More than 26,000 people, from over 70 countries, took part in the 30th annual Scotiabank Toronto Waterfront Marathon this weekend, raising over $3.5 million for 190 charities, through the Scotiabank Charity Challenge. The Scotiabank Toronto Waterfront Marathon is one of Scotiabank's six sponsored running events in Canada this year, with events taking place in Montreal, Halifax, Ottawa, Calgary, Vancouver and Toronto. The Scotiabank Charity Challenge is a turnkey fundraising program that provides a simple and effective way to support local causes that make a big difference in people's lives. Participating charities keep 100 per cent of the proceeds raised, as Scotiabank pays for all transaction and credit card fees.
Canadian employees are putting in more work when it comes to knowing their worth, according to new research from global staffing firm Robert Half. The studies revealed that 75% of professionals feel well-informed about what they should be making in their current position, and 56% say they’ve checked their salary against market rates through online resources, salary guides or job postings in the last year ? up from 52% in a similar survey two years ago. The majority of workers, 53%, also admit to comparing notes on compensation with coworkers. While their level of salary research may be rising, many workers aren’t liking what they’re finding, the survey suggests. Only 49% feel they are adequately paid.
Organizations throughout the province working to make B.C. communities safer are invited to apply to the 2019-20 Civil Forfeiture Crime Prevention and Remediation grant program. This year’s funding streams focus on a number of government priorities, such as:
- community-led crime prevention;
- healing and rebuilding in Indigenous communities;
- restorative justice;
- addressing violence against women and children;
- police responses, specialized equipment and training.
As in past years, the overall amount of funding available for grants will depend on the value of cases concluded by British Columbia’s Civil Forfeiture Office (CFO) during the current fiscal year, with grants awarded by the end of March 2020. The deadline to apply is November 18, 2019.
The Intact Foundation Adaptation Action Grants window is open from October 22 to November 30, 2019. The goal is simple: protecting Canadians from natural disasters caused by climate change. The Intact Foundation is looking for charities who are working to build a more climate-resilient Canada. They will invest $1 million across Canada in projects that help protect people and communities from floods, wildfires, extreme heat, wind and hail. They have three types of grants:
- Fostering Ideas: Developing new ideas through research, peer support and/or skills development (Term: 1-2 years)
- Testing Concepts: Testing existing concepts to validate their impact and make necessary adjustments to create a viable solution (Term: 2-3 years)
- Scaling Projects: Scaling proven concepts to expand impact and reach (Term: 2-3 years)
They will prioritize projects that:
- use natural infrastructure (wetlands, forests, etc.,) as part of their solutions
- aim to create practical and effective solutions
- take a community engagement approach
- help Canadians understand the climate risks they are facing
For more details about the Adaptation Action Grants window, including the link to apply, please visit the Intact Financial Corporation website. Please contact the Intact Foundation at email@example.com with any questions.
Today, the Canadian Internet Registration Authority (CIRA) released its 2019 Cybersecurity Survey Report which provides an overview of the Canadian cybersecurity landscape. More than 500 individuals with responsibility over IT security decisions at both private and public sector institutions across Canada were surveyed to learn more about how they are coping with the increase in cyber threats. Key findings include:
- 71% of organizations reported experiencing at least one cyber-attack that impacted the organization in some way, including time and resources, out of pocket expenses, and paying ransom.
- While 96% of respondents said that cybersecurity awareness training was at least somewhat effective in reducing incidents, only 22 percent conducted the training monthly or better.
- Only 41% of respondents have mandatory cybersecurity awareness training for all employees.
- Among those businesses that were victimized by a cyber-attack, 13% indicated the attack damaged their reputation. This perception is a sharp contrast to the findings of CIRA's recent report: Canadians deserve a better internet, which indicated that only 19% of Canadians would continue to do business with an organization if their personal data were exposed in a cyber-attack.
- 43% of respondents were unaware of the mandatory breach requirements of PIPEDA. Of those businesses that were subject to a data breach, only 58% reported it to a regulatory body; 48% to their customers; 40 per cent to their management and 21% to their board of directors.
- 43% of respondents who said they didn't employ dedicated cybersecurity resource cited lack of resources as the reason. This is up from 11 per cent last year.
For more information on how to protect your organization from cyber attacks, register for our free webinar on October 17, 2019, presented by BDO Canada.
The Women’s Philanthropy Institute released the Women & Girls Index: Measuring Giving to Women’s and Girls’ Causes, which, for the first time, quantifies the number of charities in the United States dedicated to women and girls and the amount of charitable giving they receive. The report finds these organizations received a collective total of $6.3 billion in charitable contributions from individuals, foundations, and corporations in 2016 — 1.6% of all donations made that year.
The index identifies 45,000 US charities that are dedicated to serving primarily women and girls or are collectives of women and girls that serve general philanthropic purposes. While most previous research has focused on donors to women’s and girls’ causes, the new report focuses on the recipient side of the equation, filling a gap in knowledge about the organizations themselves. Other key findings uncovered by the Women & Girls Index (WGI) include:
Organizations dedicated to women and girls make up 3.3% of all nonprofit organizations in the US and are in every nonprofit subsector. The greatest percentage are human services organizations.
Women’s and girls’ organizations that focus on general women’s health receive the largest amount of philanthropic support ($1.2 billion in 2016). Women’s and girls’ organizations addressing reproductive health and family and gender-based violence also receive large amounts of charitable giving.
On average, organizations dedicated to women and girls are smaller than other charities, as measured by financial and human resources.
Women’s and girls’ organizations received approximately 3.1% of all donor-advised fund dollars granted between 2012 and 2015.
New research from global staffing firm Robert Half suggests there's some truth to the saying, "people leave managers, not companies." About two in five professionals surveyed in Canada (39%) have quit a job due to a bad boss. "Managers set the tone for the office and have a considerable amount of influence over the daily experiences and satisfaction of their employees for better or worse," said David King, senior district director for Robert Half. "When supervisors show genuine enthusiasm for projects or new initiatives, and encourage open and frequent communication in the workplace, staff feel more engaged, and better supported in day-to-day challenges."
The winds of generosity were blowing at the Fairmont Queen Elizabeth on Friday, October 4. Hundreds of business people, major philanthropists, government ministers and artists responded to the Montreal Children's Hospital Foundation's invitation to the 20th edition of the Ball for the Children's to support the wellbeing of children and their families. Honorary co-presidents of the Ball were André Beaulieu, Senior Vice-President of Corporate Services at Bell, and Joseph Broccolini, Executive Vice-President at Broccolini. The Masquerade Ball for the Children's raised $1,244,000 to support the Healthy Kids Fund, so the hospital can purchase state-of-the-art medical and surgical equipment and continue to finance ground-breaking projects that are internationally renowned.
Do you know a person, group or program that is making Ottawa a safer, better place to live? Don’t miss the chance to nominate them for the 11th annual Crime Prevention Ottawa Awards! How do you recognize a crime prevention leader? They represent all ages and walks of life, including volunteers and staff with many different kinds of organizations. They include groups of dedicated individuals working to build community pride or address crime and safety issues in their neighbourhoods. The deadline for submissions is October 2, 2019. Please take the time to recognize a person, group or program that is making a difference by submitting a nomination. The awards ceremony will take place on Monday, November 4, 2019 from 5 to 7 pm at Ottawa City Hall.
Scalar Decisions announced an inaugural survey exploring how aware and prepared Canadian employees feel when facing the unique cyber security and cloud security challenges of the digital era. The Digital Citizen: A Canada-Wide Survey on Security Awareness in the Workplace revealed a growing disconnect between how prepared Canadian employees feel to deal with cyber security threats and how much training they receive. While 75% of Canadians feel they are prepared to handle cyber security attacks in the workplace, the majority of Canadians (60%) say they have not received any form of cyber security training.
Of concern and revealed in The Digital Citizen, seven percent of respondents indicated their organizations do not take any measures at all to prevent attacks. A large percentage of Canadians also remain unsure about cloud security, what it means, and whether they've received any training regarding cloud security. Following these new findings, it is clear that Canadian organizations are presented with an opportunity to better future proof employees. In fact, one quarter (24%) of those surveyed revealed they have been the target of an attack at work, and a further third (31%) of respondents have been targeted at home. Employees in Alberta (36%) expressed the highest rates of at-home threats, while those in Quebec (26%) were the least likely.
Employers in Canada are expecting base salaries to rise by an average of 2.7% in 2020, according to Morneau Shepell's 2020 Salary Projection Survey. This is an increase from the actual 2.6% average increase in 2019. The forecast includes increases in salary structure, length of service, cost of living and merit pay, and excludes salary freezes and promotional adjustments. The expected 2.7% increase is higher than the projected rate of inflation for the year. In July, the Bank of Canada noted that consumer price index inflation is expected to rise to about 2.0% by the end of 2020. When looking at economic growth, according to the Bank of Canada, the Canadian economy is projected to grow by just 1.4% in 2019.
The annual BDO Canada Affordability Index, which examines how affordable life is in Canada, reveals that as Canadians struggle to make ends meet and manage growing debt, future financial plans, like retirement, are increasingly put on the backburner. Over half (53%) of Canadians continue to live paycheque to paycheque and debt remains overwhelming for 25%. Over a quarter (27%) of Canadians still don't have enough for their needs and less than half (42%) have enough money to spend on their wants.
As compared to men, more women in Canada face affordability challenges. Women are more likely to have growing debt due to lack of income (35% of women vs 28% of men), and are more likely to struggle to save for a major purchase (75% women vs 70% men), afford grocery bills (33% women vs 24% men) and take a vacation (70% women vs 63% men). The Affordability Index also shows that women's affordability challenges have increased compared to last year. A growing number of women are living paycheque to paycheque (59% vs 54% in 2018) and more admit to having no retirement savings (43% vs 35% in 2018).
Many companies are realizing they need to go beyond providing traditional health benefits to address all the facets of employee well-being, finds a new survey from global staffing firm Robert Half. According to the survey, most employers offer physical (63%), financial (65%) and mental (73%) wellness programs. Organizations are also covering at least some of the cost for these physical and financial (51%) and mental (64%) wellness resources.
According to workers, the most valued wellness offerings include fitness facilities or programs (24%), ergonomic evaluations and equipment (22%) and incentives for engaging in healthy behaviour (18%). Flexible work schedules or telecommuting options (50%), paid parental leave (47%) and employee discounts (42%) are the most common perks offered at companies. In a separate survey of workers, health insurance (87%), retirement savings plan match (86%) and parking and commuting benefits (78%) were identified as the most-used benefits, perks and incentives.
The Alzheimer Society of Canada is now accepting applications for the 2020 research competition, with some exciting changes. Beginning this fall, the Program will offer two new funding opportunities to foster greater innovation and outside-the-box thinking:
- Proof of concept grant: Established and new investigators who are leading high-risk, novel projects can apply for $100,000 for up to five years.
- New investigator operating grant: Investigators who are within the first four years of their faculty position are eligible for $200,000 for up to four years to carry their work throughout the full research cycle.
In addition to the new funding opportunities, beginning this year the Program will shift to an open competition that will focus on four new funding priorities:
- policy and health systems change;
- evaluation of community programs; and
- ethical and legal issues.
This shift in priorities will help to create immediate impact and improve life and care for the more than half a million Canadians living with dementia today. In particular, the Program will prioritize applications that will directly influence improvements within the health-care system, delivery of services and care practices as well as support solutions to address ethical or legal issues such as resident-to-resident aggression in long-term care homes.
A gender wage gap exists in Ontario nonprofits. A key way to reduce it is to use equitable compensation practices that address systemic barriers that women, especially marginalized women, face. The aim of the Ontario Nonprofit Network's guide, Bridging the Gap: How compensation practices can reduce the gender wage gap in Ontario nonprofits, is to assist senior leaders and boards of directors to assess what compensation practices they have in their organizations, and what they can do to ensure women earn fair wages especially immigrant, racialized, and Indigenous women, women with disabilities, and women who are part of the LGBTQ community. It also aims to support women workers in the sector to advocate for better compensation.
While more Canadians are recognizing depression (53%) and anxiety (41%) as disabilities compared to last year (47% and 36%), a stigma around mental health still exists, according to a recent RBC Insurance survey. Three quarters of working Canadians say they would either be reluctant to admit (48%) or would not admit (27%) to a boss or co-worker that they were suffering from a mental illness. Furthermore, the proportion who say they would not admit they were suffering from a mental illness is almost three times as high as it is for a physical illness (27% vs. 10%). The top reasons for either not admitting or being reluctant to admit a mental illness are:
- Believing that there is a public stigma around mental health (45%)
- Not wanting to be treated differently (44 %)
- Not wanting to be judged (40%)
- Fear of negative consequences, such as losing their job (36%)
Adding to the perceived stigma of mental illnesses, half (47%) of working Canadians believe that if they admitted they were suffering from a mental illness to a boss/co-worker, their ability to do their job would be questioned. An additional two in 10 (20%) say they feel their boss/co-worker would look at them in a negative light or distance themselves. In comparison, only 7% feel this way about a physical illness. Yet, when asked how they would react if a co-worker/boss admitted that they were suffering from a mental illness, 76$ said they would be completely comfortable and supportive, an interesting discrepancy.