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 Heartfelt Thank You to Action Sewer & Drain

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Kindness has a way of flowing through our community, sometimes quietly and sometimes in beautiful and unexpected ways. This week, we are feeling deeply grateful to our friends at Action Sewer & Drain for their generous donation in support of COR.

For more than thirty years, Action Sewer & Drain has been serving Regina and surrounding areas with care, dedication, and a strong sense of community. Beyond their skill and expertise, what truly stands out is their generosity and their commitment to giving back to the city they call home.

To the entire team at Action Sewer & Drain, thank you. Your generosity helps nurture a community rooted in gentleness, respect, and love. We are so grateful to have you walking alongside us in creating a place where everyone feels valued and at home.

Learn more about their work at actionseweranddrainltd.com.

Caring for the Caregiver: Celebrating Workplace Wellbeing at COR

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Supporting Mental Health and Belonging in Canadian Workplaces

Yesterday, we were honoured to be recognized at the 5th Annual Canadian Workplace Wellbeing Awards, presented by the Canadian Positive Psychology Association (CPPA) and Workplace Strategies for Mental Health, compliments of Canada Life.

This national recognition celebrates organizations across Canada that are fostering healthy workplace cultures where people feel supported, valued, and able to thrive. We are humbled to be among this year’s award recipients, alongside many inspiring leaders in employee wellness and mental health at work.

COR was recognized in the Non-Profit and Charity category for its compassionate approach to workplace wellbeing and commitment to nurturing a culture of gentleness.

Our Belief: Care for the Caregiver

At COR, we have always believed that when we care for the caregiver, they in turn will provide exceptional support to those they walk alongside. Our approach to workplace wellbeing has never been about programs or policies alone. It is about listening deeply and creating space for every voice to be heard.

As Casey Sakires shared in his acceptance remarks:

“The most important factor in shaping our wellness programs has been the voice of our employees. We actively listen to understand what matters most to everyone at COR.”

This belief is the foundation of our culture of gentleness — a community built on safety, love, and belonging.

Nurturing a Culture of Gentleness

This recognition is a reflection of our team’s compassion, creativity, and commitment to one another. Together, we have created a workplace that values connection and humanity.

We are deeply grateful to the Canadian Positive Psychology Association and Workplace Strategies for Mental Health, with appreciation to Canada Life, for championing mental health in the workplace and celebrating organizations that make wellbeing a shared priority.

Gratitude and Looking Ahead

To our COR team — thank you for bringing your hearts to this work every day. You remind us that wellbeing begins with connection, and that caring for one another is what makes our community flourish.

As we look ahead, we remain committed to listening, learning, and growing in kindness together.

Learn more about the Canadian Workplace Wellbeing Awards and this year’s inspiring recipients through the Canadian Positive Psychology Association.

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!

Real Work. Right Fit. How a Regina Gift Shop Rethought Hiring and Found a Perfect Match Through 4to40

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As Featured On: CTV News & CBC Saskatchewan
Inclusive Employment in Action – October 2025

4to40’s work to create inclusive employment opportunities was recently featured on both CTV News Regina and CBC Saskatchewan’s The Morning Edition — spotlighting how local employers and employees are redefining what inclusion looks like at work.

CTV News Regina
📺 “Regina organization making sure those with disabilities have an opportunity to work”

CBC Saskatchewan Morning Edition
🎙️“How one Regina gift shop reworked how it approaches hiring with the 4to40 inclusive employment initiative”

From a Regina basement, Kyle and Danelle Moffatt grew Sticks & Doodles into a busy local brand, producing over 100,000 pieces and building a close-knit team of 12. They hand-make personalized gifts  from scratch so every order feels specific to the person it’s for. Recently, they moved into their new East  Regina location and, as orders grew, the team was stretched thin on detail-heavy jobs.

“All of a sudden we got to the point where our team was not able to keep up with painting, staining, prepping wood, very like high detailed work,” Kyle said.

That’s when Kyle realized he had the perfect opportunity for a 4to40 hire.

Run through a collaborative partnership of Creative Options Regina and the University of Regina Campus  For All program, 4to40 is an inclusive employment initiative that connects employers with job seekers  who experience intellectual disabilities.

“The work we do isn’t about creating a job or offering charity,” explained Donna Flaman-Johnson, Inclusive Employment Broker at 4to40.“It’s about identifying real work that needs to be done and  matching that with someone’s real potential.”

Hiring with Intention 

Kyle connected with Donna, and she immediately saw a strong fit and shared two candidates, preparing them carefully for interviews.

“Sticks & Doodles was accommodating right from the start,” Donna recalled. “They were willing to  provide me with the questions in advance and they were also willing to have me present at the interview as well with both candidates.”

When Mik Deiana came through the door, the connection was instant.

“This was a kid that just seemed genuinely excited about the idea of working here,” said Kyle. “And it was an opportunity to bring somebody in who may be super qualified for a role that we maybe just  wouldn’t have been exposed to.”

A True Role – Not a Make-Work One

From the very beginning, Mik proved to be a natural fit.

“Mik’s got a great attention to detail. He’s not afraid to ask questions. He likes to learn. Those are all qualities that are important across the board,” Kyle added.

On the shop floor, Mik takes on the detail-heavy production tasks that once slowed the team down:  painting, staining, peeling acrylic, taping boards, and prepping frames. It’s steady, hands-on work—and  it suits him.

“One year I helped with my dad building our deck, so I’m pretty good with tools and pretty good with  my hands,” Mik said.

As he settled in, he started picking up the technical side of the craft. “I didn’t know that there’s so many different types of wood and different types of paints and stuff. So, it was pretty cool. Now I know a lot.”

On his favourite part of the job, Mik said: “Seeing what I made, and then seeing that someone buys it— and that they’re happy.”

To make the transition smooth, 4to40 provided a job coach, working alongside Mik until he was fully confident and independent in his role.

“The work that Mik is doing is very routine, but it’s very important work, because pretty much anything that goes out of that store, Mik likely touched,” Donna said.

The Difference One Hire Can Make 

For Kyle, Mik’s addition was a win on every level. “Mik’s had a great impact on us, just like everybody else,” he said.

That impact extends beyond the shop floor.

“The training we do with Mik is the training we should do with all our staff,” Kyle reflected. “He’s made us better managers.”

“It really did kind of force that idea of being more empathetic, being more responsible – taking  responsibility as a manager for the work of your team members because if we don’t tell somebody new  what to do properly, they won’t do a good job,” he added.

And while some employers worry about costs or added complexity, Kyle said the support from 4to40 made all the difference.

Donna helped take the fear and uncertainty out of the process. From their first call, she addressed his  questions head-on — from time commitments to fit — and reassured him that 4to40’s approach was  flexible, supportive, and collaborative. By handling the details and guiding him through each step, she  turned what once felt daunting into a confidence-building experience.

“The cool thing is that hiring is hard, and the idea that somebody else comes out and finds somebody for  you as an employer is awesome,” he said.

Not a Diversity Hire. Just the Right Hire. 

Kyle is clear on one point: “This wasn’t a diversity hire. It was just a great hire.”

Looking ahead, Kyle said they’ll weigh future roles with the same lens: “I do want us to be in a position  where, as we grow, every time we look at a position, we look at it through the lens of, is this something  that we’d want to go to 4to40 through?”

The experience itself has been straightforward and human. “And honestly, I’ve never felt anything other  than this is a great experience,” added Kyle.

On the floor, the result is a team that fits. As Mik put it: “We’re pretty much like a family, I would say, so  it’s pretty nice.”

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/.

 

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.

Intellectual/Developmental Disabilities (IDD), Aging and Health by Dr. Alicia Thatcher, MD and Mandy Boersch, RPN, CDDN

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Redesigning Healthcare with Heart: IDD, Aging and Health

CBC Feature: The HELP Model – Redesigning Healthcare with Heart  – August 28, 2025

Mandy Boersch, Creative Options Regina’s Director of Health, joined CBC Morning Edition alongside Dr. Alicia Thatcher to share their passion for improving healthcare for people with intellectual and developmental disabilities.

Together, they discussed the real-life gaps they’ve witnessed, how the HELP model is guiding their work, and why compassionate, person-centered care can make all the difference.

Listen to the full CBC interview.

On a chilly afternoon during the Gentle Teaching International Conference, something deeply human unfolded—not just a presentation, but a story of life, love, loss, and the urgent need to redesign how we care.

Dr. Alicia Thatcher, a physician passionate about inclusive health, and Mandy Boersch, RPN, CDDN, a psychiatric nurse whose life journey has been shaped by her sister Jill, brought us into a world where medicine meets meaning—and where care must be reimagined through the lens of relationship and Gentle Teaching.

Their session, “Intellectual/Developmental Disabilities (IDD), Aging and Health,” wasn’t just about diagnoses and data. It was about people. It was about what it means to grow older with a disability in a system that often overlooks you—and what we can do to change that.

From Family to Fieldwork: A Personal Journey

Mandy began by grounding the room in her own story. She grew up alongside her sister Jill, who was born with a rare chromosomal difference and lived with significant health concerns. Jill’s life was filled with hospital visits, blood transfusions, and barriers—but it was also filled with fierce love.

Mandy swore she’d never go into healthcare, but Jill’s journey quietly rewrote her future. She went from business school to psychiatric nursing, from burnout to purpose—and from a sister to a champion for health equity. Her story of following Jill into a group home job (and eventually across the province) added warmth and authenticity to the conversation.

Meeting in Mission: The Power of Connection

It was through the maze of healthcare advocacy that Mandy met Dr. Alicia Thatcher—an introduction sparked by a psychiatrist, emails, persistence, and shared values. What began as curiosity became collaboration. And what began as professional partnership became friendship.

Mandy described Alicia as the doctor her family had always been searching for—someone with deep knowledge, unshakable respect, and a drive to make inclusive health more than an idea.

Together, they’ve become a team that asks not “What’s the matter?” but “What matters?”

Aging with IDD: Gaps, Risks and the Call for Change

Dr. Thatcher laid out the stark realities. People with intellectual and developmental disabilities (IDD) face:

  • 30-day readmission rates and emergency visits are significantly higher than the general population
  • A 6.5x higher chance of being hospitalized unnecessarily
  • A 17.5x higher chance of living in long-term care
  • And nearly 4x higher risk of dying before age 75—often from preventable causes

As life expectancy increases, more people with IDD are aging into a system that is simply not prepared to support them.

The statistics are sobering. But Alicia brought clarity and tools to make meaningful change possible.

The HELP Model: A Framework for Understanding Change

Together, Alicia and Mandy introduced the HELP model—a simple, accessible tool to help teams assess when someone’s behaviour, health, or emotional state changes. Rather than jumping straight to medication or crisis response, HELP encourages us to ask questions about:

  • Health – Are there hidden medical issues (pain, infections, GI concerns, untreated conditions)?
  • Environment and Supports – Have routines shifted? Has a trusted person left? Is there sensory overwhelm?
  • Lived Experience – Could past trauma or life transitions be affecting today’s behaviour?
  • Psychiatric Concerns – Are mental health challenges emerging or shifting?

Each domain is approached not with judgment but with curiosity. Not “What’s wrong with them?” but “What’s going on for them?”

And always—safety first.

When Behaviour is a Clue, Not a Problem

One powerful example shared: a person experiencing outbursts and psychosis-like symptoms was later found to have a severe urinary tract infection, not a psychiatric crisis. Once treated, the behaviours resolved.

Another shared example involved dental pain, which presented as paranoia and confusion. These aren’t rare occurrences—they’re reminders that atypical presentations of common issues are, in fact, typical for many people with IDD.

Behaviour is communication. And when we listen well, healing becomes possible.

Proactive Tools: From Screenings to Stretching

Dr. Thatcher shared accessible resources like:

  • Nuts and Bolts RD toolkit for aging and syndrome-specific health guidance
  • NTG-EDSD Dementia Screener to identify early signs of dementia in people with IDD
  • Health Watch Tables and preventive care checklists for tracking concerns
  • Hypertension logs and even stretching as a powerful blood pressure intervention

Simple, consistent tracking—like bowel movements, pain, mood, or sleep—can give teams and clinicians the data needed to act early and appropriately.

The tools are available. The missing piece? Widespread training and awareness.

From Reaction to Relationship

One of the session’s most powerful takeaways was this: Crisis shouldn’t be the only catalyst for care.

So much of the current system waits for things to break down, then responds with medication or hospitalization. But relational approaches, early recognition, and team-based curiosity can reduce trauma and strengthen well-being before a crisis ever happens.

As Mandy put it, “If we’re not asking questions early, we’ll miss the chance to actually help.”

The Real Risk: Doing Nothing

For Dr. Thatcher, the work is about bridging the gap between what’s available and what’s needed—and about pushing back on ableist, ageist, or dismissive practices.

The Clinical Frailty Scale, for instance, is still widely used, but it often misrepresents people with IDD. A 50-year-old with disabilities might be denied access to geriatric services, despite having the same needs as someone twice their age.

It’s time to move from age-based cutoffs to needs-based care.

And when we talk about aging, we must do so with context, compassion, and clarity.

Carrying Jill’s Legacy Forward

The presentation closed with a quiet moment of vulnerability. Mandy shared that her sister Jill passed away due to several of the Fatal Five conditions often seen in people with IDD: aspiration, constipation, dehydration, seizures, and sepsis.

Her story is both a heartbreak and a call to action.

Because Jill deserved better, and so do the many others aging into systems still not built for them.

In Summary: Where Do We Go From Here?

  • Learn the HELP model – Use it not just to assess but to collaborate.
  • Champion routine health checks – Especially annual comprehensive reviews for adults with IDD.
  • Use simple tools – NTG screeners, symptom checklists, and monitoring charts make a big difference.
  • Track the small stuff – Sleep, stools, mood, appetite—they matter more than we think.
  • Trust the people who know the person best – Families, supports, and the person themselves.
  • And always lead with love and listening.

Dr. Thatcher and Mandy reminded us that the future of inclusive healthcare isn’t just about medical systems—it’s about relationships. It’s about seeing, hearing, and honouring every person at every stage of life.

And it’s about knowing that no one should have to fight alone to be understood, supported, or safe.

The Secret to Being Yourself, by Michele D. Cameron

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The Secret to Being Yourself, by Michele D. Cameron

On a vibrant and emotional day filled with connection and courage, Michele D. Cameron took to the stage and gave us a gift: her story. Her talk, “The Secret to Being Yourself,” was more than a keynote  – it was an invitation to reflect, heal and thrive.

Michele D Cameron-Gentle teaching International 2024 conference

Who Is Michele D. Cameron?

Michele’s presence radiates authenticity. As someone who has faced trauma, battled depression, celebrated life in vivid colour (literally, at Toronto’s Caribana!), and emerged with wisdom to share, Michele offered us the kind of truth that only comes from living deeply and reflecting honestly. Her storytelling—raw, funny, painful, and empowering—reminded everyone in the room that the human experience is both messy and magnificent.

Five “I Am”s That Will Change Your Life

At the heart of Michele’s message is the “Five I Am Club”—a philosophy built from lived experience, resilience, and deep self-reflection. Here’s a look at what each “I Am” invites us to embrace:

The Secret to Being Yourself by Michele D. Cameron

1. I Am Free of Clutter

Not just about tidying up physical space—though that helps—this is about releasing mental, emotional, and even societal clutter that holds us back. Through a powerful, personal story she reminds us: what weighs on us must be acknowledged so it can be released.

2. I Am Worthy

This declaration goes far beyond affirmations—it’s a call to action. Michele emphasized the power of speaking to ourselves with love. She challenged us to recognize that our inner dialogue can either build bridges or destroy them. From self-doubt about her body growing up, to questioning her value in relationships and work, Michele shared how her journey taught her to rewrite the narrative: “I am enough. I am worthy. I deserve to be loved—especially by myself.”

3. I Am First on My List

After suffering a severe concussion, Michele was bedridden for five months. In the silence of that recovery, she discovered what so many of us often forget—we must listen to ourselves. When the world gets loud with opinions, and expectations crowd out intuition, centring ourselves becomes both an act of resistance and self-care.

4. I Am Thankful

Gratitude became Michele’s bridge from darkness to light. Moving from Regina to Saskatoon, she found herself lonely and eventually faced a quiet truth: she was depressed. In response, she started a gratitude practice. It wasn’t fancy—sometimes just whispering thanks under her breath—but it changed her outlook. Gratitude didn’t erase the hard parts of life, but it gave her strength to meet them with perspective and grace.

5. I Am Part of a Community

While not a formal part of the Five I Ams, this truth echoed throughout Michele’s talk. From inviting her father to cheer her on, to shouting out new friends like Sawyer, to listening intently to each person’s gratitude shared on colourful sticky notes—Michele reminded us that healing and growth happen best in community. Her partnership with COR, and the response of everyone in that room, is a beautiful reflection of what belonging really looks like.

The harder the fall the bigger the bounce by Michele D. Cameron

The Power of Presence and Pause

Michele’s session wasn’t all talk. She invited us to pause, to breathe, to close our eyes and sit in silence. In a world full of noise, those moments of stillness were sacred. They allowed us to feel. To reflect. To connect.

A Wall of Gratitude, A Room of Light

The day ended with a collective act of love: each participant wrote down something they were grateful for and added it to a growing “Gratitude Wall.” It was a tapestry of hope—expressions of love, health, resilience, and connection. Michele read many of them aloud, weaving them into the warmth of the room.

Final Reflections

Michele D. Cameron reminded us of something we often forget: we are allowed to take up space. We are allowed to be tender. We are allowed to celebrate ourselves, even loudly. Her five “I Am”s are more than mantras—they’re a framework for living fully.

At COR, we believe in fostering the kind of spaces where voices like Michele’s can rise and be heard—where person-centered approaches and authentic relationships form the foundation of inclusive, caring communities. Michele embodies this philosophy with every word and every pause.

So today, ask yourself:

What’s your “I Am”?

What are you thankful for?

What story do you need to release?

Because the secret to being yourself isn’t really a secret at all—it’s just a series of small, brave choices to live truthfully, every single day.