Provides information, framework, training and resources needed to incorporate an effective workplace violence prevention program into the health and safety management system.

An online survey tool designed for workers and managers who are interested in assessing psychosocial hazards in the workplace.

People at all levels of the NHS who promote, identify, and signpost ways to support the wellbeing of their colleagues.

Eight actions to build resilience and psychologically healthy workplaces during the pandemic and beyond.

This scholarly publication presents three wellness-oriented models to promote the professional fulfillment and well-being of diverse groups of women physicians.

A multileveled nurse leader toolkit which contains a variety of resilience interventions to develop a culture of health and well-being and support professional joy (Figure 2 (p. 47)).

This toolkit offers information, activities, and resources for health care leadership and staff to understand, recognize, and minimize the experience of compassion fatigue and to increase compassion resilience perspectives and skills.

A leadership model to enhance innovation and creativity while placing a novel emphasis on the physical, emotional, and spiritual well-being at the individual, group, and organizational level.

A just culture policy is a high-level statement of the values and commitment of an organization to treat healthcare workers fairly when a patient is harmed or nearly harmed by healthcare delivery.

An alternative ICU staffing model predicted to improve continuity of care while increasing free weekends and continuity of uninterrupted nonclinical weeks for attendings.

Primary, secondary and tertiary prevention strategies that were recommended by health workers from diverse communities in Ontario (see table 1 on p. 17-18).

Collective leadership which is strongly advocated by international stakeholders as a key approach for health service delivery involves multiple professionals sharing viewpoints and knowledge with the potential to influence positively the quality of care and staff well-being.

This initiative included the physician onboarding process; an enhanced focus on early conversations to provide feedback to physicians, and low barrier process for timely intake, assessment and remediation of identified concerns of unprofessional behavior, including bullying and harassment.

A strategy that offers credit to physicians for uncompensated work (such as mentoring or serving on committees); these credits could then be used for services or assistance that facilitate better work-life harmony.

Face to face stigma reduction training for healthcare providers was conducted within Canada’s Opening Minds anti-stigma programme. Thirty-seven contact-based education programmes were evaluated to identify the key ingredients associated with attitude change. Table 1 (p. 252) provides a summary of these findings.