Skip to contentSkip to navigation
2020-02-01
Social Capital

Balance committee: Keeping everyone's well-being in mind

Well-being and agency life can go hand in hand

While conversations about well-being at work are becoming more common, they are also increasingly important. Since the start of the pandemic, the adoption of remote work and the accumulation of difficult circumstances have complicated the balance between work and personal life. This reality affects both people who have recently arrived on the job market, who have only experienced the hybrid or distance formula, and people who have had to change all their work habits in recent years. In order to address the professional, physical, and psychological risks linked to this new reality, the balance committee first wanted to improve its understanding of the needs of the Republik team.

“The team growth and this new form of hybrid work have created challenges in terms of engagement, collaboration, and mental health. For me and for everyone on the committee, the well-being of our colleagues comes first. My role in corporate culture also allows me to have a global vision of the initiatives complementary to what the committee seeks to accomplish."

Martin Bertrand, head of the Balance committee

It's all about balance

The committee first assessed the team's health risks using a survey aimed at observing and analyzing working conditions at home. Five major conclusions were drawn as a result of this process:

  1. The golden rules of ergonomic remote work are not known or are not respected. There is therefore an effort needed to raise awareness about posture, distance from the screen, and the recommended organization of work tools.

  2. Too few breaks are taken when working remotely, which causes several significant physical effects, including eye discomfort, headaches, and physical pain. The team should therefore be encouraged to take breaks on a regular basis.

  3. The team understands the importance of taking time off on the weekends. Disconnecting from work during one's personal time is beneficial and even essential.

  4. Stress at work is related to a lack of time or heavy workload. Republik's management team needs to look at realistic assignment of projects.

  5. Our anti-harassment policy is little known. It is our duty to ensure that it is understood by everyone.

Our commitments in action

Following the health risk analysis and in collaboration with agency management, the committee:

  • Reviewed our group insurance program to offer rapid access to virtual healthcare through the Dialogue telemedicine platform

  • Organized moments of training, awareness, and sharing about mental health in partnership with Relief, a support service for living with depression, anxiety, or bipolarity

  • Wrote the Practical Guide to working at Republik, which now includes an explanation of all the policies and training programs in place at the agency, including the work carried out by the other committees – all to improve engagement, collaboration, and comfort within the team. The manual includes:

    • An anti-discrimination statement, an anti-harassment policy, and a code of ethics
    • A policy on benefits, holidays, raises, and bonuses
    • A collective training calendar and an individual training program
    • An ergonomic injury prevention program and a right to disconnect policy
    • A variety of other programs and policies

The work continues

Over the next year, the committee is committed to:

  • Create a Wellness Guide to bring together resources for ergonomics, diet, exercise, and more
  • Develop and update the Practical Guide to working at Republik, in collaboration with the other committees and the management of the agency
  • Put in place a plan to coordinate Republik's budget and timeline for all Committee and Talent, Operations and Culture department initiatives
  • Improve the collective training program
  • Establish an anonymous mechanism for assistance and complaint handling for harassment at work or any other complaint