En transition avec gratitude

Le 31 décembre 2020 était mon dernier jour en tant que directrice générale de la Société Alzheimer de Montréal. Même si ce fut l’année la plus difficile de ma carrière, je peux affirmer sans aucun doute que 2020 a été la meilleure.

C’était la meilleure année en raison de mon engagement à la mission de la Société d’alléger l’impact de la maladie d’Alzheimer sur les personnes atteintes de la maladie, leurs proches aidants et le système de santé.

Rien de tout cela n’a pas été possible sans le soutien et la collaboration d’une équipe exceptionnelle de collègues motivés, résilients et innovants qui n’ont pas hésité à offrir des services adaptés tout au long de la pandémie.

Je suis très reconnaissante de l’occasion d’avoir dirigé la formidable équipe de la Société. Je tiens à remercier les membres de mon réseau LinkedIn pour les ressources que vous avez partagées, qui ont soutenu mon développement professionnel.

Après une pause en hiver et j’embarquerai sur une autre étape de mon parcours professionnel au printemps 2021.

www.camilleisaacsmorell.com

@Camille21162

Thankful in transition

31 December 2020 was my last day as Executive Director of the Alzheimer Society of Montreal.  Even though this was the most challenging year ever in my career, I can say without a doubt that 2020 was the best ever. 

It was the best ever, because of the deep sense of purpose that anchored my commitment to the Society’s mission of alleviating the impact of Alzheimer’s disease on persons living with the disease, their caregivers and the health care system. 

None of this was possible without the support and collaboration of an outstanding team of motivated, resilient, and innovative colleagues who were unwavering in the delivery of adapted services throughout the pandemic.

I am in a place of gratitude, thankful for the opportunity to have led the amazing team at the Society.  I am grateful to the members of my LinkedIn network for the resources you have shared, which have supported my professional development.

I look forward to a pause in winter, and the start of another chapter in my professional journey in spring 2021.     

www.camilleisaacsmorell.com

@Camille21162

WAYS TO WELLNESS AND EMPLOYEE ENGAGEMENT DURING THE PANDEMIC

The Covid-19 pandemic has presented diverse challenges. The fear of being infected by an indiscriminate virus and compliance with physical distancing guidelines have given rise to economic, technological, and emotional challenges for organizations and their employees. These challenges adversely impact employees’ well-being and their willingness to make the extra discretionary effort at work or to even perform adequately in their jobs.

Admittedly, during a pandemic, keeping employees motivated and engaged is difficult. Basic human needs for personal safety, stable relationships, job security and significance are top of mind for employees facing economic uncertainty, fearing job losses, and carrying the dual burden of professional and personal responsibilities.  When unmet, these needs put employee wellness and engagement in jeopardy. 

Any organization that expects to survive the pandemic must make the well-being of its employees a priority.  A resilient workforce that is in good health and that is engaged, is key to organizational success and benefits people, communities, and businesses.

There is evidence that employee engagement and wellness are strongly correlated 

To preserve employee health and wellness, remote work has become the new normal in the pandemic. However, remote work can adversely impact employee engagement. 

In its April 2020 research report, Driving Connection & Engagement in a Remote Workforce, the US firm Gallagher found that employee disengagement is a big risk with remote work. 

Employees working remotely say they need more structure, boundaries, and expectations from their managers.  They also need to feel connected when changes occur that affect their job.  Remote workers need to know that their individual contribution makes a difference to the customer experience.  

Remote work also puts employee wellness at risk.  McKinsey’s research report COVID-19 and the employee experience: How leaders can seize the moment, found that when remote employees’ physical and mental health needs are taken care of through adequate compensation and benefits, employee engagement improves by 45%.

The report results also demonstrated that fulfilling employees’ stated needs for a stable, secure work experience, trusting relationships, social cohesion and inclusion and individual purpose and contribution, leads to significant improvements in employees’ work effectiveness, engagement, and well-being.         

Five areas of action to support employee wellness and engagement

There are five areas of action that can lead the way to support a thriving workforce that is both well and engaged. 

  1. Communication.  As a first step, organizational leaders must first aim to clearly understand and address employee needs for safety.  Communication should balance optimism and realism, while reassuring employees of leadership’s commitment to transparency

2. Empower employees to adapt to the remote work environment through training on the use of new technology and on new ways of working together productively and effectively

3. Cultural reinforcement and change to ensure that human resources policies meet the needs of a diverse workforce facing diverse challenges

4. Reallocating resources to match adjusted priorities and invest in employee well-being

5. Leadership engagement with employees to validate employee contributions and reinforce the relevance of their work

The pandemic is obviously not business as usual.  We cannot have any illusions that in the post-Covid-19 world that we will return to the pre-Covid-19 way of working.  The pandemic has afforded organizational leaders the opportunity to find better ways of supporting employee wellness through engagement strategies and tactics that should evolve beyond the pandemic.    

Further reading: 

A case study on how the Alzheimer Society of Montreal implemented the five areas of action outlined above is presented in Your Workplace magazine Jan-Feb 2021 Edition Volume 23 Issue 1.

Camille N. Isaacs-Morell is the Executive Director, Alzheimer Society of Montreal.  She passionately believes that an engaged and empowered workforce thrives in an environment of wellness, which is key to organizational excellence and success. 

www.camilleisaacsmorell.com

@Camille21162

La Semaine nationale des proches aidants et du 1 au 7 novembre 2020

Mon papa et moi

Nous serons tous des proches aidants et de plus, nous aurons besoin d’un proche aidant.

Les proches aidants sont le pilier invisible et caché du système de santé

Quatre-vingt-seize pour cent (96%) des personnes qui reçoivent des soins à domicile de longue durée ont un proche aidant non rémunéré. Les proches aidants contribuent 25 milliards de dollars en soins non rémunérés à notre système de santé. En prodiguant des soins à domicile, ils jouent un rôle essentiel pour alléger la pression sur le système des soins de santé.

Avec le vieillissement de la population et l’espérance de vie, le nombre de proches aidants ne diminuera pas. Selon Statistique Canada, 28 pour cent des aidants fournissent des soins à un être cher atteint de maladies liées à l’âge, comme la maladie d’Alzheimer. Le nombre de proches aidants s’occupant des personnes âgées augmentera proportionnellement à la croissance des diagnostics de maladie d’Alzheimer, qui devrait presque doubler, passant de 500 000 à plus de 912 000 en 2030.

Avez-vous considéré l’impact d’être proche-aidant sur votre carrière, sur vos employés et sur la productivité en milieu de travail et les régimes d’avantages sociaux ?

Même si les proches aidants fournissent les soins supplémentaires et soutiennent le système des soins de santé, nous ne pouvons ignorer l’impact de la prestation des soins sur les proches aidants, sur la productivité au travail ainsi que sur l’économie.

Selon Statistics Canada, en 2013, sur 8,1 millions proches aidants au Canada, 6,1 millions étaient employés et devaient concilier les exigences concurrentes du travail et de la prestation de soins. 50% des aidants naturels ont entre 45 et 65 ans, leur période de revenu maximale. Les aidants des personnes âgées atteintes de démence sont plus susceptibles de souffrir de détresse (45%) que les aidants des autres personnes âgées (26%).

Les proches aidants ont besoin d’aide aussi.

Mon père et ma mère, sa proche aidante

J’ai été témoin de première main les effets dévastateurs de la démence sur mon père et de l’impact des soins prodigués sur ma mère. Même si mon père était un bon patient, il avait besoin des soins 24 heures sur 24, 7 jours sur 7. À un moment donné, ma mère a dû être hospitalisée. C’est à ce moment-là qu’elle a compris qu’en tant que proche aidante, elle ne pouvait pas tout faire.

Le proche aidant ne devrait pas avoir besoin de se sentir obligé d’être un héros, même s’ils le sont en réalité. Leur rôle dans la société est à la fois indispensable et inestimable.

À un moment donné, nous serons tous des proches aidants et de plus, nous aurons besoin d’un proche aidant.

Si vous connaissez quelqu’un qui prend soin d’une personne atteinte de démence, ou d’une condition de longue durée, soyez sensible, tendez la main et soyez gentil.

Le 1 au 7 novembre est la Semaine nationale des proches aidants

En savoir plus sur les activités et les ressources de la Semaine nationale des aidants naturels 2020.

L’Appui Nationale

Réseau des aidants naturels du Québec RANQ

Camille N. Isaacs-Morell est la directrice générale de la Société Alzheimer de Montréal. 

National Caregivers Week is 1 – 7 November 2020

My father and me (2010)

At some point, all of us will be caregivers and will be in need of a caregiver.

Care givers are the invisible backbone of our health care system.

Ninety-six percent (96%) of individuals receiving long-term home care have an unpaid caregiver.[i]  Caregivers contribute $25 billion in unpaid care to our healthcare system.[ii] By providing care at home, they play an essential role in alleviating the strain on the overburdened health care system.

With the aging population and longer life expectancy, the number of Canadian caregivers will not decrease.  According to Statistics Canada, 28 percent of caregivers provide care to a loved one with age-related conditions, such as Alzheimer’s Disease.[iii]  The number of caregivers caring for the elderly will increase commensurately with the growth in diagnoses of Alzheimer’s Disease, which is expected to almost double from 500,000 to over 912,000 in 2030.[iv]

Consider the impact caregiving will have on your career, your employees and on workplace productivity and benefit plans

Even though caregivers are providing supplemental care and support to the health care system, we cannot ignore the impact of caregiving on caregivers, workplace productivity and on the economy.

According to Statistics Canada, in 2013, of the 8.1 million caregivers in Canada, 6.1 million were employed and must balance the competing demands of work and caregiving.  50% of caregivers are between the ages 45 and 65, their peak earning years. Caregivers of seniors with dementia are more likely to experience distress (45%) than caregivers of other seniors (26%).[v]

Caregivers also need to be cared for

I witnessed firsthand the devastating effects of dementia on my father and the impact of care giving on my mother.  Even though my father was a model patient, it was still a full-time job taking care of him.  He needed care 24 hours a day, 7 days a week.  At one point, my mother had to be hospitalized.  That was when she realized that as the caregiver, she couldn’t do it alone. 

My father and my mother, his caregiver

The caregiver shouldn’t need to feel that she or he has to be a hero, even though caregivers are heroes.  Their role in society is both indispensable and invaluable. 

At some point, all of us will be caregivers and will need a caregiver.

If you know someone who is taking care of someone with dementia, please be sensitive, reach out and be kind.

November 1 – 7 is National Caregivers’ Week 2020.

Find out more about activities and resources for National Caregivers’ Week 2020

L’Appui Nationale

Réseau des aidants naturels du Québec RANQ 

Camille N. Isaacs-Morell is the Executive Director, Alzheimer Society of Montreal.


[i] Source: Canadian Institute of Healthcare Information https://www.cihi.ca/en/1-in-3-unpaid-caregivers-in-canada-are-distressed Accessed on 1 November 2020.

[ii] Source: Quoted from Hollander et al 2009 and published on Carers Canada https://www.carerscanada.ca/carer-facts/  Accessed November 1, 2020

[iii] Source: Carers Canada A Canadian Carer Strategy http://www.carerscanada.ca/wp-content/uploads/2017/01/CC-Caregiver-Strategy_v4.pdf  ,    Accessed November 1, 2020

[iv] Source: Alzheimer Society of Canada https://alzheimer.ca/en/about-dementia/what-dementia/dementia-numbers-canada Accessed on 1 November 2020

[v] Source: Carers Canada https://www.carerscanada.ca/carer-facts/   Accessed on 1 November 2020

TROIS ANNÉES GRATIFIANTES & ENRICHISSANTES

Patinage 1926 pour Alzheimer – janvier 2020

Ayant atteint presque tous les objectifs de notre plan stratégique, et après trois ans à la Société Alzheimer de Montréal, c’est avec satisfaction et gratitude que je quitterai le poste de directrice générale de d’ici la fin de 2020.

Toujours avec la mission de notre organisation à cœur, j’en suis venu à reconnaître que son prochain engagement de leadership à long terme (d’au moins cinq ans) n’est pas possible pour moi.

Le temps est venu pour moi de prendre une semi-retraite afin de consacrer plus d’énergie à mes obligations personnelles et familiales.

Soyez assuré que je suis pleinement déterminée à assurer une période de transition efficace à mon successeur, pour qui le processus de recrutement a commencé.

Je suis convaincu de la capacité de la Société à atteindre de nouveaux sommets de qualité et d’excellence, et je tiens à remercier sincèrement nos bénévoles, donateurs, partenaires commerciaux et fournisseurs de services pour leurs nombreuses contributions continues et inestimables. Ce fut un plaisir de travailler avec vous tous.

J’inclus le lien vers le rapport d’activité 2019-2020 de la Société Alzheimer de Montréal.

IG Gestion patrimoine Marche pour Alzheimer 2019

camilleisaacsmorell.com

@Camille21162

Voir le tableau d’ensemble…cibler les éléments importants.

THREE INTENSELY REWARDING YEARS

1926 Skate for Alzheimer’s – January 2020

Having achieved almost all the objectives in our strategic plan, and after three years at the Alzheimer Society of Montreal, it is with satisfaction and gratitude that I will be leaving my role as executive director by the end of 2020.

Always with the mission of our organization at heart, I have come to recognize that its next long-term leadership commitment (of at least five years) is not possible for me.   

The time has come for me to semi-retire so that I may devote more energy to my personal and family obligations. 

Please rest assured that I am fully dedicated to ensuring a smooth transition period to my successor, for whom the recruitment process has begun.

I am confident of the Society’s ability to reach new heights of quality and excellence, and I would like to sincerely thank our volunteers, donors, corporate partners, and service providers for their many ongoing and invaluable contributions. It has been a pleasure working with all of you.

I am including the link to the 2019-2020 Annual Report of the Alzheimer Society of Montreal. 

IG Wealth Management Walk for Alzheimer’s – 2019

camilleisaacsmorell.com

@Camille21162

See the BIG picture…Focus on what’s important.

VIOLENCE AND AWARENESS LESSONS LEARNED FROM MY FATHER

A Tribute to my father, John Isaacs on Father’s Day 2020

John Isaacs and Camille Isaacs Morell

Six years ago, I had my last conversation with my Dad. He slept his way into eternity two weeks later, having the final chapter of his life on this earth ended by Alzheimer’s disease.

Father’s Day brings back many memories our long conversations throughout every stage of my life. His wisdom simply expressed and explained continues to serve me well.

Violence and awareness

“Violence begets violence,” he would say when things were getting out of hand in my spats with my older sister. As an educator, he would lecture my sister and me about the virtues of talking things out to clear up misunderstandings.

As an adult, whenever I mentioned to my father that I was not able to clear up misunderstandings with other people through the ‘talk things out’ approach, he would always say, “We are all acting at our level of awareness.” “We cannot understand what we do not know or what we are not aware of. The ‘we’ is two-sided, understanding must work both ways.”

Violence begets violence.

We are all acting at our level of awareness.

The connection between Daddy’s two maxims was patently evident in Nelson Mandela’s biography Long Walk to Freedom.

Nelson Mandela never intended for violence to be the pathway to racial equality. Those who opposed racial equality used violence to enforce the system of apartheid. Mr. Mandela said, “The armed struggle was forced on us by the government.” He was also quoted as saying that “Armed action would continue as a purely defensive action against the violence of apartheid.”

In 1960, Mr. Mandela was jailed because he refused to renounce violence as an option to achieve racial equality with a government that had no interest in dialogue or negotiations with Mandela’s African National Congress (ANC). Freedom came more than twenty-six years later, only when the South African government understood that apartheid was wrong, unsustainable and had to be dismantled.

The current violent protests throughout the USA and the world are a response to the continuing physical and psychosocial brutalization experienced by Black people in the USA and in other parts of the world.

The threats to use military-type force to quash the protests, to arrest and apply the full weight of the law against protesters, are responses that aim to protect the public, but only temporarily delay the next round of race riots and protests.

What is missing in all of this is the political will to build the collective awareness and understanding of the reasons why the USA and other countries, including Canada, are caught up in a spiral of sporadic outbursts of anti-racism rage and sometimes violent protests.

Some of us know that racism persists. Others among us question whether racism exists at all. Most of us cannot agree on a common definition of ‘systemic racism’ and ‘White privilege.’ Conversations on these topics end up being emotionally-charged and mentally draining, causing deep-seated feelings of fear, anger, and resentment to fester.

We will never eradicate racism until we commit to deepening our collective awareness of why racism exists and what we need to do about it.

So where do we go from here?

Let us start by addressing stereotypes.

Stereotypes are perpetuated through images and impressions reinforced in various media.

Courageous dialogues are needed, in fact required, so that we all identify stereotypical images that are offensive to Black people. The aim is to build the understanding why these images are offensive and how they contribute to negative perceptions of Black people by non-Blacks. This understanding could help explain how stereotypes are consciously and unconsciously ingrained and contribute to racially motivated discrimination.

Quaker Oats has announced that it will retire its 130 year-old Aunt Jemima image. Quaker, a subsidiary of PepsiCo, said removing the image and name is part of an effort by the company “to make progress toward racial equality.”

“We recognize Aunt Jemima’s origins are based on a racial stereotype,” Quaker Oats said, adding that the move is an effort “toward progress on racial equality.”

The image of Aunt Jemima, who was originally pictured as a minstrel character, was changed over time. In recent years Quaker removed the “mammy” kerchief from the character to blunt growing criticism that the brand perpetuated a racist stereotype that dated to the days of slavery.

Using the image representing a stereotype of my oppressed ancestors for marketing purposes is personally very offensive to me and to others who share my heritage.

I will go as far as saying that stereotypical images such as Aunt Jemima, are at the root of the experiences of Black professional women who have far too often been mistakenly assumed to be members of ancillary staff by non-Black persons, particularly in the corporate world.

The same is true in other institutions. Many talented professional Black women are often asked to take on ‘kitchen duty’ in our churches and community groups.

Not that there is anything wrong with being an ancillary worker or doing kitchen duty, but society benefits from the best use of the talents of its members, regardless of their race.

Hopeful signs of progress

An increasing number of corporate entities are taking a long, hard look at how they may be contributing to racism. This is a very promising sign. If we can emerge from this period of angst and violence with the resolve to raise our collective awareness of the prevalence and persistence of racism, we will be well on our way to building a better world.

I miss you Dad

www.camilleisaacsmorell.com

@Camille21162

Why we need to hear Derek Chauvin’s side of the story

George Floyd

After watching the 9-minute video clip of Minneapolis police officer Derek Chauvin using his knee to press the last breath out of George Floyd, we need to hear Chauvin’s side of the story.

I swore as I angrily smashed my tablet against my chair and screamed in pain watching Chauvin’s brutality and the indifference of his fellow police officer as George Floyd suffered and died defenselessly.

After seeing the video, the thought of Derek Chauvin being strapped to an electric chair and blasted to his death seemed to me to be the only way to get justice for George Floyd.

To be transparent, as an active participant in the prison chaplaincy in Québec, I do not believe in the death penalty.  I believe in restorative justice – requiring offenders to be accountable for their actions through dialogue and reconciliation with their victims and the community at large.

In the aftermath of my feelings of anger and revenge, I have had some time to reflect and I have come full circle.  I still passionately believe that restorative justice will move us forward to a better world.

I certainly hope that Derek Chauvin is punished to the full extent of the law.  He and persons of his ilk must be locked away.

That said, we need to listen to the voices of evil, even those of Derek Chauvin and his obsequious accomplices.  This is how we can understand why evil behaviour emerges from stereotyping and prejudice.  This understanding offers us the possibility to address and eradicate racism.

As tragic as it is, through this incident, George Floyd has taught the world that there is an enormous amount of work that must be done to establish justice and eradicate the pernicious, malignant disease of racism.

Many lessons are being learned about the challenges, threats and dangers that Black people live with every day.  Many victims of racism and police brutality are now telling their stories, and they are being heard.

Racism has emerged from ignorance and fear that are rooted in the legacy of slavery of Black people.  Racism thrives on the legacy of slavery that has conferred continuing economic power and privilege mainly on White people. Most of us – Black and non-Black people – understand this and show our abhorrence of racial injustice.

Laws have been passed to enshrine racial equality. Prayers are said pleading divine intervention to stop racism and enable us to create a harmonious world.  Commemorative days, rallies, projects, and various activities are held – all of this, to mitigate and eradicate racism.

So why are we still struggling with racial profiling, affirmative action, systemic racism, injustice, and police brutality?

As long as we curse out the racists, punish them occasionally and continue to accept politically correct behavior from those who are too scared to confront their own hidden prejudices, we will never eradicate racism.  Those who perpetuate racism consciously and unconsciously, need to know why racism is wrong and unjustified.

We need to deepen our collective understanding of the fears, beliefs, and responses of people who use the authority entrusted to them to abuse those who are defenseless and vulnerable, particularly those of the Black race.  These “people” include employers, landlords, judges, teachers, corporate executives, politicians, priests, pastors, healthcare workers and many more of us.

This is why Derek Chauvin needs to tell his side of the story, by answering the following questions.

  • What was going through his mind when he first saw George Floyd, an unarmed Black man, alleged to have used a counterfeit twenty dollar bill?
  • Was he acting out of fear based on a stereotypical belief that Black men are violent?
  • Would his approach have been different if he were apprehending a White person or a woman?
  • And if he felt fear, why did he continue to use undue force to torture a defenseless, Black man who he restrained?
  • Did his police uniform and gun make him feel shielded from the consequences of his actions?
  • What was it that emboldened him to continue, even though he was being filmed by persons pleading for mercy, in broad daylight on a busy thoroughfare?
  • Did the fact that there was no objection from his fellow police officer, a member of a visible minority group, make him think that it was okay to act with impunity?
  • Was he so confident that his Police Chief would defend his actions?

Many of us who have been victims of racism may already know or assume that we know the answers to these questions.  But we need to know what goes through the mind of a White police officer when he or she sees a Black person.

The outrage of the George Floyd tragedy will only be appeased for a while if a guilty verdict is rendered.

Racists need more than their day in court.

If as a human race we do not take the time to understand why racism persists, the worldwide outrage will fester and explode again.  We can only eradicate the evil of racism by educating people and helping them to rid themselves of the deep seated reasons why they believe what they believe.

“No one is born hating another person because of the colour of his skin, or his background or his religion.  People learn to hate, and if they can learn to hate, they can be taught to love, for love comes more naturally to the human heart than its opposite.”

– Nelson Mandela

www.camilleisaacsmorell.com

@Camille21162

 

Marchons ensemble pour la maladie d’Alzheimer

 

IG Gestion de patrimoine March pour L'Alzheimer 2020

Comme vous le savez, grâce à mon travail à la Société Alzheimer de Montréal, je me consacre aux efforts pour trouver un remède contre la maladie d’Alzheimer et pour soutenir les personnes vivant avec la maladie, leurs soignants, leurs familles et les professionnels de la santé.

La crise de Covid-19 a mis en lumière le besoin désespéré de prendre soin de nos personnes âgées, en particulier celles qui sont dans des résidences de soins de longue durée. La plupart des familles veulent garder à la maison, leurs proches, en particulier ceux qui sont atteints de la maladie d’Alzheimer et des maladies apparentées.

La Société Alzheimer de Montréal fait partie de la solution.

La Société est à l’avant-garde, offrant des services aux personnes vivant avec la maladie, à leurs soignants, aux familles et aux professionnels de la santé, dans leurs milieux communautaires. Nous ne pouvons y parvenir qu’avec le généreux soutien du public et un certain soutien des subventions gouvernementales.

Bien que la Société Alzheimer de Montréal ait dû fermer nos bureaux à cause de la crise de Covid-19, notre équipe a trouvé des moyens créatifs de continuer à offrir du soutien et de l’information à nos clients et au public. Par exemple, entre le 14 mars et le 11 mai,

  • Notre service d’accueil et de référence a soutenu 186 clients à distance, principalement par téléphone, offrant plus de 365 heures de consultation et de conseil.
  • Plus de 70 familles ont été contactées chaque semaine par nos coordinateurs de répit et de stimulation et leurs travailleurs pour fournir des conseils et un soutien aux activités.
  • 38 réunions de groupe de soutien pour les soignants ont eu lieu. 3 groupes hebdomadaires et 8 groupes de soutien mensuels sont en cours. En fait, nous avons augmenté la fréquence des réunions pour nous assurer que les soignants reçoivent le soutien supplémentaire dont ils ont besoin en cette période difficile.
  • Il y a eu près de 3 000 vues des mini-conférences hebdomadaires présentées sur Facebook Live sur des sujets qui profitent aux soignants et aux personnes atteintes de démence qui sont actuellement à la maison.
  • Notre équipe de professionnels qualifiés offre un soutien et des conseils aux professionnels de la santé qui aident les personnes atteintes de démence et les soignants en situation difficile. Ils peuvent nous contacter par téléphone et via une adresse e-mail spéciale.

Comme vous pouvez le voir, la Société contribue au bien-être de nos aînés, en aidant à atténuer l’impact de la maladie et de la crise de Covid-19.

Pour continuer, nous avons besoin de votre soutien.

Nos grands événements de collecte de fonds ont dû être modifiés. Nous ne pouvons absolument pas perdre des fonds pendant cette période de crise critique. Votre soutien est urgent.

Voici comment vous pouvez nous aider.

IG Gestion de patrimoine – Marche pour l’Alzheimer est un événement national de sensibilisation du public qui se déroule dans plus de 250 communautés à travers le Canada le 31 mai 2020. C’est également le plus grand événement de collecte de fonds au pays pour la maladie d’Alzheimer et les formes connexes de démence. En raison de l’urgence sanitaire actuelle causée par COVID-19, la 16e Marche pour l’Alzheimer à Montréal aura lieu en ligne!

Je vous lance un appel de penser à participer ou à faire un don à la Marche de gestion du patrimoine IG pour la maladie d’Alzheimer.

Pour en savoir plus sur les façons dont vous pouvez participer, veuillez visiter le site Web de la Marche pour l’Alzheimer

Pour me soutenir en tant que participant, veuillez faire un don en ligne maintenant. Cliquez ici pour faire un don.

N’hésitez pas à partager cet article dans vos réseaux.

Merci beaucoup pour votre considération et votre générosité.

www.camilleisaacsmorell.com