• What is Leadership-Driven HR and why is it urgent?
• What are the five elements in the “F.O.C.U.S.” roadmap to deliver Leadership-Driven HR?
• How can participants apply Leadership-Driven HR to their organizations?

This 45-minute session sets the stage for ensuring the well-being of yourself and your employees is a priority, whether they are remote or returning to office. You will explore specific steps that you can take to ensure that you are ready to help your staff through this next phase of the COVID-19 pandemic. You will also learn the importance of considering how full or empty your own battery might be and help you identify ways in which you can charge your own energy so that you are ready to support your staff.

Objectives:

• Explore how our mental health has been impacted as a result of COVID-19
• Discover three things you can do to take care of yourself and recharge your battery
• Develop a deeper understanding of the factors that will support positive mental health and wellbeing for your employees
• Identify what you can do as a leader to set the stage for healthy and safe workplaces, whether it be remote or back in office

• Varying definitions, interpretations and understanding of the challenge
• Human Rights law: a cross Canada perspective
• The growing importance of OHS legislation & regulations
• Privacy expectations and “laws” and respect in the workplace
• Don’t forget the Criminal Code in your compliance program
• New Federal Harassment & Violence Prevention Regulation
• Legal requirement for a workplace H&V hazard assessment
• New mandatory elements of an employer’s H&V policy and training
• Intake of complaints and protection of privacy & dignity
• New requirements for investigators and investigations
• Resolution options, preserving evidence and litigation
• Changing union approach to negotiating settlements
• Providing support to employees affected by harassment and violence

As an employer you are obligated to keep employees safe but we continue to be in an evolving public health context.  This session will provide do’s and don’ts for attendees to consider in their own workplaces.  Specifically,

• How to keep employees safe as we ramp up post pandemic return to the workplace
• Specific protocols to consider implementing for return to work and maintaining a safe workplace
• Additional strategies if a portion of your workforce is not vaccinated?
• Can you make vaccination mandatory? Options.
• Proof of vaccination protocols and employee privacy considerations?

The concepts of psychological safety and mental injury prevention at work are creating urgent pressures on employers to respond. This session will assist you develop an effective response:

• Requirements and practical implications of a psychologically safe workplace as identified by the law and by the National Standard on Psychological Health and Safety CSA Z1003.
• Assessing the cultural and organizational health of a workplace
• Workplace Restoration and Workplace Health Assessments as a way of promoting psychological safety in the workplace
• Proactive approaches to workplace health and its relationship to mitigating psycho-social risk factors related to psychological health and safety
• Challenges associated with implementing the psychological health and safety standard

Purpose:

This session will provide HR leaders with a frame of reference for how to link workers behaviors to the P & L. In some sectors and organizations HR is seen as transactional (e.g., facilitates compensation, benefits and hiring) and as a cost center. In contrast, strategic HR has the potential to facilitate human capital strategies (i.e., employee experience, workplace mental health) that can become a revenue center. Dr. Howatt will combine his experience working in the financial sector in Wall Street, operations, HR and workplace mental health to provide a point of view for HR leaders to consider how they can measure the impact of workplace mental health and create a positive ROI.

Objectives:

• Exploring the cost of doing nothing with respect to workplace mental health
• Examining the intersection of human capital and workplace mental health
• Defining how to link behaviors to tangible monetary value
• Understand the financial and non-financial data required to evaluate the impact of workplace mental health initiatives