Eastward Energy: Winner of CANS 2025 Workplace Leader in Safety award

Eastward Energy plays a critical role in supporting the province’s construction, infrastructure, and development sectors. Through the reliable delivery of natural gas and its strong partnership approach with contractors, builders, and project owners, Eastward contributes to safe, efficient, and sustainable construction practices while delivering reliable energy to Nova Scotians. Safety is central to how Eastward operates, shaping decisions, leadership expectations and day‑to‑day work across the organization.

“Innovation focuses on continual improvement and finding safer, more efficient and more sustainable ways to work,” says Kayla Murphy, Environment, Health, Safety, and Wellbeing (EHSW) Supervisor. This includes digital training, safety software, and enhanced communication platforms. “Every decision is made through a lens that supports Eastward’s core values—safety, integrity, accountability, and community.”

“Modern tools and processes are only adopted when they demonstrate safer operations or ways that improve employee experience and better serve Nova Scotians.”

Safety is more than a regulatory requirement at Eastward—it’s a shared responsibility embedded in the company’s culture. The organization has fully embraced the internal responsibility system, ensuring shared accountability and meaningful involvement at every level. It’s woven into daily conversations, leadership expectations, and operational planning. Employees are encouraged to speak up, and leaders actively listen and respond.

Eastward leaders’ model safe practices through transparent conversations, communication and active participation, and they formally document those interactions with employees.

Eastward’s EHSW Program is built on continuous improvement. Monthly data analysis, employee feedback, and collaboration with Joint Occupational Health and Safety committees ensure the program remains responsive to emerging trends. Recent enhancements include digitalizing their competency assessment program, updating the SafeStart program, and implementing BIS Safety Software to improve training record management and digitize field-level hazard assessments. Annual Health and Safety Weeks reinforce these priorities.

Recognition plays a vital role in Eastward’s culture, creating an atmosphere where employees’ efforts are valued and celebrated. Programs like their Fusion Awards allow employees to nominate peers online in categories such as safety, wellness, driving, and beyond. Town hall meetings begin with Proud Moments, encouraging spontaneous recognition and reinforces positive behaviour.

SafeStart, first launched in 2018 and refreshed in 2024, teaches employees to recognize human risk factors such as rushing, frustration, fatigue, and complacency.

“The program gives employees a shared language to discuss human risk factors, and that’s been a huge thing,” says Murphy. This shared language has led to an increase in proactive reporting and a rise in non-work-related incident reports. SafeStart stories are now integrated into Town Halls and safety meetings, where employees share personal experiences—demonstrating that safety isn’t just a workplace requirement, but a life skill.

Eastward’s commitment to employee well-being extends beyond physical safety. Employees receive flex days annually in addition to standard vacation to support family responsibilities, mental health, and personal needs. Two paid Heroic Days each year allow employees to volunteer in their communities, fostering a sense of purpose and pride. Mental health resources are robust, including an employee and family assistance program that provides 24/7 access to counseling and personalized care coordination for mental health, financial, legal, and relationship challenges.

Eastward’s identity as an inclusive, community-focused employer is reinforced through its Belonging, Inclusion & Diversity employee resource group, which organizes education sessions and events for 15 days of acknowledgement each year. “Diversity and belonging really helps drive innovation,” says Murphy. “If you have people with different backgrounds and perspectives, you get better ideas and stronger solutions.”

Contractors are treated as partners, not just vendors, using pre-qualification programs, safety training, and annual recognition events. Through maintaining strong relationships with main contractors, Eastward has built strong channels of communication and alignment on EHS practices.

Looking ahead, Eastward sees both opportunities and challenges. The energy sector faces growing demands around psychological health, climate-related hazards, emergency preparedness, and knowledge transfer as the workforce ages.

At the same time, Eastward is adopting new digital tools, including BIS Safety’s mobile app, to streamline training record management and improve accessibility. Emerging technologies like AI may also play a role in future safety systems.

“I think there’s a lot of exciting things coming to the safety world in the next five years,” says Murphy.