Issue link: http://publications.winnipegfreepress.com/i/1527945
20 THE ASSINIBOIA CHAMBER OF COMMERCE • FALL 2024 A S S I N I B O I A C H A M B E R O F C O M M E R C E WORKFORCE TRENDS & DEVELOPMENT Workforce trends focus on W hen it comes to workforce trends, a human-centred focus is at the forefront. Daniel Doerksen is director of training and consulting at ACHIEVE Learning Centre for Leadership, a company that operates on the belief that everyone deserves to like where they work. "For centuries, people have built or- ganizations that are production-first and people-second," he said. "Slowly, we are understanding the con- sequences of this approach — low engage- ment, poor mental health, unsustainable performance, decreased innovation — and are beginning to take a more people-cen- tred approach to how we design and lead our organizations." For years, employee engagement has flatlined in Canada, he added. "Historically, the workforce just ac- cepted that 'work sucks' and would grind it out, but that isn't happening like it used to," Doerksen said. "People are more willing to walk away from an unhealthy situation." As a result, savvy employers are paying attention to employees' mental health and well-being as a core outcome — and not merely an afterthought. "Humans will spend over 90,000 hours at work in their life, which is half of an adult's meaningful waking life. As such, it is one of the top factors in a person's over- all mental health, well-being and sense of life satisfaction," he said. "We can no longer expect someone to take care of themselves and have their social, emotional and psychological needs met solely outside of work hours. We are increasingly understanding the impor- tance of designing workplaces that do not simply extract energy and emotional resources from people but also contribute and add value to their life." Today, workers are more aware of the connection between their job and their mental health, and they're looking for organizations that will take their well-be- ing seriously. Diversity, equity and inclusion initia- tives continue to be important, but the approach might need to change due to increased pushback. "People tend to agree with the underlying values but resist the unilateral approach that is often taken. We need to approach change here with curiosity, empathy and humility," Doerksen said. "The goal is not to have a bunch of new policies as quickly as possible. The goal is to engage people's hearts and minds to create better organizations and a better society." By Jennifer McFee