Blog - Cambridge Chamber of Commerce

The Cambridge Chamber of Commerce is easing its way back into hosting traditional events.

 

After more than 20 months since the pandemic began, the Chamber is set to host its first in-person Business After Hours event on Dec. 13 at Four Fathers Brewing Co. in Hespeler.

 

Chamber President and CEO Greg Durocher says is an important step for the organization.

“It’s a priority for the Chamber to start getting back to in-person events,” he says. “But whether they will be ‘normal’ as we all remember them, that probably won’t happen for some time.”

 

In fact, Greg expects future Chamber events will be of the ‘hybrid’ variation to a certain degree, providing Members the chance to attend in-person or remain in a virtual setting.

 

“That’s going to be for the benefit of everybody,” he says. “But we will certainly provide Members with value in regard to our content the best that we can.”

He says having an in-person Business After Hours event is important to many Chamber Members.

 

“It’s important for people doing business in the community to have an opportunity to meet safely with others face-to-face,” says Greg, noting the importance of following strict safety protocols and restrictions set out in the Province’s Reopening Ontario Act.

 

As a result, participants will not only have to register in advance, but proof of vaccination is required as well as identification that matches that material.

Just like restaurants, the provincial QR code will also be utilized at the event.

 

“Most of our events take place in other venues, such as conference centres, restaurants or meeting rooms that are not ours,” says Greg, noting regulations set out in the Act apply to these locations.

 

As well, the Cambridge Chamber Board of Directors recently passed a mandatory vaccination policy for the Chamber office for staff and visitors arriving for meetings or programs. Those with a valid COVID-19 vaccination exemption, or having valid documentation to present, will be required to take a rapid antigen screening test before entering. These tests will be provided by the Chamber at no cost.  

 

“These are precautionary measures put in place on behalf of the staff because our staff want assurances they are working in a safe environment and we’re doing whatever we can do to make sure that happens,” says Greg, adding like many businesses, the Chamber office is also covered under the Reopening Ontario Act and is entitled to invoke a vaccination policy.

 

Creating a safe environment will also be key at the Business After Hours event which is why the Chamber will provide colour-coded lanyards to participants when they arrive.

 

“Each colour will indicate that person’s comfort level of contact,” says Greg, noting that physical distancing and masks remain important. “Some people are very anxious to get out and meet others in-person, and others are anxious to get out and meet but aren’t quite comfortable enough to do so.”

 

Business After Hours takes place from 5-6:30 p.m. For more, visit https://bit.ly/3pdiUVI

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The pandemic has created new opportunities for many workplaces.

 

The terms ‘hybrid’ and ‘flexible’ have become commonplace as companies and businesses formulate plans for their staff to return to a work environment that’s going to be far different than the one many left when the pandemic first struck in March of last year.

But that return won’t come without its challenges.

 

“We’re seeing a ton of anxiety out there right now as more and more employers start thinking of having people come back to the office,” says Frank Newman, who operates Newman HR. 

 

A survey conducted by KMPG Canada in the spring as vaccinations began to ramp up showed that 81% of Canadian workers were worried their employers and managers were not equipped to handle a return to work properly, and nearly two thirds of those surveyed wanted to go back to their workplaces but COVID-19 remained their core reason for reluctance. In fact, 68% said that working alongside colleagues who may be sick or asymptomatic was a top concern.

 

People have gotten very comfortable and generally quite productive working at home,” says Frank, adding the comforts of home and no commuting have become big draws for many. “I would say people are 90% to 95% as productive as they were working in the office. But clearly, we’re missing some of those creative exchange of ideas that come from sitting next to someone or from random conversations.”

 

In effort to quell the concerns of returning employees, he has been recommending to clients they create an open dialogue with their team to identify their worries or fears.

 

“It’s a little like when an employee returns from a maternity or parental leave. We just assume everything is the same but what we don’t realize is that they have undergone a bit of profound psychological change and I think we kind of had that experience working at home,” says Frank. “Companies have to try and understand what might have happened in employees’ lives while they were away. Some of us may have had loss and some of us may have had catastrophic things happen.”

 

Therefore, he says employers need to create or enhance their Employee Assistance Plans, especially around access to counselling, financial or legal supports – not just health, RRSPs and dental benefits. 

 

“I think more companies have recognized how stressed people have been,” says Frank, noting some employees may be reluctant to access these supports fearing word may spread in the workplace. “These programs are run with the highest sense of ethics in place in terms that nothing gets shared, even with your HR department. There shouldn’t be any fear about utilizing an EAP program if you have one.”

 

As well, he says vaccination policies are a huge concern and appear to be ‘all over the map’ in some workplaces and stressed that whatever stance a company takes regarding its own policy, it should be clearly defined for the employees.

 

“You want to make sure you’re talking about why you’re doing a policy, regardless of what it is because people need to know,” says Frank. “We want to keep people feeling safe at work.”

 

He says optimism appears high right now regarding bringing workers back and expects to see even more people return starting in January.

 

“I’ve got clients in virtually every sector. And the most challenging time right now is in the restaurant and food services industry,” says Frank, explaining vaccination passports and the fact fewer people have been dining out are continuing factors hitting this industry hard.

 

Also, he says workplaces with an office and a production/manufacturing component also may see the natural divide between the two widen since the office workers likely were allowed to work from home during the pandemic.

 

“Companies have to be thoughtful about how they show appreciation to those people who’ve been at the workplace every day,” he says, adding celebrating the return of employees in a positive way would also be beneficial. “I like the idea of giving something tangible, like a gift card perhaps.”

 

Frank says connections must be cultivated as people return to their offices.

 

“What we’ve learned from this whole process is that finding ways to connect with people is so important,” he says.

 

For more information, visit Newman Human Resources or contact Frank Newman at 519.362.8352.

 

Things for employers to consider as outlined by the Harvard Business Review:

 

Do:  

  • Ask - anonymously, if necessary – how people are feeling about returning to the office so you can respond directly to their concerns

  • Allow people to experiment with different ways of working so the shift to in-person or hybrid work doesn’t feel sudden. 

  • Continue to be compassionate — to your team members, and to yourself.

 

Don’t:  

  • Assume people are going to tell you that they’re feeling anxious

  • Neglect to make clear why in-person or hybrid work is beneficial to employees (not just to the company).

  • Make promises you can’t keep, such as assuring people their careers won’t be impacted by working from home or that they can do so indefinitely.

 

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The climate crisis is a growing threat to businesses and individuals around the world, but Ontario is well positioned to lead in the global green economy. 

 

The  Ontario Chamber of Commerce’s (OCC) and Cambridge Chamber of Commerce realize this and developed the OCC’s latest policy report: The Climate Catalyst: Ontario’s Leadership in the Green Global Economy. 

 

The report offers a window into how organizations in Ontario are confronting climate change and what policymakers can do to encourage more sustainable investment and innovation.

 

“We must be ready to tackle the challenges of climate change head on,” said Cambridge Chamber of Commerce President and CEO Greg Durocher. “We already feel the impacts of changing temperatures and climate in our region. While it does pose a threat to communities across Canada and the world, this is an opportunity for us to leverage Ontario’s skilled and innovative labour force to develop concrete solutions to decarbonize our economy and drive us towards a green, clean economy.”

 

“As Ontario emerges from the COVID-19 pandemic, we would be remiss to forget about the other systemic threat: climate change,” said Rocco Rossi, President and CEO of the OCC. “Its impacts are already being felt across Ontario as extreme weather events disrupt livelihoods, infrastructure, access to natural resources, and community well-being. While confronting climate change is a historic challenge, it also elicits opportunities for innovation, job creation, economic development, and local leadership.”

 

The main policy recommendations in this report can be summarized under the following themes: 

 

  1. Minimize uncertainty. Improve predictability around climate policies and long-term energy procurement. 
  2. Mobilize clean energy solutions. Use flexible regulation, risk-sharing partnerships, tax incentives, and Indigenous-led projects to accelerate investments in a suite of low-carbon energy technologies. 
  3. Support cleantech. Invest in research and commercialization, expand skills training, and de-risk private financing for clean technology.
  4. Strengthen climate adaptation. Coordinate strategies across levels of government, make tangible commitments and investments, and advance Indigenous reconciliation. 

 

“Organizations across Ontario are investing in the kinds of innovation that will advance both decarbonization and long-term economic recovery,” said Claudia Dessanti, Senior Manager of Policy of the OCC. “Our members are uniquely positioned to tackle the climate crisis with made-in-Ontario solutions in all sectors that are a win-win for both the environment and the economy.”

 

Read the report: https://bit.ly/3Dn2tfg

 

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An ongoing labour shortage continues to hamper Canada’s economic recovery in wake of the pandemic.

 

In fact, recent research published by the Business Development Bank of Canada (BDC) indicates that 64% of Canadian business says labour shortages are limiting their growth.

 

The BDC also reports that 55% of Canadian entrepreneurs are struggling to hire the workers they need and as a result, must now work longer hours themselves and delay or even refuse orders they can’t fill. As well, more than a quarter say they are having a difficult time even retaining current employees.

 

This news doesn’t come as a surprise to Mike Jennings, President of the Cambridge-based digital marketing agency MoreSALES, who has been keeping close tabs on the latest trends as employers in all sectors deal with continued labour shortages.

 

“The whole interview process is reversed right now. People aren’t coming in to interview for a job, they’re interviewing the company to see if they get to hire them or not,” he says, adding those in the skilled labour category are in very high demand.

 

According to CPA (Chartered Professional Accountants) Canada, Canadians in general have changed throughout the pandemic. While some decided being locked out of work provided them with the ideal motive to retire, at least 20% of the thousands who lost their jobs have changed sectors looking for work in places that not only may pay more but provide them with opportunities for advancement.

 

“A lot has to do with the culture of the company,” says Mike, noting surveys targeting millennials shows that flexibility at work and potential opportunities for nurturing and advancement tops wage expectations in terms of importance. “I think the smarter companies get it and those that are smart hire well will do well.”

 

He says more flexibility in terms of hours and the ability to work from home is key when it comes to attracting new talent, especially parents looking to return to the workforce following paternal leaves.

 

However, Mike knows this isn’t always the case for many companies, especially those in the manufacturing sector.

 

“If you’re a machine shop you can’t be all that flexible with your hours,” he says, adding in this case having an up-to-date website is vital since potential talent will do their research before submitting a resume. “If you’re thinking of working for a company that’s progressive and is going to pay well, you’re going to look at their website. But if that website hasn’t been touched in years and there is nothing about the employment situation or the culture of the company, then you’ve got a problem.”

 

As well, while social media is a great way to promote your company or business and attract potential talent, Mike encourages companies to be very strategic in their approach.

 

“It really depends on the company. If you’re a B2B company, I wouldn’t waste a lot of time on Instagram or Facebook,” he says. “I would focus more on LinkedIn or YouTube video clips outlining what the working environment is like at your company.”

 

He says connecting your staff on LinkedIn is a great way for potential employees to get a ‘sneak peek’ at your workplace.

 

“It will give them a sense of what kind of people they could be working with,” says Mike.

 

Visit https://moresales.ca to learn more.

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Providing the necessary supports to businesses is vital, especially as work continues to rebuild our economy in wake of the COVID-19 pandemic by getting people back to work. 

 

One way to ensure the economic development of Canada is well positioned is by creating more opportunities for entrepreneurial newcomers who can not only help fill existing labour shortage gaps but work towards reshaping our business landscape by opening new businesses and assisting existing ones in need of solid succession plans as aging business owners look towards retirement. 

 

With that in mind, the Cambridge Chamber of Commerce has developed a policy through consultations with Members via its MasterMind series entitled ‘Promoting the need for Entrepreneurship Immigration’ which calls for the Federal government to examine ways to ensure that a percentage of the 1.2 million immigrants slated to be brought to Canada by our government over the course of the next three years be linked to the entrepreneurship stream.

 

The policy won approval at the recent 2021 Canadian Chamber AGM & Convention which attracted more than 250 Chamber policymakers and officials nationwide virtually over a two-day period. The approved policy now becomes part of the Canadian Chamber of Commerce’s mandate when it lobbies at the legislative level with the Federal government.

 

“This policy will target individuals who are entrepreneurs and business builders who come to Canada with money in their pockets to not only invest in this country, but more importantly to invest in their own businesses here that will create opportunities for other Canadians,” says Cambridge Chamber President and CEO Greg Durocher. “We’re always looking for companies that want to expand into Canada, but why don’t we look for people who want to bring their businesses and business ideas here? It’s a market that’s been left untapped and we hope this policy receives serious consideration at the Federal level.”

 

An estimated 181,000 of small business owners according to a Canadian Federation of Independent Business (CFIB) survey conducted last year said they were seriously considering closing due to the pandemic and at least 200,000 were facing closure. Coupled with the fact many small business owners on the verge of retirement have not created viable succession plans – a CFIB survey conducted in 2018 indicated more than $1.5 trillion in business assets will be in play over the next decade as 72% of small business owners leave their business – there exists many potential opportunities for new immigrants with an entrepreneurial spirit.  

 

A current shortage of workers, especially in the construction, manufacturing, and hospitality industries, has set the stage for skilled immigrants in these fields to enter the market and possibly use their entrepreneurial know-how and practical work experiences to create new opportunities in these sectors. 

 

The Federal government has been attempting to make strides in addressing the ongoing shortage of skilled workers in Canada which has been only amplified by the pandemic. 

 

In February of this year, it announced an invitation to approximately 27,300 workers with Canadian experience to apply for permanent residence. This followed on an earlier federal announcement in the fall of 2020 to bring to Canada an additional 1.2 million immigrants over the course of the next three years: 401,000 in 2021; 411,000 in 2022; and 421,000 in 2023. 

 

While this influx of newcomers is welcomed and needed considering there are growing concerns centred on Canada’s falling birth rate, a more focused approach to create an ‘economic immigration policy’ that not only provides ample assistance to newcomers but also ensures the needs of existing Canadian groups, including Indigenous entrepreneurs seeking their own opportunities, are not negatively impacted, would be beneficial.

 

“We have an immigration policy that is geared towards our economy. It’s a point system, largely generated on the skills newcomers bring to the table,” says Greg, referring to education and various qualifications. “The problem is there are holes within the economic system that are not being filled.”

 

He says the current system often seems to focus on professionals, such as doctors, lawyers and engineers but needs to be widened. 

 

“We need to look at people who have businesses and would like to move them here have business ideas and the skills to develop those ideas in Canada,” says Greg.

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The war against COVID-19 is far from over, but small and medium-sized businesses throughout Waterloo Region have an important weapon at their disposal that can help bring it to an end much sooner.

 

Since early April, SMEs with less than 150 employees in our region have had the opportunity to receive free antigen screening kits courtesy of the Cambridge Chamber of Commerce and our partner in this initiative the Greater Kitchener Waterloo Chamber of Commerce.

 

To date, more than 500,000 of the free kits have been distributed throughout Waterloo Region in hopes of identifying asymptomatic or presymptomatic individuals to prevent them from spreading COVID-19 in the workplace, at home and around the community.

 

“Even though we have a large percentage of the population vaccinated, we can still carry the virus and give it to someone who is unvaccinated,” says Cambridge Chamber of Commerce President & CEO Greg Durocher. “It’s important that we continue to work to identify where the virus is and the simplest and cheapest way to do that is with rapid antigen screening kits that are still free for workplaces.”

 

To access the kits, SMEs can log into https://chambercheck.ca, a joint Chamber website powered by Axonify, and click on the ‘Workplace Self-Screening’ tab to order their two-week supply of Abbott Panbio Antigen screening kits using a very simple form.

 

The business is contacted, and a time arranged for them to pick-up their kits at our office at 750 Hespeler Rd. A designate from each SME is required to attend for the initial pick-up and watch a very short instructional video – only once - explaining how the kits are to be used and safely disposed. (When they attend our office to collect their kits, participants are also provided with surgical grade masks courtesy of Cambridge-based Eclipse Automation and wipes donated by Lysol).

 

Each SME is required to electronically submit screening results after each occasion, and it’s recommended to screen staff twice weekly. The accumulated data is reported to the Ministry of Health bimonthly. If a screen shows a positive result for COVID-19, the employee is required to leave the workplace and notify public health to arrange for a PCR Test and wait for further instructions from Waterloo Region Public Health.

 

“Collecting data is an important part of this process and will go a long way in allowing us to get this pandemic under control even quicker,” says Greg, noting screening non-vaccinated employees isn’t enough to keep everyone safe. “Everybody should continue to be screened because we know an unvaccinated employee who has COVID-19 can pass it on to a vaccinated employee who may show no symptoms.”

 

He says interest in the kits, which are available to all businesses not just Chamber Members, continues to come in waves. Following the success of our program, the Ontario Chamber of Commerce partnered with the Ministry of Health and Chambers of Commerce provincewide to distribute screening kits to thousands of Ontario workplaces.

 

“It’s been a variable thing. I think people get a little bit comfortable when the numbers drop and they decide not to screen,” says Greg. “But they should continue because only 25% of the world’s population have been vaccinated and we’ve got a long way to go yet when it comes to screening and testing before we’re out of this tunnel completely.”

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Cambridge Chamber of Commerce and Ontario Chamber of Commerce Kick-Off Campaign to put a Spotlight on Shop Local in Celebration of Small Business Week 2021.

 

Supporting local has never been more important and is the theme of the Ontario Chamber of Commerce’s (OCC) annual ‘Small Business: Too Big to Ignore’ Campaign’ which takes place during Small Business Week which runs October 17-23.

 

Throughout the week, the Cambridge Chamber of Commerce – which created the ‘Too Big to Ignore’ movement several years ago - and the Ontario Chamber of Commerce (OCC), along with 155+ chambers of commerce and boards of trade across the province, are encouraging Ontarians to support local businesses in their community as well as amplify ongoing advocacy and initiatives to promote and protect small businesses who have been hit hard by the COVID-19 crisis.

 

“I encourage everyone in Waterloo Region to do what they can to support and celebrate our small businesses by shopping and dining locally, not just during Small Business Week, but all year round,” says Cambridge Chamber of Commerce CEO & President Greg Durocher. “It’s very clear that small businesses are not only the heart of our communities but the backbone of our economy.”

 

Small and medium-sized businesses contribute significantly to our national and local economies and employ nearly 90% of Canada’s private sector workforce and 88% of Ontario’s, according to a StatsCan survey conducted over three weeks in April of 2020 in partnership with the Canadian and Ontario Chambers of Commerce.

 

However, that same survey showed since the arrival of COVID-19, many of these small businesses have been impacted. In fact, results indicated that 68% saw a 10% decrease in revenue and 22% said they were unable to stay fully or partially open during the pandemic, and that more than 25% feared they couldn’t stay open for more than three additional months.

 

This is why supporting local businesses, especially now as our economic recovery builds momentum, is imperative.

 

“By coming together in support of our small businesses, we can come through this time stronger and more resilient than ever,” says Greg, adding the timing of the #YouGottaShopHereWR initiative is extremely timely in relation to Small Business Week.

 

Created in partnership with the Greater Kitchener Waterloo Chamber of Commerce thanks to a federal grant, the initiative is encouraging all local businesses – not just Chamber members - to create a short fun video that can be posted on the YouGottaShopHereWR.ca website and shared via Instagram & TikTok using the hashtag #YouGottaShopHereWR.

 

“Not only do we hope to raise the profile of these local businesses but show everyone why Waterloo Region is such a great community,” says Greg.

 

In addition to encouraging people to shop and support local, the ‘Small Business: Too Big to Ignore’ campaign also puts a spotlight on ongoing Ontario Chamber Network advocacy and initiatives such as:

 

“Small businesses are cornerstones of our local economies and key to thriving communities—creating jobs, driving innovation, and generating wealth for us all,” says Rocco Rossi, President and CEO, OCC.

 

Canadian Small Business Week takes place during the third week of October every year. This year, the celebration will occur October 17-23.

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The pandemic’s arrival has jolted our economy both nationally and locally.

 

According to Statistics Canada, the Canadian economy contracted just over 18% between March and April of last year.

 

However, as pandemic-related restrictions began to lift the business climate has continued to improve but it’s not out of the woods just yet. That’s why the Cambridge Chamber of Commerce and Greater Kitchener-Waterloo Chamber of Commerce have joined forces to create the #YouGottaShopHereWR marketing campaign.

 

“Now more than ever our small to medium-sized businesses need all the support we can give them,” says Cambridge Chamber of Commerce President and CEO Greg Durocher. “Our aim is to provide that support by encouraging people to spend their hard-earned dollars close to home.”

 

The Ontario Chamber of Commerce and Ontario Chamber Network partnered with the Government of Canada to support small businesses nationwide through the creation of shop local initiatives by investing approximately $33 million in a plan to motivate Canadians to buy local. The Chambers submitted a joint proposal and received just over $200,000 of that funding which they’ve used to create the campaign, in co-operation with some local community partners and business associations.

 

“Creating these partnerships is vital to ensure the success of #YouGottaShopHereWR,” says Greg, noting the timing of the campaign couldn’t be more ideal since October has been deemed ‘Small Business Month’. 

 

Small businesses made up of 98% of employer businesses in Canada in 2020, according to a recent StatsCan report, employing 9.7 million people which represents approximately 64% of Canada’s total labour force. By comparison that same year, medium-sized businesses employed about 3.2 million people (approximately 21.2% of the labour force).

 

“There’s no question that SMEs are significant drivers when it comes to our economic recovery,” says Greg. “That’s why we hope many of our local businesses, whether they’re Chamber Members or not, will want to take part in this campaign.”

 

Participation is easy, he says, noting all that is required is a short video to promote the business which is then shared through the YouGottaShopHereWR.ca website and various other digital channels such as Instagram and TikTok.

 

“The videos should be fun and not more than a minute long, and there’s instructions that we will provide to show them how to do it,” says Greg, adding the purpose is to not only encourage people to shop locally but generate brand awareness for businesses in Waterloo Region.

The #YouGottaShopHereWR campaign runs until January 15, 2022, as an added boost to assist businesses during the post-holiday shopping season.

 

Learn more about how your business can participate by visiting  https://yougottashopherewr.ca

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Cambridge Chamber of Commerce and Ontario Chamber Releases

“Mental Wellness in the Workplace: A Playbook for Employers”

 

While concerns around workplace mental health predates the pandemic, COVID-19 has, without question, exacerbated the problem. Although most businesses recognize the importance of investing in mental health, few have put a formal strategy in place, creating a mental health action gap.

 

With the support from Sun Life, the Cambridge Chamber of Commerce and Ontario Chamber of Commerce (OCC) released resources to help them close the gap: Mental Wellness in the Workplace: A Playbook for Employers and A Playbook for SMEs.

 

These resources provide employers of varying sizes with strategies and supports to help bridge the gap – from fostering a health-focused culture to effectively communicating with employees to encouraging staff to access free government resources.

 

“According to the OCC’s 2021 Business Confidence Survey, 89% of employers believed spending on employee health and wellbeing was a good investment. Yet, only 53% said they had a formal strategy in place[1] – a situation the OCC refers to as the mental health action gap. While these numbers have improved since the Chamber’s 2016 survey, the action gap remains,” said Cambridge Chamber President and CEO Greg Durocher. “We know that mental health can be a challenging topic for businesses, but employers play a critical role in the employee health equation. We also know that inaction comes with a real cost.” 
 

Prior to COVID-19, poor mental health in the workplace accounted for:

  • $50 billion in direct costs per year, including health care, social services, and income support like short- and long-term disability claims;
  • $6.3 billion in indirect costs from lost productivity; and
  • 500,000 Canadians missing work each week due to mental health issues or illnesses.

“Many employers are looking for practical steps they can take and resources they can easily leverage to develop psychologically healthy and safe workplaces. We’re pleased to release these tools during Mental Health Awareness Month in partnership with Sun Life to help businesses address this action gap,” said Rocco Rossi, President and CEO of the OCC.

 

To support employees’ mental health, the Playbook for Employers encourages businesses to focus on five key areas:

  • Develop a mental health strategy. This strategy should be linked to an organization’s equity, diversity, and inclusion plans and include performance measures to monitor progress.
  • Build a psychologically healthy and safe workplace culture. Training and employee engagement can create a positive workplace culture.
  • Communicate widely and regularly. Continuous, two-way communication between leaders and employees is key to destigmatizing mental health and encouraging employees to access supports.
  • Ensure adequate resources for employees and their families. Supports should be varied, visible, and accessible – both in-person and virtually.
  • Prepare for hybrid work (if applicable). Consider what steps need to be taken in the long run for a hybrid work environment. Hybrid or flexible work environments can benefit employee mental wellness, but it is important to equip leaders and employees with the resources needed to thrive in this new way of working.

“Creating mentally healthy workplaces is critical to Canada’s long-term recovery,” said Jacques Goulet, President, Sun Life Canada. “Businesses have an opportunity to reimagine their roles – including how they support employees’ physical and mental wellness and improve company culture going forward. This Playbook for Employers serves to empower businesses and build a healthier, more resilient Canada.”

 

Read the Mental Wellness in the Workplace: A Playbook for Employers.

 

Read A Playbook for SMEs.
 

Thanks to our Exclusive Landmark Partner, Sun Life, as well as OCC members and mental health experts who contributed to the development of this resource.

 

 

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Picture of Anthony McLean

 

George Floyd. Amy Cooper. Ahmaud Arbery.

 

Their names and those of many others have become synonymous with the harsh reality of anti-black racism in North America.

 

For professional speaker Anthony McLean, this is an issue he’s lived with as a black man throughout his life. As a child, the 42-year-old father of two vividly can recall being accused by a shopkeeper of stealing for no reason and being pulled over as a teen, even though he hadn’t broken any laws, by a police officer who just wanted to ‘check’ to ensure the car he was driving wasn’t stolen.

 

The former TV host will share his insight at a special event we’re hosting Oct. 27 to recognize Small Business Month called ‘Are We Anti-Racist Yet?’.

 

“If you’re not racist, you would not make a racist joke. But when you’re anti-racist, and someone else makes a racist joke, you would speak up,” he says, during a Zoom call from his home in California, where the Canadian actor moved with his family a month before the pandemic hit in 2020. “As Canadians, we’re very good at being polite and not rocking the boat and not saying anything that could be deemed offensive. But this is about going a step further than that and even creating uncomfortable conversations if it’s called for not just in the workplace but at home.”

Anthony, who has delivered hundreds of talks full-time since 2010 to corporations and schools regarding the importance of mental health, diversity, and equality, says the murder of Floyd last year at the hands of Minneapolis police ignited a movement.

 

“It changed the game and changed the business world,” he says. “It’s not enough to have a Black Lives Matter logo on your website because people want to know what you are doing to create a diverse and inclusive workplace and to really create a sense of belonging for anyone who works in your business or anyone who does business with your business.”

 

During his talks, Anthony says he uses humour and his training as an actor to ensure his audiences remain engaged.

 

“I don’t want it to be all that heavy. I want it to be fun and interactive,” he says, referring to the performance energy he uses to interact with an audience. “I also want to make you think and challenge you to take some action.”

 

In terms of action, Anthony says small businesses can make huge strides by hiring people with different vantage points who can offer a new perspective.

 

“It’s amazing what happens when you get people around the table who see the world differently from you,” he says, adding hiring people from within your ‘circle’ may no longer help your business to advance. “Sometimes, to find the right person to really help your business get to the next level and reach people you’ve never reached before, you may have to work with a recruiter to find that diverse talent.”

 

In terms of takeaways, Anthony says he hopes participants at the Chamber event will see diversity as a competitive edge in business and the impact ‘micro’ aggressions can have on the workplace.

 

“I hope they see it as a business strategy and get excited about what their workplace can look like,” he says, noting helping others inspires him.  “If I get off a virtual presentation and feel I made people laugh and made them think about what action they’re going to take it’s a good day and that really inspires me; I’m on cloud 9.”

 

As well, Anthony says he is inspired about the future and despite recent events that have made national headlines remains optimistic and hopeful society is finally on the right track regarding equality.

 

“I think we’ve hit a very critical point that there are enough people who are adamant about being anti-racist,” he says. “We’re now at a place I think that in the future we’ll look back and say the world did change.  We’ve made some great gains and I know I’m raising my kids in a world that I didn’t grow up in.”

 

Our Recognizing Small Business event: ‘Are We Anti-Racist Yet?’ takes place Wednesday, Oct. 27, from 11:45 a.m. to 1 p.m. To learn more, visit:

https://bit.ly/2Z9hEJS

 

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