Latest news with #EHS
CTV News
17 hours ago
- Business
- CTV News
Rebranded Front Yards in Bloom program to be supported by Edmonton Oilers Community Foundation
This yard won first place in the Natural Spaces category in the Best Yards in Bloom 2024 in an undated photo. (Courtesy: City of Edmonton) The Edmonton Oilers Community Foundation (EOCF) is throwing its support behind the new Our Neighbourhoods in Bloom program. The program, which was known as Front Yards in Bloom until it was cancelled by the city earlier this year, was reborn last month after the Edmonton Horticultural Society (EHS) agreed to take it over. Instead of signs on front yards, post cards will be passed out to community league members to deliver to deserving homeowners. EHS said when it announced the takeover that its budget had been set before Front Yards in Bloom was cancelled and made an open call for sponsorships. 'It's an honour to help ensure this meaningful program continues for our city,' Myrna Khan, Executive Director, EOCF said in a news release. 'The Edmonton Oilers Community Foundation is committed to investing in our community and helping keep Edmonton's longtime tradition of garden recognition alive, knowing that the power of green spaces helps build a vibrant, connected community.' The city cancelled the Front Yards in Bloom after 25 years because of budgetary concerns.
Time of India
3 days ago
- Business
- Time of India
How Asian Consulting Engineers is driving excellence for Indian MSMEs
Live Events In 2003, Asian Consulting Engineers Pvt Ltd (ACE) established itself as a modest environmental consultancy firm with a mission: to solve sustainability challenges with technical excellence. In the 22 years since, it has become a domain expert for Indian MSMEs looking to merge commercial success with societal specialises in environmental assessments, water resources and wastewater management, infrastructure planning, and rural development. The company, however, goes beyond traditional environmental consulting, which is most accessible to large corporations. It caters to small manufacturers that lack the expertise and resources to handle complex assessments and compliance requirements essential for operations. This has benefited MSMEs, especially in water-intensive industries such as food production, textile manufacturing, and chemical processing, that need to expand operations, secure funding, or enter markets where environmental compliance is helping enterprises achieve environmental compliance and operational efficiency, ACE has contributed to the credibility and competitiveness of India's manufacturing sector. This is particularly significant for export-oriented MSMEs, where international buyers demand proof of environmentally-responsible operations. Under the leadership of Abhaye Mahajan, Director, and Chairperson Suparnaa Mulick, ACE has completed more than 380 projects across 17 countries, including landmark assignments with the World Bank and Asian Development Bank. It helped implement Delhi's 24‑hour water‑supply initiative and assisted Gujarat's rural water sanitation mission. By deploying Environmental, Health, and Safety (EHS) audits, GIS‑based monitoring, and mathematical modelling for MSMEs, ACE also opened doors for MSMEs to partner with giants such as the Adani Group, Reliance, Coca-Cola, and expertise in environmental regulations has made it an international force to contend with. Its network of global partners has translated into <95% of its total revenue coming from exports in the last three years ending FY24. Putting India on the map has earned the company multiple honours, including the Top Exporter of the Year (Service) accolade at the ET MSME Awards 2024, India's most prestigious MSME over two decades, ACE has proven that environmental compliance need not be a barrier to sustainable growth. Instead, with the right expertise and guidance, it can become a foundation for market differentiation and long-term competitiveness in an environmentally-conscious more winner vignettes of the ET MSME Awards , keep an eye on this space.
Associated Press
3 days ago
- Health
- Associated Press
A Masterclass in What Not To Do: EHS Lessons From Severance
Even if you haven't watched Severance, odds are good you've heard people talking about the hit show using odd terms like 'innies' and 'outties.' First, let's be clear: the show is not about belly buttons. It's actually much stranger than that. The series follows employees at a mysterious company called Lumen who have undergone a surgical procedure to strictly divide their work selves from their personal lives. It's a dramatic premise, but one that illuminates a deeper truth: when disconnection is fundamental to workplace culture, mental health and well-being are often the first things to suffer. In this post, we'll explore five workplace behaviors that Severance exaggerates (but that many people experience) and how strong EHS practices can support something better. Five Workplace Behaviors to Leave Behind (According to Severance) 1. Enforcing rigid work/life separation At Lumen, certain employees are split into two selves. Their work self (their 'innie') knows nothing of their personal life (their 'outtie'), and vice versa. The goal is total separation: no stress from home affecting your performance, and no work worries following you out the door. The impact The fantasy of flawless boundaries may sound appealing, especially to workers stretched thin. But when people are pressured to compartmentalize too much, they struggle to find balance. Over time, inflexible schedules, emotional silencing, and productivity-at-all-costs culture erode mental health and push people toward burnout. A healthier approach Work and life are not cleanly divisible, and the systems we build shouldn't pretend they are. Supporting well-being starts with designing flexibility into the way work happens. That includes advocating for policies that recognize the full scope of employee needs: mental health resources, adaptable schedules, and work environments that support both focus and recovery. When people are allowed to bring their full selves to work, they're more capable, more connected, and more resilient. Learn more: The Role of EHS in Workforce Mental Health Programs 2. Socially siloing departments At Lumen, employees are confined to rigid departmental silos. Interacting across teams is discouraged, and in some cases, quietly punished. The result is a workplace where people know of each other, but aren't allowed to know each other. The impact When organizations limit opportunities for employees to connect across roles or departments, they introduce a subtle but significant risk to workplace health. Disconnection like this prevents vital trust-building interactions and reduces the likelihood that people will speak up when something seems off. This can lead to a culture where people focus more on staying in their lane than staying safe. A healthier approach One of the most effective ways to reduce these risks is to build social cohesion and collaboration into the structure of work. Encouraging regular, cross-departmental interaction, whether through shared safety meetings, peer feedback loops, or collaborative problem-solving sessions, helps strengthen trust and surface possible issues before they become problems. Learn more: An Emerging and Growing Workplace Issue: Psychosocial Risks 3. Obscuring the purpose of work In Severance, no one – not even the employees themselves – seems to know what the 'macrodata refinement' team is actually doing. They sit at glowing screens, dragging numbers into files with vague instructions about removing 'scary' data. There's no explanation. No context. Just tasks for task's sake. The impact When workers don't understand the purpose of what they're doing, the job becomes mechanical, something to get through, not something to engage with. That disconnection feeds chronic stress and contributes to burnout, even when workloads aren't objectively extreme. People want their work to matter. When purpose is missing, it can lead to frustration, detachment, and a creeping sense that the effort doesn't add up to anything meaningful. That disconnect takes a toll on both personal well-being and collective performance. A healthier approach Helping employees understand how their work contributes to the broader mission supports both mental well-being and organizational resilience. When people see the connection between their role and the bigger picture, they're more likely to stay engaged, notice problems early, and feel a deeper sense of investment in the outcomes. Learn more: Workplace Culture Surveys: How to Measure and Improve Employee Health and Well-Being 4. Offering superficial or inauthentic recognition In Severance, Lumen rewards employees with bizarre perks like drumlines and 'waffle parties' (apologies to the waffle enthusiasts for whom this may be a dream reward). The rituals are elaborate, but entirely disconnected from the employees they're meant to honor. Without any shared joy, they come off as just another work task wrapped in the illusion of reward. The impact When recognition feels forced, out of touch, or performative, it misses the mark. Workers can sense when appreciation is more about optics than authenticity. Over time, that disconnect breeds cynicism. People stop trusting praise, assume ulterior motives, and disengage emotionally. Instead of boosting morale, hollow gestures can leave employees feeling unseen, misunderstood, or even mocked. A healthier approach Meaningful recognition starts with empathy. It requires listening to what employees actually value and building appreciation into the culture in ways that feel genuine and reciprocal. Whether it's a public thank-you, a flexible schedule, or development opportunities, the most effective recognition strategies reflect what matters to the people receiving them, not just the people giving them. When done well, recognition reinforces connection, builds trust, and strengthens the social fabric that safety depends on. 5. Responding to mistakes with punishment instead of curiosity At Lumen, mistakes are met with eerie, ritualized punishment. Employees who step out of line are sent to the 'break room,' where they must recite scripted apologies until deemed sincere. The goal of this exercise isn't understanding; it's control. The impact Fear shrinks people. It quiets instincts, silences questions, and trains workers to avoid visibility rather than pursue improvement. In a culture where errors are met with punishment, employees are less likely to report problems, admit uncertainty, or share near-misses. That silence endangers workers. Over time, risk accumulates in the gaps between what's known and what's hidden. A healthier approach Effective EHS practices are built on learning, not blame. When something goes wrong, the most productive question isn't 'Who messed up?' it's 'What broke down, and how can we fix it?' A Just Culture framework encourages organizations to examine the systems that contribute to mistakes while still holding space for accountability. With this approach, every incident, no matter how small, turns into an opportunity to make the workplace safer for everyone. Reconnecting the Whole Worker Severance may be fiction, but the emotional terrain it explores feels familiar. The temptation to compartmentalize – to leave stress at the door or mute parts of yourself to get through the day – is real. But over time, those internal splits wear people down. They disconnect workers not only from their roles, but from each other and from themselves. That's why modern health and safety strategies must account for the full experience of being at work. Total Worker Health® provides a framework for doing just that. It's a proactive, integrated approach that considers the full spectrum of well-being, including: Each of these elements contributes to a healthier, more sustainable workplace. When EHS programs are designed with this kind of depth, they move beyond reactive compliance. They help shape environments where people feel capable, connected, and safe enough to do their best work—day in and day out. Want to create a healthier, more connected workplace? Explore our Health & Safety Consulting services and learn how our team can help you build an environment where health, safety, and culture work together. Visit 3BL Media to see more multimedia and stories from Antea Group
Cision Canada
4 days ago
- Business
- Cision Canada
EcoOnline announces acquisition of D4H to address critical need for crisis readiness
TORONTO, June 24, 2025 /CNW/ -- EcoOnline today announced the acquisition of D4H, a global leader in crisis readiness and response software. Recognized as a top choice by users on peer-to-peer review site, G2, D4H redefined crisis management with an intuitive, highly collaborative and adaptable solution. By integrating D4H into EcoOnline's safety and sustainability suite, customers gain an industry-leading crisis response solution that intelligently connects to EcoOnline's EHS, Chemical Safety and ESG products — providing greater visibility, coordination and control to mitigate risks before they escalate. This connection gives customers a 360-degree view of hazards and enables real-time readiness for any type of critical event. "The risks businesses face today are more complex and unpredictable than ever. Whether it's a chemical spill, workplace safety event or an environmental disaster, the need to respond and communicate quickly and decisively is more critical than ever," said Tom Goodmanson, CEO of EcoOnline. "By embedding D4H's crisis control capabilities into EcoOnline's suite, our goal is to enable organizations to anticipate, prepare for and prevent incidents before they happen." In a recent report from the World Economic Forum, 54% of business experts surveyed expect some instability and a moderate risk of global catastrophes, while another 30% expect even more turbulent conditions over the next 2 years. Organizations cannot just "react" to crises any longer but instead take control of available data and insights to better anticipate, plan for and mitigate emergencies before they unfold. With D4H's advanced incident intelligence, real-time situational awareness and automated response communications and coordination, EcoOnline is equipping businesses with the tools to stay ahead of planned or unexpected events—enhancing resilience, minimizing operational disruptions and protecting employees, assets and communities. Robin Blandford, Founder and CEO of D4H, commented, "Since founding D4H, our singular mission has been to empower response teams to act quickly and effectively in crises and keep people safe with the easiest-to-use platform on the market. Joining EcoOnline takes that mission to the next level by intelligently connecting emergency management into EcoOnline's impressive suite of health, safety, chemical and ESG reporting capabilities—helping businesses anticipate and prepare for risks, not just react." To learn more about D4H and EcoOnline's full suite of EHS, ESG and Chemical Management offerings, please visit About EcoOnline EcoOnline delivers innovative environment, health and safety (EHS), chemical management and ESG/sustainability technology solutions to forward-thinking leaders. Founded in 2000 and trusted by over 10,000 brands worldwide, EcoOnline's connected suite of SaaS software enables businesses to protect their people and the planet by ensuring compliance, mitigating risk and streamlining operations. Backed by an unwavering commitment to customer success, EcoOnline's software is powerful yet simple to use – built on decades of real-world expertise, data and insights.
CTV News
5 days ago
- CTV News
Man arrested after collision with EHS ambulance in Annapolis County, N.S.
The RCMP logo is seen outside Royal Canadian Mounted Police "E" Division Headquarters, in Surrey, B.C., Friday, April 13, 2018. THE CANADIAN PRESS/Darryl Dyck Annapolis County District RCMP are investigating a two-vehicle collision involving a EHS ambulance in Cornwallis Park, N.S. RCMP, fire services and EHS responded to reports of a two-vehicle crash shortly after midnight on June 22, an RCMP release said. Investigators learned a Ford Bronco was traveling east and an EHS ambulance was travelling west when they collided on Highway 1 near Passchendaele Street. The driver and lone occupant of the Bronco, a 30-year-old man from Cornwallis Park, was arrested at the scene for impaired operation causing bodily harm. He suffered non-life-threatening injuries and was transported to hospital by EHS. The three paramedics traveling in the ambulance suffered non-life-threatening injuries. The 30-year-old man was later released and is scheduled to appear in Annapolis Royal provincial court on Sept. 8 to face criminal charges and summary offence tickets. An RCMP collision reconstructionist attended the scene and the investigation is ongoing. For more Nova Scotia news, visit our dedicated provincial page
