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 study involved semistructured interviews with 22 faculty physicians working in Canada. It focused on their experiences of wellness and burnout, their perceptions of wellness initiatives, and how their experiences and perceptions influence their uptake of the rapidly proliferating strategies aimed at nurturing their resilience. Participants denounced the “Invincibility Myth” in which physicians are expected to be “superhuman” and “sacrifice everything” for medicine.

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 series developed to raise awareness about the importance of mental health in all areas of life. The section "For Workplaces" includes animation videos on the 13 factors in the National Standard for Psychological Health and Safety in the Workplace.

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.

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

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.

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

A module designed to further the understanding of anti-Black racism in the healthcare professions and to provide resources to combat and address racism in learning and teaching spaces.

A toolkit for creating healthier and safer First Nations workplaces.

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.

An information and referral service focusing on mental health, addiction and problem gambling services in Ontario. It offers support via phone, web-chat and email 24/7.

Confidential support for physicians who are struggling with substance use and mental health concerns, as well as with other problematic behaviours. It also offers assistance and education to physician leaders, hospitals, and other worksites, as well as to anyone else who is concerned about a loved one or colleague.

A self-referral program for community and health workers that offers quick access to confidential mental health and wellbeing supports.

Dentists who are living with addictions and require more comprehensive assessment and rehabilitation services can take advantage of a range of rehabilitative services for health-care providers.