Workplace Safety and Health Icon

Strategic Action 1.2: Workplace Safety & Health

Create a comprehensive Workplace Safety and Health Program to promote and support employee wellness to better nurture student wellness.

Fostering a Culture of Well-being

Our goal is to cultivate an environment where both the physical and psychological well-being of every staff member is paramount. By developing a robust, data-informed Workplace Safety and Health (WSH) Program, we are taking proactive steps to ensure our schools and offices are safe, supportive, and healthy places to work. This commitment to employee wellness is foundational to creating a positive and nurturing atmosphere for our students.

Key Initiatives

  • Well at Work by EdCan: Partnered to evaluate and improve staff psychological well-being using the Guarding Minds at Work survey.
  • Online Incident Reporting: Launched a new system to increase access, transparency, and data analysis for safety incidents.
  • Communication Policy: Drafted a new policy to support better work-life balance for all staff.
  • Attendance Support Program: Created a program focused on early intervention to promote employee wellness.

What We've Accomplished

Safety Checklist

Workplace Safety and Health Program

  • Refined the existing Workplace Safety and Health Program.
  • Engaged in regular consultations with the divisional Workplace Safety and Health (WSH) committee.
Teacher with young students at low table

Well at Work by EdCan

  • Partnered with Well at Work by EdCan to evaluate staff psychological state, set baseline data, and inform next steps.
  • Reviewed Employee Assistance Program (EAP) data for non-teaching staff and Workplace Safety and Health Manitoba data to inform the decision to pursue Well at Work.
  • Facilitated participation of over 2,000 staff in the Guarding Minds at Work survey in February & March 2024.
  • Conducted one-on-one anonymous employee interviews with Well at Work Advisor in Nov/Dec 2024 to gain deeper perspectives.
  • Collaborated with Leadership Team and Board to explore Guarding Minds and Well at Work nationally to support next steps.
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Wellness Resources

  • Added more resources to the “Wellness Resources” section of My Site and promoted them in staff newsletters
  • Promoted the Member and Family Assistance Program (MFAP) for teachers and the Employee Assistance Program (EAP) for non-teaching staff in newsletters and labor relations communications.
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Incident Reporting

  • Moved the Employee Incident Reporting system online to increase access, transparency, and data analysis.

Policy

  • Drafted a communication policy to support work-life balance.

Training

  • Provided annual training via Smarter U, including Workplace Safety and Health and Managing Conflict, to increase accessibility.

Attendance Support

  • Drafted an Attendance Support Program, recognizing early intervention as a strategy to promote employee wellness.

Employee Recognition

  • Recognized all retiring employees online in December and June to include the broader community in celebrations.

Where We're Going

puzzle pieces with text Safe Work Practices

Robust Workplace Safety and Health Program

  • Develop a robust, data-informed Workplace Safety and Health Program promoting both physical and psychological safety and health.
  • Use concrete next steps drawn from the Guarding Minds survey.
  • Determine concrete wellness measures.
  • Provide ongoing leadership training.
  • Conduct employee awareness campaigns.
  • Gather and incorporate union feedback.
  • Review the benefits plan.
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Continue Partnerships

  • Maintain and strengthen the partnership with Well at Work by EdCan, implementing scheduled administration of the Guarding Minds survey every four years.
  • Strengthen collaboration with benefits providers, including but not limited to MTS Disability and Blue Cross.
Graphic of well-being icons over greenery background

Implement Policy and Programs

  • Develop and revise policies as needed.
  • Implement and promote the Communication policy.
  • Implement and follow the Attendance Support Program.
  • Further develop staff recognition opportunities beyond retirement announcements, such as board meeting presentations and broader promotion of Trustee/Senior Leadership Team news.
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Increase Access

  • Remove barriers and increase access to members of Staff Services, for example, by introducing paperless leave forms for easier tracking and faster response times.