Born from the union of two similarly sized mutuals, La Capitale Insurance and SSQ Insurance, Beneva has embraced its mutualist identity not as a legacy to maintain, but as a value-driven framework to shape its future. Mutualism is embedded into the strategic plan through two clear orientations that prioritise culture and employee mobilisation. These guiding pillars foster alignment and encourage contributions from staff in ways that are both meaningful and impactful.
Fostering a shared culture
Integrating two corporate cultures necessitated a focus on cohesion. The organisation’s strategy revolves around internal alignment, creating meaning through shared experiences and regular dialogue. To this end, structured initiatives have been implemented across managerial and employee levels.
Managers participate in bi-monthly “Contact Meetings” conducted in both English and French, reflecting the bilingual nature of the workforce. These sessions embed mutualist themes into ongoing discussions. Additionally, an annual Leaders Conference brings together managers from across the country to reinforce belonging, recognise peers, and foster cohesion. Senior leadership also participates in Executive Round Tables to align strategic direction and ensure transparency throughout the organisation.
Employees benefit from regular opportunities for engagement, including “Conversation with Management” events, which enable open dialogue with executives. These are complemented by annual celebrations, fostering a strong sense of community.
The Great Consultation
A standout initiative is the “Great Consultation”, launched in 2023. This landmark internal event engaged the entire workforce in shaping the organisation’s future direction. More than 5,400 employees participated in over 500 team workshops, generating 4,500 ideas. From this wealth of input, nine actions were prioritised, and three were selected and presented to management for inclusion in the strategic plan. This initiative reflects a powerful commitment to participatory governance and mutualist values in practice.
Continuous Employee Dialogue
The organisation maintains regular communication and feedback loops, essential to its mutualist ethos. Biweekly anonymous surveys via OfficeVibe capture employee sentiment and alignment. Results are published quarterly, promoting transparency and trust. Additional thematic surveys and focus groups, including those on employer branding and organisational dialogue, offer a nuanced understanding of employee perspectives.
The company intranet serves as a dynamic communication platform, enabling employees to interact with content, comment, and celebrate divisional successes. HR Mornings offer optional sessions for staff to seek clarity on benefits and HR policies, fostering accessibility and responsiveness.
Cultivating mutualist understanding
Recognising that mutualism is not always an immediately understood concept, the organisation structured its approach around four pillars: Discovery, Adoption, Involvement, and Commitment. These pillars guide employees in understanding the organisation’s values, its distinctiveness as a mutual, and their role within the mutualist community.
Concrete initiatives support this progression. Training programmes, including a newly developed mutualism course, are designed to address knowledge gaps identified through employee focus groups. Completion of this course is integrated into performance management processes, with an impressive 80% participation rate to date. In tandem, 85% of employees have engaged in mutualism discussion workshops facilitated by their managers.
Global perspective and social responsibility
As part of its global commitment, the organisation is a proud member of SOCODEVI, a Canadian international cooperative development body. Senior leaders have participated in missions to support mutuals in developing countries, including recent work in Senegal. These experiences are communicated internally to reinforce the social impact and relevance of mutualism on a global scale.
A sustained commitment
Through its rigorous and inclusive approach, the organisation ensures mutualism remains a living, evolving part of its culture. From leadership development and strategic alignment to grassroots employee participation, every layer of the business is infused with mutualist values.
By mobilising its workforce around a shared purpose and fostering open dialogue, the organisation not only honours its origins but also positions itself as a modern, values-led mutual, distinctive in the insurance landscape and resilient in the face of change.
