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There&rsquo;s a lot keeping business leaders up at night. Among the reasons are economic uncertainty, inflation, supply chain pressures, and rising operating costs, which are all pushing Canadian businesses to reassess their expenses. As clients look for savings, some are turning to their insurance policies &mdash; and that, says <a href="https://www.sovereigninsurance.ca/our-team/calgary/chris-charlton" title="" target="">Chris Charlton</a>, Assistant Vice-president of Commercial Solutions (Western Region), with Sovereign Insurance, is where things can start to unravel.<o:p></o:p>
&ldquo;In this environment, we&rsquo;re seeing more businesses trying to manage their absolute cost spend, not just their rates and exposures,&rdquo; he says. &ldquo;Insurance gets lumped in with utilities or supplier costs, but that&rsquo;s a mistake. Insurance is not a commodified item. It behaves very differently &mdash; especially when you need it.&rdquo;<o:p></o:p>
The shift has been real &mdash; and it&rsquo;s especially concerning when insurance is treated like a simple line item on a budget sheet, Charlton adds.<o:p></o:p>
<h4 class="MsoNormal">The most common cutbacks<o:p></o:p></h4>
The temptation to cut coverage can show up in subtle ways, says Charlton. &ldquo;We&rsquo;re seeing changes around building valuations, stock and work-in-progress, and indemnity periods for business interruption,&rdquo; he explains. &ldquo;Some clients are reducing limits or skipping contingent business interruption entirely.&rdquo;<o:p></o:p>
There&rsquo;s also a growing trend of questioning the value of specialty coverages. &ldquo;Is Cyber really essential? Do I need Directors and Officers or Employment Practices Liability? That&rsquo;s the conversation we&rsquo;re seeing more of &mdash; a shift in mindset around what&rsquo;s considered &lsquo;core&rsquo; and what&rsquo;s considered optional.&rdquo;<o:p></o:p>
The challenge, he says, is that these levers &mdash; reducing limits, scaling back coverage, or relying on outdated valuations &mdash; are easy to pull, but the long-term consequences can be significant.<o:p></o:p>
<h4 class="MsoNormal">The real cost of cutting corners<o:p></o:p></h4>
&ldquo;When a business needs to recover from a loss, the decision to underinsure can create a massive resource drain,&rdquo; Charlton says. &ldquo;That includes deductible gaps, waiting periods, and shortfalls from undervalued assets or inadequate indemnity periods.&rdquo;<o:p></o:p>
The ripple effects go even deeper. &ldquo;In a tight labour market, your employees are your most valuable asset. If your recovery plan is delayed or underfunded, it puts strain on your team &mdash; and that can be devastating to morale, operations, and retention,&rdquo; he adds.<o:p></o:p>
There&rsquo;s also reputational fallout. &ldquo;Underinsurance creates friction in claims. It damages trust. When expectations aren&rsquo;t met &mdash; even if those expectations were never clearly discussed &mdash; it reflects poorly on everyone involved.&rdquo;<o:p></o:p>
<h4 class="MsoNormal">From price to value: reframing the conversation<o:p></o:p></h4>
Charlton believes the conversation should be shifted away from cost and back toward value.<o:p></o:p>
&ldquo;The best tool brokers have is their time,&rdquo; he says. &ldquo;If your client interaction is limited to an email at renewal, you&rsquo;ve missed the chance to add value. But if you take the time to understand [your client&rsquo;s] evolving risks, you can guide a more nuanced discussion, one that focuses on what&rsquo;s actually being protected and why.&rdquo;<o:p></o:p>
He encourages brokers to look for red flags, like static valuations, outdated indemnity periods, and business interruption limits that haven&rsquo;t changed despite fluctuations in revenue. &ldquo;Ask yourself, &lsquo;Is this business accurately insured?&rsquo; Not under or over &mdash; but accurately.&rdquo;<o:p></o:p>
<h4 class="MsoNormal">Supporting smarter risk decisions<o:p></o:p></h4>
As a niche commercial insurer laser-focused on midsize to large industries &mdash; including manufacturing, construction and contracting, wholesale, warehousing and transportation, and energy and resources &mdash; Sovereign recognizes there isn&rsquo;t a one-size-fits-all solution.<o:p></o:p>
&ldquo;We continue to invest in our industry-specific expertise, risk engineering, and localized underwriting &mdash; not just to quote policies, but to help brokers and clients protect what matters most,&rdquo; Charlton says. &ldquo;Having underwriters who live and work in the same regions as our clients enables us to understand those market nuances &mdash; and they&rsquo;re empowered to make decisions that reflect it.&rdquo;<o:p></o:p>
Sovereign&rsquo;s team takes time to explain policy design and coverage trade-offs, he adds. &ldquo;We&rsquo;re not here to commodify. We&rsquo;re here to enable smart underwriting decisions, supported by technology, not dictated by it.&rdquo;<o:p></o:p>
In today&rsquo;s climate of complexity and uncertainty, underinsurance isn&rsquo;t just risky &mdash; it&rsquo;s avoidable, he adds.<o:p></o:p>
&ldquo;This process doesn&rsquo;t lend itself to shortcuts,&rdquo; Charlton says. &ldquo;It demands attention, time, and nuance. By collaborating with our broker partners, we can turn risk conversations into real-world resilience, and make it easier for Canadian businesses to navigate complexity and avoid costly missteps.&rdquo;&nbsp;

How can brokers help clients see the true cost of underinsurance?

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Managing Risk

Wildfires have become one of Canada&rsquo;s most severe and unpredictable natural catastrophes, posing escalating challenges for the insurance industry. Unlike &nbsp; floods or earthquakes, wildfires can spread rapidly, affect vast areas, and lead to prolonged business interruptions. While floods and earthquakes present different types of risk, wildfires are uniquely volatile. They can shift direction quickly, cover vast terrain, and lead to long-term business interruptions. While sectors such as tourism, forestry, mining, and agriculture are traditionally seen as vulnerable to wildfires, manufacturing, warehousing, and distribution operations are now facing similar risks. This 2025 wildfire season, insurers, brokers, and insureds must adopt a proactive, risk-aware mindset&mdash;identifying exposures, implementing mitigation strategies, and leveraging advanced technologies to stay ahead of emerging threats.
<h4>Why Wildfires Are Different from Other Natural Catastrophes</h4>
<ul>
<li>Rapid Spread &amp; Volatility: Wildfires can change direction without warning, complicating evacuation efforts and asset protection.</li>
<li>Long-Term Business Impact: Even if flames never reach a facility, smoke damage, road closures, and utility outages can halt operations for weeks.</li>
<li>Cascading Secondary Risks: Hazards like landslides, water contamination, and reduced insurability in fire-prone areas compound the challenges of recovery.</li>
</ul>
<h4>Wildfire Outlook for 2025</h4>
This year, Canada is on track to experience its second-worst wildfire season on record. Rising temperatures and dry conditions have already led to significant wildfire activity across British Columbia, Alberta, Saskatchewan, Manitoba, and Ontario.&sup1; According to Public Safety Canada, wildfire risk across western Canada is expected to rise sharply in July and remain well above average through August - particularly in southern B.C. Eastern Canada may see near-normal conditions, though late-summer projections remain uncertain.
<h4>New Vulnerabilities in Manufacturing &amp; Warehousing</h4>
For manufacturing, warehousing, and distribution operations, wildfires represent not just a physical threat&mdash;but a severe operational disruptor. Key vulnerabilities include:
<ul>
<li>Concentrated Assets: Large volumes of stock and high-value equipment housed in centralized facilities increase potential losses.</li>
<li>Outdoor Inventories: Items like trailers, pallets, or vehicles stored outside are highly exposed to radiant heat and embers.</li>
<li>Operational Disruption: Wildfires can trigger widespread delays in production and logistics due to shutdowns, road closures, and equipment downtime.</li>
</ul>
Additional secondary risks include:
<ul>
<li>Smoke Infiltration:&nbsp;Smoke can damage sensitive manufacturing processes, spoil goods, and pose health risks to employees.</li>
<li>Utility Failures: Power outages may idle production lines, affecting fulfillment timelines and revenue.</li>
<li>Logistics Gridlock: Transportation and distribution operations may be halted by evacuation orders or impassable routes.</li>
</ul>
<h4>How Insurers and Brokers Can Help Clients Mitigate Wildfire Risk</h4>
Wildfire is a complex risk that demands collaboration. Brokers can play a unique role in educating clients, assessing exposures, and activating risk mitigation strategies with insurer support.
Build Business Resilience
A solid business continuity plan (BCP) is a cornerstone of operational resilience. Whether the business is large or small, a BCP ensures that critical functions can continue&mdash;even in the face of disruption.
Sovereign provides tools to help clients strengthen continuity strategies and protect their people, property, and operations.
<a href="https://www.sovereigninsurance.ca/advice-and-tools/managing-risk/5-steps-for-developing-a-business-continuity-plan" title="" target="">5 Steps for Developing a Business Continuity Plan</a> <a href="https://www.sovereigninsurance.ca/advice-and-tools/tools/safeguarding-your-equipment-in-challenging-times">Safeguarding Your Equipment in Challenging Times</a>
<h4>Stay Ahead with Nat Cat Radar Alerts</h4>
In 2024, Sovereign launched Nat Cat Radar&mdash;a digital tool that integrates satellite imagery, government data, and policyholder information to help identify clients at risk from active wildfires.
Brokers who subscribe to Nat Cat Radar Alerts receive notifications when a client&rsquo;s property is within 100 km of an out-of-control wildfire. Alerts include timely mitigation resources to support emergency planning, site protection, and activation of BCPs.
Brokers have already used Nat Cat Radar to prompt proactive site evacuations and risk prevention steps during the 2024 season.
<h4>Risk Assessments Before and After the Fire</h4>
Even after a wildfire has passed, brokers should remain vigilant for ongoing risks like structural damage, supply chain delays, and utility disruptions.
<ul>
<li>Prioritize High-Risk Locations:&nbsp;Facilities near forests or on sloped terrain may benefit from site-specific engineering assessments.</li>
<li>Identify Coverage Gaps: Review business interruption, contingent BI, and extra expense coverages to ensure they reflect current needs.</li>
<li>Leverage Risk Engineering Support: Sovereign&rsquo;s Risk Engineers are available to conduct customized resilience assessments for high-exposure clients.</li>
</ul>
As the 2025 wildfire season intensifies, Canadian businesses face mounting uncertainty. But with thoughtful planning, the right tools, and strong partnerships, resilience is within reach. At Sovereign, we&rsquo;re committed to helping build a stronger Canada&mdash;by supporting the businesses and communities we serve.
Want to learn more about wildfire mitigation strategies or Nat Cat Radar? <a href="https://www.sovereigninsurance.ca/contact-us">Contact us!</a>

Source: &sup1; Public Safety Canada &ndash; <a href="https://www.canada.ca/en/public-safety-canada/news/2025/06/ministers-present-2025-wildfire-season-forecast.html" title="" target="">Ministers Present 2025 Wildfire Season Forecast</a>

Wildfires Do More Than Burn

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Wildfires do more than burn

In today&rsquo;s competitive commercial insurance landscape, success isn&rsquo;t only measured by how long a company&rsquo;s been around &mdash; it&rsquo;s measured in how it thinks, adapts, and innovates.<o:p></o:p>
After more than 70 years in the industry &mdash; and a few reinventions along the way &mdash;&nbsp; Sovereign Insurance&rsquo;s journey has proven one thing: staying relevant requires a challenger mindset.<o:p></o:p>
Rather than playing it safe, the insurer embraced bold thinking &ndash; modernizing its products, redefining how it collaborates with partners, and building a culture that values purpose and innovation.<o:p></o:p>
Focus fuels advantage<o:p></o:p>
It&rsquo;s a mindset that&rsquo;s equipped Sovereign to think big-picture &ndash; and recognize that standing out meant honing in, says Colette Taylor, Sovereign&rsquo;s COO.<o:p></o:p>
&ldquo;Rather than trying to be everything to everyone, we chose to be a top niche carrier,&rdquo; she says.<o:p></o:p>
The company made a deliberate shift to sharpen its focus on midsize to large commercial industries including manufacturing, construction and contracting, wholesale, warehousing and transportation, and energy and resources.<o:p></o:p>
Sharper focus enabled Sovereign to deepen its underwriting expertise and deliver greater value where it matters to their partners and clients the most. This gave the company the foundation it needed to innovate upon.<o:p></o:p>
Innovation reflects adaptability<o:p></o:p>
Because when you think like a challenger, innovation becomes habit &mdash; and complacency doesn&rsquo;t stand a chance.<o:p></o:p>
That&rsquo;s core to how Sovereign approached modernizing its products in 2023 and 2024, when it launched a new suite of base wording &mdash; comprehensive, bilingual, digitally accessible, and customizable. &ldquo;The goal wasn&rsquo;t just modernization; it was creating meaningful solutions that reflect the realities Canadian businesses face today,&rdquo; Taylor says.<o:p></o:p>
These product updates weren&rsquo;t a one-time effort either &mdash; they were part of a larger shift in how Sovereign views its role in a constantly evolving market: proactive, adaptive, and responsive to real-world needs.<o:p></o:p>
Collaboration drives growth<o:p></o:p>
Sovereign&rsquo;s challenger mindset also reshaped how it collaborates externally.<o:p></o:p>
It redefined relationships with broker partners &ndash; moving beyond traditional models to focus on deeper listening, faster responsiveness, and co-creating solutions that anticipate client needs.<o:p></o:p>
&ldquo;Our claims model, risk engineering services, and program development were directly shaped by what we heard from our partners,&rdquo; says Taylor.<o:p></o:p>
Programs like Sovereign&rsquo;s concierge claims and risk engineering for top partners aren&rsquo;t just service upgrades &mdash; they&rsquo;re evidence of a mindset that prioritizes agility, mutual trust, and meaningful partnership over rigid processes.<o:p></o:p>
Culture builds resilience<o:p></o:p>
Internally, Sovereign&rsquo;s Employee Value Proposition is another example of challenger thinking at work.<o:p></o:p>
Facing a highly competitive talent landscape and retiring Canadian workforce, Sovereign invested in creating a strong culture where innovation, collaboration, and purpose-driven work could thrive.<o:p></o:p>
&ldquo;Because market challengers recognize true resilience begins with its people,&rdquo; Taylor says. &ldquo;Our partners and clients benefit directly from our talented team. When you like what you do, who you work with, and feel part of building something special, it makes a big difference and it shows up in everything we do.&rdquo;<o:p></o:p>
Mindset matters most<o:p></o:p>
Reflecting on the company&rsquo;s rich Canadian history and evolution over the past seven decades, Taylor says the journey hasn&rsquo;t always been smooth.<o:p></o:p>
&ldquo;Competing against larger players for talent and market share hasn&rsquo;t been without its challenges,&rdquo; she says.&nbsp; &ldquo;Like the rest of the industry, we&rsquo;ve faced numerous challenges &ndash; from regulatory changes and economic fluctuations to the evolving expectations of clients and partners.&rdquo;<o:p></o:p>
But challengers know resilience isn&rsquo;t just about weathering change &ndash; it&rsquo;s about embracing it, she adds.<o:p></o:p>
&ldquo;Throughout it all, the one constant that has set us apart is our ability to question the status quo and seek out innovative ways to add value. Being future-ready means it&rsquo;s the intangibles &mdash; mindset, culture, relationships &mdash; that matter most.&rdquo;<o:p></o:p>
Looking ahead, Sovereign is poised for growth: focused on leveraging innovation and technology, creating new opportunities for partners and flexible solutions that meet evolving client needs &nbsp;&mdash; all grounded in the challenger mindset that brought it here.<o:p></o:p>
&ldquo;We&rsquo;re ambitious about doing things better &mdash; not just bigger,&rdquo; Taylor says. &ldquo;Mindset isn&rsquo;t something we talk about once a year. It&rsquo;s how we navigate change every day, and how we&rsquo;ll keep moving forward.&rdquo;<o:p></o:p>

How did a challenger mindset redefine Sovereign's Journey?

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Team-building exercises in the workplace can help build trust among employees, improve camaraderie, and increase collaboration, innovation, and morale. These are many of the same goals that DEI (diversity, equity, and inclusion) programs aim to achieve, so it&rsquo;s well worth integrating DEI into your next team-building event.
In fact, when organizations incorporate DEI into team-building events, they can help to foster a greater understanding of the diverse backgrounds and experiences of employees, which in turn can cultivate greater empathy and respect.1
DEI team-building ideas
There are many ways to not only celebrate diversity at your organization, but also cultivate a better appreciation for and understanding of DEI within your organization. Here are some DEI themed ideas to consider incorporating into your next teambuilding event:
Guest speakers: Bring in guest speakers who specialize in DEI topics, such as cultural awareness, understanding stereotypes, and unconscious bias. Events can be held in person or online but be sure to leave time afterward for questions and discussion among employees.2
DEI book club: A fun way to explore different viewpoints is through a book club, where books are chosen based on DEI themes such as race, gender, disability, etc. Make sure the books selected are engaging (you don&rsquo;t want it to feel like homework) and give employees plenty of time to read the book (at least a month). Then hold an in-person or virtual meeting to discuss.3
Team-building games: Games aren&rsquo;t just fun; they can be educational. A trivia session, for example, can be done either in-person or with remote teams. By divvying employees up into teams and encouraging friendly competition, the event will be more engaging&mdash;helping employees retain what they learn. The idea is to highlight lesser-known facts about DEI to encourage discussion and learning.4
Celebrations: Year-round, organizations can honour observances such as Black History Month (February), Mental Health Awareness Month (May), Pride Month (June) and Women&rsquo;s History Month (October), as well as a diverse range of religious and cultural holidays.5 These could be ideal times to share educational resources, demonstrate allyship, and amplify the voice of non-profits or charitable organizations working in this space.
Volunteer: Another option is to offer volunteer opportunities for employees&mdash;as a team&mdash;in the community, such as serving food to the unhoused or helping at a charity event, which can create camaraderie while fostering greater understanding and empathy for others.
<h4>Sovereign: DEI in action</h4>
Sovereign Insurance put DEI into action during a team-building event at its 2023 Claims Conference in Calgary, which brought together 52 team members from across Canada. The conference&rsquo;s theme, &lsquo;The power of connection,&rsquo; emphasized the importance of building strong relationships with peers and with the community.
One of the highlights of the conference was a team-building activity that included participants simulating accessibility challenges. By experiencing first-hand the limitations of loss of sight, hearing, or touch, the team gained a better understanding of the widespread need for differently abled and disability accommodations.
The team also built wheelchairs for the Calgary Drop-in Centre, to create a meaningful and tangible impact for the community. As a result, nine wheelchairs were donated to those in need, and the team was proud to show their commitment to diversity and inclusion.
&ldquo;For our Claims Conference, we wanted to select an activity that allowed us to both collaborate as a team and reflect upon our commitment to making a positive impact in our communities,&rdquo; says Larissa Maclean, Assistant Vice-President of Claims at Sovereign Insurance.
&ldquo;The challenge activities supported our ongoing commitment to DEI, allowing us to gain insight into the challenges faced by those who are differently-abled, and resulted in the donation of nine wheelchairs to a local organization&mdash;a win-win!&rdquo;
These activities were organized through <a href="https://www.outbackteambuilding.com/">Outback Team Building &amp; Training</a>, a team building and employee training provider in North America that offers more than 60 team-building and training solutions endorsed by thousands of corporate groups across North America.6
&nbsp;
Sources:
1 &ldquo;15 Fun Diversity Team Building Activities&rdquo; (Teamland, accessed Jan. 16, 2024). <a href="https://www.teamland.com/post/fun-diversity-team-building-activities">15 Fun Diversity Team Building Activities (teamland.com)</a>
2 Angela Robinson; &ldquo;18 Virtual Diversity And Inclusion Activities For Workplaces&rdquo; (teambuilding.com, Oct. 24, 2022). <a href="https://www.teamland.com/post/fun-diversity-team-building-activities">15 Fun Diversity Team Building Activities (teamland.com)</a>
3 Collin Waldoch; &ldquo;Diversity and inclusion Team Building Activities (10 Options), (Water Cooler Trivia, Apr. 1, 2022). <a href="https://www.watercoolertrivia.com/blog/diversity-and-inclusion-team-building-activities">Diversity And Inclusion Team Building Activities (10 Options) (watercoolertrivia.com)</a>
4 &ldquo;15 Fun Diversity Team Building Activities&rdquo; (Teamland, accessed Jan. 16, 2024). <a href="https://www.teamland.com/post/fun-diversity-team-building-activities">15 Fun Diversity Team Building Activities (teamland.com)</a>
5 Grace He; &ldquo;Diversity and Inclusion Activities &amp; Ideas for the Office in 2024&rdquo; (teambuilding.com, Dec. 12, 2023). <a href="https://teambuilding.com/blog/diversity-and-inclusion-activities">Diversity and Inclusion Activities &amp; Ideas for the Office in 2024 (teambuilding.com)</a>
6 Outback Team Building, accessed Jan. 16, 2024. <a href="https://www.outbackteambuilding.com/">The #1 Corporate Team Building Company | Outback Team Building</a>

DEI-themed ideas for your next team-building event

Accidents happen quickly and without notice. Therefore, we have listed some important tips to remember if you are faced with a motor vehicle incident. Use this kit as a tool to aid you in making a claim in the event of a motor vehicle accident.&nbsp;
To use a digital version of this tool, click the "Download Tool" button above. Once the PDF file is downloaded and opened in Adobe Acrobat Reader, click the "Fill &amp; Sign" button in the right column to start digitally filling the PDF file.

Automobile Accident Reporting Kit

In the event of a cyber-attack, properly prepared businesses take immediate action, whether it&rsquo;s putting their IT team on the case, or calling in experts like a cyber breach coach. While having a response plan in place is vital to mitigate risks such as business interruption, regulatory fines, or legal costs, there&rsquo;s another critical side to the cyber security coin: prevention.&nbsp; With shifts in our work lives and technology usage, new cyber risks have emerged. For example, a recent study found that 82% of IT leaders believe their company is at greater risk of phishing attacks when employees are working remotely. 1 In addition, with many employees using personal devices for work, IT professionals are worried about security risks such as downloading unsafe apps, malware infections and software updates.2 In this changing landscape, it&rsquo;s crucial for businesses of all sizes to take a proactive approach to cyber protection. Having the right safeguards in place can help prevent a range of cyber losses &mdash; from data breaches and theft of intellectual property, to financial losses stemming from social engineering, ransomware, and other attacks.&nbsp; Here&rsquo;s a look at key measures that can help protect your business from cyber losses: Employee training programs and simulations: Human error&mdash;meaning an unintentional action or lack of action that allows a cyber incident to take place&mdash;is behind nearly all successful data and security breaches.3 That&rsquo;s why employee training and education is so vital: it can help you avoid cyber incidents and strengthen your organization&rsquo;s overall cyber security culture. 4&nbsp; The Canadian Centre for Cyber Security recommends organizations consider education and training topics such as: creating unique passphrases and complex passwords for all accounts; using the internet and social media safely in the workplace; using approved software and mobile applications; and identifying malicious emails. 5 You can then put that training to the test with attack simulations. These allow you to see how employees would respond to different types of attacks, in real-world situations. For example, a phishing test sends employees a fake malicious email and/or a fake website to see if they&rsquo;ll open attachments and/or click on the links, or if they report the suspicious email.6 Vulnerability scans and penetration tests: On the IT side, you can test your organization&rsquo;s defenses with vulnerability scans and penetration tests. Vulnerability scanners are automated tools that allow organizations to check if their networks, systems and applications have security weaknesses that could expose them to attacks. 7&nbsp; Common vulnerabilities include substandard backup and recovery; weak authentication management; and poor network monitoring, among others. 8 Penetration testing, also known as a &ldquo;pen test&rdquo; or &ldquo;ethical hacking,&rdquo; goes beyond vulnerability scanning. Using a mix of automated tools and manual techniques, a penetration test identifies vulnerabilities and then attempts to exploit those vulnerabilities. 9 To illustrate the difference between vulnerability scans and penetration testing, a cyber security firm uses this analogy: A vulnerability is like walking up to a door, checking to see if it&rsquo;s unlocked, and stopping there. A penetration test not only sees if the door is unlocked, but also opens the door and walks right in.10 Cyber security consultants: While cyber breach coaches help organizations deal with the aftermath of a cyber-attack, cyber security consultants are often hired to build the right defenses. These experts provide a range of services, including IT systems auditing, system monitoring, building firewalls and helping organizations stay compliant with government regulations.&nbsp; Cyber security consultants are typically involved with every employee contact point for company data, including devices, applications, data storage and internal networks. Knowing how staff interact digitally allows these experts to identify potential weaknesses and plan for how to protect against them.11 As risks evolve, a proactive approach to cyber protection is crucial. When planning your defense strategy, it&rsquo;s important to consider insurance coverage that&rsquo;s specifically designed to address the unique and emerging risks to your business.&nbsp; The Sovereign Secure TechPro product suite offers a new Policy wording that includes Technology E&amp;O and Cyber Liability with enhanced first and third party liability coverages. This new modular product offers flexible coverages adapted to the unique and emerging risks to Canadian businesses &ndash; giving policyholders more of what they need and less of what they don&rsquo;t. So not only is their policy comprehensive, but they&rsquo;re getting great value too.&nbsp; Contact your broker to learn more.
&nbsp;
 
&copy;2021 The Sovereign General Insurance Company, a member of The Co-operators group of companies. Sovereign&reg; is a registered trademark of The Sovereign General Insurance Company. Not all advertised products may be available in all jurisdictions. For full terms and conditions, including coverage limitations and exclusions, please refer to the policy wording. The Sovereign General Insurance Company is committed to protecting the privacy, confidentiality, accuracy and security of the personal information that we collect, use, retain and disclose in the course of conducting our business. Visit sovereigninsurance.ca or call toll free at 1-800-661-1652 to learn more.
 Sources
1,2 Tessian, <a href=" https://www.tessian.com/blog/hybrid-working-cybersecurity-risks/" target="_blank" rel="noopener">&ldquo;How hybrid-remote working with affect cybersecurity,&rdquo;</a> Sept. 2020 3 Hacker News, &ldquo;<a href="https://thehackernews.com/2021/02/why-human-error-is-1-cyber-security.html" target="_blank" rel="noopener">Why human error is #1 cyber security threat to businesses in 2021</a>,&rdquo; Feb. 4 2021 4,5 Canadian Centre for Cyber Security, <a href="https://cyber.gc.ca/en/provide-employee-awareness-training" target="_blank" rel="noopener">&ldquo;Provide employee awareness training,</a>&rdquo; Feb. 16 2021 6 Dashlane, <a href=" https://blog.dashlane.com/phishing-test/" target="_blank" rel="noopener">How to run an effective phishing test at work</a>, March 7 2020 7, 9 Rhino Security Labs, &ldquo;<a href="https://rhinosecuritylabs.com/penetration-testing/need-vulnerability-scan-penetration-test/" target="_blank" rel="noopener">Do I need a vulnerability scan or penetration test?</a>&rdquo; 8 Logsign, &ldquo;<a href=" https://www.logsign.com/blog/what-are-the-types-of-cyber-security-vulnerabilities/" target="_blank" rel="noopener">What are the types of cyber security vulnerabilities</a>?&rdquo; 10 Control Scan, <a href="https://www.controlscan.com/penetration-tests-vulnerability-scans-different/" target="_blank" rel="noopener">&ldquo;Penetration tests vs. vulnerability scans: What&rsquo;s the difference?&rdquo;</a> 11 EC-MSP,<a href=" https://www.ecmsp.co.uk/it-blog/cybersecurity-consultant-for-business" target="_blank" rel="noopener"> &ldquo;What can a cyber security company do for your business?&rdquo;</a>

Cyber loss prevention: How to mitigate cyber risks to your business

For commercial business owners, few things are more frightening than the thought of a fire ripping through their workplace. The potential loss of business and damage to property pales in comparison to the risk of losing lives.&nbsp; Most workplace fires can be avoided if the right precautions are taken. But if a fire does occur, a fire safety plan can minimize the impact, as it identifies specific actions that should be taken. Not only is a fire safety plan essential to help keep people safe, it&rsquo;s also the law in many cases. In Canada, fire safety plans are required by provincial regulations and local fire codes for certain types of buildings and occupancy types.1&nbsp; While plans should be tailored to the specific property or business, generally they must detail: a safe and orderly way for occupants to evacuate the building; proper maintenance and housekeeping required to prevent fires; and how to minimize damage should a fire occur. Typically, owners have to submit their plan to their local fire department for review and approval.2 There&rsquo;s no time like the present to brush up on your current fire safety plan, or familiarize yourself with the essentials if you need to create one. To that end, here are some key requirements and best practices to help ensure your people and your business are protected.&nbsp; Regularly train employees on emergency procedures: Your employees must be aware of what to do in a variety of fire emergencies. Staff training should include instruction on: where the fire alarm pull stations and exits are located; procedures for sounding the alarm; how to alert the fire department; potential fire hazards; how to use portable fire extinguishers; procedures for evacuating the building quickly and safely; and where the exits and muster points (or meeting places) are located. In addition to instructing new hires, be sure to retrain existing staff at least annually.3 Appoint fire wardens: Designated fire wardens are specially trained volunteer employees who help implement the fire safety plan. Fire wardens&rsquo; responsibilities include instructing employees on emergency procedures; checking safety equipment, such as extinguishers and exit doors; alerting authorities in the event of a fire; helping people evacuate quickly and safely; and more. There should be one fire warden for each floor or area (or more to cover absences).4&nbsp;&nbsp; Install highly visible signs: While your employees may be trained on what to do in the event of a fire, they&rsquo;ll likely need visual cues to orient themselves in an actual emergency. Fire safety plans require evacuation diagrams that highlight exits, directional areas, pull stations and more. Diagrams must be permanently affixed to the wall near elevators and exits.5 Inspection and testing of exit signs and emergency lighting should be performed and documented annually.&nbsp; &nbsp; Other signage tips are: ensure exits and other evacuation signs are large enough to be seen from a distance, and illuminated so they can easily be seen in a power outage.6 Avoid displaying too many signs in close proximity, as this can increase the chance of confusion and vital information being overlooked. In addition, post warning signs to remind people to take precautions around hazardous areas of your workplace.7&nbsp; Practice, review, and revise: Fire drills put your fire safety plan into action, ensuring that your employees are familiar with what to do and can evacuate in an orderly fashion. Fire drills should be conducted at least twice a year (or as required by your local jurisdiction). The Canadian Centre for Occupational Health and Safety recommends observing the response to fire drills and adjusting the plan as necessary to ensure its effectiveness.8 Aside from fire drills, your fire safety plan as a whole should be reviewed every year, especially if there are any changes to the layout, content or headcount of your workplace. If there are any changes to your plan, you must notify your local fire department.9 Reviewing and revising your plan will not only help you be prepared in the event of an emergency, it will give everyone in your workplace peace of mind.&nbsp; 
Sources
1,2,8 Canadian Centre for Occupational Health and Safety, &ldquo;Fire Protection&rdquo;&nbsp; 3,9 Brantford Fire Department, <a href="https://www.brantford.ca/en/living-here/resources/Documents/FireSafety/FireSafetyPlan-Guideline.pdf" target="_blank" rel="noopener">&ldquo;Standard Template for Fire Safety Plan Development&rdquo;</a>&nbsp;&nbsp; 4 Fire Monitoring of Canada Inc., &ldquo;The importance of designating a fire warden in your office<a href="https://www.fire-monitoring.com/the-importance-of-designating-a-fire-warden-in-your-office/" target="_blank" rel="noopener">&rdquo;</a>&nbsp; 5 Township of Muskoka Lakes Fire Department, &ldquo;<a href="https://muskokalakes.civicweb.net/document/78051/" title="" target="">Guidelines to Developing a Fire Safety Plan</a>" 6 ProFire Safety Services, &ldquo;How to plan a fire evacuation plan for your business,&rdquo; July 3, 2022&nbsp; 7 Glendining Signs, <a href="https://www.glendining.co.uk/blogs/health-safety-signs-in-the-workplace" target="_blank" rel="noopener">&ldquo;Health safety signs in the workplace&rdquo;&nbsp;</a>

What should be included in your fire safety plan?

Designed specifically with Fleet Managers in mind, use this report template to track your fleet's accident and incident trends to support your drivers in upholding safe and responsible driving practices. Included in this template: are three different registers to help you track trends in your fleet: an Accident/Incident Register, a FMCSA Accident Register and a Violation Register To download the Excel Template, click the &ldquo;Download Tool&rdquo; button above.

Accident/Incident Register

Designed with fleet managers in mind, the Auto Risk Management Toolkit offers helpful resources to protect and support your drivers and help prevent road risks before they happen. The toolkit includes: The benefits of defensive driver training
While preventing accidents to keep people safe is the most compelling benefit of defensive driver training, there are several other benefits.&nbsp; Find out what defensive drivers look out for, the key benefits of defensive driver training, and some key defensive skills and techniques to keep your drivers, and fleet, safe. The importance of pre-hire road tests When hiring new drivers, applicants with years of trucking experience can look great on paper. However, regardless of a candidate&rsquo;s work history, it&rsquo;s crucial for fleet owners and operators to conduct a pre-hire road test to ensure the driver&rsquo;s skills and professionalism are up to speed. Learn what&rsquo;s involved and how to put your drivers to the test.&nbsp; Fleet preventative maintenance checklist template This checklist tracks the periodical mechanical inspections required for your commercial power units and trailers, to help you ensure that critical safety functions have been inspected and managed appropriately. It also keeps a log of the maintenance history of your inspected equipment, so that you can track maintenance/repair trends. Non-commercial vehicle pre-trip inspection checklist template This checklist provides a list of critical items for a driver to check on the vehicle prior to the start of the shift or workday. Completing this checklist not only helps ensure the vehicle is safe to drive, it may also help prevent costly on-road breakdowns. Liquid bulk trucks &amp; trailers: product offloading best practice infographic When offloading product from a liquid bulk truck/trailer, it&rsquo;s critical that drivers remain at the controls. Remind your drivers of this important best practice with this pictogram &ndash; and optional decal!

Auto Risk Management Toolkit

Liquid Bulk Trucks & Trailers: Product Offloading Best Practice

The right candidate for your next job opening might be a person with neurodivergence&mdash;and you shouldn&rsquo;t hesitate to hire them.
&ldquo;Neurodivergence&rdquo; is a non-medical umbrella term that describes &ldquo;the idea that people experience and interact with the world around them in many different ways; there is no one &lsquo;right&rsquo; way of thinking, learning, and behaving, and differences are not viewed as deficits,&rdquo; according to Nicole Baumer and Julia Frueh in an article for Harvard Health Publishing.1
Well-known forms of neurodivergence include dyslexia, autism spectrum disorder (ASD) and attention-deficit/hyperactivity disorder (ADHD). People with neurodivergence often possess highly desirable employee attributes, including those that make them particularly desirable insurance sector candidates.
For instance, people with dyslexia are often creative thinkers who have strong entrepreneurial and interpersonal skills, making them well-suited for such roles as insurance agents and brokers, according to GAIN (Group for Autism, Insurance, Investment and Neurodiversity).2 In addition, GAIN says that:
<ul>
<li>People with ASD are often analytical thinkers with strong attention to detail, which could make them gifted actuaries and loss adjusters.</li>
<li>People with ADHD are good at multi-tasking and working under pressure, so they&rsquo;re often ideal project leaders and underwriters.</li>
<li>People with dyspraxia are problem solvers with good oral and interpersonal skills, so they&rsquo;re well suited to roles such as support services, insurance agents and financial advisors.3</li>
</ul>
However, when it comes to employment, there may be a few accommodations needed to set both the organization and the neurodivergent individual up for success. Leaders should seek to educate themselves about hiring and accommodating these individuals and even consider enlisting outside help.
<h4>Getting started</h4>
If you don&rsquo;t know where to start, there are plenty of resources and tools that can help. For example, <a href="https://readywillingable.ca/">Ready, Willing and Able (RWA)</a> is a national organization &ldquo;designed to increase the labour force participation of people with an intellectual disability or on the autism spectrum.&rdquo;4
RWA is funded by the federal government in partnership with <a href="https://inclusioncanada.ca/">Inclusion Canada</a> (formerly the Canadian Association for Community Living) and <a href="https://autismalliance.ca/">Autism Alliance of Canada</a> (formerly Canadian Autism Spectrum Disorders Alliance), along with their member organizations. RWA can help with education, hiring and ongoing support.
The Inclusive Workplace is an RWA initiative that provides education, resources and tools for businesses and employment agencies, as well as employees with an intellectual disability or on the autism spectrum.5
<h4>Accommodating neurodiversity</h4>
There&rsquo;s no one-size-fits-all approach in accommodating neurodiversity. Since each person is unique, their required accommodations will be, too. Start by asking how they prefer you address their neurodiversity. Some prefer person-first language, such as &ldquo;a person with autism,&rdquo; while others prefer identity-first language, such as &ldquo;an autistic person.&rdquo;6
Also ask how you can accommodate them. For example, if an autistic person has sensory sensitivity, they may request noise-cancelling headphones to block out distractions&mdash;and to feel psychologically safe. Other accommodations could include offering a wider range of resources and tools, revising the hiring and/or onboarding process, enacting policies to create a more inclusive work environment, or supporting a more tailored career path through specific learning and development opportunities.
<h4>Revising the hiring process</h4>
Looking for neurodiverse talent begins with casting a wider net for candidates. That means looking beyond traditional schools and employment agencies to include organizations directly connected with the neurodivergent community.
Neurodivergent individuals may process information differently, so job descriptions should use plain language, focus on the essential skills for the job and state the brokerage&rsquo;s commitment to diversity and inclusion. Job applications should use short, simple questions, and leave room for candidates to include additional information. In some cases, a portfolio or work example might be a better accommodation than a written description of experience.7
Job interviews should be held in spaces that are free of distractions and, if possible, multiple interviews on the same day should be avoided. A candidate may wish to bring a job coach, and it might be more suitable to demonstrate their ability to perform job tasks rather than describe this verbally.
<h4>Making small changes</h4>
Often, it takes only small changes to make workplaces more inclusive and conducive. For example, sensory sensitivities could be addressed by providing accommodations like noise-cancelling headphones, adjustable lighting, a private vs. open concept office space or allowing for several short breaks to manage sensory and emotional overload.
Leaders should communicate clearly, provide instructions both verbally and in writing, and give regular, constructive feedback. Peer or team support, mentoring, social skills training and job coaching can help neurodivergent employees develop stronger social and/or job skills&mdash;and help them climb the corporate ladder in step with their neurotypical peers.
Many of these accommodations require very few resources to implement. In return, organizations will benefit from diverse viewpoints and approaches while gaining employees with valuable skillsets.
&nbsp;
<h4>Sources:</h4>
1 Nicole Baumer, MD, MEd, and Julie French, MD; &ldquo;What is neurodiversity?&rdquo; (Harvard Health Publishing, Nov. 23, 2021). <a href="https://www.health.harvard.edu/blog/what-is-neurodiversity-202111232645">https://www.health.harvard.edu/blog/what-is-neurodiversity-202111232645</a>
2 &ldquo;Neurodiversity is essential to every insurance team&rdquo; (Group for Autism, Insurance, Investment and Neurodiversity, accessed Jan. 14, 2024). <a href="https://www.gaintogether.org/what-we-do.html">https://www.gaintogether.org/what-we-do.html</a>
3 &ldquo;Neurodiversity is essential to every insurance team&rdquo; (Group for Autism, Insurance, Investment and Neurodiversity, accessed Jan. 14, 2024). <a href="https://www.gaintogether.org/what-we-do.html">https://www.gaintogether.org/what-we-do.html</a>
4 &ldquo;Who We Are&rdquo; (Ready, Willing &amp; Able, accessed Jan. 14, 2024). <a href="https://readywillingable.ca/about/">https://readywillingable.ca/about/</a>
5 &ldquo;Latest Resources&rdquo; (The Inclusive Workplace, accessed Jan. 14, 2024). <a href="https://theinclusiveworkplace.ca/en/home">https://theinclusiveworkplace.ca/en/home</a>
6 &ldquo;Identity-First Language&rdquo; (Autistic Self Advocacy Network, accessed Jan. 14, 2024). <a href="https://autisticadvocacy.org/about-asan/identity-first-language/">https://autisticadvocacy.org/about-asan/identity-first-language/</a>
7 Michael Leopold; &ldquo;How to Optimize Job Descriptions for Neurodivergent Job Seekers&rdquo; (SHRM, March 23, 2023). <a href="https://www.shrm.org/topics-tools/news/inclusion-equity-diversity/how-to-optimize-job-descriptions-neurodivergent-job-seekers">https://www.shrm.org/topics-tools/news/inclusion-equity-diversity/how-to-optimize-job-descriptions-neurodivergent-job-seekers</a>

How brokerages and their insurance company peers can support neurodiversity

As Diversity, Equity, and Inclusion initiatives gain traction across sectors, Sovereign has embraced this movement &ndash; and invited its partners to join the journey.
In honour of Canada&rsquo;s <a href="https://www.canada.ca/en/employment-social-development/campaigns/national-accessability-week.html">AccessAbility Week</a> last spring, Sovereign launched a nationwide contest, giving their brokers and partners the chance to win $20,000 in accessibility upgrades for their office space. The winner could choose how the funds would best enhance their space. Suggestions included: ergonomic furniture, such as office chairs or height-adjustable desks; improved signage (for example, in Braille); lighting (for example, dimmable lights or lighting adjusted to circadian rhythms); a corporate wellness room; AODA website compliance (Accessibility for Ontarians with Disabilities Act); and plants to support biophilia &ndash; the idea that humans innately seek connections with nature and other living things.
The contest was inspired by Sovereign&rsquo;s <a href="https://www.sovereigninsurance.ca/diversityinclusionjourney">new redesign of its Calgary office space</a>, which includes accessibility features such as Braille signage, a gender-neutral washroom with a baby change table, enhanced green spaces, ergonomic workstations, adjustable lighting, a wellness room, accessible kitchen appliances and lower countertops, and more.&nbsp;
The winner &ndash; <a href="https://www.mhkinsurance.com/">MHK Insurance</a> in Edmonton &ndash; chose to &ldquo;go green&rdquo; with a biophilia project that included two feature walls and framed pieces that incorporated preserved moss.
&ldquo;We&rsquo;ve been at our location in Edmonton since 1987, so an opportunity to invest in a place that we love and has become a landmark in our community was very exciting to us,&rdquo; says Jana Lumsden, Chief Financial Officer at MHK Insurance. &ldquo;We were just thrilled to win.&rdquo;
<img src="https://files.sovereigninsurance.ca/upload/mceu_83455656111707154947474_20240205124227.jpg" alt="A small seating area with black leather armchairs" /> <img src="https://files.sovereigninsurance.ca/upload/MHK Before 2_20240205124239.jpg" />&nbsp; (MHK Insurance office before installation)
For MHK Insurance, adding plant life to the office was a natural choice. &ldquo;Greenery in the workplace offers more than an aesthetic value,&rdquo; says Jana, who was part of a small committee that was formed to look at all the options and decide which one to implement.
In fact, research shows that in addition to improving indoor air quality, plants and greenery contribute to an environment of reduced stress, enhanced employee attitudes, and increased productivity. &ldquo;Even though we were looking for opportunities to beautify the office, we were also looking to honour the spirit of the contest, which was enhancing the lives of people in our organization,&rdquo; Jana says.
&nbsp;To carry out the biophilia project, MHK enlisted a local horticultural service company, <a href="https://greenjeansinteriorscape.ca/">Greenjeans Interiorscape</a>, which specializes in interior and exterior plant design, maintenance, and installations. The company crafted custom works of art using preserved moss, and the pieces were installed this past December.&nbsp;
<img src="https://files.sovereigninsurance.ca/upload/mceu_89438706221707155208319_20240205124648.jpg" alt="Two people in blue t-shirts and grey baseball caps are installing a plant walll" /> (Greenjeans installing moss walls at MHK Insurance office)
&ldquo;Moss walls are the perfect solution for adding green to a space,&rdquo; says Jennifer Mills, Design &amp; Estimating at Greenjeans. &ldquo;They provide a unique biophilic design element, promote calmness and wellness, and offer an aesthetically beautiful conversation piece.&rdquo; In addition, she adds that moss walls require minimal maintenance, help with noise reduction, and offer a healthier work environment by connecting staff to nature.
For the wall behind the reception desk at MHK, Greenjeans created three, 20-inch maple-framed hexagons, which were painted black and filled with various species of preserved moss and foliage. To play off the colours in MHK&rsquo;s logo, hints of charcoal and golden yellow reindeer moss were included.
For two feature walls &ndash; one in the reception area and one in the boardroom &ndash; Greenjeans created floor-to-ceiling mixed moss walls with various shades of green using different species of moss, as well as charcoal and golden yellow reindeer moss. To complete the design, five maple-framed hexagon accent pieces were incorporated in each as well, featuring elements like mini planters, mixed moss, and preserved foliage. In addition, framed hexagon accent pieces were created for MHK&rsquo;s Calgary office. While the concept of biophilia in the workplace was new to MHK, the company has an ongoing focus on employee wellbeing. Just last year, for example, MHK made a major investment in ergonomic office furniture. &ldquo;We pride ourselves on taking care of our employees and we&rsquo;re always looking for ways to provide a comfortable environment and enhance life at MHK,&rdquo; says Jana.&nbsp;
<img src="https://files.sovereigninsurance.ca/upload/mceu_362711431707155254089_20240205124734.jpg" width="197" height="351" /> <img src="https://files.sovereigninsurance.ca/upload/MHK Office After 2_20240205124746.jpg" alt="A plant wall next to a leather armchair" width="263" height="351" /> (Complete moss wals at MHK Insurance office)
That goes for employees and clients alike. Jana recounts that, just after the moss art was installed, a client walked into the reception area and commented on how beautiful the installations are. &ldquo;It&rsquo;s a great conversation starter with clients, and the reaction in-house has been incredible as well,&rdquo; Jana says. &ldquo;People love the freshness and appreciate the art that it is. It&rsquo;s a spectacular addition to our office.&rdquo;

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