CANADIAN HR STRATEGY/09
are very easy to put into place, that are very inexpensive, and
most of it is around prevention, maintenance, education."
Investing in wellness really does pay off, although it is an
upfront investment and that scares some people away a bit,
says Joana Oliveira, HR business partner, people and growth
at Softchoice in Toronto. The returns can take some time to
become apparent.
something going on here that you
need some help with?' Because
failure to ask that question presup-
poses that it's solely a performance
issue, and we walk down that dis-
cipline path, and then it balloons
into so much more than it should
have been.
"So there's all of those steps, that
training that needs to go into the
management side to recognize signs
and symptoms of someone who
might be suffering, whether it be
from depression or diabetes or other
disabilities within the workplace, and a duty to do so under our
human rights legislation."
PREVENTION BEST CURE
As with most health conditions, prevention and proactive mea-
sures are the best approach, says Kapustin.
"(But) a lot of organizations are missing very key marks that
"IF A WORK-
PLACE OFFERS
HEALTHY
OPTIONS,
THAT'S WHAT
YOU'LL
CONSUME."
FEATURE/roundtable
