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The race is on to determine who will represent Cambridge residents for the next term at City Hall.

Although the municipal election will be held Oct. 24, advanced voting begins Oct. 6 providing many of those seeking a seat on City Council a limited amount of time to garner support in their quest to make a difference in how our community remains a great place to live and do business.

“I think every level of government is important to business,” says Cambridge Chamber of Commerce President & CEO Greg Durocher. “There are federal, provincial, and municipal regulations that mitigate the growth of business and business owners need to pay very close attention to every level of government and participate by voting or campaigning, or supporting, or whatever they need to do to stabilize their business within the confines of Canadian democracy.”

In Cambridge, three new councillors will be seated at the table with the potential for several others if the incumbents fail to retain their positions. But whether the prospect of massive change around the council table is enough to sway more residents to vote remains uncertain since traditionally, municipal elections garner a lower voter turnout than provincial or federal races. In the last municipal race in 2018, voter turnout in Cambridge was 32.4% compared to the provincial average of 38.30%. Compare this to the recent provincial election which experienced a voter turnout of about 43.5%, one of the lowest in decades.

“Media tend to focus on national or provincial elections, and of course those are organized by political parties who are able to mobilize an enormous amount of activity and intention because they can spend a great deal of money and voters can easily identify who the political operatives are,” explains Dr. Dennis Pilon, Associate Professor, Faculty of Liberal Arts & Professional Studies – Department of Political Science at York University. “When you look at it from the point of view from the voters, the challenge they face is that it’s very difficult to get informed about what’s really at stake. For voters to work out what each individual (municipal) candidate represents without a party label is somewhat challenging.”

As well, Dr. Pilon is candid when he talks about the legislative controls at the municipal level, noting even their ability to determine land uses can be circumvented by developers through the Ontario Municipal Board process.

“When we look at how the founders of our country and current federal and provincial politicians look at local government, they deliberately made it the weakest level of government,” he says. “It has very little independent power and has almost no fundraising capacity and is completely controlled by the provincial governments.”

Despite that, Greg notes the fact municipal governments are responsible for many elements –waste collection, police, fire service, roads, water and sewer, snow removal – that provide business owners with the ability to operate their businesses.

“They make the community safe and habitable, so the people you need to run your business want to live in your community,” he says. “I think businesses should encourage their employees to get out and vote because local government is the one level of government that truly affects their everyday lives.”

But inspiring people to vote in a municipal election can be difficult.

“It’s not that people don’t care and are not passionate,” says Dr. Pilon. “But often it takes a huge issue to catalyze the public and give them a focus for their concerns.”

For example, he says the proposed construction of the controversial Spadina Expressway in Toronto in the late 1960s and early 1970s, and more recently the amalgamation plans outlined in former Ontario premier Mike Harris’ ‘Common Sense Revolution’ in 1995 mobilized an enormous amount of people.

“You have to have a big issue that’s going to affect the majority of people, and thankfully, we don’t have those big issues,” says Greg, adding even the approval of the LRT didn’t garner as much concern as expected. “When there are those neighbourhood issues, they generally don’t drive people to the polls.”

Dr. Pilon agrees and notes that even the current housing and homelessness issues facing most communities is likely not enough to inspire more people to vote.

“Historically, when we look over the 20th century, the market has had an uneven ability to respond to housing needs again and again. It’s not a new problem and not one that municipalities have the finances to deal with so there you’ve got this mismatch,” he says, adding it’s a difficult issue for local candidates to succeed with at the ballot box. “There will be no accountability on the issue because there’s very little that municipalities can do.”

Dr. Pilon says ‘dramatic events’ that rise above the ‘noise’ are needed to mobilize voters at the local level, which is difficult due in part to media cutbacks.

“A lot of local newspapers have taken a hit over the past decade, so people aren’t receiving as much local council coverage and that makes it difficult for them to find out what’s going on,” he says.

To encourage more voter participation, Dr. Pilon recommends several potential changes including allowing the formation of ‘slate’ parties in Ontario, similar in nature to what is allowed Vancouver, B.C., as well as reforming campaign finance laws to prevent developers from having too much ‘pull’.

“Another reform that would make a big difference is stop reducing the size of councils,” he says, referring to Premier Doug Ford’s reduction of wards in Toronto. “What kind of impact is that going to have on representation?”

In terms of representation, Greg says a party system is not the answer at the municipal level.

“People are there representing their neighbourhoods and community, their friends and family and the businesses they shop in,” he says, adding a party system doesn’t lend itself to this type of scenario and that leaving their own political ‘baggage at the door’ is key for a successful council candidate.

“You’re not looking for someone with a platform of ideas as much as someone who has leadership and communication skills and can deliver on the interest of the neighbourhood. You want an individual who is compassionate and understanding and can also communicate well to upper levels of government to make sure that the community’s broader needs that may relate to provincial or federal issues are understood and addressed as best they possibly can.”

To learn more about the 2022 Municipal Election, visit the City of Cambridge.

The number of employees returning to their workplaces has been steadily increasing since the start of the year, according to stats recently published in the Globe & Mail. However, as the months pass not all may be thrilled with the notion of going back to the office.

“We are hearing mixed reviews about returning to work and that has to do with both employee preference as well as the expectations that businesses put in place prior to the pandemic,” says Peninsula Canada Account Manager Victoria Vati, adding that if a business didn’t have a working from home policy in place prior to COVID-19 not many put one in place when staff began staying home. “This created confusion for staff who have been productively working from home for the last year or two, and now they are expected to return. Many of them feel as though it is not necessary to be there in-person and are pushing back.”

Victoria, an HR expert, says it’s imperative that workplaces ensure they have something in writing outlining what the expectation is for employees when it comes to returning to the workplace.

“It can be tricky to navigate this area completely,” she says, noting that some businesses have found it more lucrative to have employees work from home removing the financial need for physical office space. “Others may opt for a hybrid solution because they have the resources to accommodate and support both in-house and remote workers.”

When it comes to hybrid working, the JLL (Jones Lang LaSalle) Workforce Preferences Barometer report released in June notes that from among just over 4,000 office workers surveyed in 10 countries – including Canada - this type of work model was expected by 60% of respondents, with 55% already utilizing a hybrid approach.

The report also indicated that 73% of these office workers are going into the office at least once a week, an increase of 5% compared to March of 2021.

To ensure a hybrid model works, the report states that six out of 10 employees expect to be supported with technology and financial assistance for expenses linked to remote work and outlines the need for a ‘holistic’ approach to management since 25% of those surveyed felt isolated from colleagues, with 55% stating they missed the social interactions of the workplace.

“Many employees are mentally, physically and emotionally drained from the last two years,” says Victoria, adding that many employers are also feeling ‘burned out’ trying to juggle the day-to-day issues of operating a business amid financial worries and ongoing labour shortages. “The burnout is a little different for them, but they are facing it as well.”

She says not overworking their employees and themselves is very important.

“Employee retention right now is key for all employers. It is important for employers to provide support to their staff in as many ways as they possibly can. If an employee now suffers from anxiety due to the pandemic and would like to work from home on certain days, the employer has an expectation to (within reason) explore options to assist that employee. If remote working is not possible, then providing the employee with resources and guidance on where to turn to for help is also very important.”

Working for an employer that focuses on their health has become very important to many, as outlined in the report which states 59% of employees expect to work for a company that supports health and wellbeing and now rank them as the second biggest priority, after quality of life and before salary.

“It is important for employers to evaluate and understand the needs of the business and weigh the pros and cons of remote working,” advises Valerie, noting the recent implementation of Ontario’s ‘Right to Disconnect’ legislation is a great way to build transparency and trust in these changing work environments. “By enforcing this and educating staff on what their rights are, employers can create a culture of excellence and finding what works for both the business and staff.”

Visit Peninsula Canada for more information.

At a glance (Source: JLL Workforce Preferences Barometer)

• Hybrid work has reached an ‘optimal point’ – 60% of office workers want to work in hybrid style today and 55% are doing so already (These figures were about 63% and 50% a year ago).
• 55% of employees alternate between different places of work every week (+5% vs. March 2021).
• 73% of office workers are going to the office at least once a week (+5% vs. March 2021).  26% exclusively in the office.
• Six in 10 employees expect to be supported with technology and financial assistance for expenses linked to remote work. Less than four in 10 currently benefit from these types of initiatives.
• Enabling hybrid work shows your people that you are flexible and empathetic employer – This workstyle is especially appreciated by managers (75%), Gen Z (73%) Gen Y (69%) and caregivers (66%).
• Only 48% of the workforce believe that their company is a great place to work today.
• 38% would like to work in an office that is designed sustainably.
• 27% could leave their employer because they do not share the values promoted by their company.
• 59% of employees expect to work in a company that supports their health and wellbeing. This is now ranked as the second priority at work, after quality of life and before salary.

The fallout from the Rogers outage continues to be tallied even as Innovation, Science and Industry Minister Francois-Philippe Champagne prepares to appear before a parliamentary committee sometime this month to answer questions regarding this nationwide disruption that cost businesses thousands of dollars.

It’s been estimated, according to a recent article published by BNN Bloomberg, the Canadian economy took a $142 million hit when a major service outage July 8 affected more than 12 million Rogers’ customers.

The system-wide cable internet and cellular network failure, which included subsidiary brands of Rogers Wireless, Fido, Cityfone and Chatr, was blamed on a maintenance update in its core network and in some cases, repairs took several days before all services were fully restored. Rogers has agreed to compensate customers affected by the outage, but many have now been left wondering what the next outage could bring?

We asked two local IT experts – Five Nines IT Solutions President & CEO Douglas Grosfield and MicroAge Kitchener owner Robert Jolliffe – to share their thoughts on what businesses can do to ensure they are better prepared for the next big outage.

Q. What can business owners do to prepare for potential interruptions?

Robert: First, they should determine if they can run their business off their cell phone by hot spotting. During the Rogers outage, some people had their business internet and cell phone both with Rogers, and that left them without a back-up option.  

The second thing a business can do, is have two internet connections on your business premises from two different providers. If your business is at a certain size and an extra $100 (or less) a month for a backup internet connection is a negligible cost, the second connection is worthwhile investment. Even if you are not using it, you have the insurance of a back-up connection.  

The backup could even be the lowest, cheapest connection available, which will get you through a day or two until your main connection is back up. It’s also worth considering whether one of your connections should be wireless; Starlink is an example of wireless internet connection.  

Douglas: Assuming a business is using proper perimeter security devices, most industry standard firewalls will easily support having two ISP connections and will use them in many ways.  You can have them active / passive, meaning if your primary connection fails, all traffic fails over to the secondary connection with nearly zero disruption, and fails back to the primary once it again becomes available. You can also do load balancing or ‘bond’ them such that traffic with different priorities (i.e., data vs voice) uses the appropriate connection and thus has no adverse effect on the other.  Check if your cellphones support dual SIMs; many do nowadays.  You can then have a SIM from more than one cellular provider and ensure reliable communications. An alternative would be to pay for minimal ‘lines’ for key or critical users, at a secondary provider, so that a manual swap of SIMs can get them back in business quickly.  Note that these things mean a different number, but in the short term can provide connectivity and communications.

Q. What would be the simplest piece of advice you could offer businesses when it comes to navigating these interruptions?

Robert: Have a backup plan. If there's a fire in the building, you have an evacuation plan. If the if power goes out, you know what you're going to do for your business. Treat internet failure the same way.

Douglas: Do not allow yourself to believe you are exempt from disruptions like this. Talk to a trusted technical partner about your options and like anything else, take the first step to achieve a goal.  If as a business owner your primary goal is not to protect that business, its clients and staff, its data, and systems, and to ensure the business continues to thrive and grow, then you’re doing it wrong.

Q. Do you see further interruptions like these becoming more commonplace and can they be prevented?

Robert: They won't become more commonplace, but they will be more severe because more of our society is connected to the internet now.  

The big telecom companies are going to put in more fail-safes, so the likelihood of it happening again is low. But as time goes on and society becomes more connected to the internet the likelihood of it causing disruptions is higher. 

For example, during the Rogers outage many people couldn't pay for things. 

Another example would be grocery stores that have digital price tags on the shelves. They're using this so that they can push price changes out from their head office, electronically across all the stores. So just imagine if you needed an internet connection for that, and all the prices get set to zero and then the internet went out?

Douglas: Yes, these companies are in business to generate profit, no surprises there.  Their investment (in the absence of legislation or other government-mandated investments) in the backbone networks and infrastructure, and the security of same, are going to be tightly budgeted and controlled.  Add to this the fact there is little competition and low likelihood of that changing anytime soon, and the communications landscape in Canada is ripe for this sort of disruption.  Toss in external issues such as cyber-attacks, and we can see that our current highly vulnerable national communications infrastructure needs overhauling and investment.

Don’t get me wrong, you can protect yourself by doing the right things regardless.  Endpoint protection, firewalls, redundant Internet connections, mobile device security, VPNs, encryption, etc.  All readily available technologies, inexpensive and simple to implement and manage with expert help and advice.

Q. Are businesses too reliant on one telecommunications company to deliver their service?

Robert: I would say that, yes. If a business only has one internet connection which is connected to an almost consumer grade firewall, then they are too reliant on one company. At first, if that internet connection goes down, that business is okay to go a day without internet. Then they grow to a size where it’s not okay to go a day without internet, but they don't change anything.  There are higher end firewalls that will allow them to mesh two connections, from two providers. So, if the main internet connection goes down, the other one from the other provider kicks in seamlessly. Employees and users on the network won’t even notice a disruption.  

Douglas: The communications market in Canada is radically different than in the U.S., for example, where there are far more options. However, having more providers requires subscriber density, meaning how many paying customers per square mile for example, to support the infrastructure.  For example, cellular service across a large geographic area requires mostly the same infrastructure (i.e., towers, networks etc) for 10 clients as it would for thousands or tens of thousands.  Without enough subscribers, it is cost prohibitive. Relying on one provider is very risky and given the simplicity and low cost for redundancy in this space, is both a mistake and a missed opportunity for businesses.  Business as usual when your competitors are not, is a huge advantage and costs very little.  Spread out your risk, eliminate by using proven technology to do so.

Nominations are now being sought for the Cambridge Chamber of Commerce’s Community Awards 2020-2022.

These awards - which have not been held since 2019 due to the arrival of COVID-19 – provide an important opportunity to celebrate the contributions and achievements of non-profit organizations, charities, and service clubs in Cambridge and Township of North Dumfries.

“There are so many individuals and organizations that have been doing some amazing things, especially during the last two years, to make our community an even better place to live and work,” says Cambridge Chamber of Commerce President & CEO Greg Durocher. “We want to ensure these community leaders receive the recognition they deserve.”

There are 10 award categories highlighting non-profit organizations, their collaboration with others, volunteer work, leadership, physical health and mental wellbeing, and education. As well, there is the Lifetime Achievement Award that will recognize the accomplishments of an individual who has been a driving force in the non-profit sector for more than 15 years.

“While it is a Lifetime Achievement Award, it does not in any way assume that the individual is retiring, leaving or otherwise,” says Greg. “It is really about recognizing the incredible leadership, contribution and tireless service an individual has lent us all, that most would assume it must take a lifetime to contribute all they do.”

Previous winners of this award have included former Langs CEO Bill Davidson (who has since retired) in 2018, and YWCA Cambridge CEO Kim Decker in 2019.

“They are perfect examples of the type of community champions that we wish to acknowledge with this award,” says Greg. “And we know there are others out there who have the same calibre of community commitment.”

He says commitment is also an important characteristic of the recipient of the Board Member of the Year Award.

“These are people who actually put their lives on hold in some ways to help guide the many organizations in our community who provide financial aid, services, and sometimes just help to others,” says Greg. “Not only do these people volunteer with their organization, but they also roll up their sleeves, get down to business and ensure their organization’s governance and operations keep them sustainable and delivering the services that are needed.”

Past recipients have included Mary Adamson from Argus Residence for Young People, Cambridge Memorial Hospital Foundation’s Angelo Loberto, and Paul Drouillard for his work with the Cambridge Shelter Corporation.

Along with these long-time Community Awards categories, the Chamber has also introduced several new ones this year including Innovation in Learning, Community Leadership, Community Impact, Community Collaboration and Healthcare Hero. This latter award is aimed at recognizing those in the non-profit sector for their involvement in creating or promoting programming or initiatives to assist with the physical health or mental wellbeing of residents.

“Our healthcare community has done an exceptional job throughout the pandemic keeping us safe, so this award will provide the ideal opportunity to say thanks,” says Greg, noting many in the non-profit sector and service club volunteers are often somewhat hesitant when it comes to recognizing their own impact and encourages organizations to nominate themselves. “Now isn’t the time to be shy. It’s the time celebrate what makes our community so great.”

Nominations close Sept. 1, 2022. For more, visit: https://bit.ly/3bhY7wZ

The award categories include:

Community Collaboration
Nominees for this award provide outstanding examples of collaboration within their communities.

Community Leadership
Nominees for this award stand out because of their exceptional professional and/or volunteer achievements in the community, which are above and beyond their role in a paid position as a CEO or executive director.

Community Impact
Nominees for this award recognize new and better ways to address a need in the community despite the many demands, and sometimes too few resources available.

Innovation in Learning

Nominees in this category, either individually or in a group setting, have worked selflessly to supply or support educational resources, programs, or initiatives that strive to prepare the next generation of talent in our community and/or provide them with a pathway toward a brighter and successful future.

Healthcare Hero
Nominees for this award are being recognized for their involvement in the creation or promotion of methods that keep the physical health or mental wellbeing of residents in Cambridge and the Township of North Dumfries at the forefront through a variety of programming or initiatives that encourage a healthier lifestyle and community in general. 

Board Member Award

This award is presented to a board member who have demonstrated outstanding service to a not-for-profit organization in City of Cambridge or Township of North Dumfries through the giving of their time, talents, and resources as a board member to further the goals and objectives of the organization.

Volunteer of the Year:

Nominees must have been involved in volunteering for the equivalent of at least 100 hours over a 12-month period.

Organization of the Year - Under 10 Employees

Are you a not for profit organization or service club that provides outstanding programs, services, events, or campaigns that support the needs of the community and its residents?

Organization of the Year- 11 and Over Employees

Are you a not for profit organization or service club that provides outstanding programs, services, events, or campaigns that support the needs of the community and its residents?

Lifetime Achievement Award:

Awarded to an individual who, over the past 15 years or more, has made significant contributions to the community and has improved the quality of life for citizens or whose accomplishments have brought recognition to the Waterloo Region.

While working remotely has created new opportunities for many businesses since the start of the pandemic it has also put a spotlight on some concerns employers must now address as they continue to adapt to the seemingly relentless presence of COVID-19.

Among these is time theft, an issue which human resource experts say was already well known in workplaces but has become more apparent since employees began working at home.

Time theft occurs when an employee receives payment for time that is not spent doing their work, which could include conducting personal activities during work hours or taking long lunch breaks without telling their managers.

While there doesn’t appear to be any clear financial amount this type of activity costs Canadian employers, according to the accounting software site QuickBooks, in the U.S. time theft costs employers at least $11 billion annually.

“In certain scenarios, where trust was not there to begin with when employees were in the office and proper procedures were not in place, this remote element has just amplified the gaps between employers’ expectations and employees’ responsibilities,” says Kiljon Shukullari, a Certified Human Resources Leader at Peninsula Canada. 

His colleague, Peninsula Canada Account Manager Victoria Vati, agrees.

“For real time theft to occur the action must include an overtly fraudulent act, such as altering a timecard, punching in for each other, failing to record or falsely recording hours on an attendance management system,” she says, adding much of this type of time theft can be alleviated by software and refers to a system from BrightHR her company relies on.

This system, which does have a ‘check in and check out’ component, also includes an array of features to assist employees and employers regarding scheduling and accessing various documents. “It’s software that can assist in everyday HR related practices,” she says.

But there are a variety of aspects to consider when it comes to time theft, which requires setting out proper remote working policies.

“Other activities, such as surfing the internet too much, to running errands during the day can be alleviated by proper oversight from management and setting proper expectations in terms of production from employees,” says Victoria, adding after nearly two years into the pandemic many employers should now have these policies in place. “But it’s a matter of how you monitor that without micromanaging because that trust goes both ways.”

She says transparency is key when it comes to creating policies to manage a remote workforce.

“If that wasn’t there to begin with, now is a good opportunity to implement them,” says Victoria.

Kiljon agrees and says establishing those ‘core’ documents – including contracts and employee handbooks – form the basics of a good working relationship which could reduce the threat of time theft.

“It’s easier when an employer and employee start a relationship. It’s a lot harder when employees are already part of the business,” he says. “Existing employees is where we spend a lot of our attention to begin with because for a new employee and employer they are already starting on the same page.”

Kiljon says when it comes to introducing new work policies, communicating them well and acknowledging potential concerns from employees is a good approach. 

“The employer needs to be open to that two-way conversation with their employees and then the policy can be updated because at the end of the day, the employer does have the legal right to introduce any type of policies,” he says, adding some may be more straightforward, while others could appear harsh. 

Whatever the policy, Kiljon says being open to questions from employees and setting the right expectations and clarifying what the outcomes are for non-compliance can go a long way.

“Those are key things,” he says.

Trust, says Victoria, is at the core of the employment relationship.

“A company should start with the position of trusting their people,” she says. “It’s all about fairness and consistency in how employers treat their employees.”

To help the situation, both say providing the necessary supports to employees who may be struggling working remotely is a great way to build a better and more productive working relationship. This could include helping them setup a backdrop for virtual meetings, or ‘recreating’ their office space at home by providing them with more equipment, such as a second computer screen.

“Employers need to be aware of the contexts their employees are working in at home,” says Kiljon, adding encouraging employees to communicate via video rather than an email or text is a good way to maintain a more personal approach to contact. “Also, congratulate them for their achievements and help them through their difficulties and always keep an open-door policy. These are things that will help.”

For employers looking to introduce or revamp work policies, Victoria recommends using the services of an expert will help them in the long run.

“Employers are expected to be HR and health and safety and labour law experts, and it’s next to impossible,” she says. “If you can get free advice that’s great, but ultimately if you want to make sure your business is 100% protected it’s best to speak with a professional, even if It’s a consultation.”

For more information on Peninsula, visit https://peninsulacanada.com

Tips to prevent time theft: 

1. Install time and attendance software 
2. Keep open lines of communication between all staff
3. Improve accountability at work
4. Be understanding
5. Do away with paperwork (handwritten timesheets) 

A few facts from Benefit Canada:

• A study by Aternity Inc. found overall productive decreased 14% between Feb. 3 to July 9, 2020, as high levels of remote work were maintained due to the pandemic. 
• According to the 2021 Benefits Canada Health Survey of approximately 1,000 workers, 66% said they feel less connected to their co-workers and employers since switching to a remote system.
• 73% of respondents said they weren’t satisfied with their jobs, while 74% said they have a high level of stress. 

A shortage of rapid antigen screening kits threatens to hamper the ability of local Chambers to assist Waterloo Region businesses stay safe over the next few weeks, says Cambridge Chamber of Commerce President and CEO Greg Durocher.

Since the start of April, the Cambridge and Greater Kitchener Waterloo Chambers have been working with Health Canada and the Province to provide free self-screening kits to small and medium-sized businesses throughout our Region.

Since that time, more than 700,000 of the kits have been distributed, not to just to Chamber members but all SMEs with less than 150 employees. The goal of the program was to identify asymptomatic or presymptomatic individuals from spreading COVID-19 in the workplace, at home and around the community.

“Up until December, everything was running very smoothly, and people were ordering kits and they were keeping workplaces safe,” says Greg, noting a provincewide shortage has altered that at very critical time for businesses. “There are a number of workplaces that are in a very vulnerable situation that are essential and it’s very important they screen employees every couple of days. You can’t have an essential business close their doors for 14 days.”

The Chamber initiative, which began as a pilot program and was quickly implemented provincewide by other Chambers through the Ontario Chamber of Commerce network, is waiting on a delivery of approximately 150,000 of the kits to fulfill orders placed by businesses through its Chambercheck.ca portal.

“But the fact of the matter is we have at least 1,600 businesses who are now waiting in the cue to get their kits and we don’t have any,” says Greg, noting that leaves approximately 70,000 employees in Waterloo Region without access to rapid screening until at least mid-January.

“Even when we receive our order that still won’t be enough because to test that many employees we need at least 280,000 kits,” he says, explaining proper screening requirements call for employees to use the kits at least twice a week.

The Chamber’s last order of 50,000 kits – a week’s supply - arrived Dec. 6 and was quickly allocated to businesses or re-allocated to other businesses (including restaurants) if they were not picked up. 

“We know there are many workplaces that have to have them,” says Greg, adding a decision by the Province to distribute a single box of screening kits containing five tests to students over the Christmas break may not have been the best method. “It’s a great idea, but not enough has been handed out. Five tests aren’t enough and there isn’t a real strategy attached for their use and to even retain some tests for going back to school. Just handing them out is no real strategy.”

He says distributing through workplaces has been a great way to reach more people. 

“We’ve always said from the very beginning of this to the Province that about 63% of Ontarians are in workplaces so if you make rapid screening kits available for employees you have the potential to reach 63% of the population,” says Greg, noting not all employees may wish to take part in the screening program unless it was mandated. 

He says it would have proven cheaper for the Province to distribute more screening kits to workplaces and even curtail the resale of the kits for exorbitant amounts online.

“The BESTWR (Business and Economic Support Team of Waterloo Region), along with the Chambers, started encouraging the Province to do rapid screening in May of 2020 and it took them almost a year to get out and going because we stepped up to the plate and said we would do the pilot program,” says Greg. “We literally wrote the playbook so they could pass it on.”

He says running the free screening program through the Chambers has also ensured all the necessary safety protocols are followed.

“We have all the safeguards in place to make sure these kits are being used correctly and continue to be accessible to answer any questions if businesses have had a problem,” says Greg. “It really has been a seamless program, but now we’ve seen an unnecessary pause during the most critical time for these businesses.”

For information, visit Chambercheck.ca. 

The ability for businesses to be flexible and creative is pivotal when it comes to finding ways to combat ongoing labour shortages, say local employment experts.

“Those who can bend will find they can sustain themselves and grow and those who will not bend, I think they’re going to find it very difficult to maintain their productivity and business size,” says Charlene Hofbauer, Executive Director of Workforce Planning Board of Waterloo Wellington Dufferin. “I think growth will be a real challenge for them.”

Her organization promotes workforce development by working with the community to address issues surrounding labour market trends, such as the apparent disconnect between job seekers and potential employers.

“The longer we go through this (pandemic), the more I think we’ve entered a workers’ market,” says Charlene, noting many local employers are struggling to find employees. “There isn’t an industry right now that isn’t hiring.”

Although the unemployment rate recently dropped in Waterloo Region to 5.2%, she says there exists a ‘small pool’ of talent for jobs that are very specialized. And as of Dec. 3, just over 5,400 jobs remained vacant in our region, approximately 1,500 of those in Cambridge.

“That’s a lot of jobs,” says Charlene, noting poaching employees becomes an issue for those seeking specific talent.

She says there is a big need for frontline employees in industries that often rely on short term trained workers – including restaurants, manufacturers, healthcare, and construction.

“But our tech and engineering firms are desperate for more senior talent,” says Charlene, adding those with seven years or more of experience are in high demand right now. “They can easily find a junior person, but they can’t find a senior person.”

When it comes to finding talent, she recommends employers look at other avenues, rather than the more traditional ways they’ve relied on in the past.

“Even temp agencies are struggling to have a decent size pool of talent right now,” says Charlene, adding her organization can connect employers with potential sources that can aide in their search. “We can connect you to whoever we can think of that’s local to you and can work to connect you to a bigger network.”

Among these connections is Employment Services - YMCA of Three Rivers Waterloo Region, which can introduce employers to talent by utilizing mentorships, job shadowing and financial incentives providing they are willing to engage in on-the-job training.

“It’s critical to reduce the number of resumes that an employer will be looking at on a weekly basis,” says Van Malatches, Supervisor of Employment Services – YMCA of Three Rivers Waterloo Region, noting many companies are receiving between 25 to 200 resumes every week. “I don’t know how many employers have the patience to engage in that.”

He says his organization can help employers ease that burden by connecting them to viable candidates.

“We have a pretty good feeling of who we are referring and often have worked with that candidate from three days at the least, to three months at the most,” says Van. 

He believes employers who concentrate on the ‘soft skills’ and can provide training will have an easier time finding people, especially when it comes to hiring newcomers, rather than an employer who is simply looking for a ‘body’ to fill a position.

“Newcomers don’t want to be taken advantage of and want to have that opportunity. It’s understanding the cultural shock the newcomer may be facing, and being patient with that,” says Van, adding being authentic in their approach to acknowledging the issues a newcomer is facing will go a long way. “For a newcomer, they are so vulnerable with the experience and cultural changes they are facing. If an employer steps up for them, that’s what’s going to keep the retention and longevity.”

In general, Van says employers who can be more accommodating, not to the point where it’s compromising their business, will be successful at attracting and retaining employees.

“There is a lot of different nuances out there that have contributed to people ghosting employers because other options are coming up,” he says, adding transportation and childcare issues can play roles in the decision to changing jobs.

Given the opportunity, Van says he would like to see employers in various sectors work collaboratively when it comes to sharing potential talent.

“I would like to see those resumes pooled together somewhere where everybody could have access to them,” he says, adding the creation of a central ‘hub’ - taking confidentiality into consideration – would be beneficial to the overall job market.

As well, Charlene says connecting with local post-secondary institutions is another avenue employers can take when searching for talent and that even providing summer placements to high school students can also set the stage for future growth.

She believes a ‘multi-pillar’ approach is the best to solve our current labour shortage.

“We’ve got to do many different things,” says Charlene. “We can’t rely on any one thing as our solution.”

For more, visit https://www.workforceplanningboard.com or https://www.ymcacambridgekw.ca/en/index.asp

In terms of advice, Charlene says employers should consider the following:

1.  Check what you are paying. “When it comes to those key roles you’re stuck on and hire consistently for, know where you stand,” she says, adding local job boards can offer a great snapshot. “Figure out where you are on the spectrum for that job and know what ground you have to make up. And if you’re already paying well, maybe there’s something in the background you have to look at.”

2. Look at your job posting. “We’re seeing many job seekers who won’t apply because the posting is without any basic information,” she says. “Where is your company? What are the hours? What is the pay? What does the job look like? You would be surprised how many postings don’t answer these four basic things, so people don’t apply. I think what job seekers are looking for now from potential employers is openness, honesty and that transparency.”

3. Look at who is not coming through your door. “Be really honest with yourself. If you never see any women or newcomers apply, why is that? Who can you connect with so you can start seeing these applicants? There are so many local groups you can connect with.”

As vaccinations continue to rollout in the fight against COVID-19 and infection numbers in Ontario continue to drop the thought of reopening businesses and schools is on the minds of many.

After more than a year of restrictions and strict safety protocols the prospect of returning to the workplace looms closer, and for some, so does a growing sense of anxiety.

“There is quite a bit of apprehension around the thought of going back to work. It really depends on the person,” says Grace Brown, Clinical Supervisor/Registered Psychotherapist at Family Counselling Centre of Cambridge and North Dumfries, explaining an extrovert, introvert or ambivert, will react differently.

“If you live in a very active community, you’re probably going to feel stronger and feel more prepared because you have supports – like child care – in place,” she says. “I also think the anxiety level will be determined by the safety protocols each organization has in place or is intending to put in place.”

Kate Urquhart, a Psychotherapy Clinical Intern at Carizon Family and Community Services in Kitchener, agrees.

“Having timely information is going to be such a key thing because there has been such ambiguity since the pandemic began,” she says, adding employers need to ensure they have a plan in place that can address the concerns of their returning employees. “People can’t plan if they don’t know what they’re getting into.”

Even with lower transmission rates and vaccinations, she says COVID-19 safety protocols will still be in place at workplaces when the province reopens and that these should be clearly conveyed.

“It’s about making sure those are clearly communicated so that people who have anxiety can feel confident their employer is taking all the appropriate precautions and that people with less COVID-19 anxiety must also follow those same protocols,” says Kate.

Grace says people should also know their own limits when it comes to dealing with this pandemic and that being proactive rather than reactive when the times to come to return to the workplace is the best way to reduce stress or apprehension. She suggests staying informed with the latest Ministry of Health recommendations is a good first step.

“It’s not going to be very helpful for people to reduce their anxiety if they are waiting for their boss to tell them what’s going to happen,” she says. “I think that is going to cause much more anxiety than if you researched on your own and know what your personal limits are and proceed accordingly.”

But even with proper safety protocols in place, walking back into the office may prove to be difficult for many says Carizon Psychotherapist Dan Young.

“Even though we may be going back to a situation that might be similar, we’ve all been changed by this,” he says, adding grief and loss will play roles as people come to terms with their emotions when they return to the workplace.

This could involve the tangible loss of a co-worker who passed away, or a potential career move an employee may feel they missed because they had to stay home to care for children or an elderly relative. As well, Dan says some employees may just no longer feel comfortable with the physicality of being around other people again in an office setting.

“For businesses, the challenge will be how do they recognize that they need to do something to support people,” he says. “There is no one size fits all.”

Kate says many returning employees may also suffer from ‘survivor’s guilt’.

“We’ve all been through, or are still going through, this huge worldwide traumatic event,” she says, adding some may feel they don’t have the right to complain when others appear to have lost so much more.

“I think that needs to be addressed. It’s OK for you to complain,” says Kate. “Everybody has lost something, and your losses are real for you. You need to come to terms with your own personal losses in order to take that step forward.”

She encourages employees to access potential workplace EAPs or mental health resources in order to find help.

“Even if you feel just a twinge, you don’t have to be in a crisis state to reach out,” she says.

Grace says reaching out to employers about instituting a gradual return to work can also be explored if someone who no longer can continue to work remotely is concerned about a sudden return to the office.

“It’s my hope this will open an ongoing dialogue and communication between employers and employees versus mandates that don’t take into account everyone’s different situation at home,” she says, adding empathetic employers will see higher productivity and better retention rates. “If an employee gets the sense an employer is very much just about producing that’s definitely going to feed into anxiety and stress.”

Dan says providing employees with choices is empowering and that changes in the workplaces should be expected.

“We know it’s not going to be the same,” he says. “We’re not going back to the way it was before.”

In preparation, Grace says everyone, especially those with children, should be talking about what life may look like when things begin to resemble ‘normal’ again.

“Talk to them about their concerns and expectations, even what they might be looking forward to because that may have to be adjusted as well,” she says, referring to the possible need to continue wearing masks in schools or getting vaccinations. “Communication is going to be very important.”

As well, talking to a professional counsellor is also a good option.

“Now is the time to connect with a counselling agency before the rush in order to not only prepare yourself, but provide support for your children,” says Grace. “Anxiety is a real thing and pretending it doesn’t exist actually makes it worse so everybody should start talking about the reservations they have and be supportive of each other.”

For more, visit https://fcccnd.com or https://www.carizon.ca

The pandemic has not only dramatically altered our lives, but also the way we do business.

Conducting business online has become paramount for many operations which makes the the importance of effective marketing even more vital to ensure a strong client base.

“Is your website SEO and is it navigational intuitive? Have you thought about using Google ads?” asks Mike Jennings, president of the Cambridge-based digital marketing agency MoreSALES.

These are just some of the many questions that will form the base of the discussion he will lead at our next YIP Growth Learning Series event later this month ‘Marketing 101: 4 Ps of Marketing – Place, Price, Promotion, Product’.

This seminar is aimed at assisting entrepreneurs in understanding how to effectively market their product/service by utilizing the basic ‘4Ps’ strategy to create a sales and marketing strategy.

Mike says the onset of COVID-19 has resulted in many marketing changes.

“Prices aren’t going to change that much,” he says. “But promotion is going to be the main difference in a COVID world. How do you promote your product?”

He says the seminar will focus heavily on digital marketing, which has been his speciality for many years, and the importance of being able to shift when it comes to doing business.

“Do you shift your price to be more attractive on e-commerce?” asks Mike, noting that e-commerce is a vital tool for businesses when it comes to competing. “People are not going to be rushing back to your building. They’re still going to want to buy online and those businesses that are easy to buy from are the ones that are going to get the business.”

He says an important takeaway for seminar participants will be to realize these changes don’t have to signify the end for their business.

“There are ways to adjust,” says Mike, adding looking at the expected trajectory of the market is key. “You have to think six to 12 months ahead and how you apply these principles (4 Ps).”

He says a business will never ‘lose’ using e-commerce and digital marketing.

“It’s only going to compound the return to normalcy and accelerate that return to normalcy,” says Mike.

‘Marketing 101: 4 Ps of Marketing – Place, Price, Promotion, Product’ takes place Wednesday, Feb. 24 from 11 a.m. to noon and is sponsored by Deluxe.  Click here to register.

Depression. Anxiety. Addiction.

These issues have intensified over the course of the last few months as COVID-19 continues to take its toll on our mental health, just ask Angela Englander, a registered psychotherapist and trauma specialist who operates Ways to Wellbeing Therapy in Cambridge and Tillsonburg.

“I’ve had clients who were perfectly stable pre-pandemic and now have completely fallen apart,” she says, noting some are in the healthcare profession which is facing much strain as this health crisis continues. “I’ve talked to a lot of doctors and nurses who want to go on leave. These people are the webbing of our health system and if their mental health crashes, everyone is going to fall through that gap.”

Identifying what mental health is, as well as trauma and therapy, will form the base of her discussion at our YIP Growth Learning series event on November 19.

“People have such a small amount of knowledge they’re working from when it comes to mental health,” she says, adding the amount of stress people are under right now is skyrocketing as the second wave of the pandemic appears to be escalating.

According to a CTV report, a recent federal study has highlighted a jump in alcohol and drug use during COVID-19, as well as an increase in opioid deaths. Also, according to that same CTV story, overdose calls in Waterloo Region have spiked higher since August and 68 people have fatally overdosed so far this year compared to 63 deaths in 2019.

Angela says at the start of the pandemic in March adrenaline was high as people went into ‘crisis mode’, putting their emotions on the backburner as they adapted to this new reality.

“But the bigger risks will be over the next year because that excitement and adrenaline has started to wear out,” she says. “People are starting to feel more hopeless and facing depression and anxiety.”

Angela says the approaching winter will only add to that negative situation since unlike the past few months, many won’t have the option to go outdoors and enjoy the sunshine and nicer weather.

“I’ve already talked to people who say they’re experiencing SAD (seasonal affective disorder) and are already getting their winter blues and we’re only in October.”

Besides current concerns such as increased addiction issues and a rise in suicides, Angela fears the ripple effect of COVID-19 could manifest in other mental health problems over the next several generations.

“Many people may become germaphobes or even become agoraphobic,” she says, adding people must learn to accept the negative emotions they may be facing now in order to deal with them in a healthy way.

“We are a very emotion-phobic society. The truth is you have to be willing to step towards those emotions and feel them and accept the reality that is.”

During her YIP presentation, Angela hopes to break down how the brain functions into several categories pertaining to mental health and outline how trauma works.

She intends to provide participants with some valuable takeaways.

“They’re going to get a lot of self-awareness and coping skills,” says Angela, noting more typical coping skills such ‘date nights’ with a partner or hanging out with a few family members may not be sufficient enough for some during this pandemic.

She says self-care and emotional awareness will play key roles in the presentation in hopes of giving people more understanding.

“No one is above this virus,” says Angela.

Our YIP Growth Learning series virtual event ‘Mental Health for Young Professionals’ sponsored by Deluxe will take place Thursday, Nov. 19, from 9-10 a.m. For more, visit: https://bit.ly/34OBryG