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In most Canadian organizations, HR discusses culture initiatives while finance reviews rising mental health claims—and the two conversations never intersect. The link between psychosocial risk and disability costs is measurable.
Meditation apps. Resilience workshops. EAP subscriptions. The research on individual-level wellness programs is unambiguous: they don't reduce disability costs because they treat symptoms, not causes.
After nine years in group benefits and disability management, I kept seeing the same pattern: organizations treated culture problems as individual failures instead of system failures. CultureIQ Labs exists to fix that.
After my father's employer fired him at 54, he died six months later. I reviewed 343 studies looking for what failed him — and found nothing.