Human Capital Development

In 2025, AVENIR GLOBAL’s Canadian offices established a national Health and Safety Committee to adopt a common governance structure and facilitate best practice implementation across all locations.

Through the work of this committee, a Canadian Health and Safety Policy was developed, local committees and representatives were designated, and a standardized template for local health and safety handbooks was introduced. Together, these measures provide clearer and more consistent information to employees about workplace health and safety and ensure compliance with applicable regulatory requirements.

In 2025, Cherry strengthened its support for women’s health at work by signing up to the Pregnancy at Work program delivered by pregnancy and baby charity Tommy’s.

The program provides access to practical resources and training for line managers on supporting colleagues through pregnancy, parenting, and fertility journeys. It also offers guidance on navigating sensitive experiences such as baby loss and premature birth, helping foster a more informed and supportive workplace culture.

In addition, colleagues can access confidential support from Tommy’s midwives, including expert advice before, during, and after pregnancy, as well as dedicated hotlines covering fertility, endometriosis, and other women’s health concerns. This initiative reflects Cherry’s commitment to creating a supportive and inclusive environment for all employees.

To support a more inclusive work environment for neurodiverse employees, Hanover introduced its first neurodiversity policy in 2025. The policy outlines Hanover’s approach to raising awareness of neurodiverse conditions and how they can affect employees in the workplace, as well as its commitment to providing support, ensuring equal opportunities, and embracing unique strengths. It applies to all employees who identify as neurodivergent or who believe they may be and includes practical guidance for managers.

In addition, Hanover delivered a training session entitled “Neurodiversity for managers”, which explored key types of neurodivergence, how they may present at work, how to build a neuro-inclusive team and environment, guidance for one-to-one conversations, and available support resources.

To mark International Women’s Day, Madano hosted a yoga session designed to give colleagues a moment to slow down, recharge, and reconnect. Led by a former colleague and certified instructor, the class offered a gentle vinyasa flow suitable for all levels and encouraged participants to focus on movement, stress release, and overall wellbeing.

Through this initiative, Madano also supported the Movement charity, which works to improve access to exercise for women facing barriers. This hour of shared movement strengthened a sense of community and reinforced Madano’s commitment to creating a workplace where wellbeing matters.

In 2025, Padilla advanced its commitment to employee wellness through several initiatives. In the spring, the brand launched its first employee resource group dedicated to wellness. This voluntary group meets monthly to explore wellness resources, discuss work-life balance, share practical tips, and support one another in building healthier habits.

During the year, Padilla also hosted two company-wide sessions designed to help employees navigate an increasingly intense news cycle and political climate. The first session, delivered by R3, focused on connecting across differences and provided guidance on engaging productively with people who hold opposing viewpoints.

Padilla also hosted an interactive, research-based session led by Jacquelyn Fletcher Johnson on building resilience. This virtual workshop offered strategies to help employees thrive amid change and pressure, with actionable tools to strengthen mental wellbeing and foster a more resilient culture across teams.

In May, NATIONAL hosted its third annual Wellness Challenge, designed to encourage employees across its nine offices to stay active and prioritize physical wellbeing. This friendly competition fostered a strong sense of encouragement, motivation and camaraderie, while helping participants build meaningful connections with colleagues.

The initiative brought together NATIONAL and AVENIR GLOBAL employees across Canada as part of a shared wellness effort. By engaging with colleagues from different locations, participants strengthened cross-office relationships and reinforced the value of collective support in promoting wellbeing.

Throughout 2025, Time & Space led several wellness initiatives focused on promoting balance, connection, and friendly competition across the team.

During the summer months, employees were invited to take advantage of the Half-day Fridays program, which gave them an opportunity to recharge and maintain balance ahead of busier months.

The team also launched the Summer Showdown, a series of team challenges ranging from trivia battles to step competitions. The mix of mental and physical activities kept the team energized and encouraged broad participation.

Together, these initiatives supported overall wellbeing, strengthened team morale, and highlighted how small shifts can make a meaningful difference in how teams work together.