Trends

Put employees first

Maintaining a culture of caring on both sides of the screen

GREG BAMBURY

CHIEF HUMAN RESOURCES OFFICER, MEDAVIE

There is no playbook. When the COVID19 pandemic hit, organizations quickly adapted to transition employees to a working from home model, while maintaining culture and ensuring business objectives were met. Looking beyond the pandemic, employers have choices to make in considering their future workplaces – with an aim to maximize the benefits of employees working remotely, on location or both.

For some, remote work has ample benefits and cost savings. For others, it has its drawbacks and can leave people feeling isolated or alone. Some employees will tell you, a day in the office was a social experience where friendships were forged, connections were made and work families grew.

The workplace of the future requires innovation, collaboration and a concerted effort to build and maintain strong connections among colleagues. Most importantly, the future does not look the same for everyone.

At Medavie we are committed to fostering a culture of engagement, regularly consulting with our team, across markets, is our top priority. We’ve been issuing a series of confidential surveys to our team members to better understand how we can continue to provide relevant support, without forgoing the strong workplace culture we have all worked hard to create and maintain.

Employers across the country are taking a hard look at their operating models and exploring new ways to keep employees engaged and supported in this evershifting landscape. We share the same goal of making a meaningful impact in the lives of our colleagues. We aim to continuously and intentionally improve on our desired culture. We believe in actively and authentically promoting the physical, mental, emotional and financial wellbeing of our team members, and subsequently, our clients, partners, plan members and communities.

At Medavie we emphasize that living our values and delivering results fuels our mission of improving the wellbeing of Canadians. We know people are looking to work for organizations that support balancing career and personal lives; that encourage work-life balance – even when kitchen tables have become office desks. For us, we want our colleagues to see we care about their health and wellbeing, as equally as enabling them to successfully contribute to the results of their business. We aspire to have our team members look into the mirrors of both their professional and personal lives and be confident in both aspects of their reflection.

We understand why we work at Medavie; we see the purpose in what we do and want to contribute toward a healthier Canada. Values are inherent to culture and need to resonate in key processes such as talent development, performance management, recognition, leadership development and onboarding. A valuesbased culture is the essential ingredient of a healthy workplace. Our mission is more than a poster on a wall – it is our purpose.

It’s also about taking the time to listen and learn; implementing feedback channels where individuals feel comfortable expressing an idea or opinion and knowing that their voices are being heard – especially through these challenging times. As well, equipping frontline managers with practical tools and techniques to respond to their team’s needs through these challenging times, while empowering them in a remote and hybrid environment.

Ensuring organizational resilience means sourcing, hiring, promoting and supporting people who are curious and committed to creating positive change. Employers should be focused on a growth mindset culture, where people are encouraged to try new approaches and learn from them. Building on ongoing progress by communicating with employees goes a long way to retaining and attracting the right people for your organization, or to put it more accurately, the right brand ambassadors for your business.

Our guiding principles have helped us to this stage – consulting, communicating, supporting and executing – and we will continue to lean on these guideposts to create an environment that allows everyone to do their best work. We have a duty to ensure our workplace culture thrives while operating virtually, ensuring regular outreach and check-ins, and presenting opportunities that respect individual differences – home lives, productivity levels, preferences and other factors.

Working remotely cannot dilute culture. Employers can maintain rapport and trust through compassion, regular engagement, two-way feedback channels and by making time for personal connections.

The pandemic has given us a tremendous opportunity to challenge our paradigms and reimagine our workplace so that it thrives. The accelerated adoption of digital tools, flexible management and strong organizational structures has expedited our progression towards the future of how we conduct business.

We can enable our colleagues to feel successful personally and professionally, at home or in the office and as those solitudes continue to merge the most human elements of purpose, community and caring are at the heart of wellbeing for all Canadians.

National Indigenous History Month

Learning from an Indigenous lens

SHANNON MONK

FOUNDER, SAKATAY GLOBAL, CREATOR OF THE INDIGENOUS CIRCLE APPROACH TO CULTURAL CONFIDENCE™

SAKATAY-GLOBAL.TEACHABLE.COM

It’s June! This means it’s National Indigenous History Month –– a time to recognize and celebrate the cultures and contributions of First Nations, Inuit and Métis peoples in Canada. It’s a time to learn and reflect, to connect and build relationships. Do you know how it all came to be?

In 1996, Canada designated June 21 as National Aboriginal Day to recognize and honour the history, heritage and diversity of Indigenous peoples in Canada, in follow up to recommendations from RCAP, the Royal Commission on Aboriginal Peoples.

In 2009, the House of Commons unanimously passed a motion to designate June as National Indigenous History Month, then in 2017, National Aboriginal Day was changed to National Indigenous Peoples Day. These events happened because of ongoing pressure and advocacy from our Indigenous leaders and communities.

The history

Aboriginal? Indigenous? Why the name changes? Aboriginal is a legal term imbedded in the Constitution Act of 1982. In 2007, the United Nations General Assembly adopted the United Nations Declaration on the Rights of Indigenous People (UNDRIP). This international human rights instrument affirms the rights of Indigenous Peoples to selfdetermination over their cultures, languages, governance systems and traditional lands and resources. This began an international shift worldwide as countries began to explore their roles in colonization.

In 2008, Canada made an apology to the survivors of Indian Residential Schools and in 2009 provided a mandate for the Truth and Reconciliation Commission to learn about the impacts of these schools on survivors and their families. The truth telling and reconciliation process was a part of an overall holistic and comprehensive response to acknowledge the injustices and harms experienced by Indigenous people and the need for continued healing and establishing new relationships.

When the TRC Calls to Action came out in 2015, it laid out a framework for reconciliation and signaled a commitment towards addressing historic injustices and creating equity for Indigenous people in Canada.

The Indigenous lens

One of the critical components of reconciliation is to learn about Canada from an Indigenous lens. It means being brave and being willing to understand a different narrative from what we were all taught in school.

It’s important to note that First Nations, Inuit and Métis peoples all have their own unique histories, language and culture; within those groups, there are distinct and different nations, communities and traditions. There are national, regional and local nations, political entities, organizations and associations that can all help to tell our stories.

This year, as we cope with the COVID-19 pandemic, consider looking for ways to celebrate National Indigenous History Month by attending a virtual event or taking a virtual museum tour, listening to a podcast featuring Indigenous history, humour, or music makers, watching Indigenous films or TV programs, reading books by Indigenous authors, or taking an online course to learn more. The Indigenous Circle Approach to Cultural Confidence™ is wonderful “how-to” guide for reconciliation.

PHOTOS COURTESY OF MEMBERTOU

The Mi’kmaq people

Nova Scotia is within Mi’kma’ki, the territory of the vibrant and beautiful Mi’kmaq people. The Mi’kmaq signed Peace and Friendship Treaties with newcomers to Canada beginning in 1752 and have long been known for being friendly and welcoming.

In Nova Scotia, October 1st is Treaty Day, and October is Mi’kmaq History Month, mandated to help Nova Scotians build awareness of Mi’kmaq history and heritage. There are 13 Mi’kmaw communities: five in Cape Breton and eight on the mainland. In addition, there is a large population of Indigenous people living in Halifax and in rural areas throughout Nova Scotia.

Mi’kmaw people in Nova Scotia provide an untapped market for Halifax Chamber of Commerce members as customers and as business partners. It’s time to work together to build a province that reflects the diversity of its people and ensures that all benefit from a quality standard of living.

It is critical that Nova Scotians learn about and from their Mi’kmaw neighbours. It is critical that visitors to Nova Scotia know that Mi’kmaq are the original stewards and caretakers of this land. It is critical that Mi’kmaq are visible throughout Nova Scotia and seen in ways that are positive and reflective of the beauty of the land, the people and the culture.

There are many ways to connect, to learn, and to build relationships and partnerships. Here are some suggestions of websites you can check out to start building your cultural confidence.

Business entities: • Ulnooweg • Nova Scotia Indigenous Tourism Association • Canadian Council for Aboriginal Business • Mi’kmaq Maliseet Nation News

Political entities: • Assembly of Nova Scotia Mi’kmaq Chiefs • Native Women’s Association of Nova Scotia • Kwilmu’kw Maw-klusuaqn Negotiation Office - Mi’maq Rights Initiative • Confederacy of Mainland Mi’kmaq • Union of Nova Scotia Mi’kmaq • Atlantic Policy Congress • Assembly of First Nations for Nova Scotia and Newfoundland Regional Office • Native Council of Nova Scotia

Educational entities: • Mi’kmaw Native Friendship Centre • Mi’kmaw Kina’matnewey • Nova Scotia Treaty Education

Cultural entities: • Mi'kmaq Grand Council • Glooscap Heritage Centre • Membertou Heritage Park • Eskasoni Cultural Journeys • Wagmatcook Culture and Heritage Centre • Mi’kmawey Debert Cultural Centre and Interpretive Trail • We’koqma’q Skye River Trail • Bear River Heritage and Cultural Centre

In this era of reconciliation, it is important to realize the importance of engaging with the First Peoples of this land in a way that is authentic and meaningful. There are many Mi’kmaw resources and partnership opportunities. Friends United is an example of an entity that works with Mi’kmaw artists as an ally and a supporter.

Don’t be afraid. Start reaching out. Recognize building trust takes time. Be patient. Come from a place of service to community. Whatever your interest or area of focus, there is a Mi’kmaw organization that can help build capacity and support the recruitment and retention of Indigenous customers and partners––creating more economic and social opportunities for all. And at the end of the day, what do we want? A better world for our children, all of our children. We do this by working together.