Business Voice Magazine (March 2023)

Board of Directors — Officers

Faten Alshazly, WeUsThem, Chair

Chris Cowper-Smith, Spring Loaded, Vice-Chair

Mark Sidebottom, Nova Scotia Power, Past-Chair

Roger Boutilier, Nova Scotia Association of REALTORS

Ann Divine, Ashanti Leadership

Caroline Wolfe Stewart, Nova Scotia College of Nursing

Directors

Andrew de Freitas, TMSI Ltd

Christopher Googoo, Ulnooweg

Captain (N) A.S. Williams CD, Maritime Forces Atlantic

Hon. Joanne Bernard, Easter Seals Nova Scotia

David Rideout, MetroWorks

Martha Casey

Paul Way, TD Private Wealth

Kimberly Stephens, Acadian Seaplants

Donna Harding, Engel & Völkers

Heath Moore , Grant Thornton

Katherine Risley, KBRS & Meridia Recruitment Solutions

Ifeanyi Emesih, My East Coast Experience Media Group Inc.

Nancy Foran, ESG Partners

Wade Keller, Labatt Brewing

Chamber Staff

Patrick Sullivan, President and CEO

Becky Davison, Vice President, Marketing

Kent Roberts, Vice President, Policy

Sandra White, Director of Finance and Administration

Emma Menchefski, Communications Manager

Emily Bednarz, Communications Coordinator

Volume 32 • Issue 3

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: Contributed by Dr. OmiSoore Dryden

IMAGE CREDIT: TOM FLEMMING

Launching into 2023

Taking bold steps toward prosperity and inclusion

PATRICK SULLIVAN PRESIDENT & CEO HALIFAX CHAMBER

The goals have been set, and now it’s time to put plans into action. We are in a busy season when it comes to advocacy and policy work at the Halifax Chamber. Last month, we made our Pre-Budget Submission to the provincial government, and we will soon be making our recommendations to municipal government as well.

Our population in Halifax grew by 21,000 people in 2022, yet our core infrastructure continues to fall behind. Integrating new immigrants into the workforce and targeting immigration for key sectors is both an opportunity and a significant challenge. Our 2023 Pre-Budget submission to the provincial government addresses these and many other issues while proving innovative options for government.

We will also be hosting our firstever SURGE Conference, which will take place on March 24 at the Canadian Museum of Immigration at Pier 21. The goal of the event is to unite Halifax businesses on the path toward inclusivity and understanding. We are honoured to be welcoming a diverse lineup of experts and advocates to present at the conference. If you want to discover more ways to foster an inclusive workplace, book your ticket now!

Wednesday, March 8 is International Women’s Day — be sure to take the time to celebrate and uplift the women leaders in your workplace. Speaking

of an uplifting celebration, planning is underway for our annual Wonder Women conference, which will take place on June 9 at the Halifax Convention Centre. Stay tuned for updates about our speaker lineup.

Our 2023 events calendar is coming together, and our team is ready to take bold steps forward when it comes to creating prosperity for the Halifax business

community and supporting the success of our members.

If you have ideas to share, please reach out to me at:

president@halifaxchamber.com @prezhfxchamber

THE 2023 HALIFAX BUSINESS AWARDS WERE HELD ON JANUARY 26, 2023 AT THE HALIFAX CONVENTION CENTRE. TURN TO THE NEXT PAGE TO SEE OUR WINNERS AND SPONSORS. (IMAGES CREDIT: UNBOUND MEDIA)

Change is inevitable

Thisis my last message to you as Chair, everyone. It has been a whirlwind ride and an absolute privilege to be able to meet and connect with all our members, diverse businesses, non-profits and individuals that make up our beautiful city.

In my first remarks to the Chamber membership and audience, I noted I was the first immigrant woman to be Chair of this Chamber. I want to emphasize that I will not be the last. We continue to evolve and change as a Chamber, and we need to be representative of all our communities in Halifax. The only way we see progress is we put our hand up and volunteer to be on this Board, get our voices heard, and make identifiable change that reflects the best interests of our membership.

I want to thank all of you who have approached me not just with your concerns, but also those who have wanted me to continue on. Your thoughts and well wishes have not gone unheard, and I have done my best to impact how we deliver for you this past year and moving forward.

My thanks to all the elected officials from all levels of government, including all those in the administrative ranks that serve our city, province, and country. You have been kind enough to take the time

to hear what our membership needs in this tough time to get past two-and-a-half years of COVID and a recovery that is burdened by inflation. Our membership needs you now more than ever, and I appreciate your collective efforts in helping us make this transition out of one of the darkest economic periods in recent history.

To my dear friends and leaders in this community, my sincere thanks to you as well. You have provided counsel when I have needed it and have been a sounding board for what is needed to have the Chamber positioned for success for its membership moving forward.

In April, as part of the transition, I will be moving to the position of Past Chair of the Board for a year, which will then see me move to becoming a Governor in 2024. All that to say, I haven’t left the building yet. Although I may not be Chair, I will still have a voice around this table and I will do my best to represent all our members and the broader community to continue to make our beautiful city of Halifax a haven for all who want to live, work, and play here.

Do know that although the Chamber has been one of my community commitments, it has never been the only one. If there is anything I can help with, know that I am here to help. If I cannot, I have come to know some dear friends and community leaders over my years as an entrepreneur and a leader who can provide unique insights and thought leadership second to none.

Longfellow once said, “Great is the art of beginning, but greater is the art of ending.” I resonate with this continued notion of change. With that, I sign off one last time and thank you for taking the time to read my scribbles.

Connect with me at:

weusthem.com

@fatenalshazly

@fatenalshazly

A farewell message from the 2022-2023 Chair of the Halifax Chamber of Commerce Board of Directors

FATEN ALSHAZLY PRINCIPAL & CHIEF CREATIVE OFFICER WEUSTHEM

CHAMBER EVENTS

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

THURSDAY, MARCH 9

INCLUSIVITY TRAINING WITH CANADA’S LGBT+ CHAMBER OF COMMERCE

2:30PM - 5:00PM

Discovery Centre, Halifax Free for members, RSVP required

THURSDAY, MARCH 9

BUSINESS AFTER HOURS: GETTING TO KNOW THE CGLCC

5:00PM - 7:30PM

Discovery Centre, Halifax Free for members, RSVP required

WEDNESDAY, APRIL 5

ANNUAL STATE OF THE MUNICIPALITY WITH MAYOR MIKE SAVAGE

11:00AM - 1:30PM

Halifax Convention Centre

Presented by RBC In Partnership with Halifax Partnership

FRIDAY, MARCH 24

SURGE CONFERENCE

11:00AM - 4:30PM

Canadian Museum of Immigration at Pier 21

Our inaugural SURGE half-day conference offers content specific to building and maintaining your Diversity, Equity, Accessibility & Inclusion policy and strategy.

Connect with experts and other businesses to start your journey together!

WEDNESDAY, MAY 17

ANNUAL SPRING DINNER

5:00PM - 9:30PM

Halifax Convention Centre

This evening is one of our most popular events and will highlight important conversations with industry experts.

TUESDAY, APRIL 25

ECONOMIC ENGINE: DRIVING NOVA SCOTIA’S ECONOMY FORWARD

8:00AM - 3:30PM

Marriott Harbourfront Hotel

Presented with support from Enterprise Canada

FRIDAY, JUNE 9

WONDER WOMEN CONFERENCE

8:30AM - 5:30PM

Halifax Convention Centre

Presented by BOYNECLARKE LLP

THANK YOU TO OUR FEBRUARY EVENT SPONSORS:

NEW & NOTED

We welcome our new Chamber members

Are you a new Chamber member?

Get listed in New & Noted! Contact Mandi Bowser, Administrative Specialist at mandi@halifaxchamber.com or call (902) 468-7111 to submit.

AIRSYS ENGINEERING LTD.

Phillip Duncan

Dartmouth, NS (902) 468-7618

phil.duncan@airsys.ca airsys.ca

INDUSTRIAL & MANUFACTURING - Heating/Ventilation

AMITY DEVELOPMENTS LTD.

Mori Abari

Hammonds Plains, NS (902) 452-5021

moriabari@gmail.com kingswoodbusinesscentre.ca

BUSINESS & PROF. SERVICES - Rentals/Sales/Service

ANGELA C. MACMASTER CONSULTING INC.

Angela C. MacMaster Human Resources offers human resource solutions grounded in your organization's values. Our core mission is to help create workplaces for employees to thrive, bringing together industry best practices, management insights, sound research, and years of experience. We offer services including strategy development, talent management, talent acquisition, employee experience, performance management, and workplace culture.

Angela MacMaster

Bedford, NS

(902) 222-2440

angela@acmhr.ca acmhr.ca

HR, EMPLOYMENT & STAFFINGHuman Resources

ARMY MUSEUM HALIFAX CITADEL

The Army Museum Halifax Citadel is dedicated to collecting, preserving, and telling the story of the soldiers of Nova Scotia from prior to Confederation to present day. The museum is located within the Halifax Citadel National Historic site and is an accredited Nova Scotia Community Museum and registered charity.

William MacDonald

Halifax, NS (902) 422-5979

williammacdonald@ns.sympatico.ca armymuseumhalifax.ca

ARTS, CULTURE & ENTERTAINMENT - Museums

ATHENA EXECUTIVE EDUCATION INC.

Dawn Frail HRM, NS (416) 949-0075

Tina@AthenaExecEd.com athenaexeced.com

BUSINESS & PROF. SERVICESBusiness Consulting

AYRUZ DATA MARKETING INC

Nivin Xavier Halifax, NS (782) 882-5111

nivin@ayruz.com

ayruz.com

COMPUTERS, IT & TECHNOLOGYSoftware Consulting

BILLYARD INSURANCE GROUP

Billyard Insurance Group - Bedford (AKA The BIG) is a locally owned and operated full-service insurance brokerage backed by a national presence which gives way to the best insurance products available in the market. BIG offers a full product suite for home, auto, commercial and life insurance, and financial products.

Aaron MacDonald

Bedford, NS (902) 707-0077

aaron.macdonald@thebig.ca thebig.ca/bedford

FINANCE & INSURANCE - Financial/ Insurance Services

DYNAMIC LEARNING INC.

For decades, Eileen Pease and Dynamic Learning have been offering practical techniques to increase productivity and enhance working environments. Our live, interactive training programs help you motivate, develop, and focus your people on the issues that matter most to your organization. We are experts on the brain at work.

Eileen Pease

Halifax, NS (902) 453-5700

epease@eileenpease.com dynamiclearning.ca

BUSINESS & PROF. SERVICESManagement Consulting

FOUNDERS EAST CAPITAL PARTNERS

Founders East partners with proven businesses based in Atlantic Canada or those with meaningful ties to the region. Founders East has flexible structures, no set investment time horizon, and works collaboratively with business owners and their families to ensure their legacies not only continue but thrive.

Adrian Snow

Halifax, NS (902) 789-9544

adrian@founderseast.com

founderseast.com

FINANCE & INSURANCEInvestment Management

KBEALS ENTERTAINMENT

Keonte Beals

Halifax, NS (902) 809-0562

kbealsentertainment@gmail.com

kebe.ca

ARTS, CULTURE & ENTERTAINMENT - Entertainment

KRISTA L.

SMITH INC

Get the marketing tools you need to grow your audience and boost your revenue. We use the StoryBrand framework to design websites and marketing plans that work. Finally implement a proven system that will lead to confidence and organization as you scale your business to bring on even more clients.

Krista Smith

Halifax, NS

(902) 497-8388

hello@activateherawesome.com activateherawesome.com

COMPUTERS, IT & TECHNOLOGYWeb Design

LARDER MARKETING GROUP

Where creativity, communications, and sales meet. Are you aiming high? So are we. We help you build a solid, no-nonsense foundation for growth. We leverage brand insights into a comprehensive communication and creative strategy to establish a differentiated and compelling point of view that connects with your customers.

Lana Larder

Dartmouth, NS (902) 495-0419

lana.larder@gmail.com

ADVERTISING, PR & MEDIA - Direct Marketing

MARI-TECH APPRAISAL & INSPECTION NOVA SCOTIA LTD.

Mari-Tech Appraisal & Inspection NS Ltd provides a full range of real property appraisal and consulting services. Using the guiding principles of objectivity and integrity, we specialize in all types of residential and commercial property. Our appraisers are located across Nova Scotia and employ the highest appraisal standards.

Darren Horne

Dartmouth, NS (902) 233-6715

darren.horne@mari-tech.ca maritechappraisal.com

REAL ESTATE/CONSTRUCTIONInspection Services

NAVIGATE ENERGY

Liam Cook

Dartmouth, NS (902) 210-6259

liam@navigateenergy.ca navigateenergy.ca

ENERGY & ENVIRONMENT - Energy Consulting

NEW LEAF CANADA IMMIGRATION SOLUTIONS INC.

Operating since 2008, New Leaf Canada Immigration Solutions Inc. is a registered consultancy focused on providing personal and accurate guidance with integrity and compassion. Maintaining a 99% success rate, we assist individuals and families immigrate successfully and small to medium sized companies strategically meet short and long term labour needs.

Pratima Devichand Lakeside, NS pratima@newleafcanada.com

newleafcanada.com

BUSINESS & PROF. SERVICES – Immigration

RCG INC.

Ashley Chute

Halifax, NS (888) 859-5659

ashley@iconicdesign.io ryanchute.com

ADVERTISING, PR & MEDIAMarketing Consulting

RELYON NUTEC CANADA INCORPORATED

Savannah Hartt

Dartmouth, NS (902) 466-7878

finance@ca.relyonnutec.com relyonnutec.com

EDUCATION & PROF.

DEVELOPMENT - Training Programs

REMEMBER WHEN HOMECARE LTD.

Ashley Boucher

Bedford, NS (902) 497-0722

info@rememberwhenhomecare.com rememberwhenhomecare.com

HEALTH CARE - Home Care

SMARTCAT MARKETING

The best way to turn browsers into buyers is with the right message. We help service-based businesses create messaging that resonates with your ideal client. Nicole Gallant is a marketing strategist, sales professional, and Certified StoryBrand Guide positioned to deliver results. Together, we will condense and clarify what your business does in clear words for your website, sales funnels, and your content strategies.

Nicole Gallant

Dartmouth, NS (902) 209-9626

smartcatmkt@gmail.com

smartcatmarketing.ca

EDUCATION & PROF.

DEVELOPMENT - Coaching

SUNSHINE RENEWABLE ENERGY

Richard Ross

Dartmouth, NS (902) 461-0600

richard@sunshinerenewables.ca sunshinerenewables.ca

ENERGY & ENVIRONMENT - Energy Efficiency

MEMBERS IN THE NEWS

How our members are growing Halifax

MY EAST COAST EXPERIENCE HONOURS 2023 MOST INSPIRING IMMIGRANTS IN ATLANTIC CANADA

On January 20, My East Coast Experience honoured ten amazing immigrants at the 2023 Most Inspiring Immigrants in Atlantic Canada Gala Awards, presented by RBC. Their leadership, social responsibility, and community contribution have touched many lives and continue to inspire change day after day. In the coming weeks, My East Coast Experience will be sharing their captivating stories across our social media channels. In the meantime, you can meet the honourees at myeastcoastexperience.com. (Image Credit: Century Farm Media)

MARCH IS EASTER SEALS MONTH

At Easter Seals Nova Scotia , we dedicate each March to raising awareness for our programs and services. Annually, more than 2,700 Nova Scotians living with disabilities participate in or benefit from our programs and services. Whether it’s providing barrier-free camping opportunities, employment opportunities, assistive devices, or our inclusive sports programs, we advocate for a barrier-free Nova Scotia. At the core of everything we do is the people we serve across the province from Yarmouth to Cape Breton. We are excited to share more stories from our programs and services and how they’ve helped provide independence and inclusion this Easter Seals Month.

NEW SERVICE AT JIVE PHOTOGRAPHIC PRODUCTIONS

JIVE is excited to announce the addition of a new service to our business. Alongside photography, videography, droning, and animation, JIVE can now also produce your company’s very own podcast. Since the creation and success of our in-house podcast Make My Logo Bigger, we’ve found a passion for finding new ways to help our clients tell their stories. With a full-service package, JIVE is now taking on clients interested in building their brand’s value through this relevant platform. Interested in hearing more or being a sponsor of Make My Logo Bigger? Don’t hesitate to reach out!

HALIFAX CONVENTION CENTRE’S SENIOR DIRECTOR JOINS PRESTIGIOUS INTERNATIONAL EVENTS BOARD

Genaya Cameron, CMM, Senior Director, Event Operations at the Halifax Convention Centre, is joining the International Board of Directors of Meeting Professionals International (MPI), the world’s largest association of events industry professionals. Cameron is the first Atlantic Canadian to sit on the board in over 15 years. Her one-year term began in January and underscores the Halifax Convention Centre as the leading venue for events in the region, providing an important opportunity to connect Halifax and Nova Scotia to international

audiences. Through her tenure at the Halifax Convention Centre, Cameron has supported the delivery of hundreds of events, which have welcomed hundreds of thousands of guests to Halifax.

HALIFAX STANFIELD SERVES OVER 3 MILLION PASSENGERS IN 2022

In 2022, Halifax Stanfield experienced a dramatic increase in travel demand and ended the year serving 3,107,425 passengers. With passenger activity up 189 per cent, Halifax Stanfield was Canada's second fastest-recovering Tier 1 airport and the country’s sixth busiest airport. Over the year, Halifax Stanfield launched more than a dozen new and returning domestic, U.S. and international air service routes. Two new airline partners, Lynx Air and Eurowings Discover, began offering expanded domestic and European connections, and two new destinations not previously served from Halifax — Windsor, ON and Washington, DC — were added to the airport’s route map. Additional service enhancements in 2022 to meet growing demand included reopening the Park’N Fly lot in time for March Break, allowing sun seekers and budget-conscious travellers to take advantage of this discounted parking option. HIAA’s air service development team continues to work closely with existing and prospective airlines to increase Nova Scotia’s connections to the world.

TOASTMASTERS MEMBERS ELECT DAWN FRAIL TO INTERNATIONAL BOARD

Dawn Frail, of Toronto, Ontario, has been elected to the Board of Directors of Toastmasters International, the world’s leading organization devoted to communication and leadership skills development. This past August, Frail was elected to the 2022–2024 two-year term at the organization’s 2022 International Convention. Frail is the owner and president of Athena Executive Education , a leadership development and consulting firm, where she has worked for 17 years. As a member of the Toastmasters International Board of Directors, Frail is a “working ambassador” for the organization. She works with the Board to develop and support the policies and procedures that guide Toastmasters International in fulfilling its mission.

HANNAH HICKS PLATINUM JUBILEE MEDAL

On January 14, 2023, I was honoured to receive the Queen Elizabeth II Platinum Jubilee Medal from the Hon. Kelly Regan. The ceremony was held at Province House. The host read the following as I was presented with my medal, “Hannah Hicks for service to the arts. Hannah Hicks is an artist and entrepreneur who loves creating art that makes people happy. After initially selling her art at a local fundraiser for persons with disabilities, Ms. Hicks now sells her art in stores right across Canada. Ms. Hicks is also a gold medal winning Special Olympian.”

$2,400 NON-REPAYABLE E-COMMERCE GRANT FOR NOVA SCOTIA BUSINESSES

Industry, Science, and Economic Development Canada is offering eligible businesses $2,400 non-repayable grant money to adopt e-commerce strategies and grow digitally. This is part of a $4 billion, 3-year program rolling out across Canada. Eligible expenses include online ordering systems, e-commerce software, search engine optimization support, e-commerce software subscription fees, social media/digital ads, and development of a new e-commerce website. Learn more at digitalmainstreet. ca/atlantic-cdap.

EFFICIENCYONE NAMED ONE OF ATLANTIC CANADA’S TOP EMPLOYERS

CONGRATS TO WIA-C ATLANTIC VP

Women in Aerospace Canada Atlantic is proud to celebrate our Vice President, Eva Martinez, who recently received the Queen's Platinum Jubilee Medal in recognition of her service and significant contributions to Nova Scotia. Eva has been instrumental in expanding the WIACanada in the Atlantic provinces through kindness and volunteerism, reflecting the Queen's calling of service to others.

For the fifth year in a row, EfficiencyOne has been named one of Atlantic Canada’s Top Employers. Among the many benefits for employees, EfficiencyOne encourages employees to prioritize their health and wellness and focuses on training and professional development opportunities that build and maintain a talented, high-performing workforce. EfficiencyOne prides itself on fostering a culture that celebrates success, promotes and encourages growth, and recognizes the contributions of the entire team. More details on the award and all the winners can be found on the Canada’s Top Employers website at canadastop100.com/atlantic.

NOW OPEN YEAR-ROUND!

Visit us at the Digby Pines Golf Resort & Spa . We are Nova Scotia's iconic resort, and we have great things happening, including our outdoor heated pool and spa, activities, and games in the Grande Lounge with a crackling fire, state-of-the-art Trackman2 Golf simulator, Eminence Spa, and the launch of our seasonal menu at Churchill's Restaurant. Our team is ready to welcome you and we look forward to seeing you soon! For inquiries, please call 1-902-245-2511 or email us at reservations@digbypines.ca.

organization. As a member of GPA, Vanessa is expected to uphold high ethical industry standards and commits to investing in professional development in order to benefit both clients and community.

calendars. Risley joins 120 outstanding Canadian men and women who have been honoured by the Public Policy Forum since 1988. Learn more at ppforum.ca.

GRANT PROFESSIONALS GATHER

Vanessa Burns (She/Her), Grants Consultant and Founder of Vanessa Burns Consulting Group, was thrilled to attend the recent Grant Professionals Association (GPA) Conference in Louisville, Kentucky. Over 600 grant professionals and consultants met to discuss ethical practices, proposal strategies, and trends within the industry. Vanessa is excited to announce that she was elected Board Secretary of the inaugural Canadian GPA Chapter. This is the first international chapter for the

PEOPLE STUFF INC. EXPANSION

People Stuff Inc. (located in St. John’s, Newfoundland & Labrador) is excited to announce that they are expanding into Halifax. People Stuff currently has several clients in the Halifax area and is looking forward to expanding into the community. People Stuff has a history of offering virtual services across Canada and is excited to offer in-person services in the Halifax area. People Stuff is also excited to join the Halifax Chamber of Commerce. You can contact People Stuff at (709) 69-2423 or chad@peoplestufnl. ca.

JOHN RISLEY RECOGNIZED AS LEADER IN RECONCILIATION IN CANADIAN BUSINESS

The Public Policy Forum recently announced that Canadian businessman John Risley will be awarded the Testimonial Dinner Award for his outstanding contributions to the quality of public policy and good governance. Risley was CEO of Clearwater Seafoods Inc. in 2020 when he decided to sell to a partnership led by Mi’kmaq First Nations, one of the biggest Indigenous business deals the country has seen. The deal was a landmark moment for reconciliation in Canadian business. More than 1,200 policymakers will gather to pay tribute to Risley on April 27 at the Public Policy Forum’s 35th Annual Testimonial Dinner Honour Roll in Toronto, which marks the year’s high point in Canadian policymakers’

EXHIBITS PLUS GETTING NOTICED

At the November press conference for the launch of the Cogswell Lands development, Exhibits Plus was asked to fabricate and install the backdrop for the announcement. We designed, framed, and installed the graphics that showed the view the citizens of and visitors to Halifax will see when the development is finished. More recently, we’ve provided the Halifax Mooseheads with a selfie backdrop for team fans to take photos while at the game. Under production now is a new 20-foot Mooseheads autograph backdrop for fans to meet team stars at events and after the games. Exhibits Plus also just completed a new 20-foot display for the Royal Nova Scotia International Tattoo. Its first outing will be at the American Bus Association trade show in Detroit, to help to draw new visitors to see the show and visit Nova Scotia.

INSIGHTS ON SMALL BUSINESSES AND PERSONAL RETIREMENT PLANS

Financial Advisor Daniel Lomas, of Desjardins Financial Security Independent Network, was recently interviewed by Canadian broadcasting veteran Randy Taylor. Lomas and Taylor discussed strategies available to small business owners on ways to fund an Executive Pension Plan. Listen to the interview by visiting Randy Taylor’s YouTube Channel, Informed with Randy Taylor.

RECOGNIZING LONGTIME CHAMBER VOLUNTEER AND SUPPORTER

Dee Deuville became a member of the Halifax Chamber in 1990, and she has been an enthusiastic supporter ever since. If you’ve attended any events hosted by the Chamber, chances are that you’ve seen her smiling face welcoming you at the door.

“Over the past 30 years, I have spent many hours in the Halifax Chamber of Commerce offices in Burnside and worked with so many wonderful people,” says Deuville. “The Halifax Chamber was instrumental in my success as a sales professional, and being an Ambassador has been the frosting on the cake! I

have made so many wonderful lasting connections and friends. I look forward to greeting your members at many more events!”

In addition to her volunteer work with the Halifax Chamber, Deuville has been a fierce advocate for business in Burnside.

Deuville first joined the Greater Burnside Business Association (GBBA) as a volunteer in 2004, going on to join the organization’s Board of Directors in 2006. In 2018, she became Chair of the Board.

After five years serving as Chair, Deuville will be stepping down this May. “It has

been my honour and privilege to lead the Volunteer Board for the past five years,” she says. “We have accomplished much and will continue to advocate on behalf of Burnside businesses.”

Deuville will stay on as Past Chair for one year and plans to continue supporting the local business community. “I will always be involved in volunteer work where I am needed,” she says. “Traveling with the Chamber, gardening, and wine tastings keep me busy, but I hope to continue to volunteer with the Halifax Chamber and GBBA to support Burnside Businesses. Burnside is where my heart is!”

Where personal meets professional

Diving into the dynamic world of DEA&I — with simple realities in mind

By Emily Bednarz

Author’s Note:

I grew up in small-town Ontario and moved to Halifax a year and a half ago with my partner, who was born and raised in Cape Breton. I have an invisible disability and am a quiet member of the 2SLGBTQ+ community. I’m also nearly eight months pregnant.

Experiencing accessibility and inclusion in my workplace (the phenomenally welcoming Halifax Chamber of Commerce) looks different for me when compared to each of my colleagues. It probably looks very different from your perception and in your workplace, too.

Navigating individual experience, bias, and perception can make Diversity, Equity, Accessibility, and Inclusion (DEA&I) feel like a complex field of work. DEA&I brings together extraordinarily personal experiences, challenges, and triumphs into the stereotypically serious and unemotional realm of business.

It’s understandable then that business owners may feel intimidated when it comes to practicing DEA&I. How can you make sure your employees, with all their individual experiences, feel safe and welcome?

There are few easy answers when it comes to implementing DEA&I in meaningful and actionable ways. Every workplace — and every team member within that workplace — is different. It’s vital that our local business community opens conversations, asks questions, and pushes further.

To support these efforts, the Halifax Chamber will be hosting our first-ever SURGE Conference on March 24. The half-day event brings together Halifax businesses on the path to inclusion and understanding. The conference will be led by a variety of leaders working in fields related to DEA&I.

We spoke with a number of these leaders ahead of the conference to get the conversation started. Unsurprisingly,

each of them offers a slightly different take on what DEA&I really looks like and how it operates in the workplace. They all agree, however, that as complicated as DEA&I work may be, it is essential that businesses and organizations start ongoing (sometimes difficult) conversations that lead to realistic, tangible action.

Aren’t things okay as they are?

For those working in DEA&I, getting businesses and organizations on board can be the first hurdle. David Divine is a consultant and researcher who specializes in social work, race relations, social housing, diversity, and inclusion. Divine discusses his approach when working with businesses:

“They may wish to explore my

suggestions in order to move their business forward, if they feel the business needs to move forward at all,” he says. “Some businesses feel they’re doing fine as they are and that they don’t need to do anything else. They’re making the requisite amount of profit. The stakeholders are happy, and therefore, why should they change?”

In response to these businesses, Divine focuses on what is missing in a diverse workforce. “Diversity is not a question of ticking boxes about how many Black, Indigenous, or individuals with disabilities you employ,” he says. “Diversity is about working with difference and capturing the potential of that set of differences within your workforce. They can feed off one another, inspire

“To believe that one’s business or organization does not have systemic racism only ignores its reality.”

— Dr. OmiSoore Dryden Associate Professor, Author and Interdisciplinary Scholar

DR. OMISOORE DRYDEN IS A BLACK QUEER FEMME AND ASSOCIATE PROFESSOR AT DALHOUSIE UNIVERSITY. SHE WILL BE PROVIDING THE KEYNOTE ADDRESS AT THE HALIFAX CHAMBER’S SURGE CONFERENCE.

one another, and help each other to learn in a variety of ways. It can result in different ways of doing your work and different ways of thinking about your business’ products or services. And that must be positive.”

Dr. OmiSoore Dryden will be providing the keynote address at the SURGE Conference. Dr. Dryden is a Black queer femme and associate professor at Dalhousie University. She is also the James R Johnston Endowed Chair in Black Canadian Studies, Faculty of Medicine, Interim Director of the newly established Black Studies in STEMM (Science, Technology, Engineering, Mathematics, and Medicine) Research Institute at Dalhousie University, and the co-lead of the new national organization — The Black Health Education Collaborative.

Dr. Dryden reflects on her work at the Centre for Race & Ethnic Relations at York University in the 1990s. “The tools we used focused on changes in decision making, diversity of people and diversity of thought,” she says. “At this time, not many people were familiar with AntiRacist leadership.”

Pointing out racism and working to address it at all levels of the organization

was considered “out of the box,” says Dr. Dryden. “There was a belief then that speaking about the realities of racism is what caused people to experience racism,” she continues. “What was similar then and now is the assumption that naming and identifying racist behaviours and actions is unprofessional.”

In recent years, businesses and organizations have developed roles specific to DEA&I. “In this work, Black people, Indigenous people, and people of colour — including those who are queer and trans — may be hired in a position to create and champion change,” says Dr. Dryden. “But they are met with obstacles within the very institutions that prevent that change from actually occurring.”

For organizational, systemic change to occur is typically “the exception and not the rule,” says Dr. Dryden. “Antiracism leadership is still needed. This requires brave work to actually hold people accountable regarding anti-Black racism,” she says. “It means understanding that systemic racism already exists within the business or organization. To believe that one’s business or organization does not have systemic racism only ignores its reality.”

Once a business or organization

accepts that change needs to happen in their workplace, it becomes a matter of moving past empty statements. “There is a disconnect between the institution’s public claims to commit to equity, diversity, and inclusion and the internal practices that ultimately stall or obstruct the process,” says Dr. Dryden. “Thus, the public statements are seen to do more work than what is actually occurring.”

Effort also needs to come from all levels of the organization. “While a senior leader may be committed to EDI, they are often not the ones who are given the work to make it happen,” says Dr. Dryden. “Hiring appropriate people is important, but so too is filing other positions through the organization with people who are also committed to this change. The missing step is how to encourage employees at all levels to take up the work of EDI in the workplace and how to weave it throughout all aspects of the business.”

Considering motive and values

Data and research can be helpful tools when it comes to getting businesses on board with DEA&I. But the team at Placemaking 4G — who will also be participating in the SURGE Conference — emphasize businesses take a careful look at their motivations. “‘How do I diversify my organization?’ is something we get asked often at Placemaking 4G,” says Bradley Daye, Co-Founder and Co-CEO.

“A diverse and inclusive team is the outcome of successful cultural and systemic shifts designed to foster a culture of belonging,” says Daye. “Before asking how they can make their teams more diverse, we encourage clients to consider their motive. Is the motive a result of executive-level pressure to meet a ‘diversity quota?’ Is it for a reputation that gives the organization a progressive front-face?”

Tova Sherman is a trailblazer in diversity, inclusion, and accessibility programs and services. She is the award-winning CEO of reachAbility and will also be on stage at the SURGE Conference.

Sherman agrees that DEA&I work cannot focus on outcomes alone. “One cannot discuss the importance of education and sharing the facts, especially with decision-makers, by merely showing them stats,” she says. “I believe in the power of creativity in the process of understanding the ‘why’ of inclusion.”

BRADLEY DAYE IS THE CO-FOUNDER AND CO-CEO OF PLACEMAKING 4G, A SOCIALLY-CONSCIOUS RECRUITING AGENCY. DAYE LEADS P4G’S PLACEMAKING WORK, INSPIRING WORKPLACES TO EMBRACE CULTURAL DIFFERENCES, LIVED EXPERIENCES, AND THE VULNERABILITIES THAT COME WITH BEING HUMAN AT WORK.

“A diverse and inclusive team is the outcome of successful cultural and systemic shifts designed to foster a culture of belonging.”

— Bradley Daye, Co-Founder & Co-CEO, Placemaking 4G

On the other hand, Sherman emphasizes that work in DEA&I can be beneficial for everyone. “I believe in a win, win, win approach to partnerships of any type,” she says “Meaning the partner wins, the team wins, and the community wins.”

Sherman points to reachAbility’s social enterprise that focuses on business training and education. “It’s a great example of providing ‘next practice’ education and information relevant to the inclusion of our most marginalized citizens,” says Sherman. “The community, those already in the workplace with a disability, all job seekers looking for a more inclusive workplace, and the business all benefit through this one action.”

Divine echoes the value-driven approach outlined by Daye and Sherman. “The reality is that this is fundamentally personal as well as professional,” he says. “The personal side essentially revolves around values, and when you begin to focus in on your values, inevitably, you’re talking about human life.”

The focus on individual team members can serve as an anchor in DEA&I practices and policies and naturally lead

to positive outcomes. “When you talk about individual staff members, you’re talking about each individual having their unique, authentic self,” says Divine. “A focus on values is critical because you want to make sure to get the best possible outcome for your employees. They must feel valued, and they must feel that they’re allowed and encouraged to be their authentic selves. You’ll then have a happier, more involved workforce, which can result in more productivity for your business as well as an increase in your bottom line.”

Divine points to his recent research, in partnership with the Halifax Chamber, for the Amplifying Voices project. The research phase of the project spanned eight months, engaging over 60 businesses in focus groups and hundreds more in questionnaires.

“What we’ve seen from that significant degree of engagement is a real insight into how many of those businesses really devoted themselves to addressing the core values of their business,” says Divine. “The most successful businesses — not only in terms of profit line, but in terms of attention given to

their products, projects, and employees — were those that really focused on values. Those values were threaded throughout the business’ operational practices, their services, and their products.”

Speaking up and getting vulnerable

Dr. Dryden highlights the power of championing dissent in the workplace. “Dissent will often come with reprisals,” she says. “Dissent and thinking differently, especially when addressing antiBlack racism, does not often result in promotion or support. Those employees who do engage in this work will be labeled as difficult and as ‘not a team player.’”

When it comes to racism and discrimination, actions need to mirror intentions. “On one hand, decision-makers will state that racism has no place in the workplace,” says Dr. Dryden. “And yet, when racism does occur in the workplace, it is often downplayed as a simple misunderstanding. As a result, very little accountability or change is made.”

Sherman notes that speaking up in the workplace is a frequent challenge — and it may come down to a lack of confidence. “People genuinely wish to do the right thing,” she says. “Just between bias and the discomfort of offending, we have a small opening that welcomes us.”

Divine emphasizes the necessity of cultivating a safe, trusting environment that encourages team members to be their authentic selves and speak honestly. How can leaders encourage their employees to open up? “The first thing you have got to do is model it yourself,” says Divine. “You can’t point to somebody in the employee group and ask, ‘what makes you tick?’”

In his consultant work, Divine leads with his personal history to explain his interest in social work, diversity, and inclusion. He introduces himself by saying, “I’ve always been very hard-working, and my life revolves around the voices of those who are unheard and unacknowledged,” he says. “Why am I so interested in this particular area? Well, I was abandoned at the age of three months by my white mother and my Black GI American Air Force father.”

Divine continues: “At that time in Scotland it was absolutely taboo for Black and white individuals to have any relationship whatsoever. My mother’s family was so aghast that they gave my mother the choice: either you go, or this baby

DAVID DIVINE IS A CONSULTANT AND RESEARCHER WHO SPECIALIZES IN SOCIAL WORK, RACE RELATIONS, SOCIAL HOUSING, DIVERSITY, AND INCLUSION. HE WILL BE LEADING A WORKSHOP AT THE HALIFAX CHAMBER’S SURGE CONFERENCE ON MARCH 24.

“The reality is that this is fundamentally personal as well as professional. The personal side essentially revolves around values, and when you begin to focus in on your values, inevitably, you’re talking about human life.”

David Divine Managing Director, Footprints Life Coaching

goes. And so ‘the baby’ went. After that, I had no contact with my birth family at all. I was brought up in the care of the Scottish state for 21 years.”

Divine bridges his personal history to encourage other voices in the room to be heard. “Your voices are very important,” he says. “Just as my voice as a baby was very important.”

Bringing personal histories and perspectives into sharper focus can be the first step in fostering a sense of belonging. But the process can be difficult. “You require two key things in the workplace: education and osmosis,” says Sherman. “Education can be as simple as inviting me to talk about building disability confidence at your office. Osmosis is when you have known —professionally or personally — people with disabilities. It is amazing the difference in reaction to disability in the workplace when someone has a family member with a similar challenge.”

Confronting challenge, instilling hope

When it comes to DEA&I, the road ahead may seem long and perilous. “The work is neither simplistic nor easy to do,”

says Dr. Dryden. “There are unique and layered understandings that are needed to create appropriate and longstanding change. The reality is that this work is difficult and often does not have many successes.”

Does this mean that DEA&I work shouldn’t be done? “Absolutely not,” says Dr. Dryden. “But what is needed is a greater commitment to the difficult work. And sometimes — many times — that everyday commitment is just not there.”

While acknowledging the difficult work to be done in his work, Divine proceeds with an enduring sense of optimism. “You have got to instill hope and the prospect that things can be better,” he says. He addresses the business community: “But it’s down to you. You have to make up your mind about whether you want to work on this. If you want to work, great. Let’s create some ground rules and let’s move forward. All I ask from you is your contribution.”

Learn more about the SURGE Conference at: halifaxchamber.com/events

TOVA SHERMAN IS A TRAILBLAZER IN DIVERSITY, INCLUSION, AND ACCESSIBILITY PROGRAMS AND SERVICES. SHE IS THE AWARD-WINNING CEO OF REACHABILITY AND WILL BE ON STAGE AS A PANELIST AT THE HALIFAX CHAMBER’S SURGE CONFERENCE.

“I believe in a win, win, win approach to partnerships of any type — meaning the partner wins, the team wins, and the community wins.”

Tova Sherman CEO & Founder, reachAbility Association and CEO, Bluenose Ability Arts and Film Festival

2023-2024 Provincial Pre-Budget Submission

Our recommendations to the Nova Scotia government

OnFriday, February 3rd, the Halifax Chamber of Commerce submitted our 2023-2024 Provincial Pre-Budget Submission to the Hon. Allan MacMaster, Nova Scotia Minister of Finance & Treasury Board.

The goal of this pre-budget submission is to reiterate the importance of the positive changes happening in our community alongside recommendations that would provide value to our businesses, improve the lives of Nova Scotians, and increase our province’s economic growth.

Our list of recommendations was generated through Chamber task force meetings, discussions with our event attendees and members at round tables and events, and through countless hours of calls each month where we connect with our membership.

Overview

Our economy is going through a transitional phase, and businesses are adjusting to new economic realities. Our members are facing a variety of challenges from increasing inflation and labour shortages, to supply chain disruptions and rising interest rates. Despite this, there have been actions, ideas, and outcomes that have resulted in positive change for the business community. Focusing on key issue areas, our submission highlights ways to improve our fiscal position, housing supply, population needs, and economics.

Recent issues in areas like housing and health care have highlighted the ways that social issues can impact the business community. Nova Scotia reached a milestone population of over one million people, with immigration playing a large part in the record growth. Improving standards and streamlining the immigration process is key to economic growth, addressing our labour shortage issue, and encouraging

diversity, equity, and inclusion within the province. We all benefit from this growth with a greater tax base, new businesses, jobs, and greater diversity and culture. Key infrastructure is necessary to retain the influx of new Nova Scotians, like adequate health care and affordable housing.

Below are a few of our key recommendations to government for 2023-2024.

Optimizing the size of government

The Chamber advocates for the optimization of the size of government. The Chamber is asking the government to look for new ways to be more efficient and effective with the current level of financial resources. In the most recent forecasts, the government is expecting a windfall of revenues due to the rapid economic recovery and rising inflation. Because of this, many provinces are slashing the size of their deficits or growing surpluses, leaving them in a better position than they were. Even though Nova Scotia had a $1.3 billion windfall in revenues, we still failed to fully eliminate this year’s deficit of $506 million, recording a $130 million deficit at the end of the year. We know that today’s debt becomes tomorrow’s taxes, and Nova Scotian businesses already pay some of the highest

tax rates in the country.

Taxation

The Basic Personal Amount (BPA) in Nova Scotia is one of the lowest in Canada at $8,481. Increasing the basic exemption to a national average is an easy way to support low-income earners. Rather than raising the minimum wage rate, increasing the BPA allows low-income earners an opportunity to keep more of their employment income, while limiting the effect of increasing labour costs on the business community. Lowincome earners will be able to allocate those savings more efficiently than a government program. Additionally, the BPA should be indexed to inflation to account for changes in real incomes. Alberta, Nova Scotia, and PEI are the only provinces that do not use indexing for their personal income tax system.

Recommendation: Increase the Basic Personal Amount (BPA) to the national average and begin to index the BPA to the Consumer Price Index (CPI) every year to support lower-income earners while limiting the effect of increasing labour costs for small businesses.

Housing

Ensuring Nova Scotia can supply

THE GRAPH ABOVE DEPICTS BASIC PERSONAL AMOUNTS (BPA) BY PROVINCE IN 2022. THE BPA IN NOVA SCOTIA IS ONE OF THE LOWEST IN CANADA AT $8,481. INCREASING THE BASIC EXEMPTION TO A NATIONAL AVERAGE IS AN EASY WAY TO SUPPORT LOW-INCOME EARNERS.

people with a place to work, live, and play is the only way we are going to continue attracting and retaining talent. While we have seen, through the pandemic, that Nova Scotia is a desirable location for many from outside our province, it is becoming apparent that for some, the ability to live in this province is waning, due to rising housing costs and lack of housing supply. For the past four years, the Chamber has been advocating for an increase in municipal powers to support housing, and for changes to the Capped Assessment, and the Rent Cap programs. While we are happy to see the province has taken steps to address some of the barriers to housing supply by supporting the joint task force on housing in HRM, and investments into affordable housing, more needs to be done to accommodate the expected growth in population.

Capped Assessment Program

The Chamber has asked for several years that the Capped Assessment Program (CAP) be reviewed for effectiveness. The CAP distorts the property tax system, shifting more of the tax burden on first-time homeowners and renters, reducing the potential amount of municipal revenue, and impacting housing affordability. The more the residential tax ratio increases, the greater it impacts our members. It is noted that “if residential properties were taxed at market value, the city could lower the residential tax rate.” We hope that this reduction would also be reflected in the commercial tax rate to ensure businesses are treated fairly. We would still like to see protection tools in place for those with lower or fixed incomes who would be greatly impacted by the dissolution of the CAP.

Recommendation: Implement the Nova Scotia Federation of Municipalities’ proposal to the All-Party Cap Committee in 2020 which proposed a phased-out approach for the capped assessment program. Otherwise, provide empirical evidence of the success of the program.

People

The Chamber is in support of the ambitious goal of two million people in Nova Scotia by 2060. More Nova Scotians equates to a larger tax base, ultimately saving individuals from increased taxation and keeping service and program levels steady. For many, this goal may seem unachievable or lofty,

and while we have work to do to ensure these people can find safe and affordable homes and well-paying jobs, we know that the alternative — not attracting newcomers — would impact not only our budget but also our local supply chains and our businesses’ ability to find employees. Through immigration, an enhanced focus on our workforce needs, and ensuring a lens on diversity, equity, accessibility, and inclusion, we can grow our province – in both people and economic generation.

Immigration

To reach the goal of two million people in Nova Scotia by 2060, we will need to partner with the Federal government to ensure programs and immigration rules allow for more newcomers and faster, more efficient application and accreditation processes. We are glad to see that Minister Fraser’s recent immigration plan calls on the Atlantic Immigration Program to double the size of its stream to 14,500 nominees, with a focus on targeting foreign trade and construction workers. The provincial government should continue to meet with federal partners to acquire further supports to reduce red tape and increase immigration numbers and skills/training programs.

The business community can also be a wealth of knowledge for government, understanding the skills and training that will be necessary for the most in-demand jobs.

Recommendation: Collaborate with the Federal government, Municipalities, Atlantic Immigration Pilot, and ISANS to further expand and expedite immigration targets through ‘Targeted Streams’ of the most in-demand jobs (construction & health care).

Business Support

Businesses across all sectors are dealing with a multitude of issues like inflation, labour shortages, rising interest rates, and increased taxation. Despite their resiliency, businesses require support through programs, services, and funding options that can assist them through these unpredictable economic times. Improving local economic development has been shown to increase living standards, increase real incomes, and provide local governments with the ability to devote more resources to areas like health care and education. Uncertainty

creates risk, and risk negatively impacts business investment. The biggest factor for promoting economic development is sustainability and predicted economic growth. Our recommendations below outline a few steps the province can take to increase the sustainability and predictability of our provincial economy.

Tourism & Hospitality

With the province having consolidated the Crown Corporation that was Tourism NS back inside a government department, the Chamber is concerned that the sector may lose even more visibility and support. Labour shortages are at an all-time high and the tourism and hospitality sector is one of the hardest hit sectors related to labour. In addition, the Halifax International Airport Authority (HIAA) is forecasting a slowdown in air travellers due to the expected recession, further impacting the tourism sector. In 2020, Halifax Stanfield served 995,426 passengers, down from 4,188,443 in 2019.

Recommendation: The tourism sector continues to be disproportionately impacted by global economic factors, and it will be one of the last sectors to fully recover. Continued financial support for this sector is critical.

Recommendation: The airport is a significant economic generator, contributing roughly $3.8 billion annually to the provincial economy. Providing adequate financial support to the HIAA is critical to supporting the provincial economy and many sectors that depend on the trade and travellers that pass through the airport.

Conclusion

The above recommendations are only a sample of our full Pre-Budget Submission. The full submission highlights some of the most pressing issues we are hearing from the business community. Read our full submission for more ideas on how the government can support Nova Scotians through fiscal sustainability, housing options, reduced barriers, support for our most affected sectors, and ensuring all Nova Scotians are valued and heard.

Read the full 2023-2024 Pre-Budget

Submission at:

halifaxchamber.com/advocacy/ policy-library

The trailblazer

International Women’s Day, hosted annually on March 8, highlights why it is crucial to continue to uplift and showcase the women who are leading the way — women who inspire future generations of female leaders to strive for greatness.

Dr. Joël Dickinson is a seasoned academic administrator known for her innovative and impactful ideas. With a PhD in Education, Dickinson has had a successful career in higher education, having served in various leadership positions throughout her career. Having been raised in the Maritimes, Dickinson is delighted to return to her roots by serving as the next President and Vice Chancellor of Mount Saint Vincent University (MSVU).

Dickinson is grateful for the welcome she has received in Halifax. “I would like to highlight how welcoming everyone has been,” she says. “Not just at the university — the support I’m getting there is unbelievable and kind — but also from fellow university presidents and organizations like the Chamber who have invited me to several events to learn more about the challenges we are facing here and the brilliant people who are navigating those challenges.”

Emphasizing women in leadership

MSVU's 150th anniversary is a major focus for Dickinson and the university this year. Dickinson is eager to “celebrate this milestone with the university community and beyond” and reflect on the rich history of women's education at MSVU. As a female-led university, MSVU is dedicated to the advancement of women and is proud of its feminist focus.

Dickinson is passionate about undergraduate education and is dedicated to providing students with access to quality education and impactful experiences.

“MSVU’s commitment to the advancement of women still runs deep — a century and a half after we were founded on that basis,” says Dickinson. “Of course, today we are a university for all people of all genders, but that has not diluted our feminist focus — rather, it has given it even greater strength.”

Dickinson is also committed to supporting the growth and development of women and underrepresented communities in Halifax. She is nurturing existing partnerships with organizations that provide hands-on learning experiences for MSVU students and is eager to build new relationships to expand opportunities for everyone. Dickinson is also working to diversify MSVU's offerings to include shorter and more accessible learning opportunities, particularly for new Canadians.

Lessening barriers

As a leader, Dickinson prioritizes equity, diversity, accessibility, and inclusion (DEA&I) in the university and local community. “With its 13 First Nations communities, the history and present of African Nova Scotians, and the massive growth in newcomers, Nova Scotia is a unique place for DEA&I work,” she says. “The level of sophistication for those working in DEA&I is impressive, and they are making massive strides.”

While we should celebrate these strides, Dickinson cautions that there is still much work to do. “Given the diversity of people living here, we must be considerate and thoughtful about how to provide broad support where we can,” she says. “There are unique barriers that

exist and the intersectionality of these identities can be difficult to predict and navigate.”

Dickinson believes that it is essential to spend time listening to those with lived experiences to better understand and address the unique barriers they face. “It is so important to spend time listening to those with lived experiences,” she says. “No one can tell us what is standing in their way better than those trying to navigate a world that rarely takes their uniqueness into consideration.”

Looking ahead

Dickinson sees a bright future for Halifax and is excited about the growth and diversity the city is experiencing. She is encouraged by the expanding cultural opportunities, the diversity of thought among employees and students, and the expanding food scene. Diversity in Halifax will bring strength and improvement in all areas. “With diversity comes strengths and improvements in everything we do,” she says.

In the meantime, Dickinson is focused on listening and leadership. “The goal of any new leader is to first listen, learn, and get to know the culture of a place,” she says. “My goal now is to start nurturing the seeds. We have amazing people here who have innovative and impactful ideas. I see my role as helping to clear barriers so those ideas can come to fruition.”

Learn more about Mount Saint Vincent University by visiting: msvu.ca

An inspiring journey with Dr. Joël Dickinson, President and Vice-Chancellor of Mount Saint Vincent University

NAJAH DHUNY PROGRAM COORDINATOR, CO-OP HALIFAX CHAMBER

Inspire and uplift

Who are you inviting to your table?

FATEN ALSHAZLY PRINCIPAL & CHIEF CREATIVE OFFICER WEUSTHEM

AsI look back on the past year as Chair of the Halifax Chamber of Commerce Board of Directors, I’m also looking ahead to International Women’s Day.

The theme for this year’s celebration on March 3, 2023 is “DigitALL: Innovation and technology for gender equality.” In my leadership role at WeUsThem and more recently, HealthEme, I’ve been proud to advance young women entrepreneurs. We need to see and celebrate women in STEM industries.

In my Chair’s Message last month, I reflected on my first Chair’s Breakfast, which was held with a group of young women working and studying in STEM. I called on you to reach out to these bright minds to support them now, so we can see them leading our organizations in the future. It’s important that thought leaders become mentors to new generations of talent.

Creating leadership through mentorship is one of the best ways we can affect real change when it comes to women in the workplace. And one of the best places to create leadership is in the boardroom.

In my work with Women Get On Board, I’ve been able to see the impact of women in the boardroom firsthand. Women Get On Board connects,

promotes, and empowers women to corporate boards through an engaged community of women and men in Canada.

I encourage you to voice your commitment to advancing gender diversity in the boardroom. Get involved with Women Get On Board by visiting womengetonboard.ca . Or, sign up for the 50 – 30 Challenge at ised-isde. canada.ca.

As the current Chair of the Halifax Chamber, I had an opportunity to gather together many of our past Chairs for a discussion on the Chamber’s future just a few weeks ago. We have had wonderful Chairs in the past, and during this meeting, we had a visual representation of how far we have come. We hosted four female past Chairs in the room at one time, who all served as Chairs in the last six years.

Having a diverse group of voices at your boardroom table is vital to success and innovation for any business or organization. If you haven’t already, it’s time to prioritize and uplift women’s voices in

your workplace.

I’d like to thank the Halifax Chamber members for a great year as Chair. I was honoured to meet with so many members, hear their stories, and be reassured in my belief that Halifax is a growing, vibrant city with so much to offer.

Our collective approach to growth and opportunity has evolved quite a lot in the last few years, and I am proud to be part of an organization contributing to these changes. I look forward to meeting with even more of you in the coming years and to continue supporting the Halifax business community.

Connect with me at:

weusthem.com

@fatenalshazly

@fatenalshazly

ALSHAZLY RECENTLY HOSTED A GATHERING WITH A NUMBER OF PAST CHAIRS FOR A DISCUSSION ABOUT THE FUTURE OF THE HALIFAX CHAMBER OF COMMERCE.

“Having a diverse group of voices at your boardroom table is vital to success and innovation for any business or organization.”

Faten Alshazly Chair of the Halifax Chamber of Commerce Board of Directors (2022-2023)

What we’ve learned

Examining advances, challenges, and opportunities in DEA&I at the Halifax Chamber

REBECCA DAVISON VICE PRESIDENT MARKETING HALIFAX CHAMBER

It’s hard to believe it was two years ago that we gathered to talk about the role our Chamber needed to play in diversity, equity, accessibility, and inclusion (DEA&I) in our community. In a way, it feels like just days ago that we joined with community leaders to talk about what real change means and could look like.

Since then, we have made strides to grow our Chamber membership, and — within a period of less than 24 months — we have seen a more dramatic increase in the diversity of business leaders and owners joining than in the whole of the time I've witnessed since I started at the Chamber in 2012.

In early 2021, starting with a revision of our policy and the creation of our DEA&I Action Plan, your Chamber has made strides to improve how we create, execute, and run our over one hundred annual events and training programs, Business Voice magazine, and the work we do to create an inclusive membership and Board of Directors.

But creating an action plan was just our starting point. I once believed that to improve our diversity and inclusion efforts, it was enough to reach out to a few associations a few times a year to invite guests to join our larger dinners, asking them to nominate their businesses, and ensuring we had true representation on our event stage. It took the

community to shine a light on our blind spots in January 2020 for us to realize that our efforts were lacking. I knew we needed real change that amounted to more than a few phone calls a year if the Chamber really wanted to become an inclusive community leader.

This is where things got interesting, and when real growth began. Difficult conversations were needed on how we still had learning to do and how our efforts were sometimes misguided, but these conversations were transformative. If you walked into a Chamber event in 2022 or our 2023 Halifax Business Awards, you would notice new faces in the crowd. You would see young Black entrepreneurs, businesses with primarily 2SLGBTQ+ staff, and plenty of women-run businesses. I want to continue to see new faces from communities at our events that haven’t always seen themselves as part of the Chamber.

We will continue to do the work to build a more inclusive business community, and part of that means offering free training in all areas of DEA&I. We’re hosting events exploring intersectionality, building your own DEA&I action plan, how to build diversity into your supply chain, gender equity training, and more. Our original goal was to offer training once a quarter, but our event calendar is filled with opportunities to learn.

We can’t do this work alone, and we are fortunate to partner with organizations with extensive experience in their fields, including the Canadian Aboriginal & Minority Supplier Council, Canada’s LGBT+ Chamber of Commerce and the 50/30 program through Toronto Metropolitan University. This challenge encourages organizations to advance gender parity––to 50% for women and

nonbinary people––and increase diversity––to 30% for other equity-deserving groups in senior leadership and board roles. Read more about it on Page 23!

While the Chamber has been working on gender parity for many years, and ensuring our board is a true representation of our community, targets were not specifically identified. Over the next 18 months, we will be encouraging businesses to commit to the 50 – 30 Challenge.

This article doesn’t cover a fraction of the work that we’re doing — and need to keep doing. While it isn’t always visible, your Chamber team is working hard to incorporate diversity in all we do, including our speakers, suppliers, attendees, content, awards nominations, and staff and board. We are committed to our Action Plan and report quarterly to our Board of Directors, our members, and the community. These reports can be found in our DEA&I Tool Kit at halifaxchamber.com/diversity.

We don’t have it all figured out yet, but we continue to learn and grow. On Thursday, March 23, we are hosting the Canadian Chamber of Commerce as we bring together Chambers from around the region to discuss how to support Black entrepreneurs in their communities by creating a place for growing and understanding, together. Following this, we will be hosting our first-ever SURGE Conference, where we aim to create a safe space to learn and move forward. Please join us on the path to inclusiveness and understanding.

If you have questions or ideas when it comes to supporting DEA&I at the Chamber, please connect with me at: becky@halifaxchamber.com

The 50 – 30 Challenge

Discover your diversity advantage

Adiverse workforce helps organizations to tap into new markets, attract the best and the brightest talent, and drive innovation and performance. Many of Canada’s entrepreneurs and businesses understand this and are striving to increase diversity within their organizations, but need help to do so.

Recognizing this need, the Canadian government created the 50 – 30 Challenge, which encourages organizations to increase representation at the senior leadership and board levels to 50% for women and nonbinary people, and to 30% for other equity-deserving groups. As one of the five founding partners of the 50 – 30 Challenge, the Diversity Institute (DI) helped to create the Challenge and hosts the WhatWorksToolkit, which provides resources to organizations that want to adopt or improve diversity practices.

When it comes to advancing diversity and inclusion in Canadian workplaces, good intentions are not enough, said Dr. Wendy Cukier, founder and academic director of the Diversity Institute (DI). “We need to move from good intentions to action. While representation in leadership is not the only thing that matters, it signals who belongs and can help an organization better respond to the changing world,” said Cukier.

“We have definitely made progress, but it's glacial. This year there were only four women among the 100 top-paid CEOs in Canada. And DI research has found that white women outnumber racialized women 12 to one on corporate boards in Toronto, even though women make up 50% of the population. Of 1,600 corporate board members across Canada, there were nine Black men and four Black women. Improving representation in leadership requires action at many levels,” she said.

Equity-deserving groups for the purposes of the Challenge include Indigenous Peoples; racialized, Black and people of colour; persons with disabilities

and those in the 2SLGBTQ+ community. The 50 – 30 Challenge is grounded in the evidence that better representation can drive organizational performance including access to talent, access to markets, and innovation. Along with Colleges and Institutes Canada, Global Compact Network Canada, Women’s Economic Council and Egale Canada, DI is working to promote the 50 – 30 Challenge and support organizations, particularly small and medium-sized enterprises, in improving representation in leadership.

Organizations of all sizes and from all sectors can sign up. There are many benefits. Organizations that are more diverse:

• are more likely to outperform their peers

• are twice as likely to meet or exceed financial targets

• are eight times more likely to achieve better business outcomes

• foster fresh insights, new ideas and creative solutions

• draw on the full talents of their people.

Signatories of The 50 – 30 Challenge gain access to tools and expert guidance to reach these goals. One, the What Works Toolkit, is an online suite of resources and best practices designed to help organizations meet their diversity and inclusion goals.

The Diversity Institute has been promoting equity, diversity and inclusion as

essential to Canada’s competitiveness for more than two decades. Drawing on the expertise of 130 full-time staff, more than 100 research collaborators and 200 partner organizations, DI has extensive experience working with businesses, nonprofits and equity-seeking groups across Canada in both official languages. The Diversity Institute leads the government of Canada’s Women Entrepreneurship Knowledge Hub and is the research lead for the Future Skills Centre.

To support 50 – 30 Challenge partners, DI is providing training programs, including the Diversity Assessment Tool, best practices and access to specialized tools such as the Micropedia of Microaggressions. It also has one of the largest databases in the country of women and diverse leaders; along with DI’s See It. Be It. database, it offers an unmatched pool of women and diverse people to help Challenge participants access talent.

While achieving the goals of the 50 –30 Challenge will not happen overnight, transformation starts with taking the first step. Join DI and the more than 1,800 organizations who have already pledged to increase the representation and inclusion of diverse groups within Canada’s workplaces.

Sign up today by visiting: diconsulting.ca

Submitted on behalf of the Diversity Institute, Ted Rogers School of Management at Toronto Metropolitan University (Formerly Ryerson University)

Women in leadership

Go beyond in 2023

ANN-MARIE FLINN PRESIDENT AND FOUNDER CHAMPION FOUNDATIONAL CHANGE AGENCY

AsInternational Women’s Day approaches, there is still more to be done to close the gender gap, to remove the “broken” rung in entry-level management, and to break the glass ceilings once and for all.

Our society still has a way to go to truly embrace full gender equity where we work, live, and play. We all have a part to play in embracing equity. This is why I’ve created the Champion Women’s Summit.

Women leaders of today and tomorrow will gather from March 8 to 10 at Digby Pines Resort to build on their leadership capacity and help them succeed in their personal and professional lives. The summit’s mission is to empower women to lead in their chosen fields, to provide a platform for networking and connection, and to embody authentic leadership.

The summit will focus on three main areas of concern.

1. Equity in leadership development

Women are still significantly underrepresented in leadership positions. For years, fewer women have risen through the ranks because of the “broken rung” at the first step up to manager.

When employers support leadership

development programs specifically curated by women for women, they acknowledge the specific challenges women face while reaching their summit in leadership.

Women are still facing microaggressions in the workplace where they are being belittled, questioned, or mistaken for someone more junior. When this happens, there is a drama dynamic that can ensue, where it feels psychologically unsafe to bring forth authentic leadership.

This year’s summit will address various types of “drama” in the workplace and how building a psychologically safe culture for all encourages authenticity.

2. Well-being

Since the pandemic, the boundaries between work and life have blurred, especially for women. Mental unwellness has reached record levels, especially in women. Many are faced with trying to do “everything right,” which can lead to unhealthy perfectionism, stress, and burnout rates that are reaching a crisis level.

Women are demanding more opportunities for well-being from their employers, and they’re leaving their companies in unprecedented numbers to get it.

Industry leaders need to rethink their approach to allow greater opportunities for well-being.

The summit will address unhealthy perfectionism to lead change — personally and professionally — in a healthier way. It will encourage creative and expansive thinking while learning in a positive environment of other likeminded women.

Work-Life balance will not happen by accident. It is a joint effort — including

the organization, the employee's family, and society — to embrace it and allow time for it.

3. Embrace authentic leadership

Authentic leadership is the healthy alignment between internal values and beliefs and external behaviour. These leaders bring their whole selves to their jobs and participate fully and honestly in the workplace.

Organizations that foster authentic leadership are more likely to have engaged, enthusiastic, motivated employees and psychologically safe cultures. Women leaders who don’t feel safe leading from authenticity are switching jobs or leaving the workforce altogether.

In response to the fierce competition for acquiring and retaining top female talent, organizations need to find ways to embody a culture where authentic leadership is embraced and encouraged.

The Champion Women’s Summit will encourage authentic leadership through leading from the Inner Champion. Be the organization that promotes and supports these leaders! Companies that go beyond will attract and retain women leaders — and this will lead to a better workplace for everyone. They’ll win the war for talent today and into the future.

Start today! Sponsor your female leaders of today and tomorrow to attend the Champion Women’s Leadership Summit.

To learn more about the Champion Women’s Leadership Summit, visit: changechamp.ca/ champion-womens-summit

“Industry leaders need to rethink their approach to allow greater opportunities for well-being.”

Ann-Marie Flinn President & Co-Founder, Champion Foundational Change Agency

Renewable partnerships

Nova Scotia’s commitment to renewable energy opens door to collaboration with Québec

By David Pye

Québec

and Nova Scotia share a common mindset when it comes to addressing climate change as a priority, laying the foundations for an abundance of win-win opportunities moving forward. As Nova Scotia’s commitment leans toward greater adoption of renewable energies, Québec’s experience, expertise, natural resources, geographic proximity, and cluster of mature industry players position it as a viable partner in the achievement of those objectives.

Global perspectives

According to a Deloitte report (2023 renewable energy industry outlook), renewable energy growth will accelerate globally in 2023, driven by concern for climate change and demand for cleaner energy sources from most market segments. New technologies, business models, and infrastructure developments will all contribute to more consolidated supply chain ecosystems and sustainable growth.

Collaborative synergies

As home to Marine Renewables Canada, an organization dedicated to energy solutions derived from ocean energy resources and technologies, Halifax is already a centre of partnerships. The non-profit fosters collaboration across the country between industry, academia, and government to position Canada as a global leader in marine renewable energy solutions. The organization’s collaborative model demonstrates how concerted efforts are helping to advance the state of the art of emerging technologies that will ultimately contribute to a greener future.

Québec has a long track record of such collaborations, particularly with stakeholders involved in researching, developing, and implementing viable energy solutions. Increases in public and private investments, revisions in governance, refined resource development, and government incentives have all been built into the government’s commitment to a greener future, which includes a commitment to providing Québec

consumers with multiple renewable energy options by 2030.

The phasing out of fossil fuels includes initiatives such as regulating biofuel increases in gasoline and diesel, increasing Québec-based production of renewable natural gas (RNG), and banning sales of gasoline-powered vehicles by 2035. In parallel, the government is fostering greater adoption of transport electrification through offers of tax credits for electric vehicle and charging station purchases, while also investing in research and development focused on advancing state-of-the-art electrification for heating systems, industrial processes, and much more.

enabling the province to deliver 37% of its energy needs from a 99% clean and renewable source, compared with just 5% of electricity generated from renewable sources worldwide. Furthermore, the province’s leading utility, Hydro-Québec, has announced its intention to leverage renewable energy sources to supply 80% of Québec’s off-grid systems by 2030. The utility’s commitment to advancing clean energy solutions includes the HydroQuébec Research Institute, employing more than 400 dedicated researchers who have developed more than 850 patents to date.

Spreading the good word

To promote Québec’s energy ecosystem and unparalleled expertise, the Bureau du Québec dans les provinces atlantiques (Québec Office in the Atlantic Provinces) has been fostering collaboration between Québec experts in the energy field and partners in the Atlantic provinces. The Office facilitates meetings around a wide array of renewable energy topics.

Québec’s energy ecosystem

As a result, Québec boasts a mature energy ecosystem that is poised to expand beyond its borders as a North American leader in renewable energy and energy efficiency. The energy sector currently accounts for $13 billion of Québec’s gross domestic product, and investments in capital and expenditures in the clean energy sector continue to rise. To date, approximately $10 billion has been invested in the development of Québec wind farms, and new clusters of activity have emerged around biofuels, hydrogen, renewable natural gas, and transport electrification.

Québec is also one of the largest producers of hydroelectricity in the world,

“We have seen the emergence of new hydrogen projects and partnerships in recent years, including construction of a 20-megawatt water electrolysis hydrogen production plant, which is the world’s largest Proton Exchange Membrane (PEM) electrolyser unit,” notes MaudAndrée Lefebvre, Chief of Mission, Québec Office, Atlantic Provinces. “As part of Québec’s 2030 Plan for a Green Economy, it is our intention to position the province as a leader in green hydrogen.”

With bold targets set for the years ahead and an insufficient supply of renewable energy sources, the Nova Scotia government has emphasized its support for independent power producers who engage in renewable energy projects. That support opens the door to collaborations with Québec’s energy ecosystem and an alignment of like-minded forces in the fight against climate change.

Learn more at: sqrc.gouv.qc.ca

Four marketing trends set to make an impact in 2023

What game-changing trends will make waves this year?

Ifthe first two years of the pandemic were a collective bad dream, we’re all waking up in 2023 with a sigh of relief. As we settle into the new normal of working and collaborating both virtually and in person, a set of marketing trends is in the works, shaping how we do business.

The coming year will usher in novel technologies, strategies, and tools that will help us relate meaningfully to our brands and to each other. Keep reading to discover our predictions of four game-changing trends that will make waves in 2023!

Reputation matters

Protecting a brand’s reputation is a challenge in the best of times. A lingering symptom of 2020 is a polarized public, which is a tricky phenomenon for brands to navigate. From social media to review sites and testimonials, consumers can learn about a business through multiple channels that aren’t managed by the brand’s marketers.

Attracting new audiences without pushing away existing market segments — while simultaneously remaining accountable for all online content

that’s connected with the brand — calls for an intense alertness in reputation management.

While juggling a renewed concern for reputation and audience connection will be a major challenge in 2023, there’s a silver lining: it will infuse brand-client relationships with valuable self-awareness and a strong sense of accountability.

Interactive content

Long gone are the days of consumers passively gazing at ads that may or may not be relevant to them. Today, the most effective advertisements aren’t static billboards but dynamic and immersive experiences. Interactive content feels more relatable and original, and it gives customers a reason to remain on the page.

In 2023, self-directed customer journeys will become even more prevalent, and interactive content that encourages audience participation and promotes engagement will continue to grow in popularity. From instant quotes to live streaming to fun quizzes to gamification, interactivity will help facilitate two-way relationships between clients and brands.

Flourishing influencer-brand partnerships

There’s no way around the fact that influencer marketing has exploded in recent years, with brands projected to

spend $22 billion on influencer marketing throughout 2022. What will change in the coming years, however, is the nature of the partnership between influencers and brands as creators become invested in developing consistent, long-term relationships with the brands they represent and collaborate with. If in the past those partnerships were one-off deals, they are set to become ongoing and mutually reciprocal, which means we can expect to see greater authenticity and trust in influencer marketing.

Back to basics

In the past few years, companies have been inundated with rapid changes in the marketplace comprising new audiences, channels, and methods. Even the savviest marketers can quickly become overwhelmed if they try to anticipate, respond to, and implement all the latest trends without carefully separating proven strategy from hype.

We predict that 2023 will be the year that marketing leaders will go back to basics. Starting with a clean slate of marketing fundamentals, companies will evaluate what works and what doesn’t for a robust digital strategy, and marketers will be more thoughtful and intentional about what’s really worth investing in.

Learn more at: marketify.ca

MARLEM MAGANA DIGITAL MARKETING MANAGER MARKETIFY

The equity equation

When it comes to DEAI, what does a truly actionable strategy look like?

Many of us are surrounded by words in our workplaces like inclusion, equity, diversity, and their “actionable” counterparts, policies, plans, and strategies. The former can sometimes seem like overused buzzwords, while the latter, often quickly cut and pasted together, ends up lost to the depths of an HR filing cabinet.

Regardless of their good intentions, this is the case for DEAI initiatives in many organizations. Why then should business owners and their employees worry about learning these concepts or creating these plans? What can a truly actionable strategy look like? And how can it affect real positive outcomes for those who put the work into it?

The answer to these questions lies within the questions themselves; learning, strategizing, and work.

The why

With over 20,000 people living in the province that identify as African Nova Scotian, immigration rates reaching record highs this year, and with recent data recognizing Nova Scotia as the most gender-diverse province in the country, the “why” seems clear. Once we recognize the value in people, including those who are very different from ourselves, we can begin to work towards

learning how to respect and understand each other in ways that make words like “inclusion” feel approachable and closer to home.

The what

Working with those outside your organization to learn about better practices leads to a more informed look within your organization to find and address gaps in knowledge, accessibility, inclusion, and awareness. While no plan or strategy will ever be perfect from the get-go, a good foundation with measurable goals is critical for ensuring long-lasting investment into a collaborative and ever-evolving plan.

The how

Once we see the value of incorporating DEAI for ourselves, our co-workers and employees, and our organizations, the task of how to go about starting or continuing our journey towards these lofty and seemingly intangible goals can be daunting. Fortunately, there are increasingly more organizations and individuals providing workshops and consultation services.

Employees whose identities intersect with one or a number of minority communities want to feel respected and included in spaces that acknowledge their specific struggles and triumphs. They want to be part of teams that understand that their individual needs are inextricably tied to their identities. Ultimately, they want to feel valued and safe to be authentic in the workplace. For employers, acknowledging their employees’ specific needs in relation to

their unique identities leads to better work-life balances, trusted relationships between management and staff, and as a result, better productivity, high rates of retention, and creative new perspectives. Keep learning, consistently and collaboratively strategize, and let’s get to work.

Reach out to some of our members who can help you start or continue your DEAI journey:

• Immigrant Services Association of Nova Scotia (ISANS)

• Inclusion NS

• Metro Works

• Diversity Employment Network

• Simply Good Form

• Placemaking 4G

• reachAbility

• Black Educators Association

• The PREP Academy

• Black Business Initiative

• Uprise Consulting

• Pilot X Technologies

• ADDvocacy

• Ebony Consulting

• Indigenous Treaty Partners

• Ashanti Leadership & Professional Development Services

• Delmore ''Buddy'' Daye Learning Institute

• Access Changes Everything Inc.

Check out our member directory for more, and be sure to join the Halifax Chamber team at our first-ever SURGE Conference on March 24.

Learn more at: halifaxchamber.com/events

QUINN ANDERSON PUBLIC RELATIONS COORDINATOR HALIFAX CHAMBER

“Employees want to be part of teams that understand that their individual needs are inextricably tied to their identities. Ultimately, they want to feel valued and safe to be authentic in the workplace. ”

Quinn Anderson Public Relations Coordinator, Halifax Chamber

Building a cybersecurity culture in the workplace

These three questions could fix your relationships with end-users

know the deadline, or maybe they don’t understand the assignment. The examples are numerous.

A simple task can be complicated by poor communication, misunderstanding, and lack of trust: in short, a bad relationship. Whatever the case, the outcome is the same: you can’t get your work done. It’s no different in the world of IT security and compliance.

Is your company aware of the relationship your team has towards security compliance?

3. Have users been involved in regular, ongoing cybersecurity education and training activities?

CHRIS JEZZARD ACCOUNT EXECUTIVE IGNITE TECHNOLOGY

Security is more than just being cyber aware. Security has a human factor, and anyone who’s worked in an office environment is familiar with the disconnect that sometimes exists not only between IT and non-IT staff but also between IT tools and the person using the tools. It’s understandable, really. People naturally have different ideas about what’s important and how to get things done. For the most part, nobody talks about how one affects the other.

How does the “human factor” affect cybersecurity?

Let’s take a deeper dive into the human factor. In the context of choosing and implementing collaboration software solutions, the “human factor” is a critical IT security variable. Why? Because end-users are often uninformed about or disinterested in security risks, leaving them most vulnerable to would-be attackers.

A deadline, for example, can rely on information from a colleague who may not necessarily have time to help. That colleague could also be unmotivated for any number of reasons. Maybe they don’t

There are a few reasons why users don’t comply with IT security standards for collaboration software. Understanding the attitudes and reasons behind the behaviour is the first step. When you’re struggling with compliance in your organization, think about the relationship dynamics at play, and ask yourself these three questions to identify areas for improvement.

1. Does the collaboration solution meet users’ needs? Were they involved in the software selection and implementation process?

If the answer is no, you might have a group of end-users who don’t like the product and probably aren’t going to use it. That means they’re more likely to circumvent IT security policies to download and use apps that more closely suit their preferences.

2. Are there well-developed IT security policies that clearly outline roles, responsibilities, and expectations?

Golden rule of compliance: be clear. If your organization doesn’t have clear, plain-language policy and user signoff processes, the odds of getting any form of compliance on a reliable basis are pretty slim. Also, incident reporting procedures should be clearly defined and communicated.

No? Try to remember that not everyone in the organization understands cybersecurity. Sharing knowledge and insights within an organization builds awareness and trust, and users are more likely to comply with rules that make sense to them.

What is the end game?

Remember, your goal at the end of the day is to protect the organization’s data, infrastructure, and other assets. We already know that the absence of good working relationships and the prevalence of business friction are barriers to success for IT leaders. IT leaders who can shift people away from friction — and towards trusting, work relationships — are going to achieve higher rates of compliance and stronger cybersecurity culture as a result. Ignite Technology is an IT solutions company connecting people and ideas through technology. Whether you’re looking for help with your organization's collaboration and connectivity experiences, cybersecurity, or managed IT services, we can help!

Learn more at: ignitetechnology.com

Or email me directly at: chris.jezzard@ignitetchnology.com

Being curious

Maintaining our sense of curiosity can lead us to better relationships, better outcomes

Have you ever made an assumption about a person, place, or situation only to find out afterwards that you were completely wrong in what you believed to be true? It could be meeting someone for the first time or an event that you did not want to attend. It could be an outcome of a situation that you found worrisome, only to find out that your perceptions about the situation or person were not accurate at all.

Why do we make assumptions? Is it our need to control a situation or outcome? Is it our biases or beliefs, our sense that we want to be right, or our lack of knowledge? We don’t like it when someone assumes something incorrectly about us, so why do we do this with others?

The reasons are quite complicated and often happen so quickly that we are not even aware of our assumptions. However, if we are aware and reflective of our actions or thoughts, we can see that when we make assumptions about others, we are only seeing things as we see them — not necessarily how others do or how situations truly are.

Being open and curious about ourselves, others, and the world around us is not just for certain professions or the child-like inquisitive mind. It is at the heart of truly being present. It also helps us to understand the world around

us, learn new skills, connect with others on a much deeper level, and strengthen relationships.

In business, curiosity is critical in helping companies to stay competitive by being aware of changing and upcoming trends, their customers, and clients’ needs. It encourages innovation to ensure sales and services are always in alignment with current or future demand. Curiosity does not come naturally to some, but it is a trait that can be nurtured and built upon with awareness, knowledge, and skill.

Dementia care is much the same. Whether people are living in the early or the later stages of dementia, it can appear that the person is not interested, being difficult, or not listening. But dementia is caused by many disorders that affect brain function, thus impairing someone’s ability to think, reason, problem-solve, and live independently.

How often do we make assumptions about people, blaming their actions or behaviours on “the disease” or their “personality” only to find out later that our assumptions were completely inaccurate or false? What have we done to

contribute to the outcome? Do we know the person’s likes and dislikes? Are they sleep-deprived, or are there medication considerations? Do they have physical or emotional pain they cannot express, or are they in an environment that is not supportive for them? Where do they find comfort?

It is easy to look on the surface and blame the disease or illness on a behaviour or unexpected outcome. But to truly help others, we need to stop the judgement. Commit instead to being curious. Curiosity will always lead us closer to the truth, thus helping each of us to live well — no matter where we are in life.

Yvette Gagnon is a Positive Approach to Care Consultant, Trainer, and a Certified Dementia Care Practitioner. She owns Comforting Companions, a service dedicated to the social and emotional wellbeing of others by providing dementia education/ consulting and companion care.

Learn more at: comfortingcompanions.ca

YVETTE GAGNON OWNER COMFORTING COMPANIONS

Reduce assumptions, manage risk

Three reasons why dam owners should prioritize instrumentation and data

1. Minimize the number of assumptions

Dam safety projects are fascinating for a geotechnical engineer. Each site brings its own history and quirks. These projects provide interesting puzzles for us to solve, so we can understand what’s happening at each site and then work with our clients to help them manage their assets and associated risks.

After a decade of professional experience working on these types of projects, I’d like to stress two vital components: quality instrumentation and reliable data. Geotechnical engineers use instrumentation to observe and assess conditions—like groundwater levels or soil deformation—to evaluate the performance of dams and identify any safety issues. We rely upon instruments like weirs, piezometers, inclinometers, and strain gauges to understand how a dam is performing.

Do you have adequate instrumentation on your site, and are you maintaining it so that you have quality data? Here’s why I’m asking: dam owners and operators want to reduce operational and commercial risk as much as possible.

The risks I’m referring to are related to the overall performance and functionality of the structure. Instruments are used to flag conditions that will tell us if the performance is changing or deteriorating. Injury, loss of life, environmental damages, or structural damages are all potential outcomes of a dam safety emergency or failure.

Instrumentation data can help better manage those risks. Let’s look closer at three of the benefits of prioritizing instrumentation and maintaining data collection.

For geotechnical engineers, it can be challenging to understand how a structure is performing if we don’t have information about what’s happening inside. When working on dam safety-related assessments, it’s necessary to compare observations from the field with the theoretical performance of a dam to assess whether the dam meets safety guidelines. When engineers don’t have that data, they need to make assumptions. You introduce uncertainty each time you assume something.

For example, the phreatic surface is critical to the geotechnical stability of an earth-embankment dam. Piezometers, when installed in key areas, can provide an accurate picture of the phreatic surface, which is used in the stability assessment. The use of instrumentation increases the confidence of engineers (and clients) that an assessment is accurate, whether the results are favourable or unfavourable.

Fewer assumptions mean you can have more confidence that your assessment matches the actual conditions. Limiting assumptions reduces uncertainty and facilitates the management of risk when you can be confident in understanding the conditions that need to be managed.

2. Create a more complete picture

A lack of information can affect management of risk. More information leads to increased confidence, because when you know what’s driving the behaviour and performance of your dam, then you can better manage your risk.

Functional instrumentation provides valuable information and creates a fuller picture. Imagine starting a connect-the-dots picture of a teddy bear with only eight, equally spaced-out dots. Then compare it to a drawing of the same bear

but with 20 dots placed in strategic locations. Those 20 dots will present a much clearer visual. Tools like updated topographic surveys, piezometers, and weirs can help engineers see these “dots.”

If you can only see a small number of “dots” on a dam project, or if those dots are not at meaningful locations, you may not fully understand the problem. And when there are fewer “dots,” engineers need to make more conservative assumptions about the input parameters used in their analyses. Those assumptions may lead to an inaccurate assessment of a structure.

3. Work with accurate and reliable measurements

For dam safety programs, it’s important to work with accurate and reliable measurements. Over time, instruments may fail. By maintaining your instrumentation, introducing redundancy, and collecting measurements regularly, your geotechnical team will be able to recognize issues and react before those issues turn into serious problems.

The latest generation of geotechnical instrumentation allows for simpler installation, cloud computing, and more advanced data analysis software. By taking advantage of these new technologies, you don’t have to send staff to a site to collect data. The interpretation of the data can be fully automated and presented quickly in a meaningful manner, which allows engineers and owners to make decisions more promptly.

Engineers have a responsibility to keep the public safe while helping owners protect their assets from commercial and financial damages. Access to proper instrumentation and reliable data will help us work together to manage the many facets of risk that are applicable to all dam owners.

Learn more at: stantec.com

SYLVIA BRYSON ASSOCIATE, GEOTECHNICAL ENGINEER STANTEC