Calgary Co-op

Tracy Hucul

I remember the exact moment I knew wellness was my calling. I had been working in occupational health and safety, where claims management was always part of my role, and I had just experienced helping an employee through a very difficult time. That feeling of connecting with someone on a personal level and being able to make a positive impact in their life was a defining moment for me. Five years ago, I decided to shift my career to specialize in disability management and workplace wellness, allowing me to focus on supporting employees in a more meaningful way, and I haven’t looked back.

Recognizing the importance of wellness beyond the workplace, I sought an employer whose values aligned with mine. I also appreciated that Calgary Co-op prioritized its employees and the community. The company operates multiple lines of business, from grocery to gas, home health care, pharmacies, liquor, and cannabis stores, employing over 4000 people of various ages, occupations, and cultural backgrounds. Meeting the needs of such a vast, diverse workforce can be challenging, but when I arrived, they already had the foundations in place to start a wellness program that I am continuing to build today.

Expanding wellness beyond the workplace is already making an impact. Employees who stay at work or return from leave sooner often experience better recovery outcomes. Our goal is to provide them with the right resources to support their health— both at work and at home—and to ensure a safe, supported return if they need to take time off.

“Creating an environment where all employees feel supported, respected, and empowered is an essential part of our overall wellness strategy.”

Shifting our focus to include a more integrated approach to wellness is having a positive impact throughout our organization By combining internal wellness with our pharmacy offerings, home health care business, Employee Family Assistance Program, and even partnering with our community to provide outside resources such as information about family events, or discounted gym memberships we are able to proactively meet the full spectrum of needs of our diverse workforce.

We are always looking for ways to improve our technology, including leveraging analytics tools to identify trends in claims, absences, and accommodations. Ultimately, technology should support your work, not replace the personal connections that are essential in ability and wellness management. Employees need to feel heard and supported, and no app or platform can substitute for meaningful conversations.

Keys to success

• Proactive approach - offer resources that support employee’s health in all aspects of life, including mental well-being, nutrition and work-life balance. And if they do need to take a leave, ensure we’re providing every resource to properly accommodate their absence and return.

• Strong people connection - frequent communication with managers and leadership helps build trust and break barriers, especially with union partnerships.

• Empathy and compassion - a personalized and supportive approach leads to better employee engagement and retention. It’s about being there for employees during some of the most challenging times in their lives.

A strong, effective wellness program leads to happier employees, increased productivity and less absenteeism- creating a thriving workplace where both employees and businesses succeed.