Andrea Campea has been in the role of Acting Manager, Office of Student Conduct since September 2019 and I’m pleased to announce that she has accepted this position on a full-time permanent basis. Andrea began working at Humber/UofGH in October 2017 and has held positions in Academic Advising (UofGH), Acting Manager of Residence Life, and most recently as the Acting Manager, OSC. She has an extensive background in student conduct administration, bringing 15 years of experience in Student Affairs at several post-secondary institutions in Ontario.

Andrea currently sits on the Student Support & Intervention Team (SSIT), chairs the Taskforce on Preventing and Responding to Sexual Violence, and takes part in other committees and projects around the College. Through her work, Andrea has demonstrated support for students at Humber/UofGH, a commitment to an equitable and fair process, and a desire to engage with colleagues and campus partners.  

Please join me in congratulating Andrea in her new role!

Rubina Leahy
Associate Dean, Student Wellness & Equity

The Lived Experience Narrative (LEN) Program of Research will establish a contemporary real-world evidence base that will be used to inform care practitioners and Humber College Faculty of Social and Community Services (FSCS) student learners about the importance and necessity of being, knowing and doing authentic collaboration in one’s professional care practice. 

Included in this program are eight, independent yet interrelated, low-risk web-based survey research projects. Specifically, each research project is a standalone inquiry that seeks to gather Humber College, Lakeshore Campus, student, staff and faculty narratives about lived experience phenomena using guided open-ended questioning designed to elicit understanding and meaningfulness from one’s situatedness. Independently, each research project will provide the data necessary to collect an understanding of how people make sense of the nature of a given phenomenon as it is lived through from within their everyday lifeworld.

Please go to the following link to tell us your story by selecting one of the types of experiences:

communityservices.humber.ca/lived-experience-narrative

On September 19, 2019, the Equity, Diversity & Inclusion (EDI) Taskforce launched the Employment Equity Video Series and the first video titled, Call to Action on Employment Equity, at Humber’s Strategic Plan Town Hall Meeting. Employment Equity related videos are one of the many mechanisms that the EDI Taskforce will be using to illustrate senior leaderships’ commitment to increase the hiring of qualified diverse individuals at Humber.

The third video in this series titled, How are you operationalizing Employment Equity in your faculty hiring and retention processes?, features Guillermo Acosta, Senior Dean, Faculty of Media and Creative Arts.

To view the video, please visit Humber’s Employment Equity Program website.

On behalf of Ian Crookshank, Dean of Students, and I, deep thanks to the EDI Taskforce members.

Nancy Simms M.A. ADR
Lead, EDI Taskforce
Director, Human Rights, Equity & Diversity

Humber is developing an Employee Well-Being and Engagement Framework and we need your help. As a Humber employee, your experience and your opinion matter. We need you to share them with us as part of the upcoming voting and feedback sessions. In order to make sure you have all the information you need to have input and inform what we do next, we have developed some FAQs about the Employee Well-Being and Engagement Initiative. You can also find more information about the initiative here.  

Frequently Asked Questions – Employee Well-being and Engagement

1. What is the Employee Well-being and Engagement initiative all about?
   
   Under Humber’s Strategic Pillar – Healthy Inclusive Community (Strategic Initiative 7.2 – Employee Engagement), this initiative seeks to structure, strengthen, and harmonize Humber’s commitment to creating a healthy and inclusive community through the development and implementation of an employee engagement and wellness strategy.
   
   Through this initiative, employees will have an opportunity to define the elements of a framework that will describe Humber’s commitment to employee well-being and engagement and will drive actions, goals, strategies and programs to achieve these commitments.
    
2. What is the Employee Well-being and Engagement Framework?
   
   The Employee Well-being and Engagement Framework is a structure or graphical representation of what Humber will define as Dimensions and Drivers of well-being and engagement. Currently, Humber does not have a framework or described structure for well-being and engagement. What is shared on the employee well-being and engagement website is not an already developed framework. Rather, it provides points of discussion around dimensions and drivers to allow employees to define Humber’s Employee Well-being and Engagement Framework through the voting/feedback process.
    
3. What are the main stages or process steps in the Employee Well-being and Engagement initiative?
   
   There are some very specific steps in this initiative, many of them directly involve employees contributing to defining our framework. The main steps are:
    
   1. Develop the discussion dimensions and drivers from industry research and leading practices in employee well-being and engagement.
   2. Present these dimensions and drivers to employees and have them vote on those that are most important to them (this is where we need input from you, the employee).
   3. Collate voting results and derive Humber’s draft Employee Well-being and Engagement Framework.
   4. Present the draft framework to employees and invite them to share their stories, recommendations, expectations and needs in a town hall opportunity (in person and online) that will allow us to get specifics about what employees want to see as well-being and engagement actions.
   5. Refine the draft framework based on the feedback received.
   6. Conduct a baseline survey on the framework Dimensions and Drivers to understand gaps.
   7. ​Use the data collected from steps 4 and 5 above to formulate an action plan for well-being and engagement.
       
4. What are Dimensions and Drivers?
   
   Dimensions are: areas of focus that allow us to categorize organizational responses (projects, programs, solutions, approaches, processes, etc.) into definable containers.
   
   Drivers are: a condition, strategy or capability that shapes and enables mindsets, culture, behaviours, and goals. These typically become translated into specific actions. 
   
   For a list of dimensions and drivers and more information on the employee engagement and well-being initiative, please visit humber.ca/hroe/oe.
    
5. Where did these Dimensions and Drivers come from?
   
   The Dimensions and Drivers presented for voting and discussion were collated in-house by the Organizational Effectiveness team within the Human Resources and Organizational Effectiveness Division. They draw on academic, industry (public sector and higher education), and leading practice research on employee well-being and engagement, and take into consideration the unique and diverse needs of Humber College.
    
6. Why do employees have to vote?
   
   Employees need to vote because we need input. The proposed list of dimensions and drivers are a starting point to begin the discussion. Voting is a way for us to reduce a large list of leading Dimensions and Drivers to a more manageable and meaningful list that can make up our framework. Voting allows us to reduce the list without having to draw on employees’ time to discuss this large list. When employees vote, the Dimensions and Drivers that obtain the most votes will go forward as the draft framework elements. 
   
   When employees attend an information session, we will share information on the Dimensions and Drivers, and will then begin voting on the ones that are important to you. We will use that data to build the draft framework (the refined list), which we will share back with employees and initiate step 4 described above.
    
7. What if I decide not to vote?
   
   The Eemployee Well-being and Engagement initiative is about employees. We can’t determine what well-being and engagement looks like at Humber without the input of the employees that make up Humber. You have a say in the framework. Not voting would mean that you miss out on the opportunity to say what Humber should focus on when it comes to employee well-being and engagement. If you want your voice to be heard, you need to vote and participate in the other project activities such as steps 4 and 6 above.
    
8. Why should employee well-being and engagement matter to me?
   
   We recognize that employee well-being and engagement is in many respects, an individual response to how the mental and emotional state and psychological investment that an employee makes in an organization, is influenced by everything the they experience in the organization. However, employee well-being and engagement is also an organizational priority that Humber is committed to supporting through actions and programs that benefit all employees.
   
   It is both an individual and collective responsibility to demonstrate care and concern, to raise issues and make recommendations that will benefit everyone when it comes to employee well-being and engagement. Employees need to feel comfortable and empowered to raise concerns and provide recommendations so that changes occur. The multiple employee feedback opportunities provided through this initiative allow employees to let their voices be heard and to help us build something truly culture defining.
    
9. What happens if a dimension or driver I care about and vote for, is not selected?
   
   It is possible that a Dimension or Driver you like and voted for, may not be selected in the refined listing that will form the draft framework. There are more than thirty (3) dimensions and drivers altogether that you will vote on. What we end up with will reflect what the majority of employees want Humber to focus on.
    
10. Who should participate in voting and other employee activities?
    
    This initiative is for every type of employee – Full-time Admin, Academic, Support, Part-time Admin, Academic, Regular Part-time Support Staff, Partial Load employee under contract and student employees.
     
11. Is my vote and other contributions, such as when I participate in the survey, confidential?
    
    Yes. We will be careful to ensure that only essential demographic information is collected from employees during any feedback exercise.
     
12. What if I don’t think this initiative or my contribution will make any difference?
    
    Your input matters. Your experience matters. Without your insights, we can’t develop a meaningful Employee Well-being and Engagement Framework. Together, we can build a meaningful framework and programs, services and supports that reflect what matters most to Humber employees.
     
13. Whom should I reach out to if I have more questions?
    
    We welcome your questions. Please contact: