Sandra White, Director of Finance and Administration
Emma Menchefski, Communications Manager
Emily Bednarz, Communications Coordinator
Business Voice is published 8 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 Image Credit: Capture It Photography
Talent trends and sustainable growth
Reflecting on a record-breaking year in Halifax’s economy
PATRICK SULLIVAN PRESIDENT & CEO HALIFAX CHAMBER
If the traffic on Barrington Street these days is any indication, Halifax is growing and changing by the day.
According to StatsCan, Halifax’s population grew by 4.1% in 2023. We welcomed over 19,000 new residents—the largest population increase on record— and over 15,000 of these new residents moved here from outside of Canada.
We saw a record high level of employment in Halifax with 263,600 jobs, and the job vacancy rate dropped closer to pre-pandemic levels. According to the 2024 Halifax Index, pressures around recruitment and retention also eased slightly.
Year over year, these numbers are encouraging. Lowering job vacancy rates coupled with the leveling of inflation signal that our economy is trending in a positive direction. This is especially good news for small businesses in Halifax, who we know tend to have the hardest time in the recruitment process.
We also know that recruitment is still difficult in construction, healthcare, and other industries that directly impact our living standards. The Halifax Index shows that while most business owners still feel positively about Halifax as a place to do business, almost 15% rated the city as below average. This is the highest rate since 2015, and the availability and cost of labour are some of the leading factors.
We also still face an aging population and changing attitudes about immigration. Newcomers to Halifax were largely newcomers to Canada last year, and their choice to settle here contributed to keeping job vacancies low for employers. While we need to be thoughtful and strategic in our approach to immigration and recruitment, we would also like to see our city maintain steady and sustainable growth. This growth comes with the help of everyone who calls Halifax home.
We at the Chamber will work to ensure that our community continues to offer the level of hospitality folks have come to expect on the East Coast. In the meantime, we’d love to hear your questions, concerns, or experiences around recruitment and retention at your business. We’re in your corner. ■
president@halifaxchamber.com @prezhfxchamber
On April 25, 2024, the Halifax Chamber of Commerce held our Annual General Meeting. In attendance was Patrick Sullivan, Joanne Bernard (Board Vice Chair), Ann Divine (Board Chair), Chris Cowper-Smith (Outgoing Chair), Mayor Mike Savage, and Roger Boutilier who was recognized for his outstanding contributions as a Board Member.
Halifax Chamber of Commerce 2024 Annual General Meeting
Image Credit: Julia LeVernois
CHAMBER EVENTS
July 17
BUSINESS AFTER HOURS Shining Waters Marina
4:30 PM - 6:30 PM
July 22
WORKSHOP The Power of Inclusive Leadership
Halifax Chamber of Commerce 9:00AM – 4:00PM
July 25
SURGE NETWORKING Pride in Entrepreneurship
The Prince George Hotel 2:30PM - 5:30PM
THANK YOU TO OUR MAY/JUNE EVENT SPONSORS:
September 18
SURGE LUNCHEON Diversify Your Supply Chain
Halifax Marriott Harbourfront Hotel 11:30AM - 1:30PM
NEW & NOTED
We welcome our new Chamber members
Are you a new Chamber member?
Get listed in New & Noted! Contact Watson Teng, Administrative Specialist at watson@halifaxchamber.com or call (902) 468-7111 to submit.
3333394 NOVA SCOTIA LIMITED (VODA
RETREATS)
Rebekah Streeter-Rad
Hammond Plains, NS (902) 877-7792
hello@vodaretreats.com vodaretreats.com
HEALTH CARE – Health and Wellness
ACTIONCOACH ATLANTIC
ActionCOACH is a global business coaching firm that empowers entrepreneurs to achieve growth and success. Our proven strategies and expert guidance help businesses improve performance, increase profitability, and achieve their goals. Join us in transforming your business potential into extraordinary results.
Irene Amba Halifax, NS (902) 691-0164 aritbeaute@gmail.com aritsbeaute.ca PERSONAL CARE & SERVICES –Esthetics
ASBB ECONOMICS AND RESEARCH LTD
ASBB Economics and Research is a top economic advisory firm. We provide evidence-based research services like economic impact studies and policy reviews. Our team of economists collaborates with nonprofits, governments, financial institutions, and large industries. Situated in rural areas, we focus on generating jobs and economic activity across Canada, reflected in our hiring practices.
Burning Flame Candle Company is a female-owned and operated business in Halifax, Nova Scotia, specializing in 100% premium soy wax candles known for their incredible scents and long-lasting burn. Our candles are ideal for retail, custom branding, and gift-giving, embodying our dedication to quality and collaboration within the local community.
Need more signups? Want to target high drop-off and bounce rates? Want your website to be accessible to all visitors?
BuzzBronco’s data-driven CRO, UX, and accessibility services will help turn your underperforming pages into conversion engines. Boost your conversion rate and optimize your brand’s digital presence. Your growth journey starts today!
Elizabeth Oduntan is a Regulated Canadian Immigration Consultant and the CEO of CanRelocate Immigration Consulting Ltd. CanRelocate offers expert guidance on Canadian immigration and citizenship services. Our team of certified immigration consultants specializes in sourcing skilled foreign nationals to fill in-demand positions, ensuring a seamless relocation process.
Elizabeth Oduntan
Halifax, NS (204) 430-4113
elizabeth@canrelocate.com canrelocate.com
BUSINESS & PROF. SERVICES –Immigration
CAPE BRETON UNIVERSITY
Shauna Kelly Sydney, NS (902) 539-5300
cbu.ca
EDUCATION & PROF. DEVELOPMENT – Education/Schools
CCLEES
Christopher Lees
Halifax, NS (782) 882-9833
BUSINESS & PROF. SERVICES –Strategic Direction
CCRW (CANADIAN COUNCIL ON REHABILITATION AND WORK)
CCRW is a national not-for-profit organization that exists to promote and support meaningful and equitable employment of persons with disabilities. We offer job search assistance, employer incentives, accommodation assessments, consulting services, and workshops. Additionally, we provide a range of services for employers, from consulting, to hiring and retention, to disability confidence training.
Check Point Software Technologies Ltd. is a leading provider of cyber security solutions to governments and corporate enterprises globally. Its solutions protect customers from fifth generation cyber-attacks with an industry leading catch rate of malware, ransomware, and other types of attacks. Check Point protects over 100,000 organizations of all sizes.
Kari Reynolds
Charlottetown, PE (902) 786-9979
karir@checkpoint.com checkpoint.com
COMPUTERS, IT & TECHNOLOGY –IT Products/Services
DEVANTEC IT AND SECURITY
Devantec is a leading Atlantic Canadian IT services provider. We provide onsite and remote IT services and consulting as well as residential and commercial security and communications services.
Colin Goodwin Sydney, Nova Scotia (902) 270-5125
mpatterson@devantec.com devantec.com
COMPUTERS, IT & TECHNOLOGY –IT Disaster Recovery
EVERWIND FUELS
Andrew Robson Halifax, NS (902) 410-3150 andrew.robson@everwindfuels.com everwindfuels.com
Whether you’re looking to nurture growth, enhance operations, communicate clearly and creatively, or showcase your business, we’re here to create a solution to fit your organization’s unique needs.
As a proud Atlantic Canadian company, we believe in building genuine connections by deeply understanding your business and community. Our commitment to create value begins with getting to know you better.
FLOORMASTERDESIGN INC
Floor Master Design is a family-run company that has been providing high-quality flooring services for over 25 years—from the initial consultation, to installation, to the final walkthrough.
Sebastian Czyrnek
Middle Sackville, NS (905) 699-7670
floormasterdesign@gmail.com Floormasterdesign.ca
REAL ESTATE/CONSTRUCTION –Contractor/Construction
FO’C’SLE TAVERN
Dean Leland Chester, NS (902) 275-1408
info@focslechester.com focslechester.com
RESTAURANTS, FOOD & BEVERAGE – Restaurant
FOLLOWING SEAS PSYCHOTHERAPY
Samantha Sarty
Dartmouth, NS (902) 402-3848
Info@followingseas.ca Followingseas.ca
HEALTH CARE – Counselling
FREEZE DRIED & FRIENDS INC.
Freeze Dried & Friends will celebrate its Grand Opening in Dartmouth on July 17, 2024! Indulge in our selection of freeze-dried fruits, candies, and vegetables (by MLR Freeze Dried Treats Inc.), perfect for healthy snacking and flavorful meals. Explore our pain and inflammation products (Root of it All Remedies Inc.), crafted to provide natural relief and support your wellbeing.
Margaret Parker-Gionet Dartmouth, NS (902) 221-0277
Mls.sweets@gmail.com
MLRTreats.com
SHOPPING & SPECIALTY RETAIL –Retail (General)
GDI SERVICES CANADA LP
GDI provides a broad range of janitorial and related services with operations in Atlantic Canada and throughout North America. We service a variety of facility types including office buildings, educational facilities, distribution centers, industrial facilities, healthcare establishments, stadiums and event venues, hotels, shopping centres, and airports.
Lori Cadelli
Dartmouth, NS (902) 420-1497
Lori.cadelli@gdi.com gdi.com
INDUSTRIAL & MANUFACTURING –Cleaning/Janitorial
GET CODING
Jan Mertlik
Halifax, NS (709) 986-1492
jan@get-coding.ca geocoding.ca
EDUCATION & PROF. DEVELOPMENT – Education/Schools
GLENN MASSAD COMMUNICATIONS
As a communications, marketing and PR consultant in the HRM, Glenn provides creative and strategic services to clients in multiple sectors including healthcare, natural resources, and academia. Glenn is the Nova Scotia representative for BNP Philanthropic Performance, providing counsel and fundraising support to the province’s philanthropic sector.
Habit Studio is an award-winning architectural and residential design practice specializing in custom passive houses, sustainable whole home renovations, multi-unit residential buildings, mixeduse developments, and more. Our collective mission is to make the world a better place through sustainable and beautiful modern residential design.
Karen Cairney
Halifax, NS (902) 791-0558
karen@habitstudio.ca habitstudio.ca
BUSINESS & PROF. SERVICES –Architecture
HALIFAX CAKES
At Halifax Cakes, we specialize in crafting artisanal baked goods with a personal touch. From decadent cakes to irresistible pastries, each creation is made with love and the finest ingredients, bringing joy to every bite. Whether you’re celebrating a special occasion or simply indulging in a sweet treat, our creations are sure to satisfy your cravings and leave you wanting more.
Kate Okaekwu
Bedford, NS (902) 943-1148
Halifaxcakes22@gmail.com halifaxcake.com
RESTAURANTS, FOOD & BEVERAGE – Bakery
HR & IDEA HUB
Audra McCreesh Beaver Bank, NS (902) 488-1149
info_hrideahub@icloud.com
HR, EMPLOYMENT & STAFFING –Human Resources
IDEAL HOME SHOW
Sean Miller
Halifax, NS (902) 483-0778
smiller@mpltd.ca springideal.ca
EVENTS – Trade Show
IMHOTEP’S LEGACY ACADEMY
Asher Trim-Gaskin
Halifax, NS (902) 494-4037
director.imhotep@dal.ca
NOT-FOR-PROFIT GROUPS –Community Service
IMPERIAL THEATRE INC.
Imperial Theatre is one of the busiest performing arts centres in Atlantic Canada. Our commitment is to enrich, engage, and inspire our community through the performing arts. The 872seat proscenium theatre is rich in character, offering outstanding acoustics and sightlines. Our multi-disciplinary season features artistic excellence, diversity, equity and inclusion.
Heather White Brittain Saint John, NB (506) 650-5617
heather@imperialtheatre.ca imperialtheatre.ca
ARTS, CULTURE & ENTERTAINMENT – Theatre
INNERGY CORPORATE YOGA / GRHFITNESS
Georgie Harper
Upper Sackville, NS (902) 233-1732
grhfitness1@gmail.com innergycorporateyoga.com
HEALTH CARE – Health and Wellness
INTEGRAL ENERGY PERFORMANCE
Anne Lombardi
Halifax, NS (902) 691-1938
anne@integral.eco integral.eco
BUSINESS & PROF. SERVICES –Engineering
KAITLYN BEAVER WELLNESS
Kaitlyn Beaver Dartmouth, NS (902) 229-1842
kaitlynbeaverwellness@gmail.com
kaitlynbeaver.com
HEALTH CARE – Health and Wellness
LABYRINTH WELLNESS
Are you and your staff empowered to prioritize mental wellbeing in the workplace? Labyrinth Wellness specializes in building mental health skills in businesses and organizations through delivering tailored workshops and Mental Health First Aid (MHFA) Certification training. Heather Beaton is a licensed Occupational Therapist with 20 years of experience in mental health, wellness, and change leadership.
Heather Beaton
Middle Sackville, NS (902) 441-3100
LabyrinthWell@gmail.com
LabyrinthWell.ca
HEALTH CARE – Health and Wellness
LATINVIDA CREATIONS HUB
Alejandra Sanchez
Halifax, NS (902) 430-0841
latincreationsns@gmail.com
ARTS, CULTURE & ENTERTAINMENT – Crafts
LUME LEADERSHIP INC.
Matthew King
Middle Sackville, NS (902) 471-7032
hello@lumeleadership.com lumeleadership.com
BUSINESS & PROF. SERVICES –Business Consulting
MARITIME VETERINARY EMERGENCY AND SPECIALTY CENTRE
Blaise Myette
Dartmouth, NS (902) 932-0838
maritimevet.ca
PETS & VETERINARIAN – Animal Care/Veterinarian
MEG MEDIA
MEG MEDIA is a one-woman marketing company offering digital marketing, brand strategy, and social media services in Atlantic Canada. If your project requires video production, web design, web development or graphic design, MEG MEDIA gives you the opportunity to choose your own team from a pool of talented, experienced freelancers.
Meghan Stewart
Halifax, NS
meg@megmedia.ca megmedia.ca
Advertising, PR & Media –INTERNET MARKETING
MOXY HOTEL
The Moxy Hotel in Halifax offers a dynamic blend of modern design and urban flair, situated in the bustling heart of the city. With stylish accommodations, innovative amenities, and a vibrant atmosphere, guests can expect a refreshing and energetic stay that reflects the spirit of Halifax’s vibrant culture and lifestyle.
Suzanne Kassouf
Halifax, NS (902) 483-6239
suzanne@moxyhalifax.ca moxyhalifax.com
TRAVEL & TOURISM – Hotel/Motel
NOVA SCOTIA LEAGUE
FOR EQUAL OPPORTUNITIES
As a registered nonprofit charity and member of the Canadian Accessibility Network (CAN), the Nova Scotia League for Equal Opportunities takes a leading role as a cross-disability voice for Nova Scotians. Led by persons with disabilities, NSLEO has worked both nationally and internationally to address the systemic and attitudinal issues that create barriers to accessibility and inclusion.
Sherry Costa-Lorenz Hatchet Lake, NS (902) 455-6942
ed@nsleo.com nsleo.com
NOT-FOR-PROFIT GROUPS –Charitable Organizations
NUMERAL MOBILITY INC.
Murtaza Lookmanji Halifax, NS (902) 497-9716
EDUCATION & PROF. DEVELOPMENT – Training Programs
ONE BLOCK BARBERSHOP
Kat Cochrane Halifax, NS kat.cochrane01@gmail.com PERSONAL CARE & SERVICES – Hair Services
ONE DAY AFFAIR WEDDING DECOR DESIGN
One Day Affair is a premier wedding and event company that specializes in design, unique décor rental items, and luxury faux floral arrangements. With a team of talented designers and stylists, they are committed to bringing your event vision to life, whether it’s for a dream wedding or a corporate function.
Shannon Boland-Musseau Halifax, NS (902) 209-1955
onedayweddingdecor@gmail.com
PERSONAL CARE & SERVICES –Wedding Consulting
OVAAFRIQUE
Omolola Adeyemi Halifax, NS (902) 817-1218 ovaafriquedesign@gmail.com ovaafrique.com OTHER – Individual Member
info@searidge.org searidgealcoholrehab.com HEALTH CARE – Counselling
SELECTPATH BENEFITS & PENSION
Selectpath Benefits and Financial is now a Certified B Corporation (B Corp), reinforcing our commitment to social and environmental responsibility. As a B Corp, we prioritize purpose alongside profit, addressing global challenges like climate change and income inequality. Join us in our mission to create a more sustainable and equitable future. Christine Macdonald Halifax, NS (902) 471-9004
cmacdonald@selectpath.ca selectpath.ca
FINANCE & INSURANCE – Insurance Consulting
SHIFTING SHAP3S
Shifting Shap3s is tackling the plastic waste crisis with a dual solution, creating a unique user-friendly machine for manufacturers to recover plastic waste profitably as well as a proprietary waste-based material to eliminate the use of virgin plastics. This allows for the transformation of waste into useful products, from park benches to prosthetics.
At Sir Fix A Lot, we are the ‘’King of Small Jobs.’’ We understand the importance of having a safe, efficient, and well functioning home. It is our goal to provide professional workmanship, using only quality products at reasonable prices with outstanding customer service. Proudly serving the HRM. Dee Morgan-Groot-Koerkamp Dartmouth, NS (902) 462-1051
Based in Halifax since 2007, Sports & Entertainment Atlantic (S|E|A) delivers world-class sport tourism events and experiences to Canada’s East Coast. S|E|A is Atlantic Canada’s largest multi-dimensional, full-service event, sponsorship and consulting enterprise, providing regional, national and international clients with a one-stop option for sponsorship sales, consulting, activation and corporate hospitality.
Julie Naugler
Halifax, NS (902) 266-4714
admin@seatlantic.ca seatlantic.ca
EVENTS – Event Planning/ Management
STUDENT HOUSING NOVA SCOTIA
Mitchell Archibald Halifax, NS (902) 579-7772
director@studenthousingns.ca studenthousingns.ca
NOT-FOR-PROFIT GROUPS – NotFor-Profit Groups
STUMPED STRATEGIC CONSULTING
Roberta Rose, at the helm of Stumped Strategic Consulting, marries the art of empathy with the science of efficiency in her innovative TEACH to THRIVE framework. Her consultancy not only navigates but also shapes the ever-evolving digital landscape, empowering organizations to harness the full spectrum of their potential through a human-centered strategy.
TMSI Ltd is a full service one-stop marine transportation company offering a fleet of modern containers dedicated to the efficient and safe movement of goods to Newfoundland and Labrador. We have invested heavily in a modern container and ro-ro ship modified to accept dry, flatbed, tanker, and temperature controlled containers up to 53’ in length.
Damien Girardin
Dartmouth, NS (902) 464-8674
info@tmsi-ca.com tmsi-ca.com
TRANSPORTATION – Customs Broker/Freight Forwarder
TRUE NORTH EVENT SERVICES
True North Event Services excels in delivering exceptional DJ services, photography, videography, live streaming, photobooths, and a unique 360 video booth. Our dedication to innovation and quality ensures top-tier entertainment for any event on the East Coast.
Jasmin Razic Bedford, NS (902) 404-5131
djs@truenorthdjs.com
tnevents.ca
EVENTS – DJ Services
VOILA RENOVATION & CONSTRUCTION
Nizam Uddin
Dartmouth, NS (782) 640-5880
Voilacan54@gmail.com
REAL ESTATE/CONSTRUCTION –Renovations
WSP CANADA INC.
As one of the world’s leading professional services firms, WSP exists to future-proof our cities and environment. We provide strategic advisory, engineering, and design services to clients in the transportation, infrastructure, environment, building, power, energy, water, mining, and resources sectors.
Rashmi Rani
Dartmouth, NS (437) 425-5554
wsp.com
BUSINESS & PROF. SERVICES –Engineering
ZACK GOLDSMITH PHOTOGRAPHY
Zack Goldsmith provides dynamic, people-focused photography, creating content for national brands and local small businesses. He offers on-location and in-home studio headshots, as well as wedding and lifestyle photography and promotional videos. Clients appreciate the comfortable, friendly environment he creates. He founded Learn Photography Halifax which provides in-person photography education.
Zachary Goldsmith
Halifax, NS (250) 540-0622
zack@zackgoldsmith.com zackgoldsmith.com
BUSINESS & PROF. SERVICES –Photography
MEMBERS IN THE NEWS
How our members are growing Halifax
BECKY DAVISON NAMED NEW PRESIDENT OF CCEC
We are pleased to share that Becky Davison has taken on the volunteer role of President of the Chamber of Commerce Executives of Canada (CCEC)! Becky will lead the CCEC in addition to her role as Vice President of Marketing at the Halifax Chamber of Commerce. Becky has twenty years of experience in event management, real estate sales and publication production. This experience has helped her build a strong team at the Halifax Chamber of Commerce that manages over 100 events annually and engages over 1,950 Members through benefits, advocacy, and connections. She can confidently say she’s found her niche assisting small and medium-sized businesses to grow their company through developing networks, telling their story, and thriving in Halifax, Nova Scotia. As a proud lifelong learner, Becky received her Masters of Business Administration from Saint Mary’s University and completed her Project Management Profession (PMP). Recently, she completed her Certified Chamber Executive designation through ACCE. The Halifax Chamber team is delighted to celebrate and support Becky’s exciting new journey as President
THANK YOU TO OUR VOLUNTEERS
Meet some of our 2024 Volunteers who are dedicated to being proud advocates for the Halifax Chamber of Commerce. From left to right: Lisa McKay, Dalene Allen, AnnMarie Flinn, Mary-Jane Wells, Judy Lewis, Dee Deeville, Lisa Olie, and Irene Saliendra. Our volunteers help set up Chamber events, sign our members in at registration, and proudly wear the Chamber logo while ensuring our members are always comfortable and happy. Thank you to all our volunteers for dedicating your time and efforts to ensuring the Chamber is well represented in the community of Halifax. Don’t hesitate to say “hello” to our volunteers if you have questions about your membership! Here’s to an exciting 2024!
$10,000 DONATION TO SHELTER MOVERS NOVA SCOTIA
The TELUS Friendly Future Foundation recently made a $10,000 donation to Shelter Movers Nova Scotia! Halifax Chamber President and CEO, Patrick Sullivan, is also Chair of the Atlantic Canada Community Board with the TELUS Friendly Future Foundation and presented the donation on their behalf. Thank you to the TELUS Friendly Future Foundation for supporting such an impactful organization in our community.
EFFICIENCYONE NAMED ONE OF CANADA’S GREENEST EMPLOYERS FOR 11TH YEAR
EfficiencyOne has been selected as one of Canada’s Greenest Employers. This award recognizes employers that have created a culture of environmental awareness in their organizations. “EfficiencyOne is incredibly proud to be named one of Canada’s Greenest Employers for the 11th year in a row,” says Stephen MacDonald, President and CEO, EfficiencyOne. “Our team’s commitment to sustainability and environmental awareness is ingrained in our culture, propelling us forward as leaders in the transition to a low-carbon future.” Since 2011, EfficiencyOne has worked to create a culture of sustainability and environmental awareness. Awards such as this demonstrate that everyone on the EfficiencyOne team is living our mission to help people achieve their energy goals, save money, conserve resources, improve wellbeing, and combat climate change.
WISE CRACKS RECOGNIZED FOR FRANCHISE EXCELLENCE AT CFA NATIONAL CONVENTION
Wise Cracks is the Silver winner of the 2024 Canadian Franchise Association (CFA) Awards of Excellence in Franchising in the Category of NonTraditional Franchise. Considered the pinnacle of franchise achievement in Canada, the CFA Awards of Excellence in Franchising are given annually to franchise systems that have demonstrated superior franchise relations, leadership, training, and communications. Wise Cracks was born and bred here in Halifax, Nova Scotia and now has locations across Canada. To learn more about Wise Cracks visit wisecracks.com.
FATEN ALSHAZLY NAMED WOMAN LEADER IN DIGITAL HEALTH
Faten Alshazly, CEO of HealthEMe, has been named Woman Leader in Digital Health by Digital Health Canada. Her remarkable achievements in transforming healthcare delivery are lauded, particularly in supporting patients and families through clinical interventions. HealthEMe, originally focused on Canada’s mental health landscape, now collaborates globally, spanning partnerships in industries like healthcare, education, insurance, and pharma. HealthEMe’s President Ashwin Kutty commends Faten’s leadership for its transformative impact, emphasizing its ability to break barriers in the current healthcare model.
MARITIME VETERINARY EMERGENCY AND SPECIALTY CARE CLINIC RIBBON CUTTING
On Wednesday, June 5, Maritime Veterinary Emergency and Specialty Care Clinic celebrated their grand opening with a ribbon cutting ceremony hosted by the Halifax Chamber of Commerce! Maritime Veterinary is located in the Mic Mal Mall, delivering much-needed care for pets in the greater Halifax Regional Municipality and beyond. Learn more at maritimevet.ca.
SUPPORT AFFORDABLE HOMEOWNERSHIP WITH HABITAT FOR HUMANITY NOVA SCOTIA
Get ready for Nova Scotia’s premier fundraising bash. Habitat for Humanity Nova Scotia’s HUGE House Party is an electrifying night filled with live music from celebrated East Coast musicians, delicious food, exciting activities including a silent auction, 50/50 draw and raffle prizes, and an appearance from Robb Wells as Ricky from Trailer Park Boys. The evening will be an unforgettable opportunity to celebrate with great company while rallying support for Habitat for Humanity Nova Scotia’s work to help families in Nova Scotia build strength, stability and independence through affordable homeownership. Learn more at habitatns.ca.
THANK YOU MENTAL HEALTH FOUNDATION OF NS
At Easter Seals Nova Scotia, we are so grateful to the Mental Health Foundation of Nova Scotia for their generous $25,000 grant to be used for our new program “Disabilities and Healthy Mindfulness: The Path to Holistic Well-Being.” At New Leaf Enterprises, our skill development and workplace training program, our clients indicated to us that they live with daily mental health struggles. In response to the needs of our program participants, we developed a new suite of interactive therapeutic programs supported by a new quiet room at our centre. Thank you to the Mental Health Foundation of Nova Scotia for supporting this new program!
LAKEVIEW ELECTRIC TEES UP FOR A CAUSE
Lakeview Electric was proud to be one of the sponsors of the 2024 Visionaries of the Year Early Birdie Classic at the Links at Brunello, supporting The Leukemia & Lymphoma Society of Canada. The event featured perfect swings, great laughs, and a shared passion for making a difference. Thank you to all who joined and contributed to the event’s success.
SIGHTLINE PLANNING + APPROVALS
After two decades of success, KWR Approvals has evolved into Sightline Planning + Approvals. With a 99.3% success rate on over 1,500 projects, Sightline specializes in streamlining land development and the municipal planning applications process for diverse industries in real estate, from residential to commercial and more. Their passionate team ensures exceptional results every step of the way while navigating the technical complex, politically sensitive, and bureaucratic regulatory processes of land development.
NEW APP LAUNCH
To modernize the age-old tradition of coupon clipping, Nelson Bowman recently launched My Couponbook, a digital coupon book app designed to support local businesses and help residents save money. Bowman, originally from British Columbia, relocated to Halifax with a vision to replace outdated paper coupons with a more efficient, eco-friendly digital alternative. The app offers a dual benefit: it allows local business owners to post their discounts and promotions, while users can easily access and redeem these offers. Halifax Chamber members can now save 40% on their first year when signing up for the deluxe or premium plan. For more information, visit mycouponbook.ca.
KUTTY INDUCTED INTO
TOP 50 CEO HALL OF FAME
Ashwin Kutty, President and CEO of WeUsThem, has been inducted into Atlantic Business Magazine’s Top 50 CEOs Hall of Fame, recognizing his exceptional leadership and innovation in the Atlantic business community. Kutty expressed gratitude for the recognition, highlighting the collective effort of his teams at WeUsThem and HealthEMe. Beyond business, Kutty is known for his dedication to corporate social responsibility and community engagement, including his role as Chair of the Downtown Halifax Business Commission. The Top 50 CEOs Hall of Fame recognizes leaders shaping the Atlantic business landscape.
LITERARY TITAN SOAR IS A CHANGEMAKER
Ketan Kulkarni’s book SOAR: A Soul’s Quest wins the Literary Titan Award (which honours books that exhibit exceptional storytelling and creativity) in the fiction category after winning the global changemaker award in Bangkok in earlier in 2024. SOAR: A Soul’s Quest follows a young eagle on a quest for selfdiscovery and spiritual enlightenment! Reviewers and critics alike believe that Soar’s story is every person’s story.
WINNING DESIGN
Pam Tower and Nicole LeBlanc had a fantastic time at the 2024 CHBA Koltech Peak Awards this year. Tower Interiors won the Most Outstanding Special Project category for the Interior Design of this fabulous ensuite bathroom and dressing room renovation. We designed and drafted the demolition plan, construction plan, and lighting design. We designed all the custom cabinetry, including a custom island and efficient, full-height storage cabinets with two-tier short hanging, long hanging, and adjustable shelves for folded clothes with interior lighting. We took a dated, dreary bathroom and updated it into the modern, tranquil haven of the client’s dreams.
DIGITAL NOVA SCOTIA TEAMS UP WITH ST. FRANCIS XAVIER UNIVERSITY
Digital Nova Scotia has partnered with St. Francis Xavier University to develop and deliver a new microcredential program that will equip professionals across various industries in Nova Scotia with essential skills in using artificial intelligence (AI) tools for their work. Four microcredentials will be offered through this program. Each program will be four weeks in length and will include both asynchronous and synchronous elements. We plan to launch the program and have it made available to Nova Scotians by September 2024. Learn more at digitalnovascotia.com.
HALIFAX TOWER HOTEL & CONFERENCE CENTRE RECEIVES TOP ACCOLADES
Choice Hotels Canada is thrilled to share the Halifax Tower Hotel & Conference Centre, Ascend Hotel Collection®, has received three prestigious awards—on a national and international level. The property won a 2024 Platinum Guest Satisfaction Award alongside the esteemed honours of both the 2024 Canadian Hotel of the Year and the 2024 International Best of Choice Award for the Ascend Hotel Collection brand by Choice Hotels International. The Halifax Tower Hotel is located at 15 Lakelands Boulevard in the Bayer’s Lake region of Halifax. For more information, visit choicehotels.com.
We’re proud to welcome Julie-Ann Vincent as the new Chief Operations Officer for the YMCA of Greater Halifax/ Dartmouth
Igniting a new era of leadership and community engagement
FRIENDS UNITED ART EXHIBIT AT HALIFAX CHAMBER
In honour of National Indigenous History Month, the Halifax Chamber was honoured to host an art exhibit curated by Friends United. The exhibit featured a collection of pieces by Indigenous artists available for public viewing and purchase. Learn more about Friends United and the artists they showcase by visiting friends-united.ca.
GREENFOOT ENERGY SOLUTIONS
Greenfoot Energy Solutions is pleased to announce its new naming rights partner with the HRM-4 Pad in Bedford, NS. Effective immediately, the facility will be known as the Greenfoot Energy Centre. The Greenfoot Energy Centre includes four NHL-sized ice pads. The facility also has a large multi-purpose room and a sport retail store, with food and beverage services on-site. This $600,000 10-year investment provides a continued commitment to programming which will enhance the community’s involvement and participation at this recreation facility.
CASINO NOVA SCOTIA DONATION TO CBRH FOUNDATION
Casino Nova Scotia proudly presented a heartfelt donation of $10,000 to the Cape Breton Regional Hospital Foundation’s Cancer Care Here at Home campaign, in honour of the late legendary singer/songwriter Bruce Guthro. Known for his immense talent and unwavering support for his community, Guthro was a passionate advocate for Cancer Care Here at Home, making this contribution a fitting tribute to his legacy. The contribution reflects Casino Nova Scotia’s enduring connection to Bruce through the Bruce Guthro Showroom, which aptly brings the community together.
FRESH NEW SPACE AT COWORK HALIFAX
CoWork Halifax is celebrating its one-year anniversary, highlighting an incredible first year of fostering productivity and community with over 100 active members and 38 different companies and organizations under one roof. To mark this milestone, we opened our new back deck, offering members a fresh space to work, eat lunch, take breaks, and soak up the sun. The setup is perfect for freelancers, entrepreneurs, and remote workers looking to boost their productivity and grow their network in a cost-effective way. For more information, visit coworkhalifax.com.
SEA CHANGE COLAB LAUNCHES PODCAST
Sea Change CoLab launched the Accessibility Ally Podcast with the support of Podstarter and Invest Nova Scotia. Accessibility Ally features guests with a range of disabilities and social identities. Guests share provocative ideas and challenge allies to disrupt ableism. Being an accessibility ally demands a mindset shift in our workplaces and communities. We need to assume that anyone coming into our workplaces could be someone with a disability, and to adopt a proactive mindset toward accessibility. Listen on Spotify, Apple Podcasts and anywhere you get your podcasts.
ATLANTIC BUSINESS MAGAZINE TOP 50 CEO
Dr. Patricia Lingley-Pottie, President and CEO of Strongest Families Institute, has been selected as one of the Top 50 CEOs by Atlantic Business Magazine for 2024, marking her second selection for this award (winner 2018). This prestigious recognition highlights Dr. Pottie’s exceptional leadership, innovation, and dedication to excellence. Among a pool of talented leaders, Dr. Pottie’s vision and commitment have stood out, earning her a well-deserved place among the region’s top executives.
HIAA ACHIEVES FINANCIAL SUSTAINABILITY AS HALIFAX STANFIELD GAINS MOMENTUM
At its annual public meeting, Halifax International Airport Authority (HIAA) announced a return to financial sustainability, marked by a substantial increase in passenger volumes and revenue growth. HIAA is reporting net income of $16.0 million in 2023 compared to a loss of $7.4 million in 2022. This turnaround comes as travel demand and available capacity approached historical norms, resulting in a significant boost in activity and revenue after three years of limited travel demand and diminished financial performance. “In 2023, HIAA laid a solid foundation upon which we are excited to build,” said Joyce Carter, President & CEO, HIAA. “We worked together to restart and recruit numerous air passenger services, welcome millions of travellers, and build the systems needed to thrive long-term. I’m proud of the way we handled these challenges by harnessing the dedication of our team and partners to provide the seamless service Halifax Stanfield is known for.”
Troubled waters in the talent pool
Halifax’s top recruiters forecast labour market challenges, offer employer advice By
Canada’s labour market experienced unprecedented shifts in recent years, and Nova Scotia was no exception. To learn more about how our labour market has changed and what the future looks like for employers trying to attract top talent, we consulted some of the leading recruitment firms in Halifax.
Recruitment is a familiar issue in Nova Scotia. “We have always faced challenges related to labour shortages in certain industries, but things have fluctuated dramatically in the last five years,” says Erica MacDonald, Partner at Summit Search Group. “For example, tech and insurance were busy industries for us during the COVID-19 pandemic, but tech layoffs escalated dramatically in the first quarter of 2023.”
The pandemic years also saw increased turnover rates and changing employee expectations, explains Andrea Forbes-Hurley, Managing Partner at KBRS. “Recruitment demand was intense between 2021 and 2022,” she says. “While some of that intensity has dissipated due to economic fluctuations, the underlying challenges and demographic shifts that have been driving labour market challenges for years have not disappeared.”
Although Nova Scotia has experienced historic levels of population
growth, employers must still contend with the need for skilled labour and an aging workforce. “While the job vacancy rate may not be as high as it was a few years ago, employers are still challenged to find people with the talent and skills they need,” says Katherine Risley, Managing Partner at KBRS. “This is further complicated by the province’s aging workforce, with only seven new entrants for every ten retirees.”
Investing in the local student population is one way to counterbalance our aging workforce. There were nearly 37,000 post-secondary students in Halifax last year, according to the 2023 Halifax Index, and many of the local colleges and universities operate work-integrated learning programs.
Emily Bednarz
“Due to the uncertainty of the economy, we are seeing a decrease in the volume of co-op job opportunities—not only in HRM but also nationally—when compared to the same time frame a year ago.”
— Robert Wooden, Director of Management Career Services at Dalhousie University
Dalhousie University supported over 2,800 work terms in the past academic year, says Robert Wooden, Director of Management Career Services at Dalhousie University.
Dalhousie University alone supported over 2,800 work terms in the past academic year, says Robert Wooden, Director of Management Career Services at Dalhousie University.
Recruitment challenges
MacDonald points to the latest Economic Scan from Service Canada to shed further light on the province’s unique labour market challenges. Last year, the unemployment rate in Nova Scotia was 6.3%—the lowest point since 1970. “Since we have stronger growth in employment than in the labour force, employers require additional assistance to make the right hire,” adds MacDonald. When coupled with low unemployment rates, our growing and diversifying talent pool has created a more competitive recruitment space for employers. “We continue to see a steady and growing need for recruitment support as organizations continue to face a tight labour market,” says Forbes-Hurley. Our continuing population growth has triggered new market pressures in the construction and healthcare industries. “In Canada, 20% of construction workers plan to retire in the next decade,” says Risley. “At the same time, employers in the field are battling record high vacancy rates with a current shortage of over 80,000 workers across the country.”
Specialized training and accreditations are key factors affecting current shortages. “Employers within the healthcare sector struggle to recruit for highly specialized clinical roles, as do organizations requiring specialized engineering and construction expertise, which are so urgently needed to support housing expansion for our growing population,” says Forbes-Hurley.
MacDonald agrees, adding that seniority makes a significant impact. “The more specialized and senior the role, the more difficult the position is to recruit for,” she says. “If we are looking for someone who is C-suite or has ten years of experience in a specific technical product or service, they are going to be much more difficult to find. And often, with seniority comes specificity.”
Although Nova Scotia’s population is growing, national and international recruitment is still challenging. “Attracting talent from outside the region has become more difficult in recent years,” says MacDonald. “The rising cost of living in Atlantic Canada has become a major issue as well as our taxation rate
Katherine Risley
(left)
and Andrea
are Managing Partners at KBRS. KBRS was established in 1975 as an executive search and HR consulting firm. Meridia Recruitment Solutions, a KBRS company, was later created to address clients’ need for a streamlined and expedited recruitment process. Together, KBRS and Meridia represent a team of more than 70 professionals with offices in Toronto, Halifax, St. John’s, and Moncton.
“While the job vacancy rate may not be as high as it was a few years ago, employers are still challenged to find people with the talent and skills they need. This is further complicated by the province’s aging workforce, with only seven new entrants for every ten retirees.”
Katherine Risley, Managing Partner at KBRS
and current business climate.”
While employers are struggling to recruit, young workers are also struggling to find meaningful employment opportunities. “We have noticed that there is a higher than ever demand for co-op positions in HRM,” says Wooden. “This is for a few reasons, including an increased number of programs offering co-op, more students participating in co-op, and less ability for some students to relocate for co-op positions due to housing costs and availability.”
Changes in industry and economy also seem to be impacting the amount of employers available to offer co-op positions. “Due to the uncertainty of the economy, we are seeing a decrease in the volume of co-op job opportunities—not
only in HRM but also nationally—when compared to the same time frame a year ago,” says Wooden. “The lack of opportunities in the technology sector is very apparent, especially given the volume of layoffs in 2023 and 2024.”
Tips for employers
Holly Bond is President of Facet, a division of Royer Thompson. “The recruitment industry has changed over the years in so many fantastic ways,” says Bond. “There’s a new emphasis on sustainability; Diversity, Equity, and Inclusion; and skills, experience, and fit over education.”
Bond appreciates when employers are willing to weigh a candidate’s experience and abilities alongside their
Forbes-Hurley
“We have an aging population, an outmigration of young people, and a mismatch between the skills of job seekers and the needs of employers. Encouraging collaboration between government, businesses, educational institutions, and community organizations is essential for developing effective strategies to address labour issues in Nova Scotia. Strategies such as workforce inclusivity, attracting and retaining talent, and investing in infrastructure will become increasingly important.”
— Erica MacDonald, Partner at Summit Search Group
education. “Many roles we see posted require an MBA, for example, and they may be missing the opportunity to meet a candidate with incredible experience that would be perfect for the role,” says Bond. “Employers are more willing to reflect and discuss the skills and experience required for a role and hire people who share the same values. This only helps to broaden the talent pool, resulting in more diverse and innovative companies.”
Besides adopting a more open approach when evaluating candidates, employers also need to rethink how they promote positions. “Increasingly, employers are struggling to find candidates through more passive recruitment strategies,” says Risley. “It’s hard to generate a good pipeline of candidates by simply posting an ad. A more proactive, candidate-centric approach is needed to identify prospective candidates and maintain relationships with them for future roles.”
Engagement also needs to be tailored to individual candidates.
“Employers need to put themselves in the candidate’s shoes and get curious about what really matters to them,” says Risley. “Then, they need to weave this understanding into their outreach strategy and recruitment process. People want personalized treatment, and this may mean tweaking how you engage candidates to better address their individual interests and preferences.”
A personalized approach also requires thinking through a long-term plan for a new employee. “Better establishment of thoughtful career paths for positions at all levels is critical,” says
Forbes-Hurley. “Understanding how they will develop and progress through your organization is even more important to younger generations and seeing that path will attract highly motivated candidates.”
The same goes when recruiting new graduates or for co-op positions.
“More than ever, students are interested in hearing firsthand experiences from prior co-op students at an organization to assist both during the recruitment process and the decision-making process once a job offer is received,” says Wooden.
When it comes to co-op positions, employers should connect with local colleges and universities to improve their recruitment strategy. “Members of the Dalhousie Management Career Services team are experts at advising our employer partners on strategies to elevate their employer brand within our student population,” says Wooden.
“They can take advantage of a variety of free and paid methods, like event and society sponsorship, campus brand
“Engaging newcomers effectively in Nova Scotia’s workforce will be critical to addressing talent shortages. Organizations need to be thoughtful and strategic in their approach.”
Andrea Forbes-Hurley, Managing Partner at KBRS
Erica MacDonald is Partner at Summit Search Group, which was founded in 1995.
“Employers are more willing to reflect and discuss the skills and experience required for a role and hire people who share the same values. This only helps to broaden the talent pool, resulting in more diverse and innovative companies.”
Holly Bond, President of Facet
ambassadors, social media engagement strategies, guest speakers, info sessions, and office tours.”
For hiring outside of co-op, employers can turn to recruiting firms to understand and reach their best candidates. “Employee engagement is becoming increasingly important,” says MacDonald. “Your strategies should ensure that you are networking and advertising in the right places and that your offering is competitive in terms of compensation. People are looking for more than just pay—they want work-life balance and a job they enjoy.”
Looking ahead
Given our aging population, employers should consider how to retain and develop existing staff members. “A lot of the clients we work with are interested
in taking a bigger picture look at their people strategy,” says Risley. “This goes beyond succession planning to also include competency planning and how organizations can increase competencies of current employees at all levels to meet the business challenges of tomorrow.”
MacDonald adds that broad, systemic change is needed to address labour shortages in the province. “We have an aging population, an outmigration of young people, and a mismatch between the skills of job seekers and the needs of employers,” she says. “Our government needs to work harder at remedying some of our local challenges. Encouraging collaboration between government, businesses, educational institutions, and community organizations is essential for developing effective strategies to address labour issues in Nova Scotia. Strategies
such as workforce inclusivity, attracting and retaining talent, and investing in infrastructure will become increasingly important.”
Extra care is also needed when fostering a sense of belonging for workers from outside Nova Scotia. “Immigration is the primary driver of our population growth, and I think Nova Scotian employers need to be thoughtful about how they attract, support, and engage newcomers,” says Forbes-Hurley. “Engaging newcomers effectively in Nova Scotia’s workforce will be critical to addressing talent shortages. Organizations need to be thoughtful and strategic in their approach.”
In the meantime, turning to the student population and local co-op programs offers many benefits to employers. “By hiring co-op students, employers are effectively pre-screening talent for future employment opportunities within their organization with only a shortterm employment commitment,” says Wooden. “Mid-to-large sized organizations can increase their organizational capacity by regularly hiring co-op students, while SMEs can effectively create a position within their organization that is always filled by a co-op student, which helps keeps costs lower and brings fresh energy and new ideas into their SME every four months.”
Bond agrees that fresh energy can invigorate our local business community. “Nova Scotia’s recruitment landscape is poised for growth,” she says. “We are becoming an increasingly diverse, multi-cultural province. As businesses here continue to adopt progressive and inclusive hiring practices, we can expect a more diverse and innovative workforce. This shift will make recruitment more effective and help the region attract and retain exceptional talent.”
Although recruitment is a significant challenge for employers, Bond highlights the energy and opportunity in the industry. “I have never been so excited about our province,” she says. “We are growing and attracting people from all over the world. I am a ‘glass three-quarters-full’ person, and all I see is the opportunity to work alongside other recruitment organizations to help build the leadership capacity of Nova Scotia and Canada.” ■
Holly Bond is President of Facet, a division of Royer Thompson. She and her team (pictured right) focus on recruiting for mid-level management roles.
Perks, benefits, culture
Retention strategies to keep your dream team together By Emily Bednarz
So,you’ve recruited your dream team... how do you retain them? Given recruitment challenges in Nova Scotia (see our Cover Story), it is more important than ever for employers to develop effective retention strategies. We spoke with local industry leaders to learn how employers can hold onto their superstar employees—from offering desirable perks and benefits to fostering an energizing and welcoming workplace culture.
The rise in remote work has changed what used to be a regional competition for talent into a national and global one, says Shardeigh McGillivray, Partner at Venor. “A strong employer value proposition helps attract, engage, and retain top talent,” she explains. “It encompasses the total work experience, including the tangible and intangible rewards and benefits that an employee can expect from working at a company. While the compensation plan is important, employees are focused on the big picture—like worklife balance, career development, culture, and corporate social responsibility.”
Benefits
At Theriault Financial Inc., Jeff Theriault (Partner) and Amanda Greek (Sales Associate) witnessed the recruitment landscape shift from an employers’ market to an employees’ market,
especially post-pandemic. “Employees expect more from their employers and in many situations, if employers do not provide more, employees will start looking for their next workplace,” say Theriault and Greek. “When employees know their employers care about them, they often stop looking elsewhere.”
Part of demonstrating care for employees means providing benefits like health insurance. “In our conversations with clients and prospective clients, employers frequently say that new hires will not sign on unless they have access to a benefits plan,” say Theriault and Greek. “A properly designed, comprehensive benefits plan is now a crucial component in the work environment, and when coupled with a retirement solution, it can turn a job into a career.”
Theriault Financial works with the Halifax Chamber of Commerce to provide health insurance benefits under the Chambers Group Insurance Plan. The plan focuses on small to medium businesses and has expanded over the years to meet the needs and expectations of the workforce. “Employee needs in mental health awareness have increased dramatically, and Employee Assistance Programs have responded by providing more options,” say Theriault and Greek. “As an example, the Chambers Employee
Assistance Programs provides ten hours per year of virtual or face-to-face mental health counselling, as well as nutritional and financial counselling.”
Time is money, especially in a competitive recruitment market—and high turnover rates come with a cost. “The time needed to recruit and train new employees when you have constant turnover far outweighs the time needed to plan a tailored benefits and retirement package,” say Theriault and Greek. “We recently worked with a small restaurant in Halifax that struggled with employee turnover. Since introducing their benefits plan, their turnover rate has reduced by 40%.”
Perks
What’s the difference between benefits and perks, and how do they contribute to a welcoming and engaging work environment? “Benefits are an expectation of what employers should be doing, and perks are those added rewards that acknowledge employees’ contributions and value to the organization,” explain Theriault and Greek. “You need to be doing both to create a supportive work culture.”
Employers should make employees feel valued for their contributions, says Pratibha Popat, Employer Services Manager at TEAM Work Cooperative. “One of the best ways to do this is by recognizing employees for who they are and what they do,” she says. “Employers can also establish opportunities for career advancement, be open to offering flexible work schedules, and encourage work-life balance among all employees.”
A recent report showed that 60% of Gen-Z workers said that work-life balance was the most important factor when looking for a new job—only 40% said compensation rates were the most important factor.
Embracing work-life balance may mean that employers offer a hybrid work environment where possible. “Employers must realize that hybrid work is here to stay,” says McGillivray. “A flexible schedule that offers both in-office and at-home
Jeff Theriault is Partner at Theriault Financial Inc. and Amanda Greek is Sales Associate. The Theriault team recently worked with a small restaurant in Halifax to introduce a benefits plan. Since introducing the plan, the restaurant’s turnover rate was reportedly reduced by 40%.
work is key to fostering the balance everyone is seeking right now, and it can also boost productivity by eliminating distractions and commute times associated with a physical workspace.”
Ultimately, employers need to be flexible to stay competitive in a tight job market, says McGillivray. “Flexibility is crucial in a market where employees have more influence and options,” she explains. “With many organizations offering hybrid work environments, employees are now more likely to ‘shop around’ and find an employer that meets their needs.”
Thivjan Tharmaratnam, Executive Director at Inclusion Nova Scotia, highlights the importance of opportunities for employee development. “Employers should acknowledge and appreciate employees’ contributions, achievements, and efforts,” says Tharmaratnam. “This can be done by offering professional development opportunities, training programs, mentorship, and career advancement paths.”
McGillivray agrees. “Investing in talent development is important for many reasons including driving innovation, succession planning, attracting top talent, building a positive culture and overall enhancing employee engagement,” she says. “An investment in talent development increases job satisfaction and loyalty and reduces turnover rates.”
Workplace Culture
A recent study from The Muse found that across generational lines, the top reason employees search for a new job is because of toxic, unhealthy, or unsupportive work environments. That same
study found that 75% of those workers planned to look for a new job within the next year.
Fostering a healthy workplace culture is crucial for retention, says Tharmaratnam. “A positive culture fosters employee engagement, satisfaction, and loyalty, which contributes significantly to retaining talent,” he adds. “A recent survey conducted by Glassdoor showed that two-thirds of all workers value company culture more than salary in terms of job satisfaction. Also, feeling valued by colleagues, specifically a direct manager, is critical in creating a good workplace environment and retaining talent.”
Popat adds that employees are more likely to stay with their current employer when they feel part of a team. “Employees want to feel connected to their work, coworkers, and the company’s vision, mission, and values,” she says. “Having a strong and healthy workplace culture can often position an organization as an employer of choice, even if they cannot always offer competitive wages or benefits.”
Popat goes on to describe an experience she had working with a Deaf client, who had been searching for a job for over two years. Popat helped her secure an interview at a local hotel. “I accompanied her to the interview to assist both the client and the employer in a seamless exchange of communication,” she says. The client was offered a job on the spot. The employer went on to work with TEAM Work Cooperative to train their staff about Deaf Cultural Awareness. “Moreover, the employer implemented additional support measures, including a
buddy system to ensure the client’s safety and wellbeing, and the whole hotel staff started learning ASL on their own so they could support their new colleague,” says Popat. “The client felt she was a part of a team and had a sense of belonging and loyalty throughout her employment, and she stayed with the organization for many years.”
The story demonstrates how good communication is often at the heart of a healthy workplace. “Employers need to create an environment where regular, open, and honest communication is encouraged,” says Tharmaratnam. “Doing so will support a culture of collaboration, where everyone is working towards a common goal.”
Tharmaratnam adds that a culture is shaped from the top down. “Leadership plays a crucial role in shaping workplace culture,” he says. “Lead by example, demonstrate integrity, empathy, and respect in your interactions with employees, and consistently uphold the organization’s values.”
Above all, employers need to be flexible. “Being curious, open, and willing to learn is a huge step,” says Tharmaratnam. “It can feel intimidating to think of changing a workplace, and it can seem like there are endless hoops to jump through before a workplace is inclusive, but the journey starts with an attitude shift. When employers understand that they may not know every answer to every question and are willing to go and find a solution, that is when things begin to change.” ■
Shardeigh McGillivray (left) is Partner at Venor, a local recruiting firm. Thivjan Tharmaratnam (center) is Executive Director at Inclusion Nova Scotia, and Pratibha Popat (right) is Employer Services Manager at TEAM Work Cooperative.
Creating workable spaces
e3 Office Furniture on thriving in a post-pandemic market
People often ask Terry Hickey how his office furniture business is doing as more companies move to work-fromhome or hybrid models. They’re usually surprised when he responds that they’re thriving—even as the industry struggles to regain sales and profitability in a post-pandemic world.
Hickey, the owner of e3 Office Furniture, attributes his company’s prosperity to its early adoption of e-commerce, flexibility for employees, affordable products, and superior customer service. With customers in every province and territory in Canada, Hickey says this is a “testament to the company’s e-commerce success.”
e3 started doing e-commerce back in 2010, when the company started as an online-only presence before moving into their own storefront in Dartmouth seven years later. When the pandemic hit, e3 employees were already set up to work from home, and their e-commerce store was already in place. That’s why the company was able to maintain profitability during and after the pandemic—surpassing pre-pandemic sales in 2022 and achieving double-digit increases in 2023 over the previous year.
As the company continued to grow, it moved to a new location in Dartmouth Crossing just over a year ago. It’s one of the few LEED-certified commercial buildings in Halifax Regional Municipality. Their customers often tell them that they have one of the region’s best showrooms for business furniture.
With sales staff in western, central, and eastern Canada, the company has retained its hybrid work model over the years. Only Halifax has employees that come to an office space every day.
Except for delivery and installation staff, no two employees work the same hours. Everyone starts and ends their days at different times. “This helps reduce the stress of the morning routines, plus allows staff to balance family obligations towards the end of the day,” says Hickey. “All staff can work from home, so they can manage their work and home obligations without negatively affecting their service to our customers.”
Meeting customer needs
e3 also strives to offer solutions to meet their customers’ budgets. “Our customers tend to be owner-operated businesses where people are spending their own money or mid-size organizations
where they are directly accountable for the expenditures they make,” Hickey explains. “We don’t have any large call centers, banks, or provincial governments as customers. Our customers buy on value and demand a high level of service.”
The company boasts of having a larger number of staff than its competitors who are well-trained in office space planning, allowing them to respond quickly with office space designs and quotes. Unlike many other competing office furniture suppliers, most e3 sales staff are equipped to provide space planning services.
As an independent dealer, staff can offer customers products from any Canadian, American, or international supplier without being obligated to promote any manufacturers. Hickey says this allows staff to find options that are the “best fit for their customers.”
Changing workspaces
Hickey also took note of how the office furniture marketplace changed greatly during the pandemic. Rather than buying office furniture for one or two people at a time, many e3 customers were redesigning their entire office spaces while staff were at home. Companies are also now paying better attention to how the design of their workspaces impacts their employees.
With plenty of ergonomic, flexible and collaborative workspace options to choose from, e3’s own office space in Dartmouth Crossing showcases how office design can impact workplace performance and communication. “From addressing visual and acoustic privacy issues to providing multiple spaces from which employees work, our new space demonstrates how office spaces need to support how people wish to work,” says Hickey.
Visit the e3 showroom at 130 John Savage Avenue in Dartmouth Crossing or find more information at: e3officefurniture.ca
Above: A map from e3’s office shows locations across Canada that the team has serviced. Below: a recent local Installation in Downtown Halifax.
e3 Office Furniture recently completed installation in Iqaluit, Nunavut.
Innovating recruitment through firsthand experiences
Professional-Professional approach resonating with new EHS applicants By Remo Zaccagna, EMC Inc.
They say that necessity is the mother of invention, and that was certainly the case for a novel approach taken by Emergency Medical Care Inc. (EMC), a Medavie company that manages and operates ground and air ambulance services in Nova Scotia, as well as 811 Telecare.
Faced with a staffing crunch that was being felt throughout the healthcare industry across the country—a shortage that was exacerbated by the COVID-19 pandemic—EMC identified a gap in their recruitment strategy and immediately got to work at rectifying it.
The upshot of those efforts came nearly two years ago when EMC unveiled a new role within their HR team: a dedicated paramedic recruiter. While using a professional-to-professional recruitment strategy is nothing new, particularly amongst military and first responder organizations, it is a role not often seen within agencies like EMC that provide emergency medical services.
Though the approach is still in its relative infancy, it has proven successful so far. “Having the paramedic recruiter tell the story and speak to their own profession has really made a difference in inspiring people to take up the career,” says Sara Suzuki, Manager of Recruitment and Retention at EMC. “It was just something that the HR team at the time really just couldn’t do themselves. It meant more coming from the actual professional.”
Doug Allen has been a paramedic for more than two decades. When an opening to work as a paramedic recruiter popped up, he jumped at the chance.
For the last 18 months, Allen, who still works one day a week on the ambulance, has travelled across the Maritimes,
speaking to people of all ages at high schools, universities, colleges, job fairs, and employment agencies.
“I think it’s a great way to get out to people and let their first contact with a paramedic not be in an emergency situation,” Allen says, adding that he tries to not make the job seem as intimidating or daunting as it may appear on the surface.
“I find people really engage well when you bring part of the job with you. I bring materials with me, like pieces of medical equipment from the truck, so I can demonstrate for people. It educates people on what the job entails and also gives them a bit of hands-on experience. It really helps people click in with the idea that ‘hey, this is something I can do.’”
Suzuki says she’s not surprised that this professional-to-professional approach is resonating with people.
“Because he does it, lives it, and breathes it every day, it comes across as very honest and sincere,” she says, adding that this approach allows the paramedic to demonstrate the clinical and technical aspects of the job. “If a recruiter tries to portray what the paramedic role looks like, it’s really second-hand knowledge of what a paramedic may tell us.”
That success is backed up by hard data. Over the last year, Suzuki has noticed an uptick in applications from candidates who cite their source as being from the recruiter contact.
Anecdotally, Allen says he has also begun noticing students doing ride time in Nova Scotia that he saw in schools in Moncton or students at the paramedic schools who he recognized from his high school visits. “It makes me feel incredibly proud and fulfilled to see somebody take that step, knowing that I may have had a small part in their career choice,” he says.
The role has been refined and tweaked since it was first introduced, but Suzuki says the team has learned some important lessons that can be applied to other organizations looking at implementing a similar approach.
One of those key takeaways is that having a professional within the recruiting role offers transparency into that profession, removes barriers, and allows candidates to do a deep dive into learning about the job and day-to-day activities of the role.
“Doug is able to highlight the positive aspects of the role and share personal details about how he connects to the profession, which has in turn inspired others and resonated with candidates,” Suzuki says. “He has also been able to offer advice on the difficult aspects of the role and how to be prepared for that. After speaking with Doug, candidates have a true understanding of what taking this path would look like, which allows them to make an informed decision on whether or not this is the career for them.”
Another practice that Suzuki says organizations should consider is ensuring that the professional recruiter not focus exclusively on recruitment. “Don’t take the person out of their profession,” she says, noting that Allen still works regular shifts on the ambulance, which helps him in his recruiting role. “I’ve seen it in the past where professionals have left their profession to just focus on recruitment. I find that doesn’t work as well because they’re not as closely connected to the day-to-day of their profession.”
Learn more at: emci.ca
Open for business
Any employer in Nova Scotia may now apply to join the Public Service Superannuation Plan
DOUG MOODIE CEO NOVA SCOTIA PENSION SERVICES CORPORATION
OnOctober 13, 2023, the Public Service Superannuation Plan (PSSP) took a big step into the future. A bill, the Private Sector Pension Plan Transfer Act (PSPPTA), was introduced in the Provincial Legislature. It enables private-sector employers in Nova Scotia to apply to merge, in whole or in part, their existing defined benefit pension plans into the PSSP. A private-sector employer without an existing defined benefit plan—that is, with a defined contribution plan or an RRSP arrangement, or with no retirement benefits at all for its employees—is also now able to consider the PSSP.
The PSPPTA follows the University Pension Plan Transfer Act (UPPTA) and
the Municipal and Other Authorities Pension Plan Transfer Act (MOPPTA). UPPTA was enacted in 2015, and MOPPTA was enacted in 2017. UPPTA enabled universities in Nova Scotia to merge their stand-alone defined benefit plans into the PSSP, and MOAPPTA did the same for municipalities and related authorities.
By the end of 2023, twenty-one universities and municipalities had joined the PSSP, and there may be as many as a dozen more joining in 2024. While the Province remains the largest participating employer, the PSSP has evolved into a true multi-employer pension plan, with over 60 employers now in the plan.
The PSSP has assets approaching $8 billion and about 43,000 total members. The PSSP’s vision is to be open to as many Nova Scotian employers as possible and to offer a meaningful, easy, reliable, and efficient retirement savings vehicle for Nova Scotians.
The PSSP is also designed differently than most, if not all, other ‘public sector’ pension plans in Canada. It is self-financing and self-regulating. The obligation of PSSP participating employers is limited to the payment of matching contributions. The Public Service Superannuation Act expressly states that there is no overarching responsibility on the part of any employer for the funded health of the PSSP.
The PSSP’s funding policy contains detailed mechanisms that mandate or permit, depending on the circumstances,
contributions to be increased or decreased and/or future benefits to be augmented or reduced. The concept is to maintain a close eye on the Plan and to continually make needed adjustments to keep the funded status in a healthy zone.
The PSSP is self-regulating in that it is not subject to Nova Scotia’s Pension Benefits Act. The running of the Plan is left exclusively to the PSSP’s Trustee Board, within the parameters fixed by the Public Service Superannuation Act. So, for a participating employer, the only task is to remit contributions and employee data regularly—everything else is taken care of.
PSSP members are assured of a pension when they retire based on a simple formula of years of pensionable service multiplied by the highest average salary (based on the best five years). The pension entitlement accrues within the Plan and is not dependent on the status of the employer. So, whether or not a member’s employer exists in the future, the member will receive the pension they have accrued within the Plan. With the PSSP’s growing list of participating employers, an individual may move from one Nova Scotia employer to another, public sector and private sector, over the course of a career—all the while maintaining a seamless pension benefit. The PSSP also has generous survivor benefits and conditional indexing for pensions in pay.
Learn more at:
Understanding Canada’s immigration strategy
Part one of a three-part series about “Canada’s population trap”
NICK CUNNINGHAM POLICY ANALYST HALIFAX CHAMBER
The Economics and Strategy department of the National Bank of Canada recently released a report titled “Canada is caught in a population trap.” A population trap is a situation where no increase in living standards is possible because the population has grown so fast that all available savings are needed to maintain the existing capital-labour ratio. The report argues that Canada is caught in such a trap, suggesting that we can no longer afford to keep bringing in new immigrants at our current rate, but we can also no longer afford to stop.
Because immigration can be a complex and sometimes sensitive topic, I am going to break down this analysis into a three-part series. Part one focuses on why Canada’s has economy become so reliant on immigration. Part two will explore the potential impacts of too much immigration on the economy, and part three will discuss Canada’s immigration strategy going forward.
Why has Canada’s economy become so reliant on immigration?
For years, Canada has had a demographics problem, due to an aging population and a declining natural increase
Immigration by Year
Source: Statistics Canada. Table 17-10-0136-01 Components of population.
(births minus deaths). This demographics problem created two other major problems:
1. How do we fill an influx of vacant positions and skills gaps with a population that will eventually decline?
2. How do we provide care for an aging population?
These two issues presented distinct challenges for policymakers in recent years. First, that upskilling our workforce is costly and time consuming, and second, you cannot force people to procreate. The solution they landed on was immigration.
The thinking was that encouraging immigration would increase our population and lower the country’s median age, since newcomers tend to move with their families. It would also allow the government to target particular skillsets within that pool of immigrants, a practice they coined as “targeted immigration.”
Targeted immigration works to fill labour gaps with workers who have the specific skillsets our economy needs. By bringing in new workers with targeted skills, for example, we could address critical infrastructure gaps in housing and healthcare across the country. This solution was much faster and cheaper than
trying to upskill our existing population. Immigration can also act as an economic stimulus for the country, since, generally, skilled immigrants arrive with some money they use to buy goods and services like new accommodations, motor vehicles, and other basic necessities. The increased spending, output, and labour force participation from more immigrants also significantly benefits Federal and Provincial tax revenues. Simply put, more people means more taxes, from a government point of view.
Despite the significant economic benefits that immigration brings, too much of a good thing can have unintended consequences. In part two of this series (see the next issue of Business Voice), we will investigate the potential impacts of too much immigration on the economy and Canada’s “population trap,” as described by the National Bank.
To learn more about the Halifax Chamber’s advocacy work, visit: halifaxchamber.com/advocacy
Canadian
Empowering job seekers
Ensuring access to meaningful employment opportunities for all
PAUL WILLIAMS CEO ONLINE JOB MARKET
Ina world where employment is often hailed as the cornerstone of economic stability and personal fulfillment, the journey to securing a job can be both exhilarating and daunting. However, while some individuals navigate this path with relative ease, others face barriers that hinder their progress. It’s imperative that we recognize the importance of encouraging and supporting all job seekers, regardless of their backgrounds or circumstances, to ensure that everyone has access to meaningful employment opportunities.
First and foremost, fostering an environment of encouragement for all job seekers promotes inclusivity and diversity in the workforce. Every individual brings a unique set of skills, experiences, and perspectives to the table, enriching workplaces and driving innovation. By actively encouraging job seekers from all walks of life, we not only create a more equitable society but also harness the full potential of our collective talent pool.
Moreover, supporting all job seekers aligns with the principles of social justice and equality. In many cases, systemic barriers such as discrimination, lack of access to education and resources, or economic disparities can impede certain individuals’ ability to secure employment. By offering encouragement and
resources to these individuals, we work towards dismantling these barriers and creating a more level playing field.
Furthermore, ensuring that all job seekers are empowered to find work is not just a moral imperative but also an economic necessity. When individuals are gainfully employed, they contribute to the growth and productivity of the economy. Conversely, when segments of the population are excluded from the workforce, it not only stifles their potential but also hampers overall economic development. By investing in programs and initiatives that support all job seekers, we foster a thriving economy that benefits everyone.
Encouraging all job seekers also has a ripple effect on society as a whole. When individuals are able to secure employment, they experience greater financial stability, improved mental and physical well-being, and increased self-esteem. This, in turn, strengthens families and communities, creating a positive cycle of empowerment and prosperity.
So, what can we do to ensure that all job seekers are encouraged and
supported in their endeavours? Firstly, we must advocate for policies that promote equal opportunities in the workforce, such as anti-discrimination laws and affirmative action initiatives. Additionally, we can support organizations and programs that provide training, mentorship, and resources to underserved communities. Furthermore, as individuals, we can play a role by offering encouragement, guidance, and support to those who are seeking employment.
In conclusion, the importance of encouraging all job seekers cannot be overstated. By fostering inclusivity, promoting equality, and investing in opportunities for everyone, we not only create a more just and prosperous society but also unlock the full potential of individuals and communities. Let us strive to build a world where every job seeker is empowered to pursue their dreams and contribute to the betterment of society.
Learn more at: onlinejobmarket.ca
Setting the standard
Fivestar’s socially conscious and responsible approach to business
RICHARD DOYLE PRESIDENT / CEO FIVESTAR BAILIFF & SECURITY SERVICES
There is no question that our society has changed—so have our security needs and demands. Fivestar is leading the evolution of the safety and security industry in Nova Scotia by taking a community-first approach, implementing the Positive Society Impact System (PSIS) of harm reduction, de-escalation, and social responsibility.
With years of experience working within marginalized communities, our local family-owned company can truly appreciate, understand, respond, and contribute to the new challenges faced by our province. We have revolutionized our approach to business operations by becoming the first socially conscious and responsible security organization in Atlantic Canada. By joining this global movement of responsible businesses, industry, and government, Fivestar has made a solid corporate commitment to execute our services with empathy and compassion while giving back to our community.
What is positive impact?
In the modern world, “social impact” isn’t just a buzzword—it’s a movement. This movement, first coined as the “impact revolution” in 2007, advances a vision of doing well while doing measurable good. The impact revolution is being fueled by a rising generation of millennials who are both uniquely skeptical and empathetic, having come of age amid unprecedented global connectivity, access to data, and economic crisis. It speaks to what humanity can achieve when we come together. Positive social impact refers to the positive effects of an individual or organization’s actions on people and the planet. This can include improving people’s health, increasing access to education, promoting equality, and supporting the local economy.
Time for positive change
This is more than a slogan; it is a complete change in the corporate culture and ideology of the security industry. In the traditionally low-paid, low-skilled, and often ineffective security industry, Fivestar is changing for the better. We have implemented a new training program for our professional officers, who are trained and certified to the highest national standards. Using a healthcare and customer service approach, our officer graduates receive specialized training in addictions, mental health, poverty, cultural sensitivity, and homelessness. This nationally-accepted accreditation is designed to serve and protect while understanding other perspectives and de-escalating situations with dignity and respect.
Employee impact
A truly positive impact approach includes securing the safety, respect, and wellbeing of officers who are often faced with harassment, danger, racism, and conflict. Fivestar’s commitment to PSIS is made to ensure that our diverse and inclusive workforce is protected, treated fairly, and with respect. They are compensated appropriately—above
traditional minimum wage standards of the industry—based on their certification levels and accomplishments. This professional recognition directly affects their sense of value and worth, while improving their personal standard of living.
Community impact
As part of its commitment, Fivestar continues to support youth sports, Special Olympics, and other worthy causes while also introducing new and measurable community initiatives. We support the community that supports us, giving back in positive and measurable ways.
Fivestar has committed to the Premier’s newly formed Nova Scotia Guard for emergency response. We will also be volunteering any required assistance including manpower, resources, and equipment when activated. In response to the current housing crisis, Fivestar will be building and managing a 50-unit affordable housing complex. This unique facility has been designed to provide a sense of pride to individuals and families and is scheduled to start construction in early 2025.
Learn more at: fivestarbailiff.ca
The Fivestar Bailiff & Security Services team has voiced their commitment to the Positive Society Impact System (PSIS) of harm reduction, de-escalation, and social responsibility.
Navigating AI
A
blueprint for small business success
NAJAH DHUNY MARKETING, COMMUNICATIONS AND PHILANTHROPY OFFICER VON CANADA
Think Artificial Intelligence (AI). What comes to your mind? I am certain the buzz around AI has reached your ears, and I can picture you at a crossroads, either eagerly embracing its potential or perhaps cautiously contemplating its impact.
Demystifying AI
When the term Artificial Intelligence (AI) is mentioned, it often conjures images of complex algorithms and intricate codes accessible only to tech experts. Let’s dispel that myth right at the beginning. AI is not a realm exclusive to the tech-savvy; instead, it is a powerful tool with applications that are increasingly becoming a part of our daily lives.
John McCarthy, a pioneer in Artificial Intelligence, defines AI as “The science and engineering of making intelligent machines, especially intelligent computer programs.” Let’s break this down: AI seeks to replicate human intelligence in machines, enabling them to perform tasks that traditionally require human cognitive abilities. This includes problem-solving, learning from experience, understanding natural language, and adapting to new situations. As we delve deeper into the realm of AI, it becomes apparent that its potential is vast and transformative.
How AI works
AI’s functionality hinges on data. Large datasets are essential for training AI systems, which provide the necessary information for them to learn and make informed decisions.
The training process is where AI systems learn patterns from data, continuously improving their performance over time. This continuous learning aspect is
what makes AI dynamic and adaptable.
Practical tips for small business owners
Small business owners stand on the brink of a transformative journey with AI, and navigating this path requires thoughtful consideration and strategic planning. Here are some practical tips to guide you:
Identifying pain points: Streamlining operations
Start by identifying specific pain points or inefficiencies within your operations. Are there repetitive tasks that consume too much time? Are there areas where human error is a concern? Pinpointing these pain points allows for targeted integration of AI solutions.
Example: If managing inventory is a time-consuming task, explore AI tools that automate inventory tracking and ordering, reducing manual workload and minimizing errors.
Start small, learn big: Gradual implementation
Embarking on an AI journey doesn’t require a giant leap. You can start with manageable AI applications and gradually expand based on their comfort and understanding. This approach allows for learning from real-world use and adapting strategies accordingly.
Example: Begin with a chatbot for customer support to handle frequently asked questions. As familiarity and confidence grow, explore additional AI applications, such as automated data analysis for customer trends.
Collaborate with AI specialists: Seek expert advice
While AI is designed to be accessible, seeking advice from AI specialists or consultants can provide valuable insights. These experts can assess the unique needs of a business and recommend tailored AI solutions, ensuring optimal implementation and maximizing benefits.
Example: Consult with an AI specialist to understand how machine learning algorithms can enhance customer targeting in marketing campaigns, optimizing returns on investment.
Embracing AI for small business success
By embracing AI, you become an architect of change, steering your ventures towards enhanced productivity and competitiveness. AI is not a threat to jobs but a tool that augments human capabilities, enabling teams to focus on tasks that demand uniquely human skills—creativity, empathy, and strategic thinking.
The AI journey is a collective exploration into uncharted territories. We invite you to be an active part of this community, sharing experiences, asking questions, and contributing to the collective understanding of AI.
For those captivated by the potential of AI, the journey doesn’t end here; it’s just the beginning. To delve deeper into the world of AI, consider exploring these beginner-friendly resources:
Coursera’s AI for Everyone: A comprehensive course designed for non-technical individuals, providing an understanding of AI concepts and their real-world applications.
Google’s AI Experiments: Engage with a collection of creative AI projects, offering an interactive and playful approach to learning about artificial intelligence.
MIT OpenCourseWare - Introduction to Deep Learning: A more technical but insightful resource for those looking to understand the intricacies of deep learning. ■
Changing the status quo
Transform your workplace culture and create spaces of belonging through an intentional approach to DEI
MATT THOMSON (HE/HIM) CO-CEO
PLACEMAKING 4G
AtPlacemaking 4G, we believe Nova Scotia has a bright future. Think back to ten years ago: the “Now or Never: An Urgent Call to Action for Nova Scotians” report by Ray Ivany and the One Nova Scotia Coalition had just come out, and things looked pretty bleak. The quote that always stands out for me from that report is: “We are at a crossroads. The world is changing. We must change too or face the consequences. The only certainty is that the status quo is not an option.”
Times have changed, and a lot has happened in ten years. No one could have predicted the pandemic or the impact that would have on inter-provincial migration and immigration numbers, which have exceeded the report’s wildest dreams. As the co-founder of a company that provides human-centric recruiting services and support to employers across the region, I can tell you firsthand that Nova Scotia is moving in the right direction to be a desirable destination where people want to come and stay, but that doesn’t mean we have no work to do. For example, there has been no meaningful progress in First Nations and African Nova Scotian employment rates in the past decade, which has been a systemic issue for generations. The status quo is most certainly not an option here.
“This was a highly valuable, insightful and engaging course. If your organization is based in Nova Scotia, I highly recommend it!”
Erica, Foundations of Belonging in the Workplace user
Additionally, employers are concerned about retention rates. I had the opportunity to moderate a panel on retention for the Association of Industry Sector Councils, and employers are putting their hands up to ask for help to build a roadmap to retention that places a culture of belonging at the center of that strategy. As referenced in the Psychology Today article “The New Psychology of Belonging” by Kim Samuel, today, amidst rising rates of loneliness and isolation, belonging is recognized as vital not only for emotional well-being but also for physical health, social discourse, and economic systems.
Placemaking 4G has partnered with the Nova Scotia Career Development Association to create a self-led, 11-module online course designed to build both individual and organizational awareness surrounding the dynamic lived experiences within Nova Scotian workplaces.
Created to be an engaging and thought-provoking journey, users get to explore how we can each contribute to a safer and more inclusive environment for everyone. The modules—which include themes such as Disrupting Bias, Stereotyping, Accessible Workplaces, and Influencing Organizational change— contain examples and scenarios that impact our everyday lives in Nova Scotia. Whether you have participated in multiple workshops on inclusion or have recently made the decision to start your journey, it’s an opportunity to continue your practice. Designed to be accessible and with adult learning and ease of use in mind, users gain access to:
•● A customizable onboarding process that aligns with your organizational needs●
•● Streamlined account activation across your entire organization
•● Measurable progress reporting at your fingertips
• Additional wrap-around services to continue your organization’s learning journey
•● Engaging and interactive elements to expand and deepen employee learning
•● Availability in both French and English
The Foundations of Belonging in the Workplace is not the be all, end all solution, and it won’t provide participants with every ounce of knowledge to turn everyone into experts. That’s not what we built it for. It was instead designed to provide every Nova Scotian an opportunity to change the status quo, to create a foundation upon which we can build a strong, inclusive and intentional next chapter. Let’s embark on this next chapter, together.
Explore The Foundations of Belonging in the Workplace with this QR code or by visiting: p4g.ca/foundationsofbelonging
31st class of Laureates to be inducted in October
Nova Scotia Business Hall of Fame honours lifetime achievements
SUBMITTED BY JUNIOR ACHIEVEMENT OF NOVA SCOTIA
JANova Scotia will honour Laureates who represent incredible business visionaries at the Nova Scotia Business Hall of Fame Induction Gala. This signature fundraiser will be held on October 8th at the Halifax Convention Centre.
This year’s laureates are:
Bill Black
Bill will be inducted for his successful business career and for being a prominent member of his community. He worked with Maritime Life for 34 years, rising to the position of President and CEO, and under his leadership, built a company with a strong reputation for their dedication to customers and employees. Bill continues to share his insights and advocate for a strong community by hosting a blog and being a regular writer for the Herald. Bill is also an incredible community supporter, volunteering his time and expertise to support various corporate and non-profit boards and organisations.
Keith Condon
Keith’s talents supported the development of international markets for Tri-Star Industries, a leading manufacturer of emergency vehicles. The company established remarkable global reach under his leadership, shipping to 45 countries. Keith continued to expand Tri-Star, forming business partnerships worldwide and establishing a foundation of trust—the key to solid long-term business. Keith has demonstrated his commitment to sustainable and impactful ventures, as well as his community through participation on numerous boards and committees.
Jeff is an inspirational leader shaping the fields of lithium-ion and sodium-ion batteries used in a variety of devices worldwide and a professor at Dalhousie University. Jeff has supported and encouraged over 65 PhD students and 30 post-doctoral researchers. Jeff’s Dalhousie research group is the only university entity associated with Tesla, a partnership that began in 2016. Jeff led the team, extending the lifespan of electric batteries to have a lifespan of one million miles.
Rose Fortune
A full century before civil rights and feminist movements, Rose was a successful, prominent businesswoman and valued member of her community. She started a lucrative Annapolis Royal porter business and wakeup call service at the wharf. Rose became Canada’s first female police officer well before there was an established police force, demonstrating courage. Rose demonstrated an outstanding and unparalleled level of success and continues to be an inspiring role model for Canadians.
Join the Induction Gala
“Our Laureates are outstanding businesspeople, entrepreneurs, and role models,” says Shannon Harding, President and CEO of JA Nova Scotia. “We look forward to hosting Gala guests and invite everyone to get involved.”
Proceeds from the Nova Scotia Business Hall of Fame allow JA Nova Scotia to offer financial health, workplace readiness, and entrepreneurial programs to youth throughout Nova Scotia at no cost.
Purchase tickets by visiting our website: nsbusinesshalloffame.ca
Learn more about JA Nova Scotia at: janovascotia.ca
