The Blog: Paul Avis

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About Paul Avis

Paul is Marketing Director at Canada Life Group Insurance he was appointed as Sales and Marketing Director in November 2009 but focused solely on Group Insurance marketing from January 2013. He previously worked at Ceridian (LifeWorks) as Corporate Development Manager, Employ-Mend as Sales and Marketing Director, Legal & General (Group Risk) as Sales Manager, Unum as Senior Sales Consultant and General Accident (now Aviva) as Senior Life Consultant.
Qualified with BA (Hons) in Cultural Studies in 1987, CIM Marketing Diploma in 1994, Diploma in Management Studies (DMS) in 1996 and gained an Henley MBA in 1999.

Fostering a happy and productive workplace

With productivity at stake and a reduced talent pool to tap into,[1] employee wellbeing has risen to the top of many businesses’ agendas and is no longer merely an afterthought when addressing sickness absence or talent retention. There is an undeniable correlation between a happy, healthy workforce and enhanced productivity with “improvements in employees’ wellbeing also being conducive to economic growth.”

Article by 14 January 2020


Feeling your age? You’re not alone – the world’s population is steadily getting older. Last year, for the first time in history, people aged 65 and over outnumbered children under five years of age globally.[i] And as the population ages, so does the workforce: in the UK, there are now more than 10.5 million workers aged 50 and above, representing a third of the total workforce aged 16 and over.

Article by 12 December 2019

Employee benefits – a crucial aspect of an employer’s brand?

Branding is equally important when it comes to talent attraction and retention. With employment levels at an all-time high,[1] companies across industries are increasingly looking to attract a smaller pool of talent and the job market has become very competitive as a result. Therefore, building a strong employer brand, i.e. what an employer is known and valued for by their employees, is crucial to aid employee attraction and retention.

Article by 5 November 2019

The case for workplace diversity

The UK is facing a skills shortage, with almost a quarter of all vacancies considered skills-shortage vacancies, according to a recent Government Employer Skills Survey.[1] Meanwhile, the prospect of a no-deal Brexit means a shrinking talent pool might shrink further in the near future.

Article by 17 October 2019

Brexit, Borders, and Group Insurance

Much has been made of borders in the speculation around Brexit. While focus has been on the Irish border, there is a generalised desire to limit the imposition of so-called “hard” borders after the UK leaves the European Union. These discussions focus on trade barriers, and what remains very much in the air is how people movement will be affected. While limiting free movement is in essence a political problem, it does have very practical repercussions.

Article by 15 November 2018

Solving the productivity puzzle

At an economic level, productivity is a major issue for the UK Government. Workers are no more productive now than they were on the eve of the financial crisis and there is a productivity gap of 16% when comparing the UK to the other six members of the G7 group of industrial nations. Productivity at an individual employee level is no less important. UK businesses that improve the productivity of their staff are likely to have greater profitability as well as happier and more fulfilled, engaged staff.

Article by 19 March 2018

The Apprentice – You’re hired!

Reflecting on his personal and professional journey, Jack says that his attitude and perspective have changed since his school days, just five years ago. He credits this, in part, to the Apprenticeship Programme.

Article by 24 January 2018

A quiet revolution in employee wellbeing

Subtle yet persistent cultural change is needed to begin a quiet revolution in employee wellbeing. Employers must provide effective support services, regularly communicate their availability and promote positive wellbeing messages. They must also encourage employees to take responsibility for their own health, but know when to intervene in order to minimise the effect absence has on their organisation.

Article by 17 November 2017