Archive: Canadian Case Studies

The following case studies are currently posted in alphabetical order for viewing; please note that additional case studies will be added as they are completed:

• BC Hydro & Accenture Business Services of BC Vancouver International Airport Authority
• BEI/PECAL
• Canadian National (CN)
• The Great-West Life Assurance Company
• MDS Nordion
• Merck Frosst
• Veterans Affairs Canada
• Yukon Department of Energy, Mines and Resources

The Vancouver International Airport Authority Story

Vancouver International Airport Authority is a community-based, not-for-profit organization that operates Vancouver International Airport (YVR).

The YVR has been recognized by the International Air Transport Association as being the number one airport in North America for overall passenger satisfaction and number eight in the world.

But all the high praise isn't just for what the public sees on the outside, as the company flies high with its employees on the inside too. In fact, the Airport Authority's health and wellness program has recently been recognized by the Canadian Labour and Business Centre as one of the top 10 in Canada.

With approximately 300 employees, the Airport Authority recognizes that having a diverse and innovative workforce contributes to its global reputation for excellence.

Realizing that employees are a company's biggest asset, the Airport Authority has a commitment to ensuring the health, safety and well-being of its workforce.

The Airport Authority developed eight strategic objectives to ensure continued fulfillment of its corporate mission of "serving our community by building outstanding airports."

Two of those corporate objectives serve as guiding statements for the Airport Authority's leadership in workplace health and wellness:

• Keep excellence in safety, security and environmental performance as our first priority; and
• Maintain a strong, flexible and capable team of employees.

• The Bigger Picture
• Development
• Fitness and Balance
• Implementation
• Results
• Successes

The Bigger Picture

Employee wellness at the Airport Authority is part of an overall human resources and health and safety strategy. Prevention, wellness, attendance, rehabilitation and culture all contribute to a healthier organization.

The Airport Authority takes the stance that if all of these areas are being addressed, health and wellness programs have a solid foundation to build upon.

Investing in employees is fundamental to the Airport Authority's success and a key driver in continuing to be an employer of choice.

In order to attract and retain high performing employees, employee programs - such as the wellness program - add to employee commitment, decrease lost-time accidents and create a more positive work environment.

Work/life balance has become a corporate priority because it's important to Airport Authority employees and it also makes good business sense.

Development

The employee wellness program at Vancouver International Airport Authority started in 2001 with an inter-departmental committee made up of both union and management employees, sponsored by the company's Executive Team.

The program is incentive-based, with employees being rewarded for making healthy and balanced life choices. It's an honour-based system, and participation in the program is voluntary.

Fitness and Balance

In order to achieve success as a 'balanced' organization, the Airport Authority takes a multi-faceted approach to employee wellness.

The program, named Fitness and Balance to reflect its holistic nature, focuses on balance - with physical fitness being but one component.

The Fitness and Balance program has the mission of encouraging employees to make healthy lifestyle choices that are right for them - whether it's going for a run, meditating, getting involved in their community, being environmentally conscious or participating in committees at work.

It's an inclusive program that rewards the process, not just the end result.

Implementation

The Fitness and Balance program has many components open to all staff, including:

• Monthly seminars and workshops;
• 'Lunch & Learn' sessions, such as stress management, smoking cessation, stability ball class, bike maintenance, etc.;
• Health-related newsletters on employee pay stubs;
• Continual programs, such as running clinics;
• Discounts at local fitness facilities;
• An annual wellness fair; and
• 'Outdoor Activity' days for employees and their families - such as local hikes, in-line skating, walks, etc.

Rewards and incentives for maintaining a balanced lifestyle are only for those employees formally registered in the program.

Results

The results of the Airport Authority's employee health and safety program are, in many ways, difficult to measure.

There are, however, some strong indicators that show that both the company and its employees are seeing the benefits, including:

• Currently, more than one-third of employees are registered in the program for 2003;
• Total absenteeism dropped from 4.07% in 1999 to 2.56% in 2002;
• Workers Compensation Board (WCB) injuries dropped from 22 in 1999 to 6 in 2002; and
• WCB 'days lost' dropped from 223 in 1999 to 24 in 2002.

Successes

The employee wellness program at Vancouver International Airport Authority has many tangible and intangible positive results.

Along with reducing total absenteeism and decreasing WCB 'days lost', Fitness and Balance helps to create a healthier and more satisfied group of employees with a high level of commitment to the Airport Authority.

In a recent employee survey, the top positive results reiterated this level of commitment. In fact, three statements that received a particularly high number of 'agree' or 'strongly agree' responses were:

• "I would recommend the Airport Authority to others as a good place to work"
• "The Airport Authority is committed to maintaining a safe and healthy work environment; and, most importantly
• "I am proud to be an employee of the Airport Authority."

For more information on the Vancouver International Airport Authority, please visit www.yvr.ca.

The BEI/PECAL Story

BEI/PECAL, formerly known as Barnes Environmental International, has a total of 31 employees at their plant just outside of Burlington, Ontario. One-third of the employee population are office staff, while the remaining employees are unionized plant workers.

Founded in 1870, Barnes' current core business is in the recycling of byproducts such as foundry sands and slags, spent abrasives, and minerals. It is also involved in the recycling of excess materials such as selected contaminated soils, solid waste treatment, brick and sand.

Barnes was purchased by Stake Technology in 1995 when it was in serious financial condition. Morale among its employees was at an all-time low, and many had the belief that management just didn't care anymore.

Under the leadership of its new Chairman, management set out to re-engineer the culture of Barnes. A profit-sharing program that included all employees was introduced; pizza lunches are held whenever the company surpassed its monthly budget projections; weekly information sessions are held for all employees while all work processes cease for about 20 minutes; and an old abandoned station on part of its 32 acre property was converted into the Fitness Station.

The freestanding structure occupies about 1500 sq. ft. and was converted from its former dilapidated state, into a well-appointed fitness facility for about $30,000 (about $1,000 per employee). The Fitness Station is a tangible symbol of management's care for the health and well-being of its staff.

Development

• President sought the expertise of a corporate fitness consulting firm
• Used recycled materials and staff to refurbish facility
• Installed new water treatment system
• Facility stands just inside the company's gates

Implementation

• Employees contribute $50 per year
• Membership also available to spouses
• Equipment includes a multi-station exercise machine, a treadmill, a rower and a couple of bicycle ergometers.
• A TV and VCR with appropriate tapes is located near the cardiovascular equipment
• There is a playroom for children and a lounge equipped with health magazines for adults
• Vending machines are stocked with juice, spring water and healthy snacks

Results

80% of office employees and their spouses have become members, while only 20% of plant staff are members.

For more information, please contact:

Jackie Fletcher, Office Administrator, BEI/PECAL
Ph: (905) 689-6661, ext. 267
Fax: (905) 689-0604

The Canadian National (CN) Story

CN has eight professionally managed employee fitness centres across the country. Three are located in office "towers"; and five more are located right in the rail yards - making unique use of old buildings in some cases, while others are tucked away in small corners.

There are also a number of locations where facilities and equipment are available but program management is not provided.

The corporation, as part of its aim to promote healthy lifestyles, sponsors the development and operation of the various fitness centres.

At the local level, there are managed fitness centres in Montreal , Concord (Metro Toronto), Winnipeg, Edmonton and Vancouver.

All of these programs integrate with a broader health promotion strategy and the company's Return-to-Work program. Since each of the programs has been developed with local management, they all have their own unique 'flavour' and operating style - each being developed through local management support.

In 1997, Winnipeg opened a new up-scale facility, making it a showcase for employee fitness in the CN organization.

Development

• Base program proved successful
• Employee survey suggested new and expanded facility needed
• Local management involved in planning
• Corporate health promotion coordinator assisted managers
• General agreement that fitness centre contributes to stress management and improved productivity

Implementation

• Customer Support Centre 'Fitstop' facility is 6,000 sq. ft and houses an equipment area, aerobic studio, 3-on-3 basketball court, lockers, and steam rooms.
• Facility managed by a full-time fitness coordinator, contract aerobic instructors, and an on-site massage therapist.
• Members pay annual fee - $168 (500 members)

Members have access to:

• Fitness assessments (60% of members participate);
• Individual program designs;
• Incentive programs for participation;
• Member referral campaigns;
• 12-15 classes per week including Pilates and free-weight classes;
• Annual Health Fair and various 'Lunch 'n Learn' sessions; and
• Newsletters, which are distributed bi-monthly.

Programs integrated with other health and wellness activities including work/life balance.

Organization also supports recreational and sporting events including:

• The annual CN 'Tracks Glory' 10k run;
• Annual slow-pitch tournament;
• Annual golf clinics;
• Volleyball nights;
• Boxing classes; and
• Bingo bowls.

Results

The following are tracked:

• Total membership subscription, as a percent of the total employee population;
• Participation rates and usage patterns;
• Fitness improvements through a biometric appraisal process; and
• Surveys of employee needs, interests and program satisfaction.

For more information, please contact:

Kathryn Milburn, Employee Fitness & Health Coordinator
CN Railway
E-mail: kathrynmarie.milburn@cn.ca

The Great-West Life Assurance Company Story

The Great-West Life Assurance Company is a life and health insurer founded in Winnipeg in 1891. Together with its Canadian subsidiaries, London Life and Canada Life, it serves the financial security needs of 12 million Canadians. For many Canadians, their link with Great-West is through their employee benefits program.

Recognized as a model philanthropist, Great-West's national program for corporate citizenship, named Key to Giving, provides financial contributions to charitable and community organizations across the country and encourages community involvement of staff and financial security advisors.

For example, this philosophy is evidenced by Great-West's corporate support of the National Quality Institute, a non-profit organization helping Canadian businesses achieve excellence through healthier workplace environments.

In fact, of the minimum 1 per cent of average pre-tax profits donated each year by Great-West, a large percentage is allocated to organizations dedicated to workplace health and advancing knowledge of major health concerns. As an example, 29.8 per cent of the $8.4 million donated directly to charitable organizations in 2004 supported the health and wellness category.

Great-West has long been viewed as a top employer in Winnipeg. The company continues to attract staff with its workplace amenities and its profile in the community.

“As a leader in group and disability insurance, Great-West has a natural interest in encouraging improved workplace health,” states Jim Johnston, Senior Vice-President of Corporate Resources.

The company promotes wellness in the workplace both through its Key to Giving support of health-related organizations and its active headquarters environment.

“There is a cliché that says: Strong bodies - strong minds, but we really do believe that to be true. If someone is physically fit and well, it does have a positive impact on their ability to do their job,” Johnston adds.

• Workplace in Action
• Wellness Initiatives
• Recreational and Social Activities
• Employee Involvement in the Community
• Communicating Wellness
• Conclusion

A Workplace in Action

Great-West provides its headquarters staff, numbering more than 2,500, significant enticements to stay active at work.

The company has an on-site fitness centre available 24 hours-a-day, seven days a week, free of charge. It features locker and shower facilities, fully equipped rooms for cardio and weight training, as well as an aerobics room where noon-hour classes are offered twice daily during the work week.

For a nominal fee, set significantly lower than other fitness centres in the city, staff can participate in after-work fitness classes such as Pilates, yoga, karate and even belly dancing.

The Great-West corporate headquarters is also home to an award-winning cafeteria. Recognized by the Heart & Stroke Foundation, it offers nutritional choices deemed and certified Heart Smart, such as a daily salad and sandwich bar.

As well, the workplace boasts more than 2,000 plants and greenery, helping boost indoor air quality. Outdoors, a scenic landscape, which blends well with the nearby provincial legislative grounds and the Winnipeg River Walk trail system, flaunts numerous flower gardens, benches and a picnic area.

The result is a relaxing environment where employees can enjoy fresh air and activity during work breaks!

Wellness Initiatives

Great-West offers a variety of supports to staff to encourage better health.

For example, the Winnipeg headquarters has an on-site medical and wellness office which provides blood pressure verification and over-the-counter medications. It also has a resting area for staff if the need arises.

The wellness office organizes several health and wellness-related seminars and activities throughout the year. Recent examples include:

• an employee Weight Watchers chapter;
• an annual staff Wellness Walk; and
• Wellness Wednesdays where presentations on topics such as ‘Sun Sense', ‘Preventing Sports Injuries', C.P.R. and First Aid training are featured.

As well, the company employs a Family Services Coordinator who invites guest speakers to discuss issues like parenting, childcare and eldercare. Recent topics of discussion include:

• Achieving Balance in Work and Family Life;
• When Worlds Collide;
• How to Talk so Kids will Listen and How to Listen so Kids will Talk;
• Teaching Kids about Money;
• Talking to Your Kids about Sexuality; and
• Teenagers - The Urban Legend.

The Family Services Coordinator also provides referral and counselling services for staff seeking additional services.

Furthermore, Great-West's confidential Employee Assistance Program provides staff free access to professional counselling to help them deal with issues including health, financial, legal and family concerns. Resource materials on such topics and others are available from Great-West's own wellness library.

Great-West staff are also encouraged to participate in various active living initiatives led by other organizations:

• The Commuter Challenge - encourages employees to use alternate modes of transportation for a designated week each year.
• Manitoba In Motion - a new federal-provincial initiative to promote wellness and healthy lifestyles for all Manitobans.
• Stairway to Health - fostered by both the Public Health Agency of Canada and Canadian Council for Health and Active Living at Work, this program promotes the use of stairways over elevators. Staff from Great-West's Selectpac department have climbed more than 23,000 flights of stairs since becoming involved in early 2005.

Recreational and Social Activities

Great-West's Staff Club has been organizing events and sports leagues at the Winnipeg headquarters for more than 90 years.

A full-time Recreation Coordinator helps the Staff Club plan and budget for recreation days or evenings, where any of the following staff leagues can play:

• Hockey;
• Curling;
• Beach volleyball;
• Golf; and
• ‘Slo-pitch' baseball.

Both employees and retirees are also invited to participate in social activities which are planned by an elected executive committee, including a bowling and billiards night, sports day, curling bonspiel, ski trips as well as an annual dinner and dance.

Employee Involvement in the Community

Great-West also supports and promotes fundraising, volunteer and community awareness activities among staff. The motivation is simple: corporate volunteer teams who support charities have a great impact. They stay active, have fun and build team spirit - all while raising money for great causes.

Organizations that provide research, advocacy and care to people and their families affected by conditions such as diabetes, cancer, heart disease and stroke have also benefited from Great-West employee involvement.

Some examples of 2005 participation include:

• The Manitoba Marathon's Super Run:
• Great-West has been an active supporter of this activity for the past 15 years as a corporate sponsor and as a volunteer force.
• Kidsport Manitoba:
• In Winnipeg, Great-West is a major sponsor of this initiative that encourages donations of used sports equipment to enable economically disadvantaged children in the community to participate in organized sports.
• The Heart and Stroke Foundation of Manitoba Big Bike for Stroke event:
• Held on the grounds of the provincial legislature, the Great-West Strokebusters again participated and raised $14,957.55 in individual and corporate pledges thus breaking the city's record for the second year in a row.
• The Manitoba Dragon Boat Festival in support of the Canadian Cancer Society:
• The Great-West Dragonhearts teams participated and raised $20,588.80 in individual and corporate pledges. To commend such a grand effort, the team was presented with a special award from the Society.
• The Cerebral Palsy Stationary Bike Race:
• The Great-West staff again achieved the title of top fundraising team in Winnipeg, donating $16,600 in individual and corporate pledges.
• The Winnipeg Boys and Girls Clubs Kiwanis Pumper Pull:
• The personnel of Great-West also entered two teams in this fundraiser.
• The Multiple Sclerosis Society Bike Tour Challenge
• The Greatful Treads, a 48-member Great-West bike team, participated and raised more than $35,000 in individual and corporate pledges.

In addition to the individual pledges and corporate matches collected by the participating staff members, the company also covered team registrations, and provides recognition to celebrate team efforts.

Communicating Wellness

Great-West also publishes a weekly newsletter for Winnipeg staff. Among other items, it often highlights personal staff experiences, including the following stories of exceptional active living efforts:

• A Great-West employee, having survived ovarian cancer, participated in the Walk for Hope for ovarian cancer research;
• Another employee, a cancer survivor, competed in a Mighty Man competition; and
• Various staff members celebrated individual achievements in amateur sport. Two Great-West staff members were provincial curling champions in 2005.

Conclusion

With well over a century of experience insuring the life and health of Canadians, The Great-West Life Assurance Company is also clearly a pioneer and champion of promoting of active living at work.

For more information, please email: contactus@gwl.ca

The senior management and staff at Great-West Life Assurance Company understand the benefits of fostering active living at work. Here's what a few of them have said about the company's wellness initiatives:

"Getting involved in the Stairway to Health program prompted people to go on to other fitness activities once they started. Employees hopped on board as soon as they heard about it.”

“Those who use the fitness facility on a regular basis attest to its convenience within the workplace, and the fact that it enables them to get fit and stay fit."

“It is real source of pride, to be associated with a company that strongly supports the endeavors of its employees outside of the workplace. In four short years, Great-West Life and the Greatful Tread have become synonymous with the Manitoba MS 150. The support of our company continues to drive us to do be better and to continue building those stronger communities!

The MDS Nordion Story

Like many organizations throughout Canada , MDS Nordion of Kanata, Ontario, has undergone a series of major business changes during the 1990s. This crown corporation was purchased in 1991 by MDS Inc., a private-sector health and life sciences company.

MDS Nordion (www.mds.nordion.com) specializes in radioisotopes, radiation, and related technologies used to diagnose, prevent and treat disease. More than 850 employees work at the Kanata site and another 200 are located in 11 other locations around the world.

MDS Nordion has adopted three strategic priorities: superior performance; quality; and growth (where growth means a sustainable growth in stakeholder value - a balance between shareholders, customers, employees and the community).

To accomplish these strategic priorities, the Executive Management Team realized that they needed a strong organizational culture, with healthy people. Led by the Vice President of Human Resources, MDS Nordion set out to establish a specific organizational climate, with strong corporate values, and the opportunity for employees to enhance their individual health and well-being.

Developing the program

The company began in 1992 by conducting a comprehensive needs assessment of the factors that would most improve employee health and wellness. 80% of employees participated.

Issues such as striking a balance between work and family and reducing stress were identified.

These issues, among others, laid the foundation for the Corporate Health Plan - a comprehensive wellness program to improve the physical and social work environments and give employees access to an array of health resources.

A Volunteer Advisory Committee was established and it developed a Corporate Health Plan for senior management approval.

The company considers the program to be a "work in progress" and continually strives to make improvements based on the needs of employees.

A holistic approach

The corporate health plan is structured around four key elements:

1. The physical environment, which includes things like ergonomics, noise, lighting, and cafeteria services.
2. The social environment, examples of which include leadership training, workshops in effective communication and conflict resolution, flexible working hours and supportive policies (e.g., computer purchase program and employee awards and recognition).
3. Sense of control and access to support, which includes creative problem-solving skills, programs to support personal and professional growth, stress management skill-building program and vehicles for feedback.
4. Positive lifestyle behaviours, which includes exercise, nutrition, smoking cessation and cancer prevention.

Fitness and active living

The fitness facility was completed in 1995 - the 'Well Cell' is now open 24 hours a day, 365 days a year.

Some of the programs include:

• Walking, running, and cross-country skiing on the network of trails around the worksite;
• Volleyball and soccer;
• Individual assessments and personal training programs;
• Aerobics classes;
• Cardiovascular and weight training equipment;
• Rehabilitation and return-to-work programs; and
• Healthy food choices in the cafeteria.

Results

• 92% of employees are proud to work at MDS Nordion;
• Annual grievances have been reduced significantly from 50 to 5 since the early 1990s;
• Absenteeism has been reduced from 6 days in 1993 per year to an average of 4 days in 1999;
• The number of lost time injuries per 100 person years has dropped from 2.5 in 1993 to 0.5 in 1999;
• Turnover at MDS Nordion is an average of 6% compared to 10% in the high tech industry;
• MDS Nordion management knows these programs have boosted both productivity and employee satisfaction.

For more information contact:

Andrea Gregoire
Media and Public Relations Specialist
MDS Nordion
Ph: (613) 592 3400, ext. 2881
E-mail: agregoire@mds.nordion.com

The Merck Frosst Story

Merck Frosst Canada & Co., Canada 's leading research-based pharmaceutical company located in Kirkland, Quebec (near Montreal ), has one of the longest standing active living programs in the country.

Started in 1980, the project has developed into one of the most comprehensive Workplace Health Promotion programs, and yet, Merck Frosst has never had an on-site fitness facility.

Today, more than 1,600 employees work with Merck Frosst across the country, with more than 1,100 of these located in Kirkland . The environment at its Montreal facility is one of innovation and excellence.

Environmental consciousness is one of the Company's highest priorities. Merck Frosst is committed to conducting its business in a manner that protects the environment, as well as the health and safety of its employees and the public.

Providing an integrated workplace health promotion program for its employees is a partial fulfillment of this corporate goal.

So why has Merck Frosst invested in the well-being of its employees over the last two decades?

From a management standpoint, it is looked upon as 'good business'. Merck Frosst is itself in the health-care industry and has long believed that it should be a role model in health within the corporate sector.

Merck Frosst also believes that offering a progressive employee wellness program provides an important competitive advantage when it comes to attracting and retaining quality staff in the Montreal employment market. A commitment to employee health is firmly entrenched into the corporate culture.

Development

• Committed support from executive team
• Health Promotion function resides in Occupational Health Services
• 12-person volunteer Employee Health Promotion Committee
• One full-time Health Promotion Coordinator

Implementation

• Company subsidizes fitness memberships in community and private programs - 80% of costs to a maximum of $400 per year
• On-site classes are offered in T'ai Chi, Yoga,Tai box, Assault Prevention for Women, and Personal Training
• Health risk assessments are available for employees
• A Health Fair is held each year in June - workshops cover such topics as breast self-examination, back care, ergonomics, summer home safety, stress management, and nutrition
• Lunchtime lectures on a number of health issues of importance to its employees, such as stress management, weight management, ergonomics, parenting, and more
• Education and health promotion materials distributed to staff - 'Good Health Works'
• Newsletter developed - Horizon...Towards a Healthy Future
• Employees participate in community health events such as Annual Montreal AIDS walk, the Montreal Tour de l'lle and the Terry Fox Run

Results

• Records of participation rates are maintained
• There is a strong belief within management that these programs reduce morbidity and a reduction in health benefit costs.
• Now evaluating the possibility of an on-site facility

For more information, please contact:

Linda Godin, Health Promoter, Merck Frosst
Ph: (514) 428-3666
Fax: (514) 428-8509
E-mail: linda_godin@merck.com
Website: www.merck.com

The Veterans Affairs Canada Story

When it's your job to respond to the needs of veterans and keep the memory of their achievements and sacrifices alive for all Canadians, you know what it means to value people.

At the National Head Office of Veterans Affairs in Charlottetown, employees are considered the organization's most valuable resource, and their exceptional Workforce Well-Being Program, which is supported by all levels of management, proves this commitment.

Although remotely located in Canada's smallest province, this national Headquarters boasts close to 1,000 employees at any one time, including senior levels normally only found in Ottawa. In order to create the best program to give its employees a wide variety of ways to maintain or improve their health, Headquarters first established a Well-Being Committee in the spring of 2000.

Now in its forth year, the resulting Workforce Well-Being Program revolves around a trio of key elements aimed at helping employees get the most out of life and enjoy all the health benefits that an active lifestyle can provide:

• Element A:Physical Activity, Active Living & Fitness
• Element B: Balancing Work & Home Life
• Element C: Healthy Lifestyle
• Employee Testimonials About the Value of Active Living at Work

Element A: Physical Activity, Active Living & Fitness

Veterans Affairs Headquarters supports two activities to educate and provide its employees with the opportunity to experience an active lifestyle:

1) Circuit & Strength Training Classes

Spearheaded by an employee with a background in kinesiology, the study of movement, a group of employees volunteered to organize a lunchtime fitness program and they formed a 'Motion Committee' to do so.

Incredibly dedicated to making the program successful, three Motion Committee volunteers completed training on their own time to become Certified Fitness Instructors.

Their work has certainly paid off, with an average of 60-70 employees attending the noontime program each session.

In fact, the program became so popular that Headquarters had to partner with a local Community Recreation Centre to accommodate all the employees who wanted to participate regularly.

Many employees report that they are now "hooked on exercise", while the instructors have also benefited by boosting their confidence and self-esteem as a result of their positive experiences in leading the classes.

2) Wellness Gym

To encourage employees to try different types of fitness equipment such as treadmills, exercise bikes and free weights, Headquarters has set up a small gym with locker rooms and showers nearby. The aim is to introduce employees to the 'fun' of exercise in a comfortable environment by letting them select which equipment works best for them so they will be more apt to incorporate it into their lifestyle.

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Element B: Balancing Work & Home Life

Back to School Program

This element's 'Back to School Program' is a partnership between the University of Prince Edward Island and Veterans Affairs Canada aimed at providing employees with opportunities to take courses to further their education and professional training.

The classes are held during the workday, as the majority of employees participating are women, often with small children and/or aging parents. Veterans Affairs recognizes that caring for children or elders during the evenings or on weekends can be a deterrent to attending university, and the challenge can be even greater for single parents.

Generously coordinated and hosted by the Veterans Affairs Learning Centre, this unique program is open to all levels of government in PEI. Since its inception in September 2000, 75 different Veterans Affairs Headquarters employees have received 202 credits.

This is quite remarkable, given that other federal/provincial employees together received a total of 104 credits.

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Element C: Healthy Lifestyle

Veterans Affairs Headquarters offers a series of eight at-work programs under its Healthy Lifestyle banner:

1) Eldercare Sessions

These workshops provide an overview of eldercare including the myths, facts and trends. Sessions include discussions of the most common fears and concerns of caregivers, plus ideas to help employees cope with this stressful transition.

2) Wellness Fairs

These information fairs include 25 wellness displays featuring everything from healthy eating and fitness alternatives to how to quit smoking or how to find quality health information. Employees can also learn from demonstrations of yoga, ball fitness training and healthy food preparation.

3) Smoking Cessation Clinics

Provided by the provincial government through its Addiction Centre, this important clinic holds interactive sessions with just 10 employees per session to maximize the chances of long-term success.

4) Weight Watchers Sessions

This well-known ongoing program has approximately 25 employees at each 12-week session. Headquarters even encourages employees from other federal and provincial government departments to attend as well.

5) Flu Vaccine Clinic

Held each October during the workday, this clinic encourages employees to receive their flu shot where it is convenient and easy.

6) Stress Management Workshops

Based on William Glasser's 'Choice Theory' to help cope with stress in today's fast-paced world, these workshops are proving very popular, with over 200 employees participating last year alone.

7) Wellness Corners

An information kiosk with monthly postings of 'awareness' weeks and months is maintained at each of Headquarters' work locations.

The health promotion products on display for staff cover 25 common chronic illnesses or conditions such as mental health, cancer, arthritis, and diabetes, plus copies of Canada's Physical Activity Guide to Healthy Active Living and Canada's Food Guide.

8) Lunch & Learns

Every week from September to June 'lunch and learn' education sessions are held on various topics, including nutrition, diabetes prevention, blood pressure screening, financial planning, self-defence, and personal health.

Conclusion

Veterans Affairs Headquarters' Workforce Well-Being Program is proof that the department truly does consider its employees their most valuable resource, as it helps employees start and maintain a lifelong journey to wellness, one simple step at a time.

In fact, the Program's been so successful in PEI that plans are in the works to adapt the Program for use by Veterans Affairs offices nationwide.

For more information, please contact:

Gail Proude, Learning & Workforce Well-Being Services, via email at gbproude@vac-acc.gc.ca

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Employee Testimonials About the Value of Active Living at Work

"My participation in the Motion Club gave me the focus and enjoyment I've been missing. The payoffs are many: improved health, positive outlook, improved self esteem, more patience, and a better ability to deal with stress."

"In terms of the workplace, the fitness and wellness program has made me a better employee; on a personal level I am a better wife, mother and friend."

"I no longer feel the need for 'mental health' days, I rarely take time off for colds or the flu because even when I get them I seem better at fighting them off."

"I am so proud to say that I now practice being physically fit on a regular basis. Mental wellness is found through physical fitness!"

"I've noticed that I have more endurance, more energy, more "bounce' in my step and a healthier lifestyle. Overall, I have more confidence in all aspects of my life."

"Being a member of the Motion Club makes me more energetic and clear thinking, therefore, more effective and efficient while at work."

"I continue to participate in the fitness classes because my manager allows me to use my break and lunchtime all at once to join in. Trying to balance work and family life makes it impossible for me to join an exercise class in the evening."

"This wellness program has given me a whole new outlook. There is nothing like a good workout to get your heart pumping, toxins flushed out of your system and a real natural high going. I have proven to myself that I'm worth it!"

"Making a commitment to improve my health is the best thing I've ever done for myself."

The Yukon Department of Energy, Mines and Resources Story

“There's gold in them there hills!” These days this famous Klondike cry refers to more to employees as a golden resource, at least if you're lucky enough to work for the Yukon Department of Energy, Mines and Resources (EMR).

With a mission statement that “strives for a healthy and sustainable resource sector, developed and managed in partnership with Yukoners as a key contributor to a prosperous and competitive Yukon economy," you can be sure the Department values its 240 employees.

In fact, the Department is committed to fostering a healthy and physically active workforce, as well as providing a genuine balance between professional and personal lives.

This vision is evidenced by the Department's Wellness Committee, which aims to improve the mental and physical health of its employees through education and participation.

The Committee is comprised of five volunteers from within the Department, one senior government advisor and one representative from each of the two community EMR offices – North Yukon and South Yukon.

This group of dedicated individuals meets at least every three months to help bring wellness program initiatives to EMR personnel across the Yukon Territory.

In October 2003 the Committee held a first meeting to launch the wellness program's first event - The No Coffee, Coffee Break.

This initial gathering was held to promote the new committee, introduce its volunteer members and provide staff with an inaugural educational information session on making healthy nutrition choices at work.

Since then, interest has increased to attract up to 40 participants per activity.

Wellness Program at a Glance

Essentially, EMR's Wellness Program consists of three components:

1. Fitness Programs
2. Work and Home Life Balance Programs
3. Wellness Educational Programs

Component A: Fitness Programs

The Wellness Committee offers a wide variety of programming for EMR, including:

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  Tai Chi, Yoga and Boxing

  These lunch time classes provide for an excellent midday stress reliever

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  Fusion Fitness

  Another lunch time initiative, this class combines of Yoga and Pilates and aims to re-energize participants for the afternoon

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  Women on Weight(WOW)

  This is a 12-week program for women who struggle with their weight and want to learn how to incorporate healthy eating and regular exercise into their daily lives.
  It consists of training sessions on nutrition, exercise and understanding the human body's composition. One employee successfully lost 8.5% of her body fat in just 3 months!

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  Fitness Challenge

  This is a competition to see which EMR employee can do the most minutes of physical activity in a month

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  The Conquer the Silver Trail Walk

  The Wellness Committee and the Recreation and Parks Association of the Yukon work together to promote Conquer the Silver Trail , an incentive-based walking program in which participants ‘virtually' walk the Silver Trail.

  The Silver Trail is a 204 km walk linking the three Northern Yukon towns of Stewart Crossing, Keno Hill and Mayo. On the Right Path is the related participant kit containing a log book and pedometer for use during the program.

  The log book details incentive prizes attainable along the way, walking tips and a map of the trail. This program is designed to encourage EMR employees to ‘conquer the trail' by walking to and from work as well as with family, pets and friends.

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  The Climbing Mount Logan Challenge

  This particular exercise in active living at work is held each February. Linked to Health Canada's Stairway to Health initiative, it encourages staff to use stairwells instead of elevators to promote a healthier heart. The slogan: “When you go up, your blood pressure goes down - take the stairs

 

Component B: Work and Home Life Balance Programs

The Wellness Committee also offers a wide variety of informative programming relative to balancing employees' home and work life. Here are some of the work/life balance programs being offered:

• The Woman Beware class teaches self defence, safety and prevention.
• Sessions with a dietician teach healthy eating habits.
• Clinics with a health nurse monitor blood pressure.
• Lessons in Lifestyle is another weight management program.
• The My Goal Program helps employees reach personal goals.
• Parenting sessions offer advice on improving parenting skills.

Component C: Wellness Educational Programs

These educational initiatives promote readership amongst the EMR personnel. In the comfort of their own homes, employees can gain additional knowledge on the subject of health and active living as suggested by their Wellness Committee.

• Videos and printed material are available as library resources and can be signed out.
  These include self-help programs such as:
  • How Not to Smoke, a program for woman who want to quit smoking;
  • Active Living Everyday, a program to help employees become more physically active; and
  • Lower your Blood Pressure, a program employees can follow at home.
• Many health articles are also published on the Wellness webpage of the EMR website.
  The committee posts these links to help educate staff members on news and current affairs items, including:
  • Protecting your family against the Hantavirus
  • Information on the West Nile Virus
  • Information on Chronic Obstructive Pulmonary Disease
  • Type II Diabetes prevention
• Active living and health-related articles are also posted on the webpage. For example, employees can read up on the following subjects:
  • Tips for pet owners from animal hospital websites
  • Sun protection tips from the Canadian Dermatology Association
• Body Bulletins containing a multitude of physical and mental health information are sent to staff on a monthly basis.
• Recipes for Health calendars have been sent to all EMR staff.
• Recreational therapy through the Hobby of the Month, where employees share their passion and skills with co-workers, can also be found online.

Other Wellness Program Initiatives

• A financial session was offered to help staff deal with holiday financial stress.
• A Reiki class was taught by a volunteer employee as an alternative medicine for pain management and stress relief.
• To get more ideas and share information, the Wellness Committee sends one of its members to the annual Canadian National Wellness Conference.
• Canada 's Healthy Workplace Week is a yearly celebration of workplace health. At EMR, this week is set aside to increase awareness about the importance of workplace health with special regard to personal and organizational performance.

Conclusion

This exemplary Wellness Program is proof that EMR's Mission Statement to promote a healthy approach to managing natural resources also holds true with its human resources.

For more information, please contact the Yukon Department of Energy, Mines and Resources Wellness Committee at emrwellness@gov.yk.ca.

The Yukon's Energy, Mines and Resources Employees Appreciate Learning about Active Living through their Wellness Committee. Here's what a few of them said in surveys about the benefits of the Department's active living programs:

“This course solved a very serious health problem and helped me get on my way to losing weight.”

“I would recommend this course to others and would participate again in the future.”

“I thought this course was very valuable towards my wellness.  My health has improved 100% literally.  On my last doctor's appointment, my doctor commented on how he could see a huge difference in my health.”

“The nutrition information and the training session with the fitness instructor were most beneficial.”

“I think it is fantastic that the Department supports initiatives that are geared at my health and well being.”

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