“Healthy, active living is absolutely important in the workplace,” says Keith Shillington, a Stantec Vice President & Edmonton Regional Leader. He adds, “From a large employer’s perspective, we definitely see the benefits of having health and wellness options and initiatives available to our employees. Over the past few years, our program has really taken shape, but we also know we’ve still got a long way to go to get more employees interested and involved.”

With more than 2300 employees in Alberta – including more than 1200 at the firm’s downtown Edmonton head offices, 300 at a second downtown location, and 830 in Calgary – Stantec is one of the leading large employers in Alberta to get on the active living bandwagon.

Resources and Initiatives
Jamie Burke, the firm’s Employee Functions Coordinator for the Edmonton Capital Region is an important resource and advocate for active living and wellness initiatives. “I act as a catalyst and organizer for various kinds of events, activities and services. For example, I work with local businesses to get discounts at locations close to our offices, such as chiropractors, massage therapists and fitness centres.”

Burke suggests that from his own point of view, a company that focuses on employee health and wellness is a company that cares.

Examples of active living or wellness options for Stantec employees at one or more of the firm’s Alberta office locations include:

• in-house yoga classes
• running clubs
• noon-hour walking groups
• lockers and shower facilities
• bike-to-work challenge event
• baseball, hockey and soccer teams
• annual golf tournament
• discount ski packages at mountain resorts
• discounts (where available) at public facilities, such as sports centres and swimming pools
• involvement in events for charitable causes, such as walking, running or biking events
• United Way charitable hockey game known as the Don Stanley Cup

Shillington notes that many of these activities not only benefit the employee from a wellness perspective, but also add to corporate teambuilding. “Many of our wellness activities provide a good opportunity for employees to connect with each other about ideas and projects, while being active.”

Corporate Angles
From a human resources perspective, Shillington notes that today’s employees have certain expectations from employers when it comes to health and wellness. “We have to be aware that employee retention can be affected by these kinds of workplace benefits, so that’s certainly one reason why we offer these health and wellness opportunities.”

Although it’s not always easy to prove statistically, Shillington agrees with the general perception that employee wellness can help to reduce absenteeism and sick days. “It’s commonplace that being healthy will have a positive impact on an employee’s work performance and job satisfaction.”

In fact, employees can monitor their own wellness through some of the services offered under the company’s contracted Kersh Wellness Program. For example, employees can choose to use a high-tech health station located in the main lobby, where they can register their personal biometrics, such as blood pressure, weight and body mass index.

“The Kersh Wellness Program is only one part of the company’s overall human resources approach to employee wellness”, notes Shillington.

Active Workplaces Get Noticed
Shillington adds that another benefit from having a reputation as an active workplace is that clients often take notice. “Our clients sense the energy and that ‘things are happening’ when they get to know our people and corporate culture. This can really have a positive effect on business relations.”

“In addition, this kind of reputation can intrigue other consultants, who may look towards Stantec for future employment.”

Employees in the Driver’s Seat
Both Burke and Shillington agree that it’s ultimately the employees and their interests that drive the directions of health and wellness events, clubs and programs.

“We do our best to respond to employee wishes or concerns,” says Burke. “Sometimes we have to test drive a program or club to see if people respond. When we get a good response, we stick with it as long as it’s working for those involved.”

Burke notes that as employees, interests and trends change from year to year, it’s definitely a challenge to keep the health and wellness program fresh and useful for the maximum number of employees.

When it comes to food and nutrition, Burke offers that individuals have to take a lead role for their own health, but the company does what it can to promote healthy nutrition concepts, as well as nutritious food choices at eateries on company premises.

Into the Future
Shillington offers that Stantec still has much to learn about involving employees in wellness actions. “We have made good progress in getting more of our employees interested in health and wellness, but we still need to engage more of our in-the-field employees and perhaps develop different options or choices for them.”

Burke notes that as employees, interests and trends change from year to year, it’s important to keep employees updated. “We do our best to keep in touch with our employees, through meetings, internal newsletters and postings, as well as personal contact. We let them know that resources and services are readily available and accessible.”