A program launched by Toronto Metropolitan University MEP for self-identified students who are Black, Indigenous, or People of Colour (BIPOC). This program, open to any midwife or student residing and working in Canada, is an opportunity for BIPOC midwives to pair, share and care with the next generation of BIPOC students.

Based on the results of their study, Darling et al. conclude that supporting healthy midwife-to-midwife relationships and improving respect for and understanding of midwifery are areas that call for novel interventions and multi-pronged approaches.

A solo midwife should begin by creating a circle of support (at least two other midwives) around her) in order to best handle the bullying.

Midwifery practices should create “team charter” for establishing the vision and promote positive intraprofessional dynamic

Investment in high quality training for midwifery managers and leaders is critical to ensure that clinical midwives feel authentically heard, valued and supported. (p.34)

Workplaces must ensure that there is colleague support and effective teamwork as they positively impact workplace health.

A short work-focused discussion group held at the end of each day shift and led by a specialist registrar and senior labour ward midwives at Cork University Maternity Hospital (Ireland). These sessions provided participants with an opportunity to support colleaguues and debrief after a stressful day.

Encourage social connectedness via virtual informal staff support groups (p.8)

Many midwives experience similar challenges, yet remain disconnected between various practices. Increasing their capacity to network could support mentorship but also facilitate practical challenges like sharing child care.

Trusting, open and non-judgemental relationships between managers and staff are essential for responding effectively to staff concerns, during and after the pandemic. (p.1)

The Canadian Caucus of Queer and Trans Midwives hosts a queer mentorship program to support student midwives in Canada. Primarily this will work as an online/phone program with each mentor‑mentee pair deciding how and how often they will interact.

One article in Australian Nursing and Midwifery journal offers 5 tips for nurses and midwives to deal with workplace bullying, including getting help and support immediately, documenting the bullying, practicing self strategies to cope, knowing their rights and responsibilities and keeping perspective.

Delievered by Dr. Kathleen Kendall-Tackett, this webinar helps midwives and other perinatal care providers understand causes of burnout and compassion fatigue and teaches them some specific strategies for integrating self-care into their care for others.

A web-based holistic stress reduction intervention using yoga, mindfulness-based stress reduction, and meditation indicated a potential for an improvement in stress levels among midwives.

These programs are available to midwives in Ontario and covered by OHIP if refered to by physician.

A 8 week long course on mindfulness was helpful in supporting staff to manage stress and anxiety amd increase resilience and self-compassion.

A resource available to all AOM members.

This is a 24/7 advisory service available for Association of Ontario Midwives (AOM) members that provides advice on safe practice, including risk management concerns.

Psychologically safe working cultures should be incorporated as routine workflows to ensure employees’ wellbeing.