Podcasts about Morneau Shepell

In this episode, we examine the hidden costs that come with typical workplace culture challenges. We call these additional expenses and productivity wastes Labour Value Loss, and they eat away at profits and potential in almost every business.Our prescription for this episode: understand that doing nothing about these everyday challenges comes at a steep cost, whether you are aware of the problems or not.Statistics referenced:On average, companies are running at 33% efficiency. -  Gallup. Treat Your People Like Assets, Not Expenses -- Invest in Them (2019) The result of 22 case studies show a typical cost of turnover of 20% of salary.  - Center for American Progress. There Are Significant Business Costs to Replacing Employees Report (2012)The cost of burnout-related absences and lost productivity can be close to 25% of an employee's annual salary.  - Morneau Shepell. Morneau Shepell's Annual Mental Health Index  (2022) The relationship between Sexual Harassment and reduced productivity has been directly established. A person experiencing Sexual Harassment losses productivity equivalent to 45% of their annual salary.  - Willness, Steel & Lee. A Meta-Analysis Of The Antecedents And Consequences Of Workplace Sexual Harassment. University of Calgary. (2007) An uncivil workplace (where microaggressions and rude/passive aggressive behavior are common) can reduce employee performance to a cost of $14,000 annually, or about 26% of the average annual salary.  - Pearson, C., & Porath, C. The Cost of Bad Behavior: How Incivility Is Damaging Your Business and What to Do About It (2009)Research by Grammarly and The Harris Poll found poor workplace communication is a pervasive problem burdening businesses and employees alike costing businesses approximately $12,506 per employee every year or 21% of that average employee's annual salary. - Grammarly and The Harris Poll. State of Business Communication report (2023)The need for additional wages to make up for a poor reputation as a bad employer, businesses need to spend about $4,723, or at least 10% more, per hire to convince a candidate to take a job at such a company.  - Harvard Business Review, A Bad Reputation Costs a Company at Least 10% More Per Hire (2016)  About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

In this episode, we examine the different aspects of wellness in the workplace and explore the potential challenges and areas of growth that can come with improving employees' physical, mental, and emotional health.Our prescription for this episode: understand that wellness strategies cannot be successful in a silo. We need to look at physical, mental, AND emotional health all together. Employee wellness is how you maintain employees in the long term.Statistics referenced:Employees take an average of 4 sick days a year, but admit to being unproductive an average of 57.5 days a year. -GCC Insights. Clocking on and Checking out: Why Your Employees May Not Be Working at Optimal Levels and What You Can Do About It. (2016) The cost of burnout-related absences and lost productivity can be close to 25% of an employee's annual salary. -Morneau Shepell. Annual Mental Health Index. (2022) About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

FREDERICK VETTESE - former chief actuary of Morneau Shepell and author of Retirement Income for Life

Fred Vettese, former chief actuary of Morneau Shepell and the author of “Retirement Income for Life”, joins us to explain why his stance on deferring CPP until age 70 may no longer be the best option.

How to help a family member deal with debt. Financial expert Lesley-Anne Scorgie takes us through the steps. Then, building financial resilience and well-being for vulnerable Canadian households. Eloise Duncan, founder of the Financial Resilience Institute, shares how they're trying to help. And, why deferring CPP until age 70 might not be the best option for everyone right now. Fred Vettese, former chief actuary of Morneau Shepell and author of Retirement Income for Life, tells us why. Plus, the financial discrimination against sex workers. Maggie MacDonald takes us through the specific challenges they face when it comes to money. We talk to financial coach and founder of The Purpose of Money, Acquania Escarne, about what the concept is and she shares tips about building generational wealth. Find out more at thepurposeofmoney.com and connect on Instagram, Twitter and Facebook. Full Episode: To find out more about the guests check out: Eloise Duncan: org | LinkedIn | Facebook Leslie-Anne Scorgie: Twitter | Facebook | Instagram MeVest: Twitter | Facebook | Instagram Maggie MacDonald: com | Twitter | Instagram Acquania Escarne: com | Instagram | Twitter | Facebook Bruce Sellery is a personal finance expert and best-selling author. As the founder of Moolala and the CEO of Credit Canada, Bruce is on a mission to help you get a better handle on your money so you can live the life you want. High energy & low B.S., this is Moolala: Money Made Simple. Find Bruce Sellery at Moolala.ca | Twitter | Facebook | LinkedIn  

Dave Inglis, CEO of Threshold Leadership, joins the podcast to talk with Dr. Laura about the magic of strategic solitude and how we can honor our deep yearning for effortless belonging by paying attention to our non-traditional currencies and asking ourselves the right questions. Dave talks about his journey into this work and how he is deeply passionate about sharing what he's learned about success at the intersection between life and business. Through his Strategic Solitude experiences and coaching for individuals, couples, and groups he show leaders how to turn foundational business systems and strategies into deeply transformational personal practices. Throughout the episode Dave talks about the triple bottom line, how we can start to live our “eclectic millionaire” life now, how to become aware of your triple bottom line, and how all of the best relationships start with the one you have with yourself.  What You'll Hear In This Episode: Dave talks about the turning points in his own intersection of business and family where he shifted his reality and saw a need for creating a strategic solitude experience for leaders. Why we need solitude and the magic of getting strategic about when, how, and why we do it. How Dave moves through any resistance to change and growth from the executive teams that he works with. What a triple bottom line is and how we can expand our vision when we tap into it. What it looks like to create space in our life for ceremony for self. How there is always a very primitive yearning for this sense of connection and unity. Strategic solitude as a homecoming of authenticity; space to be able to come back to and be in the presence of your trustest self. The key ingredients behind sustainable and impactful leadership. What effortless belonging looks and feels like in both our community and the relationship with ourselves. How there are non-traditional currencies in life worth building wealth in and to know with authority, what investments you are making.   Quotes: “Once you start to understand how to come back to yourself and meet yourself, I believe you can do that in so many different ways. And it's really about attuning to the practice.” — Dr. Laura “When you raise the bar for yourself, you show other people that it's possible.” — Dave “It's deeply important to embrace the place of curiosity.” — Dave “In my experience, there is always a very primitive yearning for this sense of connection and unity.” - Dave   Take Dr. Laura's Free Quiz! — What's your Divine Feminine Sovereign Style? This quiz will help to reveal your soul-guided sovereign style so that you can harness your feminine spark with more confidence and courage than ever before. The quiz is quick but the results are epic — potent, robust, and exactly what you'll need to harness your unique feminine style in a way you've never done before. Get ready to speak your truth, walk in your fire, and own your gifts like never before.   10-Week Signature Program for Women: ROOTS + The Sisterhood ROOTS will help you tap into your feminine superpowers and remember who you are, why you are here, and why it matters. This dynamic program walks through intuition, connecting with your inner knowing, healthy boundary-setting, personal core values, finding your voice, speaking your truth, expansion, self-compassion, identity, your future self, and the frequency of your rise. You were never meant to do this alone. Are you ready to do the best work of your life?   Sovereignty, Self-Compassion, and Standing In Your Personal Power. It's time to walk your path. Get on the WAITLIST here.   Continue On Your Journey: Soul Inspired Gurl / Instagram / Book A Coaching Discovery Call With Me   Dave Inglis: Website | Instagram | LinkedIn   Giveaway: The Triple Bottom Line Playbook   Dave's Bio: Dave has taught thousands of leaders the methods and mindsets of innovation and personal transformation at organizations including the Royal Canadian Air Force, Canon, General Motors, Manulife, Wawanesa, the Globe & Mail, Fairfax, Morneau Shepell, and many others. His contagious energy, candor, and vulnerability allow him to connect with the hearts and minds of executive teams and leaders across sectors.   After exiting his first business, Concussion Toolbox, Dave studied entrepreneurship and innovation with Stanford faculty and co-founded Wilfrid Laurier University's campus-linked accelerator, Laurier LaunchPad. This success led to Dave building the corporate innovation training practice for Canada's largest innovation center, Communitech, where he worked with executive leaders to commercialize opportunities for innovation and growth and build teams that thrive during digital transformation and benefit from uncertainty.   Today, Dave is CEO of Threshold Leadership. Dave's one-of-a-kind expertise at the intersection of positive psychology, corporate innovation, and high-performance, guides leaders and teams through Strategic Solitude experiences to grow their health, wealth, and relationships.  

From the time 13 year-old Marilyn Kirby first picked up a guitar, a Kay her brother bought with Green Stamps, she has been writing material to suit her strong, bewitching voice and unique outlook on life. Growing up in Newton, Mass, Marilyn Kirby was fully immersed in the ‘hippy scene'. As part of a band called Catharsis, she opened for Cream in Cambridge in the late 1960s. In 1968 she moved to NYC. She formed Marilyn Kirby and the Black Cat Band (John Putnam, Jerry Solomon and Andrew Caturano) in the late 1970s. Well into the 1980s, the band was a favorite in the New York area at clubs like Folk City, Home, Nobody's Chin Chin and The Red Rail. Over thirty years later, her former band mate, John Putnam, played an integral part in the making of ‘Year of the Phoenix'.The 1983 music video “Blondes” that Ms. Kirby made in NYC is a cult classic. She is a fearless entertainer, captivating audiences in numerous live venues, including the Theatre for A New City, Club Helsinki and The Colony. For the past five years, she has been a part of the Celebrate Woodstock Tribute Show in the Greater Boston area; privileged to perform for its 50th Anniversary of Woodstock show in 2019.Ms. Kirby's instrument of choice is a beat up old Telecaster that has "that sound" à la Keith Richards on the ‘Raindogs' album by Tom Waits. Her songwriting is strong and honest, telling stories that will move you to cry, dance, and everything in between, as she rocks to out to each song with her belting, beautiful voice.Currently residing in Woodstock, NY, Marilyn Kirby is a solo artist, as well as a member of a trio and a band. She also does music therapy with patients with mental illness and dementia. https://marilyn-kirby-music.comMARK HENICK's TEDx talk about the stranger who saved his life has been viewed millions of times, and is among the most watched TEDx talks ever. Mark has appeared in hundreds of television, radio, print and online features about mental health. As host of both his So-Called Normal podcast, and the Living Well podcast for Morneau Shepell, he has interviewed well over a hundred experts, celebrities, and public figures about mental health. Mark previously served as the youngest ever board director for the Mental Health Commission of Canada, and the youngest president of a provincial Canadian Mental Health Association division in history. Mark's various roles at CMHA have included frontline clinician, program manager, and most recently as National Director of Strategic Initiatives. Presently, Mark owns a boutique mental health media consulting firm, and he is a high-demand international keynote speaker on mental health recovery.https://markhenick.com/The Douglas Coleman Show now offers audio and video promotional packages for music artists as well as video promotional packages for authors. We also offer advertising. Please see our website for complete details. http://douglascolemanshow.comIf you have a comment about this episode or any other, please click the link below.https://ratethispodcast.com/douglascolemanshow

From the time 13 year-old Marilyn Kirby first picked up a guitar, a Kay her brother bought with Green Stamps, she has been writing material to suit her strong, bewitching voice and unique outlook on life. Growing up in Newton, Mass, Marilyn Kirby was fully immersed in the ‘hippy scene'. As part of a band called Catharsis, she opened for Cream in Cambridge in the late 1960s. In 1968 she moved to NYC. She formed Marilyn Kirby and the Black Cat Band (John Putnam, Jerry Solomon and Andrew Caturano) in the late 1970s. Well into the 1980s, the band was a favorite in the New York area at clubs like Folk City, Home, Nobody's Chin Chin and The Red Rail. Over thirty years later, her former band mate, John Putnam, played an integral part in the making of ‘Year of the Phoenix'.The 1983 music video “Blondes” that Ms. Kirby made in NYC is a cult classic. She is a fearless entertainer, captivating audiences in numerous live venues, including the Theatre for A New City, Club Helsinki and The Colony. For the past five years, she has been a part of the Celebrate Woodstock Tribute Show in the Greater Boston area; privileged to perform for its 50th Anniversary of Woodstock show in 2019.Ms. Kirby's instrument of choice is a beat up old Telecaster that has "that sound" à la Keith Richards on the ‘Raindogs' album by Tom Waits. Her songwriting is strong and honest, telling stories that will move you to cry, dance, and everything in between, as she rocks to out to each song with her belting, beautiful voice.Currently residing in Woodstock, NY, Marilyn Kirby is a solo artist, as well as a member of a trio and a band. She also does music therapy with patients with mental illness and dementia. https://marilyn-kirby-music.comMARK HENICK's TEDx talk about the stranger who saved his life has been viewed millions of times, and is among the most watched TEDx talks ever. Mark has appeared in hundreds of television, radio, print and online features about mental health. As host of both his So-Called Normal podcast, and the Living Well podcast for Morneau Shepell, he has interviewed well over a hundred experts, celebrities, and public figures about mental health. Mark previously served as the youngest ever board director for the Mental Health Commission of Canada, and the youngest president of a provincial Canadian Mental Health Association division in history. Mark's various roles at CMHA have included frontline clinician, program manager, and most recently as National Director of Strategic Initiatives. Presently, Mark owns a boutique mental health media consulting firm, and he is a high-demand international keynote speaker on mental health recovery.https://markhenick.com/The Douglas Coleman Show now offers audio and video promotional packages for music artists as well as video promotional packages for authors. We also offer advertising. Please see our website for complete details. http://douglascolemanshow.comIf you have a comment about this episode or any other, please click the link below.https://ratethispodcast.com/douglascolemanshow

On today's show, we talk putting politics aside when it comes to energy transition in Alberta with Kevin Krausert, the CEO & co-founder of Avatar Innovations Inc. Have you heard of the 'Rule of 30'? We chat with Fred Vettese, the author of several books on retirement including, The Rule of 30: A Better Way to Save for Retirement, former chief actuary of Morneau Shepell, on why this method could help younger generations get a better handle on their finances. Plus, Sheldon Kennedy, a former NHL player and co-founder of the Respect Group gives his take on the Blackhawks sexual assault investigation. See omnystudio.com/listener for privacy information.

This week, Mark Henick shares his vital and triumphant story of perseverance and recovery from mental health challenges and suicidal attempts. In his memoir, So-Called Normal, Mark writes about growing up in a broken home and the events that led to the fateful night on the bridge that changed his life. Mark Henick's TEDx talk about the stranger who saved his life has been viewed millions of times. He is the host of both his So-Called Normal podcast and the Living Well podcast for Morneau Shepell. Connect with him: https://linktr.ee/henick SO-CALLED NORMAL on Amazon: https://www.amazon.de/-/en/Mark-Henick/dp/1443455032/ref=sr_1_1?dchild=1&keywords=so-genannt+normal&qid=1633535998&sr=8-1 Thank you for joining me on this MIRROR TALK podcast journey. Kindly stay connected by subscribing or following on any platform. Please do not forget to leave a review and rating. Let us connect on Instagram: https://www.instagram.com/mirrortalk.podcast/ More inspiring episodes and show notes here: https://mirrortalkpodcast.com/ I love you, I see you, I appreciate you. SPONSORED BY KITCASTER: Dear friend, you can grow your personal and business brand by creating a strong network through podcasting. Create real human connections, have the ability to share your story and interesting point of view. To get started, you can make use of the special offer for friends of this podcast on https://kitcaster.com/mirror

Mark Henick is back, with season three of Living Well for LifeWorks (formerly Morneau Shepell). More than 20 all new biweekly episodes to come, with dozens of guest conversation on the mental, physical, financial and social aspects of wellbeing. Every episode will also now be available to watch on YouTube. Be sure to like and subscribe to be notified of new episodes and bonus content! 

Mark Henick is truly a great beautiful soul. This podcast episode meant a lot and hearing his very inspiring story/ how he is impacting the world is one for the ages. In this episode we focus on:1. Marks Story and the Hero that changed/saved his life2. The impact that Mark is making today3. "So-Called Normal" Marks book and how it aims to help and grow the readers4. How we can be Mental Health Advocates for those around us5. Helpful tips for for those dealing with Mental Health Crisis. 6. Vulnerable moments to share from your hostMarks Website: https://markhenick.com/IG: https://www.instagram.com/markhenick/So- Called Normal (book): https://markhenick.com/book/ Mark Henick's TEDx talk about the stranger who saved his life has been viewed millions of times, and is among the most watched TEDx talks ever. Mark has appeared in hundreds of television, radio, print and online features about mental health. As host of both his So-Called Normal podcast, and the Living Well podcast for Morneau Shepell, he has interviewed well over a hundred experts, celebrities, and public figures about mental health. Mark previously served as the youngest ever board director for the Mental Health Commission of Canada, and the youngest president of a provincial Canadian Mental Health Association division in history. Mark's various roles at CMHA have included frontline clinician, program manager, and most recently as National Director of Strategic Initiatives. Presently, Mark owns a boutique mental health media consulting firm, and he is a high-demand international keynote speaker on mental health recovery. Support the show (https://www.patreon.com/madcasters)

In this episode, Dave Inglis of Threshold Leadership joins us all the way from Ontario, Canada to share his expertise on uncovering new landscapes of leadership, and cultivating clarity and alignment. We'll go through the following topics: strategic solitude, the balance of 3 areas of life, triple bottom line, how to be the CEO of your own life, and self-leadership.    Dave Inglis has taught thousands of leaders the methods and mindsets of innovation and personal transformation at organizations including the Royal Canadian Air Force, Canon, General Motors, Manulife, Wawanesa, the Globe & Mail, Fairfax, Morneau Shepell and many others. His contagious energy, candour, vulnerability and commitment to high performance allow him to connect with the hearts and minds of executive teams and leaders across sectors.   If you're interested in getting in touch with Dave, please visit their website at https://www.thresholdleadership.co/   P.S Whenever you're ready, here are 3 ways I can help you create more cash flow, more wealth and more time:   Get the 60-minute crash course In our FREE Facebook Community, we have an on-ramp program that will help you map out your goals, review your foundations, get some quick runs on the board and get you excited again about your life and business. If you want to learn more, visit https://www.facebook.com/groups/thewealthmentorcommunity/   Join our Your Lifestyle Business Implementation Program and be a Case Study I'm putting together a new business owner case study group this month... stay tuned for details. If you'd like to work with me on your scale plans... contact me on Messenger and comment the word 'Case Study' at https://www.messenger.com/t/jackson.millan   Book a Breakthrough Session And if you ever want to get some 1:1 help, we can jump on the phone for a quick call, and brainstorm how to get you to remove cash flow bottlenecks and turn your business profits into personal wealth. contact me on Messenger and comment the word 'Breakthrough' at https://www.messenger.com/t/jackson.millan

First quarter 2021 earnings call for Morneau Shepell Inc. For further information, please consult the company website at http://www.morneaushepell.com/Support this podcast at — https://redcircle.com/tsx-quarterly/exclusive-contentAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

SUMMARY While Part 1 of this podcast targets trailblazing research and regulatory approaches to workplace mental health, Part 2 chronicles the evolution of organizational policies, practices, and programs at two very different and unique organizations. Join Quentin Steen (CLAC Labour Relations Representative) and Trever Amendt (AECOM Site Safety Lead, Energy Operations & Maintenance in Lacombe, Alberta) as they share their personal mental health stories and their groups' commitments to building cultures of compassion with strong leadership, workplace-wide peer support, regular training, and ongoing employee communication and engagement. They also touch on the impacts of stigma and the challenges and opportunities presented by COVID-19. TAKEAWAYS This podcast will help you understand: The evolution of workplace mental health policies, practices, and programs in both union (CLAC) and engineering (AECOM) environments Union approach focused on cooperation rather than confrontation Corporate culture that cultivates employees' social and emotional well-being The importance of authentic peer support throughout organizations Types of training needed to optimize workplace mental health Impacts of COVID on workplace mental health What's been learned from COVID that will guide future polices, practices, and programs Return-on-investment for businesses that do workplace health and safety right Types of stigma existing in various workplaces   SPONSORS WorkSafeBC is a provincial agency in British Columbia, Canada that promotes safe and healthy workplaces for more than 2.3 million workers. Serving more than 230,000 employers, WorkSafeBC's services include education, prevention, compensation and support for injured workers, and no-fault insurance to protect employers and workers. WorkSafeBC is committed to creating a province free from workplace injury or illness. By partnering with workers and employers, WorkSafeBC helps British Columbians come home from work safe every day. CLAC is the largest independent, multisector, national union in Canada, representing more 60,000 workers in almost every sector of the economy including construction, education, emergency services, healthcare, retail, service, transportation, manufacturing, and more. CLAC has 14 member centres in Ontario, Manitoba, Saskatchewan, Alberta, and BC, along with 25 active, independent, affiliated locals. Based on values of respect, dignity, and fairness, CLAC is committed to building better lives, better workplaces, and better communities.  AECOM is a global engineering firm whose infrastructure services for public- and private-sector clients include transportation, water, energy, and environmental projects. Employing about 87,000 people, AECOM was ranked #1 in Engineering News-Record's ‘2020 Top 200 Environmental Firms,' and named one of Fortune magazine's ‘World's Most Admired Companies' for the sixth consecutive year. Transforming the ways it works through technology and digital platforms, AECOM leads the engineering world in environmental, social, and governance solutions… leading to the Ethisphere Institute naming it one of ‘2021 World's Most Ethical Companies.'   RESOURCES National Standard of Canada for Psychological Health and Safety in the Workplace and the resulting Case Studies Research Report Addressing the mental health effects of COVID-19 in the workplace: A guide for workers Managing the mental health effects of COVID-19 in the workplace: A guide for employers    Guarding Minds@Work   Antidepressant Skills@Work    Psychological Health and Safety: An Action Guide for Employers    Mental Health Commission of Canada    Canada's Workplace Mental Health    Canadian Mental Health Association    Government of Canada/Mental health in the workplace      Wellness Works Canada        Wellness Together Canada: Mental Health and Substance Use Support provides free online resources, tools, apps, and connections to trained volunteers and qualified mental health professionals.      Workplace Mental Health Playbook for Business Leaders (CAMH)     Workplace Mental Health Research     Deloitte research reveals significant return on investment for workplace mental health programs.   GUESTS  Quentin Steen Quentin Steen is a Labour Relations Representative with the CLAC labour union, who works out of the Kelowna Member Centre and specializes in the transportation, manufacturing, and healthcare sectors. He is also the CLAC Provincial Member Education Coordinator for BC and facilitates numerous workshops for various signatory companies and shop stewards working in BC. Being a certified Mental Health First Aid (MHFA) instructor for the Mental Health Commission of Canada, Quentin is passionate about delivering the MHFA course because of his experience with mental health issues, personally and professionally. Quentin's personal life's mission is to educate others about mental health issues and provide them with the tools/skills they need to recognize changes (possible signs) to the mental well-being in self and others, to help those who may be in a mental heath crisis by offering comfort and support, and to reduce the stigma that surrounds mental health in our workplaces and society.  Phone: 250-868-9111 Email: qsteen@clac.ca Website: www.clac.ca Facebook: https://www.facebook.com/clacunion Twitter: https://twitter.com/clacunion Linkedin: https://www.linkedin.com/in/quentin-steen-23249326/ Trever Amendt Trever Amendt has been the Site Safety Lead for AECOM at the NOVA Joffre Plant in Lacombe, Alberta, Canada for five years. AECOM is the capital projects group on site and completes all project-based work, including pipefitting, electrical, iron work, insulation and scaffolding. AECOM made mental health its number one priority in 2020, and it became an even greater priority when COVID-19 hit in March of last year. To that end, Trever has an open door on site and is always ready to listen to what someone is going through to support them and build trust. The Mental Health First Aid course he took from CLAC in 2019, opened Trever's eyes and gave him a new desire to support and be there to help people when it comes to their mental health. Trever has a real passion for organizations that support people with addictions: the Dream Center in Calgary and Teen Challenge in Allan, Saskatchewan. Red Deer, Alberta is just raising money to redesign a building downtown to start a Dream Center. These centers address the physical, mental, and spiritual components of addiction.  Phone: 780-983-4966 Email: trever.amendt@aecom.com Website: www.aecom.com Facebook: https://www.facebook.com/AecomTechnologyCorporation Twitter: https://twitter.com/aecom   HOST Jo de Vries is a community education and engagement specialist with 30 years of experience helping local governments in British Columbia connect with their citizens about important sustainability issues. In 2006, she established the Fresh Outlook Foundation (FOF) to “inspire community conversations for sustainable change.” FOF's highly acclaimed events include Building SustainABLE Communities conferences, Reel Change SustainAbility Film Fest, Eco-Blast Kids' Camps, CommUnity Innovation Lab, Breakfast of Champions, and Women 4 SustainAbility. FOF's newest ventures are the HEADS UP! Community Mental Health Summit and HEADS UP! Community Mental Health Podcast. Website: Fresh Outlook Foundation Phone: 250-300-8797   PLAY IT FORWARD The move toward optimal workplace mental health becomes possible as more people learn about the challenges, successes, and opportunities. To that end, please share this podcast with anyone who has an interest or stake in the future of workplace mental health and wellness. FOLLOW US For more information about the Fresh Outlook Foundation (FOF) and our programs and events, visit our website, sign up for our newsletter, and like us on Facebook and Twitter.   HELP US As a charity, FOF relies on support from grants, sponsors, and donors to continue its valuable work. If you benefited from the podcast, please help fund future episodes by making a one-time or monthly donation. Quentin Steen, Trever Amendt Interview Transcript You can download a pdf of the transcript here. The entire transcript is also found below: INTRO  0:10 Welcome to the HEADS UP! Community Mental Health Podcast. Join our host Jo de Vries with the Fresh Outlook Foundation as she combines science with storytelling to explore a variety of mental health issues with people from all walks of life. Stay tuned! JO  0:32 Hey, Jo here. Welcome to part two of our podcast on workplace mental health, where we'll build on what we learned in Part 1 about trailblazing research and regulatory approaches. This time around, we'll explore groundbreaking union and business solutions thanks to our co sponsors WorkSafe BC, CLAC, and AECOM. You'll meet Quentin Steen, Labor Relations Representative at CLAC, a Canadian labor union, and Trevor Amendt, Site Safety Lead for AECOM, Energy Operations & Maintenance at the Joffre chemical plant in Lacombe, Alberta. First, let's meet Quentin from CLAC, which represents more than 60,000 workers in almost every sector of the Canadian economy. Based on values of respect, dignity, and fairness, CLAC aims to build better lives, better workplaces, and better communities. The union also helps members reach their full potential by finding their own versions of everyday greatness. Hi, Quentin... thanks for joining us. QUENTIN  1:41 Thank you so much for the invite. It's my pleasure, Jo. JO  1:45 Can you give us an overview of CLAC's approach to mental wellness, and how that differs from that of other labor unions?  QUENTIN  1:56 I'm sure most of the unions out there are tracking some of the similar directions, but CLAC has been a labor union who's pretty proud of their progressive labor relations model, like a collaborative approach between the employer, employee, and the union. It's built on cooperative versus confrontational encounters... we've always believed that it's the most effective model when dealing with workplace issues. And among some of these issues, for sure, is the physical and mental safety and well-being of workers in the workplace. And it all sort of started with us in terms of the weight of this, about three-and-a-half or four years ago. It became a national mandate for the mental health of our CLAC staff and our shop stewards, where we made a huge investment into it. So, this mandate included things like working with our signatory companies in their management to address mental health safety of their employees at the workplace. In CLAC, we have a My Health & Wellness department where you can go to our CLAC website where our members can get the knowledge and tools they need to take charge of their own health and well-being by adopting good habits and a healthy lifestyle, and they can live a better and perhaps a longer life. This site is very interactive, and it's got like several health and wellness tools... like mental health is a specific area. Substance-use case managers are part of that, to financial wellness, workplace wellness. We also have EFAP programs like a lot of companies do, where we have an Employment and Family Assistance Program... that's what it stands for... where we have resources that are available to our members and their families to reach out for free. And they receive confidential help. If they or their loved ones are struggling, then we encourage them not to hesitate on that. We also have a quarterly magazine called The Guide that includes mental health articles and resources for our members and is really ramped up since the pandemic outbreak. Those are sort of our approach the some of the things that are kind of in our toolboxes that we provide for our members and how our organization looks at it. We're very aggressive with it. We think it's really important. We easily put it on par with the physical safety and wellness and well-being of employees at the workplace. Absolutely, one hundred percent. JO  4:14 Quentin... you're a labour relations representative with CLAC. Tell us about the mental health-related work you do specifically. QUENTIN  4:23 I've had a recent change in my role from not just rep but where I do that 50% of my role, but also the other 50% is member education coordinator for BC. Part of my role as the coordinator, and has actually been as a rep for the last three years, is providing Mental Health First Aid courses to our signatory companies, to our staff, and to our stewards. And I've done I think, in the last few years about 23 or 24 in total, and these Mental Health First Aid courses are designed by the Mental Health Commission of Canada, and basic courses are about 12 hours. So over two days, generally speaking, and then a blended virtual course that came online as of the pandemic, that's about eight hours. And I deliver these courses throughout BC and Alberta. Part of my role, too, in the last year-and-a-half has been creating Mental Health Moments. And that started of course with the onset of the pandemic, when I was tasked to write Mental Health Moments that were published on a weekly basis to our membership and staff about 60,000 people plus, and now they're published monthly. And they hit a variety of different subjects. The reason I started writing them is because I realized at the beginning of the pandemic, that once the virus comes and goes, or it's no longer on our minds because we've had these vaccinations, and herd [immunity], really what we're left with is really going to be the damage that's caused to our mental health. And so, I started seeing it in our representatives and I asked our national office if I could begin to write some articles for our reps, and they took that and decided it needs to be published to the rest of our membership. And we've gotten a lot of responses from a lot of people sharing their stories. And so that's been very, very great part of my journey in this last year-and-a-half in my role. JO  6:14 And I think in this difficult time, people are just craving that kind of information. QUENTIN  6:20 Oh, absolutely. The reality is, what I've seen anyways, from my perspective, the pandemic did a few things. And I would kind of categorize that impact on three different types of or kinds of experiences out there. The first being someone who has never had mental health-related issues, and they might be anxious, and they might worry from time to time, but never a diagnosable thing. And then all of a sudden, three weeks, four weeks, four months into it, they're now sitting across from a therapist or an EFAP program, and they're talking about an anxiety disorder. And then there's other people that have had them lying in the weeds, like myself for years, but I just kept myself busy, or didn't pay attention to it, or sort of deflected it, or pretended it wasn't there. And with the pandemic, I mean, it just bubbled to the surface for so many people. And then the third category of people, like where I'm at right now, where I have two diagnosable mental illnesses that I've lived with for most of my life. They've just been amplified... I've had to really dig down and really learn how to manage them in the middle of this pandemic, much differently than maybe prior to the pandemic. It is affecting people. JO  7:32 Thank you for being so vulnerable about that. Can you share your story? QUENTIN  7:37 Absolutely love to. I'm 51 years old. And my personal journey with mental health issues goes way, way back. I just didn't realize how far back the rabbit hole really went. But like I said, one of my diagnosable illnesses is clinical depression. I had it from early childhood into adulthood. It was seasonal at first... September was the start of new school year or work year, or January... the start rebooting of that. So, it would come like that, and it was kind of like this cloud that would come over me. And then it started to develop in a year-round in about 2008. It was nonstop, and some weeks were worse than others. Some of the darkest times I battled with suicidal ideations. In fact, those go back to grade four, where I first tried to take my life by suicide. And fortunately, I'm still here. In 2012 it got really bad for me, and those ideations came back again, and I had to pull over to the side of road, while I was traveling between two different cities, and call for help. I didn't realize that I had a clinical depression, until actually I took our Mental Health First Aid course, about five years ago, or four years ago. The irony of this all is I'm married to a former therapist, and three of my friends out of the top four are therapists. And so, they've known this for a long, long time. But like they said to me, you know, you weren't ready to hear it. And so when you're not ready to hear you just shut everything down. So that was kind of ironic the way it came about. I also have an anxiety disorder that I believe just comes from my being an infant... I was adopted... and at an early age I spent my first number of months going between wet nurse to wet nurse. And one particular time I was dropped on my head on the cement sidewalk, and that just changed my brain, physiologically, from that day forward. I didn't know that was an issue, until like I said, about 15 years ago when I was in therapy, and it was brought up as something that that's actually a big impact. And then into early childhood, my attachment issues that come from the adoption, like abandonment, emotional depravations, where the need to feel loved, significant, valued, like us all. But that just added to the anxiety part of it. In the early school years, I was bullied horribly physically because I was adopted. We're from a low-end family, and I was really the runt of the school. And emotionally, for sure, the bullying continued where, you know, I was always picked last or assigned to a group, which is even worse, because no one would pick you. And then it increased into high school where I was routinely held down by a group of guys that were popular, and jocks, and in woodwork shop, for at least by Grade 10 year anyways, and pinned to a table at some point during the class and they poured linseed oil down my throat until I threw up. Then I was sent to the principal's office because I was the troublemaker. And then it just continued on like that throughout high school and I even had a cancer scare. And so, I developed a phobia of death, which added to my anxiety. And then to my adult years was just even harder, in the sense that I made these vows that I would never, ever get rejected or bullied again, which, if you look at life, those are ridiculous, right? Because it happens every time we turn around. But those vows actually turned into my curses, and my default setting... my racket as a human being, I like to call it... is to get big, loud, critical, and overwhelm people. You know, in the midst of that, I developed panic attacks, too. And they started back in 1999. And I occasionally still have them. Last one happened to me was in Costco. And all that to say, though those are my issues, I've learned how to manage them much more effectively now that I know what they are, and how I function inside of them, and how I function with them. I've had a lot of therapy in the last number of years, Cognitive Behavior Therapy, to look at my attachment issues, my anxiety and panic attacks, and ways to deal with that neurofeedback, which is a recalibrating of your brain, Alpha-Stim, which was a big step in adding to my Cognitive Behavioral Therapy. I've taken a lot of education and emotional intelligence in why I do the things I do. And then type theory, understanding my personality type. There's been this very robust sort of knowledge that I've gained once I understood what was in front of me. That's kind of my story. I don't think they'll ever go away... I don't expect them to. But that's not the issue. For me, the issue is, how do I function with them? They're part of my life, and they are who they are, and I am who I am. So, how do I learn how to manage them? That really is the issue, not hoping and wishing they would go away, because that's probably not going to help. JO  12:37 Thank you so much for sharing so many very personal experiences. Quentin. One of the things I'm learning through this podcast is just how resilient people can be. And those stories of resilience, and your particular story of resilience, are not only so informative, but inspiring. And people like yourself, they tend to take what they've learned about themselves, and then move that into an area where they can help other people who have similar challenges. I'd like to know, how has your personal experience helped you better understand and serve CLAC members who are struggling? QUENTIN  13:24 That's a great question. Well, let me start with this. One in five Canadians live with a mental health issue... and that figure only actually includes people seeking treatment. And you know what Joanne, I would say the last three years in my classes, it's more like one in three… it's not one in five, I think it's more like one in three. But that's just from what I've seen. And almost 50% of people will develop a mental health illness in their lifetime. Psychological health problems and the illnesses are the number one cause of disability in Canada, according to the Canadian Centre for Occupational Health and Safety in 2016 survey. The Mental Health Commission of Canada, as well as the Canadian Centre for Occupational Health and Safety, report that one in five workers experience fatigue, sleeping problems, headaches, and anxiety, and 23% of workers experienced physical health problems caused by stress, anxiety, or major depression, and 20% of all sick leaves are related to mental health. So, nationally, in Canada, an estimated 35 million workdays are lost to mental health conditions amongst our 10 million plus workers. That's astonishing. So, it's not fake. It's real. JO  14:34 Well, not only that, but also the impact on our economy. They say that the impacts of mental health on our economy are at least $55 billion a year. And by the year 2030, or 40, I believe, they expect it to be more than $300 billion a year. QUENTIN  14:55 Yeah... so it's not going away. So, because it's not going away, then my next thing is… it's about promotion. And what I like to say in my discourse with people, whether it's the workplace or wherever else... and what I actually alluded to earlier.... that it's entirely possible to be diagnosed with a serious illness or disorder, and then learn to live with your life, coping well with it and have a positive mental health about it. So, my mental health issues, like I said, might never go away, but it's how I learn to manage them that can make all the difference in terms of a person's resilience. JO  15:26 How has your personal experience helped you serve your members better? QUENTIN  15:32 I just teach them what I know. The reality is that it's a part of my personal mission in life to educate others of the prominence and importance of addressing mental health issues, not just in our society, but in our workplaces... in providing them with the skills and tools necessary in the way that I can, because I got to stay in my lane. I'm not a professional therapist, or a doctor, but I have a lane. And my lane is to be able to help our workers in our workplaces recognize the changes, or possible signs, of the decline of mental health, well-being in their selves first, and then maybe others around them. And then to assist those who might be in a mental health crisis by offering the proper comfort and support. And that's a key. And then probably one of the biggest things outside of that... and connected to this, and sort of the driver of it... is helping reduce the stigma that surrounds mental health in our society and workplaces. And it's there, and it's big. JO  16:29 Thanks, Quentin... we'll dig deeper into that a little later, but now let's bring Trevor from AECOM into the conversation. AECOM is an award-winning infrastructure consulting firm of planners, designers, engineers, consultants, and construction managers. Its Energy Operations & Maintenance Division provides best-in-class maintenance, turnarounds, construction, and fabrication services to North American oil, gas, and chemical industries. Hello, Trevor, and thanks so much for being here. TREVER  17:04 Thanks a lot, Jo. I'm very excited to be part of this conversation with you and with Quentin. Just a side note... Quentin has become probably one of my biggest mentors in the last year-and-a-half. His attitude towards mental health and the way he opens up people is just huge for me. So, thanks again. JO  17:20 You are a site safety lead for AECOM, which is an international engineering firm... which I mentioned earlier. Can you tell us a little bit about your work?  TREVER  17:32 I'm a safety professional here at Joffre NOVA Chemicals. We're about half-an-hour from Lacombe, [Alberta]. We deal with a lot of different trades out here... we've got pipe fitters, iron workers, electricians. And then we have a couple of CLAC groups with our insulators and scaffolders. We have a multiple trade group that does a lot of projects on site, deals with a lot of different, stressful environments... a lot of stuff that can go wrong, day to day. People is a key to our industry. Having people fit for duty, making sure that they're healthy, when it comes to the physical and mental state of their body and their mind, is so important to us. It's really changed I think, too, in the last couple of years of how we support people. We look at them in a different way. And I really put a lot of the onus onto the Mental Health First Aid course that we started two years ago that really changed the way we look at [being] fit for duty. JO  18:22 I understand that AECOM is zealous in its approach to optimizing mental health for its 47,000 workers around the world. What does that look like from your perspective, as the site safety lead in Lacombe? TREVER  18:39 Whatever safety I can give to somebody... when it's procedures, policies, site safety rules... if they're not fit for duty, and they're not healthy to come in, we can achieve that. We just had a milestone last week Wednesday, we've done a full year without any incidents, no injuries, no first aids. And through a time of COVID, it's a huge announcement... it's exciting to have that happen on our site. We've had so much diversity, so much isolation, where people come to work, go home, go to grocery store, go to the mall... there's not much left to do outside of that. We've really tried hard to make sure that people still feel that they're getting that support. Digging deeper… when you see someone who looks off, or just isn't firing on all cylinders, so to speak, that's such an important thing that we don't just push them off or put them in a corner. I like to talk to individuals and find out how they're made inside, and what they like and dislike... how they're wired. Every individual is created in a special unique way, and that's the message I give in every orientation. So, of course the safety guy sits there and 90% of people think the safety guy is just going to pump safety and policies and procedures. But the first interaction I get with every worker... if it's a subcontractor or it's an AECOM person on site... is just that individuality of each person, so we understand that we build that relationship right from the ground level... so they feel that respect built right away, they feel that connection built right away. So, you start that relationship. My safety director, Dale Hartery, he always talks about hand on shoulder... that's one of his favorite lines. That's something I really try to show to people when they come in, it's very clear in our company to see that right from our VP, down to all our corporate, our site managers, and all our safety that work in the service industry. One of the biggest things we use is our human performance tools, that gives them the tools to see obvious things that can cause things to go better, to help them slow down. It gives them triggers to do what's right and not be rushing, not be causing something to cause an accident or an incident on site. We give them the tools that we put in front of them, the traps too, that could cause things to go wrong. So, we make it very clear, you know what, these are common things, stuff that cause problem, but it gives them that opportunity to see what's right. And then of course, we have all the different organizations in our company, through HR, through Morneau Shepell, through the counseling groups, that we can help them to treat anything that's going on. It's not just the physical things that go wrong. It's more the internal, the mental stuff, the mental health issues that people have, that now we can put them into the right place to get that help and get treatment. And I like what Quentin said earlier, a lot of things that we deal with in life, if it's a mental health issue, they don't go away. We need to treat them and figure out a way to manage them. And I think AECOM is getting way better at managing this part of mental health and being able to deal with it. JO  21:36 That's amazing. Trevor, you too have a personal story with mental health challenges. Can you share your story? TREVER  21:43 AbsoluteIy. Mental health challenges, feel like it's part of who you are. It's part of your fiber of your being. And sometimes it's so embedded, you don't know what it is. I grew up on a mixed farm Saskatchewan, had seven siblings, and we all had a part to play on the farm. When I was about 11 years old, my brother Emile, who was 18, passed away from cystic fibrosis. He was born with this disease, and it goes after your digestive and you're breathing. When he passed away, I had to grow up in a big hurry, and I was by no means ready for it at that time. And now I had to take over responsibility for the farm, I was the next person up to do the work and didn't really understand why. Wasn't a lot explained to me why I needed to step up. My dad wasn't very understanding with this specific issue and didn't have time for me to make mistakes along the way. After about five years of trying to figure out where I belonged, I ended up quitting school and moving out... basically running away. We never talked about things at home when it came to how we were feeling or going through. Usually there was a lot of hollering with teaching... very physical aspects to life. There was no point to make mistakes, I guess. When you made mistakes that wasn't looked on as a learning experience. When I can look back on things now, my mental health, my own issues were never dealt with. It was embedded so deep inside me that I never got a chance to talk to anybody about it, And I thought that was a dark part of my life that I didn't dare bring up. My opinion of mental health at that time was someone who was born with the physical disorder. You talk about stigma! To me, mental health wasn't something that you could even have in everyday life. It wasn't something you could deal with. And, in my opinion, it couldn't be corrected or dealt with. This was a huge stigma. I went to drinking and smoking fairly heavy, and at 14 basically became an alcoholic. I didn't know how else to deal with what was going on inside, didn't feel like it was going good enough for my own family, and really struggled for the next seven to eight years with where I belonged and what I should be doing. Feeling like I wasn't good enough really drove me to always try and be the best at anything I tried to accomplish, and not in a good way. I would go on to different jobs and different work jobs, and if I would learn a task, or a school, I would drive until I could be better than anybody on that site. Failure, when I did make a mistake, wasn't a learning experience. So, it basically crushed me. So went from getting into drinking and heavy smoking, into basically working every second of my life. I felt the more I could work, the better I would feel and wouldn't have to deal with those internal mental health embedded hurts and hang-ups which were just always there gnawing at me. I had a son at the age of 19. We were both in the party scene and didn't want to grow up and take care of responsibility. We got married before the baby was born and I ended up working away, of course...  workaholic... work before anything else, and she got into an affair and left me basically a year after the baby was a year old. After a couple of years of back and forth with our son trying to figure out where we could be in life... again, I was working like crazy because I thought that was the way to fix everything. I met a great young lady who had her life together. She was beautiful and really smart young lady who was going to college at the time, taking care of her two young boys. The moment we went on a blind date, set up by one of our cousins, I stopped smoking and drinking all the same night... so I got rid of something that was really causing a problem. This felt like the right thing to do. A year later we were married. As soon as we started out, my mom started to dictate how we lived and especially picked on my new wife, Cindy... on how she was doing everything completely wrong. My old hurts and hang-ups kicked in, and I went straight back into a workaholic... the stress of life knocked me down again. And I hadn't figured out a way to deal with my own mental health, and didn't dare talk to Cindy about it because, again, this was something that I thought you didn't dare bring out... you didn't talk about. And the stigma to me was, this has no value, I've got to somehow bury that and move on. Cindy and I now have been married for 24 years, and it's because of her love and patience and perseverance that have taken us this far. And I have to say very clearly, a year-and-a-half ago, when I went through this Mental Health {First Aid] course, there was so many things that opened my eyes to my own mental health issues that I dealt with. And Cindy and I... she's had an opportunity to see a part of me 23 years after we were married that she'd never seen before. The vulnerability that I've been able to bring to her has changed our marriage. And by no means is it 100%... there's still lots it has to be dealt with, but it's amazing. And what I've gone through in my life, I turned 50 this year, so I'm not quite caught up to Quentin yet, but passion for mental health and people, who I rub shoulders with every day, so not just at work... works very important... but anywhere I go. So, through COVID a big thing I always tried to do if I was out shopping, I keep my eyes up and I try to get eye contact. And if you just say, "Hello, how's it going?" You could just feel that isolation and the hurts of people. We couldn't rub shoulders. We can't hug anymore. We can't shake hands. But man, whatever I could do to show people that you care, and the expressions and the excitement, sometimes in people's voice to get that interaction was just amazing. JO  26:49 You both exemplify the power of vulnerability with the stories that you've shared. Quentin, first, when you're dealing with people in your union who are struggling with mental health challenges, do you share your story? And if so, how does that help those people? QUENTIN  27:09 It's funny that you should say that because when I first started mental health courses, teaching them, I was with a very good friend and colleague at the time, Dave Phillips, who is a family therapist for 30 years. My wife actually worked underneath him in Abbotsford. I remember getting into the weeds of it the very first time and feeling very nervous, because the initial platform was to our entire staff. And I'm about to open my life up in front of my colleagues, which means... and again, attached to stigma... what are they going to think? Here's a guy who's like completely unstable, and should we actually think about promoting him? Or should keep an eye on him? Or maybe we should send someone to visit all these things that kind of going through my brain. And so, the very first course I did, after we were debriefing, Dave just said to me, "Quentin, you got to jump in with both feet, man." I said, "Dave, you know my story, we're very good friends, and I'm not comfortable. What will people think?" He's like, "What have you got to lose? We're not just talking about you, we're talking about other people, and they can learn from your narrative." Your narrative is nothing to run from. It's everything for you to embrace and walk into. I do that... I am not afraid of speaking my story. I'm not afraid of saying I have clinical depression...that I have anxiety disorders... that I get panic attacks every so often. And sometimes I feel like I'm losing my mind. Some days are better than others. Not every day is filled with rainbows and ponies. For me, it becomes very vital that the first sort of entry into mental health is me, at least telling my story when I'm given the opportunity to. And so, every class, I start with my story, and then I turn it over and say, "Why are you here?" Jo, you would not believe the reaction that people have, once you step into that arena and say it's okay to tell me and to tell us, and for you to vocalize who you really are, and where you're really at. And it's amazing. There are people in there that in my 23 classes across the last number of years who have said to me, "I'm going to say something I've never said... I have bipolar." Or, "I live with schizophrenia." That's the first words out of their mouth. I'm telling you right now, Jo, there was a time, and not too long ago, where that was never your entering comment. And so, at the workplace, do the same thing... exactly what Trevor does. I try to maintain eye contact, and I know I can feel it when something's off. I don't necessarily ask a lot of questions, but I do take the opportunity to talk about, "Man looks like you guys got a pretty difficult job here. That must be really wearing on the brain. I know what it would do for me." I think those type of things, just to recognize what they're experiencing and what they're feeling. For me, it's an essential critical step. If you don't have that step, if I'm not sharing my story, my narrative... and my narrative doesn't have to work for everyone, it's not about everyone, it's about me.... but when I do that, it changes the environment. It lightens the air, and it allows people the permission to say, "You know what, things aren't really great... haven't been for a while. Here's what I'm dealing with." JO  30:27 What it does is it really engages people emotionally. And that's where things really start to happen. A personal example of mine is, when I was initially fundraising for the HEADS UP program, I would talk to people about what the program was and what our objectives were, and what our plans were. But when I shared my story of chronic anxiety... and like you, I have an anxiety disorder... when I share that story, people would lean into me. I could see their body language change and their interest in what I was talking about, just increase exponentially. I agree that that vulnerability is so critical. Trevor, how have you found the use of vulnerability to either help or hinder your work? TREVER  31:23 So, first off, when I did this course with Quentin, and I've been in safety now for seven years, but we did this course a year-and-a-half ago, we sat down at the course, I'll be very honest, I was pretty nervous. I was a little stressed about where's this was going to go. I've never gone through that before. Like Quentin said, he tells a story right from the beginning. It's like it knocks your socks right off. And everybody in the room, their eyes are wide open, and they want to speak, it just opens the room. He's not asking them to speak, he's not telling them to speak. People want to tell him their story and open up.  The vulnerability he gives to people… it's such a huge reaction. And I've been involved now with two of his courses, we did that one and three of us from our site went. And then we had a full course here on site with a very mixed group. And it's a true story. Like he says, it's real life. This is real, this isn't something made up. And people, just they want to tell their story. I had so many texts and phone calls that da, ye did it here on site, they couldn't believe that this is actually something that was happening. It opened up such a new part to our site that we've never had before. And it's still there. After COVID, we've had trouble getting training back, but it's slowly coming again. But for me, on a daily basis, this year not as much because we're a lot slower. But in 2019, we had 200 people on site, and almost on a daily basis people would come down and sit in my office, and some would be in tears when they show up... some would be having stresses going on. They would say, "You know what... this is what's going on in my life... this is what's happening at home... this is what's happened to me... my wife isn't doing good... my wife got cancer... I had a family member pass away." And they understand that because I've opened up with my story, what's going on in my life, that they can come to me and say, "Hey, this is what's going on." And they feel like I'm going to be able to either direct them, or just listen to what they have to say. And it completes them for that day. And either I give them the right that they should go home, or they should take a break. It's just that conversation. I don't tell them it's okay. But they have that feeling that now I've been able to open up. And it's part of a treatment that they feel good about, hey, somebody listened. I'm by no means a counselor. But that feeling they get when they leave, it is really good. JO  33:35 They feel they're not alone. And I think that's huge. And particularly during the time of COVID when people are feeling so isolated, people are feeling lonely. That sharing of stories and emotions, and solutions, and all of that great stuff becomes an antidote for isolation and loneliness. And people just realize that they're not alone. TREVER  34:04 I know when COVID hit last year, we had a quite a big group on site. And, of course, we had the COVID payments come from the government, and it was quite a disaster to start off. And I became an in-between person working with HR and payroll, trying to get these ROEs done and trying to get people paid. And some of them it took sometimes a month to almost a month-and-a-half to get there first cheque. And the stress that was caused by that was something we haven't seen for a long time because it happened so quick. The government wasn't ready. And there was a lot of dotted I's and crossed T's that weren't done. So, it took a long time to get people the right help they needed, just financially. So, to be part of that really helped to build a lot more relationships and build a lot more respect for people to be part of that. Again, it had to do with financial, but sometimes they'd be on the phone for 45 minutes just talking to somebody, just taking the time to listen and see what I could to just support that person, and it built again relationships. To me, really, relationship is so important with any mental health issues people are having, because then they feel comfortable to be vulnerable. It's just such a big key. QUENTIN  35:08 Not only that, but going, hey, you know what, no matter what the issue is, not only are there resources, but I can have a preferred future. I don't have to live under the weight of this. I can learn it is manageable. And for some disorders, some mental health issues are harder than others, you can live with them. And there's many examples out there of normal people living with significant issues, learning to manage them, and having good mental health, even though they have a significant mental health issue. JO  35:40 That's just such a good point, Quentin. And I know that, Trevor, you mentioned earlier about how every one of us is unique. And that's why every one of us needs to have a very special management plan. And for me, that includes medication, getting good sleep, good nutrition, regular exercise, support from my family, and my friends. As this unfolds in front of you, you will learn what those management strategies are for yourself. QUENTIN  35:56 And some work better for others. For me, I check all those boxes off too, Jo, maybe in different ways, but those are the boxes that I use as well. What's comforting is to know that there are resources, and that there is a way through these weeds, and that's a God send. When somebody in front of me not only feels comfortable telling me their story about issues they're dealing with, but also how they're dealing with it, that goes a long ways. TREVER  36:43 I understand that there's treatment, I think when that's the key. When you bring on the course, yes, now they have a mental health issue that they've been dealing with their whole life, or it's just come to light, like you said. Now it's out there, but all of a sudden, there's a way to treat this that they never knew was possible before. It's not just being open and vulnerable, but going through whatever avenue we can give them to get that treatment and living a normal life, still having that mental health issue. We talked about Speak Up when it came to mental health, quite a few years ago, and it was so short lived, that there wasn't really any help for it that we could see. And now, with this Mental Health First Aid course that we do, that you've been running for the last year-and-a-half, the treatment is there. We're treating this Mental Health First Aid course just like first aid when it comes to physical injury or when you're born with something that's physical. Stigma, we talk about. We take that away now and say, "You know what, it's no different than going to the doctor when you have cancer, or you've got anything that you have to deal with through life." At certain ages, as men, we've got to go ahead and get tested to make sure we don't have cancer for colon, all these different wonderful fun things we get done. But that's part of life on the physical side. Now we show up and say, "Hey, mental health is the same way. We've got to treat it just like physical illness or injury." And we can live life healthy, dealing with and treating our mental health. And I think that's something when we did these courses, people came out of it, looking at it saying, "Wait a minute, this isn't just some dark thing that we have to hide and put in the past. It's something we need to bring out and talk to people about to help them." But then we can treat this because it's a condition. It's real. It's a fibre of our being. We are born this way, or something pushed us that way. But it's part of our life. I think that's the exciting part of bringing mental health out the open is the treatment side of it. Because now we can help people. And because they have this mental health issue doesn't mean they can't live a healthy life, a good life, and be involved and do all the normal things that everybody else is doing, because we can take care of that. I'm so excited about the learnings I have for mental health. QUENTIN  38:42 There's no discrimination with mental health. It doesn't care who you are. It doesn't care how your status... doesn't care about your sexuality. It doesn't care about your worldview. It doesn't care about your ethnicity. It doesn't care about your social or economical background. It doesn't care, your gender, your religion, it really doesn't. There's no discriminatory pieces to this. It goes after everyone. It's a predator. It's a predator, though, that we not only know more about than ever before, but we're naming it more than we ever have. And we're calling it out. And we're saying, "Enough is enough. You've wreaked havoc long enough. And this is where I draw the line." And we can help people draw the line and go, "That's it." It's like Gandalf in the Lord of the Rings, when he's being chased by the fire demon, and he's across this bridge and he slams down his staff and he says, "You shall not pass." That's the picture of a resilient person who understands the issues, who has the resources and support and goes, "That's it. You have a corner… you stay in that room. That's all I'm giving you. You do not have access to the rest of my life, the way that you have in the past. I am the one, you are not." If we can deliver that, however it is that we do, not only will our workplaces transform, but our families, our relationships, our community, and most of all, with ourself... empathy for self, love for self, compassion for self. When we make those things available to us, even with significant mental health issues... that it's not a character defect, that it's not a problem with whatever it is with me, that there's nothing wrong with me... but when I can actually give myself the permission to feel those things and to accept those things, that is then much easier to give out.  JO  40:39 Wonderful input, thank you. I'd just like to step back for a minute. Quentin, in the union environment, how has people's interest in, and response to, mental health challenges changed over the years you've been doing this work? QUENTIN  40:57 Trevor and AECOM is a classic example. It's the acknowledgement that there's been this increased level of acceptance that mental health issues are real and common, and they're here to stay. And then it's a subject that's influenced lawmakers, HR departments, policies, lunchrooms. It's not as demonized as it used to be, the ones we shall not speak of, that's gone. That kind of mentality is making a quick exit, and it's increased the resources around us to assist people. Those are probably the top markers. JO  41:33 You both mentioned stigma... and you really can't talk about mental health without discussing stigma. So, Quentin, I'm really interested to know how stigma manifests in your members' work environments. Nowadays, I know that great progress is being made, but what are you noticing that still has to be dealt with? QUENTIN  41:57 Let me back it up for a second and just set this as the foundation. The Mental Health Commission of Canada and the Canadian Centre for Occupational Health and Safety report that, nationally, an estimated, like I said...  35, and I refer to this early because it's really important... 35 million workdays are lost to mental health conditions amongst our 10 million plus workers. So, it's an estimated cost to Canadian employers of $51 billion [annually]. And like you said, Jo, it's going to just catapult after that. But this is the cost of direct services and loss of productivity. So, that's the stage it's on. What are the manifestations? Here's the ones that are most prominent, from my experience of what I've seen, is that there's this sort of denial and apathy... that, "I don't have an issue. It's not that big. Like, for years I didn't know I actually had an issue, or issues." I think language, there's stigmatizing words and ideas and statements and stereotypes and categorizations and interactions based on ignorance and insensitivity. Those are the two things... either you know, and don't care, or you don't know, at all. Not just language, but I just think of fear in general, that we fear what we don't know or what we don't understand.... ones we do not speak of. I think there's fear of repercussions. Actually, the Conference Board of Canada said that 65% of Canadian workers in the survey said they would not disclose a mental health problem to their employer for fear of repercussions, which could look like job loss or lack of promotion, or keeping an eye on somebody, you know, that little extra because you just in case they snap, or discrimination. A Health Canada survey said that 54% of people reported facing discrimination for their mental problems in the workplace. This is all workplace related. There's embarrassment and shame. [In the] Health Canada survey, 54% of respondents who met the criteria of anxiety-related disorders or mood-related disorders, or substance dependence, felt embarrassed about their mental health problems. And then there's a kind of dismissal. I found this astonishing when I came across this, but according to Benefits Canada, there's a survey that was done based on malingering rates in Canada's workplaces, which means you're faking it or exaggerating your issue, your workplace-related health issue. So, the national board for psychological safety in the workplace, they approximate that the malingering rate in Canada workplaces is about 15%, which means, Jo and Trevor, that 85% of the people that are expressing health-related or mental health-related issues are in fact not faking it. It's real. That's significant. But stigma goes, "There's Johnny again, got to pull the slack because he's got an anxiety disorder. Really, what it's code for is he just wants more time off." JO  44:53 So, before we go into how we're going to actually tackle these stigma-related issues, I just want to chime in with you, Trevor, about stigma within the energy industry. And I may be assuming too much, but it would seem to me that that's likely a male-dominated industry. And men in particular, have a hard time expressing their feelings. And perhaps there's the macho thing going on. Can you tell us about that? TREVER  45:28 Absolutely. I think that's a key thing. In oil and gas, especially in construction, it is still mainly men dominated. It's changed a lot in the last couple of years... you see a lot more women in this culture, in this industry... but it is still a lot of men. And I think, as men, we don't want to talk about this stuff. And we really single people out, we build even on a whole crew. You'll go into the lunchroom. and, you know, these guys work together, and all of a sudden Johnny's sitting over there, he's by himself, and yet he's a good worker out there. But there's something different about him that everybody has pushed him out. Or he does have anxiety issues, or things like that, that are slowing him down and he can't keep up with a group. And you see those guys singled out. And it's so important that when that happens for me, especially when I've been in safety, because I have this opportunity now to do that. Those are the people that I warm up to... those are the people that I want to find out their story. I don't want to use that to beat up the other crew. But I want to find out how I can start to deal with this, make it more open. So, everybody sees, you know what, there's nothing wrong with this person. They've got something they're dealing with, but you guys have to accept them for who they are. QUENTIN  46:35 It's really been helped out in the workplace... guys like Trevor and their companies and HR departments and management. There's lots of government legislation out there that helped minimize it in the sense that there's laws that govern the physical safety of the workplace. Those same laws also govern the mental health safety of each worker in their respective workplaces. Some of that stuff comes with other fines, or it could even include jail time. It's serious. We're not just making this up. There's laws that are helping us work through this issue. And like Trevor said, the idea that AECOM is actually celebrating it, normalizing it as a way that can help minimize stigma. Stigma is never going to go away, but the onslaught of further education continues to say, "Here's what's really going on. You break the ice behind here and this is the thing." Part of education for some employers also includes discipline, for those people that continue to be offenders by using these kinds of silos and stigmatizing phrases and sort of nasty behavior. There's discipline in the workplace for that, which is also governed by legislation, that a lot of contracts have 'respect in the workplace' articles, and what that looks like. And if you don't toe the line, this is what you can expect. So, all those things, I think, do help minimize stigma. But like I said, with mental health issues, I don't think stigma will ever go away. We can get the upper hand on it, which is what AECOM is working towards, which is what I'm working towards, but will never completely defeat it. It'll still be there to some extent because we're people, and it's a people thing, it's not some nebulous force. It's something that's part of who we are, unfortunately. JO  48:18 We heard from Trudy and Lisa earlier about key components of mentally healthy workplaces. And there were four primary ones. And this is where we bring part two of this episode into alignment with part one, we're going to talk about those four components... leadership, culture, peer support and training. Starting with leadership, Quentin, how does good leadership set the stage for a mentally healthy workplace?  QUENTIN  48:54 Buy-in at all levels. So, from the owner, to the manager, to the workers themselves, you have to have that buy-in. It starts with the owner. It starts with the CEO. It starts with whoever's at the top. If they own it, it's disseminated much better than if it's not. Proactive HR departments where they make progressive workplace policies, on things like bullying, harassment, or zero-tolerance policies... on behaviors that would stigmatize the workplace and its employees. There's occupational health and safety committees... them using their platform to make mental health an actual regular agenda item for the promotion, or the education, of mental health. And it's awareness. Things like celebrating Mental Health Day. There's the education thing like 'mental health first date' as Trevor's attested to a number of times. It's a powerful, powerful thing for education in the workplace. Education on what is bullying. I'm doing actually a course a couple of weeks from now talking about what is bullying and harassment in the workplace, and what it's not. Respect in the workplace is along the same kind of lines... respect for each other. And on site, companies that take toolboxes, they do their toolbox in the morning just to brief everybody. But some of those toolboxes now are starting to add in Mental Health Moments. That's another great place. And of course, I'm an advocate of proper discipline in the workplace. And what I mean by proper discipline is not just the discipline that's rendered, but it's how they arrive at what discipline we rendered. For instance, I've been advocating into our companies... to our signatories and HR departments... listen, you need to be adding mental health as part of the framing of your investigation. In other words, "Is there a potential mental health issue at play that we need to consider as a factor?" I can remember dealing with a health care unit... a company... and this person had patterns in absenteeism around Christmas for the last three years. This is a number of years ago, going back a number of years ago. And I asked the HR department, the directors, "Have you ever asked this individual why that is? Because you've made a bunch of assumptions here. And maybe there's something going on that we're not aware of?" They said, "I don't think that's my place." I said, "It is absolutely your place to ask." It's the same thing as if you suspect one of your employees might have an addiction to alcohol, you have to ask the questions… "Do you have a problem? Are you in need of assistance?”... these types of things. And I just said, “Listen, do you mind if I approach the individual and ask them?" And so, I did. And I said, "Hey, listen, I just came out of a meeting. They're concerned about this timeframe... every year for the last three years you take it off, or you don't bother phoning in, and then you just go to kind of AWOL." I said, "If there's something going on, that would help me explain the situation to them, that we might be able to reconcile this in a different way than just discipline. And this lady told me that, "Yeah, I'll tell you what it is... I have an anxiety disorder, and it peaks. And it started three years ago, when my aunt and my niece were coming to visit me, and they went through Rogers Pass and got in a head on, and both died instantly on impact. So, every year, the week before Christmas, my brain shuts down, and I can't handle it." I said, "Do you mind if I share this with the HR department, because this is significant, and we can get you help." Long story short, went in there and said, here's the reason. And what we ended up doing is that we're not going to discipline her, what we're going to do is you're going to give her a hall pass for the next couple of years. “We're going to give you the time off, just let us know if you need it. But we'll just make sure that you're off the schedule, so that you can work through this issue, not worrying about leaving us behind.” And within that two years, we also got her some help dealing with a cognitive behavioral therapist about her anxiety disorder  around it. You know what, two years later, different lady and learning how to manage it. And now it's like, every so often, every Christmas since then, maybe a day, if that at all, couple days, but a significant difference. That's what I'm talking about. That's very, very helpful. Or including mental health days as part of the definition of sick days. That's an important piece to put in there. And of course, I think, personally speaking, that the inclusion of personal days, either paid or unpaid, preferably paid into the collective agreement, covering off mental health days, including mental health days, like I said, as definitions of sick days. I think that's huge. I am a big advocate of that. JO  53:25 Trevor, what are AECOM leaders doing to build more mentally healthy environments for its workers? TREVER  53:33 I think a big thing with our leaders, for our VP Shawn Jubinville, he has made this such a big mission of his for the last two years to talk about mental health. So, it's coming down from above, to our corporate guys, to our site managers, to our project managers, to our directors. He is such a key part to our industry. And in that same breath, he's serving the people, coming to the same level so that servant leadership is so important, because then people feel like they can come to you. I've worked for a few different companies in my life, and usually a VP or a director, usually you feel like he's above you, he's so far away that you can't connect, or you can't contact him. When our VP comes to site, or he comes to talk to people, they feel open to talk to him. If they've got an issue, they want something resolved, they'll bring it up to him... he has such a good way to represent our company in that servant way. And it's so easy for me as a site safety, to serve the people here to show them that we want to take care of any mental health issues that come up. And Quentin talked about harassment, and people that get beat up, and we don't see it. They're getting harassed by words... are getting picked on. We've had quite a few different occasions on site where that came to my attention. And we do have the tools to discipline and deal with that very quickly, even quicker than sometimes an instant, because when it comes to harassment, and somebody is getting pushed to the side, getting bullied, we do not allow that. And you don't always get to see it right away, so that's where, when you come in as a servant, you come in at the same level as people, you don't come from above, it's easy for somebody to come over and say, "Trevor, this is what's going on, what do we do?"... because they're at a loss... they feel like they're up against the wall. We need to show anybody in our group that it's very important to speak up. JO  55:16 So, it looks like AECOM is doing a number of really incredible things to foster better mental health. What else could they be doing? You're down in the trenches doing this work every day. What else can they do to help in that move toward minimizing stigma and mental health issues? TREVER  55:38 I think a big thing is we just need to keep pushing and keep speaking up to make sure that our leadership hears that the sites need this. And the importance of it is the same as safety. It's the same as practices, procedures, all the stuff we deal with already this has to be pushed that same level. And I like what Quentin said, when it comes to benefits, we need to get sick days, we need to get things that support mental health, as well as they understand that this is something we need time to deal with. We need to pull away and take that break to recharge, reset, and get that special treatment.  QUENTIN  56:10 If I'm an owner of a company and I have a problem with absenteeism, or even presenteeism, it's a lot more cost effective, to be honest, to provide that in a contract, than for people to take two three weeks off and collect either medical EI or short-term disability. The numbers make sense from a fiscal

Paula Allen global leader, research, and total wellbeing at LifeWorks.

Mental Health of School Personnel Amidst a Pandemic/COVID-19 Cherri Lindquist, Clinical Nurse Manager at Company Nurse and Paula Allen, Global Leader, Research and Total Wellbeing and SVP at Morneau Shepell, describe the unique experience of School Personnel and how the repercussions of the pandemic have impacted their professional and personal lives. School Personnel face a multi-faceted situation - each department faces a different experience in keeping students and colleagues safe while upholding new protocols. For employees starting out in their career, they were lacking in-person support, help and learning while working in a team when working from home. Top concerns for more experienced employees, being prone to higher risk or living with high risk individuals and having to learn very foreign technology and programs. In addition to their personal stressors, the age group of students they work, brings unique challenges specific to their developmental needs. Shere and Paula explain the many reasons why Employee Assistant Programs are invaluable for School Personnel and how to implement them successfully and effective support for School Personnel during the crisis of COVID-19.

Paula Allen global leader and senior Vice President, research and total wellbeing at Morneau Shepell. Discussing results from the mental health index one year into the pandemic.

By age 15, depression and anxiety had taken their toll on Mark Henick. Clinging to an outside girder on an overpass, a deeply troubled Henick made the only decision he thought he could. And he let go. Henick’s newly released book, So-Called Normal: A Memoir of Family, Depression and Resilience, aims to break the relentless stigma of mental illness through his candid, intensely personal account of his youth, the events that led to that fateful night on the bridge, and the experiences and transformation that followed. Henick takes readers inside the mind of a boy who had to deal with the breakdown of his parents’ marriage, an abusive stepfather, bullying and trauma — all while trying to navigate his progressively worsening mental health. In the backdrop is a community that didn’t talk about mental illness, one where silence and maintaining the comforts of “normal” was paramount. So-Called Normal is a vital, triumphant story of perseverance and recovery that has already touched the hearts of many, including television personality Rosie O’Donnell. “Mark Henick is a powerful storyteller. His vivid account of his early years as a depressed, suicidal teenager is a page-turner. So-Called Normal is beautifully written, heart-wrenching, and hopeful. Necessary reading for anyone who wants a peek inside the mind of someone who journeyed through mental illness and found hope on the other side,” O’Donnell said. Author Mark Henick’s TEDx talk, Why We Choose Suicide, is one of the most watched in the world and has been viewed millions of times. His search for “the man in the brown jacket” whose bravery and strong arms kept him from falling to his death went viral around the world (and was successful!). Henick has been on television and radio and has written many articles on mental health. He has hosted more than 60 intimate conversations about mental health with notable public figures and celebrities on his podcast, So-Called Normal, and has executive produced and hosted the Living Well podcast for Morneau Shepell. Henick has served on the board of directors for the Mental Health Commission of Canada, and was the president of a provincial division of the Canadian Mental Health Association — the youngest person in either role. He has worked as a frontline clinician, a program manager and the national director of strategic initiatives for CMHA. Currently the CEO and principal strategist for Strategic Mental Health Consulting, Mark Henick is in high demand as an international keynote speaker on mental health recovery. To watch Henick’s powerful TEDx talk, please visit https://youtu.be/D1QoyTmeAYw. For more information, please visit www.markhenick.com or connect with the author on the following social media sites: www.facebook.com/markhenick/; https://twitter.com/markhenick; and www.youtube.com/markhenick. For the recent PEOPLE Magazine feature about Henick and the man who saved him, please visit https://people.com/human-interest/inside-one-mans-search-stranger-saved-him-suicide/. So-Called Normal: A Memoir of Family, Depression and Resilience Publisher: HarperCollins Release Date: January 12, 2021 ISBN-10: 1443455032 ISBN-13: 978-1443455039 Available from Amazon.com, BarnesandNoble.com, Audible and others --- Support this podcast: https://anchor.fm/john-aidan-byrne0/support

Canadians are feeling more isolated now than at any other time in the pandemic: study Guest: Paula Allen - Vice-President of Research and Integrative Solutions at Morneau Shepell

The Bill Kelly Show Podcast: Canada is banning passenger flights from India and Pakistan for 30 days amid concerns over rising COVID-19 cases and a new virus mutation, says Transport Minister Omar Alghabra. In the last two weeks, more than 100 international flights landing in Canada have carried at least one positive COVID-19 case on board, according to the federal government. At least 32 of those flights were from India. The measure went into effect at 11:30 p.m. ET on Thursday and does not affect cargo flights. ALSO: Premier Doug Ford is promising a paid sick-leave program for Ontario workers. Although there's no date yet for its implementation. Also, his apology for backtracking. GUEST: Richard Brennan, Former Journalist with The Toronto Star covering Queen’s Park and Parliament Hill - A so-called “double mutant” variant of COVID-19 feared to be driving a record surge in new cases in India has now been found in Canada. On Wednesday, British Columbia confirmed 39 cases of the B.1.617 variant – first detected in India – while Quebec reported it first known case of the new variant in the province. While not officially designated as a variant of concern (VOC) by the Public Health Agency of Canada (PHAC), B.1.617 is being treated as a “variant of interest”. And federal health officials say they are closely monitoring it. GUEST: Thomas Tenkate, Professor at the School of Occupational & Public Health with Ryerson University - A year into the pandemic, a new report by HR company Morneau Shepell says that feelings of isolation are taking their greatest toll yet on Canadians. The company released its monthly Mental Health Index report, showing a negative mental health score among Canadians for the 12th consecutive month, according to a press release. While some scores have fluctuated, the score for psychological health has steadily declined over the last 12 months. This “indicates that Canadians’ view of their overall mental health status is at its lowest point,” the release states. GUEST: Paula Allen, Global Leader and Senior Vice President of Research and Total Wellbeing at Morneau Shepell See omnystudio.com/listener for privacy information.

In this episode we speak with Debbie Pearmain of OneStopHR to dig into the reasons why Targeted Gender Recruitment works and how companies can implement this strategy in all of their recruiting and promotion campaigns. Debbie has worked with CEOs and leadership teams for over 25 years at more than 250 companies. She has been facilitating organizational and leadership transformation projects with Accenture, Global Knowledge, One Stop HR and Morneau Shepell. Debbie is an excellent facilitator, coach and strategic thinker. She helps clients view problems as opportunities for growth and change and creates breakthrough strategies that help people and organizations achieve their full potential.Thank to our sponsor Y5 Creative for their generous and ongoing support of our show.  Find out more at www.y5creative.com

Nawet nie miałem pojęcia, że można znaleźć 3 obszary stygmatyzujące problemy psychiczne i psychologiczne. Kolejny odcinek Piotrka Dobrej rady jest poświecony Mental Health Index, który został opublikowany przez Morneau Shepell. Jeśli wasza firma przeżywa podobne problemy - dajcie znać. Zastanowimy się wspólnie, jak z tym działać. #wykuwam #piotrekdobrarada #remoteonly #pracazdalna #stygmatyzacja https://youtu.be/UZi_z0L44Uw Mój mail piotr.konopka@innothink.com.pl Mój LinkedIn https://linkedin.com/in/konopka Link do odcinka na YouTube https://youtu.be/UZi_z0L44Uw Link do podcastu https://pod.fo/e/c1ce0 Inspiracja https://www.hcamag.com/asia/specialisation/mental-health/toxic-taboos-why-the-stigma-around-mental-health/250911 SoundCloud https://soundcloud.com/piotr-konopka-286414158/piotrek-dobra-rada-odc-242-toksyczna-stygmatyzacja Moja strona internetowa https://piotr-konopka.pl Strona firmowa https://www.innothink.com.pl Moje podcasty https://podfollow.com/piotrek-dobra-rada/view iTunes https://podcasts.apple.com/pl/podcast/piotrek-dobra-rada/id1513135345 Spotify https://open.spotify.com/show/6bu6ZEMBKJAd2LMLr7ABKP Transkrypcja poniżej Cześć! Nazywam się Piotrek Konopka i witam was w kolejnym, 242 już odcinku z cyklu Piotrek Dobra Rada mówi o pracy zdalnej. Dzisiaj powiem kilka słów na temat Temat toksycznej stygmatyzacji. Jaka firma Morneau Shepell i ta firma opublikowała raport zatytułowany Mental Health Index. Znalazłem artykuł zawierający wywiad z Paulą Allen - jest to Global Leader and vice president, odpowiedzialna ta pani jest za dział research and Total wellbeing. I ten indeks i dane z tego raportu pokazują - czy jest to miara zdrowia psychicznego wśród pracującej populacji. Firma porównała bowiem zdrowie psychiczne pracowników w 2020 roku, sprzed pandemii i to zdrowie, które jest obecnie. Można dostrzec olbrzymi spadek zdrowia psychicznego właściwie w każdej grupie społecznej, w każdej grupie badanej. Raport również opisuje rozpowszechnione elementy stygmatyzujące, te złe elementy zdrowia psychicznego. Pracownicy bowiem chcą rozmawiać o zdrowiu psychicznym, czują się z tym coraz bardziej komfortowo. Ale jest widoczna stygmatyzacja w trzech obszarach: po pierwsze jest to bliska rodzina - czy rodzina i przyjaciele będą patrzeć na ciebie inaczej, jeżeli przyznasz się do problemów psychicznych i psychologicznych? Jest to właśnie stygmatyzacja społeczna drugi obszar to jest samostygmatyzacja - jeżeli człowiek weźmie do siebie niektóre rzeczy, które może słyszeć z otoczenia na temat ludzi z problemami psychicznymi trzecim obszarem, czy trzecim rodzajem stygmatyzacji, jest stygmatyzacja w miejscu pracy - jak pracownik dostrzega swoją dalszą karierę, jeżeli wyjdzie z cienia i odsłoni się i powie głośno o swoich problemach? Wzrost tych problemów psychicznych, połączony z tymi trzema obszarami stygmatyzującymi, powoduje bardzo mocne sprzężenie zwrotne. Pracownicy cierpią w milczeniu, w izolacji od rodzin, kolegów i bez takiego autentycznego wsparcia z działów HR. To prowadzi do wdrożenia tych niezdrowych mechanizmów obronnych, związanych z nadużywaniem alkoholu, narkotyków czy jedzenia chociażby. Ale w świecie wirtualnym pracodawcy ciężko jest takie symptomy dostrzec. Jak można bowiem poczuć alkohol poprzez Zooma i jak pracodawca w ogóle wtedy ma wiedzieć, że coś złego się dzieje? Ale jeżeli jesteś pracodawcą, jeżeli jesteś kolegą z pracy i dostrzegasz jakikolwiek objaw u swojego kolegi, jakąś czerwoną flagę, że coś jest troszkę inaczej niż zazwyczaj - to najczęściej tak po prostu jest. A wtedy zwróćcie się do tego kolegi i porozmawiajcie z nim szczerze, czy nie potrzebuję Waszej pomocy. A jeżeli wy i Wasza firma, wasza organizacja, chcecie wiedzieć, jak takie rozwiązania wdrożyć - dajcie znać. Dzięki serdeczne. Do zobaczenia i usłyszenia jutro. Na razie!

Paula Allen who is the global leader and senior Vice President, research and total wellbeing at Morneau Shepell.

Fourth quarter 2020 earnings call for Morneau Shepell Inc. For further information, please consult the company website at http://www.morneaushepell.com/ Support this podcast at — https://redcircle.com/tsx-quarterly/exclusive-content Advertising Inquiries: https://redcircle.com/brands Privacy & Opt-Out: https://redcircle.com/privacy

Paula Allen global leader, research and total wellbeing at Morneau Shepell.

Idan Shlesinger, president of retirement solutions & executive vice president at Morneau Shepell, joins us to share some of the highlights from Morneau Shepell’s latest “Financial Wellbeing” index. This index aims to calculate the financial wellbeing of the population and understand the nuances across gender, region and jobs. Follow Morneau Shepell on Twitter and Connect with Idan on Linkedin.

You don’t have to be ultra wealthy to invest in art. Scott Lynn, founder of Masterworks, tells us about buying “shares” in blue-chip artwork. Then, Morneau Shepell’s latest Financial Wellbeing Index. Idan Shlesinger takes us through highlights. And, Greg Davies from Oxford Risk on how financial advisors can help clients deal with emotional investing.  And, Junior Achievement Canada’s Investment Strategies program. Jennifer Holmes Weier from JA Central Ontario and Julian Kokhanovskyy, program participant,  will tell us more. Plus, the difference between a financial advisor and a financial coach with Tanya Oliva from Fin$mart. To find out more about the guests check out: Masterworks: Facebook | Linkedin Morneau Shepell: Twitter Idan Shlesinger: Linkedin Oxford Risk: Twitter JA Central Ontario: Twitter | Instagram | Facebook Fin$mart: Fin$mart |Twitter | Facebook Find Bruce Sellery at Moolala.ca | Twitter | Facebook |Linkedin

Idan Shlesinger president, retirement solutions and executive Vice President at Morneau Shepell.

AB solicitor general Madu on Trudeau gun legislation Conf Bd of Cda chief economist. Cda's fiscal challenges post-pandemic Loneliness epidemic ongoing in Cda. Morneau Shepell Snr VP Justice Centre for Constitutional Freedoms suing Trudeau gov over airport quarantines See omnystudio.com/listener for privacy information.

Today's special guest, Mark Henick, never stopped thinking about the man who saved him from a suicide attempt as a teenager. Henick's search for “the man in the brown jacket” and their remarkable reunion many years later was recently featured in PEOPLE Magazine. Through Henick's newly released book, So-Called Normal: A Memoir of Family, Depression and Resilience, he aims to break the relentless stigma of mental illness. He tells his candid, intensely personal account of his youth, the events that led to that fateful night on the bridge, and the experiences and transformation that followed. Mark takes readers inside the mind of a boy who had to deal with the breakdown of his parents' marriage, an abusive stepfather, bullying and trauma — all while trying to navigate his progressively worsening mental health. In the backdrop is a community that didn't talk about mental illness, one where silence and maintaining the comforts of “normal” was paramount.   Mark Henick's TEDx talk, Why We Choose Suicide, is one of the most watched in the world and has been viewed millions of times. Henick has been on television and radio and has written many articles on mental health. He has hosted more than 60 intimate conversations about mental health with notable public figures and celebrities on his podcast, So-Called Normal, and has executive produced and hosted the Living Well podcast for Morneau Shepell. Henick has served on the board of directors for the Mental Health Commission of Canada, and was the president of a provincial division of the Canadian Mental Health Association — the youngest person in either role. He has worked as a frontline clinician, a program manager and the national director of strategic initiatives for CMHA. Currently the CEO and principal strategist for Strategic Mental Health Consulting,  

We talk to Nigel Branker, President of Health and Productivity Solutions at Morneau Shepell, about their partnership with Shoppers Drug Mart to help Canadians gain access to mental health programs though a program called Abiliti-CBT. Connect with Nigel on Linkedin and follow AbilitCares on Instagram and Facebook.

Paula Allen is the global leader, research and total wellbeing at Morneau Shepell.

A unique way to get married during the pandemic. Lynzie Kent, owner of the Pop-Up Chapel Co, tells us about her new approach. Then, mental health support for Canadians. Nigel Branker from Morneau Shepell tells us about AbilitiCBT.  And, focusing on older adults.  Paige Wilson tells us about Naborforce, a U.S. service that connects older adults to community members who can provide companionship and care. Plus, a new life planning app called OBOLX that helps you visualize your future health and wealth milestones. The app’s founder, Michael Meyer, tells us how it works.  And, Liquid Independence from the Freedom 35 Blog joins us for our Blogger Spotlight. To find out more about the guests check out: Nigel Branker:  Linkedin AbilitCares: Instagram | Facebook Naborforce: Facebook Pop Up Chapel Co.: Facebook Michael Meyer: Twitter Obolx: Twitter Liquid Independence:  Freedom 35 Blog | Twitter Facebook Find Bruce Sellery at Moolala.ca | Twitter | Facebook |Linkedin

Working from home, fear of or actually being laid off…workers are getting the job done but it's taking a serious toll on their mental health. Morneau Shepell does a monthly Mental Health Index measuring the mental health of workers in Canada, The United States, The United Kingdom and Australia.

Canada's airline industry deep challenge. Mike McNaney   Marco Muzzo parole. Sheri Arsneault whose son killed by drunk driver   Business Council of Canada letter to Justin Trudeau. Goldy Hyder.   Cdn Financial Wellbeing Index. Morneau Shepell. Paula Allen.   Donald Trump acquitted for 2nd time. Terry Madonna - senior fellow for political affairs at Millersville university  See omnystudio.com/listener for privacy information.

See omnystudio.com/listener for privacy information.

I've had so many guests on the show over the years to talk about the wealth accumulation stage of investing, but I haven't had any, besides Mike Drak from episode 208 who wrote Victory Lap Retirement, to talk about what happens when you actually retire. What happens when you have to start decumulating your nest egg? That's why I've got Frederick Vettese on the show for this episode. He is the former Chief Actuary of Morneau Shepell, a major Canadian human resources firm. He's also a frequent contributor to the Globe and Mail on retirement issues. And lastly, he's the author of three books, including his latest book that we talk about in this episode, Retirement Income for Life: Getting More Without Saving More. Even if retirement is decades away for you, it's so important to know what to expect when it's right around the corner. How do you ensure you don't drain your retirement savings in the first few years? What strategies should you use to decumulate your savings in a sustainable way? And what are some key things to know about enjoying your retirement and the fruits of your labour? For full episode show notes visit https://jessicamoorhouse.com/262

According to a study by Morneau Shepell for the month of December, the mental health of Canadians’ continued to decline for the ninth consecutive month. The Index showed a 11.8-point drop from the pre-2020 benchmark of 75, led by significantly worsening psychological health, isolation and optimism. Canadians are also seeing the pandemic’s impact on others, including their co-workers. The research found that nearly four in 10 (36 per cent) Canadian workers reported being concerned about a co-worker’s mental health. This is in part due to prolonged strain in the workplace resulting in declining productivity, with 27 per cent of supervisors indicating that their employees are less productive than in 2019. Additional findings include: ·         Thirty-five per cent of supervisors indicated concern about the mental health of employees, suggesting the Canadian workforce may be at risk of detrimental long-term mental health effects. ·         Nearly half (46 per cent) of respondents reported not using all their vacation time in 2020. This group also presented a considerably low mental health score (-12.0), indicating a clear correlation between mental health and time away from work. ·         Brand loyalty is largely dependent on the treatment of employees, as 57 per cent of respondents indicated this plays a role in how they have thought about and interacted with companies during the pandemic. ·         Brand loyalty is also dependent on a company’s response to social justice issues, with individuals under the age of 40 most likely (51 per cent) to indicate this plays a role in their interaction with companies, corresponding with the influx of anti-Black racism awareness following the high-profile death of Black American, George Floyd, in June 2020. ·         Women tend to have a lower mental health score than men; we have also observed that mental health scores improve with age. GUEST: Paula Allen, Senior Vice President of Research and Wellbeing at Morneau Shepell See omnystudio.com/listener for privacy information.

Paula Allen Morneau Shepell Senior VP Research, Analytics & Innovation - Report On Pandemic Fatigue by VOCM

UPDATED EPISODE: Following the incident at the Washington Capitol, we think this episode is relevant now more than ever. Here's one of our favourite podcasts from 2020. Stephen Liptrap, President & CEO of Morneau Shepell, a leading provider of technology-based HR wellness services joins us to discuss mental health. We look at Morneau Shepell's Mental Health Index research and tips on how to keep a pulse on employee mental health, prevent productivity loss, and engage with your employees during periods of great stress.

www.patreon.com/artistdecoded Mark Henick is an internationally recognized mental health strategist, advocate, speaker, podcaster, and media commentator. His TEDx talk is one of the most-watched in the world. He regularly speaks to diverse audiences about mental health, hope, and recovery.   Mark Henick’s TEDx talk about being saved from death by a stranger is one of the most-watched in the world and has been viewed millions of times. His search for “the man in the brown jacket” whose bravery and strong arms kept him from falling to his death went viral around the world (and was successful!). Henick has been on television and radio and has written many articles on mental health. He has hosted more than 60 intimate conversations about mental health with notable public figures and celebrities on his podcast, So-Called Normal, and has executive produced and hosted the Living Well podcast for Morneau Shepell.  Henick has served on the board of directors for the Mental Health Commission of Canada and was the president of a provincial division of the Canadian Mental Health Association — the youngest person in either role. He has worked as a frontline clinician, a program manager, and the national director of strategic initiatives for CMHA. Mark is currently the CEO and principal strategist for Strategic Mental Health Consulting. Topics Discussed In This Episode: Destigmatizing mental illness Mark’s personal story and TedX Talk The search for the man in the light brown jacket  Struggles and hardships being a source of strength Self-actualizing and truth  Commercial art Compartmentalizing particular aspects of your life Life being an artform  Going all-in on your passion  Building your passion  Resilience and grit Recovery  Not knowing your full self yet Toxic productivity Toxic masculinity www.artistdecoded.com www.instagram.com/markhenick www.markhenick.com

Third quarter 2020 earnings call for Morneau Shepell Inc. For further information, please consult the company website at http://www.morneaushepell.com/ Support this podcast at — https://redcircle.com/tsx-quarterly/exclusive-content Advertising Inquiries: https://redcircle.com/brands Privacy & Opt-Out: https://redcircle.com/privacy

Paula Allen Senior Vice President of Research, Analytics, and Innovation at Morneau Shepell.

If there's a silver lining to COVID, it may be the acceleration of the availability of virtual mental health services. Provinces and institutions had moved very quickly to digitize services, speeding up a transition that needed to happen anyway. Two-thirds of Canadians are reporting their mental health is good, and are feeling confident in their ability to cope with COVID. Research is showing that employers – in particular – can play a big part in buoying the mental health of workers. But for some, things have gotten much worse. Policy Speaking is joined by Paula Allen, VP at Morneau Shepell and co-chair of the Civic Action's Champions Council on workplace mental health and Ed Mantler, VP at the Mental Health Commission of Canada for an analysis of Canadians' mental health status, where things have gone right, wrong, and what to expect for the holidays. -- Music: Raro Bueno by Chuzausen under a creative commons license

If there's a silver lining to COVID, it may be the acceleration of the availability of virtual mental health services. Provinces and institutions had moved very quickly to digitize services, speeding up a transition that needed to happen anyway. Two-thirds of Canadians are reporting their mental health is good, and are feeling confident in their ability to cope with COVID. Research is showing that employers – in particular – can play a big part in buoying the mental health of workers. But for some, things have gotten much worse. Policy Speaking is joined by Paula Allen, VP at Morneau Shepell and co-chair of the Civic Action's Champions Council on workplace mental health and Ed Mantler, VP at the Mental Health Commission of Canada for an analysis of Canadians' mental health status, where things have gone right, wrong, and what to expect for the holidays. -- Music: Raro Bueno by Chuzausen under a creative commons license

First quarter 2020 earnings call for Morneau Shepell Inc. For further information, please consult the company website at http://www.morneaushepell.com/ Support this podcast at — https://redcircle.com/tsx-quarterly/exclusive-content Advertising Inquiries: https://redcircle.com/brands Privacy & Opt-Out: https://redcircle.com/privacy

Paula Allen who is the senior Vice President of research, analytics and innovation at Morneau Shepell.

Mark kicks off Season 2 of the Living Well podcast for Morneau Shepell by chatting with Bruce Sellery about financial well-being, and how our spending is changing in this challenging time. Mark also touches base with CTV’s Chief Financial Commentator, Pattie Lovett-Reid, on how the markets are impacting people personally.

The 2020 American election is happening today, COVID-19 cases are rising, there are protests in the street and winter is coming. To say that people are under an incredible amount of stress is an understatement. But what do we do about it? This week we're talking to Stephen Liptrap, President & CEO of Morneau Shepell, a leading provider of technology-based HR wellness services. We look at Morneau Shepell's Mental Health Index research and tips on how to keep a pulse on employee mental health, prevent productivity loss, and engage with your employees during periods of great stress.  

Research scholar and business strategy consultant Dr. Mark Attridge discusses the role of EAP in promoting positive workplace outcomes (lower “presenteeism,” improved work/life satisfaction, etc.) and maintaining business continuity. He also shares the findings in the 2020 Workplace Outcome Suite Report (sponsored by Morneau Shepell and the Employee Assistance Professionals Association), which underscored the ROI of EAP.

In late summer, we had a two-part special on parenting through the pandemic. Now, with Halloween approaching, parents are still navigating the challenges of raising kids in an ongoing, and even worsening global pandemic. Mark spoke with four experts and advocates for their perspectives on this. Prolific parenting writer Ann Douglas, mental health advocate and new mom Courtney Taylor, Morneau Shepell psychoeducator Emilie Morasse, and professor of child development Dr. Tonya Bibbs all joined Mark share their thoughts. Here's a bite-sized recap of their conversations.

Paula Allen, senior Vice President of research, analytics and innovation at Morneau Shepell.

In today’s show, Chris interviews Neil King, President, LifeWorks, and Executive Vice President, Morneau Shepell.Growing up, Neil was always hard-working. He used to work odd jobs but was frustrated that his earnings were not commensurate with the work that he was putting in. And perhaps, this was the biggest reason that attracted him to business and Student Works in the first place. Neil spent a year with Student Works – an experience he calls “one of the most defining moments of my life.” In this segment of the show, Neil shares some of the biggest takeaways from his Student Works stint. Topics discussed in this show include cold-selling strategies, how to tackle challenges, and keep on moving forward.While at Student Works, Neil discovered his love for sales. And perhaps this was why he took up a sales position at Lexmark printers right after graduating. After a brief but extremely successful stint, Neil moved to Texas to work as Director of Sales, Procom. In this segment of the show, Neil makes some interesting comparisons between the work cultures in the US and Canada.After Procom, Neil worked as a Channel Sales Manager at Infor, a software company in California, in the private label job board business at Brainhunter, at ADP, and then at Wolters Kluwer Health.Currently, Neil is the President at Lifeworks and Executive Vice President at Morneau Shepell. Morneau Shepell is a Global HR leader who recently acquired Lifeworks, an employee engagement, and well-being app. We have an interesting discussion about mental health and well-being in this segment of the show. Neil shares how Lifeworks is having a far-reaching impact by helping improve people’s lives across the world.We wrap up this show with Neil sharing some great advice for aspiring and new entrepreneurs.We hope you enjoy this show!What You Will Learn In This ShowHow a Student Works sting can help you hone critical and foundational skillsetsComparing the US and Canadian work culturesHow to evaluate and take up job opportunities that move you forwardFurthering employee engagement and improving mental healthAnd so much more...ResourcesStudent Works Chris Thomson LinkedInChris’s Email

Paula Allen of Morneau Shepell unveils strategies on how to deal with employees’ mental health concerns through the COVID-19 pandemic.

Normally, starting or returning to post-secondary education is a new phase, filled with promise. These are not normal times. UBC President Dr. Santa Ono joins Mark to talk about how one of North America’s largest universities is handling the extraordinary return this year. Then, Mark talks about the mental health of students with Nate Venema, a Morneau Shepell campus counsellor at Brock University.

GESTIONNAIRES EN ACTION. Alors que tous les yeux sont tournés vers la remontée des indices américains depuis le creux du 23 mars, qu'en est-il de la Bourse canadienne? Existe-t-il des occasions d'achat à Bay Street? Steve Bélisle, gestionnaire de portefeuille chez Gestion de placements Manuvie, parle de trois titres qui constituent selon lui de bonnes occasions en ce moment: ATS Automation, Colliers International et Morneau Shepell. Le balado a été enregistré le mardi 11 août et le lendemain, le titre d'ATS Automation, entreprise ontarienne qui aide les entreprises avec l'automatisation de leurs usines ou de leurs lieux de travail, terminait la séance sur un gain de plus de 13% après le dévoilement de bons résultats trimestriels. Jeudi, le titre a toutefois perdu une partie de ces gains, retraitant de 1,69%. M. Bélisle aime le titre de Colliers International, qui offre de nombreux services à une multitude de clients en immobilier commercial. Le gestionnaire souligne également la résilience du titre du spécialiste des ressources humaines Morneau Shepell depuis le début de la pandémie de COVID-19.   See omnystudio.com/policies/listener for privacy information.

The pandemic has proven to be challenging, emotional, and uncertain for parents. Dr. Tonya Bibbs returns to discuss some of the pressures on kids. Also, Mark talks with Morneau Shepell psychoeducation supervisor Emilie Morasse about supporting parents and their kids though a pandemic.

The experience of racism can not only be exhausting, but also traumatic in many ways. Mark explores race-based trauma with Noi Quao, global director of critical incident response for Morneau Shepell. Then, Mark talks with Dr. Tonya Bibbs from the Erikson Institute for Child Development to learn more about how racism is acquired from a young age and how anti-racism can be cultivated in children instead.

The global coronavirus pandemic has changed our world in profound ways. Join internationally recognized mental health advocate and top TEDx speaker Mark Henick as he explores the many ways in which our mental health and wellness has been impacted by this new normal. Each week, Mark is joined by a range of experts, notable personalities, and fascinating figures. Together, they have authentic conversations about the physical, mental, and social aspects of living well. This podcast is sponsored by WellCan, a free resource by Morneau Shepell.

Today, we get into a masterclass on retirement planning with a true expert in the field whose perspectives are distinctly evidence-based, Fred Vettese. Fred is a Partner and former Actuary at Morneau Shepell and author of three retirement books including Retirement Income For Life. We hear Fred’s thoughts on what people should be spending in retirement, why there is not a retirement crisis in Canada, and how Canadians can live on far less than they have been told. Fred talks about how to prepare for a bad investment outcome, as well as the problem of underspending early on and ending up with too many assets. He is a big proponent of people deferring their CPP until after 70 and buying an annuity with a portion of their money in most cases. Our guest weighs in on annuities, talking about how to buy them, which types to buy, and why ALDAs exacerbate the problem of early underspending. We query Fred about when people should start their CPP and OAS government benefits, and then move to hear his thoughts about different bear markets, how to invest during them, and what the current massive government interventions mean for the future of taxpayers. Fred gets into the risk of getting a retirement age date wrong, why he doesn’t endorse the 4% spending rule, and how retirement planning is affected by owning versus renting a home next. He also makes a case for when reverse mortgages are a good option, why long-term care insurance makes no sense, and why interest rates are so low right now. Wrapping up, we hear Fred’s thoughts on what this all means for early retirees, people still in the workforce, and those just entering it. Tune in for Fred’s brilliant perspectives on all this and a lot more in what should be an evergreen resource for any Canadian looking for solid retirement instructions.   Key Points From This Episode: Introducing Fred Vettese and his evidence-based work on retirement planning. [0:00:16.3] How Fred and Bill Morneau dispelled notions of a Canadian financial crisis. [0:02:45.3] Rethinking the rule that Canadians spend 70% of their income in retirement. [0:04:55.3] Fred’s conclusion about how spending tracks inflation during retirement. [0:09:27.3] Strategies for how retirees can take on less risk but still have enough money. [0:12:00.3] Avoiding underspending and ending up with too many assets later. [0:15:08.3] The benefits of annuities and why they might not be that safe anymore. [0:16:55.3] The pitfalls of annuities indexed to inflation over combining all income sources. [0:20:00.3] Why ALDAs exacerbate Canadians underspending at younger ages. [0:22:47.3] When to start CPP and OAS government benefits, and tips for exceptional cases. [0:25:59.3] Whether this bear market is vanilla or not and how it affects investment decisions. [0:30:25.3] The effects that massive government stimulus could have on taxpayers. [0:32:28.3] Drawbacks of saving for an over and underestimated retirement age. [0:35:12.3] Thoughts on the 4% spending rule now that bond returns are 0%. [0:37:20.3] How people owning versus renting a home affects retirement planning. [0:39:09.3] When it’s a good idea to take out a reverse mortgage. [0:41:36.3] Why long-term care insurance makes no sense; poor coverage for the price. [0:44:10.3] The link between aging populations and low interest rates/inflation. [0:47:40.3] The impacts of this low interest rate environment on early retirees. [0:52:10.3] Whether Monte Carlo simulation is a useful tool and what success rates to aim for. [0:53:49.3] Why early retirees can withstand a lower Monte Carlo success rate. [0:56:11.3] The reason people who are not retired yet should be saving 20% of their income. [0:56:59.3] Fred’s advice for people entering the workforce to live within their means. [0:58:52.3] How Fred defines success: having a minimal amount of regrets when it’s all over. [0:59:55.3]

As COVID-19 continues to change every aspect of our lives, both personally and professionally, the incidence of mental-health issues continues to grow. In this Table Talk podcast, Rosanna Caira, editor and publisher of Foodservice and Hospitality speaks with Paula Allen, senior vice-president of Research, Senior Vice President of Research, Analytics and Innovation at Morneau Shepell to find out what actions companies can take to promote positive mental health in the workplace, and in the process, create a healthy workplace environment.

New #Janette's TV episode - William Francis Bill Morneau PC MP is a Canadian politician and businessman who was elected in the 2015 Canadian federal election as the Member of Parliament for Toronto Centre. Morneau was executive chair of the company founded by his father, and Canada's largest human resources firm, Morneau Shepell, and the former chair of the C. D. Howe Institute. He has also served as the chair of the board at St. Michael's Hospital, and Covenant House in Toronto. He holds a BA from the University of Western Ontario, an MBA from INSEAD, and an MSc (Econ) from the London School of Economics (LSE). Since November 4, 2015, he has been Canada's Minister of Finance. On April 26, 2019, Morneau also took on the responsibilities of Canada's Minister of Intergovernmental Affairs and Internal Trade. Morneau lives in Toronto with his wife Nancy McCain, a member of the New Brunswick family which owns McCain Foods, and their four children - Henry, Clare, Edward and Grace. Janette caught up with him in #Toronto, at #The Elevate Technology Conference and captured his talk on stage for this special behind-the-scenes look at his incredible accomplishments and story. Enjoy this special Janette's TV episode. Please leave your comments in the feed below and share us with all the amazing women and smart men in your life. Kindly also hit the #BELL to be notified of all our upcoming episodes. Thank you!

In this HRchat episode, we hear from Dr. Bill Howatt, Chief of Research, Workforce Productivity, Conference Board of Canada about the stresses put on essential-service workers and others who are putting their lives at risk by continuing customer-facing roles during the pandemic. Bill is the former chief research and development officer for workforce productivity, Morneau Shepell, and founder of Howatt HR Consulting. He has over 25 years' experience in strategic HR, mental health and addictions, and leadership. He is the creator of the online Certificate in Management Essentials (CME) program, a senate-approved leaders program that offers 18 courses through the University of New Brunswick. He is also the creator of Pathway to Coping, an online course at the same university that is grounded in the cognitive-behavioural therapy (CBT) approach.This episode of the HRchat show is supported by Espresa, a firm helping to define and ignite the HR tech space to disrupt culture for good.We do our best to ensure editorial objectivity. The views and ideas shared in this episode are entirely independent of our show sponsors. There is no relationship between the guest and companies advertising within the podcasts published by The HR Gazette or our partners.

On this COVID-19 Special Edition of Speaking of Business: Goldy speaks with Stephen Liptrap, President & CEO of Morneau Shepell about caring for the mental health of employees and customers during the current health emergency.

Nigel Branker, Morneau Shepell's president, health and productivity solutions  Commentary on mental health support for COVID-19: 

Your hosts Levon, Marc, and newcomer Vincenzo Morello (video of show at bottom) ListenEN_The_Link-20200131-WEE15 Canada chartered passenger plane to repatriate Canadians from Wuhan Emily Tjandra, left, and her son Wyatt Duplessis, 15, pose for a photo in their home in Wuhan, China in this handout photo. (Wayne Duplessis /THE CANADIAN PRESS/HO) Canada has arranged for a special charter plane to fly some 196 Canadians out of the Wuhan, China, a city at the epicentre of an epidemic of this new and deadly strain of a coronavirus. Canadian officials are now working with Chinese authorities to secure the necessary authorizations for the plane to land in Wuhan, as well as working out the logistical details of how the repatriation will proceed given the fact the city of nearly 11 million inhabitants has been under lockdown. Foreign Affairs Minister François-Philippe Champagne  and federal Health Minister Patty Hajdu spoke of the situation at a press conference on Thursday. Champagne and Hajdu said they are also still working out the details of what would happen to those Canadians and their family members who are repatriated to Canada. Levon has the story. full story here The issue of Huawei, national security and 5G The concern over national security issues is back to the fore with Britain's decision to allow Huawei partial access in developing the UK 5G network. Of the Five-Eyes international security group, The US, Australia, and New Zealand have banned Huawei, Britain has made its decision, Canada has yet to decide.(Andy Wong-AP) Huawei has long been accused of being an agent of the Chinese government. Many security agencies fear that Huawei could use its equipment to steal government and industry secrets, or be able to simply shut down key infrastructure in the event of a conflict, all through potential "back doors". So far none of these allegations have been proven publicly. Nevertheless, the U.S., Australia and New Zealand have banned Huawei from participating in creating a 5G network in those countries. Stephanie Carvin (PhD) is an assistant professor at the Norman Paterson School of International Affairs at Carleton University in Ottawa. In a conversation with Marc, she says China doesn't need access to Huawei equipment for nefarious activities, and geo-economic actions of China related to Huawei may be of greater concern than theoretical security concerns. Full story here Survey: Top concern for Canadian employees is their mental well being According to a survey by Morneau Shepell, 77 per cent of Canadians would take a lower salary in favour of better mental health support. (Photo iStock/SDI Productions) It seems in the current workplace environment, people are being tasked with more and more work. This has led to an increase in stress levels. Canadians are feeling this as well. A recent survey by a major technology oriented human resource service found that a clear majority, three out of four workers,would prioritize their mental well being over their salary Vincenzo spoke to Paula Allen. She is the senior vice president of research, analytics and innovation at Morneau Shepell full story here RCI Youtube channel: video of show  window.jQuery || document.write('

Une enquête de Morneau Shepell, au Canada, aux États-Unis et au Royaume-Uni, indique que les travailleurs seraient prêts à perdre une partie de leur salaire pour recevoir en retour plus de soutien en bien-être, ou de partir d’une entreprise à… »

Mark is joined by Paula Allen, SVP of Research, Analytics and Innovation for Morneau Shepell. They discuss the more personal side of employment assistance programs and what the research says about how these programs can meet employees needs and support them to be the happiest and healthiest at work. 

Mark sits down with Stephen Liptrap, the President and CEO of Morneau Shepell, a Canadian HR company that specializes in Employee and Family Assistance Programs which provide mental health and wellness support to employees and their families. They discuss the evidence behind their approach to EFAP, the results they've produced and some of the myths that should be dispelled.  

How much do I need to save for a comfortable retirement? It's the million dollar question – maybe even a bit more. It depends on a number of factors, making it all the more overwhelming for individuals to tackle retirement saving. We speak to author Fred Vettese (former chief actuary at Morneau Shepell) who has researched and written about what people can do. And later on the show, we discuss getting serious and building your financial base for a good Life Two. 

Dr. Gary Fahy of Intervene Immune, Tom Reid from Sunlife and Philip Mullen from Morneau Shepell join the guys for another "Best Of" edition. See omnystudio.com/listener for privacy information.

Andrew joins Faisal to talk with Jamie Golombek, Managing Director, Tax & Estate Planning, CIBC Financial Planning & Advice and Philip Mullen, Vice President and Retirement Solutions Lead for Western Canada, Morneau Shepell. See omnystudio.com/listener for privacy information.

Taking a hard look at mental health in the workplace, is it on the rise and why?  On this episode of Authentic Living with Roxanne, we welcome Mental Health Specialist, Sue-Ann Maislin who will share her strategies to create a more empathetic and supportive workplace. Sue-Ann is passionate about improving mental health and occupational safety in the workplace. She has successfully partnered with over 200 leading Canadian employers, introducing practical strategies to improve mental health, including an informed response to challenging workplace health, safety and performance issues. Sue-Ann’s expertise helps employers mitigate risk and remain current with legislative requirements. Authentic Touch Points:What is causing the increase of mental health issues in the workplace?  3:30The shift from employers when it effects the bottom line.  10:00How small companies can help their employees.  16:55Employers and leaders struggle too.  21:00Training leaders to be authentic and connected is essential. 24:15Creating a safe and compassionate environment.  27:30Let’s talk.  33:05Reaching out to Sue-Ann and how she can help.  38:10 Sue-Ann obtained her Master’s in Counselling Psychology and Adult Education from the University of Toronto and has a post-graduate certificate in Workplace Wellness and Health Promotion from Centennial College. Sue-Ann has over 20 years’ leadership experience in the private and not-for-profit sectors and has been a senior consulting member of Morneau Shepell’s Workplace Learning team since 2007. I encourage you to reach out at any time with thoughts or questions. Click here to contact me at your convenience.Thanks! Roxanne Links:Sue-Ann’s website: https://sueannmaislin.com  Canadian Standards Association: The National Standard for Psychological Health and Safety in the Workplace (Provides employers with guidelines for promoting mental health and psychological safety in the workplace): https://www.csagroup.org/article/cancsa-z1003-13-bnq-9700-803-2013-r2018/  Not Myself today - an evidence-based program to reduce stigma and build mental health literacy in the workplace (free and low cost educational options for employers): https://www.notmyselftoday.ca  Bell Let’s Talk Toolkit - a free toolkit for improving conversations about mental health in the workplace: https://letstalk.bell.ca/en/toolkit

La directrice principale au département de solutions retraite chez Morneau Shepell, Mélanie Dupont commente la proposition de l'ICA de faire passer l'âge cible de la retraite de 65 à 67 ans au Canada

Welcome back everyone! Today we are revisiting one of the very best interviews from my previous podcast, with Dr. Bill Howatt. As Chief Research and Development Officer at Morneau Shepell, Bill is an internationally recognized expert in mental health who has spent 25 years helping employees, patients, and leaders achieve their potential. Bill has a PhD in Organizational Psychology, did post-doctoral training at UCLA, has developed programs with organizations like the Conference Board of Canada and the University of New Brunswick, and is author of numerous books and articles, including regular contributions to The Globe and Mail. As I'm sure you know we're faced with a tremendous mental illness epidemic. Around one in five people will access the medical system at some point because of a mental health related challenge. However, much like cancer in the 1950s and AIDS in the 1980s, there is a stigma around talking about mental health challenges. In this conversation Bill has an amazing ability to explain all of these topics and really explore in great detail where exactly we need to go in the future if we're going to actually address this particular challenge. So I hope that you enjoy this conversation with the amazing, brilliant, and insightful Dr. Bill Howatt. --- Support this podcast: https://anchor.fm/dr-greg-wells/support

Sylvain Authier est vice-président chez Morneau Shepell. présente les résulats de l'étude qui établit un lien entre la détresse chez les travailleurs et la baisse de leur rentabilité au travail.

The Empire Club of Canada Presents: The Honourable Bill Morneau, Canada's Minister of Finance With Post Budget Breakfast Briefing Since 2015, the Government's plan for the economy has delivered real results for Canadians and their families. Today, Canadians have more money to save, invest and help grow the economy — and Budget 2019 builds on that success. Hear from Finance Minister Bill Morneau as he speaks about the changing nature of Canada's economy, and how the Government's plan to invest in the middle class is building a better future for all Canadians. Bill Morneau is Canada's Minister of Finance and has been in that role since 2015. He is the Member of Parliament for Toronto Centre, and an accomplished business leader. As Canada's Minister of Finance, Bill has played a key role in shaping government policy and initiatives, including the introduction of the Canada Child Benefit, tax cuts for the middle class and small businesses, and the negotiation of an enhanced Canada Pension Plan. Between 1990 and 2015, Bill led the human resources firm, Morneau Shepell, through a period of transformational growth. Under his leadership, the firm grew from 200 employees to 4,000, becoming the largest firm of its kind in Canada, providing services to thousands of Canadian organizations and millions of Canadians. As a community leader, Bill has worked to support the arts, help at-risk-youth, and improve access to health care and education. Over a period of 20 years, he served as the chair of the board at St. Michael's Hospital, Chair of Covenant House and Chair of the C.D. Howe Institute, and sat on many boards, including at the Loran Scholars Foundation and the Learning Partnership. Internationally, Bill founded a school for Somali and Sudanese girls in Kakuma Refugee Camp, a UNHCR camp in northern Kenya. Bill has co-authored a book, The Real Retirement, and previously served as pension investment advisor to the Ontario government. He holds a BA from Western University, an MSc (Econ) from the London School of Economics and an MBA from INSEAD. Speaker: The Hon. Bill Morneau, Minister of Finance *The content presented is free of charge but please note that the Empire Club of Canada retains copyright. Neither the speeches themselves nor any part of their content may be used for any purpose other than personal interest or research without the explicit permission of the Empire Club of Canada.* *Views and Opinions Expressed Disclaimer: The views and opinions expressed by the speakers or panelists are those of the speakers or panelists and do not necessarily reflect or represent the official views and opinions, policy or position held by The Empire Club of Canada.*

Vos six animateurs  vous révèlent pourquoi, au Québec, contrairement à ce qui se passe dans le reste du Canada, l'enjeu de l'immigration et de l'intégration des nouveaux arrivants s'est de nouveau incrusté dans une campagne électorale qui se termine lundi.  Nous répondons à la question : à quoi les immigrants doivent-ils donc s'attendre du nouveau gouvernement qui sera élu lundi par les Québécois? Regardez pour le découvrir... Regardez Tam-Tam Canada du vendredi 28 septembre 2018 - 49:30  Découvrez nos archives sur le même sujet L'immigration : toujours un enjeu crucial en période électorale Pas une semaine sans déclarations-chocs des candidats. Pourquoi l'immigration est-elle devenue un sujet aussi crucial en période d'élections? Pourquoi le Québec est-il une terre fertile à ce genre de débat. On en discute avec Kamel Beji, titulaire de la chaire de recherche sur l'intégration et la gestion des diversités en emploi à l'Université Laval. Les immigrants francophones en baisse au Québec En 2016, 47 % des immigrants étaient francophones. Si l'on remonte à 2015, ils étaient 56 %. Chaque année, le Québec accueille de 45 000 à 50 000 immigrants. Selon les dernières données publiées par l'Institut du Québec, le taux d'immigrants francophones est en baisse en 2017. On en discute avec sa directrice, Mia Homsy. Expulsion des immigrants : le débat s'incruste dans les élections québécoises S'il est élu, François Legault, le chef de la Coalition avenir Québec, veut réduire le nombre d'immigrants de 20 % à 40 000 annuellement. Il promet en plus de leur faire passer un test de compétence après quelques années pour voir s'ils s'intègrent bien ou non et de les renvoyer dans leur pays s'ils échouaient. Quelles sont les règles du jeu pour changer le nombre d'immigrants qui arrivent au Québec? Au Québec, l'enjeu de l'immigration s'est pointé le nez en pleine campagne électorale provinciale. Deux partis politiques proposent d'abaisser le nombre d'immigrants. Quels sont les pouvoirs de la province en la matière? Entrevue avec Stéphane Handfield, avocat spécialisé en droit de l'immigration. La place de la diversité dans les élections québécoises Est-il vrai que le vote issu de la diversité est naturellement libéral au Québec? Que la minorité issue du monde arabe ou les Maghrébins d'Afrique du Nord ne sont pas très portés sur la chose politique? Que les candidats issus de l'immigration, surtout la plus récente, sont condamnés à accepter des circonscriptions perdantes? Dossier de Samir Bendjafer. La diminution de l'immigration va-t-elle aggraver la pénurie de travailleurs? De récentes données de Statistique Canada rendent compte de la crise. Le nombre de postes vacants a bondi de 23 % au Canada en 2017 et de 46 % au Québec. La proportion de postes vacants est particulièrement importante dans les secteurs de l'hébergement, de la restauration, du transport et des services administratifs. Voici notre meilleure offre cette semaine Jusqu'où les employeurs sont-ils prêts à composer avec le pot au bureau? Morneau Shepell, organisme spécialisé dans les conseils, services et technologies en ressources humaines, a publié son bulletin mensuel pour le mois de septembre. Ce numéro se préoccupe entre autres des effets de la légalisation du cannabis récréatif sur le milieu de travail au Canada. Pétition d'appui à ce vacancier québécois retenu depuis 14 mois à Cuba Les proches d'un Québécois retenu par les autorités cubaines dénoncent le manque d'aide du gouvernement canadien dans cette affaire qui intéresse, depuis ses débuts, beaucoup de Canadiens puisque Cuba est la troisième destination étrangère des Canadiens avec 1 million de visites en 2010 par exemple, derrière les États-Unis (20 millions) et le Mexique (1,3 million). Le Festival du monde arabe de Montréal : au-delà des a priori Le Festival du monde arabe de Montréal (FMA) a dévoilé mercredi la programmation de sa prochaine édition qui se déroulera du 26 octob...

Vos six animateurs  vous révèlent pourquoi, au Québec, contrairement à ce qui se passe dans le reste du Canada, l'enjeu de l'immigration et de l'intégration des nouveaux arrivants s'est de nouveau incrusté dans une campagne électorale qui se termine lundi.  Nous répondons à la question : à quoi les immigrants doivent-ils donc s'attendre du nouveau gouvernement qui sera élu lundi par les Québécois? Regardez pour le découvrir... Regardez Tam-Tam Canada du vendredi 28 septembre 2018 - 49:30  Découvrez nos archives sur le même sujet L’immigration : toujours un enjeu crucial en période électorale Pas une semaine sans déclarations-chocs des candidats. Pourquoi l’immigration est-elle devenue un sujet aussi crucial en période d’élections? Pourquoi le Québec est-il une terre fertile à ce genre de débat. On en discute avec Kamel Beji, titulaire de la chaire de recherche sur l’intégration et la gestion des diversités en emploi à l’Université Laval. Les immigrants francophones en baisse au Québec En 2016, 47 % des immigrants étaient francophones. Si l’on remonte à 2015, ils étaient 56 %. Chaque année, le Québec accueille de 45 000 à 50 000 immigrants. Selon les dernières données publiées par l’Institut du Québec, le taux d’immigrants francophones est en baisse en 2017. On en discute avec sa directrice, Mia Homsy. Expulsion des immigrants : le débat s’incruste dans les élections québécoises S'il est élu, François Legault, le chef de la Coalition avenir Québec, veut réduire le nombre d’immigrants de 20 % à 40 000 annuellement. Il promet en plus de leur faire passer un test de compétence après quelques années pour voir s’ils s’intègrent bien ou non et de les renvoyer dans leur pays s’ils échouaient. Quelles sont les règles du jeu pour changer le nombre d’immigrants qui arrivent au Québec? Au Québec, l’enjeu de l’immigration s’est pointé le nez en pleine campagne électorale provinciale. Deux partis politiques proposent d’abaisser le nombre d’immigrants. Quels sont les pouvoirs de la province en la matière? Entrevue avec Stéphane Handfield, avocat spécialisé en droit de l’immigration. La place de la diversité dans les élections québécoises Est-il vrai que le vote issu de la diversité est naturellement libéral au Québec? Que la minorité issue du monde arabe ou les Maghrébins d’Afrique du Nord ne sont pas très portés sur la chose politique? Que les candidats issus de l’immigration, surtout la plus récente, sont condamnés à accepter des circonscriptions perdantes? Dossier de Samir Bendjafer. La diminution de l’immigration va-t-elle aggraver la pénurie de travailleurs? De récentes données de Statistique Canada rendent compte de la crise. Le nombre de postes vacants a bondi de 23 % au Canada en 2017 et de 46 % au Québec. La proportion de postes vacants est particulièrement importante dans les secteurs de l’hébergement, de la restauration, du transport et des services administratifs. Voici notre meilleure offre cette semaine Jusqu’où les employeurs sont-ils prêts à composer avec le pot au bureau? Morneau Shepell, organisme spécialisé dans les conseils, services et technologies en ressources humaines, a publié son bulletin mensuel pour le mois de septembre. Ce numéro se préoccupe entre autres des effets de la légalisation du cannabis récréatif sur le milieu de travail au Canada. Pétition d'appui à ce vacancier québécois retenu depuis 14 mois à Cuba Les proches d’un Québécois retenu par les autorités cubaines dénoncent le manque d’aide du gouvernement canadien dans cette affaire qui intéresse, depuis ses débuts, beaucoup de Canadiens puisque Cuba est la troisième destination étrangère des Canadiens avec 1 million de visites en 2010 par exemple, derrière les États-Unis (20 millions) et le Mexique (1,3 million). Le Festival du monde arabe de Montréal : au-delà des a priori Le Festival du monde arabe de Montréal (FMA) a dévoilé mercredi la programmation de sa prochaine édition qui se déroulera du 26 octob...

Photo: (REUTERS/Chris Helgren) Morneau Shepell has opened up a crisis line for those who are affected by what happened at the Danforth. 1-844-751-2133 Guest: Barb Veder, vice president, employee support solutions at Morneau Shepell. One of the victims in the shooting on the Danforth has been identified. What else do we know in regards to the shooting? Guest: Jason Chapman, Executive Producer, 640 Toronto. Can seeing how your friends and family spend their money cause you to spend more? A new poll from investment firm Edward Jones says that a majority of Canadians look to friends and wonder how they can get that life style and it causes an impact on their own finances.  Guest: Paul Ihnatiuk, Vice President and Trustee, BDO Debt Solutions.

Morneau Shepell has opened up a crisis line for those who are affected by what happened at the Danforth. 1-844-751-2133 Guest: Barb Veder, vice president, employee support solutions at Morneau Shepell.

Toronto Mass Murder, Incels and 911 Response Monday April 23rd 2018, a madman drove a large van into dozens of innnocent people. Killing 10, Injuring 15 Who was this? Why did he do it? The 911 response was amazing. The suspect was apprehended without one shot being fired. Who was the police officer? Sunnybrook Hospital was the recieving hospital for this mass casaulty. How were they able to manage it so well? Incels. Who are they? It appears that this massacre was driven by hate by a man who identified himself as an Incel. The 10 innocent deceased are honoured at the end of the episode. Gofundme for Tornto van attack victims. https://ca.gofundme.com/TorontoVanAttack/donate Toronto Helplines available: Toronto Distress Centre: 416-408-4357 Kids Help Phone: 1-800-668-6868 Gerstein Centre: 416-929-5200 Victim Services Toronto: 416-808-7066 The PARO 24 Hour Helpline: 1-866-435-7362 LGBT Youth Line: 1-800-268-9688 According to Facebook user Nicole Goss Misura, Morneau Shepell has launched a national crisis support line at 1-844-751-2133. Secial Guest : Mary Gardiner - RMT Twitter - @STAT_tales Facebook - STAT! Shocking Traumas And Treatments Discussion Group Webpage - www.stattales.ca Email - kaywick@stattales.com Patreon - STAT! Shocking Traumas And Treatments - https://www.patreon.com/user?u=555801

The art of decumulation and the strategies to do it right in Morneau Shepell's Fred Vettese's new book. Fred Vettese, Chief Actuary at Morneau Shepell and Author with his latest book 'Retirement Income for Life: Getting more without saving more' joins the program. 

Dave and Faisal start off the show discussing the big topics of the week.  Nizam Shajani, Senior Partner with Shajani LLP Chartered Professional, shares some insight on the release of the 2018 Federal Budget. Tom Davidoff, a professor at UBC's Sauder School of Business, chats about how the BC specualtion tax could impact Alberta's with vaction homes in BC. Fred Vettese, Chief Actuary at Morneau Shepell and Author with his latest book 'Retirement Income for Life: Getting more without saving more' closes out the show. 

The Empire Club of Canada Presents: The Honourable Bill Morneau, Canada's Minister of Finance On Equality and Growth a Strong Middle Class Bill Morneau is Canada's Minister of Finance and has been in that role since 2015. He is the Member of Parliament for Toronto Centre, and an accomplished business leader. As Canada's Minister of Finance, Bill has played a key role in shaping government policy and initiatives, including the introduction of the Canada Child Benefit, tax cuts for the middle class and small businesses, and the negotiation of an enhanced Canada Pension Plan. Between 1990 and 2015, Bill led the human resources firm, Morneau Shepell, through a period of transformational growth. Under his leadership, the firm grew from 200 employees to 4,000, becoming the largest firm of its kind in Canada, providing services to thousands of Canadian organizations and millions of Canadians. As a community leader, Bill has worked to support the arts, help at risk youth, and improve access to health care and education. Over a period of 20 years, he served as the chair of the board at St. Michael's Hospital, Chair of Covenant House and Chair of the C.D. Howe Institute, and sat on many boards, including at the Loran Scholars Foundation and the Learning Partnership. Internationally, Bill founded a school for Somali and Sudanese girls in Kakuma Refugee Camp, a UNHCR camp in northern Kenya. Bill has co authored a book, The Real Retirement, and previously served as pension investment advisor to the Ontario government. He holds a BA from Western University, an MSc, Econ, from the London School of Economics and an MBA from INSEAD. Moderator: Amanda Lang, Anchor for BNN Bloomberg Speaker: The Honourable Bill Morneau, Canada's Minister of Finance *The content presented is free of charge but please note that the Empire Club of Canada retains copyright. Neither the speeches themselves nor any part of their content may be used for any purpose other than personal interest or research without the explicit permission of the Empire Club of Canada.* *Views and Opinions Expressed Disclaimer: The views and opinions expressed by the speakers or panelists are those of the speakers or panelists and do not necessarily reflect or represent the official views and opinions, policy or position held by The Empire Club of Canada.*

Episode 15 is our one-year anniversary episode and we are celebrating. Sign up for our newsletter at ceyero.com for a chance to win a copy of my book, Guerrillapreneur: Small Business Strategy for Davids wanting to Defeat Goliaths. There is also an Amazon Sweepstakes in which I offer some cool electronic devices. Click the Amazon link to enter the Amazon Sweepstakes. https://giveaway.amazon.com/p/ea72b4a8346049b1. The sweepstakes ends on November 20, 2017. In past episodes, we defined Guerrillapreneurs as entrepreneurs who integrate sharing, gig and circular loop economies into their business design as a way to conserve cash that will be invested in disruptive "Slingshot" technology. Episode 15 is a Mastermind Interview episode where I have a conversation with an entrepreneur about the issues he/she faces in his/her quest to create value. In this episode we talk with award-winning singer/song writer and musicpreneur Alika Hope. We also feature Alika's new song "In Real Life" or I.R.L. (which is how the song appears on all music outlets). I.R.L. focuses on the importance of being kind to others on social media. Alika will premiere I.R.L. Monday, November 13, 2017 on World Kindness Day. We will also premiere I.R.L. on World Kindness Day. I.R.L. starts at 41.24 on the podcast.Hollywood and social media have glamorized and romanticized the life of the entrepreneur. As Aristotle states, "No great mind has ever existed without a touch of madness." However, like other professions, entrepreneurs face immense pressure, stress and anxiety when launching their startups. Moreover, many startups are launched by solopreneurs who have no one to help them de-escalate the stress. A 2013 study by Morneau Shepell states that entrepreneurs are more likely to experience mental health conditions than the general public. The study goes on to say that mental health concerns are reported across 72 percent of entrepreneurs, compared to a mere 7 percent of the general public. A University of California study on the link between entrepreneurship and mental illness found that "49% of entrepreneurs surveyed were dealing with at least one mental illness (such as ADD, ADHD, bipolar disorder, addiction, depression or anxiety) and about one-third of entrepreneurs struggle with 2 or more mental illnesses." In Debra Carpenter's article "Genius in Madness?" she notes that "the lows of depression might give way to the smart solutions and ideas. A manic episode can sometimes enlighten. ADHD prompts fast decision making. Combined, these struggles may incubate tremendous creativity that inspires would-be entrepreneurs to take chances on their ideas." In fact, some of the world's greatest entrepreneurs suffered from various mental issues. In his book America's Obsessives, Joshua Kendall explains that entrepreneurs and leaders like Thomas Jefferson, marketing genius Henry J. Heinz, librarian Melvil Dewey, aviator Charles Lindbergh, beauty tycoon Estee Lauder, baseball slugger Ted Williams and tech guru Steve Jobs all struggles with psychiatric maladies. The problem with lean startups is that most don't have the self-care resources available for its employees. Unfortunately, this lack of resources is impacting the success of the startups. Fortune Magazine found that "13 percent of startups fail because of their founders have lost focus, 9 percent fail because they've lost their passion, and 8 percent fail due to founder burnout, meaning 30 percent of startups fail due to the emotional state of their founders." According to Chris Gory, "Between 2011 and 2015 several high profile suicides rocked the startup world and brought to light the issue of mental health including Austen Heinz, a biotech entrepreneur and the founder of Cambrian Genomics, Aaron Swartz, the co-founder of Reddit; and Jody Sherman, the founder of Ecomom.We discuss these issues Alika Hope because she wants her new song, I.R.L., to bring a(continued)

Episode 15 is our one-year anniversary episode and we are celebrating. Sign up for our newsletter at ceyero.com for a chance to win a copy of my book, Guerrillapreneur: Small Business Strategy for Davids wanting to Defeat Goliaths. There is also an Amazon Sweepstakes in which I offer some cool electronic devices. Click the Amazon link to enter the Amazon Sweepstakes. https://giveaway.amazon.com/p/ea72b4a8346049b1. The sweepstakes ends on November 20, 2017. In past episodes, we defined Guerrillapreneurs as entrepreneurs who integrate sharing, gig and circular loop economies into their business design as a way to conserve cash that will be invested in disruptive "Slingshot" technology. Episode 15 is a Mastermind Interview episode where I have a conversation with an entrepreneur about the issues he/she faces in his/her quest to create value. In this episode we talk with award-winning singer/song writer and musicpreneur Alika Hope. We also feature Alika's new song "In Real Life" or I.R.L. (which is how the song appears on all music outlets). I.R.L. focuses on the importance of being kind to others on social media. Alika will premiere I.R.L. Monday, November 13, 2017 on World Kindness Day. We will also premiere I.R.L. on World Kindness Day. I.R.L. starts at 41.24 on the podcast.Hollywood and social media have glamorized and romanticized the life of the entrepreneur. As Aristotle states, "No great mind has ever existed without a touch of madness." However, like other professions, entrepreneurs face immense pressure, stress and anxiety when launching their startups. Moreover, many startups are launched by solopreneurs who have no one to help them de-escalate the stress. A 2013 study by Morneau Shepell states that entrepreneurs are more likely to experience mental health conditions than the general public. The study goes on to say that mental health concerns are reported across 72 percent of entrepreneurs, compared to a mere 7 percent of the general public. A University of California study on the link between entrepreneurship and mental illness found that "49% of entrepreneurs surveyed were dealing with at least one mental illness (such as ADD, ADHD, bipolar disorder, addiction, depression or anxiety) and about one-third of entrepreneurs struggle with 2 or more mental illnesses." In Debra Carpenter's article "Genius in Madness?" she notes that "the lows of depression might give way to the smart solutions and ideas. A manic episode can sometimes enlighten. ADHD prompts fast decision making. Combined, these struggles may incubate tremendous creativity that inspires would-be entrepreneurs to take chances on their ideas." In fact, some of the world's greatest entrepreneurs suffered from various mental issues. In his book America's Obsessives, Joshua Kendall explains that entrepreneurs and leaders like Thomas Jefferson, marketing genius Henry J. Heinz, librarian Melvil Dewey, aviator Charles Lindbergh, beauty tycoon Estee Lauder, baseball slugger Ted Williams and tech guru Steve Jobs all struggles with psychiatric maladies. The problem with lean startups is that most don't have the self-care resources available for its employees. Unfortunately, this lack of resources is impacting the success of the startups. Fortune Magazine found that "13 percent of startups fail because of their founders have lost focus, 9 percent fail because they've lost their passion, and 8 percent fail due to founder burnout, meaning 30 percent of startups fail due to the emotional state of their founders." According to Chris Gory, "Between 2011 and 2015 several high profile suicides rocked the startup world and brought to light the issue of mental health including Austen Heinz, a biotech entrepreneur and the founder of Cambrian Genomics, Aaron Swartz, the co-founder of Reddit; and Jody Sherman, the founder of Ecomom.We discuss these issues Alika Hope because she wants her new song, I.R.L., to bring a(continued)

July 1, 2017 - Happy Canada Day! Fred Vettese, Chief Actuary from Morneau Shepell on managing longevity risk (outliving your money) and important facts about the Canada Pension Plan (CPP). Also the pure math behind receiving CPP early at age 60 versus 65 to age 70. Our Financial Planner, Mike Bellamy also joined us for this segment to provide his practical experience and expertise on pensions. Jeff Blanco, Canaccord Genuity Head of Currency, Foreign Exchange and Treasury, on the recent strength in the Loonie and his future outlook. Building on the popularity of last week's money and music theme, former music executive and entrepreneur Lindsay Gillespie on the music industry and the vinyl renaissance.

Michèle Parent, Directrice des Services-conseils en santé chez Morneau Shepell

Governments are taking on assorted policies to reduce carbon emissions including regulations, green subsidies and carbon taxes. Assuming the desirability of reducing GHG emissions, what is Canada's appropriate policy response? Are governments spending sufficient effort to find least cost effective methods? Dr. Jack Mintz will challenge the current policy framework including that used in Alberta. Speaker:     Dr. Jack Mintz Dr. Jack M. Mintz is the President's Fellow of the School of Public Policy at the University of Calgary as of July 1, 2015 after serving as the Palmer Chair and Director since 2008. He also serves on the boards of Imperial Oil Limited, Morneau Shepell and is chair and Vice-President of the Social Sciences and Humanities Research Council of Canada. As of September 1 2015, he has been appointed as the National Policy Advisor for the accounting firm EY. Dr. Mintz previously held the positions of Professor of Business Economics at the Rotman School of Business from 1989-2007 and Department of Economics at Queen's University, Kingston, 1978-89. He was a Scholar-in-Residence at Columbia Law School 2016; Visiting Professor, New York University Law School, 2007; President and CEO of the C. D. Howe Institute from 1999-2006; Clifford Clark Visiting Economist at the Department of Finance, Ottawa; and Associate Dean (Academic) of the Faculty of Management, University of Toronto, 1993 – 1995. Dr. Mintz has consulted widely with the World Bank, the International Monetary Fund, and the Organization for Economic Co-operation and Development, federal and provincial governments in Canada, and various businesses and non-profit organizations. Dr. Mintz became a member of the Order of Canada in 2015 and was awarded the Queen Elizabeth Diamond Jubilee Medal in 2012 for service to the Canadian tax policy community. Alberta Venture magazine has recognized him as one of the fifty most influential Albertans in 2008, 2010 and 2013. The Financial Post named him one of the five most influential Canadians in regulation in 2012. Moderator: Duane Pendergast Date:Thursday, December 01, 2016 Time: Noon - 1:30 pm Location: Country Kitchen Catering (Lower level of The Keg) 1715 Mayor Magrath Dr. S Cost:$12.00 (includes lunch) or $2.00 (includes coffee/tea)

Governments are taking on assorted policies to reduce carbon emissions including regulations, green subsidies and carbon taxes. Assuming the desirability of reducing GHG emissions, what is Canada's appropriate policy response? Are governments spending sufficient effort to find least cost effective methods? Dr. Jack Mintz will challenge the current policy framework including that used in Alberta. Speaker:     Dr. Jack Mintz Dr. Jack M. Mintz is the President's Fellow of the School of Public Policy at the University of Calgary as of July 1, 2015 after serving as the Palmer Chair and Director since 2008. He also serves on the boards of Imperial Oil Limited, Morneau Shepell and is chair and Vice-President of the Social Sciences and Humanities Research Council of Canada. As of September 1 2015, he has been appointed as the National Policy Advisor for the accounting firm EY. Dr. Mintz previously held the positions of Professor of Business Economics at the Rotman School of Business from 1989-2007 and Department of Economics at Queen's University, Kingston, 1978-89. He was a Scholar-in-Residence at Columbia Law School 2016; Visiting Professor, New York University Law School, 2007; President and CEO of the C. D. Howe Institute from 1999-2006; Clifford Clark Visiting Economist at the Department of Finance, Ottawa; and Associate Dean (Academic) of the Faculty of Management, University of Toronto, 1993 – 1995. Dr. Mintz has consulted widely with the World Bank, the International Monetary Fund, and the Organization for Economic Co-operation and Development, federal and provincial governments in Canada, and various businesses and non-profit organizations. Dr. Mintz became a member of the Order of Canada in 2015 and was awarded the Queen Elizabeth Diamond Jubilee Medal in 2012 for service to the Canadian tax policy community. Alberta Venture magazine has recognized him as one of the fifty most influential Albertans in 2008, 2010 and 2013. The Financial Post named him one of the five most influential Canadians in regulation in 2012. Moderator: Duane Pendergast Date: Thursday, December 01, 2016 Time: Noon - 1:30 pm Location: Country Kitchen Catering (Lower level of The Keg) 1715 Mayor Magrath Dr. S Cost: $12.00 (includes lunch) or $2.00 (includes coffee/tea)

Governments are taking on assorted policies to reduce carbon emissions including regulations, green subsidies and carbon taxes. Assuming the desirability of reducing GHG emissions, what is Canada's appropriate policy response? Are governments spending sufficient effort to find least cost effective methods? Dr. Jack Mintz will challenge the current policy framework including that used in Alberta. Speaker:     Dr. Jack Mintz Dr. Jack M. Mintz is the President's Fellow of the School of Public Policy at the University of Calgary as of July 1, 2015 after serving as the Palmer Chair and Director since 2008. He also serves on the boards of Imperial Oil Limited, Morneau Shepell and is chair and Vice-President of the Social Sciences and Humanities Research Council of Canada. As of September 1 2015, he has been appointed as the National Policy Advisor for the accounting firm EY. Dr. Mintz previously held the positions of Professor of Business Economics at the Rotman School of Business from 1989-2007 and Department of Economics at Queen's University, Kingston, 1978-89. He was a Scholar-in-Residence at Columbia Law School 2016; Visiting Professor, New York University Law School, 2007; President and CEO of the C. D. Howe Institute from 1999-2006; Clifford Clark Visiting Economist at the Department of Finance, Ottawa; and Associate Dean (Academic) of the Faculty of Management, University of Toronto, 1993 – 1995. Dr. Mintz has consulted widely with the World Bank, the International Monetary Fund, and the Organization for Economic Co-operation and Development, federal and provincial governments in Canada, and various businesses and non-profit organizations. Dr. Mintz became a member of the Order of Canada in 2015 and was awarded the Queen Elizabeth Diamond Jubilee Medal in 2012 for service to the Canadian tax policy community. Alberta Venture magazine has recognized him as one of the fifty most influential Albertans in 2008, 2010 and 2013. The Financial Post named him one of the five most influential Canadians in regulation in 2012. Moderator: Duane Pendergast Date: Thursday, December 01, 2016 Time: Noon - 1:30 pm Location: Country Kitchen Catering (Lower level of The Keg) 1715 Mayor Magrath Dr. S Cost: $12.00 (includes lunch) or $2.00 (includes coffee/tea)

Governments are taking on assorted policies to reduce carbon emissions including regulations, green subsidies and carbon taxes. Assuming the desirability of reducing GHG emissions, what is Canada's appropriate policy response? Are governments spending sufficient effort to find least cost effective methods? Dr. Jack Mintz will challenge the current policy framework including that used in Alberta. Speaker:     Dr. Jack Mintz Dr. Jack M. Mintz is the President's Fellow of the School of Public Policy at the University of Calgary as of July 1, 2015 after serving as the Palmer Chair and Director since 2008. He also serves on the boards of Imperial Oil Limited, Morneau Shepell and is chair and Vice-President of the Social Sciences and Humanities Research Council of Canada. As of September 1 2015, he has been appointed as the National Policy Advisor for the accounting firm EY. Dr. Mintz previously held the positions of Professor of Business Economics at the Rotman School of Business from 1989-2007 and Department of Economics at Queen's University, Kingston, 1978-89. He was a Scholar-in-Residence at Columbia Law School 2016; Visiting Professor, New York University Law School, 2007; President and CEO of the C. D. Howe Institute from 1999-2006; Clifford Clark Visiting Economist at the Department of Finance, Ottawa; and Associate Dean (Academic) of the Faculty of Management, University of Toronto, 1993 – 1995. Dr. Mintz has consulted widely with the World Bank, the International Monetary Fund, and the Organization for Economic Co-operation and Development, federal and provincial governments in Canada, and various businesses and non-profit organizations. Dr. Mintz became a member of the Order of Canada in 2015 and was awarded the Queen Elizabeth Diamond Jubilee Medal in 2012 for service to the Canadian tax policy community. Alberta Venture magazine has recognized him as one of the fifty most influential Albertans in 2008, 2010 and 2013. The Financial Post named him one of the five most influential Canadians in regulation in 2012. Moderator: Duane Pendergast Date:Thursday, December 01, 2016 Time: Noon - 1:30 pm Location: Country Kitchen Catering (Lower level of The Keg) 1715 Mayor Magrath Dr. S Cost:$12.00 (includes lunch) or $2.00 (includes coffee/tea)

Serges Charbonneau, associé à Morneau Shepell en régime de retraite explique les réticences de certaines provinces en ce qui concerne la ratification de l'entente sur la bonification des régimes de pension du Canada

Serge Charbonneau qui est actuaire conseil dans le domaine des régimes de retraite et associé chez Morneau Shepell explique comment les mesures annoncées par le gouvernement fédéral vont changer la façon de planifier la retraite dans le secteur public au Canada

Join Sara Bingham, WeeHands Founder and author of The Baby Signing Book, each week as she shares parenting tips, language development strategies, and the joys of connecting with your baby, toddler and/or preschool child.Since 2001, WeeHands has been an industry-leading children's sign language and language development program delivered through interactive, fun classes, as well as a line of tailored products. In 2014, WeeHands became part of Morneau Shepell’s Children's Support Solutions, an organization that provides health-centered and educational services to children with differences to help them reach their potential.On this episode, we'll chat with Sharon Silver from Proactive Parenting. Proactive Parenting shows you how to get your child to listen, cooperate, and behave without yelling, punishing or causing the "I'm not listening drawbridge" to be raised as protection against your reaction. Today, we are going to chat about happiness in parenting.

Join Sara Bingham, WeeHands Founder and author of The Baby Signing Book, each week as she shares parenting tips, language development strategies, and the joys of connecting with your baby, toddler and/or preschool child.Since 2001, WeeHands has been an industry-leading children's sign language and language development program delivered through interactive, fun classes, as well as a line of tailored products. In 2014, WeeHands became part of Morneau Shepell’s Children's Support Solutions, an organization that provides health-centered and educational services to children with differences to help them reach their potential.This week, Sara will chat with Samantha Keri, a behaviour consultant working with Morneau Shepell's Children's Support Solutions. On this show we'll chat about applied behaviour analysis, autism and behaviour.

Join Sara Bingham, WeeHands Founder and author of The Baby Signing Book, each week as she shares parenting tips, language development strategies, and the joys of connecting with your baby, toddler and/or preschool child.Since 2001, WeeHands has been an industry-leading children's sign language and language development program delivered through interactive, fun classes, as well as a line of tailored products. In 2014, WeeHands became part of Morneau Shepell’s Children's Support Solutions, an organization that provides health-centered and educational services to children with differences to help them reach their potential.On this episode, we'll chat with Irini Gad-Bastawrose, who is physiotherapist with Morneau Shepell's Children's Support Solutions. Today, we are going to chat about physiotherapy tips for children.