Tag Archives: quality of life

Culture

World Economic Forum Report Highlights Retirement Trends as Life Expectancy Increases

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  • Due to longer lifespans, governments and employers must reshape approaches to retirement to ensure ageing populations can live fulfilling, healthy lives
  • New survey indicates shifting views on retirement and stark differences in how younger and older people see their future
  • World Economic Forum report provides new approaches to retirement that governments, employers and individuals can consider

New York, USA, June 2023 – Life expectancy increased from an average of 46 to 73 years between 1950 and 2019 and the United Nations forecasts further increases, estimating that global average life expectancy will reach about 81 years by 2100. Longer lifespans are causing individuals, governments and business leaders to rethink their approach to work and retirement.

Living Longer, Better: Understanding Longevity Literacy, a new World Economic Forum report, in collaboration with Mercer, a business of Marsh McLennan, explores how lengthening lifespans are reshaping how individuals view their working lives and retirement. The report offers recommendations for government and employers to ensure they are adequately supporting people in multiple stages of work and retirement.


The report highlights purpose and quality of life in addition to financial health and resilience – themes that are traditionally associated with retirement planning. It offers options that individuals can consider to ensure they are approaching work, learning and retirement in ways that best meet their needs.

“When it comes to longevity and living longer, healthier lives, everyone has a role on this critical topic,” said Haleh Nazeri, Longevity Lead, World Economic Forum. “How will business support an older workforce and one with growing caregiving needs, what will policymakers do to help all citizens reach retirement equity, and finally, what can individuals do at every life stage to ensure they are able to stay financially resilient in a longer life.”

“Employers are thinking more about the current age distributions within the areas of talent needed to operate their organizations and how to influence the trajectory of these distributions,” said Rich Nuzum, Executive Director, Investments & Global Chief Investment Strategist, Mercer. “To leverage longevity and fight the war for talent effectively, moving from individual roles to team-based roles can help employers take full advantage of the diverse strengths of teams that comprise a combination of older and younger workers.”

Views on Retirement  
A new survey, Pulse Poll, of almost 400 professionals indicates that women and men view retirement differently. Women, for example, are 55% more likely to say they don’t know if they have saved enough for retirement.

The poll also reveals differences in how younger and older populations view their retirement futures. Both women and those under 40 are more willing to reskill but worry about associated costs. Both groups are also more likely to feel isolated.

Further results from the Pulse Poll can be found below and in the report:

  • Health is a top concern with two thirds of respondents indicating they expect to have caring responsibilities
  • Days of “Bank of Mum and Dad” may be reversing; many younger people are likely to have to financially support older family members
  • Pulse Poll respondents over 40 target lower income replacement levels in retirement
  • People are generally unaware of how to achieve their target levels of retirement income
  • More men looking forward to retirement, while more women need to understand their financial situation
  • Women are 55% more likely to say they don’t know if they have saved enough
  • Younger people are eight times more likely to use social media for financial advice
  • 44% of under-40s want to retire by 60
  • Women and younger people are more willing to reskill but are also worried about associated costs

The respondent profiles to the Pulse Poll were homogeneous and predominantly included those who had undertaken higher education, were in more senior positions, were likely to be in employment at major global organizations and with a high level of individual agency and financial literacy.

While there are some sample limitations, the survey suggests how the findings can help start a conversation about the challenges faced and can contribute to the development of solutions for the population this group of respondents represents.

Recommendations for Governments and Employers
As people are living longer lives, business and government need to restructure their approach to later life planning. Failing to adopt a multi-stakeholder approach towards longevity will inevitably result in a significant portion of people retiring into poverty.
Recommendations are cover three key areas of work and retirement including quality of life, purpose and financial resilience.

 Government

  • Facilitate upskilling of older workers and clamp down on ageism
  • Provide incentives for employers to offer more robust leave policies for caregiving needs
  • Explore the wider use of default auto-enrollment and default investment strategies to increase and maximize savings
  • Establish safety nets such as minimum pension levels provided by government
  • Enact enabling legislation to make all jobs flexible for longer-life working if desired and to accommodate all life-stage needs
  • Offer digital skills training and equipment to ensure equitable access to opportunities for all

Employers

  • Implement programmes offering support such as carers’ leave, information and advice for those who have caregiver responsibilities
  • Understand what impact the company’s retirement plan design has on the trajectory of retirement-readiness and labour flow – check if people can actually afford to retire
  • Provide flex-work programmes for caregivers, such as job-shares; allow part-time workers to contribute to defined contribution plans; provide training programmes for workforce re-entry, similar to those for early-career employees
  • Implement and review financial wellness programmes to:
    • Cover specific life-stage needs that account for gender, cultural and ethnicity differences
    • Consider personalized models to show the impact of different working arrangements and retirement ages on pay and pension
    • Cater to low-income earners who are likely to need the most support saving and planning for retirement

Individuals can also reimagine what their longer lives might look like as the three-stage life of school, work and retirement makes way for a multi-stage life that could include lifelong learning, career breaks and new occupations in later life. This includes pursuing upskilling and reskilling opportunities, as well as prioritizing retirement and pension planning if possible.

Increasing longevity globally will require new innovations and solutions to address how people can stay financially resilient in a retirement that may be 20 years longer than their grandparents. With supportive actions from government and employers, individuals will have a chance to try new approaches to longer lives and reassess how they want to study, live, work, save and retire in ways that are different from what has been done in the past century. For the Silo, Madeleine Hillyer/World Economic Forum.

Culture

Doctor Has Four Simple Tips For Optimal Living

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Have you ever felt like you need an upgrade on your life?

Most of us have – and there’s a way to get it, says veteran physician Sanjay Jain.

“First, I tell people, ‘Don’t be afraid of making your life  clearer.’ but as we have paraphrased from Chinese philosopher Laozi, ‘The journey  of a thousand miles begins with the first step,’ ”. Many argue that life is not simple and, therefore, there are no easy  answers,  says Jain, whose specialties  include integrative medicine. He’s also an international speaker and author of  Optimal Living 360 – (www.sanjayjainmd.com).

“Lives are built from many small components which, when  viewed as an assembled whole, can appear overwhelmingly complex,” Jain says.
“But when we break them down and consider the pieces as we make decisions in our  lives, it’s much easier to see how small adjustments can result in a better  return on all of the investments we make – not only in health, but in  relationships, finances, and all the other essential aspects of our  lives.”

Jain offers four points to keep in mind as you start the  journey.

• Life is short, so live it to its fullest potential. Live it optimally. This is your life, so don’t waste its  most precious resource – time. No matter one’s spiritual leanings, economic and education status, health, intelligence level, etc. – one thing is true for all: Our time on Earth is finite. There will be a time for most of us when, perhaps after a frightening diagnosis from a doctor, we reflect deeply upon our time and consider the most important moments, and all the time that may have been squandered.

• Balance is key. Too much or too little of something, no matter how good, is actually not good. Balance is one of the easiest tenets to understand, but arguably the most difficult to maintain. Obviously, too much alcohol is bad; then again, there are some health benefits to moderately imbibing red wine. What about too much of a good thing; can a mother love her children too much? Yes, if she is an overprotective “helicopter parent.” The best antidote to overkill of anything is awareness; try to be aware of all measures in your life.

• Learn to tap your strengths and improve upon your weaknesses. Engaging your strengths at work and in your personal life is important. When we do what we’re good at and what comes easily, we feel self-confident and satisfied. Some people, however, are not in jobs that utilize their strengths, or they don’t put their talents to work at home because they’re mired in the prosaic work of living. It’s important to identify your strengths and find ways to engage them. It’s equally important to recognize our weaknesses and work on improving them (because we can!) This is essential for achieving balance.

• Life is about making the right choices. Integrative decision-making makes this easier. There are many different types of decision-making, including systematic, hierarchal, impulsive, decisive and flexible. Integrative decision-making can be used for problems large and small, and includes the following process: 1. Define the problem. 2. Frame the problem. 3. Develop all your options. 4. Analyze your options. 5. Make the decision. 6. Execute your decision. 7. Debrief yourself.

"Don’t be afraid of making your life clearer." Dr. Sanjay Jain
“Don’t be afraid of making your life
clearer.” Dr. Sanjay Jain

While experts may be the best consultants for compartmentalized areas of your life, only you know the other aspects that affect your well-being and can determine how a decision in one area will affect another area.  For the Silo, Ginny Grimsley

Supplemental– Who was Laozi?  http://www.britannica.com/EBchecked/topic/330163/Laozi

The Father of Taoism- http://oregonstate.edu/instruction/phl201/modules/Philosophers/LaoTzu/laotzu.html

Culture

Myths Surrounding The Scourge Of Excessive Sweating

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As people go about their daily lives, there’s a common but hidden scourge: excessive sweating.  In fact, a national survey conducted by the International Hyperhidrosis Society (IHhS)—the scholars of sweat—shows multiple millions suffer from extreme, uncomfortable, embarrassing, debilitating, and emotionally-devastating sweating. This type of sweating is a serious medical condition known as hyperhidrosis and nearly 367 million people of all ages struggle with it on their hands, feet, face, underarms, or body.

Hyperhidrosis can be particularly devastating. While many attempt to hide their sweating problems and suffer in silence, the impacts are often hard to cover up. Dramatic sweating in the presence of peers at work, or in extracurricular or social environments, can cause severe embarrassment, stress, anxiety, and other emotional issues. Even when people are alone, away from potential judgements, hyperhidrosis often takes a heavy toll—adversely impacting one’s productivity in a myriad of ways.

Those with hyperhidrosis struggle with disproportionate and random sweating that may drench clothing, ruin papers, damage technology tools, make playing sports and musical instruments impossible, promote hiding and isolation behaviors, degrade self-esteem, and prompt bullying at any age—among kids and adults. The holistic effect on life—workplace, marital, social and otherwise—is thus profound. In fact, research published in Archives of Dermatological Research indicates that the majority of those with excessive sweating confirm the condition has negative impacts on their social life, well-being, and emotional as well as mental health.

Lisa J Pieretti, Executive Director of IHhS, notes, “Excessive sweating is a dermatological disorder that can cause an otherwise healthy person to produce up to five times more sweat than is normal or necessary. The pressures of dealing with a ‘sweating problem’ around peers can be catastrophic to self-esteem and more. Too often, people become anxious about attending work or school, socializing with friends, or being out in public in general. But when those with hyperhidrosis receive support, understanding, and appropriate treatment, their lives can be dramatically changed.”

To that point, IHhS co-founder Dr. David Pariser urges that, while hyperhidrosis is the number one dermatological disease in terms of negatively affecting a person’s quality-of-life, it’s also number one in having the most positive impact when treated. “When hyperhidrosis is caught early, a person’s life can be transformed for the better in a multitude of ways,” he says.

With that in mind, the first step toward providing solutions for those who sweat excessively is to bust some common myths and misconceptions with facts from the experts at the IHhS, including these:

Myth: Sweaty people are out-of-shape, nervous or have hygiene issues.

Truth: The average person has 2 to 4 million sweat glands. Sweat is essential to human survival and serves as the body’s coolant, protecting it from overheating. Many athletes actually sweat more than other people because their bodies have become very efficient at keeping cool. Meanwhile, people with hyperhidrosis (which causes overactive sweat glands) sweat excessively regardless of mood, weather, or activity level—often producing 4 or 5 times more sweat than is considered “normal”.

Myth: Those with hyperhidrosis don’t suffer with workplace-specific activities.

Truth: In a recent 2017 study, 63% of those with hyperhidrosis reported interference in the performance of tasks at work or school due to their condition.

Myth: To have hyperhidrosis, one must be dripping and saturated with sweat.

Truth: Excess sweating can range from severe dripping to moderate moisture. Symptoms of hyperhidrosis can manifest differently and personally. But, what is consistent is the impact on life depending on areas affected. This can include damaged clothing, paperwork and shoes; obvious, embarrassing sweat marks on clothing; unappealing cold wet hands; discomfort due to dripping sweat or constant dampness; and skin slipperiness that gets in the way of sports, music, and day-to-day tasks. Excess sweating of the armpits, hands, feet, face, chest, back, or groin can result in substantial impairment, including limitations at work, in social and physical activities, and during hobbies. Emotional and psychological distress is also common.

Myth: People will grow out of hyperhidrosis.

Truth: Contrary to popular belief, research shows that hyperhidrosis does not go away or decrease with age. In fact, in one recent IHhS study, 88% of respondents said their excessive sweating had gotten worse or stayed the same over time. This was consistent across all the different age groups, from youngsters to older adults.

image: wyldraven-deviantart.com

Myth: Hyperhidrosis is “just” a summer thing, or it’s at least worse during the hot summer months.
Truth: Research from the IHhS also shows that profuse sweating is not simply dictated by the time of year. The majority of patients in one survey indicated that their sweating bothers them equally, no matter the season.

Myth: Kids and young adults are “resilient” and can deal with sweating a lot.
Truth: Medical journal citations substantiate that young people are known to be significantly impacted by emotional sequelae accompanying dermatologic disease and that psychiatric issues inherently accompany dermatologic disease in children and adolescents. Studies further show that most patients with hyperhidrosis—characterized  by excessive, spontaneous sweating beyond physiologic, thermal, or stress-reaction body requirements—describe their lives as “bad” or “very bad” due to the disorder.

Myth: Antiperspirants are for underarms only.
Truth: Think outside the pits! You can glide, stick, spray, and roll-on nearly anywhere that sweating is a problem (think hands, feet, face, back, chest, and even groin.)  Be smart and talk to your dermatologist first before applying an antiperspirant to sensitive areas and test new products on small areas of skin first.

Myth: Like caffeine, antiperspirants are best used in the morning.
Truth: Pick a p.m. perk! Skip the bedtime espresso but do use your antiperspirant in the evening as well as in the morning. Sweat production is at its lowest at night, giving the active ingredients in antiperspirants a better chance to get into your pores and block perspiration when the sun comes up and you really get moving.

Myth: Excessive sweating is less debilitating than other skin conditions people have to deal with.
Truth: According to Dr. Pariser, hyperhidrosis has the greatest impact of any dermatological disease. In fact, various investigations show the impact of hyperhidrosis on quality-of-life is equal or greater than that of in-patient psoriasis, severe acne, Darier disease, Hailey-Hailey disease, vitiligo, and chronic pruritus.

The extreme level of sweat production experienced with hyperhidrosis can disrupt all aspects of a person’s life, from academic performance, recreational activities and relationships, to self-image and overall emotional well-being. But it doesn’t have to be this way. There are helpful resources available to help people with hyperhidrosis to not just “know sweat,” but to also achieve a more comfortable and happier life.  For the Silo, Merilee Kern.

Branding and consumer product trends pundit Merilee Kern, MBA is a wellness industry veteran, health advocate and influential media voice. Her ground-breaking, award-winning “Kids Making Healthy Choices” Smartphone APP for children, parents/caregivers and educators (iTunes) is based on her award-winning, illustrated fictional children’s book, “Making Healthy Choices – A Story to Inspire Fit, Weight-Wise Kids” (Amazon). She may be reached online at www.TheLuxeList.com. Follow her on Twitter here: http://twitter.com/LuxeListEditor and Facebook here: www.Facebook.com/TheLuxeList.

Politics

Ontario Takes Historic Action To Raise Minimum Wage To $15 Hour By 2019

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Fair Workplaces, Better Jobs- $15 Minimum Wage and Equal Pay for Part-Time and Full-Time Workers Part of Plan to Help People Get Ahead in a Changing Economy

May 30, 2017 10:20 A.M.

Ontario is taking historic action to create more opportunity and security for workers with a plan for Fair Workplaces and Better Jobs. This includes hiking the minimum wage, ensuring part-time workers are paid the same hourly wage as full-time workers, introducing paid sick days for every worker and stepping up enforcement of employment laws.

Over the past three years, Ontario’s economy has outperformed all G7 countries in terms of real GDP growth. While exports and business investments are increasing and the unemployment rate is at a 16-year low, the nature of work has changed. Many workers are struggling to support their families on part-time, contract or minimum-wage work. Government has a responsibility to address precarious employment and ensure Ontario workers are protected by updating the province’s labour and employment laws.

To help safeguard employees and create fairer and better workplaces, Premier Kathleen Wynne announced today that the government is moving forward with a landmark package of measures, including:

-Raising Ontario’s general minimum wage to $14 per hour on January 1, 2018, and then to $15 on January 1, 2019, followed by annual increases at the rate of inflation.
-Mandating equal pay for part-time, temporary, casual and seasonal employees doing the same job as full-time employees; and equal pay for temporary help agency employees doing the same job as permanent employees at the agencies’ client companies.
-Expanding personal emergency leave to include an across-the-board minimum of at least two paid days per year for all workers.
-Bringing Ontario’s vacation time into line with the national average by ensuring at least three weeks’ vacation after five years with a company.
-Making employee scheduling fairer, including requiring employees to be paid for three hours of work if their shift is cancelled within 48 hours of its scheduled start time.

The government will also propose measures to expand family leaves and make certain that employees are not mis-classified as independent contractors, ensuring they get the benefits they deserve. To enforce these changes, the province will hire up to 175 more employment standards officers and launch a program to educate both employees and small and medium-sized businesses about their rights and obligations under the Employment Standards Act.
QUOTES

” The economy has changed. Work has changed. It’s time our laws and protections for workers changed too. Too many families are struggling to get by on part-time or contract work and unstable employment. And no one working full time in Ontario should live in poverty. With these changes, every worker in Ontario will be treated fairly, paid a living wage and have the opportunities they deserve.”
– Kathleen Wynne
Premier of Ontario

” These changes will ensure every hard-working Ontarian has the chance to reach their full potential and share in Ontario’s prosperity. Fairness and decency must be the defining values of our workplaces.”
– Kevin Flynn
Minister of Labour
QUICK FACTS

Today’s announcement responds to the final report of the Changing Workplaces Review, conducted by Special Advisors C. Michael Mitchell and John C. Murray, over the course of two years. It is the first-ever independent review of the Employment Standards Act, 2000 and Labour Relations Act, 1995.
The report estimates that more than 30 per cent of Ontario workers were in precarious work in 2014. This type of employment makes it hard to earn a decent income and interferes with opportunities to enjoy decent working conditions and/or puts workers at risk.

In 2016, the median hourly wage was $13.00 for part-time workers and $24.73 for full-time workers. Over the past 30 years, part-time work has grown to represent nearly 20 per cent of total employment.
Currently, half of the workers in Ontario earning less than $15 per hour are between the ages of 25 and 64, and the majority are women.
More than a quarter of Ontario workers would receive a pay hike through the proposed increase to the minimum wage.
Studies show that a higher minimum wage results in less employee turnover, which increases business productivity.
Ontario is proposing a broad consultation process to gain feedback from a wide variety of stakeholders on the draft legislation it intends to introduce. To facilitate this consultation, it is proposing to send the legislation to committee after First Reading.
LEARN MORE

The Changing Workplaces Review — Final Report

Disponible en Français

Équité en milieu de travail, meilleurs emplois

Salaire minimum de 15 $ l’heure et parité salariale pour travail à temps partiel et à temps plein afin d’aider les gens à réussir au sein de l’économie en évolution

30 mai 2017 10h20

L’Ontario adopte des mesures historiques afin de créer plus de possibilités et de sécurité pour les travailleuses et travailleurs grâce à un plan pour l’équité en milieu de travail et de meilleurs emplois. Il s’agit notamment de hausser le salaire minimum, de veiller à ce que les travailleurs à temps partiel touchent le même taux horaire que les travailleurs à temps plein, de prévoir des congés de maladie payés pour tous les travailleurs et de renforcer la mise en application des lois régissant le travail.

Au cours des trois dernières années, le rendement de l’économie de l’Ontario a surpassé celui de tous les pays du G7 sur le plan de la croissance réelle du PIB. Certes, les exportations et les investissements des entreprises sont à la hausse et le taux de chômage est à son plus bas en 16 ans, mais nous constatons aussi que la nature du travail a changé. De nombreux travailleurs éprouvent de la difficulté à subvenir aux besoins de leur famille avec un emploi à temps partiel, contractuel ou au salaire minimum. Le gouvernement a la responsabilité d’agir face à la précarité de l’emploi et de veiller à ce que les travailleurs de l’Ontario soient protégés en actualisant les lois provinciales qui régissent le travail et l’emploi.

Pour contribuer à protéger les employés et créer des milieux de travail plus équitables et plus conviviaux, la première ministre Kathleen Wynne a annoncé aujourd’hui que le gouvernement va de l’avant avec un train de mesures inédites, dont les suivantes :

hausser le salaire minimum général en Ontario à 14 $ l’heure le 1er janvier 2018, puis à 15 $ le 1er janvier 2019, ce qui sera suivi par des hausses annuelles correspondant au taux d’inflation;
rendre obligatoire la parité salariale des employés à temps partiel, temporaires, occasionnels et saisonniers qui font le même travail que les employés à temps plein, et une paie égale pour les employés des agences de placement temporaire qui font le même travail que le personnel permanent de leurs entreprises clientes;
élargir le droit à des congés d’urgence personnelle pour inclure un minimum général d’au moins deux jours rémunérés par an pour tous les travailleurs;
faire correspondre la durée des vacances annuelles en Ontario à la durée moyenne nationale en accordant au moins trois semaines de vacances après 5 ans d’emploi avec le même employeur;
rendre plus équitable la planification des horaires de travail, ce qui comprend exiger que les employés soient payés pendant trois heures si leur quart de travail est annulé dans les 48 heures précédant l’heure de début planifiée.

Le gouvernement proposera aussi des mesures pour rendre plus équitable la planification des horaires du personnel, augmenter les congés familiaux et prévenir la classification erronée d’employés en tant qu’entrepreneurs indépendants, de manière à ce qu’ils obtiennent les avantages sociaux qu’ils méritent. Pour appliquer ces changements, la province embauchera jusqu’à 175 agentes et agents des normes d’emplois et lancera un programme de sensibilisation des employés et des petites et moyennes entreprises concernant leurs droits et obligations aux termes de la Loi de 2000 sur les normes d’emploi.

CITATIONS

« L’économie et le marché du travail d’emploi ont évolué. Il est temps d’adapter aussi nos lois et les mécanismes de protection de notre main-d’oeuvre. Trop de familles ont du mal à joindre les deux bouts avec du travail à temps partiel, contractuel ou instable. Aucun travailleur à temps plein en Ontario ne devrait vivre dans la pauvreté. Grâce à ces changements, les travailleuses et travailleurs de l’Ontario seront traités avec équité, toucheront un revenu décent et auront les possibilités qu’ils méritent.»
– Kathleen Wynne
première ministre de l’Ontario

« Ces changements feront en sorte que les Ontariennes et Ontariens qui ont du coeur à l’ouvrage puissent avoir la chance de réaliser tout leur potentiel et de partager la prospérité de l’Ontario. L’équité et la cordialité doivent être des valeurs définitoires de nos lieux de travail.»
– Kevin Flynn
ministre du Travail

FAITS EN BREF

L’annonce d’aujourd’hui va dans le sens du rapport final de l’Examen portant sur l’évolution des milieux de travail que les conseillers spéciaux C. Michael Mitchell et John C. Murray ont mené pendant une période de deux ans. Il s’agit du tout premier examen indépendant de la Loi de 2000 sur les normes d’emploi et de la Loi de 1995 sur les relations de travail.
Le rapport évalue que plus de 30 % des travailleurs ontariens avaient un emploi précaire en 2014. Ce genre d’emploi fait qu’il est difficile d’obtenir un revenu suffisant et compromet les chances de profiter de conditions de travail décentes, en plus de faire subir des risques aux travailleurs.
En 2016, le salaire horaire moyen était de 13 $ pour les travailleurs à temps partiel et de 24,73 $ pour les travailleurs à temps plein. Au cours des 30 dernières années, le travail à temps partiel a augmenté de sorte qu’il représente près de 20 % de tous les emplois.
À l’heure actuelle, la moitié des travailleurs en Ontario qui gagnent moins de 15 $ l’heure ont de 25 à 64 ans et la majorité de ces effectifs sont des femmes.
Plus du quart des travailleurs de l’Ontario recevraient une hausse salariale grâce à l’augmentation proposée du salaire minimum.
Des études démontrent qu’un salaire minimum plus élevé réduit le roulement du personnel, ce qui accroît la productivité des entreprises.
L’Ontario propose un vaste processus de consultation afin d’obtenir la rétroaction d’une grande variété d’intéressés concernant le projet de loi envisagé. Pour faciliter cette consultation, il est proposé de soumettre le projet de loi à un comité après la première lecture.

POUR EN SAVOIR DAVANTAGE

Examen portant sur l’évolution des milieux de travail — rapport final

Culture

Ontario Basic Income Pilot Begins- Special Advisor Hugh Segal Appointed

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The province has appointed the Honourable Hugh Segal to provide advice on the design and implementation of a Basic Income Pilot in Ontario, as announced in the 2016 Budget.

Basic Income MLK QuoteBasic income, or guaranteed annual income, is a payment to eligible families or individuals that ensures a minimum level of income. Ontario will design and implement a pilot program to test the growing view that a basic income could help deliver income support more efficiently, while improving health, employment and housing outcomes for Ontarians.

As Special Advisor on Basic Income, Mr. Segal will draw on his expertise in Canadian and international models of basic income and consult with thought leaders to help Ontario design a pilot.

Mr. Segal will deliver a discussion paper to the province by the fall to help inform the design and implementation of the pilot, on a pro bono basis. The discussion paper will include advice about potential criteria for selecting target populations and/or locations, delivery models and advice about how the province could evaluate the results of the Basic Income Pilot. Ontario will undertake further engagement with experts, communities and other stakeholders as it moves towards design and implementation.

Supporting Ontarians through a Basic Income Pilot is part of the government’s economic plan to build Ontario up and deliver on its number-one priority to grow the economy and create jobs. The four-part plan includes investing in talent and skills, including helping more people get and create the jobs of the future by expanding access to high-quality college and university education. The plan is making the largest investment in public infrastructure in Ontario’s history and investing in a low-carbon economy driven by innovative, high-growth, export-oriented businesses. The plan is also helping working Ontarians achieve a more secure retirement.

QUOTES

Hugh Segal“Ontario is taking a leading role in piloting a modern Basic Income, and we are thrilled that the Honourable Hugh Segal will be lending us his considerable expertise in this regard. We want to ensure that we are developing a thoughtful, evidence-based approach to test the idea of a Basic Income, and we look forward to Mr. Segal’s advice as we begin this work.”

— Dr. Helena Jaczek, Minister of Community and Social Services

“I am delighted to be working with the government to help lay the groundwork for a Basic Income Pilot in Ontario. The potential for a Basic Income to transform income security in Ontario and across the country is tremendous, and I look forward to contributing to this bold initiative.”

— The Honourable Hugh Segal

QUICK FACTS

  • Finland, Netherlands and Kenya are all looking at developing pilot projects that test the idea of a basic or annual guaranteed income.
  • MINCOME in 1975-78 tested the idea of a guaranteed annual income in Dauphin, Manitoba.

LEARN MORE

 

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L’Ontario va de l’avant avec le Projet pilote portant sur le revenu de base

La province nomme Hugh Segal conseiller special

La province a nommé l’honorable Hugh Segal pour lui donner des conseils sur la conception et la mise en œuvre d’un Projet pilote portant sur le revenu de base en Ontario, tel qu’annoncé dans le budget de 2016.

Le revenu de base, ou revenu annuel garanti, représente un paiement versé aux familles ou aux particuliers admissibles. Il garantit un niveau de revenu minimum. L’Ontario concevra et mettra en œuvre un programme pilote pour confirmer l’hypothèse voulant qu’un revenu minimum contribue à accorder un soutien du revenu de façon plus efficace, tout en améliorant les résultats en matière de santé, d’emploi et de logement pour les Ontariens et les Ontariennes.

En tant que conseiller spécial pour le revenu de base, M. Segal fera appel à sa connaissance des modèles de revenu de base canadiens et internationaux et consultera des dirigeants pour aider l’Ontario à concevoir un projet pilote.

 

  1. Segal remettra un document de discussion à la province d’ici à l’automne sur lequel l’élaboration et la mise en œuvre du projet pilote reposeront et ce, de façon bénévole. Le document de discussion inclura des conseils sur les critères éventuels de sélection des groupes cibles et/ou des lieux, des modèles de prestation et des conseils sur le mode d’évaluation par la province des résultats du Projet pilote portant sur le revenu de base. L’Ontario entamera un dialogue supplémentaire avec des spécialistes, des communautés et d’autres intervenants dans le cadre de l’élaboration et de la mise en œuvre de ce projet pilote.

 

Offrir un soutien aux Ontariens et aux Ontariennes grâce à un Projet pilote portant sur le revenu de base s’inscrit dans le plan économique du gouvernement, qui vise à favoriser l’essor de l’Ontario et à concrétiser sa principale priorité, à savoir stimuler l’économie et créer des emplois. Ce plan en quatre volets consiste à investir dans les talents et les compétences, tout en aidant plus de gens à obtenir et à créer les emplois de l’avenir en élargissant l’accès à des études collégiales et universitaires de haute qualité. De plus, le plan fait le plus important investissement dans l’infrastructure publique de l’histoire de l’Ontario et investit dans une économie sobre en carbone guidée par des entreprises innovatrices, à forte croissance et axées sur l’exportation. Enfin, le plan aide la population ontarienne active à bénéficier d’une retraite plus sure.

CITATIONS

« L’Ontario adopte un rôle de chef de file pour introduire sous forme de projet pilote un revenu de base moderne. Nous sommes ravis que l’honorable Hugh Segal mette son expertise considérable à notre service. Nous voulons nous assurer d’élaborer une approche réfléchie, fondée sur des données probantes, pour tester le concept de revenu de base. Nous comptons sur les conseils de M. Segal dans le cadre du lancement de ces travaux. »

— Dre Helena Jaczek, ministre des Services sociaux et communautaires

« Je suis ravi de collaborer avec le gouvernement pour jeter les bases d’un Projet pilote portant sur le revenu de base en Ontario. Le revenu de base pourrait transformer radicalement la sécurité du revenu en Ontario et dans tout le pays. Je suis heureux de contribuer à cette initiative audacieuse. »

— L’honorable Hugh Segal

FAITS EN BREF

  • La Finlande, les Pays-Bas et le Kenya songent tous à concevoir des projets pilotes qui testeront la notion de revenu de base ou de revenu annuel garanti.
  • MINCOME a testé en 1975-1978 l’idée d’un revenu annuel garanti à Dauphin, au Manitoba.

 

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