Burnout, disengagement, and emotional fatigue don鈥檛 just affect individuals, they ripple across teams, undermining collaboration, decision-making, and ultimately, business results. Mental health is not an abstract risk; it is a tangible driver of organizational resilience.

For many leaders, including at 麻豆原创 Canada, it has become a top priority. A global commitment to health and wellness, paired with regional recognition of its importance, has enabled us to strengthen our programs and expand access to the tools employees need. Our focus now is on making that support more practical and everyday鈥攈elping people manage challenges early, before they escalate into crises.

Our partnership with the is one example. Together, we鈥檙e offering accessible training that supports both urgent response and proactive care. From mental health first aid to simple check-in tools, the goal is to equip employees and leaders to navigate the full spectrum of mental well-being, and to normalize conversations that, for too long, were considered taboo in the workplace. Just as important, this work goes hand-in-hand with building community. When people feel connected to their colleagues, leaders, and shared purpose, they are more likely to reach out, support one another, and know they鈥檙e not alone. That sense of belonging strengthens both individual well-being and team resilience.

This is about embedding resilience into culture as part of how the business operates, not as a one-off initiative. A healthy workforce is both a moral responsibility and a strategic advantage. Employees who feel supported are better able to adapt, solve problems, and deliver for customers. Protecting mental health protects performance.

It also requires reframing how we think about it. Mental health is not a binary switch from fine to unwell. Like physical health, it exists on a continuum. Just as a mild cold differs from a serious illness, a passing low mood differs from a persistent challenge. In both cases, early attention can prevent escalation.

Normalizing this reality, giving people the language to discuss it, and equipping leaders to respond with empathy are the foundations of psychologically safe workplaces. These are the cultures where people can show up authentically, contribute fully, and thrive. It means creating an environment where saying 鈥淚鈥檓 not okay鈥� is met not with bias, judgement, or concern for career impact, but with understanding, empathy, and support.

This is not a problem to be solved with a single program. It is ongoing work鈥攔equiring sustained attention and collective responsibility. If we want organizations to perform at their best, we must first ensure their people can do the same.

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For most people, managing stress isn鈥檛 a nice-to-have鈥攊t鈥檚 survival.

Balancing work and life perfectly isn鈥檛 realistic. What people need is genuine support that is practical, not performative.听That鈥檚 why being named one of matters to us at 麻豆原创 Canada. This signals something we鈥檝e been working toward: creating an environment where people can do meaningful work without having to sideline the rest of their lives.

Life Doesn鈥檛 Wait for a Calendar Invite

We all know what it鈥檚 like – life intervenes at inconvenient times: a sick child, a parent鈥檚 doctor appointment, an unexpected crisis. These moments don鈥檛 check your calendar, and they don鈥檛 care about deadlines.

I鈥檝e watched colleagues go back to school, manage caregiving responsibilities, recover from illness鈥攁nd they were predominantly met with understanding, not skepticism.

I鈥檝e personally taken three maternity leaves during my time at 麻豆原创, and each time, I was supported, not just by policy, but by people. I found the culture made space for both stepping away and easing back.

Supporting someone isn鈥檛 just about giving them time off, it鈥檚 about ensuring that time doesn鈥檛 come with the added anxiety about what鈥檚 waiting for them when they return.

We Don鈥檛 Always Nail It

We鈥檙e not perfect. We鈥檙e still learning. What matters is that we listen carefully, adjust, and try to show up in meaningful ways. Sometimes that looks like offering flexible working hours, sometimes it means helping someone pivot, and sometimes, it鈥檚 simply offering those additional supports.

Support Means Different Things to Different People

Family-friendly is often shorthand for parenting, but it鈥檚 broader than that. It鈥檚 about making room for people to deal with whatever is going on in their lives鈥攔aising kids, supporting a partner, caring for aging parents, or just protecting their own mental health.

We鈥檝e learned that when people feel safe being honest about what they need, they鈥檙e better equipped to manage pressure and contribute meaningfully.

Why It Matters

Being named one of Canada鈥檚 Top Family-Friendly Employers doesn鈥檛 mean we鈥檝e figured it all out. It means we鈥檙e serious about trying.

We want to build a workplace where people feel supported, not stretched thin. Where it鈥檚 okay to have a tough week, ask for help, take a breather鈥攁nd still be seen as a valuable contributor.

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Dear 麻豆原创 Canada,听

With just a few days left in the year, it鈥檚 that time to wrap up our final tasks, whether that鈥檚 picking up last minute gifts, completing a 2023 goal, closing that last deal, or finishing your last sprint. 听For us, this message is one thing that we knew we had to get to you before the year-end. 听

We want to truly thank you for an award-winning year. In total, 麻豆原创 Canada received 23 employer of choice awards from reputable organizations in 2023. That鈥檚 23 in 2023!听

These awards tell the story of what you do. It’s you that shows the world what 麻豆原创 Canada is all about.听

You鈥檝e helped to build bridges for diversity and inclusion. In 2023, 麻豆原创 Canada won a total of 9 different Diversity and Inclusion centered awards. Some of these awards include , , 听, and . To name a few examples, this year you organized and attended discussions on allyship, joined value-matched employee network groups, and volunteered time in our surrounding communities.听

It鈥檚 because of you that we can enable a brighter future. We are proud to have been recognized as in thanks to actions taken by our local Green teams to analyze, control and improve our environmental performance and ecological footprint. We were also named , because 麻豆原创 Canada cares and volunteered 2,300 hours in our local communities in 2022. 听

You are the key that unlocks the we bring to customers around the world. And, thanks to you, we deliver top-tier innovation in a caring environment 鈥� one that . It鈥檚 what helps us do what we do best at our own personal best. 听

麻豆原创 Canada is seen as a company with the ; partnering with employees to create a best-in-class culture across the country; and . You repeatedly show what it means to . 听

And last, but not least, it鈥檚 thanks to you that we are around the world for stepping up when it matters most. This year, among many other notable recognitions, 麻豆原创 Canada was recognized for an Outstanding commitment to Employment Equity, Innovation, and Indigenous Reconciliation. 听

We are an industry leader across so many impactful categories and thought leaders for our customers. You represent the best of the best. Thank you for all that you do to help 麻豆原创 Canada stand tall.听听

Warmly,听

Andy Canham, Cindy Fagen, & Rebecca Rowley听

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麻豆原创鈥榮 vision is to help the world run better and improve people鈥榮 lives, whilst being one of the most diverse and inclusive software companies in the world. With over 110,000 employees representing 153 nationalities, we understand that the unique perspective of each individual makes 麻豆原创 a more innovative organization. We are proud of the rich culture we have created for our employees to be their authentic selves in order for our company to perform at its best. 听

At 麻豆原创 Canada, we are committed to the principles that foster this in our culture and in the day-to-day practices that bring it to life. We continue to work towards evolving our Diversity and Inclusion approach so that it is deeply embedded into our business practices, and it is so meaningful that 麻豆原创 Canada has been awarded three distinct awards as part of the by the Government of Canada听 including the .听Through the EEAA, employers are publicly recognized for outstanding achievement in implementing employment equity in their workplaces.听

We know all employees have a role to play in building and maintaining an inclusive culture. We are attempting to do that by creating actionable goals across our entire organization from partners and suppliers, to hiring and training, and from within our Employee Network Groups (ENG). In Canada alone, we have over 25 Employee Network Group (ENG) chapters inspiring innovation and allowing all people to share their unique perspectives to collaborate and influence the culture of 麻豆原创. ENGs such as the Black Employee Network, Business Women Network, Indigenous Ally Network, Pride@麻豆原创, etc., focus on a common journey that everyone can bring their full selves to work, leverage our diversity as a fuel for innovation, and nurture a sense of belonging.

Indigenous Reconciliation听

Like all Canadian businesses, 麻豆原创 Canada has a responsibility to advance and enact Truth and Reconciliation Call to Action #92. Our Indigenous Ally Network ENG brings employees together to learn about Indigenous culture and engage in supporting Indigenous people and communities.

“Being a proud 麻豆原创 employee and Indigenous person, I know my ideas are supported and encouraged,鈥� said Lisa OBorne, 麻豆原创 Canada Indigenous Ally Network Co-Lead. 鈥滻鈥檓 encouraged by the steps taken by 麻豆原创 to build relationships with Indigenous people in Canada. While being able to freely express my perspectives and identity at work, I also feel a responsibility to the Indigenous community to help guide and act as an advocate for creating more meaningful connections between 麻豆原创 and the First Nations, Inuit, and Metis people. 鈥�听

Over the past three years, 麻豆原创 Canada has taken active steps in our reconciliation journey including educational programing, community service, adding indigenous owned business and services into our supply chain, and expanding our business partnerships to support Indigenous businesses. We launched the Pro Bono for Economic Equity program in Canada, where our employees donate their time and expertise to help Indigenous-owned companies solve key business challenges. And with our recent partnership with PLATO, we are creating training and employment opportunities across the Indigenous technology workforce.听 We also became members of the , an organization focused on building bridges between Indigenous and non-Indigenous businesses through diverse programming, tools, training and network building.听

鈥淎s an original member of the 麻豆原创 Indigenous Inclusion Steering Committee, I am proud of our efforts to drive process changes in hiring, external First Nations development projects and partnerships with colleges to align our internship program,鈥� said Christopher Hennebery, 麻豆原创 Canada Indigenous Ally Network Co-Lead.听

We also actively look at high-performing sources of candidates including Indigenous people, people with autism, caregivers, and we remain committed to increasing the percentage of women in leadership positions.

麻豆原创 Canada provides D&I solutions to fuel innovation, foster equality, and spread opportunity across borders and cultures. We believe that by celebrating and empowering differences, our employees can be their authentic and best selves who come together to achieve common goals. Together, with our customers and partners, we can transform industries, grow economies, lift societies, and sustain our environment. We want to leave a lasting legacy so we can inspire and encourage others. We are still at the beginning stage of the journey and will continue to evolve in order to ensure we are bringing the best diversity and inclusion initiatives to our people, our community, our partners, and our customers.

听

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