Attendees will take their pick from our expert led sessions

Your highest performers are often the people most likely to put their health last. In this interactive session, Dr. Steven Poirier will share what he sees on the front lines of executive and preventive healthcare, exploring the health risks that most commonly affect leaders and high-performing professionals, from cardiovascular and metabolic health to mental wellbeing, cancer prevention, and healthy aging. Through the lens of Medcan's Vital Five, attendees will gain practical strategies to help identify health risks earlier, support healthier employees, and keep top talent thriving for the long term.

Lyra Health is changing how mental health is supported in the workforce, addressing higher acuity needs such as alcohol and substance addiction, neurodiversity, and support for teens, while also tackling the access to care crisis in Canada and around the world. Working with your health insurance provider, Lyra also helps manage costs in a world of ever-increasing medical inflation.

Why employees lose sight of the value in their benefits over time and what organizations can do to sustain that value, The gap between a wellbeing offering and what employees experience, How strategic communication design turns a strong benefits investment into a continuous driver of employee satisfaction and retention, Moving beyond benefit announcements and keeping employees engaged.

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?

How do organizations provide employees with the skills needed to meet the ever-changing needs of their companies? Developing a culture of learning and development to enable employees to manage rapidly changing working conditions, Ensuring learning and development provides resilience to employees, What can organizations do now to ensure remote workers have the same access to learning opportunities?

As companies race to adopt AI, the most important decision is not which tool to purchase, but what kind of workplace they intend to create. Organizations can use AI primarily to automate tasks, reduce labour costs, and intensify existing work—or to augment workers’ capabilities, improve job quality, and generate new forms of value. These approaches send different signals to employees, with important consequences to wellbeing and organizational performance. Drawing on research examining AI policy, employee voice, and worker wellbeing, this session introduces a practical framework for pro-worker AI built around three dimensions: authority, or the limits placed on AI deployment; voice, or workers’ ability to meaningfully influence how AI is introduced and used; and protection, or the safeguards available when harms arise. It will explore how organizations can move beyond compliance and superficial consultation by involving workers in redesigning work, investing in their capabilities, sharing the benefits of productivity gains, and evaluating AI through its effects on job quality and wellbeing rather than performance alone. important consequences to wellbeing and organizational performance. Drawing on research examining AI policy, employee voice, and worker wellbeing, this session introduces a practical framework for pro-worker AI built around three dimensions: authority, or the limits placed on AI deployment; voice, or workers’ ability to meaningfully influence how AI is introduced and used; and protection, or the safeguards available when harms arise. It will explore how organizations can move beyond compliance and superficial consultation by involving workers in redesigning work, investing in their capabilities, sharing the benefits of productivity gains, and evaluating AI through its effects on job quality and wellbeing rather than performance alone.