The Home Care and Community Health Support Pocketbook was created to bring awareness to several health and safety issues faced in home and community care.
In long-term care it is increasingly apparent that who is on shift is just as important as how many staff are on shift. Quality care is difficult to achieve when we do not routinely engage with one another in a positive, or civil, manner.
WorkSafeBC’s healthcare and social services planned inspection initiative focuses on high-risk activities in the workplace that lead to serious injuries and time-loss claims.
WorkSafeBC is releasing a discussion paper with proposed amendments to the Current Rehabilitation Services and Claims Manual that guide wage rate decisions related to short-term and long-term disability compensation. Recommended amendments include: These changes may affect your claims costs. Click here to view the proposed changes and offer feedback to WorkSafeBC – The deadline is 4:30 p.m. on Friday, […]
Protection of physical safety in the workplace, a key factor outlined by the Mental Health Commission of Canada (MHCC) in the national standard, focuses on safeguarding employees from physical harm.
Protection of physical safety in the workplace, a key factor outlined by the Mental Health Commission of Canada (MHCC) in the national standard, focuses on safeguarding employees from physical harm. This includes measures to prevent accidents, injuries, and potential threats to physical well-being. The impact on psychological health and safety is profound. Feeling secure in their physical environment contributes to a sense of trust, reduces stress, and fosters overall well-being. Knowing and addressing potential physical safety concerns is integral to creating a psychologically healthy and safe workplace.
Importance
It is crucial to understand the significance of protecting physical safety as it forms the foundation for a safe and conducive work environment. By proactively addressing physical safety concerns, organizations not only comply with regulatory standards but also demonstrate a commitment to the holistic well-being of their employees. This knowledge empowers individuals to contribute to a culture of safety and actively participate in maintaining a secure workplace.
Leadership and Management Support
Regular safety training: Provide ongoing health and safety training to ensure employees know about potential hazards and safety protocols. The importance is on consistency and can serve as a great reminder. It is also always for new staff members to be trained more regularly.
Transparent communication: Foster open communication channels where employees feel comfortable reporting safety concerns without fear of reprisal. This can include multiple channels, anonymous and not anonymous. This is inclusive of being trauma-informed and creating safe spaces.
Invest in safety infrastructure: Allocate resources to maintain and upgrade safety infrastructure, including well-maintained equipment and facilities. Safety audits should occur regularly and/or have a safety committee to support and advocate for this. Protection of physical safety can also include the physical environment having accessibility to tools to support an employee's physical well-being. This includes ergonomic furniture (desks, mats, keyboards, mice, chairs), PPE (non-slip footwear, goggles, ear protection), First Aid Kits and Medical Supplies (AED, first aid kits, Hydration stations), Safety and signage labels (WHMIS), wellness tools (exercise or stretch stations, relaxation rooms, adjustable lighting, fidgets for stress relief), accessible tools for employees with disabilities (assistive technology, screen readers, training with sign language, etc).
Empower safety champions: Appoint safety champions within the organization to lead initiatives, conduct regular safety audits, and promote a culture of vigilance. This enables an employee to feel a sense of ownership, empowerment, advocacy and fair representation.
Emergency response planning: Develop and regularly review plans, ensuring employees know various scenarios' procedures. This can be done by a health and safety committee as well.
Frontline Workers' Self-Protection:
Personal protective equipment (PPE): Utilize and maintain appropriate PPE for specific tasks to mitigate physical risks. Some extended health benefits may provide coverage for equipment (glasses, shoes)
Active ergonomics: Practice proper ergonomics to prevent physical strain and injuries, especially in roles that involve repetitive motions (stretching, use of proper posture, reviewing posture, reviewing lifting strategies, encourage the 20-20-20 rule for employees who work on computers for extended periods (every 20 minutes, look at something 20 feet away for at least 20 seconds to reduce eye strain), microbreaks)
Awareness and vigilance: Stay alert, identify potential hazards, and report them promptly to the appropriate channels.
Regular health checks: Prioritize regular health check-ups to promptly identify and address physical health concerns. Use extended health benefits.
Self-care practices: To enhance overall well-being, engage in self-care practices, including stress management and maintaining a healthy work-life balance.
Safety Basics is a series of six self-paced courses that provide a brief introduction to the top health and safety concerns for workers in continuing care. Upon completion of all courses, learners will be issued a certificate of completion.
In this self-paced online course, you’ll learn how stress works; how it impacts your thoughts, feelings, and actions; and evidence-based strategies for enhancing your resiliency at home and in the workplace.
There is growing evidence of the global impact of mental illness. Cutting across age, gender, education and social strata without prejudice, mental disorders are among the most important contributors to the burden of disease and disability worldwide - and we will see continued dramatic increases in mental illness if action is not taken.
The standard is a document that outlines a systematic approach to develop and sustain a psychologically healthy and safe workplace. It focuses on mental illness prevention and mental health promotion. The Standard is intended for everyone, whether or not they have a mental illness. The National Standard of Canada
Learn about the mental health tools and resources that are available for leaders to help support workers and themselves, as well as the actions employers can take to promote psychological safety in the workplace.
Psychological Health and Safety Standard (CSA-Z1003-13) is a document that outlines a systematic approach to developing and sustaining a psychologically healthy and safe workplace. It focuses on mental illness prevention and mental health promotion.
The Standard is a document that outlines a systematic approach to develop and sustain a psychologically healthy and safe workplace. It focuses on mental illness prevention and mental health promotion.
Created in partnership with Ottawa Public Health, with adapted content from the Mindful Employer, this series of short animated videos aims to raise awareness around the evidence-embedded 13 factors that can impact the mental health of employees in the workplace and encourage conversations on ways to promote psychologically healthy and safe.
"There's something very liberating about a fresh start," says social psychologist Omid Fotuhi, emphasizing how New Year's resolutions give us a chance to redefine ourselves and our goals (2024, par. 5). As the clock strikes midnight this year, we take a moment to reflect on the past year, celebrate its accomplishments, and think about how […]
Tom Walker runs the peer support program for Ornge. The focus is to mitigate the frontline developing compassion fatigue, making us susceptible to post-traumatic stress disorder. Tom's work also includes therapeutic interventions on the continuum of supporting staff and their families after traumatic incidents to those suffering from trauma, addictions, mental health/illness, family work, and […]
We all occasionally miss the clues when interacting with others … maybe during conflict, or because of stress or inexperience (you're new to your role or the organization, or it's a new resident or family, or new staff). It's normal. Except sometimes it's not so helpful and you may sense it's a growth edge, either […]
The Moral Conflict Assessment (MCA) tool consists of eight steps designed to help you navigate difficult situations where you are constrained to act in ways that go against your conscience.
If you’ve ever felt like you’re spinning your wheels and making no progress, you’re far from alone. In fact, this year, a surprising 44% of Canadians reported feeling just as stuck. (2024, par. 2) This originates from a 'fixed' mindset, a belief that our abilities and intelligence are permanent and can't be further developed. It’s […]
In 2023, Canadians' average productivity decreased by 1.8%, maintaining a three-year trend of yearly reductions (par. 1, 2024). When we think of productivity, we typically equate it with increasing our workload to surpass quotas. However, this approach is unsustainable and often overlooks its impact on our psychological health. The true secret to productivity lies […]
This guides provides guidelines and recommendations of language to use that respects and honours equity, inclusion, diversity, anti-racism and accessibility.
Everyone can be a champion against stigma when advocating the use of accurate and respectful language. So, as you communicate with others, be mindful of the impact of your language.
Inclusive language is language that is free from words, phrases or tones that reflect prejudiced, stereotyped or discriminatory views of particular people or groups.
Having safe, healthy, and inclusive workplaces should be a basic goal for all employers. However, many workers view their workplace as being very unhealthy or even toxic. So why is there a disconnect between this basic goal and reality? In this session, Dr. Day will explore the key elements of a safe and respectful workplace […]
The trickle-down effect: How prioritizing mental health in the workplace boosts retention and recruitment efforts In recent years, there has been a noticeable surge in the conversation surrounding mental health support in the workplace. Employee retention is a pressing concern for Canadian employers, as evidenced by statistics from Canada’s Labour Code Records indicating an average […]
Why does recognition matter? Recognition is essential when work is demanding and emotionally challenging. When faced with complex situations, appreciation can serve as motivation and encouragement to endure. How does recognition psychologically affect us? Understanding the psychological effects of recognition is essential in the workplace, as it directly impacts employee motivation and satisfaction. According to […]
This resource, from the BC Public Service Agency shares information on how to do a performance review, look at values and talk to an employee using a strengths-based approach. Feedback can be a great way to recognize someone and reward them using metrics.
This webinar will provide you with a strategy for making it easier to participate in difficult conversations and respond to the difficult questions that often arise in healthcare settings. Exploring the VERS method (VERS: validate, explore, respond and share)
Assessment tools uniquely designed to help the health-care sector assess and mitigate psychological risk (includes a staff survey and organizational review).
A toolkit that shows how other health-care organizations have addressed psychological health and safety in their environments (includes links to practical tools and templates used in the sector).
A public pledge from health organizations to show that they value the psychological health and safety of their staff and are committed to taking action on improving their work environments.
SafeCare BC's outreach services are crucial in helping our members in the health sector create psychologically healthy and safe workplaces. It follows a systematic process, aligns with the national standard, and provides customized solutions for your organization's unique needs. This proactive approach is essential for promoting employee well-being, preventing psychological harm, and ultimately enhancing productivity […]
Psychological health and safety, often called workplace mental health, encompasses principles and practices to foster a supportive, respectful, and psychologically safe work environment.
Workplace psychological safety is demonstrated when employees feel able to put themselves on the line, ask questions, seek feedback, report mistakes and problems, or propose a new idea without fearing negative consequences to themselves, their job or their career.
Workplace psychological safety is demonstrated when employees feel able to put themselves on the line, ask questions, seek feedback, report mistakes and problems, or propose a new idea without fearing negative consequences to themselves, their job or their career.
Moral distress in the healthcare sector, particularly in long-term care (LTC), refers to the psychological distress experienced by healthcare professionals when they are unable to act in alignment with their ethical or moral values due to organizational or systemic constraints.
Achieving a good job fit means aligning employees' interpersonal and emotional competencies, technical skills, and knowledge with their designated roles.
A workplace where there is effective leadership and support that helps employees know what they need to do, how their work contributes to the organization and whether there are impending changes.
In the healthcare industry, teamwork is essential for providing quality patient care. However, promoting teamwork can be a challenge, the infographic bellow will share some tips on how to promote teamwork.
CREW is Civility, Respect and Engagement in the Workplace. CREW was created to increase job satisfaction by addressing civility in the workplace after receiving negative employee satisfaction survey results.
We explored the nature and severity of workplace bullying amongst care aides working in long-term care homes. Explore the infographic to see what we learned.
Consider using the following kindness card templates to print and distribute around your workplace. They can be used to introduce the idea that kindness is contagious, to let team members know how much their work is appreciated, and/or to wish team members a great day. The cards are designed to be printed in a business […]
In long-term care it is increasingly apparent that who is on shift is just as important as how many staff are on shift. Quality care is difficult to achieve when we do not routinely engage with one another in a positive, or civil, manner.
Resources and templates provided by WorkSafe BC to help employers and employees identify, address, and prevent bullying and harassment in the workplace. Resources include policy statement templates, FAQs, posters, and fact sheets.
This webinar provides an overview of the principles of psychological first aid, including what collective care means and how you can help others responsibly.
In Health Care incivility among coworkers/different shifts/departments can cause workers a great deal of stress and hostility in the workplace. There is a culture in healthcare that is a ‘sink or swim’ mentality rather than a working together and helping each other out. I have worked in healthcare for 27 years as a care aide.
This webinar, presented by Dr. Heather Cooke, Rhonda Croft, and Trish Giesbrecht, discusses the importance of civility in the workplace and strategies that employers and staff can use to create a more collegial work environment.
With LEARNING [SPACE], SafeCare BC aims to build a catalogue of courses that will help keep you healthy and safe – both physically and mentally. Today, we are pleased to announce the latest addition to our course catalogue, Enhancing Psychological Health, Wellness and Resilience. Developed by SafeCare BC and Dr. Joti Samra, R.Psych., CEO and founder of MyWorkplaceHealth, […]
Home to more than 700 seniors, Abbotsford’s Menno Place offers a full range of housing and long-term care options—from independent living to residential complex care.
We strive to empower those working in the continuing care sector to create safer, healthier workplaces by fostering a culture of safety through evidence-based education, leadership, and collaboration.
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