An information pack that provides a summary of the areas that employers may wish to explore to support health care staff with the rising cost of living.

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 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 framework to improve recovery from stress reactions both in oneself and in coworkers; includes manual, training materials and other resources.

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

A role created to source ideas for improvement from front-line staff and take them to decision-makers who can act on them to improve standard work, and to communicate changes back to front-line staff and monitor success of implementation.

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

This checklist designed for employees, OSH Reps or supervisors to assist with investigation of incidents resulting from violence and aggression from clients/ residents or visitors.

A physical space for patients that stimulates the senses (sight, smell, hearing, touch and taste) and intends to reduce their distress and agitation.

A therapeutic space at a hospital or healthcare facility that is specifically devoted to nature content and intended to improve the wellbeing of patients, visitors and health workers.

lCTRI’s Trauma-Informed Workplace Assessment that takes 2-5 minutes for organizations to complete. Once completed, a detailed report is provided to organizations that will help them understand, how their organization can become more trauma-informed.

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.