eQUITY link is a resource and training site designed to build the language skills of healthcare service providers working in diverse healthcare systems. The purpose is to answer the question “Where do I start and how do I do it?” asked by healthcare managers who want to improve their French-language service delivery.

This toolkit was developed for hospital pharmacists. It highlights key components of a successful advocacy campaign, how to get your message across effectively, media relations tips, and practical case studies specific to hospital pharmacists.

This toolkit seeks to support healthcare staff members to participate in social justice advocacy and provides a brief overview of six practical steps for taking action.

This guide to the law for hospitals, long-term care homes and home care aims to help employers, supervisors and workers understand their obligations under the Occupational Health and Safety Act (OHSA) and O. Reg. 67/93 – Health Care and Residential Facilities Regulation, including workplace violence prevention.

A designation from the American Nurses Credentialing Center that recognizes nursing excellence. Hospitals achieve Magnet Recognition status for quality patient care and innovations in professional nursing practice. It is considered the highest recognition for a hospital nursing department.

Launched in 2019, this program provides a roadmap for health system leaders to implement programs, policies, and workflow efficiencies that support physician well-being and enhance joy in medicine. It is designed to empower health systems to strategically and systematically reduce burnout so that physicians - and their patients - can thrive.

Employers that employ 25 or more employees in Ontario on January 1 of any year are required to have a written policy on disconnecting from work (i.e., not engaging in work-related communications, including emails, telephone calls, video calls or sending or reviewing other messages, to be free from the performance of work).

A suite of tools and resources that provide key tips and strategies that can be built into existing workplace initiatives, providing benefits to leaders and employees.

“This study provides evidence on Canadian midwives’ preferences for and experiences with policies and guidelines which limit the hours of work and weeks per year preferred to be on call, and examines the relationship between preferences and midwives’ intention to stay in the profession.”

A sample workplace harassment and risk assessment form created by the federal government.

Validated, consensus-based resources for workplace violence prevention in hospitals, long-term care, home and community care and emergency medical services.

A guidebook for employers on how to prevent and manage occupational violence and aggression towards health workers.

A clear stance on harassment, bullying and any behaviour that undermines midwives in any work setting. An invitation to denounce bullying in practice groups, birth centres, hospitals and all other places of work and life and address it through a four-prong approach.

This brief outlines the impact of workplace violence on health workers and the entire health system, and offers a maturity model that leaders can use to advance efforts to address it.

This guideline provides recommendations for health service organizations and academic institutions so they can recognize, prevent and manage violence, harassment and bullying in the workplace.

A tool to build an organizational culture focused on equity, inclusion, diversity and anti-racism, and to contribute to better outcomes for patients, families and providers within the health system.

A toolkit for developing an imperative for diversity, equity and inclusion (DEI) that goes beyond costs, resources, and return on investment (ROI).

A conceptual model (see Figure 2) that depicts the process, principles, and strategies for consideration when implementing anti-racism interventions in healthcare settings.

A clear stance on diversity, equity, and inclusion and the development of an Anti-Discrimination and Anti-Harassment policy in midwifery.

A clear stance on racial justice and a call to address and dismantle both the systemic and interpersonal racism in midwifery.