Community Assemblies
The Faculty of Mathematics Employee Health and Well-being Committee hosted its annual community assemblies in July. The assemblies provided a confidential and safe environment for employees (e.g., postdoctoral fellows, staff, and faculty members) to discuss the current state of employee health and well-being, to identify areas for improvement, and to inform the committee’s 2021-22 work plan in the Faculty of Mathematics.
Assembly discussion topics
The following table provides a summary of the most prominent issues that were raised and discussed by members of our community during the assemblies.
| Discussion topics: | Key points: |
|---|---|
| Community wellness | - Physical and mental wellness - Providing wellness resources |
| Community engagement | - Faculty-wide forum for suggestions - Improving Faculty communication |
| Occupational burnout/workload | - Managing workload expectations - Supporting work-life balance |
| Social wellness | - Offering activities and outreach - Supporting equity and inclusion |
| Well-being initiatives | - Fostering a sense of belonging - Creating flexible workspaces |
| Work from home/hybrid model | - Addressing the new “normal” - Returning to campus (planning) |
Recommended actions
The following table provides a list of recommended actions that were raised and discussed by members of our community during the assemblies. The recommended actions are associated with two common themes that were found to extend across all the assembly discussion topics. These recommendations will be a focus point for the Employee Health and Well-being Committee, as they carry out their 2021-22 workplan.
| Common themes: | Recommended actions: |
|---|---|
|
Communication |
- Breaking down barriers between units - Facilitating regular check-ins for staff and faculty to socialize and connect - Having a newsletter to keep employees informed on opportunities and activities (1) - Providing opportunities for on-campus groups to share their available resources and services with the Math community - Creating an inclusive communication structure/plan (1) - Providing a space where units can share tools/tricks that have helped during the pandemic and with the “new normal”- Creating a faculty-wide forum for suggestions/feedback from employees (2) |
|
Supports and services |
- Offering both in-person and online events and activities to accommodate all employees in the hybrid model (3) - Providing workshop/sessions/resources to address burnout, work-life balance, and mental health (3) - Creating and supporting a flexible work environment and schedule - Managing expectations for the “new normal” - Providing (lunchtime) opportunities for employees to engage, socialize, and build connections within our community (3) - Providing faculty-wide team building opportunities - Improving onboarding process for employees (e.g., handbook of resources, website with helpful resources) - Developing a mentorship/buddy program - Building a more inclusive community- Supporting professional development (4) |
Notes:
(1) Our monthly Living Wellness email is sent to all staff and faculty to provide details for our upcoming wellness programming and events.
(2) Our Have your say program encourages staff and faculty to provide their suggestions and feedback on the health and well-being of our community.
(3) Our Living Wellness Campaign provides different workshops, classes, events, and activities focused on the nine dimensions of wellness.
(4) Our Staff Professional Development Program provides financial support to cover the costs of participating in professional development activities.