Canadian HR Strategy

CANADIAN HR STRATEGY/21 as fl exible work and wellness programs is so critical. "We don't view wellness initiatives as something that's nice to do for employees. We view them as something that is para- mount to the success of our organization. We have MicroFit, our onsite gym at our headquarters in Mississauga… We also have an active living benefi t because some people may not want to work out onsite in our offi ce, they might want to do yoga, do pilates, buy a bike, go golfi ng. And so we have a benefi t so you can choose what you want to do." The organization offers fresh fruit in every one of its offi ces, has an Eat Smart cafeteria that offers healthy choice foods, and offers free drinks and free coffee, said Kennedy. There is also a Wellness Month, an ongoing initiative across Canada that includes featured speakers and webinars on well- ness and health topics, she said. "We used to see a high level of our benefi t claims be related to stress and anxiety, and we have been able to make a differ- ence with this intense focus on wellness. Microsoft Canada's absentee rates, our prescription drug use and our health benefi t claims in general are lower than the tech industry (averages)," she said. In the end, it's about employees feeling valued and part of a community instead of just another cog in the wheel, she said. "Another area that I think is important for work-life integra- tion and wellness is feeling that you're part of something, part of a community that takes care of each other and is accepting. So, for us, diversity plus inclusion equals success." to work and can be most effective," she said. "It really is the culture that you create, and the atmosphere that you create for your employees to work in. It's the people that you interact with on a daily basis and the feeling that you get when you collaborate with them. Are they accepting? Do they listen to new ideas?" In a cloud-fi rst, mobile-fi rst world, employees need access to the tools, fl exibility and support to take their work and get it done, regardless of where they happen to be working that day, said Kennedy. "We also have to recognize fl exibility as part of the lives of working employees. It's not just about working moms anymore — all of us have a lot of constraints in our lives and we need to have fl exibility," she said. "There is a direct correlation between the engagement level of our employees inside the business and the degree of innova- tion and profi tability your business sees." WELLNESS Work-life balance is one of the most overused terms in the tech industry, said Kennedy. "I love my job, but I also have a life… so I don't like to think of work and life being separate — I prefer the term work-life integration. I want to be happy in all parts of my life, and make sure that I'm also making my family and my friends happy along the way," she said. That's why integrating work and life through initiatives such FEATURE/CASE STUDY Sponsors Canadian HR Reporter, which has spent the last three decades focusing on the HR profession across Canada, is proud to announce the launch of the National HR Awards. • Best Diversity Program • Best Recruitment Campaign • HR Challenge Award • Employment Lawyer of the Year • Best Employee Communications Campaign • Best Corporate Training & Development Program • Best Employee Engagement Program • Best Corporate Social Responsibility Program • Best Recognition Program • Technology/Innovation Award • Healthy Workplace Award In the inaugural year, we are handing out 11 awards in the following categories: Nominations Open: May 18 | Application Deadline: July 31 Winners will be announced and celebrated in the Sept. 21, 2015, issue of Canadian HR Reporter. For more information and to apply, visit www.nationalhrawards.com We're honouring the best HR programs and practices in the country. BROUGHT TO YOU BY EMPLOYEE ENGAGEMENT SPONSOR EMPLOYMENT LAWYER OF THE YEAR SPONSOR BEST RECOGNITION PROGRAM SPONSOR

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