Agenda

Day One: Tuesday, January 18, 2022

10:00 EST

15 min

Welcome and Opening Remarks from the Chair

10:15 EST

45 min
Nicole Desloges

Building Culture and Connection in the New Distributed Workforce

Nicole Desloges, SVP, People, Lifelabs

  • Employees as architects of the new strategy
  • Employee wellbeing surveys to understand how people are feeling and address pain points
  • Necessary changes in policies and programs
  • The options: flex work, fully remote and office-based work
  • Potential for more diverse hiring when not bound to physical location of the workplace
  • The need to be more intentional about culture and cultivating an environment of inclusion, belonging and equality

11:45 EST

45 min

The Effective Pursuit of Diversity and Inclusion

Tina Debos, Director, Diversity and Inclusion, Intact Financial

Companies need a systematic, business-lead approach to Diversity and bolder action on inclusion. This session will cover steps for achieving DEI, noting challenges and solutions along the way.

  • Assessing current efforts and uncovering gaps and challenges
  • Identifying clear purposes for DEI, defined by strategy, carried out by specific DEI initiatives and overseen by the governance model
  • Implement DEI initiatives across the organization to support all employees
  • ID goals and metrics to track progress

12:30 EST

45 min

Break

13:15 EST

45 min

Digital and Cultural Transformation - The Essential Paradigm Shift for Human Resources Managers

Alex Benay, Global Lead, Government Azure Strategy, Microsoft; Former Chief Information Officer, Government of Canada

  • Why you can’t have digital transformation without cultural transformation
  • Why enabling digital culture takes clear methodology and disciplined effort
  • Core elements of a digital culture
    • Promotes external rather than internal orientation
    • Engage with customers, partners create new solutions
    • Prizes delegation over control
    • Boldness over caution
    • More action less planning
    • Values collaboration more than individual effort
    • Risk taking fosters thinking outside the box
  • Steps to a digital culture
    • Articulate change required
    • Activate leadership characteristics and engage employees
    • Align the organizational context to embed the new culture.

14:00 EST

45 min

Employee Engagement - Trigger for Everything from Productivity to Performance, Attendance and More!

Rob Catalano, Work Tango

Employee engagement is a metric that tells an employer how happy its workers are. A high engagement score indicates workers are satisfied, committed, proud, loyal and understand how their role impacts the organization as a whole. It means high productivity and creativity in peoples’ jobs. A low engagement score often means high absenteeism, and low morale. This session will cover:

  • Surveys and other tools for measuring employee engagement
  • Reasons why employees don’t engage/ drivers of engagement
  • Traditional versus innovative approaches – what works and for whom?
  • Need to engage senior management in the employee engagement process
  • Challenges at various stages in the employee life cycle
  • Importance of bringing one’s whole self to work and tie in to diversity, inclusion and wellness
  • Importance of training and development
  • Different strokes for different generations within the workforce
  • Essentials for engagement
    • Know your employees
    • Find growth opportunities for your employees
    • Link your people to the overall goals of the organization
    • Involve your employees
    • Compensate your employees according to what they value

14:45 EST

15 min

Break

15:00 EST

60 min
Geoff Ho

People Analytics for Data-Driven Decision Making

Geoff Ho, Head of People Research & Analytics, Rogers Communications Inc.

Lisette Reyes, Rogers Communications Inc.

  • Why People Analytics is now a major priority
  • Providing leaders with the right insights to make strategic decisions
  • The employee experience survey, research and action planning
  • The employee assessment strategy and programs
  • Research and analytics across the employee lifecycle including:
    talent acquisition, engagement, learning & development, leadership, teams, inclusion, performance, turnover
  • Driving evidence-based action and programs

16:00 EST

End of Day One

Day Two: Wednesday, January 19, 2022

10:00 EST

15 min

Welcome and Opening Remarks from the Chair

10:15 EST

45 min

Leadership Driven HR:
Transforming HR’s Role to Deliver Greater Value to the Organization

David S. Weiss, President & CEO, Weiss International Ltd.

  • Align HR goals can with the organization’s overarching goals to lead employees toward business success
  • The need for HR to reorganize the way it works
  • Gaining greater understanding of external customers
  • Roadmap, tools, and techniques for re-examining how HR works and delivers value to the business.
  • HR as a center of excellence for leadership
  • Leadership and proactive engagement to develop innovative capacities and thought
  • Creating the culture you need going forward
  • Combining the perspectives of diverse employees, teams, departments and organizations
  • Creating new ways of operating and thinking, new organizational methodologies, leadership capacities and cultures
  • Allowing innovation to flourish while navigating the choppy waters of ambiguity and volatility

11:00 EST

45 min

Strategic Leadership to Align the Activities and Operations of the Wellness Team with the Organization’s Strategic Objectives

  • Development of operational plans to ensure objectives are efficiently achieved
  • Planning to ensure business line’s interests are integrated
  • Provide subject matter leadership, advice and counsel to Senior Leadership Team members related to policies, programs, and services
  • Place of wellness programs in the organization
  • Tracking to monitor progress
  • Using internal social media platform to best advantage
  • Understanding how employees experience the workplace
  • Monitoring stress and other strains that impact your employees
  • Surveys to increase your understanding of the hot spots.
  • What initiatives are leaders in mental health taking to respond to the needs of the workforce and individuals

11:45 EST

45 min
Pamela Steer

Measuring the Impact of Mental Health Programs at Work / How Does Human Capital Accounting Directly Impact the Financials

Pamela Steer, Member, Canadian A4S Network; Former CFO, WSIB

  • Programs that support employee mental health may seem like the way forward, but their benefits don’t show up on the traditional balance sheet and their impact is difficult to track and calculate.
  • Find out how the finance team, in partnership with human resources, analyzed annual costs and benefits related to a mental-health strategy.
  • Understand worked examples that describe methods for calculating how mental health projects affect a company’s business impact in the long term
  • Understand how human capital accounting is being integrated in Financial Reports and how HR impacts the bottom line
  • Importance of social issues like diversity, good employee relations, human rights and more will be valued in Human Capital Accounting.

12:30 EST

60 min

Break

13:30 EST

45 min

Employer Best Practices During Covid-19

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?

14:15 EST

45 min

Creating a Psychologically Safe Workplace: The Business Case, Implementation Tools and Strategies

Blaine Donais, President and Founder, Workplace Fairness International

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

15:00 EST

15 min

Break

15:15 EST

45 min
Norman Keith

Discrimination, Harassment and Violence, Prevention & Response - Federal and Provincial Requirements

Norman Keith, Partner, KPMG Law, LLP

  • 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

16:00 EST

End of Day Two