Designed for leaders and care team members, it offers seven concrete opportunities to act and advance health equity. Each opportunity is described and supported with tactics and practical resources.

In this Institute for Health Improvement blog post, the Institute’s research team outlines the different ways in which health systems can address workforce safety more holistically.

Resources to assist executives in developing the awareness and competencies required for a diverse and inclusive workplace.

Research report with key findings and recommendations of evidence-based diversity, equity and inclusion practices (Wharton School, University of Pennsylvania).

It contains seven key steps for success and provides real-world case examples of successful interventions deployed in various health system settings to illustrate the steps.

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.

This toolkit was developed to assist workplaces in addressing problematic substance use.

This guide, designed for people professionals and people managers, aims to provide practical advice and guidance for how organisations can educate their workforce and open up the culture to talk about suicide.

This toolkit includes tools and resources tailored specifically to these fields that provide the knowledge and skills necessary for organizations to address the vicarious trauma needs of their staff.

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.

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.

A stepped-care program/model created to address mental health of healthcare workers at University Health Network (UHN) during the pandemic which included: online resources focused on psychoeducation and self-management, access to online support and psychotherapeutic groups, and self-referral for individual care from a psychologist or psychiatrist.