You’ve no doubt heard it a lot—workplace wellbeing is evolving. The reality is people bring their personal challenges and daily pressures to work every day. For employers, it has required a shift to supporting the whole person to ensure a healthy, productive workforce.
Today’s workplaces face a wide mix of needs: reproductive health, aging, loneliness and chronic stress. Different generations now work side by side. Employees are managing far more complex health journeys than in the past which means fitness subsidies or one-size-fits-all programs are no longer enough. Some of Alberta’s most forward-thinking organizations have realized that already.
We’re continuing that conversation by helping employers better understand people’s lived experiences and break down stigma. The goal is to create workplaces where every employee—no matter their age, gender or life stage—can feel supported and contribute to the organization’s growth.
Women’s health belongs in workplace conversations
Women’s reproductive health is finally getting the attention it deserves in Canadian workplaces. Vitality Alberta: Work Well series, a partnership between Alberta Blue Cross® and Postmedia, highlights topics such as fertility, menstrual health, pregnancy, perimenopause and menopause. These conversations are moving out of the shadows and into everyday workplace conversations.
The need is clear. More than 5 million Canadian employees are women aged 40 and older, with about 2 million between 45 and 55. Most women in this age group experience perimenopause or menopause—numbers that are expected to rise sharply by 2040. When symptoms go untreated, the costs to employers are significant. In fact, the Menopause Foundation of Canada estimates an annual loss of $3.5 billion in income and productivity, including 540,000 lost workdays.
Sharlene Rutherford, CEO of the Alberta Women’s Health Foundation, was quoted as saying, “Women have always recognized they face unique barriers in the workplace … but reproductive health is coming out of the shadows.”
When these barriers are ignored, organizations risk higher absenteeism, early exits and a loss of their most experienced talent. As Margaret Wurzer, our director of benefits design and strategy, said, “If you address it and include support in benefits, you’ll retain those women and show progress towards workplace equity.”
Support is more than coverage for fertility drugs or virtual care. It also includes education, benefits and workplace policies. Our recent guide, Using Health Benefits to Support Menopause in the Workplace, offers practical steps employers can take.
Once you notice how women are expected to manage their health quietly at work, another pattern becomes clear. Many men are also struggling, but for different reasons.
Men’s mental health: The ‘silent struggle’
While women’s health is finally part of workplace conversations, men’s health—especially mental health—remains largely ignored until a crisis occurs.
Many men are dealing with trauma, chronic pain, burnout and mental health challenges without seeking help.
Psychologists explain that many men look for accomplishment and meaning at work when emotional needs go unmet. Work becomes a source of identity, stability and validation until the pressure becomes too much. Experts also point to mixed social expectations (tough but nurturing), fear of stigma and lack of available workplace supports.
The numbers are alarming: 75,000 men and boys are dying before age 75 in 2023, and men account for 75% of suicides. For employers, men’s wellbeing is both a human and a workforce issue.
Supporting men’s wellbeing also means looking beyond mental health. Physical safety is just as critical, especially in skilled trades.
So, what can workplaces do to reduce stigma and keep men healthy, engaged and connected? A few meaningful steps might include:
- Creating safe spaces for honest conversations
- Removing bureaucratic hurdles
- Offering flexible leave
- Normalizing mental health conversations
Individuals can play a role as well:
- Check in on a coworker
- Seek support early
- Reconnect with community
And as workplaces rethink how to support men and women, another group needs equal attention: the growing number of older workers who want and/or need to keep contributing.
Older adults are reshaping the definition of work
More Albertans in their 50s, 60s and 70s are choosing to stay in the workforce. Some continue for financial reasons, others for purpose, meaning and connection. Their presence is reshaping how organizations think about health, performance and culture.
Older adults bring expertise, emotional maturity and long-term organizational knowledge that younger coworkers rely on. One in five Canadians aged 65–74 are still working, and it’s estimated that older adults will make up nearly a quarter of the population by 2030.
As Dr. Monique Gignac of the Institute for Work and Health noted, healthy older adults want to stay engaged, and their skills and mentorship are critical to solving labour shortages.
Workplaces can support older adults by offering:
- Flexible hours
- Phased retirement options
- Updated training
- Ergonomic support
- Mentorship pathways
These approaches protect wellbeing, reduce burnout and help maintain continuity across teams.
Supporting employees of all ages isn’t just about policies. It’s also about encouraging movement and physical wellbeing.
Why movement matters for everyone at work
As more people work later into life, staying physically active is essential for long-term health and independence.
The Vitality Alberta: Work Well series referenced many experts, including Calgary-based fitness trainer Pete Estabrooks. He said the biggest barrier to activity isn’t age, but distraction and the long hours spent sitting. His classes are filled with people in their 50s and 60s who want to stay strong, mobile and independent.
The research is clear:
- Even 75 minutes of vigorous activity a week can lower health care costs and reduce missed workdays.
- Long periods of sitting are tied to high risks of Type 2 diabetes, heart disease and other chronic conditions.
Organizations are responding with practical strategies, including:
- Wellness spending accounts
- On-site gyms and access to trainers
- Walking meetings
- Stretch and movement breaks
- More movement-friendly office design
Supporting movement is another way workplaces promote whole-person health. When people feel physically strong, they’re more confident, more engaged and more able to take part in work and community life.
But physical wellbeing is only part of the picture.
As work becomes more hybrid, more digital and more dispersed, loneliness is becoming one of the most pressing wellbeing issues in Canada. And it’s something that affects every generation in every workplace.
Loneliness and belonging at work
Loneliness has become one of Canada’s biggest wellbeing challenges. The World Health Organization (WHO) now calls it a global public health concern with nearly 40% of Canadians saying they feel lonely some or all of the time.
As social contact and community spaces shift—more remote work, more digital interactions, fewer casual moments in the day—workplaces play a bigger role than ever in helping people feel connected.
Many Alberta organizations are stepping up to help. Calgary Corporate Challenge, Medicine Hat’s Battle of the Businesses and Central Alberta’s Heroes bring thousands together for everything from cribbage to soccer, strengthening bonds far beyond the office.
While events are one part of the solution, there are some key factors that truly make a difference:
- Workplace culture
- Leaders modelling belonging
- Employees having a voice in designing activities
- Workplaces offering a mix of social, charitable and community-driven opportunities
As Calgary Corporate Challenge executive director Jacquie Li said: “The average person spends over 90,000 hours at work in their lifetime, so you might as well enjoy the people you work with.”
Employers have a good reason to invest as engaged employees result in 78% less absenteeism, 63% fewer safety incidents and 23% higher profitability.
Loneliness cuts across ages, roles and backgrounds. Whether someone is new to the workforce, navigating midlife responsibilities or working well past 65, belonging shapes how they feel, how they show up and how well they can do their jobs.
Bringing it all together
Across women’s health, men’s mental health, loneliness, older adults and physical activity, one pattern is clear: employees grow when workplaces see them as whole people, with real experiences and needs that change over time.
Supporting the whole person starts with a culture that prioritizes wellbeing. Explore employee insights on why workplace culture is the most powerful wellness tool.
Ready to strengthen your culture with benefits that support every employee? Find out more about our group benefit plans.
