Hey everyone, welcome back to The Sync
Podcast.
This is the space where we bring together
a
community of inclusive-minded
organizations and people who are committed
to driving real,
lasting impact.
Because inclusion isn't just a concept,
it's a commitment to ensuring no one
is left behind.
Each episode, we sit down with change
makers who are reshaping systems and
building equity in their industries.
And today's guest is doing just that in
the employee benefits
space.
I'm so excited to welcome Gianna
Ricciardi, the co-founder of Vita Assure,
now part of Jones
Deslauriers.
It's a brokerage firm focused on making
employee benefits more accessible and
sustainable
for small and medium-sized businesses
across Quebec and Ontario.
With a mission to help organizations
take better care of their people, Gianna
is challenging the status quo of
traditional
benefits models by combining smart
strategy with a people-first mindset.
Through her work,
she's helping businesses not only offer
more equitable coverage, but build
cultures where
employees feel truly supported.
Welcome, Gianna.
Gianna, welcome to the show.
Thank you so much for having me.
It's great to have you.
I'm sure a lot of people don't think of
inclusion and benefits in the same
breadth.
But I'd like us to start by talking a
little bit about your journey.
Because as I started to
research a little bit more about the
insurance industry, I was surprised to
discover that
only 18% of insurance advisors are women.
And so for you to found a brokerage firm
in this industry is
like you're in a select few, you're in a
hallowed ground.
So talk to us a little bit about what
brought
you to founding Vita Assure and what sort
of like has drawn you to this industry.
Yeah, wow.
I didn't know of that particular
statistic, but definitely, you know, the
insurance
industry has been male dominated.
How did I get here?
Good question.
I've been in this benefit space for
over 20 years now.
I started, you know, working for an
insurance company, I was responsible for
developing a brokerage channel, that was
definitely very male dominated, you know,
older men, when I
started in the business, I was a baby
still, I was like 21 years old, fresh out
of school.
So, you know,
for sure it was interesting.
And then as my career evolved, I ended up
in the consulting space.
And
that was, actually, there was a cultural,
I don't want to say shock, but there was
definitely a
difference between the two spaces, because
there was much more women in the
consulting side than in the
brokerage side, right?
So that was interesting to see.
But I think for me, as I evolved in my
career,
the first thing that I guess, or I guess
the main reason I decided to go on my own
and start Vita
Assure is because I felt that the industry
had become a bit stale.
It was a bit lacking empathy.
And it just felt like I was just saying
the same thing over and over and over.
That was the same
recommendations.
It was the same plot.
And I wanted to bring it back to the
basics.
So for me,
what is insurance all about?
What are benefits all about?
It's about people, right?
So I'm a person
working with HR professionals, finance
professionals, payroll professionals, and
they're making decisions
that affect all of their employees.
And not only the employees, but their
family members.
It's at the
end of the day, that's what we're doing,
right?
So, you know, how did I become an
entrepreneur as a woman?
And I don't know, I never really thought
of it that way.
But I think I will say that I've always
had strong female.
My first director was female.
Even when I moved to the consulting space,
my director
was female.
It's interesting how in a male dominated
industry, I ended up always with female
leaders,
but it happened that way.
And I think that was maybe one of the
things that led, you know, to have a lot
of support in my role and in my evolution.
But one thing I think I do have to say, I
can't take credit
away where it's due, is that my mother, I
think, played a large role.
And they always say it starts with the
home, right?
And so she never treated me and my brother
differently.
So she was tough, but she was
tough on us equally.
So it wasn't because, you know, I'm the
girl that I had to wash the dishes,
or, you know, that I had the same curfew
as he did.
So it might seem trivial, but I think
these things
shape our thinking.
And so I always grew up thinking, I'm the
same as him, we're the same,
right?
And so that coupled with having, you know,
women that have achieved great things in
their
career as my leaders, it just led me to
just, you know, I have an idea, I have
something worth doing,
I can do it.
It doesn't matter that most of the brokers
are men, and it doesn't matter that,
you know, whatever those limits are.
To me, I didn't see it.
So I think not seeing it
helped me have the confidence to kind of
move forward.
So that's it.
So here I am today,
we created Vida Assure, again, always with
that human aspect in mind.
If you go on our website,
you won't see any lighthouses, you won't
see any umbrellas, you won't see any
compasses,
all of our pictures.
I mean, those are great symbols.
They mean that, you know, as brokers,
as advisors, we're here to guide our
clients, but that's not what we're about.
We're about people.
So you'll see people and all kinds of
people, not people in stuffy suits, you
know, people that
represent everybody in the workforce, no
matter what type of job you're doing,
seniority level,
we're here to help people, right?
You know, I, so many things you just said
resonated with me.
And
it really ties into what I've always
believed about the value of the work we
do.
And when I was in the
corporate world, the value of when you see
it, you can be it.
And so you saw women in these roles of
decision-making and impact.
And it allowed you to see yourself taking
a leadership role in your
industry.
The other takeaway for me, and this is
something my daughters have said to me
repeatedly.
So hearing you say this about your mother,
because it's very much what I got from my
mom.
My mom set no boundaries for us.
We never thought that there was anything
we couldn't do.
And one of the
things I always wanted to do for my
daughters, give them a sense that, you
know, any limitations that you set,
you've set for yourself there.
There's otherwise you have no limitations.
Go out there, have the courage to fail,
have the courage to go out there and try
and forget the judgment, forget the
haters, forget all of that
stuff.
Just have the courage to go out there.
We've got your back.
We've got you.
And, you know, the sense
that you had that, how empowering it was
for you to not put those limitations on
yourself that maybe socially
would have been sort of put on you, that's
a gift your mother gave you in a world,
let's face it, that,
you know, may, that was a bit bucking the
trend.
The third thing that I hear when I talk to
female
entrepreneurs is about creating the world
you want to see.
Yes.
And a lot of us start these businesses
because we want, rather than sit there
railing and fighting against the rails in
a world that's not
quite what we think it could be, the
potential it could be, we go and actually,
we create that
landscape ourselves and we create that
space.
And that's what I think you've done
because you're
right.
The typical image that we see when we
think about insurance are the compasses,
are the sort of
that long road ahead kind of imagery that
we see.
And the fact that you brought that human
essence
to the work that you do is probably why
you've been so successful and why I was
drawn to you when you
and I met.
So I think those are takeaways for our
audience.
I think you, you, there's three things
you've already learned from Gianna in the
first question.
So let's, let's like sort of shift focus
because we're in a world that's changed
dramatically.
When I started in HR 30 years ago,
insurance and the benefits offerings were
pretty, pretty consistent across
employers.
They were pretty much
your dental, your health, maybe a few
paramedical services, et cetera.
And now we're seeing an
evolution where we're starting to talk
about, you know, mental health support
through benefits
services.
We're talking about gender affirming care,
the broadening the definition of what
family planning
is and women's health is playing a larger
role in, in what benefits is, employers
are providing in terms of
benefits for their, their employees.
And so what have, what have you seen in
terms of the evolution
of benefits and how it sort of ties to
inclusion?
Yeah, definitely.
There's been a, you know, the
workplace has dramatically changed, right?
So, um, you know, whereas, you know, in
the past and I'm going
way back, the typical workforce, there was
only, you know, one breadwinner, the
spouse would stay at home
to care for the children.
So there was a specific set of needs
there, but now, you know, we're all
over the map, right?
There's so many different types of
families.
There's so many different ages in the
workforce, different generations.
Um, so the insurance companies have had no
choice obviously to adapt and
evolved.
And there's been a lot of movement.
Um, you mentioned gender affirmations.
A lot of plans now
can include, you know, a certain amount of
coverage.
Uh, mental health is huge.
So in that respect,
I think, uh, one of the things that
providers have tried to do is make virtual
services available
because they make that service more
accessible to different types of people.
And then, um, also
expand it on the list of professionals
because before you had to see a
psychologist, you know,
and then, or maybe a social worker.
Now you can psychotherapist, psycho
educators, counselors,
um, Christian counselors, um, marriage
count, all kinds of different types of
professionals,
just all in the hopes of providing better
access because it's such a need.
Right.
But for me,
I think it's not enough that the insurance
companies have all these options.
It's really important that
employers sit with their brokers or their
advisors and discuss how to bring all of
this together and how to
structure the benefit design so that it
meets the unique needs of their workplace
and how
they're going to like wrap that all up.
Because even though a lot of those options
are available,
we don't necessarily, necessarily see that
trickling into the plans.
I hear you.
Well, it's funny you should say that
because I was talking with one of our
clients
a few months ago and we were shocked to
discover also the low utilization.
Like they had what looked
like an incredible offering for their
employees, but there was a low utilization
of some of these services.
And it suggests also that, you know, have
you as an employer taken the time to
understand truly what
your employees are looking for from you?
And how do you make your employees aware
of what those services are and how they
can access those services?
And also removing the stigma
around some of these services, because
some of these things are, it's less that
you're providing them to
employees and the need is definitely
there, but there's still, we live in a
society that has certain
stigmas around accessing some of these
services and the trust between an employer
and an employee
about what am I revealing to my employer?
If I click, I need these services.
So what have you seen?
Have you seen those?
Have you had those conversations with some
of your clients?
Absolutely.
That's like a huge point because a big
part of designing inclusive plans is
education,
communication, and language, right?
So I separated that in three, but
education, keep in mind,
different people absorb information
differently and have different levels of
understanding and knowledge of
what benefits are.
So education is a key important.
Helping employees understand, you know,
what are the
benefits and which situations can you
utilize this?
How do you go about utilizing it?
That's really key.
The other thing when I say communication.
So again, we said different people learn
differently.
So you can have electronic means of
communication, you can have video, you can
have case studies, you can have texts, you
can have images.
And it's for me,
One of the key things is removing jargon.
Yes, this is really, really, really key to
getting messages through to employees.
And so that also brings me to language.
Jargon is one thing, but words matter.
Okay, so, you know, we used to say things
like,
um, oh, you need you, you need
infertility, your infertility treatment,
what message does that send to your
employee, like you feel bad already, like
you don't want to access the care, right?
Then they changed it to fertility, which
was slightly better.
But now it's family planning, right?
Family planning addresses a much wider
array of employees.
Could that be adoption?
Could that be fertility treatment?
Could that be could that, you know,
there's different ways to start a family.
So
So words matter, you know, even when
you're communication using they instead of
she, he, like, these are things that
someone might say, Oh, it's such a small
detail, but it does make a message in
getting things through.
I completely agree.
And when you talked about language, it
actually brings to mind two conversations
I had in my days as a VP of HR.
So one was, you talk about language,
sometimes we assume that, you know,
Sometimes we assume, and we live in Canada
in a, you know, a multicultural, uh,
society, and we have people who hail from
all over the world where, you know,
English or French is their third, fourth,
you know, fourth language, second, third,
fourth language.
And so assuming that what something means
for which these are our first language,
what it means to someone who's an
immigrant may be a completely different
and a false, a misunderstanding or
misinterpretation of what that, that
offering is.
It also, if we look culturally,
there can be certain, there
can be certain stigmas associated with
accessing those services.
I can tell you, I come from the Caribbean,
I come from Jamaica.
The concept of mental health in Jamaica,
no one wants to hear about it.
It's anathema talking about sexual
orientation in Jamaica.
Again, also something that culturally,
they're still evolving a lot in this
space.
And so to assume that what it means to us
in Canada is the same thing to someone
coming from one of these countries is a,
is a fallacy.
And so the second thing is, the second
thing is I used to encourage, I, we
encourage it's inclusive.
A lot of our, our clients to make sure
that you're providing providers that your
employees can identify with.
So if you're a, an Indigenous person,
having a counselor who is Indigenous is
far more powerful and, and they're far
better able to connect with that, that
provider than they are.
Or if they are, if they are provided with
the typical North American or a Canadian,
a white Canadian therapist.
And so I think this is another message
around inclusion is if you really want to
lower your benefits costs and you want to
ensure that people are not having
relapses, make sure that you're providing
the right support systems and services for
your employees.
So like, I think this is such an important
message.
So like, I think this is such an important
message.
So listen, we're, I'm going to talk about
the elephant in the room.
Um, we've got a lot going on south of the
border.
A lot, a lot, a lot.
And so the question I have for you is
where are we seeing sort of positive
influences, you know, in the industry that
may be coming from everything that's going
on, but where are we, are there concerns
that we may be regressing or lagging in,
in, in the services that we are offering
our employees?
Or you in your industry or you in your
industry are offering your clients?
That's an interesting question.
I think one of the benefits of what's
happening, I don't know if we could call
it that, but I will, um, is that, um, I
think Canadians are.
We're not more happy to be Canadian, but
more proud, I guess, more, yeah, more
proud.
Right.
So we're, we're, we're identifying more
with our, with our culture, with what
Canada stands for.
And I think that it will maybe trickle
into benefits plans or, or corporate
decisions that reinforce our Canadian
identity.
So hopefully instead of taking things away
and saying, Oh, they did it.
We can take it away.
And I think, you know, I think hopefully
it will have the opposite impact of
saying, no, this is what we stand for.
Right.
Almost a re reaffirmation of what it means
to be Canadian and what benefits mean in
Canada versus what may be going on
elsewhere in the, uh, in the world.
And it's funny because what you were
saying triggered a thought.
Um, I, I was speaking at a benefits
conference last fall before, you know, I
would say, arguably we knew what was
coming down the pipe.
So one of the things that was really
encouraging when we saw the reversal of
Roe v. Wade,
you know, we, we, we, I think we, as
women long held the belief that, you know,
abortion rights was going to be something
that was sort of set in stone.
And we didn't think that we were ever had
that threatened and actually reversed in
the United States, not, not here in
Canada.
But what was really encouraging to see in
the United States was the way employers
stepped up and their, at through their
benefits providers to be able to make sure
that despite maybe decisions that had been
made legislatively or legally, that they
were providing resources and services that
supported women in their workplaces.
Did you, did you notice that or have
conversations about that?
Yeah, absolutely.
Absolutely.
And you know, in high school, my physics
teacher used to say, action, reaction,
right?
That's physics, something happens,
something else happens.
So when things like this that are so
dramatic and so unexpected happen, you
have to take position.
And so it's time for employers, no matter
where they are in the world, to take
position on what type of workplace they
want to, to have and what they stand for.
Yeah.
I love that.
And talking about, you know, living your
values as an employer and making sure that
all aspects of your organization reflect
those values.
And this was a real, to me, this was a
watershed sort of test moment.
And a lot of employers stepped up to the
plate.
So I was really encouraged to see the
power that employers can play in this
space.
I don't think they really ever explored
this before.
I've never seen this in the benefit space
where employers really exercise that power
in response to something that happened on
a policy level.
So let's shift gears here.
You work largely with small to medium
companies in Quebec and Ontario.
And one of the things that, Vita Assure, I
think you have this niche is that this
space is probably evolving more than large
organizations in the benefit space have
evolved, I would say.
So when I first entered the not-for-profit
space, no not-for-profits were offering
benefits to employees.
It was, that was a feature of large
employers and it wasn't something that
small to medium businesses and
not-for-profits were offering.
And so talk to me a little bit.
Are you seeing a shift happening and why
do you think that is?
Yeah, I think, you know, with just the
economy, globalization, technology,
everything that's going on, more and more
small businesses are competing for the
same talent.
They're competing for the same clients.
I mean, listen, I started my own business.
It's not easy.
I really respect all of my clients that
are in this space.
But you're fighting for the same talent.
So you have to step up to the plate.
And on the flip side, I think that
advances in technology and automation have
also allowed providers to better service
that space.
So, you know, because of some efficiencies
that have been generated in the way we
administer plans or pay claims and things
like that, they have, smaller employers do
have access to a lot of the same things
that larger employers have.
And so I'm always out there saying, don't
assume.
Like, sometimes I meet, you know, smaller
employers and they're like, oh, I can't
get benefits because I only have, you
know, 10 employers or I can't do this.
Or don't say I can't, talk to a
professional, talk to an advisor, talk to
me and we'll figure it out, right?
So, so yes, it's, it's, I think it's
becoming more and more popular, more
common in, in that market.
And a lot of smaller employers have the
advantage of being very close to their
employees, right?
Because they're smaller teams.
And so hopefully they can have a better
understanding of what brings value and we
can, we can, you know, inject some of that
flexibility or, or, or the benefits that,
that meet those needs.
So it's funny you should say that because
I'm kind of, you and I had a little chat
about, you know, chicken and the egg.
Like, I wonder, was it the sort of the
influx of small to medium and
not-for-profits in this space that
influenced a need to be far more
efficient, provide much more flexibility,
to be more adaptable to that growing
market?
Or was it that the evolution of
technology, et cetera, enabled small to
medium businesses to get in?
Like sort of what, what sort of, which way
do you think it, it happened or did it
happen sort of simultaneously?
It's hard to say.
It's one of those questions that I think
we'll never really have an answer to, but
I think if I had to give an answer, it
would be a mix of both, right?
So they both push and pulled each other,
right?
They both, they both influenced the space.
Yeah, that's it.
I absolutely agree that it's sort of a
need was, it was there, the need was
there.
And then you sort of stepped up to the
need, but it actually comes triggers also,
again, talking about inclusion.
One of the value propositions that I've
always said to people about making sure
you're not leaving anyone behind, when you
think of it solely from a business and
profitability perspective, just opening
your mind up to this other market and the
needs of small to medium employers, small
to medium businesses and not-for-profits,
which have grown exponentially in the last
20 years, has opened up the industry to
new markets and also allowed a Vita Assure
to exist and allowed a Vita Assure to grow
and, you know, become acquired as well.
So, I mean, it's just to me a perfect
example of the value of opening your mind
to the possibilities of other markets and
people from different perspectives and
experiences, et cetera.
So, you know, not to toot the horn of
inclusion, but it's just really, you're a
perfect sort of business case or case
study of the value of that.
So, another shift that I'd like us to talk
about, because we just had an election in
Ontario and the Conservatives have a third
mandate in Ontario.
And the question really is, one of the
things that they, of the platforms that
they've had is really around privatization
of our public health care and introducing
private medical services to the Canadian
landscape.
And so, talk to me a little bit about how
you see that impacting the benefits
programs and benefits that employers will
be providing.
Would they be making these accessible to
them?
Does it create sort of two tiers of
society, those who have access to these
and those who don't?
Yeah, that's an interesting question.
I mean, since the beginning of time,
benefits, like employer-sponsored
benefits, have always been there to
supplement the public health care system,
right?
So, even if you look at your policy, if
you pull it out on the booklet, it doesn't
say health care, it says extended health
care, right?
People always ask me, why does it say
extended health care?
It's because it's just topping up, it's
filling the gaps of what the public health
care system is not offering.
And I think that we're a long road ahead,
like a long ways ahead, like before we
becoming a dual, like private and public
system.
For now, we're still a public health care
system, and group insurance providers are
not even allowed to reimburse doctors'
fees.
So, if doctors decide to opt out of the
public system, they're not allowed.
But there's different ways that employers
are saying, well, you know, there's a
need, there's gaps, how can we go further?
One of the big, big, big pushes, I guess,
was when virtual health care became
popular, right?
So, tough medicine apps.
So, the ability to be able to speak with a
doctor, consult a nurse practitioner, get,
you know, a lot of the same services that
we would normally get through a walk-in
clinic.
That's a form of privatization, if you
think about it, right?
It's the employer that's offering this
service.
Health care spending accounts.
So, before we talked about things that we
can do to our plan to make them more
inclusive.
I didn't mention that, but that's actually
a huge way to inject flexibility.
And it also addresses this whole
privatization thing in the sense that you
can submit doctor's fees to a health
spending account.
So, it's an interesting tool that the
health spending account, for those that
don't know what it is, it's an allowance,
I guess it's an allowance that the
employer can offer, and it's completely
flexible.
Let's say you're offering $1,000, imagine
a bank account that has $1,000 in it, but
that could only be spent on medical
expenses.
But, you know, what's a medical expense?
Anything that CRA considers to be a
medical expense, that's huge, right?
So, it's really like, it's the most
inclusive you could be, like you could do
anything, right?
But going back to the privatization, yeah,
it's an interesting, I think employers
will continue, if it adds values to
employees, and of course the benefit, the
offering benefits is to retain and
motivate talent, right?
So, if it adds value, I think employers
will find ways to offer, to help them get
access to care in the private sector.
But, like I said, in the flip side of
that, we have still the federal government
that just launched a federal dental plan,
right?
So, we're having like these opposite,
these opposite things.
Yeah, it's a duel, exactly, right?
Like, who's going to win, public versus
private, right?
So, who knows?
You know, it's funny, I was thinking as
you were talking that, you know, as these
sort of debates are happening, one of the
real values of, you know, one of the
positives to come out of the pandemic
was I think people became a lot more open
generationally to virtual medicine, to
picking up the phone or even doctors who
are, you know, generationally maybe Gen X
or boomers.
I think they also became much more
comfortable with picking up the phone and
saying, let's have a teleconference about,
you know, a health issue.
I talked to my doctor on the phone way
more since the pandemic than I did before
the pandemic.
It used to be find a slot in your calendar
and rush off to the office to get like
five, 10 minutes with them to tell you
something that they very easily could have
told you on the phone
and got you to the next stage of your care
versus that, you know, the inefficiencies
of face-to-face medicine where it's not
needed.
So again, another example of the evolution
of the benefits space, you know, to adapt
to a changing, you know, need.
Yes, absolutely.
And just to go back to your example of
virtual care, it's you're speaking to your
doctor more.
So inevitably, you're probably getting
better care, but don't forget there's
people who have mobility issues that can't
always physically go to the clinic or to
the doctor.
There's people who live en région, how do
you say, in the outskirts, who, you know,
to get proper health care have to really
travel far.
So this is, again, it's huge in terms of
not leaving anyone behind, you know, to
use for terms.
I love it.
I love it.
Because you also reminded me of my years
in the mining industry.
So for those of you who don't know, Canada
is one of the largest mining countries in
the world.
The extractive industry is huge in Canada.
And a lot of our mining takes place in
remote communities.
They're hours away from any major medical
facility.
They may have small medical facilities
semi-locally.
But if you need specialist care or any
sort of specialist diagnosis, you are
getting on a plane and flying somewhere to
go get that care before.
Now your test can be done locally, sent to
a physician, a specialist who's hundreds
of kilometres away, and they can at least
do a preliminary evaluation of your case
and then talk about next steps.
So to me, what's really exciting about it
is it is allowed communities that were,
frankly, we created two tiers.
Urban centres had better access to health
care and people in remote communities were
forfeit.
Like they were literally, you were just
not getting the same quality of support.
And in those communities, it also created
a have and have not.
Those who had larger access to resources,
financial resources, could fly somewhere
for care.
But those who were, you know, you know,
lower income, you know, we were seeing the
death rates and the degree of suffering
from secondary effects of diabetes and
other ailments, just more acute in those
communities.
So I just love the fact that this
tele-health has really brought health care
to include it, to your point, left no one
behind.
And so that's really an exciting sort of
evolution.
Well, we're getting to the end and I, we
have something that we do here on the Sync
podcast.
We ask this, the spotlight question to all
of our guests.
And so one of the things I would love to
have you share with this audience is how
have your values enabled you to drive
impact in your profession?
Like how it, how are they in sync so that
you are really living those values through
your professional work?
That's an interesting question.
I think for me, I'm a hardheaded person,
so my values, I stay true to them.
But I think, you know, going out on my
own, leaving the corporate world behind, I
guess, and starting my own firm.
One of the things that I told myself is
that when you're, when you're like an
entrepreneur or a smaller business, and
you're, I guess, at a certain level of
your career, you can almost choose your
own clients, right?
Like if you're an employee in a big
company and they tell you, handle this
file, well, you handle that file, right?
But when you're a smaller organization,
not formally, it's not that I say I choose
you and I choose you, but you meet people,
right?
You meet different people.
And when I present my values in the way
that I work, in the way that I act with
clients and that I deliver, it attracts
those same values.
Indirectly, you know, I'm picking my
clients, my clients are picking me.
And by working together, we're reinforcing
those values.
And there's a trickle effect of that,
right?
And the more you grow, the more those
values, you know, expand and grow.
So I guess I would say that.
I would say just stay true to your values
and work with people that have similar
values.
It's so important.
It's one of the values of being an
entrepreneur is you're able to...
I love what you said about choosing your
clients.
And, you know, a lot of people think that
you're an entrepreneur, you'll take
whatever client comes your way.
But the beauty of having a strong sense of
who you are as an entrepreneur or as a
business owner and how you want to work
with people who share those values
because, you know, otherwise you could
work in the corporate world.
Otherwise, you can do...
You know, we could go back to, you know,
the worlds we were in before.
So that resonates so much with me because
we founded Synclusiv because we wanted
to make sure that we were doing things
that we thought brought value to our
clients.
But we wanted to work with clients that
shared our values.
And it's such...
It means that work is not as much work.
It's almost...
I was going to say it's more fun.
It's more fun.
Yeah.
It's more enjoyable, right?
It is.
It motivates you to go to work.
Absolutely.
I mean, you spend so much time at work
every day, right?
It might as well be fun.
It's nice when it gives you more than just
a paycheque.
Well, I want to thank you, Gianna, for
joining us today.
I found this conversation so insightful.
I don't think people think of inclusion
and benefits.
And I think you've allowed people to sort
of see that truly making sure you're not
leaving anyone behind means that it's part
of the fabric of everything that we do.
And the benefits space is no different.
So one last thing I did want to ask you is
how can our listeners find you?
I mean, we want them to tap into Vita
Assure.
Definitely.
Listen, I'm on LinkedIn.
Anybody can reach out.
I'll always reply.
You can go to our website, VitaAssure.com.
And our contact info is there.
There's buttons you can click to reach us.
So we're really connected.
I think whether that be phone, email,
text, there's so many different ways to
connect.
And we're really quite responsive.
I don't want anyone to ever shy away if
you're curious, if you want to have a
chat, just click, call, social media,
whatever it is.
Listen, I can attest to that.
That's how I connected with you.
And we've, you know, been together ever
since.
I've also referred you to other clients as
well because, again, we share those
values.
So, you know, thanks again for joining us
today.
And I want to thank our listeners for
tuning into The Sync Podcast.
All the relevant links for this episode
will be in the description box.
And don't forget to join our community.
Share this episode.
Subscribe.
Click like on YouTube.
And engage with us on social media.
Let's keep the conversation going.
So, until next time, we'll meet again.
Thanks for tuning in to The Sync Podcast.
If you enjoyed today's conversation, be
sure to follow and leave a review.
The Sync Podcast is brought to you by
Synclusiv, where we're building inclusive
workplaces that work for everyone.
To learn more about how Synclusiv can
help your organization create real,
measurable change, visit Synclusiv.com.
Until next time, stay in sync.
