COR Named a Saskatchewan Top Employer for 2026

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We’re proud to share that COR has been named one of Saskatchewan’s Top Employers for 2026.

This recognition is more than an award; it’s a reflection of the incredible people who bring COR’s mission to life every day. Across our organization, people show up with compassion, creativity, and commitment, building relationships that strengthen individuals, teams, and community.

At COR, we believe that workplaces thrive when people feel supported, valued, and connected. Whether it’s through opportunities for professional growth, strong peer support, or a culture rooted in kindness and belonging, we remain committed to creating an environment where people can do meaningful work — and feel proud of how they do it.

Proud to Be in Great Company

We also want to congratulate all of the organizations recognized as Saskatchewan Top Employers this year. We’re honoured to stand alongside so many purpose-driven workplaces that make our province stronger.

Saskatchewan’s Top Employers 2026 Winners

  • 3sHealth / Health Shared Services Saskatchewan, Regina
  • Access Communications Co-operative Ltd., Regina
  • BHP Canada Inc., Saskatoon
  • Canpotex Limited, Saskatoon
  • Coconut Software Corp., Saskatoon
  • College of Registered Nurses of Saskatchewan, Regina
  • Conexus Credit Union (formerly Cornerstone Credit Union Financial Group Ltd.), Yorkton
  • Conexus Credit Union (formerly Synergy Credit Union Ltd.), Lloydminster
  • Creative Options Regina, Inc., Regina
  • Croptimistic Technology Inc., Saskatoon
  • eHealth Saskatchewan, Regina
  • First Nations Bank of Canada, Saskatoon
  • Information Services Corporation / ISC, Regina
  • ISM, Regina
  • Legal Aid Saskatchewan, Saskatoon
  • Lotteries and Gaming Saskatchewan Corporation, Regina
  • McDougall Gauley LLP, Saskatoon
  • Meridian Surveys Ltd., Saskatoon
  • Okane Consultants, Saskatoon
  • Ranch Ehrlo Society, Regina
  • Saskatchewan Apprenticeship and Trade Certification Commission, Regina
  • Saskatchewan Blue Cross, Saskatoon
  • Saskatchewan Crop Insurance Corporation / SCIC, Melville
  • Saskatchewan Indian Gaming Authority / SIGA, Saskatoon
  • Saskatchewan Polytechnic, Saskatoon
  • Saskatchewan Public Safety Agency, Regina
  • Saskatchewan Teachers’ Federation, Saskatoon
  • Saskatchewan Workers’ Compensation Board, Regina
  • SaskEnergy Incorporated, Regina
  • SaskPower, Regina
  • SaskTel, Regina
  • University of Saskatchewan, Saskatoon
  • Vaderstad Industries Inc., Langbank
  • Virtus Group Chartered Professional Accountants & Business Advisors LLP, Saskatoon

Read Our Feature Story

COR is featured in the Saskatchewan Top Employers 2026 magazine (pages 16–17), including a spotlight on COR team members Param and Ben, who share their experience and what makes COR a special place to work.

👉 Read the full magazine feature here:

Thank you to every member of the COR team for the care you bring, the culture you shape, and the community you help build — every single day.

Together, we’re building something truly special.

Learn more about the Saskatchewan Top Employer (2026) Competition.

Hot Boxing Day 2025: Music and Generosity Power Support for COR

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We’re thrilled to share that this year’s Hot Boxing Day event, presented by local production house and record label Sharp 5 Records, raised incredible support for COR! Last week, we had the pleasure of receiving the donation during a cheque presentation with the organizing team — a moment filled with gratitude and celebration.

Held on Friday, December 26 at The Exchange & The Club, Hot Boxing Day brought together nine local bands for an evening of big energy and shared purpose. The event drew a full house of supporters and music lovers — all coming together to celebrate local talent while giving back to community.

This year, the team at Sharp 5 Records selected COR as the beneficiary of the annual event’s proceeds — a gesture that speaks to the values we share around inclusion, dignity, and belonging.

“We have always had the event as a way to close off the year with friends, family and community,” said event organizer Danny Jones.

“Part of that is giving back and providing a spotlight for the organizations that do great work in Regina. It is much more than an opportunity to provide financial support — our goal is to amplify their story and make more people aware of what COR is and what they do.”

The donation will help connect individuals to music and creative programming offered through the COR Studio, fostering community engagement through the arts.

“We’re so grateful to Sharp 5 Records and everyone who helped make this night a success,” said Michael Lavis, CEO of Creative Options Regina. “This donation directly supports our work alongside individuals experiencing disability to live full, meaningful lives in the community. We are deeply thankful for the heart behind this gift.”

To the organizers, the artists, the volunteers, and every person who bought a ticket or helped spread the word: thank you for showing up in such a powerful way. Your support matters!

Love, Sex & Human Rights: Dr. Karyn Harvey on Why Connection Must Be at the Heart of Support

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As Featured On: CBC Saskatchewan Morning Edition – October 2025

The Prairie Sexuality & Disability Conference – and Dr. Karyn Harvey’s keynote on love, relationships, and human rights – was recently featured on CBC Saskatchewan’s The Morning Edition with host Adam Hunter.

🎙 CBC Saskatchewan – The Morning Edition

“U.S. psychologist says Regina non-profit trailblazing sexual health approach for those with intellectual disabilities”

At this year’s Prairie Sexuality & Disability Conference, day two keynote speaker Dr. Karyn Harvey delivered a deeply moving and hopeful message grounded in humanity, connection, and rights. Her session, Love, Sex, and Human Rights, invited attendees to re-examine the way support is structured and to centre something essential: every person deserves real love, real intimacy, and real belonging.

Dr. Harvey opened with a powerful reminder that loneliness is not simply an emotion – it is a public health crisis. Drawing on research highlighted by the U.S. Surgeon General, she noted that chronic loneliness can pose a health risk comparable to smoking up to 15 cigarettes a day. It increases the likelihood of heart disease, stroke, and dementia. Neuroscience shows that exclusion even activates the same part of the brain associated with physical pain.

“We are biologically wired to connect,” she explained. When people experience isolation, exclusion, or a lack of meaningful relationships, the impact can be traumatic – especially for those who have experienced lifelong marginalization or institutionalization.

Loneliness as Trauma and Why Safety Alone Is Not Enough

Throughout her decades of work, Dr. Harvey has seen how many people experiencing disabilities carry layers of complex trauma, often linked to rejection, segregation, or the loss of meaningful relationships. And while support systems often focus on protection and safety, she urged the audience to recognize that safety is the baseline, not the goal.

People deserve the opportunity to build friendships, explore dating, and form chosen family. Yet, for many, their closest connections are with paid staff – not because staff are unkind, but because the system hasn’t always created space for natural, unpaid relationships to develop.

Meaningful connection, she emphasized, is not a luxury. It’s a human right.

Stories of Connection, Grief, and Possibility

Dr. Harvey shared several deeply personal and memorable stories – real examples of what becomes possible when people are supported to build relationships, and what is lost when they are not.

Christine & Derek

After the death of both parents, Christine withdrew from daily life. With grief support, community programming, and renewed connection, she began rebuilding her confidence. When she joined the singles group, she ultimately gravitated toward Derek – not her “assigned match” – and the two found a relationship that became a central source of stability and healing in her life.

Hinton & Mary

Hinton and Mary spent 30 years sitting beside each other at their day program in a state-run institution. They were known to everyone as a couple – but had never been supported to go on a real date, spend an evening together, or share a weekend.

At the first formal singles event Dr. Harvey’s team organized – a lively evening with a party bus, formal outfits, dinner, and dancing – they finally had their first real date. Hinton arrived in a tux and top hat; Mary wore a beautiful gown. They danced, held space for one another, and radiated joy.

“It was their first date,” Dr. Harvey said. “Their first date in 30 years.”

Their story became a touchstone – a reminder of what happens when systems gatekeep love.

Dan & Maria

Dan and Maria met at work and fell in love, though family fears initially kept them apart. With compassionate persistence and support, their families eventually embraced their relationship. They dated for several years before marrying – fully, legally, with intention.

Dr. Harvey described how their relationship sustained them, even through job loss and the stress of the pandemic. And when Maria later developed early-onset dementia, Dan became her source of comfort and strength. “I’ll never leave you,” he told her at a medical appointment. “I’ll be here for you.” Their story illustrated the fullness and dignity of long-term partnership.

Tamika: Loneliness as Vulnerability

Dr. Harvey also shared the story of Tamika, a woman who survived sexual assault. The root vulnerability, Dr. Harvey explained, was not disability – it was loneliness. For years, Tamika had told her team the same goal: “I want a boyfriend.” When that desire wasn’t supported, she sought connection where she could find it, without the guidance or safety she deserved.

Her story underscored an essential truth: connection is prevention.

Identity, Autonomy & the Role of Supports

Drawing on the work of Andrew Solomon and Erik Erikson, Dr. Harvey explained how people develop identity through both their families of origin (vertical identity) and their chosen communities (horizontal identity). Many people with disabilities experience disrupted vertical identities and lack opportunities to build horizontal ones, leaving them without a clear sense of who they are or who they belong to.

This, she emphasized, is where support matters most. Staff should not be someone’s primary relationship or surrogate family. Instead, they can be coaches and facilitators of connection, helping people build skills for communication, confidence, boundaries, and relationships.

“We help people with daily living tasks every day,” she said. “We can also help them build the skills for love.”

Choice, Rights & Modern Connection

Dr. Harvey challenged the sector’s tendency to talk about “choice” while only offering limited, controlled options. Real choice means real possibilities – dating, friendships, online connection, and the ability to explore relationships freely and safely.

She encouraged embracing modern tools – including dating apps designed for people with disabilities – while also prioritizing safety, autonomy, and informed consent. “Why shouldn’t people with disabilities use the apps that helped my own children meet their partners?” she asked.

A Human Right — Not a Privilege

At the end of her keynote, Dr. Harvey spoke from her own life: love has healed her, sustained her, and shaped who she is. She reflected on how fortunate she was to have had opportunities for intimacy and partnership.

“I had that right,” she said. “I had that opportunity. And everyone deserves it.”

Her message aligns deeply with COR’s values: people flourish when surrounded by authentic relationships, natural supports, and opportunities to connect in ways that are meaningful to them. Love, intimacy, friendship, and belonging are not extras. They are human rights – and they must be central to how we support people, always.

Intersecting Identities: Understanding Disability, Gender & Sexuality with Natalya Mason

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At the 2025 Prairie Sexuality & Disability Conference, keynote speaker Natalya Mason – consultant, social worker, and sexual health educator – opened day one with a deeply informative session exploring how disability, gender, and sexuality intersect in people’s lives. Her presentation invited attendees to rethink long-held assumptions and to approach identity with curiosity, humility, and respect.

Natalya began with a clear message: every person has a gender identity, a sexual orientation, and a way they express themselves – including people with disabilities. Yet social narratives often deny or minimize this truth. Cultural myths, ableism, and queerphobia shape the way people are seen, and these layered biases can deeply affect self-expression, autonomy, and well-being.

A Framework Rooted in Liberation, Justice & Sex-Positivity

Natalya grounded her keynote in three guiding frameworks: theory as a liberatory practice, reproductive justice, and sex-positivity.

She described theory as a liberatory practice as an invitation for everyone – not just academics – to examine the world around them and imagine something better. When marginalized people are given space to reflect on their experiences, she said,

“the closer we get to collective liberation and freedom for everybody – and to a world where they have the freedom to thrive, and the freedom to love who they want to love and love how they want to love.”

Reproductive justice, drawn from Black women’s organizing, reminds us that people have the right to have children, not have children, and raise children in safe and healthy communities. For Natalya, this framework naturally includes 2SLGBTQ+ people and people with disabilities, and links sexual health to broader struggles against racism, poverty, and state violence.

Sex-positivity, she added, means recognizing sexuality as an “enhancing part of life” and working not only to prevent negative experiences but to “produce ideal experiences for people, instead of solely working towards preventing negative experiences.”

Language, Power & Identity

A central theme of the keynote was language as a tool of power. Natalya noted that power “often maintains itself by keeping other identities or other experiences silent, and it will literally do that by not providing people the language to talk about something.”

Many of the terms used to describe gender, sexuality, and disability may feel new to some audiences – not because these experiences are new, but because people have been discouraged from naming them. Natalya encouraged participants to keep learning, ask questions, and follow the language people choose for themselves.

She walked through her “Identity Pal” tool, which helps break down identity into:

  • Gender identity (who you know yourself to be)
  • Gender expression (how you present to the world)
  • Sexual orientation (who you love or are attracted to)
  • Biological sex (chromosomes, hormones, anatomy)

These elements are related but distinct – and understanding that difference is key to offering respectful support.

Gender & Disability as Social Constructs

Natalya spent time unpacking the idea of social constructs – systems humans create, maintain, and can change. Gender is one of them. Using examples like the history of pink and blue clothing for babies, she showed how norms around “masculine” and “feminine” shift over time.

She also challenged the idea that biological sex is simple, noting that there are many intersex variations. “People tend to think that those conditions are really, really rare,” she said, “but there are about the same number of people in the world who are intersex as there are people who are born redheads.”

Disability, too, can be understood socially: rather than seeing a “broken body” that needs to be fixed, the social model of disability asks how environments, attitudes, and systems create barriers – or remove them. Curb cuts, Braille, and accessible design are all examples of how society can shift responsibility away from the individual and toward collective inclusion.

Intersections, Myths & Compounded Barriers

Drawing on the concept of intersectionality, Natalya talked about how identities combine and compound. Her experience is not just about being a woman, or Black, or queer, but about being a queer Black woman – and how those layers shape her life. Similarly, people who are both experiencing disability and part of the 2SLGBTQ+ community can face higher rates of discrimination, mental health challenges, and barriers to accessibility.

She named common myths about disability and sexuality – like the idea that people with disabilities are asexual, necessarily heterosexual, or unable to understand their own gender or orientation – and connected them to old, harmful narratives about queer people more broadly.

This isn’t theoretical: it affects who gets information, whose relationships are taken seriously, and whose rights are respected.

Allyship as Action

Natalya closed with practical guidance on allyship, emphasizing that good intentions are not enough. “All of us are accountable to both our intentions and the impacts of our actions,” she said. “Ultimately, the impact matters more than the intent.”

She encouraged participants to:

  • Use people’s chosen names and pronouns
  • Practice gender-neutral language
  • Avoid making assumptions about gender, sexuality, or disability
  • Correct themselves proactively when they make mistakes

“The term ally – think about that as a verb, not a noun,” she added. “You don’t just get issued an ally card and then you never have to renew it. Allyship is something that you should be actively engaged in and always working on.”

Natalya closed with a quote from bell hooks, reflecting on queerness as “being about the self that is at odds with everything around it, and has to invent and create and find a place to speak and to thrive and to live.” For many people with disabilities and queer people, that description resonates deeply.

Her hope – and the hope of the conference – is that we build communities where people no longer have to fight for a place to exist, but are supported to explore, express, and celebrate who they are with dignity and pride.

COR Holiday Party 2025

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Sparkle, laughter and the spirit of togetherness!

Our 2025 COR Holiday Party was nothing short of magical! From joyous laughter to unforgettable moments shared at the incredible AGT Lounge at Mosaic Stadium; delicious food, joyful connection, and plenty of holiday cheer made it a night to remember. 🎄 Thank you to the 400+ attendees that ventured out to gather on the frosty winter evening.

Relive the magic through our holiday photos below:

COR Recognized as One of Canada’s Top 100 Employers for 2026

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COR is honoured to be named one of Canada’s Top 100 Employers for 2026, a national recognition of our continued efforts to build a workplace rooted in compassion, innovation and a culture of gentleness. This milestone reflects our deep commitment to supporting not only the people we serve, but also the people who stand beside them every day.

This year’s award, presented by Mediacorp Canada Inc., highlights organizations that have embraced disruption (economic uncertainty, demographic shifts, and the rise of AI) as opportunities to lead with vision and humanity. COR is honoured to be recognized among forward-thinking organizations that are investing in people to build long-term resilience and purpose.

“True organizational strength comes from human connection,” said COR CEO Michael Lavis during the awards reception. “Caregiving is not a one-way act of service – it is a shared human experience. And if we are to ask people to care deeply, we must ensure they are deeply cared for in return” .

A Mission Grounded in Belonging, Compassion and Community

At COR, our mission is clear: To foster a culture of belonging, where every person (supported or supporting) feels valued, connected and empowered.

We support youth and adults experiencing intellectual disability and mental health challenges through personalized services rooted in dignity and respect. But our deeper aim is to transform how care is experienced – for those receiving it, and equally for those providing it.

This philosophy shapes every aspect of our workplace culture. It is reflected in how we show up for one another, create emotionally safe environments, and design systems that prioritize the well-being of our teams – not just in policy, but in practice.

Leading with Gentleness, Investing in People

In recent years, as much of the care sector faced instability, COR chose a different path – deepening wellness supports, expanding parental leave, and launching Virtual Health Care to ensure our team could access the support they needed. These weren’t add-ons, they were essential actions aligned with our core value: care for those who care for others .

We also established the COR Academy to extend our leadership approach beyond our organization, equipping other communities and care providers across Canada with tools to lead with gentleness, empathy, and inclusion .

Looking Ahead

COR’s inclusion in Canada’s Top 100 Employers is not just a reflection of where we are; it’s a reaffirmation of where we’re going. We remain committed to challenging conventional models of care, investing in our people, and cultivating workplaces where everyone feels they belong.

We thank Mediacorp for this recognition and salute our peers across Canada who continue to redefine what it means to lead through humanity, integrity and bold vision.

To our team, our community, and our partners – THANK YOU.

Let’s keep building, together.

 

The full list of Canada’s Top 100 Employers (2026) was announced in a special magazine published online in The Globe and Mail and on Eluta.ca. Detailed “Reasons for Selection,” along with hundreds of stories and photos highlighting winning initiatives, are available on the competition homepage.

Canada’s Top 100 Employers

2026 Winners

Alberta Blue Cross, Edmonton AB

APTN, Winnipeg MB

AstraZeneca Canada Inc., Mississauga ON

Audiokinetic Inc., Montréal QC

Bank of Canada, Ottawa ON

BASF Canada Inc., Mississauga ON

BC Hydro, Vancouver BC

BC Public Service, Victoria BC

BDO Canada LLP, Toronto ON

BHP Canada Inc., Saskatoon SK

Bird Construction Inc., Calgary AB

Blake, Cassels & Graydon LLP, Toronto ON

Boston Consulting Group Canada ULC, Toronto ON

British Columbia Investment Management Corp. / BCI, Victoria BC3

Business Development Bank of Canada, Montréal QC

Canada Energy Regulator, Calgary AB

CBCL Limited, Halifax NS

CIBC, Toronto ON

Clio, Burnaby BC

College of Physicians and Surgeons of Ontario, Toronto ON

Co-operators Group Limited, The, Guelph ON

Creative Options Regina, Inc., Regina SK

Danone Canada, Boucherville QC

Dash Social, Halifax NS

Dentons Canada LLP, Calgary AB

Desjardins Group / Mouvement Desjardins, Lévis QC

Diamond Schmitt Architects Inc., Toronto ON

Digital Extremes Ltd., London ON

DP World (Canada) Inc., Burnaby BC

Emera Inc., Halifax NS

Equinix, Inc., Toronto ON

ETRO Construction Ltd., Burnaby BC

Export Development Canada, Ottawa ON

EY, Toronto ON

Fidelity Canada, Toronto ON

Ford Motor Company of Canada Ltd., Oakville ON

GHD Ltd., Waterloo ON

Gibson Energy Inc., Calgary AB

Graham Construction, Calgary AB

Hatch Ltd., Mississauga ON

Henkel Canada Corp., Mississauga ON

Hospital for Sick Children, The, Toronto ON

IGM Financial Inc., Winnipeg MB

Innovation, Science and Economic Development Canada, Ottawa ON

Inter Pipeline Ltd., Calgary AB

Irving Oil, Saint John NB

Keurig Dr Pepper Canada, Montréal QC

Keyera Corp., Calgary AB

Labatt Breweries of Canada, Toronto ON

LBMX Inc., London ON

Lightspeed Commerce Inc., Montréal QC

Loblaw Companies Ltd., Brampton ON

L’Oréal Canada Inc., Montréal QC

Manulife Financial Corporation, Toronto ON

Mars Canada, Bolton ON

Mawer Investment Management Ltd., Calgary AB

Mazda Canada Inc., Richmond Hill ON

Medavie Inc., Moncton NB

Michelin North America (Canada) Inc., New Glasgow NS

Nasdaq Verafin, St. John’s NL

Nestlé Canada Inc., North York ON

Novo Nordisk Canada Inc., Mississauga ON

Office Interiors, Dartmouth NS

Plusgrade Inc., Montréal QC

Pomerleau Inc., Montréal QC

Procter & Gamble Inc., North York ON

Provincial Credit Union Ltd., Charlottetown PE4

Rio Tinto, Montréal QC

Roche Canada, Mississauga ON

Royal Bank of Canada, Toronto ON

Samsung Electronics Canada Inc., Mississauga ON

SAP Canada Inc., Vancouver BC

SaskEnergy Incorporated, Regina SK

Schneider Electric Canada Inc., Mississauga ON

Scotiabank, Toronto ON

Seaspan, North Vancouver BC

Second Harvest Canada, Etobicoke ON

SEKISUI Diagnostics P.E.I. Inc., Charlottetown PE

Shell Canada Limited, Calgary AB

Simon Fraser University, Burnaby BC

Smith Bros. & Wilson, Surrey BC

Sobeys Inc., Mississauga ON

StandardAero Ltd., Winnipeg MB

Statistics Canada / Statistique Canada, Ottawa ON

Stryker Canada ULC, Waterdown ON

Teck Resources Limited, Vancouver BC

Thales Canada Inc., Nepean ON

TMX Group Limited, Toronto ON

Toyota Motor Manufacturing Canada Inc. / TMMC, Cambridge ON

UAP Inc., Montréal QC

United Way British Columbia, Burnaby BC

Université de Montréal, Montréal QC

University of New Brunswick / UNB, Fredericton NB

Vale Base Metals, St. John’s NL

Vancouver City Savings Credit Union, Vancouver BC

Vancouver Coastal Health, Vancouver BC

West Fraser Timber Co. Ltd., Vancouver BC

World Vision Canada, Mississauga ON

WSP Canada Inc., Montréal QC

Yukon, Government of, Whitehorse YT

A Chain Made Stronger – How the University of Regina Leads with Intention Through 4to40

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At the University of Regina, inclusion doesn’t happen by accident.

It’s the result of intention – of people who choose, every day, to lead with empathy, equity, and purpose.

That’s what John Papandreos, Manager of Custodial Services and Campus Grounds, has built his leadership around. As Donna Flaman-Johnson, Inclusive Employment Broker with 4to40, put it: “Inclusion doesn’t happen by accident. It’s by intentional behaviors, and it takes a very strong and caring leader – and that’s exactly what John is.”

For John, the goal has always been simple: build a team where everyone feels valued, respected, and empowered to contribute. That philosophy guided him to partner with 4to40, a collaboration between Creative Options Regina (COR) and the University’s Campus for All program – connecting employers with job seekers who experience intellectual disabilities and matching real work with real potential.

The University has been involved with 4to40 for nearly a decade – one of the program’s earliest and longest-standing partners – offering meaningful, long-term employment across multiple departments and teams.

 

Stronger by Every Link

John describes the relationship between COR, Campus for All, 4to40, and the University as “a chain made stronger by every link.” Each organization brings its own expertise – supported living, education, employment, and inclusion – but when they connect, the impact multiplies.

That connection opened a new chapter for Jarred, a member of John’s custodial team who joined the University through 4to40 five years ago. His days are steady and essential – disinfecting high-touch points and helping keep the campus healthy and safe. His role, which involves the kind of routine tasks he enjoys, became especially vital during the University’s pandemic response, when enhanced cleaning protocols and health measures were introduced to keep students, staff, and visitors protected.

“Aside from being really dependable and reliable,” John said, “I see the same attributes in Jarred today as I did five and a half years ago when he started with us. He treats his job-related experiences with the ‘Seven Ps’: he takes pride in his work, he’s proud to be here, he brings a positive attitude to work each and every day, he’s focused on purpose and his performance and always doing a great job – and he’s punctual.” 

Within the team, Jarred’s presence has fostered empathy, patience, and camaraderie. “When you welcome individuals with intellectual or physical disabilities,” John said, “you’re welcoming loyal, hardworking people who contribute positively to your organizational culture.”

 

Real Work. Real Pay. Real Belonging.

For Jarred and his family, this opportunity represents more than a job – it’s belonging in action.

“We’ve always been fully believing in inclusion,” said his mom, Debra MacDonald, “and this was the answer to our prayers – that Jarred could be included within his community and go to work every day.”

It all started with a simple conversation. At a COR Christmas party, Donna approached Debra about the possibility of Jarred joining the University team.

“We were very, very proud of this young man to come and work at the University of Regina,” reflected Debra. 

For many families, finding paid, long-term employment for individuals with intellectual disabilities isn’t easy. That’s part of what makes this partnership – and the University’s commitment to real, paid employment through 4to40 – so significant.

Jarred’s position is permanent and unionized. “He’s being paid a full wage. He’s got ideal hours – from ten until two every day. He gets a pension plan, he’s got health care, and he’s got all of those things that anybody else would have when they’re employed,” Debra added.

 

Leadership by Intention

Donna has worked with five different teams at the University of Regina – and she’s seen a positive outcome each time. As more departments witness the success of inclusive employment, the culture of inclusion continues to strengthen.

“I’m an advocate for it,” said John, “and when opportunities present themselves and I have a position available, I’m quick to seek approval.”

“In practice,” Donna said, “we’re all working towards the same goal – and that is to disrupt people’s typical understanding of disability and replace it with possibilities for belonging and contribution.”

That’s the heart of 4to40 – and the story that continues to unfold at the University of Regina. It’s not about charity –  it’s about recognizing potential, creating opportunity, and celebrating what’s possible when every link in the chain is strengthened by intention.

 

Learn More About 4to40

October is Disability Employment Awareness Month (DEAM). We’re sharing local stories that show what inclusive employment looks like in practice.

To learn more about inclusive employment and the 4to40 program, visit https://4to40.ca/.

 

2025 DEAM Employer Reception, hosted by 4to40

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On October 23, 2025, over 65 employer and community partners from across Regina gathered at Innovation Place for an evening of connection and celebration in recognition of Disability Employment Awareness Month (DEAM), hosted by 4to40, a partnership between Campus for All at the University of Regina and Creative Options Regina (COR).

The event celebrated the power of inclusive employment and the people and organizations leading the way. Co-hosted by Michael Lavis, CEO of COR, and Aaron Orban, COR Board Member and Executive Director at the Ministry of Justice, Access and Privacy, the evening honoured a decade of progress through 4to40 – a community-driven initiative that has connected more than 80 individuals experiencing disability to meaningful, long-term employment across numerous sectors in Regina.

Attendees included a cross-section of Regina’s public and private sector employers; from small businesses to large institutions like Farm Credit Canada, the University of Regina, and various Government of Saskatchewan departments, each demonstrating that inclusion, when led with intention, builds stronger, more resilient workplaces.

The University of Regina, a founding partner in 4to40, was specifically recognized for its sustained leadership in inclusive hiring. Remarks from organizational leadership and the family of an employed individual underscored the depth of impact that personalized, purpose-driven employment can have, not just on individuals, but on teams and workplace culture as a whole.

As highlighted throughout the evening:

  • Inclusive employment is not about charity; it’s about value – creating roles that matter to the organization and are meaningful to the employee.
  • Real inclusion happens through everyday leadership, where employers choose to see potential in places others might overlook.

Pre and post-event media coverage reinforced the significance of this work:

This reception served as a powerful reminder that when inclusion is led with purpose, everybody wins!

Unlocking The Code: The Power Of Purpose Driven Leadership by Sandy, Matthew and Troy

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The Treeo Mixtape: Building Cathedrals from Pebbles – A Journey Through Purpose, Safety, and Trust by Sandy Ram, Matthew White and Troy Kolish

There’s a certain magic that happens when purpose meets vulnerability. And at the 2024 Gentle Teaching International Conference, that magic took the stage with Sandy Ram, Matthew White and Troy Kolish—collectively known as Treeo—as they brought stories, laughter, tears and wisdom in their session, “Unlocking The Code: The Power Of Purpose Driven Leadership.”

Like any great mixtape, their message was layered, rhythmic and deeply personal. They didn’t just talk about purpose-driven leadership—they lived it, sharing their own journeys and the lessons that have shaped them, all while celebrating their long-standing collaboration with COR.

A Childhood Lesson in Trust and Relationship

Troy began with a heartfelt journey to a Saskatchewan farm, where trust was born in the chicken coop, and bedtime stories with his Oma wove the first threads of leadership and love. Through her, he learned one of the timeless lessons from The Little Prince: “You become responsible forever for what you have tamed.” In other words, leadership is not about control—it’s about relationship.

He spoke not just of a past, but of a presence. His Oma, though no longer here, continues to shape his path. And like many of us who work and live in community, he’s learned that the most transformative kind of leadership comes not from titles or tasks, but from being seen and valued—and from seeing and valuing others in return.

Jared’s Dream: Purpose Through Connection

The “mixtape” metaphor isn’t just a creative flourish. It reflects the intentional culture-building events that Treeo has co-created with COR since 2017. One of those mixtape stories centers around Jared Ritson, a passionate, music-loving soul who dreamed of being a DJ.

Troy’s connection with Jared wasn’t transactional. It wasn’t built on roles or services. It was built on music, conversation, and car rides in a fast-but-finicky Alero. It was about listening—not just to beats and rhymes, but to hopes and purpose. Jared’s path toward DJing was nurtured by COR’s studio and by relationships that saw his dream as worthy and possible.

In every mixtape track, there’s a rhythm of care and creativity. In every person like Jared, there’s purpose waiting to be heard.

Understanding the ‘Why’: Purpose as the Anchor

Matt stepped in next to explore the deeper question: why do we do what we do? Quoting Gallup, he reminded us that all human beings crave a sense of meaning at the core of their daily lives.

With a nod to Simon Sinek’s Golden Circle, Matt unpacked the three levels of organizational clarity: what we do (the tasks and roles), how we do it (the strategies and processes), and most importantly, why we do it (the belief that fuels everything). When we start with why, we move beyond routine. We begin to inspire.

As the session unfolded, the room filled with crowd-sourced purpose words through a live Menti poll: love, advocacy, belonging, joy, empowerment. These aren’t just values—they are verbs. They are actions lived daily by purpose-driven individuals like those at COR.

Safety First: Creating Environments Where People Thrive

Sandy brought us deeper into the landscape of vulnerability, opening with his own story of not being seen as a child in 1970s London. His journey from exclusion to belonging in Regina mirrored what many have felt in life and work: environments shape us—sometimes to hide, sometimes to thrive.

He challenged us to think of safety beyond helmets and hazard signs. Psychological safety—the ability to speak, fail, and be authentic without fear—is the foundation of cultures where people flourish.

He mapped out four layers of safety:

  • Inclusion Safety: where people feel accepted;
  • Learner Safety: where trying and failing is embraced;
  • Contributor Safety: where voices are valued;
  • Challenger Safety: where it is safe to speak up.

These are not optional features of a strong organization—they are essential.

Vulnerability Comes First: How Trust is Truly Built

Sandy also reminded us that vulnerability builds trust, not the other way around. Trust begins with the willingness to be vulnerable. And trust itself, as Charles Feltman describes, is choosing to make something we value vulnerable to another person’s actions.

He outlined four pillars of trust:

  • Sincerity: Do I say what I mean?
  • Reliability: Do I follow through?
  • Competence: Can I do the job?
  • Care: Do I consider the other’s interests along with my own?

Understanding these pillars offers a clear and compassionate roadmap for building stronger relationships, both in organizations and in life.

The Conductor’s Role: Leading with Empathy and Courage

Leadership, Sandy explained, is like conducting an orchestra. When leaders offer thoughtful, meaningful feedback and create space for others to lead, they allow everyone to contribute to the collective sound. If only a few voices are heard, the music suffers. But when everyone feels seen and valued, something beautiful emerges.

This is especially true in communities like COR, where people aren’t just invited to participate—they are encouraged to be who they are, fully and freely.

Sandy

Building Cathedrals: The Final Word

Troy brought the session to a close by returning to the farm. He reminded us that while life on the farm was tough, it was full of lessons about trust, love, and storytelling. The bedtime stories, especially those about The Little Prince, held timeless truths.

Asked which character in The Little Prince is his favourite, Troy answered: the Little Prince himself. The prince refused to see the world the way adults did. For him, even a simple pebble could be transformed into a cathedral through imagination and belief.

That’s the heart of Treeo’s message. Purpose, vulnerability and trust—these are your pebbles. What you do with them is up to you.

For those of us at COR, and for our allies across the globe, this message couldn’t be more timely. Purpose-driven leadership isn’t about programs or policies—it’s about people. It’s about creating environments where everyone is safe to be themselves, to speak their truth and to chase their dreams.

When we build with purpose, safety, and trust, we don’t just create better workplaces. We build cathedrals—spaces that uplift, inspire and last.

Gentle Teaching and Indigenous Knowledge, by Jessica Pratt-Longman

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“Gentle Teaching and Indigenous culture are essentially one and the same.”

– Jessica Pratt-Longman

When Jessica Pratt-Longman stands before a room, she doesn’t bring slides or a script. She brings her whole self—raw, honest, and deeply rooted in story. Her voice resonates with grief, healing, resistance, and love. Jessica is from the George Gordon First Nation, and she’s the Indigenous Culture Advisor at Creative Options Regina (COR). But more than a title, she is a sister, a knowledge keeper, a protector, and a warrior of compassion.

In a world that too often fails to protect and affirm Indigenous lives, Jessica’s journey—her life with her brother Patrick, her path through trauma, and her embrace of Gentle Teaching—is a profound example of how love, connection, and culture can rebuild what colonial systems have tried to erase.

A Life of Courage, A Life of Care

Jessica’s story is one of survival. Removed from her family’s care at a young age, subjected to violence and systemic failures, and living with both borderline personality disorder and autism, she has faced adversity most cannot imagine. And yet, she has carried love as a constant, especially for her brother Patrick, who is non-verbal and autistic.

She took on his care when their parents could not. She slept in front of doors to keep him safe. She worked tirelessly to provide for him. She became not only his sister, but his safe place.

And when Patrick’s needs were deemed “too much,” when a home breakdown left him once again vulnerable, Jessica was terrified. But then COR appeared as a possibility—a home, a team, a hope.

A Promise of Safety

Jessica remembers calling her former manager, now a Team Leader at COR, Mara Schrader, in tears:

“Are they going to hurt him? Are they going to restrain him? I’m scared.”

Mara’s response was simple, human, and full of promise:

“Jessica, I promise you, if Patrick comes to COR, he will be okay.”

And he was. Jessica speaks of the small, meaningful signs of trust: being welcomed into his home, being given the code to the door, seeing him fold towels or go to the bathroom in new ways. She saw Patrick not just survive—but begin to thrive.

COR became a part of Jessica’s healing, too. It welcomed her as she was—neurodivergent, grieving, powerful, and learning. In return, she brought her culture, teachings, and vision to COR, helping to intertwine Indigenous values into the very spirit of Gentle Teaching.

Culture is Not a Race—It is a Way of Life

Jessica emphasizes a truth often misunderstood: Indigenous culture is not the same as the trauma of residential schools. Culture is the medicine. It’s the smudge, the song, the stories, the names, the feathers, and the belonging. It’s knowing where you come from and who claims you.

Through COR, Jessica helped ensure every home had a smudge pan. She led ceremonies. She helped individuals receive their spirit names, colours, and clans. She guided teams in understanding why hair is sacred, why feathers matter, and why the land is teacher and healer.

And she did it while navigating her own grief, countless losses, too many funerals for those younger than her. Still, she carries love like a drumbeat.

“Gentle Teaching is healing,” she says. “We call it love, we call it kindness, we call it gentleness. But what it really is—it’s healing.”

Self-Love as Resistance

Jessica shares how she began to practice loving herself, using her sister KitKat as a guide.

“What would I say to her? How would I show up for her?” she asked herself.

Then she did those things for herself.

This shift-this act of self—love—ripled outward. Her household now supports with COR. They attend therapy. They speak openly about trauma. They walk in healing together.

Weaving Indigenous Knowledge Into COR

Jessica’s hope is clear: that Indigenous ways become so deeply woven into COR’s fabric that they cannot be undone.

“It just is.”

And this is already happening—from the teepee raising after three years of work, to the first feathers gifted, to the smiles of people like Ruby Walker, proud to hold her name and her medicine.

The goal isn’t perfection. The goal is intention.

“I’m not trying to rush. I’m doing what I do with meaning.”

A Final Invitation

Jessica leaves us with this:

“Please, love yourselves. I don’t think you can really give or spread something that you don’t genuinely have.”

If we love ourselves, if we love each other—especially the most vulnerable—we change the world. Maybe not all at once. But we change our world. And that ripple becomes a wave.