EMPLOYEE WELL-BEING AND ENGAGEMENT

Programs and support systems that improve the physical health and well-being of employees.

Programs and support systems that improve the financial health and well-being of employees.

The balance that employees need between time allocated for work and other aspects of life. Areas of life other than work can include personal interests, family and social time, or leisure activities.

Opportunities for growth and development that allow employees to build skills and competencies.

Employees are supported by coaches and mentors who help them learn and develop in their current role and prepare them for future roles.

Employees grasp opportunities to reflect on their personal effectiveness, are self-aware, build their emotional intelligence, and feel comfortable to bring their best selves to work.

Employees derive value and satisfaction from the visibility and meaningfulness of the work.

Managers demonstrate confidence by giving employees flexibility – they are trusted to use their expertise, make decisions and deliver high-quality results.

Employees are provided clear direction, guidance and support to succeed and can clearly see the value their work brings to the organization.

Nurturing opportunities for workplace involvement and socialization that build stronger engagement, peer support and that encourage happier employees and healthier lifestyles.

Creating an environment where there is mutual trust and support to take calculated risks. Employees know they are supported and in turn demonstrate and contribute to a culture of honesty and transparency.

The employee’s sense that leadership is transparent and honest about the business and about themselves.  Employees feel their leaders are being “real” with them.

Demonstrating care and concern in how employees meet their own needs, while demonstrating responsibility and commitment to preserving the needs of future generations.

Building a mindset of innovation, creating the organizational context for innovation to flourish, and encouraging problem solving.  Embracing different perspectives and inspiring employees to think creatively, with confidence and competence.

All employees demonstrate sensitivity to differences and a commitment to the principles of equity, diversity and inclusion. Employees feel comfortable being themselves and can confidently be a member of a team.

Selecting the right people, developing their potential and fueling their enthusiasm, building their commitment, and supporting them through periods of change.

Promoting a culture where employees are recognized, rewarded, appreciated, and are compensated fairly. Employee recognition reinforces individual and team accomplishments and encourages more of the same behaviour.

Refers to the ongoing intentional and systemic approach to remove historic and current barriers for equity-seeking groups. Humber applies specific programs, policies and practices to support fair and just outcomes.

Creating an emotional connection that employees feel with Humber – how Humber is seen in the marketplace influences the level of pride employees feel.

Creating an environment where everyone is supported and enabled to deliver. This includes open, clear and transparent goals and clarity on everyone’s role, competencies, and skills required in advancing organizational goals, and progress.

Reinforcing a set of guiding principles that define Humber as an organization and hold every employee accountable to exhibit these behaviours/principles.

Equity, diversity, inclusion are key values in building and sustaining campus environments where we can all thrive and be well.  This includes creating the best possible environment for everyone to live, work, learn and build a stronger sense of belonging and connection.

Refers to the different social, cultural and political identities of individuals and their worldviews, knowledges, practices, and experiences. Humber values and respects the contributions of its diverse students and employees leading to an enriched learning, working and living environment.

Refers to the active and intentional engagement of people in all their diverse social, cultural and political identities that foster a sense of belonging. At Humber, this engagement is grounded in respect, and all members of the college community are recognized as valued contributors. Inclusion is intrinsically connected to wellbeing and enriches innovation, sustainability and excellence in curricula, research, programs and services.

Refers to the ongoing intentional and systemic approach to remove historic and current barriers for equity-seeking groups. Humber applies specific programs, policies and practices to support fair and just outcomes.

Leaders and managers support employees so that they are empowered to learn, grow and perform at their best.

Employees feel included in the workplace, allowing them to bring their authentic selves to work. They are accepted and included. They demonstrate a sense of family.

The underlying beliefs, assumptions, values and ways of interacting that contribute to the unique social and psychological environment of an organization.

Culture and recognition are a central and fundamental part of the organization’s DNA. Early and regular recognition that is supported and encouraged by senior leadership reinforces the right behaviours and fosters positive employee experience.

Reinforcing a set of guiding principles that define Humber as an organization and holding every employee accountable to exhibit these behaviours/principles.