I am excited to announce that Dr. Patrice Esson has accepted the role of Associate Dean, Department of English, effective August 2.

Patrice has more than 20 years of experience working in interdisciplinary and polytechnic post-secondary environments both in Canada and the United States. She brings to the role diverse professional experiences and passions for post-secondary education and leadership, and she is a forward-thinking, empathetic leader who is dedicated to supporting the creation and augmentation of engaging, supportive, and barrier-free learning experiences that facilitate student success. Patrice’s interdisciplinary approach to education has created many opportunities for her to engage with colleagues in the field of writing, communications, and ESOL, which have led to innovative pedagogical strategies, multiple grant-sponsored applied research projects, and EDI-focused workshops.

Patrice joins us from Sheridan College where she has served as both a faculty member and academic administrator. As a faculty member, Patrice was active in the visioning, development, and implementation of new programs and was the successful recipient of multiple applied research grants. While serving in academic and administrative leadership capacities as Associate Director of International Services and Interim Associate Dean in the Faculty of Animation, Arts and Design, Patrice facilitated the achievement of strategic goals and developed and implemented pan-institutional initiatives, including Sheridan’s COVID readiness plan to support international students, hosting community conversations and workshops surrounding EDI and pedagogy, and being a founding member of Sheridan’s Advisory Council. 

Patrice is the recipient of several awards recognizing her achievements and impact in the following areas: teaching and learning, creativity and innovation, Truth and Reconciliation and Indigenous partnerships, and student-engaged applied and community research. She holds a Ph.D. and M.Sc. in Industrial Organizational Psychology from Virginia Tech, as well as a graduate certificate in Post-Secondary Pedagogy. 

Please join me in welcoming Patrice to Humber.

John Stilla
Senior Dean, Faculty of Liberal Arts & Sciences

Please join us for President Ann Marie Vaughan's first President's Breakfast at Humber College on Tuesday, August 30, 2022.

#HumberTogether

Humber has identified as its Strategic Priority #7 under Pillar #3, Healthy and Inclusive Community, to continue to build a diverse and inclusive community of exceptional students, faculty, and staff. The specific supporting action is to establish and implement an institutional framework and strategy for equity, diversity and inclusion that addresses the needs of both students and employees.

Employee Resource Groups (ERGs) bring together employees who share a common identity, characteristic and set of interests. They create a culture of inclusion that enhances employee engagement and further supports organizations’ vision and values.

The Black/African ERG was launched in September 2020 and is one of two ERGs that Humber College currently offers for all eligible staff and faculty. (Source: Catalyst)

Humber employees who identify as Black/African and are interested in joining the ERG are invited to send an email to the Co-Leads, Shernett Bennett at shernett.bennett@humber.ca or Patricia Suleiman at patricia.suleiman@humber.ca.

What is Workplace Harassment?

Humber College and the University of Guelph-Humber (hereafter referred to as "Humber") is committed to fostering a respectful and inclusive culture in which all members of the Humber community study, work and live free from discrimination and harassment. Humber has the right and the legal and moral responsibility to ensure that all Humber community members are treated fairly, equitably, and respectfully and to provide a learning, working and living environment free from discrimination and harassment.

Harassment is a form of discrimination and a breach of the Ontario Human Rights Code (Code) and Humber's Human Rights Policy.

What is Harassment?

Harassment in section 10(1) of the Ontario Human Rights Code and workplace harassment (personal/psychological harassment) in section 1(1)(a) of the Occupational Health and Safety Act (OSHA) are defined as "engaging in a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome." This definition includes any behaviour that is known or ought reasonably to be known to be offensive, embarrassing or humiliating to other individuals. Such conduct may or may not be based on any of the prohibited grounds identified in the Code and includes visual representations, electronic messages including emails and social media posts, written messages, and verbal and/or physical conduct.

Examples of harassment include but are not limited to:

• unwelcome remarks, jokes, slurs, innuendoes or taunting;
• hazing, stalking or shunning;
• the repeated mistreatment of one employee or student, targeted by one or more employees or students with a malicious mix of humiliation, intimidation and sabotage of performance (bullying);
• displaying derogatory or offensive pictures, graffiti or materials either through printed copy or personal computer;
• verbal abuse;
• insulting gestures or practical jokes which cause embarrassment or awkwardness;
• unauthorized and/or unnecessary physical contact;
• an impassioned, collective campaign by co-workers to exclude, punish and humiliate a targeted worker.

What isn't harassment?

Harassment or workplace harassment does not occur when a supervisor/manager gives legitimate direction or instructions to an employee in the course of their employment. It also does not occur when performance reviews are conducted in accordance with the College's Faculty Evaluation Procedure, or its equivalent.

Incivility is generally defined as an instance of behaviour such as rudeness, discourteousness, or impoliteness. Incivility, while inappropriate behaviour in the workplace, on its own, would not meet the threshold of harassment.

For more information, please see Humber's Human Rights Policy at humber.ca/policies/human-rights-policy.

For questions pertaining to Humber's Human Rights Policy and Complaint Resolution Procedure, please contact humanrightseducation@humber.ca.

Thank you for your continued commitment to fostering an inclusive working, learning and living environment at Humber.