devote significant resources to the creation of an exhaustive suggested reading list and links to online sources for DEA&I strategies and approaches. However, this section of the report makes it clear addressing DEA&I issues is not as easy as pulling a ready-made solution off the shelf and plugging it into your business. “Addressing DEA&I in the business, organization, and other work environments is not easy,” the report says. “It is not a warm and fuzzy conversation. It takes a courageous, committed, bold, and dedicated leader, business owner, human resource manager, community leader, or the lone community organizer, to take DEA&I forward. It is hard work.” The report continues: “There are no easy answers, no one size fits all, or right or wrong way. What is important is your goal to practice inclusivity in your business.” Some of the steps toward improving DEA&I principles suggested by the report’s tool kit section include: • Have formal inclusive conversations in the workplace • Circulate reading lists of

DEA&I-related materials and ask participants to review them prior to meeting • Owners, managers, stakeholders, employees should all be part of the conversation • Allow everyone a voice in the conversation and don’t disrespect or interrupt anyone’s contribution • Talk straight, be honest, and let people know where you stand • Reflect on what is shared and make such conversations a regular occurrence • Provide information on bulletin boards, work library, or via an online sharing drive • Create a DEA&I committee to support staff and create strategies to help facilitate workplace change • Leaders should model the behaviour they want used in the workplace Divine says the most important outcome of the report needs to be creating access to its results and resources for the wider business community. The report’s recommendations emphasize the need for the Halifax Chamber of Commerce to play the lead role in achieving this outcome. “The Halifax Chamber of Commerce is uniquely placed to support and lead ever growing diverse communities in the Halifax Regional Municipality through their ongoing efforts to become a more inclusive organization and being an exemplar business leader in our community,” Divine says. Divine says the Amplifying Voices project is significant research. He says it’s the first time in the history of the business communities in this area that

BUSINESS VOICE

they were asked to take an in-depth look at their operations, stakeholders, and vendors, and examine supplier diversity. For many of the participants, this was an entirely new concept and way of thinking. Others who reflected on the subject were willing and open to acknowledging their lack of knowledge and experience in this area. The research also found this is a pioneering study, as there is no other of its kind in North America to draw from as an example. Six months of intensive conversations with business leaders, employees, government officials, key institutions, and stakeholder communities was underpinned with a major review of current authoritative thinking and practices relating to DEA&I. This was coupled with two major surveys of business owners, managers, and employees of those businesses to provide a vast body of information from businesses about their levels of awareness, statements of intent, and practices revolving around DEA&I. Amplifying Voices is a partnership of the Halifax Chamber of Commerce, Footprint Life Coaching, Ashanti Leadership and Development Services, and My East Coast Experience Media. The project’s aim is to document awareness of issues surrounding diversity, equity, inclusion, and accessibility throughout the local business community, thus driving home the point that these aren’t just issues for Black-owned or operated companies. Crucial support and participation in the project was received from the faculty and student body of Saint Mary’s University. ■

MEMBER PROFILE

MetroWorks like a charm MetroWorks supports job-seekers and employers at every step By Emily Bednarz ALL PHOTOS CONTRIBUTED

he MetroWorks story begins over forty years ago. In the 1970s, the city of Halifax was concerned about the number of people living on social assistance. In 1977, the city launched a nonprofit organization to help educate, train, and find employment for this population. Since then, MetroWorks has continued to engage Nova Scotia’s labour force, pioneering a for-profit and non-profit hybrid business model that includes numerous social enterprises across the municipality. These social enterprises provide opportunities and resources for employment-seeking individuals. The EDGE and Options Work Activity Programs are designed to train youth. The Common Roots Urban Farm Program teaches participants about the joys of gardening, and the Mobile Food Market provides communities with access to fresh produce. The Stone Hearth Bakery and Stone Hearth Café provide meaningful experience in the food and customer service industries for participants who face barriers to employment. Across these programs and social enterprises, supporting individual growth is at the heart of MetroWorks. “There's lots of ways to address poverty, homelessness, and housing and food insecurities,” says Dave Rideout, President and CEO of MetroWorks. “But our focus is on personal capacity development. We use our social enterprises as venues for people to gain the employability skills they need to be able to move into the employment opportunities of their choice.”

Understanding barriers to employment MetroWorks supports employment-seeking people from all walks of life. “Typically, our clients are individuals with barriers to employment and that barrier could be anything,” says Rideout. “A lot of times, the barriers are navigation barriers. If you're housing insecure, food insecure, financially insecure, if 20

you don't have access to a computer or the internet, then navigating through systems is extremely difficult.” Individuals can also face barriers when changing career paths. “Other individuals in our program have been displaced from their work, or they could be leaving one sector and coming into a new sector. They just need an opportunity to rebuild or learn new skills,” says Rideout. From the outset, MetroWorks has championed inclusion in the workplace. “We were ingrained in inclusive work environments back in 1977,” says Lesley Dunn, Communications & Marketing Manager at MetroWorks. “We were already embracing people with disabilities and people from different ethnic backgrounds before inclusion became the buzzword. It was always a part of our everyday activities for us. It's a natural part of who we are and what we do.” Recently, MetroWorks has placed renewed focus on helping newcomers to Canada find employment. Many of these newcomers were highly skilled, and yet they were unable to find employment. “We had newcomers in the program that had double MBAs,” says Dunn. “I did an environmental scan, and I found out that for every thousand highly-skilled

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newcomers coming to the province, 15% of them were not getting employed and were ending up on income assistance.” This discovery stunned Dunn. “I didn’t understand why, if we have employers looking for these skills, these people are not just readily being brought into the work environment,” she says. The situation spoke to the level of unconscious bias employment-seeking individuals face in the workplace. Dunn recounts a recent conversation she had with a newcomer entrepreneur who has found success in Nova Scotia. “I asked him: ‘What do you think worked for you here?’ And he said: ‘I got rid of my accent from my home country.’” Dunn was mortified by this response. “We have the skills,” she reiterates. “We have an abundance of people who are ready to work. All we need to do is continue building relationships between ourselves, employment-bound individuals, and employers. We're here in the community to support them. Nobody has to do anything by themselves. You just have to stop working in silos.”

Recognizing privilege and educating employers MetroWorks is tirelessly dedicated to

MEMBER PROFILE supporting employment-bound individuals. But they also provide significant support to employers. “Employers will tell you that they have trouble recruiting and getting the right people, but there are people out there,” says Rideout. “It's just that they're not totally engaged in the process, because when you are disadvantaged, it's difficult to get engaged in that system.” Rideout presents an example. Picture a young person seeking their first job, or someone who is socially or economically disadvantaged, going into a business for an interview. They approach the front desk, and the receptionist’s haircut costs more than they’ve made in six months. “You're immediately at a disadvantage,” says Rideout. "It makes it challenging for those individuals to be able to access those employment opportunities.” That’s where MetroWorks comes in. They support the individual seeking employment, but they also help the employer understand how they are presenting the business to prospective talent. “We can help employers demonstrate inclusiveness in their front-facing places and in their recruitment practices,” says Dunn. “Supporting the individual is extremely important, but supporting the employer is equally important in that journey.” That journey for employers starts with understanding. “The thing that we try to communicate is that everybody has some kind of privilege,” says Rideout. “You may have privilege of youth, or privilege of education, or privilege from living in Halifax. It's just a matter of understanding your privileges and understanding what that means for people that don’t have them.” Once they gain this understanding, MetroWorks can help employers implement supports in their recruitment process.

of people do really well on the job, but where they fell down was in the break room, because that’s where social interactions are taking place.” How can business owners change attitudes at that level? “That's where some big challenges come in,” says Rideout. “We try to fortify our clients as best we can and ensure that the employment situations that we put them in is going to be the right fit for them.” Clients can also connect with MetroWorks for guidance if issues arise, and the MetroWorks team can relay the clients’ concerns to the employer. “You start to be able to create communications channels that don't usually exist,” says Rideout. “In that sort of situation, the person might normally just leave and not come back. And then nothing in

that environment changes for the next person brought on board. But because we get involved, and we're there to support both sides, we can give the employer insights and work on changing workplace environments.” Being able to provide continuous learning and training gives MetroWorks an edge. “That's the power of social enterprise,” says Dunn. “To work alongside people who are different from us. That's our superpower.” ■ Learn more about MetroWorks at: mymetroworks.ca

Where inclusion happens After the hiring process is complete, MetroWorks provides ongoing support to employers for any issues that may arise in the workplace. Rideout and Dunn point out that this is the place where inclusion has the most impact. “The issue is boots on the ground, people working sideby-side,” says Dunn. Rideout agrees: “From a management, society, or sector perspective, we can all be on the same board,” he says. “It comes down to the individuals you're working with. A lot BUSINESS VOICE

WORKING FOR YOU

Working for all communities Focusing on diversity, equity, accessibility, and inclusion at the Chamber We will also encourage more member-submitted content from historically underrepresented groups in Business Voice.

Goal 2: Membership

JOSH CREIGHTON COMMUNITY ENGAGEMENT SPECIALIST

n 2021, after years in the community development space and exploring my passion for social justice and entrepreneurship, I joined the team at the Halifax Chamber of Commerce as Community Engagement Specialist. My work with the Chamber focuses on making our business community more inclusive, equitable, and accessible. I’m excited to share our goals, initiatives, and progress with you all in this issue of Business Voice.

Our goals at the Chamber In 2020, the Chamber, our membership and our community identified that we needed to create a more diverse and representative business community here in Halifax. The Chamber made five goals related to equity, diversity, accessibility and inclusion.

Goal 1: Communications We will ensure that at least 25% of all communications content is representative of the diversity in our community. To accomplish this, we will actively reach out to our growing membership to feature stories about businesses owned and staffed by members that represent the variety of race, ethnicity, culture, gender, sexual orientation, and ability in Halifax.

To build a more diverse membership, we need to make our spaces and services more welcoming to more diverse businesses that exist in and contribute to our economy here in Halifax. The goal is to obtain 100 new members in the next two years. Our Surge program, dedicated to increasing diversity and inclusion among the membership, will offer 100 complimentary memberships. In my role, I seek out potential members to join the Chamber community as part of this program.

Goal 3: Board of Directors The Chamber has been an early adopter and long-time participant in the 50/30 challenge, released by the federal government to ensure that all Boards of Directors in organizations have at least 50% gender diversity and at least 30% racial diversity. The Chamber has been hitting that goal for a while, and we have committed to maintaining that moving forward.

Goal 4: Events, Speakers, and Suppliers We will ensure that we host events that focus on helping certain marginalized and underrepresented communities take centre stage. It’s about making space so that these communities feel welcomed and feel like a part of the broader business community, which they may have been left out of previously. It’s about ensuring that they're not only at these networking events and getting these opportunities to access the business community, but also about the Chamber planning and organizing events that are designated to address specific and systemic needs of a given group. Each FEBRUARY 2022

underrepresented group has a different path, a different history, and a different set of barriers and systemic issues that they're battling. It's not a one-size-fits-all approach. We’re working toward ensuring that each community has the support and resources needed to battle those systemic barriers. We're also committed to ensuring that our speakers follow the same 50/30 rule of the Board of Directors. We try to maintain at least 30% racial diversity and 50% gender diversity in our speakers.

Goal 5: Education We will provide educational events and resources to our members. There are two main issues this addresses. First, underrepresented groups lack access to resources and educational opportunities in the business community. The study released by the Black Business Initiative (BBI) last year showed that 78% of Black business owners said that a barrier to business is social attitudes towards Black entrepreneurs. That is real and still happening in our community. It has to do with natural bias, and it's the reality that most of these underrepresented groups face. There is still lots of room for growth. Our education goal ties into this, and a lot of our initiatives work towards educating ourselves and the broader business community. We’re helping them to not only be better allies and supporters, but also learning together how we can create welcoming work and networking spaces and how we can escape old practices – the “old boys club” practices that exclude racialized and gender-diverse people.

Growing diversity in your workplace One of our initiatives to help with education is the Diversity, Equity, Accessibility, and Inclusion Toolkit. Our membership is 83% small businesses, with most of those businesses having less

WORKING FOR YOU

My goal is to help funnel information and resources from the Chamber to underrepresented business owners and grow our membership. I hope to see more diverse businesses grow and prosper here in Halifax. I want to help in creating a more inclusive business community. — Josh Creighton, Community Engagement Specialist

than five employees. If we put ourselves in their shoes, we recognize how busy they are. They want to enhance equity, diversity, and inclusion efforts within their workplace, but they don’t know where to start. What we want to do is create a road map for business-owners. The Toolkit will include a glossary for terminology and a list of organizations and businesses that work with underrepresented communities through consulting or community engagement. Those connections can help business owners implement their equity, diversity, accessibility, and inclusion commitments and goals. There are so many ways for the business community to address the perception of racialized entrepreneurs in Halifax. It will vary based on the size and industry of your business. It could include more representation in your communication channels. Procurement is also great opportunity, meaning you ensure that your suppliers are local and

diverse. The onus is on the business community. Whether you outsource, hire consultants, or leverage your connections, it starts there. It starts with business owners being open-minded — open to dialogue, open to new communication channels, and open to new policies. Then, business owners should ensure that this is an effort that is not only maintained, but also reviewed every year like any other policy or procedure your company has. You want to review this policy every year to make sure it's actually working.

My work at the Chamber My role applies community engagement principles to underrepresented communities. The first steps have been to really connect with diverse business owners, making them aware of our commitment to equity, diversity, accessibility and inclusion. It’s also been providing access to the tools and network for underrepresented communities. We

BUSINESS VOICE

provide them with programming and supports, or we connect them with folks who are already out there doing the work. As you find yourself working with these communities more, you start to have conversations about these barriers and these conversations can lead to finding solutions. Ultimately, my goal is to help funnel information and resources from the Chamber to underrepresented business owners and grow our membership. I hope to see more diverse businesses grow and prosper here in Halifax. I want to help in creating a more inclusive business community. ■ To learn more about our Diversity, Equity, Accessibility, and Inclusion efforts, connect with me at: josh@halifaxchamber.com

WORKING FOR YOU

Discover Halifax

Discover Halifax shares latest research highlights from key markets Between July and October 2021, Discover Halifax conducted research in five key markets to learn more about people's intent to travel in 2022 and their perceptions of Halifax as a destination.

he world has changed a lot over the last two years. And the way people make decisions has shifted, too. As a result, a traveller's decision journey looks different than it did before the COVID-19 pandemic. As the non-profit destination marketing organization for the Halifax Regional Municipality, Discover Halifax works to understand the ideal Halifax visitor, what they are looking for, where they are travelling from, and why they want to visit Halifax. Throughout the summer and fall of 2021, Discover Halifax conducted research to learn more about people's intent to travel in 2022 and their perceptions of Halifax as a destination. The research, in partnership with Leger Research, focused on five key markets: the Greater Toronto Area (GTA), urban Alberta (Calgary and Edmonton), 24

Newfoundland, New Brunswick, and Prince Edward Island (PEI).

Gaining insight from Reconnections The research conducted in the GTA and urban Alberta coincided with Discover Halifax's Reconnections marketing campaign. The campaign, which was the most significant marketing campaign investment in the company's history, marked the first time Discover Halifax did mass advertising in these markets. Targeting new markets presented an opportunity to set benchmarks and measure if the perceptions of Halifax changed throughout the campaign. The awareness phase of Reconnections aimed to get on the consideration set for domestic travel for summer 2021 and into 2022. To gather

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as many learnings as possible from the campaign, Discover Halifax conducted research (pre-and post-campaign) focusing on intent, perceptions, and travel motivations. The results show that interest from the GTA and urban Alberta markets had a positive increase: • an 8 per cent increase in people in the GTA and urban Alberta markets who have added Halifax to their destination-of-choice lists • a 5 per cent increase in people who intend to travel to Halifax • a 5-point increase in Halifax's reputation score

Atlantic Canadian travellers The insight obtained from the GTA and urban Alberta studies inspired similar research in New Brunswick,

WORKING FOR YOU Newfoundland, and PEI in the fall. Overall, the study showed that Atlantic Canadian travellers are interested in a safe change of scenery, and 65 per cent would consider Halifax as a destination where they could fulfill that desire. Some of the research highlights include: • 83 per cent of Atlantic Canadians are likely to take a domestic leisure trip in 2022 • Halifax is the Canadian city Atlantic Canadians are most likely to visit in the next 12 months • 65 per cent of Atlantic Canadian respondents would visit Halifax for a change of scenery in 2022 This research, along with ongoing industry data and analysis, helps Discover Halifax (and industry partners and members) make informed decisions about future planning. Continued insight offers an opportunity to contribute to the recovery of the tourism industry in the region.

Tourism recovery and sustainable growth Tourism is vital for economic recovery. Before the COVID-19 pandemic, the Halifax region typically welcomed 5.3 million overnight stays every year. These visitors spend an estimated $1.3 billion annually in local shops, restaurants, stores, attractions, and accommodations. 2021 showed signs of recovery, especially during Q3 and Q 4, when hotel stays during certain weeks were comparable to pre-pandemic numbers. Overall, room night stays in traditional hotels were up 45 per cent in 2021 compared to 2020. These numbers offer optimism for 2022. While it will take time for Halifax to return to pre-pandemic performance, initiatives like Halifax's Integrated Tourism Master Plan, which was launched in March 2021, will be vital to the recovery and growth of the tourism industry. The plan will ensure well-managed sustainable development and take a community-first approach to help rebuild the visitor economy and ensure we all benefit from economic growth driven by tourism. ■ For a full overview of Discover Halifax’s Atlantic Canada research, Reconnections campaign, and Halifax's Integrated Tourism Master Plan visit: discoverhalifaxdmo.com

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WORKING FOR YOU

So, what happens now? What we know and don't know about economic outlook in Halifax

IAN MUNRO CHIEF ECONOMIST HALIFAX PARTNERSHIP

n late 2019, I could not have predicted the economic calamity that COVID19 would soon bring to Halifax. In the spring of 2020, I could not have predicted the astounding rebound that we would enjoy through the remainder of the year and into 2021. I could not have predicted that our daily case-count charts would spike skyward in December and that once again I would be working from my basement while my kids attend their classes upstairs via Chromebooks. There are a few things that we do know, however, both good and bad. As one example, we know that many businesses and their workers have become highly adept at, and even fond of, remote working arrangements. We also know, though, that businesses like retail shops, bars, restaurants, hotels, and theatres lost their peak holiday sales period and now face a winter “slow season” ground to a screeching halt by omicron. We know that these operations and their workers are going to require continued support. It turns out that a global, once-ina-century pandemic could not thwart Halifax’s accelerating population growth as we hit 460,000 in 2021. It also is true, however, that it will take time before housing supply can catch up with the escalating demand generated by this growth and that significant pressures 26

Discover Halifax

As a community, we have managed these past two years with compassion, responsibility, and determination. — Ian Munro, Chief Economist, Halifax Partnership on housing availability and costs are not transient. We know also that persistent high levels of inflation will eventually lead to rising interest rates that will have their own impacts on housing markets and may lead to heightened risks associated with consumer, business, and government debt. We know that our surging population has also resulted in record labour force growth. People have been drawn here to study at our excellent schools, work with our growing firms, and enjoy all that Halifax has to offer in terms of arts, culture, entertainment, and recreation. Equally true, though, is that many sectors continue to have difficulty in finding the workers they need. Efforts to boost our labour force must continue at full pace.

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Among the many things we do not know is how and when this pandemic will end. Some experts are saying that omicron represents the transition to a milder, more manageable, endemic disease like typical annual strains of influenza. We all hope that they are right. No matter how the next stages of the disease unfold, though, another thing we do know is that as a community we have managed these past two years with compassion, responsibility, and determination and that we will continue to do so. There will be rough patches ahead as we eventually put COVID-19 behind us, but Halifax came into the pandemic on strong tailwinds, and we have carried that momentum through the past two years. We know that our future looks bright. ■

TRENDS

The future of work Towards a more "human-centric" model

Welcome to the future of work: a world where know-how takes a step back and where human skills are an asset for workers and organizations. — Ange MacCabe, CEO & Co-Founder of Intuity

ANGE MACCABE CEO & CO-FOUNDER INTUITY PERFORMANCE

hroughout history, the face of work has gone through several iterations — from an agrarian economy relying heavily on manual labour, to the mainstream knowledge economy as we know it today, which relies on computerization, automation, and intellectual capital rather than production.

The future of work is now While the pandemic has accentuated this trend, it has also demonstrated the flaws associated with a technology-driven economy. It highlighted the need for a human-based economy and a more "human-centric" workplace. Welcome to the future of work: a world where know-how takes a step back and where human skills are an asset for workers and organizations, acting as a counterbalance to overpowering technology. In the future of work, human skills allow organizations to: • Show their true colors and express their individuality • Build a culture that employees want to be a part of • Allow management to lead intentionally, with people in mind • Engage employees and make them feel heard • Model diversity and inclusion authentically • Have hybrid or remote working

environments that assist with high performing teams Human skills are what make us adaptable, well-rounded individuals leading adaptable, well-rounded organizations ready to face this ever-evolving workplace and economy. In short, human skills are the catalyst of a successful organization. Even business schools are trying to incorporate them into their curriculum.

Ok. But what are human skills exactly? Human skills, soft skills, interpersonal skills: these are all synonymous. Human skills refer to behavioral traits and a certain set of transferable skills that focus on people and their capacity to interact with one another, solve problems and manage situations. Contrary to “hard” or technical skills, human skills are inherent to a person. They can be cultivated, learned over time, and learned through experience. Examples of these skills include communication, empathy, adaptation, resilience, leadership, and flexibility.

1. Communication Having strong priorities on communication and creating a culture of communication is at the heart of cultivating a team that works in unison towards clearly defined goals and objectives. Good communication can help organizations achieve top results.

2. Empathy Empathy is what makes us relatable. Being able to authentically put ourselves in other people’s shoes builds the trust and loyalty required for high-performing teams to emerge. When you show you

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have their back, your people will be much more willing to go above and beyond expectations.

3. Flexibility and adaptation Being able to remain flexible and adaptable is one of the most precious qualities one can have in this ever-changing business landscape. Adaptability will set your people apart.

4. Resilience Our resilience is best tested when faced with adversity. Developing your people’s resilience will improve their capacity to deal with situations, confront challenges, look for solutions, and start all over the next time an issue arises.

5. Leadership Leadership is not reserved for management. Everyone has the capacity to demonstrate leadership. Employees who take ownership, share, listen to ideas, and collaborate effectively are able to empower those around them to deliver their best work. There are a lot of synergies for machines and humans to work together. When we look at it that way, it becomes obvious why working on improving those complementary human skills is so important. Ultimately, human skills are what will lead to more compassionate and better performing workplaces. Through workplace training, coaching and people and culture solutions, Intuity Performance applies a Whole Person Performance approach to cultivate an environment for high performance within organizations. Contact us to find out how we can help you take on the future of work. ■ intuityperformance.com 27

TRENDS

Donors demand transparency The centre point between donor transparency and business team-building

STEVE SKINNER PRESIDENT THE UNITY VALUES FOUNDATION

onors today want more control and transparency from their donation. For charities to continue creating impact, they need to understand how making a donation maximizes value for each donor and how organizations are looking for

ways to engage their teams and build a specific workplace culture. The Unity Values Wish List program is a new tool that is free to use and allows organizations to engage their teams and create specific impact for the cause of their choice. The Unity Values Wish List Program allows charities to curate a list of the items they need the most to do their work. Individual donors can select an item to donate, and the Unity Values Foundation will procure it and send it directly to the charity. The program allows charities to share their most urgent needs, and donors can then fulfill those needs directly via the online platform. Donors can also create their own campaign, and either ship items directly to the charity or pack the kits themselves as a team. There are a number of benefits to this system: • Networks and teams engage in

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tangible, transparent impact. There is no cost for charities or donors. The system supports itself through voluntary tips left by individual donors at the time of donation. • Tax receipts are issued by The Unity Values Foundation. Getting set up is simple: 1. Choose a charity you or your team would like to support. 2. Unity works with each charity to curate the list of the items the charity needs most. 3. Choose the items you or your organization would like to donate and / or share the list with your team to make an individual impact. •

Get started today at: theunityvaluesfoundation.com/ unityvalueswishlist

TRENDS

The board’s role in climate oversight Directors need to understand climate change and the impact it has on their organizations. directors and business leaders must look beyond traditional strategies in order to create greater resiliency and embrace new opportunities.

Business as usual is no longer a viable strategy

NANCY FORAN PRESIDENT & FOUNDER ESG PARTNERS INC.

he global pandemic highlighted many social issues that were buried for years. The “S” in ESG (environmental, social, and governance) took center stage and forced organizations to deeply consider issues like diversity, equity and inclusion, compensation practices, and health priorities. The last half of 2021 caused climate to again top our agendas, as summer wildfires ravaged our West Coast and drought impacted the Prairies, only to be followed by devastating floods in British Columbia and Atlantic Canada in November. Livelihoods and industries are being decimated and insured losses are hitting unprecedented levels. The August report from the Intergovernmental Panel on Climate Change sent a strong message that our time to act is running out. This urgent warning call places great pressure on our global leaders for decisive action, yet we know governments cannot solve these issues alone. Support is needed from every sector, industry, and organization around the world. This new world bears little resemblance to the past. As our planet continues to warm, organizations face increased levels of uncertainty. Boards of

Certain industries have been at the forefront of climate issues for some time, especially those within the natural resource sector. Others are only now realizing the risks and opportunities facing them. We see this in the agricultural sector, real estate, ocean tech, life sciences, manufacturing, retail, financial services — the list goes on. Organizations are setting “net zero” targets with commitments to limiting emissions by 2050, but these commitments must come with well-defined plans for action and clear interim targets. Climate change is impacting businesses in profound ways and investors, regulators, and customers are expecting organizations to take responsibility for addressing climate impacts through an integrated, strategic approach. Boards have a fiduciary duty to act in good faith and in the best long-term interests of the company. To carry out their oversight responsibilities, directors need to understand climate change and the impact it has on their organizations. Climate risk includes both physical risk (think physical damage and supply chain disruptions) and transition risk (policy, legal, technology, market, and reputation). Boards need to understand and consider how these risks will impact strategy and create new opportunities, ensure an appropriate governance structure, and be confident in their ability to discharge their oversight responsibilities.

How to get started

reporting, and messaging should remain at the board level. The audit committee is well-suited to focus on climate disclosures, processes, controls, and assurance. The compensation committee should evaluate when and how to imbed climate metrics into executive compensation plans. And the nominating and governance committee needs to focus on attracting the right expertise to the board and support directors in their orientation and ongoing education around climate and broader ESG issues. Boards need to identify, understand, and assess the climate issues that will have a material impact on the organiza123RF tion. They must consider the time frame, impact, and likelihood of their occurrence and be comfortable working with imperfect data at first, as there is limited historical information to help us move forward in this new era. Finally, establish clear metrics and targets around these issues and be rigorous in the disclosure process. Apply the same rigour for the management and reporting of climate and other ESG issues that you would for financial metrics and performance. Change does not happen overnight and there is no “one size fits all” approach. The best advice is to simply start moving forward along your journey toward climate integration. ■ Nancy Foran, FCPA, FCMA, C. Dir. is President & Founder of ESG Partners Inc., helping clients become more competitive, resilient, and create long-term value through purposeful alignment with ESG strategies. For further information, contact info@esgpartners.ca or visit: esgpartners.ca

First, ensure the right skills and structure exist at the board and committee levels. Oversight for strategy, risk, BUSINESS VOICE

TRENDS

Do you still need an office? Remote working is working for many. Why do you still need an office?

Discover Halifax

AHONA SAHA MARKETING ASSISTANT OFFICE INTERIORS

any surprising changes have come out of the pandemic. The crash course in remote work over the past year has left businesses concerned; the office space that was once necessary is now in a limbo. One survey of close to a million US workers at Fortune 500 companies showed productivity remained stable or increased after employees began working remotely. Workers have proven that their ability to collaborate online is strong and have shown us that remote work is both possible and profitable. On the flip side, many others are encouraging a return to the office fulltime or with the help of a hybrid model (a mixture of in-office and remote work schedules). According to Global Working from Home Survey conducted by Leesman, 58% of workers reported they missed the office. Working from home comes with its own set of challenges and many would prefer getting away to a dedicated workspace. Ultimately, the conversation arrives at a looming question which companies are trying to answer: what is the office really for, and do we need it? Our verdict is this: although remote work is here to stay, it would be unwise to declare your office space extinct. Here’s why.

1. Relationship-building & Collaboration Think about it – when someone says thank you over Zoom, it’s not the same as someone shaking your hand, making eye contact, and saying ‘’Thank you, I really appreciate it.’’ No matter how digitally dependent the future is, we are social creatures, and a physical office facilitates face-to-face communication with the rest of our team. Not to mention communication is more effective in person. When people are working in the same space, it is far easier for them to build relationships and bounce ideas off one another. This is an essential part of taking any business forward. The proximity makes it harder for a message to get lost in translation. While video calls are certainly a good alternative, slow connectivity and technical issues can often result in confusion and lost time.

2. A Distraction-Free Environment Remember when we witnessed Professor Robert Kelly get interrupted in his serious (and live!) BBC interview by his children? While working from home may make you the next ‘BBC Dad’, it can be difficult to stay focused on your work. Even the most disciplined and organized remote workers can get distracted at home. Those who live with family or roommates also face regular, concentration-busting interruptions.

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Additionally, some individuals may have housing situations that are not suitable for remote work and may not be able to find a quiet space where they can expect to work without any distractions. In other words, we still need physical spaces – outside our homes – to do our work.

3. Company Culture It goes without saying that it’s difficult to keep the company culture going without any human engagement. The invisible social capital that is built up over hundreds of personal interactions is missing from remote work. These interactions are critical to company culture and employee happiness which cannot be fully instilled in a virtual world. Having an office space helps your employees stay connected to the overall vision and goals of the company and promotes a feeling of being part of something that is bigger than themselves. Hopefully, this article has helped shine a light on why having a physical office space is as important as ever. We trust that these tips will help you make the best choice for your business and its future. ■ To learn more, visit officeinteriors.com

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FEBRUARY 2022

Business Voice Magazine (February 2022)

Articles inside

Do you still need an office?

The board’s role in climate oversight

Donors demand transparency

The future of work

So, what happens now?

Discover Halifax shares latest research highlights from key markets

Working for all communities

Member Profile

Secondary Story

Cover Story

President's Message