The Opinion - Summer 2016

SHRINK YOUR

MONEY STRESS ROSE REISMAN’S

HEALTHY

7 HABITS 5 WAYS TO BOOST THE HEALTH

OF YOUR TEAM HAVE LEADERSHIP SKILLS,

WILL TRAVEL: FEMAL E DE M A N D

FOR INTERNATIONAL M OBI L I T Y O N THE R ISE

WXN

Health | SUMMER 2016

FOREIGN CORRESPONDENT

Mary Fitzgerald

TAKES THE STAGE AT

TOP 25 AWARDS

T H I S FA L L

WXN SPEAKER SERIES BRINGS NEIL PASRICHA TO THE PODIUM Neil is the New York Times bestselling author of The Happiness Equation and The Books of Awesome. His books have published in over a dozen languages, spent seven years and counting on bestseller lists, and sold millions of copies.

NEIL PASRICHA

September 16, 2016

7:15am

Ritz-Carlton, Toronto

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Contents HEALTH / SUMER 2016

3 A Letter from our CEO

CANADA: ENGLISH 5 Reverse mentoring: How to make it work for your organization

6 13

6 Balancing achievement and enjoyment 7 5 essentials for a healthy team 8 The cure: Personalized wellness

CANADA: FRANÇAIS 23

9 Taking care of business

22 Lettre de WXN 23 Au service des voyageurs d’affaires

through innovation

IRELAND

10 Get back on track with

26 Balance is the key to corporate health

personal health 11 The recruiter’s guide to staying motivated

27

27 Ireland’s Most Powerful Women: Top 25 Leadership Summit & Awards Gala 29 Have leadership skills, will travel

12 Mind over matter 13 Health check-up with Rose Reisman

UK

15 The sandwich generation 18 Recipe for a healthy board

29

31 Speaker Series: Autumn sneak peek

HEALTH - SUMMER 2016 - THE OPINION 2

A LETTER FROM OUR CEO

I’m sitting outside my hotel in the early morning on a patio that overlooks the beautiful Victoria, B.C. harbour. The sun is shining brightly, sailboats are making their way to the open ocean and people are enjoying the day, like they have no particular destination in mind— running, riding bikes, walking with their children or dogs. It makes me think about the word health, which has been a recent focus for us at WXN, especially with this issue of The Opinion. However, I’m not necessarily thinking about the noun but about Health personified.

Health is an elusive creature. She’s come a long way since the days of our ancestors, when it was more about surviving than thriving. She is now a core part of our lives and our psyches.

She is always watching and waiting to see if we will make the right steps down our paths. For me, she constantly demands thoughtful and balanced choices around fitness, nutrition and stress management, so I can be a better daughter, aunt, sister, friend and leader.

This has become particularly evident to me since assuming the leadership role for WXN and CBDC in January. The challenge to find my groove has been difficult. She pushes me to my limits most days, and I know my willpower is compromised. I feel her tug to get me back on track.

I heed her call because I know she only wants the best from me. Like any goal-obsessed entrepreneur, I am determined to succeed. I search my computer archives and find an action plan I created for my 2012 New Year’s resolution labelled “Having It All.” My healthy action plan is based on five pillars: relationships, fitness, nutrition, spirituality and business.

I quickly relabel them 2016 and wonder—can I really have it all? We are fickle beings, but Health sees our inner

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resolve and gives us the opportunity to improve every day.

These are my commitments to her: • I commit to make more memories with my family and friends and tell them how much I appreciate and love them.

• I commit to drink more water and to exercise more often, get a solid 6–8 hours of sleep, eat a well-balanced diet and take my vitamins.

• I commit to quiet time for reflection, to do things that make me happy, savour every experience, understand the difference between progress and perfection, be thankful and pray more.

• I commit to share my lessons learned with my teams, to create a culture of trust, collaboration and learning, and to have fun and laugh while doing it!

I sign a binding agreement with me, myself and I, promising to be a healthier, more well-balanced person.

The sun is setting. The day is spent. I ate a nutritious breakfast, walked along the harbour, relaxed with a facial and reflected on life in my daily journal.

It’s my last evening in Victoria, which I enjoy at dinner with my mom, brother and sister-in-law. We linger over a nice bottle of Cabernet Sauvignon, laughing and making priceless memories. For dessert, I opt for ice cream, savouring every bite with an impish grin. I sit back and take in this momentous occasion— an opportunity to see the broader picture of Health. It’s about the small choices that add up to a big difference.

It’s just one day. But, by the end of it, I feel the promise of tomorrow because I know that today I made a healthy choice.

Sherri Stevens CEO, WXN

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HEALTH - SUMMER 2016 - THE OPINION 4

REVERSE MENTORING:

HOW TO MAKE IT WORK FOR YOUR ORGANIZATION

BY KARIMA-CATHERINE GOUNDIAM

WHAT IS REVERSE MENTORING? Reverse mentoring is when a younger worker is paired with an executive so the younger person can offer perspectives based on their experiences in the modern workplace. Although more mature workers have much wisdom to offer younger workers in a traditional mentoring role, it’s often the younger employees who are better versed in high-tech subjects, social media and current trends.

Reverse mentoring transfers this knowledge and experience to the mature worker so it can be combined with his or her wisdom to create a powerful employee relationship that bridges the generations.

As the Founder of Red Dot Digital, my experiences have shown me that reverse mentoring is more than just the flavour of the month. Digital marketing is an important component in the modern business plan, and it’s through the process of reverse mentoring that knowledge of these strategies can spread throughout an organization.

“

Much of the work I do with my boutique digital marketing firm revolves around showing business leaders the full benefits of using social media and how to implement strategies for success. Most recently, I worked with Alan MacGibbon, CEO of Deloitte Canada, ahead of his first online live chat, to bring reverse mentoring into the conversation. Companies like Deloitte Canada are often already using this process successfully but don’t realize it. By creating a formal process with meaningful metrics and analytics, you can see what you’re already doing right and how you can enhance that process, just as I have with many others in your current situation.

HOW DO YOU GET REVERSE MENTORSHIP GOING? First, explain the business case. For executives with established habits, the added value of new approaches is not always clear. Share positive examples of social media to get people excited about the idea.

From there, you can get the buy-in to move forward—you’ll need someone at the top to champion the idea of reverse mentorships and give you access to financial resources.

THE BEST REVERSE MENTORING RELATIONSHIPS DEVELOP NATURALLY, BUT ALL REQUIRE TRUST FOR SUCCESS.

WHY USE REVERSE MENTORING? As the leaders of an organization reach their 40s and 50s, something begins to change. The initial vision they had for the company or their career starts to fade. It isn’t because these leaders are losing their passion for the business. It’s because the new generations that come on board bring new perspectives and this forces a change in practices. This is the perfect scenario for reverse mentoring.

I recommend reverse mentoring as a type of mutually beneficial relationship between two professionals of different generations as a way to bridge the information gap that may lie between them.

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“

HOW DOES IT WORK? In an interview with CPA magazine last year, I discussed how reverse mentoring is like teaching someone to ride a bike. The keys for success in this area involve many traditional mentoring practices, just in the reverse direction. Younger workers walk beside executives as they develop their new skills. Over time, the training wheels are taken off when the mature workers are ready to take on modern digital challenges.

WHAT IS THE KEY TO SUCCESSFUL REVERSE MENTORING? The key to successful reverse mentoring is finding a good fit. The best reverse mentoring relationships develop naturally, but all require trust for success. You don’t need a complicated system—even Google Docs can help staff find each other. People can sign up and list their areas of expertise.

When a good match is established, each person can positively benefit from the knowledge and support being offered. A good match increases confidence on both sides as well, showing both workers that they can be successful mentors as they engage in mutually beneficial endeavours.

In a world where younger workers can provide an immediate impact, and mature workers can continue to pursue the vision of the future, reverse mentorship can create an exciting foundation for success. That’s why it is needed today. Nothing beats the combination of wisdom, energy and digital experience which comes from reverse mentoring relationships. Everyone wins!

KARIMA-CATHERINE GOUNDIAM is the Co-Founder and Partner of Red Dot Digital.

Balancing

ACHIEVEMENT & ENJOYMENT

BY LINDA LEWIS-DALY

W

ork-life balance is a term that we hear often and a state of being that we all strive to achieve.

Yet the word “balance” can be misleading. When we use this term, we are not suggesting that you need to strive for everything to be equal in your lives. Trying to schedule an equal number of hours for each of your various work and personal activities is usually unrealistic. Life is and should be more fluid than that.

Instead, we are referring to how best to integrate or harmonize all aspects of your life in a manner that is comfortable (and not overwhelming) for you.

Work-life balance will vary over time, often on a daily basis. The right balance for you today will probably be different for you tomorrow. The right balance for you when you are single will be different when you’re married, or if you have children; when you start a new career versus nearing retirement.

There is no perfect, one-size-fits-all balance you should be striving for. The best work-life balance is different

for each of us because we all have different priorities and different lives.

Think about all of the hats that we wear at any given time: son/ daughter, friend, employee, spouse/ partner, parent/grandparent, caregiver, volunteer, leader and so on.

Within each of those roles comes responsibilities and demands on our time and attention.

Our ability to juggle these changing (and often competing) priorities determines how we interpret work-life balance or life happiness. When considering life happiness, consider two key everyday concepts: daily achievement and enjoyment.

Achievement refers to things done successfully through effort, courage or skill. Enjoyment, on the other hand, represents feelings of pride, fulfilment, satisfaction, happiness, celebration, love, a sense

of well-being. When we feel “in balance,” we tend to experience a sense of accomplishment and enjoyment at the end of the day.

Yet, when we struggle to cope, or feel “out of balance” for extended periods of time, our mental health can suffer—we lose our ability to achieve and enjoy. The Canadian Mental Health Association (CMHA) has some good resources that offer tools and tips to help you regain balance for optimal mental health at home and in the workplace.

Remember to keep in mind: What do you want to achieve today and what do you want to enjoy today?

LINDA LEWIS-DALY is a workplace wellness program consultant with GoodLife Fitness and owner of Lewis-Daly & Associates, Workplace Wellness Solutions. She works tirelessly to try to improve people’s lives through promoting healthy lifestyle choices. Linda helps organizations support the physical and mental health and well-being of their employees through workplace wellness programs.

HEALTH - SUMMER 2016 - THE OPINION 6

5 Essentials FOR A HEALTHY TEAM

BY ANDREA HORTON

Although I have spent the majority of my career practicing law, it’s the experiences gained as a business leader that have taught me how to support a healthy and high performing team. With teams spread across cities, countries and continents, it’s more important than ever to ensure regular communication and a healthy working environment to enable your team to achieve success. Here are some key learnings I’ve identified during my career that I put into practice with my global team.

1

A WELL-DEFINED CORPORATE CULTURE LEADS TO ENGAGED EMPLOYEES.

Corporate culture is more than just a mission statement or a tag line—it’s an integral part of a well-managed, compliant organization and serves as a compass for employee conduct.

It must be supported each and every day, starting with the tone from the top of the organization and extending to each employee. A clearly stated, regularly communicated and reinforced corporate culture bridges the distance between teams and employees who work collectively towards common goals. Knowing what your organization stands for and its expectations helps create an environment of engaged, productive, loyal and ethical employees who become your front-line ambassadors to the world.

2

OPEN LINES OF COMMUNICATION AND INCLUSIVITY IMPROVE PERFORMANCE.

Fostering an environment that welcomes the feedback and opinions of all team members encourages diversity of thought which can result in new and better ways of conducting business or solving a problem. It also creates a stronger relationship between colleagues who know that their insights are valued, regardless of their place within the team or organization. Employees who feel respected and engaged are more likely to put up their hands to lead projects and go the extra mile. The best way to encourage employees to speak up is to ask for their ongoing feedback, whether it is suggestions, concerns or opposing views.

Routinely asking for their views as part of regularly scheduled meetings or touchpoints ensures they feel like they have a safe forum in which to raise matters. Having their manager’s support often gives the employee the confidence to speak their mind, request additional responsibilities and show what they can achieve.

3

IT’S ALL ABOUT THE CLIENT.

The business world’s increasing reliance on cognitive and predictive technology can help us increase our understanding of our clients. However, it has the potential to put distances between us and the clients we support. Big Data is useful when it helps us gain a better appreciation of our clients’ businesses, operations and objectives, and enables us to be a better partner to them. However, never underestimate the impact of maintaining regular and open 7 CANADA | WXNETWORK.COM

communication with clients—the client should see you as an extension of their team, willing to go above and beyond to ensure that their needs are met. Regular contact points can help address any client issues or concerns at an early stage.

Client centricity means putting yourself in your clients’ shoes to imagine how they can be served better or what issues are on their radar. Proactive client management strengthens your business by enabling you to do a better job.

4

TOGETHER, WE CAN MAKE A DIFFERENCE IN THE COMMUNITY.

Most companies have a Corporate Social Responsibility program in one form or another. While financial support is commendable, we can demonstrate our commitment in more meaningful ways. Many employees seek the opportunity to roll up their sleeves for charities and organizations that interest them. Offering employees the time and opportunity to volunteer and support local initiatives provides them with a powerful platform for making a positive impact in their local towns and cities, while enhancing your organization’s reputation and brand. Each employee serving their community becomes an ambassador of the organization.

The benefits go beyond simply giving back. Coming together as a team to collectively support those in need is also a tremendous morale and camaraderie builder.

5

EVERYONE NEEDS TO DETERMINE THEIR OWN WORK-LIFE BALANCE.

Taking time for yourself is important. I’ve often found that a solution to a nagging problem or issue can be discovered while taking a walk, working out at the gym or reading something not work-related, whether it’s a magazine or a literary masterpiece. Thanks to our laptops and mobile devices, disconnecting from the office can be tough, but striking the right balance can give you a new perspective and ensure you’re ready to tackle your work responsibilities.

We all have different thresholds and personal needs. I recognize that my team members each have individual commitments and priorities and encourage them to take time to discover how to make balance work for them.

ANDREA HORTON is Managing Director and Global Head of Governance & Regulatory Solutions at RBC Investor & Treasury Services.

THE CURE: PERSONALIZED WELLNESS

DR. ELAINE CHIN

W

e are privileged to live in Canada; we have fresh and other medical professionals; and pursued strategic water, clean air and access to nutritious food. Yet partnerships and acquisitions of healthcare IT companies to Canada, along with many developing nations, is create a new health ecosystem. As the President and CEO struggling to provide quality healthcare services throughout of TELUS, Darren Entwistle has said, “Our world-leading our nation and meet the escalating demands of some capabilities, coupled with the TELUS team’s courage to troubling disease trends. The epidemic rise of obesity, innovate, are helping us tackle the number one social diabetes and dementia to name a few, are escalating rates challenge of our lifetime: healthcare efficiency of chronic illness. and effectiveness.”

As well, our rapidly aging populations are accessing At TELUS, we have leveraged our existing Patient Health the healthcare system like never before. These trends Record (PHR) platform to create a workplace wellness are juxtaposed against a backdrop of limited funding program called Self-Health. While it focuses on disease and resources to a point that we are risk awareness through the tracking of finally having a conversation about activity, sleep, diet and biometrics, it’s also a the sustainability of our public health behavioural change solution. Working with systems. It must be a continuing priority health coaches, our team members are able WE MUST for civic leaders, medical communities to set goals for sustainable micro-behaviours ENCOURAGE ALL and businesses alike to strive for a to reduce the risk of developing illness, healthier Canada and, in turn, maintain improve their well-being and performance.

CANADIANS TO a full-access, high-quality health system.

In as little as 12 weeks, we were able to see TAKE ACTION AND We must make a healthier nation our a reduced number of people who were at REDUCE THEIR competitive advantage. diabetic and at cardio-metabolic risk. These We are familiar with our “fast results were achieved thanks to increased DISEASE RISKS food” culture: speedy service, instant activities, such as eating healthier and

BY EMBRACING gratification and, occasionally, good sleeping more—key variables that reduce value. More than ever today, health the risk of chronic disease.

HABITS TO IMPROVE consumers are expecting the same.

We are at a crossroad of how to view the THEIR HEALTH AND There is a proliferation of walk-in clinics management of chronic illness. More than WELLNESS. and an increasing use of emergency ever, researchers acknowledge that while departments for non-urgent problems. there may be genetic predispositions to Many people expect to consume our risk for developing disease, it is not our medical services in the same way they fate. At least 50 per cent (and some argue consume fast food. Direct-to-consumer pharmaceutical as high as 80 per cent) of chronic diseases are determined advertising feeds a health culture of symptom relief rather by our environment. Dr. Dean Ornish, physician to President than getting to the root cause of the problem, potentially Clinton, says, “I think it is a very empowering message to camouflaging a more serious underlying situation. This say that our genes are not our fate. If you’re genetically allows disease processes to persist, with potentially unlucky, it probably means that you need to make bigger disastrous long-term outcomes. changes than someone else, but if you’re willing to do that Preventative medicine should be considered a solution then it can make a really big difference.” for reducing chronic disease trends. We must encourage It’s time to build a healthcare system that places patients all Canadians to take action and reduce their disease at the centre of the ecosystem by democratizing their health risks by embracing habits to improve their health and information. This means enabling the health consumer wellness. Businesses—both for their employees and their to access all their health and medical data anytime, clients—must step up to support the healthcare system with anywhere and be able to share it with anyone they wish. All innovative, technology-driven solutions. organizations have an important role to play in supporting For example, TELUS is committed to being part of technology-driven wellness programs, both for their the healthcare solution and is now the largest health IT employees and clients. This will empower Canadians to be Company in Canada. To this day, TELUS has invested more self-aware and begin taking steps toward wellness through than $1.6 billion dollars in patient-centric information the prevention of disease and not just its remediation. technology innovations; hired more than 1,700 health innovators, including more than 100 physicians, nurses

“

“

DR. ELAINE CHIN is the Chief Wellness Officer at TELUS.

HEALTH - SUMMER 2016 - THE OPINION 8

TAKING CARE OF BUSINESS

BY CALIN ROVINESCU

I

n order to truly innovate, leaders must think about the long-term vision and strategy for the corporation, what are the obstacles (short-term and long-term) in realizing that vision and finally how do we get everyone in the organization to focus on the goal and execute it in their areas.

With globalization, expanding trade zones and lengthening supply chains, success in business depends even more on maintaining personal connections across long distances.

As a result, the demand for business travel continues to grow and the needs of business travellers continue to evolve.

Last spring, a study by the Global Business Travel Association found $23.5 billion—or 1.5 per cent of the country’s GDP—was spent on all types of business travel in Canada in 2013. It also showed that spending has since grown, with projections that it will rise 5.3 per cent in 2015. This makes business travel an extremely important and growing market segment for

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Canada in general and for Air Canada in particular.

As a result, Air Canada has made serving business travellers a core objective. We are putting our money (and energy) where our mouth is through various initiatives, including the following: the highly interconnected global network and the powerful hubs that we are building for more efficient travel to get you to your destination; Air Canada’s state-of-the-art International Business Class lie-flat seats to arrive at a destination rested and ready to make decisions and our new Maple Leaf Lounges in airports to use that time in the airports to recharge or catch-up on work; our partnership with renowned chef David Hawksworth to develop unique meals for our lounges and International Business Class; the installation of inflight Wi-Fi and leading inflight entertainment content; and countless details, such as on-board espresso machines and apps for smart watches.

Guiding our efforts are the twin demands of saving time and increasing convenience. This is reflected with our key international routes such as Toronto-Tokyo-Haneda and Vancouver-Delhi. Our route between Toronto and Tokyo-Haneda is the shortest route connecting customers from Tokyo to the north eastern region of North America, while our soon to be launched Vancouver-Delhi non-stop service will

offer the fastest elapsed flying time from Vancouver, Calgary, Edmonton, Seattle, Portland and Los Angeles to Delhi. The customer experience is also enhanced in our ever-growing suite of mobile and online tools, so customers can manage their travel on the go and also in our work with regulators to streamline security, customs and immigration formalities in airports for our frequent travellers.

With scheduled passenger service directly to 64 airports in Canada, 55 in the United States and 87 in Europe, the Middle East, Africa, Asia, Australia, the Caribbean, Mexico, Central America and South America and streamlining the connection process at our Canadian hubs, frequent business travellers can find more time on the ground to build business relationships, in-person to engage, rather than merely digitally connect.

The annual Ipsos Reid Canadian business travel study rated Air Canada the preferred carrier of 86 per cent of Canadian frequent business travellers, which is up significantly over the last five years. However, we know that we must—and will—continue to innovate to remain a global leader among airlines focusing on business traffic.

Excerpt from CALIN ROVINESCU, President and Chief Executive Officer of Air Canada.

HOW TO FIND THE TIME TO GET

Back on Track Health WITH YOUR

BY MARIEKE NASSARA

Finding a work-life balance is critical for long-term success in both areas. When we become very busy, taking care of ourselves takes a backseat to timelines, schedules and meetings. Then we wonder how we got sick or out of shape, when our diets aren’t that bad.

The glorification of a busy status gives us excuses to eat whatever meal option is available, forgetting the balanced life choices that we made in the past when we “had more time.”

Finding the time to include heathy choices into your daily life is as easy as PDGS: preparation and pre-planning, determination, goals and self-love.

PREPARATION AND PRE-PLANNING Pre-planning your weeks ahead of time to incorporate small daily changes and gradually increasing those changes over time, is the biggest indicator for long-term success. Here is an idea of how planning ahead of time can change up your week: 1. Make meal plans and stick to them. When you buy your groceries, buy only what can be made ahead of time and pre-package your lunches a week or night ahead.

2. Making a few large meals at a time can cut down on the daily meal prep.

3. Consider healthy meal delivery. Some organic food delivery services such as Fresh City Farms in Toronto and Nourish in Vancouver provide ready-made meals delivered right to your front door.

4. When eating out or on business lunches, look at the menu ahead of time to decide which meal option is healthiest.

This prepares your brain for a healthier meal than if you were to order in a rush.

DETERMINATION With determination, you can succeed at achieving and maintaining a healthy lifestyle. After the first ten times of turning down those tempting offers of sweet treats, runs to McDonalds or the office snack free-for-all, you will find it so much easier to say no after that. After a little while, your body gets used to less sugar, preservatives and junk in general and starts developing a distaste for those unhealthy choices. Be proud of what you are doing and tell as many people as you can. The more people that know your goals and see that you are determined and proud of what you are doing, the more support you will have.

GOALS When we accomplish a goal, there’s a rush of endorphins.

Every time a goal is achieved, we crave the next rush. Humans are naturally competitive and goal-driven; all it takes is the initial act of setting the goals for yourself. Start with simple goals, such as switching to several herbal teas a day instead

of coffee. Then ramp up the goals to something like buying a step-tracking device and committing to 10,000 steps a day.

Create a chart that sets a new goal each week and check them off once accomplished. Instead of rewarding yourself with treats or “cheat days,” try ones that will satisfy your soul: • Try a new class for something you’ve always wanted to learn.

• Treat yourself to a facial or mani/pedi.

• Buy that recipe book you’ve been eyeing for ages.

• Save up and book a trip.

• Set a healthy lunch date with a friend or family member (people with healthy social lives live the longest).

SELF-LOVE Self-love is often overlooked because many see it as a given, something that naturally comes along with eating healthier and working out. But I would consider it the most important step to keeping on track. The truth is, real self-love takes hard work. It means at least a few things: • Putting an end to negative self-talk.

• Embracing your body and everything you love about it.

• Ignoring the “ideal” bodies and lives that traditional and social have laid out as the norm—we’re all so different and that is what’s beautiful.

• Finding your own true happiness, whatever that may be.

Sound easy? It’s absolutely not. It will take constant effort, your entire life, but I can promise you it’s absolutely worth it.

MARIEKE NASSARA is a certified nutritional practitioner (CNP) and owner of Green Bean Wellness and Tusk & Fin.

HEALTH - SUMMER 2016 - THE OPINION 10

THE RECRUITER’S GUIDE TO STAYING MOTIVATED IN YOUR CAREER

BY VICTORIA SPADACCINI

Recruiters are undoubtedly some of the most resilient and motivated people in the working world. Their job, in simple terms, is to help companies source and hire the most qualified candidates—a never ending rollercoaster of wins, losses, and setbacks.

As I write comfortably from my two-screen desktop surrounded by the larger-than-life world of PageGroup recruiters, their plot twist becomes clear: their selling product (people) are unpredictable. While some days end with happily hired candidates, thank you letters, champagne bottles and exceeded monthly targets, others bring monthone resignations, unhappy clients and unfilled job slots. In spite of these setbacks, the recruiters stay hyper-focused and even grow into influential positions as business leaders.

After reaching out to hundreds of recruiters across my business, here is what they shared on how they stay motivated—and how you can too.

KEEP A FOLDER OF ALL YOUR “WINS” Create your own personal portfolio of success that you update throughout your career.

Refer to it whenever you want an energy or confidence boost— you’ve accomplished more than you often recall. Remember why you started in the first place and know that your company hired you because they believed in you and still do. This folder is your proof that you are completely capable of success; you wouldn’t be where you are today if you weren’t.

Keep the momentum going!

REMEMBER WHAT YOU WON’T HAVE IF YOU DON’T TRY What is the goal you are moving toward? Closing a big business deal? Getting a promotion? Finding more interesting work? Imagining how gratified you’ll feel is in itself very motivating. But if you don’t take the necessary steps toward your goal, then what will you be left with?

What will you be lacking? Explore this in depth and use it to inspire your progress. You don’t want to stay in the same place—or, even worse—regress. The only cure for inaction is action.

BREAK DOWN YOUR BIG GOALS INTO SMALL STEPS Once you identify your long-term goal, the next step is to zoom in and write down the specific actions you must take to get there. Having realistic goals that you can commit 11 CANADA | WXNETWORK.COM

yourself to will make the bigger picture seem less daunting and help you keep track of where you are in the process.

Small wins add up to big ones!

SURROUND YOURSELF WITH POSITIVE, ENCOURAGING PEOPLE AND CONTENT Neuroplasticity proves that your mind is extremely malleable, reorganizing itself by forming new neural pathways to adapt as needed. In other words, you can teach your old brain new tricks. As you receive messages on a daily basis, your mind begins to own the same mode of thinking. So skip the fear-inducing news and negative people and subscribe to more uplifting channels. Sign up for a daily email that sends you motivational material first thing in the morning. Work with people who are on the same mission as you. Your environment is a huge part of setting yourself up for success, so create one that inspires you.

EMPOWER YOURSELF BY MAKING EXERCISE A TOP PRIORITY Mental and physical fitness go hand-inhand. Part of motivation is endurance, which you develop as your body experiences stamina breakthroughs at the gym, dancing or whatever medium works for you. If you work with people, then you have to deal with a great deal of emotions (that aren’t necessarily your own).

Allowing yourself an outlet to release those will help you stay sane.

UNDERSTAND WHAT IS AND IS NOT IN YOUR CONTROL All you can do is what’s within your power.

When faced with a problem or difficult situation, ask yourself: Have I done everything I possibly can to make this work? What external factors have shaped this outcome and what is within my locus of control to make it better? In the professional world and the world-at-large, you should always be adding value in some form. You are uniquely talented, uniquely persuasive and uniquely able to provide something important. If you are truly doing your best, then the rest will unfold naturally.

VICTORIA SPADACCINI is the Content and Communication Executive for Michael Page in North America. When she’s not immersed in creating inspirational content, she is singing silly love songs at open mics, performing bad improv comedy, travelling the world and talking to amazing people about how they find true meaning in their lives.

Email her at Vspadaccini@MichaelPage.us.com or find her on LinkedIn!

Mind over matter

HOW EMPLOYERS CAN CREATE A PSYCHOLOGICALLY HEALTHY WORKPLACE

BY DR. GINA DI GIULIO

Mental health is a critical component of overall wellness.

As a clinical psychologist with an interest in individual and organizational psychology, I often help people and teams work on their communication and relationship building skills in this area.

In Canada, over 50 per cent of employee absences are due to a depression, anxiety and/or the health impact of workplace stress. Every day, 500,000 Canadians will miss work because of a mental health related issue. The economic burden of mental illness is a staggering $51-billion. Much of this cost can be avoided by ensuring a psychologicallyhealthy workplace. So what can employers, managers and leaders do? Here are a few guidelines.

KNOW THE EARLY SIGNS Learn how to detect the early warning signs of workplace stress, which can include an increase in casual or unexplained absences, arriving to work late or leaving early, interpersonal difficulties with co-workers, poor quality work, more accident prone, decreased productivity, unusual displays of emotion, overreactions or mood swings, and withdrawing from others.

DEVELOP POLICIES AND PROCEDURES Promote existing sources of support within your organization that employees may not be aware of. If an employee is exhibiting signs of anxiety, depression or burnout, choose a supportive person who is comfortable initiating a conversation in the right context, from a place of concern. The Canadian Mental Health Association recommends using the free resources available at WorkplaceStrategiesforMentalHealth.com.

EDUCATE EMPLOYEES TO ADDRESS STRESSORS These can be new offerings such as workshops or information sessions, or can be embedded within existing educational training programs. Raising awareness of workplace stress also fosters a sense of organizational care and acceptance, a proactive stress reduction strategy.

valuable or valued by the employer. Find ways of explicitly recognizing the value of employees’ contributions to your organization. Learn effective team techniques to manage, build and recognize resiliency.

RELATIONSHIPS THRIVE WITH CLEAR ROLES AND RESPONSIBILITIES Encourage active participation and decision making, clearly define employees’ roles and responsibilities and ensure that their workload is congruent with their capabilities and resources.

RESOURCES FOR HEALTH AND WELLNESS CHAMPIONS Two excellent sources of information are the Canadian Mental Health Association and the Mental Health Commission of Canada, which created the National Standard of Canada for Psychological Health and Safety in the Workplace.

PREVENTIVE HEALTH PROGRAMMING IS A WISE BUSINESS STRATEGY Employers and their leaders play a critical role in enhancing the quality of employees’ working life, their health and well-being. Preventive health programs can help prevent absenteeism, increase productivity, reduce costs and increase employee satisfaction and engagement across all levels of the organization.

GINA DI GIULIO, PhD, C. Psych, LLM, is the Clinical Psychologist and Director of Psychology at Medcan. In her clinical practice, she sees clients for a wide range of conditions. She is frequently consulted on corporate wellness programs.

PRACTICE TWO-WAY COMMUNICATION A 2008 Canadian Medical Association study found that only 23 per cent of Canadians would feel comfortable talking to their employer about a mental health related issue.

Two-way communication fosters a culture of openness so that employees feel comfortable speaking to their leaders and are not afraid of being judged, damaging their reputation or jeopardizing their chances for future career advancement. Managers and leaders can receive coaching on communication strategies to help build more effective relationships.

REWARD GOOD PERFORMANCE AND ENCOURAGE RESILIENCY Workplace stress can be needlessly created when employees don’t feel like their work is

Photo Credit: Mental Health Commission of Canada HEALTH - SUMMER 2016 - THE OPINION 12

TIME FOR A CHECK-UP:

7 Healthy Habits

BY ROSE REISMAN

I

n our daily lives, there are many ways we evaluate how well things are going—from performance reviews at work, our children’s report cards or the number on the bathroom scale. But how often do we step back to check in on how we’re really doing, both physically and emotionally?

Many of us take our health for granted until a problem arises. My philosophy is to always try to prevent disease rather than just treat it. Good daily habits help keep us in touch with any changes in our health that we have to pay attention to. Our well-being deserves the same amount of attention and dedication that we put towards work and family. After all, without our health, these parts of our lives will suffer.

So, it’s time for a check-up: Are you in a rut or do you have a healthy routine? Check out these areas to see how you’re measuring up.

1. DON’T SKIP MEALS With busy lives, meal time can easily escape us. If you’re skipping breakfast or lunch because of a jam-packed schedule, don’t expect to drop pounds or have the energy and focus you need to successfully fulfill your day. Studies have found that cutting breakfast increases your likelihood of obesity by four and a half times. When you skip meals, you slow down your metabolism, and your body starts to store fat. Also, when you’re starving and you finally go to eat, you’re more likely to eat excessively.

Eating healthy is not a lot of work. Plan simple meals in advance, which should include a lean protein, whole grains, fruits or vegetables and lower-fat dairy. Snacking is key to keep your blood sugar levels and energy high. Keep snacks on hand for a quick refuel—nuts and seeds, yogurt and berries, even cheese and whole wheat crackers.

2. SLOW DOWN WHEN YOU CHOW DOWN If you do manage to grab a meal, are you eating it as quickly as possible? Not a good solution. We’ve heard it since we were kids: it takes time for our brain to register that our stomach is full. In fact, it takes about 20 minutes, meaning you can cram in a lot of extra food before you realize that you’re stuffed. Mindless eating, such as eating in front of the television, is also an issue when it comes to gaining weight.

Slow down and be mindful of what and where you’re eating.

Eating should be your focus at meal time.

3. PETITE PLATE SIZE Many of us don’t actually know what a proper portion size is, making it easy to overeat. If your go-to serving size is a full plate, you could be packing on unnecessary pounds. It sounds too simple, but by picking a smaller plate, we eat

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less. The perfect plate will have 50 per cent vegetables, 25 per cent whole grains and 25 per cent lean protein.

4. TAKE “TAKEOUT” OUT OF YOUR DIET If late hours at the office and constant car pools have you reaching for takeout several nights a week, you’re most likely adding pounds to yourself and your family. Restaurant and fast food establishments can vary in the quality of food, not to mention excess fat, salt and sugar for taste.

Also, it’s important to get kids eating healthy at a young age—obese children turn into obese adults. Get the whole family involved in meal planning and prep for the week so you have pre-made, homemade meals on hand that you can easily reheat during the week.

5. DON’T DRINK YOUR CALORIES Put aside those fresh fruit juices, coffee concoctions and smoothies, which are often nothing more than liquid calories.

Stick to eating your fruits and veggies for the most nutrients.

Go for H20 as a daily rule. Drinking water helps to maintain weight and aid in proper kidney function.

6. CATCHING Z’S Have you gotten used to burning the midnight oil during the week or sleeping until noon on the weekends? Neither do you any favours! Getting the right amount of sleep is important for brain function, maintaining weight and preventing disease. An ongoing lack of sleep is linked to an increased risk of many diseases and issues, including high blood pressure, stroke, diabetes and heart disease. Both lack of sleep (less than five hours) and oversleeping (more than eight hours) can lead to weight gain. In fact, if you’re getting less than five hours of sleep, you’re putting on two and a half times more belly fat.

7. UNPLUG Whether it’s from our work email or always checking Twitter, we can’t constantly be connected. Too much screen time affects our sleep. Set boundaries around work. Some jobs do require constant availability, but make sure you have set time for yourself. Sometimes we create more work for ourselves. When responding after hours, always ask, “Is this important?” Time away is not only good for your mental health but will recharge you physically, mentally and creatively—your friends and family will thank you. Being present is important.

ROSE REISMAN is the President of The Art of Living Well and a 2010 Top 100 Award Winner.

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MAKES 4 SERVINGS 4 boneless skinless chicken breasts (about 1½ lb) 3 Tbsp all-purpose flour 2 tsp vegetable oil Salsa 1 cup chopped plum tomatoes ½ cup diced avocado 3 Tbsp chopped fresh cilantro 1 Tbsp olive oil 2 tsp fresh lemon juice 1 tsp minced garlic ½ tsp liquid honey ½ tsp hot sauce pinch of salt and pepper

1. Between two sheets of waxed paper, pound the chicken breasts to an even ½-inch (1 cm) thickness. Dust the chicken with flour. In a non-stick skillet sprayed with cooking spray, heat the oil over medium-high heat.

Cook the chicken for 5 to 8 minutes, turning once, or until cooked through. Place on a serving dish.

2. To make the salsa: In a bowl, stir together the tomatoes, avocado, cilantro, oil, lemon juice, garlic, honey, hot sauce and salt and pepper.

3. Spoon the salsa over the chicken before serving.

Preparation time 15 minutes Cooking time 5 to 8 minutes Make ahead: Prepare the salsa a few hours in advance. Cook the chicken right before serving.

Source: The Best of Rose Reisman (Whitecap Books) by Rose Reisman / Photo: Mike McColl, from The BestHEALTH of Rose-Reisman SUMMER(Whitecap 2016 - THEBooks) OPINION 14

HOW TO SHRINK MONEY STRESS

BY ADRIENNE GLIGORIC

W

e often hear that the key to being emotionally and physically healthy, is to achieve a work/life balance.

As a full-time working mother of two, who feels being physically active is an important factor of overall happiness, I roll my eyes at the term work/life balance.

I don’t believe there is such a thing as an even balance. My goal is to “get as much of the important stuff done as possible without snapping.”

However, I am a firm believer that minimizing stress will help you feel in a more balanced state. We all experience stress. If you have no way to reduce that stress, you better be able to navigate through it effectively.

We all know that money is at the top of most people’s list for what causes them stress. Unlike work and life, money and portfolios can be balanced.

Here are some tips from Raymond James Financial Advisors on how to reduce some of the money stresses in your life:

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SHED YOUR DEBT In working as a financial advisor with successful women for more than 20 years, I’ve found that excess debt can be the number one stressor. In a poll of people going through divorce, 97 per cent of the respondents said that money was the primary issue.* If debt servicing is taking much of your disposable income, it can leave you financially vulnerable to life transitions—expecting a child, job loss, separation or health issues.

The only reasonable personal debt is a mortgage or car loan. If you are carrying a line of credit or credit card debt used for personal consumption, then you have spent tomorrow’s income. Focus on paying these down as soon as possible, then transition to paying the balance off every month—do not carry a balance forward. Getting debt under control and aggressively paying it down better positions you with more disposable income to provide an education for your children, have an emergency fund or to build a comfortable retirement nest egg.

Jackie Ramler Portfolio Manager, Barrie Office RAMP UP YOUR TRAINING Work with a financial advisor to develop your financial plan. This is like hiring a personal trainer for your finances. You will be put through your paces, gathering up all your financial documents and getting them organized—a brilliant starting point to understanding your financial big picture. From there, your situation can be assessed. At the end of the process, you will have a roadmap to follow and clarity around the actions you need to take to achieve your goals. So many people leave

this to chance and the unknown is a big part of stress.

Bernardine Perreira Financial Advisor, Front Street Toronto office PREPARE FOR FUTURE CHANGES We spend weeks and months, even years fussing about investment returns on our portfolios. They are important; it’s the gas in your car. But you don’t start the trip without knowing where you’re going.

It’s important to talk about the impact planning can have on your financial future and how to help those plans survive the inevitable transitions that occur in our lives.

I do a lot of work with women whose lives are at a transition point. A lot of the time, there is no roadmap, so during transition times, we flail about and are likely to make mistakes. If you’ve read my ebook, you’ll know avoiding mistakes is one of the keys to financial success.

How do you avoid mistakes? You need a financial advisor that gets you and where you’re going. When transitions occur, they are well equipped to guide you. Get a plan, get it down on paper and talk about it at least once a year with your advisor.

Judy Poole Financial Advisor, Penticton office *Divorce Choices Inc. poll, from 2009–2014, with over 1600 respondents.

ADRIENNE GLIGORIC is Vice President, Strategic Initiatives and Head of the Network for Women Advisors at Raymond James Ltd.

THE

BY MAILI WONG

How do you make financial plans when you find yourself between taking care of elderly parents and children who haven’t flown the nest?

According to Statistics Canada, one in three Canadians between the ages of 45 and 64 has children under 25 living with them. Of these, about 27 per cent also provide some form of elderly care for their parents. These Canadians are sandwiched between generations, giving them the title the “Sandwich Generation.”

When her 80-year-old Dad was released from the hospital after a severe bout of pneumonia and couldn’t remember who she was, Barbara knew he was no longer safe living on his own. He needed care, and she needed answers: • • • • •

Sandwich GENERATION

I think my dad should move into a retirement residence.

What do I do next and who should I ask?

What will the government pay for and will my dad qualify?

Can we afford the type of housing and care that I want my dad to have?

What’s the difference between independent retirement living and other types of senior housing options?

What can I do now so I can maintain control and independence when I reach his age?

Barbara found herself sandwiched between coordinating care solutions for her aging father and financially assisting her adult children, while contemplating her own longevity and retirement plan.

In my practice as a Portfolio Manager and Financial Advisor to both women and men who find themselves in this Sandwich Generation, I make it part of my process to proactively ask questions to get them thinking about this next stage of life so that together, we can help build a roadmap that incorporates both a financial plan and suitable investment plan to help them prepare for, and maintain, a high quality of life.

Oftentimes, as it was for Barbara, the main purpose of this process and building these plans is to give clients peace of mind and confidence that they will maximize control over their choices.

While juggling priorities in the Sandwich Generation can be challenging, consider “meaty” solutions now instead of leaving “holes” in your situation, like Swiss cheese. I often recommend taking the following proactive steps: 1. BUILD A CIRCLE OF TRUST AROUND YOU EARLY ON. Identify and approach people you know and trust to have your best interests in mind, so they become part of your “Jedi Council” to advise and support you when making difficult decisions. These people should not be afraid to disagree with you, as diversity of thought supports a constant state of evolution and will help you achieve more resilient solutions.

According to the Canadian Institute for Health Information (CIHI), the average Canadian spends the last decade of his or her life suffering from some form of chronic disease. Ensuring your Circle of Trust is in place now will give you peace of mind that you will be taken care of, should you be in a situation where you are no longer capable of making these choices for yourself (i.e. mental or cognitive decline).

2. CREATE FINANCIAL SAFETY NETS. Consider living benefits insurance, like critical illness insurance, that pay you a cash lump sum, tax-free, if you suffer from a covered illness (i.e. heart attack, cancer or stroke). Long-term care insurance can also provide an important safety net by providing regular cash flow to pay for assistance with essential activities and can reduce anxiety about outliving your capital. This type of coverage can act like a “forced savings plan.”

3. PREPARE A WELLNESS AND FINANCIAL CARE BINDER. Where do you keep your important records like information on Powers of Attorney, will, life insurance contracts, medication and emergency contact information? Is it easily accessible should you or your loved ones need it? Chances are you’re like many Canadians and you have it—somewhere. Consider preparing a wellness and financial care binder that simply holds your important personal information and contacts in one place. This can prove ideal for those in your circle of trust who need to step in and help when you need it most.

I discuss each of these ideas more fully in my new bestselling book, Smart Risk: Invest Like the Wealthy to Achieve a WorkOptional Life, available on Amazon.ca, at Costco and local bookstores throughout B.C. Learn more at www.smartriskinvesting.com.

MAILI WONG, CFA, is a #1 bestselling author, a leading Canadian investment advisor and licensed portfolio manager whose fresh, modern approach to investing for her high-net-worth clients sets her apart from others in her field. Her first book, Smart Risk, shares her personal story of resilience as well as lessons learned and secrets gleaned in her 15 years of international investing experience.

This information, including any opinion, is based on various sources believed to be reliable, but its accuracy cannot be guaranteed and is subject to change. CIBC and CIBC World Markets Inc., their affiliates, directors, officers and employees may buy, sell, or hold a position in securities of a company mentioned herein, its affiliates or subsidiaries, and may also perform financial advisory services, investment banking or other services for, or have lending or other credit relationships with the same.

CIBC World Markets Inc. and its representatives will receive sales commissions and/ or a spread between bid and ask prices if you purchase, sell or hold the securities referred to above. © CIBC World Markets Inc. 2016. If you are currently a CIBC Wood Gundy client, please contact your Investment Advisor.

Clients are advised to seek advice regarding their particular circumstances from their personal tax and legal advisors.

HEALTH - SUMMER 2016 - THE OPINION 16

GOVERNANCE EDUCATION PROGRAM

Congratulations to our inaugural class for completing the FELLOW IN BOARD GOVERNANCE CERTIFICATION

CHARLES BOIS

Par tner MILLER THOMSON

PETRA KURET

Managing Director ACCENTURE

JEANNETTE BRIGGS

Director, Settlements Corporate Ser vices INDEPENDENT ELECTRICITY SYSTEM OPERATOR

ANGELA LOUIE

Director, Accounting & Administration VANCOUVER FRASER PORT AUTHORITY

DR. LOIS NAHIRNEY

President and CEO DNA POWER INC, AND SKINDNA CANADA INC.

ROSE M. CAMPBELL

Labour Relations Advisor CANADA REVENUE AGENCY

CAROLE MALO

Principal STRATFORD VENTURES

VERED KAMINKER

Managing Director ACCENTURE

FARAH MOHAMED

CEO G(irls)20

BELLE KAURA

Vice-President Legal and Chief Compliance Officer THIRD EYE CAPITOL

DR. JANET MORISSION

Vice-Provost, Students YORK UNIVERSITY

LORI SPADORCIA

Vice-President, Communications and Par tnerships

CENTRE FOR ADDICTION AND MENTAL HEALTH (CAMH)

CHARLENE PRESS

Global Program Director, Hire to Retire NESTLÉ, S.A. VEVEY, SWITZERLAND

HELEN RICE

Councillor City of Grande Prairie ALBERTA URBAN MUNICIPALITIES ASOCIATION

DAVE RICHARDSON

Vice President, Integrated Solutions Deliver y TELUS COMMUNICATIONS

JANE SHACKELL

Par tner MILLER THOMSON LLP

WANT YOUR SEAT AT THE TABLE? The Get on Board Governance Education Program prepares you for the boardrooms of tomorrow.

Offered in two levels, our programs are tailored to your leadership and board experience.

To learn more, including upcoming fall dates, visit boarddiversity.ca or contact rsvp@boarddiversity.ca.

Co-Presenting partners

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Level I CO-PRESENTING PARTNER

Level II PRESENTING PARTNER

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THE RECIPE FOR A HEALTHY BOARD

BY LORI BROTHERTON

W

hen I was elected to the Board of Directors for a small charitable organization, I was elated. The organization was focused on social services with a particular emphasis on youth and education. Given my involvement as a volunteer, I looked forward to being involved in an advisory capacity and shaping our direction for the future.

But then I realized there was so much to learn. Boardroom dynamics are crucial, having a direct impact on how boards can effectively meet the needs of its membership and shareholders.

My first experience as a board director positively contributed to my personal and professional growth. And now, as part of my role with the Canadian Board Diversity Council (CBDC), I can use this experience to help develop prospective directors through governance education.

This education goes beyond the traditional governance education syllabus to include topics on boardroom culture.

Here are the top three learnings you need to get board-ready.

COURAGE TO ASK TOUGH QUESTIONS An effective director needs to be able to tackle complex issues and work with fellow directors in order to make decisions. Sometimes this means going against the status quo and having the willingness to ask tough questions and dig into challenging conversations.

According to a recent article in Strategy + Business magazine called “The Mindful Board,” this is known as fearless engagement. It’s the ability for directors to articulate their perspectives with honesty and deliberation, even when it may be unpopular. Great ideas can emerge when you are willing to disrupt the status quo.

HEALTHY DEBATE Having the courage to ask tough questions will ultimately lead to some form of debate. A distinguishing feature of a good governance approach is fostering an environment where constructive debate can occur. Healthy debate is about being an active listener and understanding the goal is to find the best solution to meet the needs of an organization. As a director, it means valuing the opinions and input of every contributor and recognizing that you will not always agree. In her seminal book, Culture of Inquiry: Healthy Debate in the Boardroom, Nancy Axelrod probes deeply into the issue of what healthy debate is and its impact in the boardroom. At its core, healthy debate allows a group of directors to make collective decisions for the good of an organization and, once these decisions

are made, ensures they are supported by the whole board.

COMMITMENT TO DIVERSITY Diversity in the boardroom stimulates enriching dialogue. Directors with diverse experiences and backgrounds will look at the same idea in different ways. A critical examination of ideas is necessary in order to counter groupthink.

Diversity ensures that new and different ideas are brought to the table and that organizations are more adaptable to an ever-changing landscape. The work of the CBDC has been critical in advancing the dialogue surrounding boardroom diversity.

One way to build board diversity and enhance good governance practices is to educate more professionals across all fields on board governance. Director development training programs, such as Get on Board, provide affordable governance education, that include practical tools to create healthy boards.

Whether an aspiring or experienced director, the training provides participants with a foundation in good governance.

Participants complete the program with practical strategies on how to identify and introduce healthy boardroom dynamics. Directors will be prepared for the boardrooms of tomorrow—before they take that seat at the table.

LORI BROTHERTON is the Manager of Governance Education at the Canadian Board Diversity Council (CBDC).

HEALTH - SUMMER 2016 - THE OPINION 18

Summer R&R

Read and relax this summer! Whether you want to pick up some tips from successful women in their fields or escape into a gripping fictional world, we’ve collected some of our favourite new releases that should be on your list for the warmer days ahead.

STARTLE & ILLUMINATE: CAROL SHIELDS ON WRITING by Carol Shields (Author), Anne Giardini & Nicholas Giardini (Editors) Throughout her career, Pulitzer Prizewinning author Carol Shields (The Stone Diaries, The Republic of Love) encouraged friends, family and students to hone their writing craft. Her legacy touched many people, including her daughter Anne Giardini—Top 100 Award Winner and Chancellor of Simon Fraser University. A writer herself, Giardini weaves together her mother’s poetic and practical advice with the help of her son, Nicholas Giardini, to answer questions about why we read and why we write. Whether you’re a writer, aspiring writer or a fan of great Canadian authors like Carol Shields, this book promises to both startle and illuminate with an inside look at a master of her craft.

THE IDEA OF CANADA by David Johnson Governor General David Johnston explores the moments, virtues, habits and decisions that make Canada unique on the world stage. Johnston writes his thoughts on the formation and growth of our nation through a series of letters written to characters both living and dead, such as astronaut Chris Hadfield, Olympian Clara Hughes and a 10-year-old Inuit boy who asked him once, “Who are you, anyway?”

Covering many different topics, Johnston pulls from his five-decade experience of writing several letters each morning before going about the day.

From a man who dedicated his life to the service of his country, this book dives into the complex, profound and delicate identity of Canada.

LAB GIRL BY HOPE JAHREN A debut memoir from acclaimed scientist Hope Jahren, Lab Girl is a book about work, love, and the mountains that can be moved when those two things come together. Jahren was recently named one of TIME magazine’s 100 Most Influential People for being a leader in her field, as well as outspoken about the need to protect plant life and gender dynamics in academic sciences. Simultaneously writing about botany and her life as a scientist, she weaves together stories of her childhood in rural Minnesota, her journey into science as both a passion and a career, and the lessons plant life revealed about her own life.

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BET ON ME by Annette Verschuren From Top 100 Award Winner and recent Speaker Series keynote, Bet on Me follows Annette Verschuren’s journey from Cape Breton farm girl to leading Home Depot Canada.

Verschuren punctuates vivid stories with her philosophy of how to lead and succeed in today’s economy: tenacity, the willingness to embrace risk and an unwavering commitment to remain true to yourself. Through challenges and triumphs, Verschuren draws a clear connection between the early lessons she learned on the farm and the business leader she became. For her, success was never about becoming a leader but about trusting her instincts to step into who she already was.

STILL MINE by Amy Stuart What’s a summer reading list without a little fiction? In this psychological thriller, Clare is on the run—from her past, her husband and her secrets. She ends up in Blackmore, a remote mining town, asking questions about a local girl, Shayna, who disappeared. But, as it turns out, Clare isn’t the only one hiding something in this small town. To solve the mystery of Shayna’s vanishing, Clare has to stop running and confront the truth of what she left behind. From first-time Canadian novelist Amy Stuart, Still Mine is an instant bestseller that promises to keep you turning the page.

MARROW by Elizabeth Lesser “I wanted to explore why we forget who we are, and how we can remember,” writes Elizabeth Lesser in the memoir’s introduction. Her sister, Maggie, needs a bone marrow transplant. Elizabeth happens to be a perfect match. But the journey to save Maggie’s life goes beyond the biology, as both sisters decide to undergo a “soul marrow transplant”—digging through family history, deconstructing old assumptions and laying bare their true selves. An incredible look at how differently siblings experience childhoods that happen with the same parents, under the same roof, this book shows how these differences can drive us from one another but also pull us back together.

FOSTERING A DIVERSE WORKFORCE THROUGH MEASUREMENT

BY CLAUDIA THOMPSON

W

hen it comes to fostering a culture of diversity, it’s key to build trust with stakeholders by demonstrating transparency on where you are and where you want to go next. For the first time, Accenture publicly reported our Canadian statistics on workforce demographics. It’s our goal to improve these numbers with each passing year and create the most diverse workforce in Canada, which is currently at 4,000 employees from coast to coast.

Accenture’s growth depends on having the best people in the industry with the right skills, in the right place, at the right time to solve some of our clients’ most complex challenges. To do this, we need different skills, viewpoints and experiences—in short, we need diversity to deliver on our business objectives. We know that transparency builds trust, and the richness of diversity in our people makes for a stronger company—and one that is ever more innovative as a result.

Our commitment to diversity—in terms of gender, visible minorities, persons with disabilities, Aboriginal peoples and the LGBTQ community—must be reinforced far beyond our walls. Perhaps one of the greatest benefits that diversity has to offer is learning and growing from each other’s knowledge and experience, so I’m happy to share some of the ways we are working to meet our diversity goals: 1. DIVERSITY MUST COME FROM THE TOP DOWN. It’s critical that diversity initiatives are led from the very top, and that the leadership team itself is diverse. As of December 2015, 30.1 per cent of Canadian Accenture Leadership were women. Accenture’s framework to foster diversity includes performance objectives for the Canada Leadership Council related to inclusion and diversity.

This year, together with our Canadian President Bill Morris, I started Accenture’s Canadian Diversity Council to engage all leadership on our diversity goals. In this way, we know we can make a meaningful difference to our clients, employees and communities in which we live

and work. For example, our Women’s Steering Group provides proactive leadership and sponsorship, and our Office Diversity Advocates are a resource and liaison for program sponsorship, awareness and training in each of our locations across Canada.

2. DIVERSITY AS PART OF THE BUSINESS STRATEGY. Diversity must be on the leadership team agenda in a meaningful way and help drive the business strategy.

Our clients rely on us to provide diverse teams, to deliver the most innovative solutions to their most complex challenges—which is only possible if we have many different views and backgrounds upon which to draw. We offer training to executives to ensure that all decisions are free of unconscious bias, including staffing and recruitment. To ensure we are attracting top talent, our business strategy includes the objective to “Be Compelling to Senior Women.” A steering committee ensures the retention, integration, branding and support for our future and current women leaders at Accenture. Is it paying off? Absolutely. Of our new Managing Directors this year in Canada, 62 per cent were women.

3. FOSTER, TRAIN AND INGRAIN DIVERSITY ACROSS THE COMPANY. Diversity succeeds in a culture that promotes awareness and celebrates its many benefits. Each year, Accenture releases global research on International Women’s Day (IWD) to draw awareness to matters such as pay equity and advancing the roles of women in the workplace.

This year, our research found that digital fluency—the extent to which both men and women have embraced digital technologies to become more knowledgeable, connected and effective—is helping to close the gender gap for women in the workplace. It is always rewarding to see the many new connections made between clients, employees and members of the community in our IWD training and networking events. In fact, training is a highly-effective way to promote inclusion and diversity. We offer our employees customized inclusion and diversity programs, which includes a workshop on Leading a Diverse Workforce for our senior leaders.

We also have developed employee resource groups to help employees build their networks and engage within communities including women, aboriginal peoples, LGBTQ, persons with disabilities, military and men.

CLAUDIA THOMPSON is the Managing Director of Human Capital & Diversity and Canada Practice Lead for Health & Public Service at Accenture.

HEALTH - SUMMER 2016 - THE OPINION 20

THANK YOU TO OUR SPEAKER SERIES, WXNWISDOM AND TOP 1OO PARTNERS

THANK YOU TO OUR WXNWISDOM FACILITATORS

THANK YOU TO OUR CORPORATE MEMBERS

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A LETTER FROM OUR CEO Tôt le matin, je suis assise sur la terrasse de mon hôtel, qui surplombe le magnifique port de Victoria, en Colombie-Britannique. Il fait un soleil radieux, les voiliers se dirigent vers la haute mer et je vois des personnes qui profitent de la journée, comme si elles n’avaient aucune destination précise — elles courent, font du vélo, marchent avec leurs enfants ou leurs chiens.

Cela m’amène à penser au mot santé, un thème abordé récemment par le Réseau des femmes exécutives (WXN), plus particulièrement dans ce numéro de notre publication The Opinion.

Toutefois, je ne pense pas nécessairement au substantif lui-même, mais plutôt à la santé en tant qu’être.

La santé est un concept insaisissable. Il a beaucoup évolué depuis l’époque où nos ancêtres devaient d’abord penser à survivre plutôt qu’à bien se porter. La santé fait maintenant partie intégrante de nos vies et de notre psyché. Elle est là, à surveiller si nous prenons les bonnes décisions dans les parcours que nous suivons. Pour moi, elle exige constamment que je fasse des choix éclairés et équilibrés en matière de conditionnement physique, de nutrition et de gestion du stress, afin que je puisse être une meilleure fille, une meilleure tante, une meilleure sœur, une meilleure amie et une meilleure leader. Cela m’est apparu comme plus évident depuis que j’ai accepté un rôle de leadership au sein de WXN et du CCDA, en janvier. Il a été difficile pour moi de trouver ma place. La santé me pousse dans mes derniers retranchements presque chaque jour, et je sais que ma volonté est mise en péril. Je la sens qui me force à me ressaisir.

Je réponds à son appel parce que je sais qu’elle veut uniquement mon bien. Comme tout entrepreneur obsédé par l’atteinte de son but, je suis déterminée à réussir. Je fouille les archives de mon ordinateur et je retrouve un plan d’action que j’avais établi pour mes résolutions du Nouvel An 2012 et que j’avais intitulé « Tout avoir ».

Mon plan d’action pour vivre en santé s’appuie sur cinq piliers : les relations, la bonne forme physique, la nutrition, la spiritualité et les affaires.

J’ai renommé ce plan d’action 2016, et je me suis demandé — puis-je vraiment tout avoir?

Nous sommes des êtres inconstants, mais la santé peut percevoir nos motivations profondes

et elle nous donne l’occasion de nous améliorer tous les jours.

Voici les engagements que j’ai pris envers elle : • Je m’engage à me créer davantage de souvenirs avec ma famille et mes amis, et à leur dire à quel point je les apprécie et je les aime.

• Je m’engage à boire plus d’eau et à faire de l’exercice plus souvent, à m’offrir de 6 à 8 bonnes heures de sommeil toutes les nuits, à manger des repas bien équilibrés et à prendre mes vitamines.

• Je m’engage à prendre des temps d’arrêt consacrés à la réflexion, à faire des choses qui me rendent heureuse, à apprécier toutes les expériences, à comprendre la différence entre la progression et la perfection, à être reconnaissante et à prier davantage.

• Je m’engage à partager avec mes équipes les leçons que j’apprends, à créer une culture de confiance, de collaboration et d’apprentissage, et à m’amuser et à rire en le faisant!

J’ai signé un accord ferme avec moi-même et je me suis promis d’être une personne plus en santé et mieux équilibrée.

Le soleil se couche maintenant. La journée tire à sa fin. J’ai mangé un petit-déjeuner nutritif, j’ai fait une promenade sur le port, je me suis accordé quelques moments de détente avec une séance de soins du visage et j’ai écrit mes pensées dans mon journal personnel. C’est ma dernière soirée à Victoria, que je passe avec ma mère, mon frère et ma belle-sœur. Nous prenons notre temps en dégustant un Cabernet Sauvignon, en riant et en nous créant de très précieux souvenirs. Pour le dessert, j’opte pour une glace et j’en savoure chaque bouchée avec un sourire espiègle. Je relaxe et profite de ce moment mémorable — c’est pour moi l’occasion de prendre conscience de l’importance de la santé dans son ensemble. Ce sont les petits choix que nous faisons qui s’additionnent pour finir par faire une énorme différence. Ce ne fut qu’une journée. Mais tandis qu’elle s’achève, je prends conscience de ce que me réserve l’avenir parce que je sais que, aujourd’hui, j’ai fait un choix santé.

Sherri Stevens CEO, WXN

HEALTH - SUMMER 2016 - THE OPINION 22

AU SERVICE DES VOYAGEURS D’AFFAIRES PAR CALIN ROVINESCU

S

’ils veulent vraiment innover, les leaders doivent réfléchir à la vision et à la stratégie à long terme de la Société, aux obstacles (immédiats et futurs) qu’il faudra surmonter pour mener à bien cette vision, et à la façon d’amener tous les membres dans l’organisation à se concentrer sur l’objectif et à l’atteindre dans leurs domaines respectifs.

Avec la mondialisation, l’élargissement des zones commerciales et l’allongement des chaînes d’approvisionnement, la réussite en affaires dépend encore plus d’entretenir des contacts personnels sur de longues distances. C’est pourquoi la demande de voyages d’affaires ne cesse de croître et les besoins des voyageurs d’affaires continuent d’évoluer.

Selon une étude menée le printemps dernier par la Global Business Travel Association, 23,5 G$ — 1,5 % du PIB du pays — ont été dépensés pour des voyages d’affaires de tous genres au Canada en 2013.

L’étude a également montré que les dépenses ont augmenté depuis et devraient afficher une hausse de 5,3 % en 2015. Voilà pourquoi les voyages d’affaires représentent un segment 23 CANADA | WXNETWORK.COM

de marché extrêmement important et porteur pour le Canada en général et Air Canada en particulier.

La Société a donc fait du service aux voyageurs d’affaires un objectif fondamental. Nous investissons notre argent (et notre énergie) dans notre source de revenus au moyen de diverses initiatives, notamment le réseau mondial hautement interrelié et les puissantes plaques tournantes que nous bâtissons pour vous amener à destination plus efficacement; les fauteuils-lits ultramodernes de la Classe affaires internationale permettant d’arriver à destination frais et dispos, et d’attaque pour prendre des décisions ainsi que nos nouveaux salons Feuille d’érable donnant la possibilité d’utiliser le temps passé dans les aéroports pour refaire le plein d’énergie ou rattraper du travail; notre collaboration avec le célèbre chef David Hawksworth pour concevoir des repas uniques pour tous nos salons Feuille d’érable et la Classe affaires internationale; l’offre à bord du Wi-Fi et d’un contenu de divertissement sans pareil, et une foule de détails, comme les machines à espressos dans les avions et les applications pour montres intelligentes.

Les exigences en matière d’économies de temps et de commodité accrue guident nos efforts.

Cela se reflète dans nos principales liaisons internationales comme Toronto–Tokyo Haneda et Vancouver– Delhi. Notre vol entre Toronto et Tokyo Haneda est le plus court chemin pour se rendre de Tokyo au nord-est de l’Amérique du Nord, et notre service sans escale Vancouver–Delhi qui

sera lancé bientôt offrira les trajets les plus rapides sur Delhi au départ de Vancouver, Calgary, Edmonton, Portland, Seattle et Los Angeles. Notre gamme grandissante d’outils mobiles et en ligne, de même que le travail que nous accomplissons auprès des organismes de réglementation afin de simplifier les formalités de sûreté, de douanes et d’immigration auxquelles nos voyageurs assidus sont soumis à l’aéroport, contribuent à améliorer l’expérience des clients, qui peuvent gérer leurs voyages où qu’ils soient.

Nous offrons des vols réguliers directs pour 64 destinations au Canada, 55 aux États-Unis et 87 en Europe, au Moyen-Orient, en Afrique, en Asie, en Australie, dans les Antilles, au Mexique, en Amérique centrale et en Amérique du Sud, en plus de simplifier les correspondances dans nos plaques tournantes canadiennes, ce qui laisse aux voyageurs d’affaires assidus plus de temps au sol pour établir des relations professionnelles en personne, plutôt que de simples contacts virtuels.

Selon l’étude annuelle d’Ipsos Reid sur les déplacements d’affaires au Canada, nous sommes le transporteur favori de 86 % des voyageurs d’affaires canadiens assidus, un résultat qui s’est nettement amélioré au cours des cinq dernières années. Mais nous savons que nous devons — et allons — continuer d’innover pour demeurer un chef de file mondial parmi les transporteurs qui ciblent les voyageurs d’affaires.

Extrait d’une allocution de CALIN ROVINESCU, président et chef de la direction d’Air Canada.

MERCI À NOS PARTENAIRES

MERCI À NOS ANIMATRICES DES PROGRAMMES DE MENTORAT WXNWISOM

MERCI À NOS MEMBRES D’ENTREPRISE

HEALTH - SUMMER 2016 - THE OPINION 24

TOP 25

WXNWISDOM MENTORING PROGRAMME

INVEST IN YOU! The WXNWisdom Top 25 Mentoring programme is a once-in-a-lifetime opportunity to learn directly from one of Ireland’s Most Powerful Women: Top 25 Award Winners. Participants in the programme receive one-on-one mentoring from a Top 25 Award Winner as well as take part in three days of educational sessions focused on professional and personal growth presented by our education partner, the UCD Michael Smurfit Graduate Business School.

2016 MENTORS INCLUDE

JUDY BYRNE HR Director & Co-Founder Crewlink

HELEN DOOLEY Group General Counsel AIB

BRID HORAN Non Executive Director ISAX

LAVERNE MCGUINNESS CEO Talbot Group

LOOKING FOR MORE? • Two informal networking evenings with your fellow mentees to further discuss your career challenges and opportunities.

• A complimentary life-time WXN membership (a value of €100).

Visit www.wxnetwork.ie or call 1-800-550-403 ext. 235 for more information.

EDUCATION PARTNER

25 CANADA | WXNETWORK.COM

Balance

IS THE KEY TO CORPORATE HEALTH

BY LISA EYRE

I

f an organisation had a stated policy of wilfully ignoring worked in other industries, or who have been parents and half of the talent, ideas and insights in the world, caregivers. That has big implications for the way we help there would be widespread shock and dismay among people plan their careers. shareholders. Yet, for generations, many organisations have HSBC’s Balance Network was set up to address these been overlooking the benefits of diversity. points, aimed squarely at improving the balance of the By excluding employees from diverse backgrounds— company itself. The Balance initiative’s mission is to including women—from decision-making roles, they were support the recruitment, development, enhancement and losing out on a wealth of talent at who knows what longengagement of a gender-balanced workforce within HSBC term cost to the organisation. Study after study has shown within a merit based environment. As of 2015, the HSBC that greater diversity and inclusion in organisations leads to Balance Network had 2,073 members in the UK—male and better decision making and, ultimately, better performance. female—and over 23 branches worldwide.

This has long been the view of HSBC: that with an HSBC Ireland launched its first Balance Branch on March inclusive and diverse workforce, the company makes 8th this year, coinciding with International Women’s Day. better decisions, is less prone to groupthink and has The event was a great success with over 30 per cent of access to multiple sources of information and wider colleagues in attendance, representing all levels of the industry knowledge. organisation.

The benefits are enormous. In addition to helping attract But why have a network with both males and females in it and retain the best talent, it helps us understand our to address this problem? customers, enables better problem-solving and enhances Far better to ask why have a network made up exclusively performance, as well as competitiveness. The business of women when women aren’t actually the problem. When case for providing opportunity to all is defining and designing Balance to make a compelling—besides being the right difference, we felt strongly that traditional A COMPANY thing to do, it’s also about competitive women’s networks were not necessarily the BENEFITS FROM advantage. We feel our approach to right approach to impact gender diversity, PEOPLE WITH diversity and inclusion is aligned to our and that to make a real difference, both men HSBC Values of being open to different and women had to be included from the DIFFERENT ideas and cultures by listening, treating start. Balance’s pioneering approach set out EXPERIENCES, WHO people fairly and equally, and valuing to impact gender diversity, appealing to and different perspectives. including both men and women equally.

HAVE WORKED IN But it is more than just about a To bring about a change in mind-set OTHER INDUSTRIES, numbers game. Recruiting equal regarding gender diversity, we knew certain numbers of women and men into archaic and embedded stereotypes would OR WHO HAVE an organisation during the annual be difficult to transform so we weren’t BEEN PARENTS AND graduate intake is not necessarily afraid to call out bad behaviour or CAREGIVERS. reflected in balance at the C-suite in communicate any inappropriate conduct to later years. In fact, there is still a huge management teams. imbalance at this level, even among A change in the cultural conversation many organisations that have had the most enlightened was driven to raise awareness while flexible working recruitment policies for the longest. was promoted; for example, pregnant colleagues were There is a cultural issue at play as well. Traditionally, it encouraged and supported in a “soft return” to work. has been the case in many businesses that success was We have already seen improvements in terms of the predicated on the number of hours you spent in the office; number of women applying for and being promoted to taking a break, venturing outside the building or differing senior positions, as well as a changed attitude to maternity from that model wasn’t the route to the top. Aside from leave—it has become a “non-issue” among being a model that automatically made it tough for women male colleagues. who wanted to have children, that was surely a short-sighted We are also building a stronger pipeline of female viewpoint overall. candidates through enhanced succession planning, talent Whilst HSBC has made significant strides in enabling development, expanding mentoring and sponsorship employees to achieve a work-life balance, our diversity opportunities. and inclusion programme also focuses on tackling in-built This is just the start in a long-term global journey cultural biases. which will not end until we’ve achieved a truly inclusive It’s healthier and more enriching for employees—and for organisation at all levels. organisations—to take a broader perspective. A company benefits from people with different experiences, who have LISA EYRE is the Compliance Manager at HSBC Ireland.

“

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HEALTH - SUMMER 2016 - THE OPINION 26

RECOGNISING AND CELEBRATING

IRELAND’S MOST POWERFUL WOMEN:

TOP 25 AWARD WINNERS On 16 June, WXN hosted the fifth annual Top 25 Leadership Summit and Awards Gala at the InterContinental, Dublin.

The day was an opportunity for Ireland’s female leaders to take the podium and share their learnings with other high-achieving professionals. It was a chance to celebrate and recognise 25 women from the arts, business and public sector who continue to push the boundaries of what’s possible for themselves, their peers and the next generation.

The afternoon Leadership Summit facilitated networking among hundreds of prominent professionals and thought leadership from nine Top 25 Award Winners. A panel discussion opened the event, examining how to create companies able to compete globally and what it takes to attract and retain the best staff along the way.

The professional development continued with a keynote presentation from Rose Hynes, Chair of The Shannon Group & Origin Enterprises. Rose discussed the key traits of leadership: strength, character, judgement, resilience and decisiveness, and whether these qualities can be learned.

EVENT HIGHLIGHTS

Above: Mary Sheahan, Country Manager, Perrigo Ireland; Marguerite Sayers, Managing Director, ESB Networks; Niamh Townsend, General Manager, Dell Ireland; and moderator Bronwyn Brophy, Vice President Early Technologies, Medtronic EMEA. Right: Johanna O’Driscoll, Head of Group Financial Evaluation & Advisory Services, CRH plc; Una Fox, VP, The Walt Disney Company; Anne Nolan, Second Secretary General, Department of Finance. Moderating the discussion was the brilliant Helan Tynan, Director of People Operations, Google Ireland.

27 IRELAND | WXNETWORK.COM

A second panel discussion followed, this one on “Getting Big, Complex Projects Right,” featuring leaders from The Walt Disney Company, Google Ireland, CRH plc and the Department of Finance.

The energy and momentum carried through to the evening Awards Gala, bringing together over 430 industry leaders from across Ireland to recognise and celebrate the accomplishments of the 25 Award Winners.

Guests at the Awards Gala heard from Mary Fitzgerald, an award-winning journalist and analyst. In her keynote presentation, Mary spoke on the grit, resilience and determination it takes to be a war correspondent. Sharing the podium next were two leading lights in Ireland’s fashion industry: Breege O’Donoghue, Board Member and Group Director, Business Development & New Markets, Penneys/ Primark; and Designer Louise Kennedy.

We were honoured to provide the space for Ireland’s most powerful leaders to shine—thank you to everyone who helped make that possible.

Left: Mary Fitzgerald, Foreign Correspondent Right: Breege O’Donoghue (Interviewee), Group Director, Business Development & New Markets, Pennys/ Primark; Louise Kennedy (Interviewer), Fashion Designer, Louise Kennedy

WXN IS THRILLED TO HAVE THE FOLLOWING AWARD WINNERS JOIN THE TOP 25 COMMUNITY: ARTS & CULTURE ANNE ENRIGHT, Man Booker Prize Winning Author, Inaugural Laureate for Irish Fiction LOUISE KENNEDY, Fashion Designer, Louise Kennedy CAMILLE SOUTER, Artist, Aosdána Member and Saoi DAVY BUSINESS LEADERS UNA FOX, Vice President, The Walt Disney Company ROSE HYNES, Chairman, Origin Enterprises plc and Shannon Group plc BREEGE O’DONOHUE, Board Member and Group Director, Business Development & New Markets, Penneys/Primark LOUISE PHELAN, Vice President of Global Operations, EMEA, PayPal ENTREPRENEURS ANNE-MARIE CAULFIELD, Owner/Director, Caulfield McCarthy Group CAROLINE KEELING, CEO, Keelings SARAH KENT, CEO, Kentech International Limited HSBC CORPORATE EXECUTIVES BRONWYN BROPHY, Vice President Early Technologies EMEA, Medtronic GERALDINE CASEY, People and IT Director, Tesco DR. LEISHA DALY, Country Director, Jannsen JOHANNA O’DRISCOLL, Head of Group Financial Evaluation & Advisory Services, CRH plc MARGUERITE SAYERS, Managing Director, ESB Networks Limited MARY SHEAHAN, Senior Vice President Global Integration & Country Manager Ireland, Perrigo Company plc NIAMH TOWNSEND, General Manager, Dell Ireland HELEN TYNAN, Director of People Operations, Google Ireland

PUBLIC SECTOR LEADERS COMMISSIONER HELEN DIXON, Data Protection Commissioner ANN NOLAN, Second Secretary General, Department of Finance PATRICIA O’BRIEN, Ambassador and Permanent Representative of Ireland to the United Nations and Other Organisations at Geneva LIZ O’DONNELL, Chairperson, Road Safety Authority TRAILBLAZERS MARGOT SLATTERY, Country President, Sodexo Ireland and LGBTQ Advocate MARY FITZGERALD, Foreign Correspondent SUSAN MCKENNA-LAWLOR, Director of Space Technology Ireland Ltd

HEALTH - SUMMER 2016 - THE OPINION 28

THANK YOU TO OUR PARTNERS & CORPORATE MEMBERS

29 CANADA | WXNETWORK.COM

HAVE LEADERSHIP SKILLS, WILL TRAVEL

BY AOIFE FLOOD

Female demand for international mobility is at an all-time high.

Is your organisation prepared?

Did you know we are experiencing a time of unprecedented—and as of yet unmet—female demand for international mobility?

PwC’s recent “Moving women with purpose” study shows that some 71 per cent of female millennials want to work outside their home country during their career, but only 20 per cent of the current internationally mobile population are women.

Is your organisation prepared to respond to this global mobility gender gap?

To find out more about the international aspirations of the modern workforce, PwC surveyed almost 4,000 professionals—including 2,285 women—in over 40 countries. At the same time, we elicited the views of 134 responsible for global mobility to explore the current trends in mobility, talent management and diversity.

As well as the wide gap highlighted above between female demand for mobility and the reality in the workplace, the report also reveals several other unsettling disconnects around diversity. For example, the overwhelming majority of multinationals in our study told us that global acumen skills were a critical requirement for advancement into leadership positions at their organisations (77 per cent) and 60 per cent said they use global

mobility to develop their succession pipeline of future leaders. Yet only 16 per cent confirmed that the number of female international assignees in their organisation was proportionate to their overall percentage of female employees.

Furthermore, only 22 per cent of global mobility executives stated that their organisations’ diversity and mobility strategies were aligned. Even more worrying, only that same small proportion said they were actively trying to increase their levels of internationally mobile women.

So it’s clear that organisations are using international exposure and experiences to develop and advance their key talent. But it’s equally clear that more action is urgently needed to close a significant mobility gender gap. To do this, CEOs must drive an agenda where women are both aware of and actively provided with the critical experiences they need to progress their careers, including international assignment opportunities.

Also, to capitalise on the demographics of the modern workforce, mobility programmes cannot simply be operated in a silo. Instead, global mobility, diversity and talent management strategies need to be closely connected and coordinated to support companies’ successful realisation of their international business and people strategies.

Our “Moving women with purpose” research identifies ten critical themes that organisations must keep front-ofmind if they want to be successful in creating gender inclusive mobility, while also benefiting the overall effectiveness of their global mobility programmes.

1. Recognise and respond to the sky-high female demand for global mobility.

2. Battle female mobility barriers by avoiding assumptions and

getting to actual root causes to the underrepresentation of women in mobility.

3. Create an international talent brand to capitalise on the female attraction and retention benefits of mobility.

4. Fix diversity disconnects by aligning talent, diversity and mobility strategies.

5. Create a culture of mobility that advocates and rewards international capabilities and experiences.

6. Role-model and promote the successful experiences of current and former female international assignees.

7. Embed early career mobility opportunities within the wider mobility programme offering.

8. Have a clear and real-time picture of who in the organisation is willing and ready to be internationally mobile.

9. Be prepared to respond to location challenges that may limit mobility for women (and men).

10. Include a world-class repatriation programme, together with a wider array of mobility solutions that include flexibility, choice and options around the assignment duration and package.

The message is clear. In the face of today’s fast-changing workforce demographics, global mobility strategies that do not fully include women will simply not deliver to their full potential. Read the full report at www.pwc.com/ movingwomenwithpurpose.

AOIFE FLOOD is Senior Manager of the Global Diversity & Inclusion Programme for PwC International Limited. Aoife is lead researcher and author of the PwC “Modern mobility: Moving women with purpose thought leadership” report.

She is based in Dublin, Ireland.

HEALTH - SUMMER 2016 - THE OPINION 30

WXN

The London launch of our WXN Speaker Series presented four cocktails with inspiring speakers and invaluable networking.

MOYA GREENE CEO Royal Mail

MARK CARNEY Governor Bank of England

LADY BARBARA JUDGE Chairman Institute of Directors

KAREN BLACKETT Chairwoman MediaCom

We’re ready to do it again. Starting September 2016, a whole new line-up of dynamic speakers take the stage.

22nd September 10th November 16th March 11th May

WHO WILL INSPIRE YOU? WWW.WXNETWORK.CO.UK

31 CANADA | WXNETWORK.COM

THANK YOU TO OUR PARTNERS

IN COLLABORATION 圀ITH

HEALTH - SUMMER 2016 - THE OPINION 32

AT WXN WE INSPIRE

SMART WOMEN

TO LEAD

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