Resources

Policy Ideas – Organizational Culture

Consider Hiring a Newcomer

Peterborough opened its doors to many Syrian refugees in 2016.  As an employer, consider opening your doors to a new talent pool.  To help you prepare, check out the Employer Guide to Hiring Newcomers 2016 produced by seven different agencies.  The resource provides a profile of the Syrian refugees, details on hiring and onboarding support [...]

Accessibility Employer

Here are some compelling reasons for hiring someone with a disability: “11% of disabled people have their trade certificate versus 9% of able-bodied people.” “17% of disabled people have college degrees, which is the same as the able bodied population.” “Hiring workers who have a disability does not adversely affect an employer’s WSIB premiums.” “According [...]

Explore the Feasibility of Telecommuting (a.k.a Telework)

With technology comes opportunities to do our work differently.  Some workplaces are moving toward having their employees work from home.  Depending on what line of business your workplace is in, think about the pros and cons of telecommuting (a.k.a. telework).  To start the “pro” list, check out the list below taken from an article in [...]

“Supporting Employee Success” – Accommodation Planning

The Mental Health Commission of Canada has produced a resource to support workplaces in creating supportive accommodations for employees with mental health issues.  Here is the free document, Supporting Employee Success: A Tool to Plan Accommodations that Support Success at Work. The Commission’s workplace webinar in May 2015 featured this resource. Click here to listen [...]

Learn How to Create Accessible Meetings

There are many requirements under the Accessibility of Ontario with Disabilities Act (AODA).  For general details regarding those requirements and timelines, visit the AODA site.  To learn more about making your meetings accessible, check out this guide: Guide to Conducting Accessible Meetings. Source:  Peterborough County-City Health Unit

Consider the Needs of Transgendered Workers

The needs of transgendered employees are protected under human rights.  It is important to learn more about ways in which employers can create work environments that are inclusive and accommodating.  To get you started in thinking about this, here is a blog post from The BLOG of Canadian Lawyer and Law Times: Employers urged to develop [...]

Supporting Employees in Balancing Work and Caregiving

Family status is a protected ground under human rights legislation so it is important for employers to consider what accommodations might be required.  The Canadian Human Rights Commission has produced “A Guide to Balancing Work and Caregiving Obligations.”  Be sure to check it out. Source:  Peterborough County-City Health Unit

The Law and Return to Work Plans: Supporting Employees with Mental Illness

On November 6, about 100 workplace representatives attended a session hosted by the Peterborough Health at Work Committee and the Peterborough Chapter of HRPA.  Dr. Martin Shain provided a good background on the legal issues around mental health in the workplace.  With seven areas of law influencing a workplace’s duty to provide a psychologically safe [...]

Psychological Health and Safety in the Workplace: An Action Guide for Employers

The Mental Health Commission of Canada has produced a resource for employers to support them in implementing the new standard.  To help you get started with this tool, there is a free 60 minute “on demand” webinar featuring the two authors of the guide.  For more information and to register visit: http://www.ccohs.ca/products/webinars/psych/ Source: Peterborough County-City [...]

Overview of New Standard on Psychological Health and Safety in the Workplace

The Mental Health Commission of Canada (MHCC) hosted a webinar on the new Psychological Health and Safety in the Workplace Standard in January 2013.  A video of the webinar as well as the slides from the presentation are now available for download and viewing.  Visit the MHCC website. Source:  Peterborough County-City Health Unit

Dealing with Mental Health in the Workplace: Are you ready?

Only one in four employees feel their supervisor handles mental health issues well and only 56% of managers say they have received any training on mental health.    These are only two of the interesting findings you can find in a report produced by the Conference Board of Canada. In June 2011, they released the [...]

“Work Without Walls”

In his book, The Workplace Revolution, Matthew Gilbert shares a number of strategies for creating a healthy workplace.  One such strategy is to “work without walls.”  An open and transparent organization will have more engaged and dedicated employees.  It creates a culture of respect and value.  Develop a policy that reflects this by including such practices as [...]

Aging Workforce – Local Project

Over two years ago, the Workforce Development Board, Trent University and the Trent Centre for Community-Based Education partnered up to take a local look at the aging workforce.  The research involved talking with older workers as well as employers.  The following reports have been generated: Older Worker Stories Project – Final Report Summary of Older [...]

Tuning Into Workplace Culture: A Practical Guide for Employers

The Health at Work Committee of Peterborough recently published a resource for employers that addresses organizational culture.  The following is the Table of Contents for the Guide: INTRODUCTION SECTION 1:  Comprehensive Workplace Wellness SECTION 2:  Organizational Culture Basics SECTION 3:  Assessing Culture SECTION 4:  Assessment Tools SECTION 5:  Taking Action: Next Steps SECTION 6:  Strategies [...]

Assess the Health of Your Organization

If you’re feeling like the culture of your workplace needs some tweaking, consider doing an assessment to get a read on how things are right now.  There are many tools available but two that we recommend include the Healthy Organization Assessment (c) by Dr. Graham Lowe and the CMHA’s Culture Survey.  Read below for brief [...]

Organizational Culture Symposium – October 21, 2010

On Thurdsay, October 21, the Peterborough Health at Work Committee hosted a half day symposium on workplace culture.  Over 100 people attended representing 35 workplaces.  Below are links to the presentations made by Dr. Graham Lowe and Dr. Fergal O’Hagan: Creating Healthy Organizations Presentation (Dr. Graham Lowe) What Local Workplaces Told Us – Results from a Local [...]

Develop a Comprehensive Mental Health Policy

Consider developing a comprehensive mental health policy that addresses mental health promotion as well as mental illness treatment and management. This may include: Support for assisting employees to stay mentally fit. Staff training about mental illnesses to help reduce the stigma and discrimination. This will help encourage employees to seek treatment, as opposed to trying to [...]

Supportive Managers Promote Workplace Wellness

Managers who take time out from their day to attend workplace wellness committee meetings and participate in health-oriented programming clearly demonstrate their support for employee wellness.  Similarly, managers who offer financial and technical support for wellness initiatives contribute to a positive organizational climate.   Staff members who coordinate wellness committees and programming should consider including management in [...]

Communication is Key

Keep employees informed and in the loop when it comes to workplace goals, plans, and decisions.  That way, employees know what to expect at work.  They feel a greater source of control over their work environment, and this can help reduce stress.  Plus, communication and transparency on the part of management often inspires similar behaviour [...]

Allow Everyone to Have a Say in Important Decisions

When employees have a say in decisions that affect them, they feel that they have some control over their work environment.  The outcomes of decisions are more likely to reflect employee preferences, which makes for a more supportive work environment and less stress.  Routinely invite employees to participate in making decisions that influence their workplace [...]

Recognize a Job Well Done

Employees are the most valuable asset a workplace has.  Effective employee recognition enhances motivation and satisfaction, increases employee productivity, and contributes to improved organizational performances.  As a management team, consider creating policies that outline programs and actions that recognize employees for their service.  Both informal recognition (i.e. complimenting workers on their performance) and formal recognition [...]

Include Breaks and Rotations in Workplace Regulations

For employees who perform repetitive or forceful tasks, breaks and rotations may prevent strains, injuries, and illnesses that result from work.  Consider creating job rotation or exercise programs for employees in these types of positions.  Be sure to include guidelines for breaks and rotations in workplace policies.   Source:  Brant County Health Unit

Create Financial Incentives and Other Awards for Supportive, Creative Managers

Research shows that employees who have social supports at work are better equipped to cope with stress.  Managers can provide front-line support to those who need it most, helping them manage their stress and reduce workplace stressors.  Creating incentives for managers who creatively support employees will encourage other managers to follow suit.   Source:  Brant [...]

Carefully Manage the ‘Danger Hours’

The period of time between four and six o’clock in the morning is notorious for adverse employee events, from intense fatigue to workplace injuries.  Adjust existing policies to ensure that employees working during this period are able to change tasks, take breaks, or take a moment to exercise.  Workplace policies should also ensure increased ventilation [...]

Ratify Workplace Policies to Combat Ageism

Create workplace policies that prohibit age-biased speech and behaviour in the workplace.  These policies will reduce tensions and enhance respect between employees of different ages.   Source: Brant County Health Unit

Prohibit Excessive Overtime

Excessive or mandatory overtime may only worsen the potentially negative effects of working late into the night or evening.  Make sure that your workplace policies don’t inadvertently urge employees to work during times at which they aren’t scheduled to do so. Source:  Brant  County Health Unit

Place a Limit on Employees’ “Homework”

If your employees regularly take work-related assignments home in the evening to complete during their time off, chances are they’re taking time away from other activities and family time that make up a balanced life.  Considering feedback from employees, create a policy that establishes guidelines for the amount of time that employees should spend on [...]

Conduct Assessments of Employees’ Workloads

Research shows that high job demands, having too much to do over too long a period, and constant imposed deadlines are among some of the most harmful workplace stressors.  As an effort to reduce employee stress, routinely review job demands to ensure that each employee’s workload is manageable and in line with his or her [...]

Enact Flexible Scheduling Options

Develop flexible scheduling policies that allow employees to dedicate a few moments throughout the day to physical activity, personal appointments, family obligations, stress relievers, or other pleasurable activities.  The adjusted work day and flex-time policies allow employees to work the standard number of hours on a daily basis, with flexible start and finish times within [...]

Flexible Schedules Allow for Counselling

Develop flexible scheduling policies that allow employees to attend substance misuse programming or counselling sessions as needed.  The adjusted work day and flex-time policies allow employees to work the standard number of hours on a daily basis, with flexible start and finish times within limits established by management.  More flexibility means that employees are able [...]

Family Benefits

Consider providing flexible, family-oriented benefit packages that can be reassessed based upon family life situations. For example, parents could select different options based on the age of their child(ren), such as opting for orthodontic coverage for braces or day care coverage if children are young. Source: Windsor-Essex County Health Unit

Provide Breastfeeding Support

Facilitate breastfeeding or breast milk expression in the workplace by providing private rooms, milk storage arrangements, adequate breaks during the day, flexible work schedules, and on-site child care facilities. For more detailed information about why you need to support breastfeeding employees, including policy ideas, check out this publication from the Ontario Public Health Association: http://www.opha.on.ca/resources/docs/BreastfeedingFriendlyWorkplace-Sep08.pdf The [...]

Create Financial Incentives and Other Awards for Supportive, Creative Managers

Research shows that employees who have social supports at work are better equipped to cope with stress.  Managers can provide front-line support to those who need it most, helping them manage their stress and reduce workplace stressors.  Creating incentives for managers who creatively support employees will encourage other managers to follow suit. Source: Brant County [...]

Create a Flex-Time, or Adjusted Work Day Policy

Employees whose work schedules are more compatible with the demands and responsibilities that they face outside the workplace are better equipped to balance work and home.  The adjusted work day and flex-time policies allow employees to work the standard number of hours on a daily basis, with flexible start and finish times within limits established [...]

Design Your Shift Schedule with These Tips in Mind

Revise your workplace schedule policies to ensure forward rotating shifts that transition from days to afternoons to nights.  The length of each rotation should amount to less than three shifts or more than three weeks.  These short and long rotations  prevent the body from adjusting or allow the body to more fully adjust to the [...]

Ensure Training Programs and Tools are User-Friendly for All Age Groups

When it comes to training sessions and seminars, pay special attention to the learning preferences of different employee age groups.  While younger employees may favour technology-based resources, older workers may prefer face to face communication.  Make sure that printed materials are easy to read for those who are vision impaired.  Engage employees in a discussion [...]

Ratify Workplace Policies to Combat Ageism

Create workplace policies that prohibit age-biased speech and behaviour in the workplace.  These policies will reduce tensions and enhance respect between employees of different ages. Source: Brant County Health Unit