Artificial Intelligence (AI) is one of the major developments of our time. As AI has made itsway into a wide variety of industries, including business, government, healthcare, education,finance, law, entertainment and media, manufacturing, banking and transportation, its impact to the workforce will be tremendous. According to a LinkedIn report released in August 2023, 44% of executives plan to increase their use of AI in the next year and 47% believe it will increase productivity. In the field of HR, the integration of AI has emerged as a transformative force. AI technologies have the potential to revolutionize HR processes, enabling organizations to streamline operations, improve decision-making, and elevate employee experiences. While change can be daunting, AI tools offer several key benefits to HR departments, streamlining their workflows and supporting improved decision-making, resulting in benefits such as increased efficiency, reduced costs and better decision-making.

Attendees will take their pick from our expert led sessions which will be announced shortly

How are research and trends shifting from “work life balance” towards a focus on human capacity? What does this shift mean for Canadian employers in terms of long-term workforce outcomes and performance? How can HR leaders and Workplace Wellbeing SMEs shape conditions for sustainable work and healthy, engaged employees? What is the path forward for strengthening work design and culture in ways that address systemic barriers and embed practices for sustained engagement and contribution?

How do you deliver wellbeing that truly works across hybrid, multi-generational and neurodiverse workforces? Why are some wellbeing strategies failing to land with today’s workforce? Where are the biggest gaps in equitable wellbeing outcomes—and what will it take to close them? How must wellbeing evolve to respond to the uneven impact of AI, automation, and shifting workloads?

The panel will discuss promoting initiatives that foster well-being, adaptability, inclusivity, family-friendly and strength within the workforce, ensuring that the construction industries remain resilient in the face of evolving demands. What can be done to really that help people feel seen, heard, and valued in industries traditionally rooted in toughness and resilience? Going beyond physical safety – how can industry work together to create workplace cultures that foster all aspects of worker well-being? What are the practical tools available to tackle the stigma associated with mental health, pain avoidance, addiction and depression?