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• Fostering a Culture of Wellness

  September 26, 2023 9:00 AM Comments Off on Fostering a Culture of Wellness

  MEDICINE HAT PUBLIC School Division (MHPSD) is a medium-sized public-school jurisdiction in Medicine Hat, Alberta. Serving 850+ employees and 7,000 students, the division delivers inclusive education to 18 schools, all within the city limits. It is the division’s belief that fostering a culture of wellness will lead to increased staff engagement and positive student outcomes. In 2017, MHPSD Superintendent Mark Davidson requested that a wellness committee be created to support this work. Executive leadership and the Board of Trustees adopted “fostering a culture of wellness” as one of four universal division goals. Superintendent Mark Davidson explains:  

  “Our system has been very intentional in our focus on wellness as one of four ‘universal’ system goals. This decision flows from our understanding that all who form our learning community come to school, work, or their family relationships with individual needs in terms of health. Mental health has, for too long, been treated as if it was something to avoid discussing, or to be ashamed of. We, at Medicine Hat Public School Division, understand that proactive action to support the health of our community creates safer and healthier learning environments for all.”  

  Human Resources and Student Services collaborated to create the Be Well, Employee Wellness Program. Initially, the work was siloed into “staff” and “student” categories with assigned champions for each. Wellness Champions were assigned to staff wellbeing and Health Champions were assigned to student wellbeing. An employee engagement survey was sent out to all staff and received 416 responses, about a 50 percent response rate. The survey indicated that most respondents (71 percent) were not aware of any supports or resources offered by the division to assist in their health and wellbeing, and the majority (73 percent) had experienced significant work-related negative stress at some point in the previous six months. Just over half (55 percent) of respondents rated their wellbeing as “good” or “great” and ten percent identified as significantly struggling. When asked what employees would like to see as a support or resource from their employer, the top answers received were on-site or division-sponsored yoga and fitness classes, mindfulness and meditation resources, healthy sleep supports, and on-site influenza vaccination clinics.  

  The Be Well, Employee Wellness Committee created four pillars for the 2018–2019 school year with these categories as the focus. Wellness Champions were assigned an initiative to promote throughout a designated time frame during that school year (e.g. on-site influenza clinics were held September to November). In October 2018, I started with the division as the Health and Wellness Manager, Human Resources. As a registered nurse with a background in disability management and passion for positive health outcomes, I brought a different perspective to wellbeing in K–12 education. My role as the Health and Wellness Manager is to oversee the division’s employee wellness, disability management, and attendance support programs. 

  The division recognized that wellness was much more than yoga and meditation, though these can be important factors in maintaining personal wellness. Equally, if not more, important was identifying the cause of absenteeism and addressing how the division could support staff when they were unwell. As the Chair of the employee wellness committee, I support schools with connections to community resources, small amounts of designated wellness funding, and division-wide communications to promote initiatives. In addition to the wellness work, one of my first deliverables as the Health and Wellness Manager was the creation and implementation of an Attendance Support Program and Disability Management Program. The goal of these programs is to help employees who require accommodation(s) at work and to create sustainable plans for those who have high amounts of casual sick leave. Absenteeism for medical-related leaves had steadily risen between 2015 and 2018, with the number of workdays missed increasing by 52 percent in that time. Directly associated with that were rising financial costs to the division and increased workload for those remaining at work.  

  Disability Management is a proactive workplace process that allows employers to support employees with physical and mental health issues while they are at work; or, if they require a leave of absence, it also promotes an employee’s early and safe return to work, with a primary focus on minimizing the impact of injuries or illnesses on employees, employers, and society as a whole. The division recognized that, regardless of the cause of an employee illness or injury, facilitating a supportive and early return to work was essential for employees to sustain their working relationship and continue to provide quality, consistent services to students and families. In the first year of implementing these programs, the division saw an eight-and-a-half percent reduction in medical–related leaves, and numerous other employees received accommodations and supports, such as reduced work hours or a temporary change in work duties, to maintain their wellbeing and sustain regular employment. The 2019–2020 school year saw additional challenges with the COVID-19 pandemic; however, MHPSD staff demonstrated high levels of resilience, and absenteeism levels decreased by another ten percent including COVID-19 related leaves. Data from 2020–2022 is skewed due to the COVID-19 pandemic and cannot be considered reliable.   

  In May 2019, a follow-up employee engagement survey received 325 responses, about a 40 percent response rate. In this survey, 68 percent of respondents indicated they knew of the supports and resources available to them through the division; however, many expressed they were less familiar with the proactive health solutions available, such as nutritional coaching or stress management through the Employee and Family Assistance Program. The results also showed a 38 percent increase in the culture of wellness across the division; 87 percent of respondents felt the division placed a high value on wellness, compared to 63 percent in 2017.  

  However, when asked about feelings of negative stress, 37 percent of respondents stated they had missed work at least once in the previous 12 months due to work-related stress, and 48 percent of respondents stated they experienced stress or burnout to a point where they had considered quitting their job. The top–cited reasons for this were job demands and student behaviours, followed by struggles with work-life balance. 

  I met with the Associate Superintendent of Student Services, Tracy Hensel, and together we reviewed both the quantitative and qualitative data. We identified student behaviour as an indicator of staff wellness (and vice versa). Similarly, staff requests for professional development and training to assist in managing diverse and complex needs, also showed a relationship between staff wellness and student behaviours. It was a bit like the chicken or egg debate – what came first? Were student behaviour issues a cause or contributor to decreased staff wellness, or was decreased staff wellness a cause or contributor to student behaviour issues? Regardless, there is a direct relationship between employee wellness and student wellness. It was evident that the “one-size-fits-all” wellness committee approach was not working, and that the system could not separate “employee wellness” from “student wellness.”

  The focus, we decided, should be on Comprehensive School Health; an internationally recognized framework to support the whole school community including staff, students, and families (Alberta Health Services, 2023), and individualized health and wellness planning for each school (see Figure 1).   

  Figure 1. Comprehensive School Health Framework 

  

  Alberta Health Services. (2023). Process for building healthy school communities using the components of Comprehensive School Health. Government of Alberta.

  Comprehensive School Health Teams (CHST) have been created at every work site. These teams consist of: 

  • a Health Champion (student focus) 
  • a Wellness Champion (staff focus) 
  • an Administrator or delegate 
  • a Family School Liaison Worker (Registered Social Workers in our system who help families navigate and connect to community supports) 
  • Success Coaches (employees provided through a partnership with Alberta Health Services to promote mental health capacity building) 
  • any other staff who wanted to join or who administrators identified were a necessary part of the team (school counsellors, educational assistants, etc.).  

  Teams meet every six weeks with discussions focused on their school-specific needs, and ideas or initiatives to promote health and wellbeing for all. Some of the initiatives align with division events such as anti-bullying awareness, mental health week, or Pride month, however, many initiatives are a direct response to themes or trends being noticed in the schools. These include such topics as staff connection and recognition ideas, student leadership and belonging initiatives, or connecting parent councils with school leaders or community professionals to discuss topics brought forth by families such as social media use, youth mental health, and nutrition. Administrators record and send their meeting minutes to the Health and Wellness Manager, and I review them to identify any additional resources or supports that could be offered from the division level. 

  In 2022, I partnered with a local School Health Promotion Facilitator from Alberta Health Services. Together we arranged meetings with each Comprehensive School Health Team to complete the Canadian Healthy School Standards (Canadian Healthy Schools Alliance, 2021) survey and obtain baseline school data. Executive leadership also attended these meetings to show support for this work. During these survey sessions, it was evident that every school had their own needs, cultures, and values, and the survey sparked excellent conversation between stakeholders. Once completed, survey results showed that 76 percent of MHPSD schools are “Mastering” the Healthy School Standards, 12 percent are “Accomplishing” and another 12 percent are “Developing.” Overall, Comprehensive School Health Teams felt that strong community partnerships are in place, staff are engaged in being wellness leaders, individual schools feel they have autonomy to make decisions pertinent to them, and all stakeholders understand the importance of a whole-school approach.  

  The process also identified areas for growth. These were: 

  • utilizing students as change makers 
  • providing more time for formal school wellness planning 
  • allowing staff further autonomy to choose the professional development learning opportunities they wish to engage in.  

  Looking forward, all schools will complete the Healthy School Standards survey each spring as part of their Comprehensive School Health planning. The division has also committed to review and implement a formal Psychological Health and Safety plan, with Executive Leadership,  Comprehensive School Health Teams, and the Joint Health and Safety Committee being key stakeholders in pursuing this work. 

  MHPSD has intentionally invested time, human resources, and funding to foster a culture of wellness for all of its members. The creation of Comprehensive School Health Teams, onboarding of a Health and Wellness Manager, implementation of programs to address wellness, and collaborative partnerships with community groups are just a few ways in which they have chosen to support their wellness goal.  

  “Medicine Hat Public School Division is proud of the efforts we have made, and will continue to make, in support of the health of our learning community. While it is hard to disaggregate the impact of this work from all of the other steps we have taken, we are convinced that our efforts have had a positive impact on staff efficacy and student learning.” – Superintendent Mark Davidson, MHPSD 

  Fostering a culture of wellness requires more than creating a single wellness committee or providing staff with a wellness PD Day; it is a culmination of efforts from all stakeholders to create a safe and inclusive environment and to tackle the hard and uncomfortable tasks head on. The division’s wellness plan is fluid and constantly evolving to meet the needs of its communities. It is unknown what tomorrow will bring, but MHPSD will continue to be all-in to support the wellbeing of their staff, students, and community members. 

  LISTEN IN!
  WATCH SARAH SCAHILL SHARE MEDICINE HAT PUBLIC SCHOOL DIVISION’S JOURNEY IN THIS VIDEO

  *This is part of Well at Work’s Stories of Success Webinar Series, which profiles the many ways that school districts across Canada are fostering workplace wellbeing.

   

  LEARN MORE ABOUT HOW EDCAN SUPPORTS K-12 WORKPLACE WELLBEING

  

  References 

  Alberta Health Services. (2022). The CSH framework. Government of Alberta. https://schools.healthiertogether.ca/en/learn/the-csh-framework 

  Canadian Healthy Schools Alliance. (2021). Canadian Healthy School Standards.
  www.healthyschoolsalliance.ca/ca-healthy-school-standards 

  Photo: iStock
  First published in Education Canada, September 2023

• Educators and Workplace Mental Health

  9:00 AM Comments Off on Educators and Workplace Mental Health

  The pandemic changed a lot about our lives. For better or worse, we spent more time with our families, we picked up new hobbies and caught up on television and movies. We also spent a lot more time talking about an often overlooked or unspoken subject: our mental health. Let’s carry that forward – it’s a positive change.

  Mental health encompasses a range of experiences from mental illness to mental wellness. Mental illness is an abnormal and typically continual negative state driven by issues in the brain. Wellness, on the other hand, is the condition in which you have resiliency skills, an ability to manage how you feel, and experiences of both positive and negative feelings on a regular basis. 

  I have been surrounded by educators for much of my life. My mother is a teacher. I hold a Master’s in Education and my principal’s certificates, and I started my career in the public education system. I led a national education charity and had the privilege of working with educators and education leaders daily. The environment is familiar to me – however, I acknowledge much has changed.

  Our work at Mental Health Research Canada is to understand how Canadians are experiencing the vast range of mental health. We have completed multiple studies on mental health indicators and we have dug into our national data to explore various population and employee groups, such as educators. 

  What do we know from our research? Before the pandemic, K–12 educators’ self-reported day-to-day mental health indicators looked average compared to other sectors, including the level of diagnosis of some of the most common mental illnesses – anxiety and depression. Self-rated levels of anxiety were slightly below average and depression indicators were well below average. This is not particularly surprising, since despite the challenges the job may present, it seems reasonable to assume most people who select teaching as a profession would be aware of the nature of the work and only choose this profession if they feel they are suited to it and able to overcome these challenges on a regular basis. Also, teachers came into the pandemic with an additional layer of mental health protection – they are, on the whole, engaged in and proud of their work.

  However, the pandemic was very difficult for K–12 educators. This profession showed the second-highest increase in levels of average anxiety – after nurses – with scores peaking in August each year and as new variants emerged. At some points, one in three teachers were self-reporting high levels of anxiety. Given all that we went through, this is likely not surprising to anyone. Our data showed it was especially hard for educators with dual roles as a caregiver or parent; they were supporting their family members while also managing new roles as virtual teachers. In places where teachers went back to in-person school, they also had increased concerns about catching and spreading COVID-19 to family members. 

  This situation often manifested as burnout. In the depths of the pandemic, 38 percent of educators self-reported burnout. This was slightly above the average of 35 percent for employed Canadians. We had expected higher burnout rates, but as this typically correlates with longer-term anxiety or depression indicators, it is possible that the protective factors and relative strengths going into the pandemic helped keep this lower than the incredibly high burnout rates seen among nurses and mental-health care workers. 

  In the post-pandemic recovery period, our most recent study on workplace mental health indicators showed some interesting new data. During the pandemic and in the recovery phase, health-care workers reported some of the highest rates of burnout. While we now see some improvement on levels of burnout among the health-care sector, we have not seen the same in the education sector. The two sectors are now experiencing the same levels of burnout. We were curious about what was happening in these high-burnout sectors, so we began conducting interviews with educators. These respondents were recruited from our large data collection and had self-reported some degree of mental distress during the pandemic or more recently.  

  As one would expect, we received a number of explanations, but they broadly fit into a few categories. During the pandemic, stress was driven by: 

  • The challenges of delivering school virtually with little to no guidance and support 
  • Being unable to answer questions from anxious parents  
  • Watching kids struggle and feeling unable to properly support them.

  Once school returned to in-person learning, stress was driven by: 

  • More behavioural challenges from students 
  • No additional supports for students who had fallen behind, coupled with expectations from parents that the school would support educational recovery 
  • Cutbacks 
  • Lingering concerns about COVID-19 and students coming to school sick.

  Where to go from here? 

  Improving these indicators is a collective responsibility. Parents and students have a role to play in understanding that teachers are usually doing the best they can with the resources they have. Leadership in schools, school boards, and unions can implement stronger policies to support mental health. Governments can better fund the system to address the academic and social gaps that arose for students during the pandemic, without losing sight of the need for additional mental health supports for staff. As well, educators have a responsibility to increase their understanding of mental health, including when and how to get help. 

  The basic tenets of workplace mental health generally are the following four pillars:  

  1. The first pillar is effective policy and programs driven by the highest decision-makers. Do you have programs in place to engage employees on mental health? Are there metrics in place? Do the policies move beyond information to consider behaviour change? Have the unions, the school boards, and education ministries made this a priority? Have they considered staff wellbeing across all their policies? 
  2. The second is supportive middle management. The greatest policies can be undermined by poor or poorly planned execution. Less-than-ideal leadership styles and micro-aggressions can undermine improvements in mental health. In the education context, this is primarily a role for principals. How can we best support them to learn about mental health, identify red flags, ensure programs are delivered effectively, and build a supportive environment for all staff and students? All levels of management have to support mental health, but it is especially important at the management implementation level.
  3. The third pillar is understanding and mitigating psychological harms or traumas. Some workplaces have inherently more risk for psychological harms (e.g. bullying, micro-aggressions and discrimination) – most would certainly consider teachers and schools as one such workplace. Schools likely have policies around major traumas that teachers might experience, but do we build metrics that indicate how they are working? When does a policy kick in? For example, is verbal abuse from a parent a trauma by all definitions? Workplaces where trauma is inherent have a responsibility for specific policies over and above typical workplace mental health policies to ensure the psychological safety of employees.
  4. The fourth pillar is individual responsibility. We are humans and we have social interactions and pressures in our lives. No one is immune from bringing pre-existing challenges into the workplace, or workplace challenges into the home. It might surprise you to know that custodial staff who hold a critically important role in the school community are among the highest in anxiety diagnoses. Even within the various roles in schools, every person will respond differently as we all have different capacities. Demonstrating empathy, flexibility, and adaptability to those who need extra support is not only important, but also a collective responsibility of everyone in the workplace. We must strive toward stigma-free workplaces. Individuals also have a responsibility to learn more about and be in tune with their own mental health, and to understand and respect the mental wellbeing of others. 

  Where do we see the greatest opportunities for improvement in preventative mental health for educators? 

  We have the great fortune to collect a huge national sample of data from employed Canadians as part of the Guarding Minds evaluation. This evaluation monitors 13 multi-faceted factors that create and support psychologically safe workplaces. The factors are Balance, Civility and Respect, Clear Leadership and Expectations, Engagement, Growth and Development, Involvement and Influence, Organizational Culture, Protection of Physical Safety, Psychological and Social Support, Psychological Competencies and Demands, Psychological Protection, Recognition and Reward, and Workload Management. In self-reporting, educators score below average on all these factors, with the exception of Engagement and Psychological Protection. There are many areas that deserve attention. 

  On the positive, educators score well (average) on Engagement because they often contribute extra time voluntarily and feel like they belong to a community. They score well in Psychological Protection because they are part of and invested in that community, and they have comparatively low rates of workplace discrimination, bullying, and harassment. 

  However, there are enormous challenges that educators are facing. Educators scored significantly below the average (10 percent below) in Balance, Clear Leadership and Expectations, Involvement and Influence, Organizational Culture, Protection of Physical Safety, Psychological and Social Support, and Recognition and Reward. 

  Reviewing and summarizing the biggest gaps between the average employed Canadian and educators reveals: 

  • Work-home life balance issues 
  • Difficult situations that are often unresolved 
  • Not being able to engage with leadership in meaningful ways resulting in low trust, as demonstrated by multiple different indicators 
  • Not being provided with the right tools or resources to keep the environment safe and healthy 
  • Not having recognition for achievement and/or good performance. 

   The inherent challenge, of course, is that change and cultural shifts are difficult to achieve in big institutional systems. Many of these struggles seem baked into the structure of public education in Canada – governments, school boards, and collective bargaining.  

  But we can make progress.  

  Strive for individual balance. This can be the archenemy of high engagement. Teachers care deeply about students and don’t want to let them down. This often results in conflicting priorities with personal time. I would encourage educators to define their personal boundaries of time, as difficult as that is, to support better life balance and strive for discipline to adhere to the boundaries they set for themselves. This is not easy to do. But educators have to take responsibility for setting their own personal limits. There is a necessary tension between commitment and life balance. 

  While recognition and achievement can be challenging in a structured pay environment, multiple studies have shown that many people are highly motivated beyond financial incentives. School environments can be set up to celebrate achievements. We do it well with students. Can students share impact stories of how a teacher affected their life? Can we better celebrate progress in working with students who were struggling? Can unions celebrate and promote great teaching and the significant contribution of educators to society? Can system leaders recognize school-wide improvements on key broad initiatives? This is the responsibility of the principal of each school, and superintendents overseeing families of schools. Sometimes, it is as simple as saying thank you and appreciating someone you know is working very hard, doing their best, and bringing their best self to work every day. 

  Really, the above examples apply to most workplaces. If we can come to work, do our best, support and appreciate each other, set our work-life balance priorities without apology or guilt, stamp out stigma and show empathy for one another without judgment, our work environments would all be better places. 

  Read more about the work of Mental Health Research Canada, including reports and data on the mental health of Canadians, on our website at www.mhrc.ca. 

   

  LEARN MORE ABOUT HOW EDCAN SUPPORTS K-12 WORKPLACE WELLBEING

  

   

   

  Photo: iStock
  First published in Education Canada, September 2023

• A Focus on Staff Wellbeing

  August 29, 2023 9:35 AM Comments Off on A Focus on Staff Wellbeing

  ^{Photo caption: Pickleball events helped build a sense of community and connection after the isolation of the COVID years.}

  Student and staff wellness was on the radar of the board of trustees of the Black Gold School Division (BGSD) in Alberta even prior to COVID-19. Black Gold now adheres to three strong priorities that direct the work done with our staff and students: Success, Wellness, and Engagement & Partnerships. With a relatively small increase in the monetary investment in the Wellness pillar, we have been able to create momentum and change that is altering the trajectory of our division and snowballing in its impact. Our journey, while unique to our division, contains takeaways that can be applied in other contexts across the country to support staff wellbeing. 

  In the beginning 

  When the board and our senior administrators were discussing what our priorities should be in 2019, wellness was brought forward as an option, but focused mainly on students at that point. COVID-19, however, amplified the need for wellness support for our adults as well, as we started to hear that our employees weren’t doing “well” (a rather ambiguous term at this point). With this new priority and focus in place, we began to move forward with the wellness support for our staff members. To begin, an internal Employee Health, Wellness, and Safety Feedback survey was administered, and ​​​​the big takeaway from it was that people in all positions were feeling a lack of time to do their jobs well. 

  It was at this point that our Division Principal, Jon Ganton, started to look for ways to dig a little deeper into our employee experience so that our next moves were headed in the right direction, rather than just being based on his interpretation of the in-house survey. He was drawn to the EdCan Network’s Well at Work Advisors program because the Advisors were all formerly involved in education and he felt this was vital. Schools are a different type of “business,” and we craved feedback from a perspective that would honour all the intricacies involved with that. When a partnership with the College of Alberta School Superintendents was offered, which cut the cost in half, Jon jumped on it, and in 2022 our connection with Caroline Picard, our advisor, began. 

  The process 

  In order to understand our school division’s context and identify strategies and goals to move toward supporting staff wellbeing, our Well at Work Advisor began by reviewing the existing workplace wellbeing data and organizing interviews with a cross-section of employees. 

  Caroline conducted a series of eight interviews with pairs of employees that represented all of our union and worker groups in Black Gold. These took place over Zoom at a predetermined time that worked for each employee. Often, participants were paired with someone from a different union or role, which made for some really interesting connections and comparisons across groups of employees and buildings.  

  The questions Caroline posed centred around the perception and availability of wellness support from the employer, and also developed a context for each interviewee to share their personal experiences, concerns, and suggestions for improvement.  

  The findings 

  From the rich foundational review and recommendations that Caroline created, we put some suggestions immediately into practice, and continue to implement suggestions to this day. Three major pieces that have impacted staff wellness at BGSD are: 

  1. Visible and increased support of our support staff members 
  2. Continuation of funding for our Wellness Instructional Teachers (WISTs)  
  3. Creation of a Division Lead Wellness Teacher position devoted solely to staff wellness. 

  Support staff 

  Our support staff members were feeling left out and isolated because they weren’t always at the table for important school-based conversations and professional development (PD). This was mainly due to how many hours we were paying them to work each day, which conflicted with when our staff meetings and professional development opportunities were happening. In the 2022-2023 school year we completely changed our PD model to support the feedback from our teachers and administrators that they were feeling rushed and exhausted when meetings were on early-out days, and instead incorporated a model where a full day each month is devoted to PD at the school, division, and Alberta Teachers Association levels. With this change we have also offered to pay for half-days on our PD days for our support staff members so they can be present. We are excited that in our upcoming school year, this model has morphed further into providing pay for four full days of PD in conjunction with teachers and administrators, and the option for additional paid half-days. 

  Inclusion of our support staff remains an issue at the forefront of our minds, as many continue to feel isolated from their colleagues or underappreciated in their buildings. Having this brought to our attention allows us to continually move forward in our decision-making with this as a priority. 

  Wellness instructional teachers 

  In 2021, we introduced funding for a 0.1 FTE Wellness Instructional Teacher (WIST) in each building to support Wellness initiatives for two years. These amazing teachers use data collected in their buildings to inform their wellness focuses for the year. We truly believe that a one-size-fits-all approach does not work when it comes to wellness, especially as our district has a huge variation of school populations, from large urban high schools to small rural schools.  

  The WISTs record their action plan and the ensuing results throughout the year, and these are stored in a repository that everyone has access to. This sharing of best practices and strategies (and the ones that weren’t as effective) allows other WISTs who are new to the role, or who have identified a new area of focus, to learn from the work of others and hit the ground running.  

  Our board has witnessed the power these positions have had to impact culture and overall wellbeing in each building, and has decided to continue funding for the upcoming 2023-2024 school year.  

  Division lead wellness teacher 

  A full-time Division Wellness Teacher position was created for the 2022-2023 school year, and I was the lucky candidate who was awarded the job. At first, I was unsure of the direction to head in, so our Well at Work Advisor’s feedback was invaluable, as was the Well at Work K–12 Leadership Course online. They became my roadmap. 

  I quickly realized how to segment my work (individual, community, and systemic supports and changes), and how to streamline my communication surrounding the definition of wellness in Black Gold. My ultimate goal, right off the hop, was to ensure that the position was visible and had a measurable and immediate impact (that low-hanging fruit we often hear described). For us, this amounted to the golden oldie of bi-monthly Wellbeing Newsletters going out to everyone, and within that, individual challenges for the month. September, for example, was a step challenge, as it coincided beautifully with the Terry Fox Walk/Run that all of our schools participate in. The goal of the newsletter is always to provide information, research, and conversation surrounding best wellness practices in a way that is easy to incorporate into a busy life. The feedback I got from people was supportive, as one teacher wrote, “Your newsletter has been super useful, and I am really appreciating that it has things (recipes, challenges, etc.) that I can actually use/do. I like the tangible aspect of it, and the fact that it doesn’t feel like it’s just adding one more thing to my plate.” Ensuring that I wasn’t adding to the plate was vital and I feel like my own experience as a teacher allowed me to balance on the fine line between challenge/fun and creating extra work. Even with this goal at the forefront of my mind, I did have two people ask to opt out of my newsletters because they felt they were reminders of all of the things they “should” be doing. Of course I honoured their requests, and also remain cognizant of the number of times I am communicating with everyone each week.  

  The purpose behind the challenges was two-fold. In our Well at Work report, it was very clear that people were experiencing a sense of a loss or minimization of community (due to both COVID-19 and the siloing that occurs when workload intensifies), both at their own schools, and between schools and departments. Each monthly challenge has a team prize; the school or department with the highest percentage of participation wins a prize for everyone. I was hopeful that this shared incentive, and conversations around the competition and wellness practices, would re-engage people with one another.  

  Another community prong of support I offer is professional development. Each month ​​I lead a 90-minute virtual session that coincides with the wellness focus of the month. These happen during designated time on our PD days. By allowing teachers the opportunity to log in virtually from their own buildings we minimize commuting stress. We anticipated that having wellness sessions run congruently with curriculum-based PD, especially with new curriculum currently being implemented in Alberta, would be challenging, but my sessions have had high attendance rates, which demonstrates the need educators feel for wellness-based learning.  

  I also work closely with administrators to create sessions for their staff-specific needs. Usually this begins with a conversation about what they are noticing, or what is worrisome for them about the wellbeing of their staff. In any form of PD I deliver I adopt a workshop model, where people are conversing and working through ideas together and individually to find ways to increase their own individual wellness capacity, and elevate the wellness of the community within their building. This work creates a common language and series of shared expectations between staff members, and also allows administrators to feel supported in their quest to support their own staff.  

  As suggested in our Workplace Wellbeing Review and Recommendations, I also looked for any opportunity I could to create fun and bring people from various locations together. As we all have experienced, going through COVID-19 has created a sense of separation and isolation. To bridge that, I created a BGSD Challenge, which is a smaller-scale corporate challenge-style event. This allows everyone’s talents to shine as they earn points for their school or department, and also hosts three in-person events (pickleball, yoga, and a softball tournament) for people to meet at.  

  Additionally, we hosted a half-day in-person Wellness PD day, complete with food trucks, massages, and amazing personal wellness sessions. This day provided us with an opportunity to reach out to in-house presenters to share their passions and wellbeing habits. One teacher, who was asked to present a fly-fishing session, commented that he “never considered doing any sort of PD presentation and enjoyed the experience immensely.” We found that the uptake on wellness sessions wasn’t as high during this day, when we were meeting in-person, as it is when our sessions are delivered online.  

  My work at the systemic level took a little longer to nail down, because I needed to get a sense of how all of the pieces and people interacted before I could begin to identify which direction to head in. At the Pan-Canadian Summit on K–12 Workplace Wellbeing, I had my lightbulb moment (actually, a teeny tiny little spark that eventually grew to a lightbulb a few weeks later). Dr. Vidya Shah gave a keynote address on “Wellbeing for Whom?” and that question, and subsequent information, stuck with me. It quickly became apparent that we needed to learn about the Black Gold experience from everyone, including members of our staff from traditionally marginalized groups. Our journey into Diversity, Equity, and Inclusion began there, and while it is still in its infancy, it has already begun to spark vital conversation and change. We have administered a survey to all staff members, and the data collected and amalgamated from that has been analyzed first by senior administrators, our administration association, and our board of trustees. I have also developed a process that principals will take back to work through the data with their own staff.  

  One quick, instantly visible piece of this section of the work was creating and marketing Black Gold Pride shirts for our staff to wear. This movement grew legs, and we were able to benefit our in-school GSAs with a portion of the proceeds from each sale. As one teacher commented, “I just wanted to say I loved seeing a pride shirt order form in the newsletter today! I’ve always gotten my own shirts like that to show my support because the division has never put out their own shirts or even had emails regarding where to buy them. This is huge! And to have money donated back to school GSAs is awesome too! One step at a time to getting Black Gold more inclusive across the division.” An action that felt small was actually very big for many, as one of our trustees let me know that wearing her shirt not only got her a bunch of comments and kudos at a meeting she was at, but also opened up a really personal conversation with a young cashier scanning her groceries. She was moved by the impact something so small could have.  

  Wellness infusion 

  With Wellness listed as one of the three priorities of our division, it has been vital that we incorporate a wellness focus into all of our decision-making and meetings. I lead leadership-specific PD at each Administration Association meeting, and alternate between personal wellness for leaders, and ways to support staff with their wellness. I went into these sessions hyper-cognizant of the workload our administrators feel, and was very conscious of ensuring that my work with them was quick and beneficial, but as time has gone on, I have received lots of feedback that our work together is both appreciated, and a change from the usual flow of the meeting.  

  Our senior administration was encouraged, through our Workplace Wellbeing Review and Recommendations, to visit schools to increase visibility and remove perceived barriers in communication that were identified. They have been following this suggestion and have been present at schools more frequently. 

  Our board has also incorporated wellness discussions into their meetings, constantly ensuring their decisions align with Black Gold’s priorities. Our forward-thinking trustees have led the charge in this realm and we are extremely grateful for their commitment of funding and their willingness to converse about the employee experience at Black Gold. 

  Next steps 

  I do not have a finalized roadmap moving forward into our next steps, as they need to be flexible and responsive to needs that are identified along the way. But I do know that providing psychological health and safety to all of our employees is at the forefront of our minds at Black Gold. I have three major questions I will be focusing on in the upcoming school year: 

  1. What is our best course of action to alleviate the time pressure and job intensification many of our employees are facing?  
  2. How can I organize and support employee resource groups to move our work forward in a way that’s effective and responsive to the Black Gold experience for all? 
  3. What is the best method to collect data on the impact of our actions? 

  We are treading slowly, carefully, and in the right direction to best serve our employees. What I do know, without a doubt, is that focusing on staff wellbeing is powerful and important, as encapsulated by a teacher in our division: “I just wanted to express how grateful I am for all that you have done this year to encourage me, and all the staff, to take care of ourselves. It has been a tremendous gift to be given permission to practice self-care in real and many practical ways. You are a blessing!”  

  Our work with EdCan and our Well at Work advisor has kick-started a lot of phenomenal conversation, change, support, and growth already in our division, and it is exciting to consider where we might be a few years in the future. Our financial investment (0.1 FTE in 31 schools and 1.6 FTE at Division Office), coupled with the investment in the Well at Work Advisors foundational analysis, has been minimal in comparison to the insight and momentum gained. The impact at this point is immeasurable and multi-faceted, and we are so grateful to have had this opportunity to increase the wellbeing of all of our employees. 

  LISTEN IN!
  WATCH PAM VERHOEFF SHARE BLACK GOLD SCHOOL DIVISION’S JOURNEY IN THIS VIDEO

  *This is part of Well at Work’s Stories of Success Webinar Series, which profiles the many ways that school districts across Canada are fostering workplace wellbeing.

   

   

  LEARN MORE ABOUT HOW EDCAN SUPPORTS K-12 WORKPLACE WELLBEING

  

   

  Photo: Courtesy Black Gold School Division
  First published in Education Canada, September 2023

• Systemic Approaches to Workplace Wellbeing

  9:32 AM Comments Off on Systemic Approaches to Workplace Wellbeing

  Dr. Gabor Maté (2022) argues that within the medical world, treating individual health symptoms, without considering wider systems within which individuals exist, ignores multiple factors that contribute to sickness:  

  “What if we saw illness as an imbalance in the entire organization, not just as a manifestation of molecules, cells or organs invaded or denatured by pathology. What if we applied the findings of western research and medical science in a systems framework, seeking all the connections that contribute to illness and health?” 

  Historically, addressing individual symptoms has been the dominant approach in western medicine. The same focus on individuals rather than systems has also pervaded approaches to workplace wellbeing in Canadian schools. A plethora of incentives, from gym membership to yoga classes, suggests that K–12 staff wellbeing can be addressed by encouraging individuals to access such programs to counter stresses in work and life. 

  This article rejects a dominant focus on individual remedies and argues for systemic approaches to address workplace wellbeing. While individual responsibility has its place, a primary focus on it is misplaced. Teachers, principals, or school bus drivers should bear some responsibility for their own wellbeing, and for positively contributing to their professional workplace, but should not bear responsibility for fixing school systems that may be making them sick. 

  So how to create systemic approaches to wellbeing? 

  1. Provincial governments can play a greater role. 

  To its credit, the British Columbia government, through its Ministry of Education’s Mental Health in Schools Strategy (2020) has encouraged a focus on workplace wellbeing: 

  “Research confirms stress experienced by school administrators can negatively impact school staff. Teacher stress has been directly linked to increased student stress levels, spilling over from the teacher to the student and impacting social adjustment and student performance.”  

  Funds from the Ministry of Education to address mental health can be utilized for a focus on adults in K-12 school systems.  

  Addressing two issues would greatly improve the role of provincial governments (including B.C.) in supporting systemic workplace wellbeing:

  • Collating and analyzing sick leave and short/long-term disability costs linked to mental health.
    Currently in B.C., data for teacher and support staff sick leave usage is held by districts, and short/long term disability data are held by teacher and support staff unions, while principals maintain their own usage data. In Alberta, the Alberta School Employee Benefit Plan provides long-term disability support while employers provide short-term disability and sick leave. Similar divisions exist in other provinces. Provincial governments could develop capacity to ascertain sick leave and disability prevalence, trends, and differences (in terms of age, gender, and roles), data that could provide a basis for more systemic action. 
  • Addressing the low pay and limited hours of some support staff, with a primary focus on educational assistants (EAs).
    Low pay and limited hours have led to many EAs working multiple jobs to make ends meet. A recent Globe and Mail article (Capobianco, 2023) reported that Nova Scotia’s lowest-paid EAs earned just $16 an hour, and that, according to the President of CUPE local 5047, “many EAs and support staff work two or three jobs to make ends meet. Some have even left the field for fast food and retail because of the low wages and the tough nature of the work.”We have found the same in B.C. EAs experience difficult work with challenging students, with low pay and limited hours. The results? Increased WorkSafe BC claims,1 more sick leave accessed than other staff, and a high turnover of EAs. EA illness and turnover have ripple effects2 on other EAs, teachers, and principals, increasing their workloads and reducing wellbeing. Addressing this system-wide problem by creating full-time, better-paid jobs would impact workplace wellbeing for all staff. 

  2. Rethink school district management/union roles and relationships.

  Teacher and other unions tend to be reactive organizations. But addressing workplace wellbeing requires stakeholders to collaboratively consider data and act together to find solutions. When working with districts as EdCan Advisors,3 we have utilized the Guarding Minds at Work survey,4 conducted interviews with a range of staff, and accessed demographic, sick leave, and other data. These combined data sources, as well as reports we generate, can be used in management-union collaborations to jointly develop action plans.  

  A new form of proactive, collaborative social entrepreneurship might be considered, where ideas to improve wellbeing emerge from all stakeholders, and where consensus should be developed on proposed solutions. Both union and management can build trust by co-creating solutions and by working together to support wellbeing.  

  3. Rethink the concept of leadership. 

   Being a compassionate leader is a fine idea, but being a collaborative one is better. Hierarchical school systems are reflected in job titles like Superintendent, CEO, and Executive Team. Many progressive leaders within these roles utilize collaborative approaches and encourage innovation within their organizations. But others do not, and autocratic leadership, especially in school principals, has been found in our work to have negative impacts on teacher and support staff wellbeing, while more collaborative and less autocratic principals have improved wellbeing in their schools.  

  Leaders can support systemic approaches by: 

  • setting policies to guide approaches 
  • initiating systemic change when there is consensus that such changes are needed 
  • creating staffing and budgets to implement action 
  • enabling innovation at schools and worksites 
  • extending collaborative approaches with unions  

  4. Rethink the role of the individual while addressing the core systemic issues that impact workplace wellbeing. 

  Everyone who works as an employee in a K–12 Canadian school district is part of a system. Yet how often does one hear “the system” discussed as though those working in it are not part of it? If I work in a system, I need to take some responsibility to make it better. But if my workload is excessive, my stress is high, and some of my professional connections and relationships are problematic, giving me one more job is not going to help. 

  So, what to do? The answer is simple – reduce workload and stress. But how to do it is not. We as EdCan Advisors have found two useful starting points: 

  • Separate contractual and non-contractual issues.
    Not all workload issues are contractual, and while ideally, workload might be addressed in contracts, the reality is that much can be done to improve wellbeing outside of contract negotiations. As an example, addressing negative professional relationships can impact wellbeing (Naylor, 2020). 
  • Find and address the “low-hanging fruit”: steps that can be initiated quickly and with little controversy. 
    These might include improving meeting processes, reducing email use, and limiting after-hours and weekend messaging, or encouraging senior district staff to visit schools and worksites to build connections and relationships while offering positive feedback and encouragement when appropriate.  

  As these progress, longer-term systemic approaches can be the focus of dialogue and planning, perhaps to address issues of racism or discrimination, or shifting school and district culture into more positive spaces. 

  5. Address racism and discrimination toward Indigenous and racialized staff and incorporate more Indigenous approaches into wellbeing initiatives. 

  One way to address racism in schools is to hire greater numbers of Indigenous and racialized teachers and other staff. A Rideau Foundation effort to boost Indigenous teachers was reported by McKenna (2023), and stated that in Winnipeg, 16.9 percent of students identified as Indigenous but only 8.6 percent of teachers were Indigenous. This lower ratio of Indigenous staff compared to districts’ Indigenous student populations is repeated in many Canadian school districts. 

  Systemic approaches to combatting racism and discrimination require more Indigenous teachers and racialized staff in schools. This is a more complex issue than recruitment, as some Indigenous people have stated they are reluctant to participate in what they still consider a predominantly colonial system. Indigenous staff report hearing racist and discriminatory comments from students, staff, or parents, comments which impact their wellbeing. Indigenous support staff have told me of bullying and harassment at work linked, in their view, to being Indigenous, female, and of low status in school districts. 

  At the same time, many non-Indigenous teachers are making significant efforts toward respectful access to both Indigenous knowledge and people. Others are apprehensive about cultural appropriation or fear to offend. 

  Just as decolonization is a work-in-progress, so will addressing wellbeing with anti-racism efforts take time and careful dialogue before significant changes are seen. McKenna also offers some thoughts on the complexity of the issue, identifying historical, cultural and current contextual issues, including “ongoing trauma connected to education that stems from residential schools, as well as colonial curriculums and a general lack of cultural safety in public education.” 

  While a significant dialogue with Indigenous and racialized people is needed, steps can be made while the bigger picture is explored. In one B.C. school district, Indigenous staff have stated that they do not trust either management or union processes to deal with racism, discrimination, or harassment. They prefer more restorative processes to address racist attitudes and actions. Evidence from districts that have utilized restorative approaches suggests such processes improve wellbeing for both Indigenous and non-Indigenous staff. 

  A similar focus to that on Indigenous and racialized staff might be placed on LGBTQ2+ staff in schools, perhaps with a focus on wellbeing for LGBTQ2+ staff in rural areas, where U.K. research (Lee, 2019) has outlined high levels of depression and anxiety among LGBTQ2+ teachers.  

  6. Address workplace wellbeing as a gendered issue. 

  The Centre for Addiction and Mental Health reports: “More than 75% of suicides involve men, but women attempt suicide 3 to 4 times more often than men” (CAMH, 2023).   

  The Canadian Women’s Foundation (Senior & Peoples, 2021) states: 

  “Women experience depression and anxiety twice as often as men. Women in heterosexual pairings have long taken the position of ‘designated worrier.’ They tend to bear the brunt of the anxiety about family health and wellbeing. Of course, the data shows how worry work comes at the expense of a mother’s own health and wellbeing.”  

  Women comprise around 75 percent of many school district workforces. Yet there is a surprising lack of focus on women’s wellbeing and mental health in many school systems. Systemic change in a workforce largely populated by women requires a focus on women. Work-life balance can be difficult for women who often still have the primary care responsibilities within families, and even more so for those in the “sandwich generation” who are supporting both children and aging parents.  

  Teacher demographics in many school districts currently show more younger teachers, as retirements surge. New patterns are emerging with this changing demographic. One I have heard recently in B.C. school districts is that many younger teachers arrive shortly before the morning bell and are gone shortly after schools close in the afternoon, a pattern differing from some more experienced and older teachers, who often chat and collaborate after students leave. Teachers with young families have many demands at home that may limit the “after-hours” time they can spend at school. But younger staff in K–12 schools may also be protecting their own work-life balance by putting limits and boundaries on their work.  

  How to address the wellbeing of women staff in schools? 

  Look at the data. Are women taking leaves, accessing EFAP or short/long term rehabilitation programs proportionately more than males, and if so, in which roles? But if supporting collaborative approaches with systemic support resonates with districts, it is also crucial to start conversations with women staff at every status level about their wellbeing.  

  —- 

  PROVINCIAL GOVERNMENTs should be more active in supporting systemic approaches to wellbeing. Adopting some or all of the six factors explored in this article to a school district’s context might create strong foundations. Initiating short-term action would build momentum and ease districts into addressing tougher issues over the longer term. Systemic action is possible with the right leadership, staffing, and funding, a focus on data, and effective collaboration, facilitation, and implementation to build workplace wellbeing.  

  It’s not easy and there’s no exact recipe, but systemic improvements can be made. Let’s do what we can and share what we learn. 

   

  LEARN MORE ABOUT HOW EDCAN SUPPORTS K-12 WORKPLACE WELLBEING

  

  References 

  B.C. Ministry of Education. (2020). Mental health in schools strategy. Government of British Columbia.
  www2.gov.bc.ca/assets/gov/erase/documents/mental-health-wellness/mhis-strategy.pdf 

  Capobianco, A. (2023, May 24). Halifax education workers’ strike continues. Globe and Mail.
  www.theglobeandmail.com/canada/article-halifax-education-workers-strike-continues/ 

  Lee, C. (2019). How do lesbian, gay and bisexual teachers experience UK rural school communities? Social Sciences, 8(9), 249.
  www.mdpi.com/2076-0760/8/9/249#:~:text=Results%20showed%20that%20LGB%20teachers,%2Dworth%2C%20depression%20and%20anxiety 

   Maté, G., with Maté, D. (2022). The myth of normal: Trauma, illness and healing in a toxic culture. Knopf Canada. 

  McKenna, C. (2023, March 28). Finding the Knowledge Keepers: The Indigenous teacher shortage. The Walrus.
  https://thewalrus.ca/finding-the-knowledge-keepers-the-indigenous-teacher-shortage/ 

  Centre for Addiction and Mental Health. (2023). Mental illness and addiction: Facts and statistics. 
  www.camh.ca/en/driving-change/the-crisis-is-real/mental-health-statistics 

  Naylor, C. (2020). The Powell River Learning Group: Improving professional relationships.
  https://drive.google.com/file/d/1nSs5ZGmqQkYWCxqio42JehlV473kqm_l/view  

  Senior, P., & Peoples, A. (2021, June 7). The abysmal state of mothers’ mental health. (2021, June 7). Canadian Women’s Foundation. 
  https://canadianwomen.org/blog/the-abysmal-state-of-mothers-mental-health  

  Wang, F. (2022, October). Psychological safety of school administrators: Invisible barriers to speaking out. University of British Columbia.
  https://edst-educ.sites.olt.ubc.ca/files/2022/10/Psychological-Safety-of-School-Administrators-v7-Final.pdf 

  Photo: iStock
  First published in Education Canada, September 2023

• Challenges and Opportunities

  April 26, 2023 11:00 AM Comments Off on Challenges and Opportunities

  Schools play an integral part in the lives of children and youth. Not only is this a space for intellectual development, but it is also where many social skills and core competencies are acquired. During the past three years, provinces and territories implemented a variety of measures to curb the spread of COVID-19, including school closures and remote learning. While these measures were focused on reducing the number of COVID-19 cases and deaths, there have been other consequences and impacts on the lives of students.

  We are still trying to understand the impact of the pandemic on students, but we do know that there were huge repercussions throughout all education systems across Canada. Challenges included, but are not limited to, staff and student mental health, increased inequalities between learners, staff shortage and chronic attendance problems, learning loss, cancellation of sports and extracurricular activities, and adapting to online learning. There were also, however, a few opportunities that emerged: enhanced teachers’ digital skills, learning outside the classroom, Indigenous land-based education, prioritizing opportunities for authentic learning, and improved curricula in some jurisdictions.

  It is important to recognize students’ intersectional identities and varying circumstances when discussing the impact of COVID-19 on students. We should not generalize the experiences of all youth. Not all communities, or students, faced the same impact of COVID-19.

  Here, we share our experiences during the pandemic. These reflections only represent our individual experiences and not all students’ experiences.

  Online learning

  Fiona: It was January 2020 for me when my school announced that we would be doing classes online. Until that point in my life, I had never used Zoom or Google classroom. In a week, my peers and I were thrown into an unfamiliar world.

  The class was just an hour of looking at black screens with occasional emoji reactions from half-asleep students. Instead of interactive learning, we were asked to watch pre-recorded lectures, usually on Zoom, by teachers. As much as teachers tried their best to make lessons engaging, these lessons were just not as effective.

  For example, in Grade 9 science, we had to learn about the different colours of flames. In a pre-pandemic classroom, students would participate in elaborate experiments and see the different flames at school. In our new class setting, the teacher displayed different pictures of the flames on his screen and explained them one by one. We were unable to experience the bright colours of the flame and experience the excitement. As a result, the information from the class was not deeply impressed upon us.

  Raeesa: Learning online was a challenge at times. From poor internet connections disrupting our classes, to needing to constantly help my siblings who were often confused after their lessons, to staring at a screen for prolonged periods, online learning had many flaws. I found that fewer people spoke and gave answers to questions during online classes, which made things harder for teachers. Due to less student participation, classes felt longer and got boring at points. It was especially sad when the teacher had to wait for someone to answer their question. The flow of the class wasn’t as interesting or engaging, which affected students’ learning and interest.

  On the plus side, learning from the comfort of my home was better for me, since I was in my own learning space. I got to explore and get used to using technology more often for school tasks, which was helpful since in the future most of us will use apps on our devices to complete our assignments and projects.

  Lack of structure, need for more independence

  Fiona: We used to have structured class schedules with strict expectations, like arriving to class on time and being there for attendance. However, as online classes rolled out, there was no one there to ensure we joined the online classes, and in many instances, classes were cancelled due to an unstable network. Because classes weren’t as effective, I had to figure out ways to learn on my own, so I found myself trying to watch crash-course YouTube videos and Khan Academy. Many classmates also resorted to these sources of information. Over time, we felt a disconnection between the teachers and us because they were no longer the people we went to for concerns and inquiries.

  Raeesa: During the pandemic, without a teacher being there to make sure I did my work, I had to learn to be responsible for myself and manage my time independently to complete all my assignments and work at home. I also learned the importance of communicating with teachers. We were able to chat and text with teachers online, and I learned to be the one responsible for communicating with my teachers for help, because they are not able to help me if I don’t ask them.

  Social impacts

  Raeesa: For me, school has always been the place where I can participate in different activities like sports, arts, and clubs, and it has provided me with many opportunities. I missed out on many in-person activities, such as school assemblies and playing on certain sports teams due to the pandemic.

  Fiona: Looking at the greater picture, the pandemic took away the chance for many students to discover their passions. I believe that passion is discovered through meaningful encounters with peers and teachers. With the pandemic, courses that many used to enjoy became mundane and not enjoyable. There were fewer interactions with teachers, less face-to-face communication. In the crucial years of interest exploration in Grades 8, 9, and 10, some were unable to explore their interests to the full extent.

  However, the pandemic helped me appreciate the resources I have in my life. Pre-pandemic, there were no breaks. I was involved in hockey, rugby, multiple extracurricular classes, debate, and more. Right after school, my mom would drive us to all sorts of extracurricular programs. When we got home, my sister and I would quickly eat and go to our rooms to do homework. In contrast, after the pandemic hit a lot of classes were cancelled or were moved online, which gave my family a lot more family time. I was able to have more conversations with my mom and understand her immigration story to Canada. This gave me a stronger sense of family and appreciation for the things my mom has sacrificed to build a life in Canada.

  Youth leadership

  Fiona: The pandemic brought out a huge surge of youth activists and youth leaders. There were many rising issues regarding educational resources, technology, and homelessness. Youth were inspired to speak up and aid their community members after seeing how the pandemic impacted their local communities. On a personal level, I run a non-profit organization, United Speakers Global, that aims to make public speaking resources more accessible to youth. Just after I joined the organization, the pandemic hit and the initiative became completely online – which at first seemed a problem. However, with an increased demand for these programs, we reached more students not only in the GTA but also in 11 different cities globally. Through this organization, I met youth leaders in Kuwait, Shanghai, Zambia, the U.S., and other places.

  Last words

  Raeesa: While the pandemic had its negative impacts on my learning, there were also some perks and learning opportunities. I like to think of it as a matter of perspective. I could have looked at the pandemic as an obstacle I was unable to overcome. Instead, I looked at the pandemic as a learning opportunity and used all the obstacles that came my way as stepping stones to opening my mind to different perspectives and ways of learning. The challenges helped me move forward instead of halting my path. In the end, it is our perception that forms our life and the way we choose to live it.

   

  Photos: iStock, Fiona Shen and Raeesa Hoque

  First published in Education Canada, April 2023

• Moving Beyond Self-Care

  June 20, 2022 7:29 AM Comments Off on Moving Beyond Self-Care

  Gail Markin will be delivering the workshop, “Beyond Self-Care: Leading a Systemic Approach to Well-Being for Educators “, during EdCan’s upcoming 2022 Pan-Canadian Summit on K-12 Workplace Wellbeing.

  “Let us define ‘ethical intention’ as aiming at the ‘good life’ with and for others, in just institutions.”  –Paul Ricoeur (1990/1992, p.172)

  What ethical responsibilities do educational organizations have to create the conditions that foster employee well-being? Is the strategy of self-care promotion sufficient or should educational organizations consider what other obligations exist in order to encourage the “good life?” If we are aiming at the good life as Ricoeur (1990/1992) suggests, and if our intention is to create well-being in the education workplace, then reminding people to take care of themselves and focusing on the health practices of individuals is not enough. People exist in relationships and work in complex systems, so addressing these things is also necessary in order to create and support well-being. If the relationships or systems are not well, then focusing on the individual “fixing” themselves becomes both ineffective and frustrating. 

  Making the “right” health decisions and doing self-care activities tend to be framed as a competence or character issue of an individual (Wang, Pollock, & Hauseman, 2018), but this idea falls apart when one considers that an employee only has control over one part of the situation. For example, employees can do all of the things they know are good for them – they can eat well, get the requisite hours of sleep each night, exercise, meditate, have great social support, and so on – but if they are in a toxic workplace environment or work with others who don’t care about them, then they will not be well. Many education leaders who are promoting and supporting self-care are trying to do the right thing for their employees, their employers, or both, but are, unintentionally, losing the substance for the shadow and doing more harm than good. 

  More and more ministries of education and school districts are recognizing the need to address staff well-being as an important step toward increasing student well-being. They are also acknowledging the importance of staff well-being in relation to students’ learning outcomes. In the province of B.C., the newly published Mental Health in Schools Strategy (British Columbia Ministry of Education, 2020) recognizes the need for adult well-being for the very first time. “Not only does adult stress impact students directly, it can also lead to increased sick days taken by staff, increased disability claims and challenges with retention and recruitment, all of which cost the school system as a whole” (British Columbia Ministry of Education, 2020, p. 5).

  The Mental Health in Schools Strategy document correctly points out that there is also a business case to be made for addressing staff well-being. Education leaders are looking at well-being as a way to save money through lower absenteeism, increased staff retention, and other human resources considerations. Having a safe and caring workplace creates value for the institution, as it increases productivity and makes financial sense from the human resources perspective – but employee well-being has value beyond just what it can provide in a linear and measurable cost/benefit analysis. Organizations have a moral responsibility for the well-being of their employees. There is also intrinsic value that exists in the relationships between people that we cannot reduce to numbers and statistical analysis; this benefit exists in the connection itself and is experienced in the most successful and creative teams (Waterhouse, 2019). 

  As individual employees, we exist within organizations that are in relationships within the larger system. The system is not a separate entity that exists outside of the individuals who are part of it. The organization itself is made up of, developed, and shaped by people in relationship. This explanation fits with the idea that “the moral life of organizations is reducible neither to individual morality, nor to institutional structures. Rather it is usually the interplay of individual moral agency on the one hand, and organizational structures on the other that determines outcomes” (Herzog, 2018, p. 2). This interplay doesn’t take away the responsibility that each person has for their own decisions and actions, nor does it waive organizations’ responsibilities to attend to their employees’ well-being. But instead, it acknowledges that those decisions and actions, whether they are individual or organizational, occur within and are impacted and shaped by the individual’s relationships and interactions with the organizational contexts. Organizations need to change the way they work, co-develop well-being strategies and practices with their employees, and wholeheartedly integrate them into their daily lives.

  

  Taking action

  It is valuable to look at what an organization is doing to promote health and well-being and whether these strategies and practices are having the intended impact. The use of self-care as a well-being strategy puts the responsibility on the individual to take care of their own health, ignoring the systemic inequities that create an unequal playing field. It also ignores the responsibility of organizational leaders to create and support policies and practices that bring well-being into the culture and structure of their organizations. In the education workplace, the role of the employers in supporting well-being is often seen as simply providing information – via newsletters, blog posts, or “wellness days” – for employees to learn about self-care they can do on their own. Such a view is patronizing, as it places the burden on individuals and neglects organizations’ impact on and responsibility for their employees. Recently, an education colleague spoke about a staff wellness day at their school: “Our administrator was praising the day and publicly people were praising the day too, but privately no one saw the point.” The idea that work-related stress can be relieved with health promotion materials is problematic because it ignores the organizational, social, and systemic patterns that have contributed to the stress in the first place (Bressi & Vaden, 2017). As illustrated from the above example, it also runs the risk of appearing inauthentic or becoming a “Band-Aid” solution that could damage the very relationships that it aims to support. 

  The other workplace strategy around self-care practices is to encourage or reinforce better health practices. Some districts are promoting the use of apps that record fitness and other health goals. These apps are often part of the employee assistance program offerings and tend to reward individuals or teams for meeting their goals with virtual awards or gift cards. There are mixed opinions on the effectiveness of these types of behaviour modification programs, but it is generally agreed that how these programs are structured matters. A study by Gneezy et al. (2011) found that this is particularly true for initiatives designed for the public good, as incentive programs can have “adverse effects in social norms, image concerns or trust” (p. 206). The same study also found that using incentives to make lifestyle changes sometimes works in the short term but is usually not sustainable. These are often great tools, but alone they are just not enough. 

  So, if we want to increase staff well-being and experience all the benefits this provides, what do we do?

  One of the more promising strategies in workplace well-being is the idea of moving to a joint responsibility model of health promotion (Joyce et al., 2016). A white paper put out by the Mental Health Commission of Canada and Morneau Shepell (2018), a human resources company, promotes this joint responsibility model that includes recommendations like creating a caring culture and supporting the employee-manager relationship. We would like to suggest a three-part model that includes looking after self, supporting and caring about each other, and considering the policies and practices in the system that either promote or get in the way of well-being. 

  Having a well-being plan that has all three components acknowledges the shared responsibility and makes this something people at all levels of the organization are working on together. For example, it is still the individual’s responsibility to take care of their own health, so information or programs that encourage self-care are great – but only if that is just one part of a more comprehensive well-being support plan. The plan should also include ways to support each other like team building, opportunities to contribute, plans to address conflict, and anything that supports connection, collaboration, and belonging on teams. The third part is looking at policies and practices through the lens of equity and well-being. Which of your practices/policies are supporting well-being and which are getting in the way of it? There are many examples and opportunities to look at established practices with a new well-being lens, such as: whose voices are included in decision making processes? Do our onboard practices create equity and belonging? How do people advance in our district? Do we provide opportunities for ideas and feedback to be heard and shared? Do we need an email policy to support boundaries around work time? The answers to these and so many more questions will vary, but they are definitely worth asking and reflecting on together. 

  The education system’s ethical responsibility is to work together on creating well-being in the K–12 workplace; it is then that Paul Ricoeur’s (1990/1992) ethical aim for “the ‘good life’ with and for others, in just institutions” (p. 172) can be truly be achieved.

  ---

  Learn more about the pan-canadian summit, an exclusive professional learning experience for district teams of staff wellbeing champions seeking concrete ways to embed and sustain a happier and healthier workplace culture.

   

  References

  Bressi, S., & Vaden, E. R. (2017). Reconsidering self-care. Clinical Social Work Journal, 45(1), 33–38.

  British Columbia Ministry of Education. (2020). Mental health in schools strategy. Government of British Columbia.

  Gneezy, U., Meier, S., & Rey-Biel, P. (2011). When and why incentives (don’t) work to modify behavior. The Journal of Economic Perspectives, 25(4), 191–209. 

  www.jstor.org/stable/41337236

  Herzog, L. (2018). Reclaiming the system: Moral responsibility, divided labour, and the role of organizations in society. Oxford University Press. DOI:10.1093/oso/9780198830405.001.0001

  Joyce, S., Modini, M., et al. (2016). Workplace interventions for common mental disorders: A systematic meta-review. Psychological Medicine, 46(4), 683–697. doi:10.1017/S0033291715002408

  Mental Health Commission of Canada & Morneau Shepell (2018). Understanding mental health, mental illness, and their impacts in the workplace. Health Canada.

  Ricoeur, P. (1992). Oneself as another (Kathleen Blamey, Trans.). University of Chicago Press. (Original work published 1990.)

  Wang, F., Pollock, K., & Hauseman, D. C. (2018). Ontario principals’ and vice-principals’ well-being and coping strategies in the context of work intensification. In S. Cherkowski & K. Walker (Eds.), Perspectives on flourishing in schools (pp. 287–303). Lexington Books.

  Waterhouse, A. (2019). Positive relationships in school: Supporting emotional health and well-being. Routledge.

• What’s STRONG with Us in Mental Health and Well-Being?

  March 23, 2022 11:43 AM Comments Off on What’s STRONG with Us in Mental Health and Well-Being?

  Welcome to Flight 2022! We are taking off into this new year with our positive attitude and gratitude secured in the upright position. We have turned off and stowed away all self-destructive devices, like worry and negativity. Our leadership, activated by hope, connections, strategic planning, and grit, will be assisting other passengers in activating their leadership. We will celebrate our efforts and enjoy this flight!

  Educational leaders are trying to refuel their well-being and mental health while in full flight. Part of the flight path for Saskatchewan is shared here.

  The Ministry of Education in Saskatchewan has established a two-year plan to address mental health and well-being in K–12 education. Led by a committee of senior educational administrators in partnership with the provincial Ministry, the plan includes:

  • An inter-ministerial working group to streamline provincial initiatives in mental health and well-being, for comprehensive awareness of offerings and grant opportunities.
  • A well-being plan for staff and students constructed by each school division, with a provincial template available if needed.
  • A regular provincial newsletter featuring activities and successful well-being practices of school division practitioners.
  • An annual provincial symposium on mental health and well-being, bringing keynote speakers and school division presenters together to share initiatives.
  • A database of mental health and well-being resources.

  At the school division level, school leaders are working within their local context to support students and staff. School-based well-being plans include local committee initiatives, specific programs, surveys, and community partnerships. Schools are supported by system-level initiatives including professional development, speakers, strategic messaging, system need surveys, and various grants.

  The EdCan Network, via its Well at Work staff well-being initiative, has come into Saskatchewan as a welcomed “objective, critical friend” to support our mental health and well-being efforts:

  • EdCan designed and delivered a leadership well-being module and keynote at the Saskatchewan League of Educational Administrators, Directors and Superintendents AGM and Spring Conference.
  • Well at Work Advisory Services are being provided in a few school divisions to help them identify workplace well-being issues and develop an actionable plan to strengthen staff mental health.
  • EdCan Well at Work Design Team members will present at the provincial well-being symposium in May to an audience of senior and school-based leaders.

  Educational leaders need to support each other to meet the challenges of staff and student well-being with wisdom, strength, and confidence. There is a hunger for economical and proactive supports that educational leaders can readily apply and share. Educational leaders also want to know if their pathways and initiatives are really positively impacting as intended. The exciting part is that there are “beacons of brilliance” that exist across schools, school divisions, and provinces.

  The authentic, safe connections and networking of educational leaders onsite and in virtual ways to face these challenges together is a brilliant opportunity in 2022. Our leadership connections will inspire us and help us be that needed steady light for our students, staff, communities and for ourselves as we rebound in 2022–23.

  Have a safe landing!

   

  First published in Education Canada, March 2022

• After-School Programs

  September 28, 2021 5:12 PM Comments Off on After-School Programs

  The lights are low and peaceful in the school gymnasium. Around the floor, tiny pink and purple yoga mats are splayed in a large circle, six feet apart. The Community Schools Partnership facilitator sits in the centre. “This is how you breathe mindfully. Sit with your heart up and take a deep breath in and empty all of the worries from your day.” The students in her program adore her. She is the reason some students come to school each day during a pandemic. They feel the safe, caring space and it shows.

  Who are we?

  Community Schools Partnership (CSP) is a department that complements educational programs in Surrey Schools. Our work is to provide before-, during-, and after-school programs with a focus on sports, arts, STEM, and social-emotional learning (SEL) opportunities. CSP’s goals are aligned with the district’s goals to ensure equity and access for all children to reach their full potential, expand their learning, and grow socially and emotionally. Our programs are shaped around the needs of the school community. We focus on programs and partnership development in areas like physical literacy, art, music, STEM, coding, yoga, dance, and many other extra activities. It is in these programs that CSP Outreach staff have the opportunity to support children and youth who may not have access to fun physical and emotional supports that help them thrive.

  Community Schools Partnership is funded through multiple streams provincially, locally, and federally. Our primary funding is through the Community Link Funding, which is intended to target students with complexities who need the additional supports in schools to thrive. Some of those complexities include financial and accessibilty barriers.

  Throughout the pandemic, our small but mighty department pivoted and flexed in ways we never knew were possible to ensure that after-school programs continued. In British Columbia, schools remained open throughout the pandemic. Our team continued to implement programs by following the guidelines from the Provincial Health Authority and our school district’s Health and Safety team. Some of the key measures we put in place included: shortening program time, lowering numbers of students in programs, keeping students in their learning cohorts (not mixing cohorts), and communicating clear guidelines for keeping our students and school communities safe.

  Why after-school programs matter

  After-school programs have always made a difference for kids. They became even more important during the pandemic, when students were on blended learning programs that limited their ability to see friends face to face. Our CSP Outreach Workers and Facilitators worked hard to continue to meet the needs of our students and bring them back to safety, security, and normalcy. One of our Outreach staff, Vanessa, related that “many kids want to learn friendship skills, especially given the circumstances where they are forced to stay at home for extended periods.”

  At a time when the mental health and well-being of young people have been clearly impacted, intentional programming that effectively responds to the needs of students will support their recovery as we move into our “new normal.”

  Community Schools Partnership programs foster an atmosphere of safety and wrap-around support. They are not separate from the school culture; rather they echo the values and learning throughout the school day and contribute to a school culture that is healthy and robust. Jordan, one of our outreach workers, says, “In our after-school programs, everyone feels accepted and valued. We create opportunities for team building and bringing everyone closer to our common goals.” CSP’s after-school programs provide an intentional space to extend students’ learning and belonging. Student participants feel more connected to the school because they belong to the programs. Group leader Meghan names additional benefits: “Social-emotional learning, social connections after school, physical literacy, and community empowerment.”

  Results of the program evaluation

  Through the pandemic, we felt it was increasingly important to know where our students were at, socially and emotionally. We collaborated with our research department to create a survey based on some key pillars that reflect the students’ perception of how they are doing.

  We evaluated students in nine different CSP after-school programs. Data was collected from 617 program participants ages six to 12, attending these programs across Surrey Schools. Program participants were asked to complete a 25-item survey, broadly grouped into five domains using a five-point Likert Scale. Program participants responded to survey items by indicating their level of agreement: 1) Disagree a lot; 2) Disagree a little; 3) Don’t agree or disagree; 4) Agree a little; and 5) Agree a lot. Additional open-ended questions were posed to program participants.

  What we learned through this process was that students who attend CSP after-school programs tend to report higher feelings of attachment and after-school involvement, and to feel a deeper sense of awareness of their thoughts and feelings, than is reported by the overall school population of B.C. in the provincial Middle Years Development Instrument (MDI) survey (see Figure 1). These are early findings, but showcase the importance of after-school programming.

  

  Teaching where they are at

  We have been fortunate to be able to run after-school programs for students despite the pandemic. The strain that the pandemic has added to the lives of students has amplified the urgency for us to continue to effectively address the areas of mental health and SEL in our youth. Jordynn, one of our outreach staff, says, “Teaching mental health literacy in our after-school programs has been integral… mindfulness, awareness, and fostering social interactions have been lacking throughout this pandemic.” The opportunity for healthy interactions and rediscovering that place of quiet and calm can offer a much-needed respite for our youth, some of whom may find that the only space for them to practise mindfulness is in their after-school programs.

  Consistently listening to the voices, opinions, and insights of our students is essential in creating programs that truly meet their needs. The more we listen, hear, and apply their considerations and make any necessary adaptations to our programs, the more we reach students where they are at and build their trust. We are always listening to them.

  At the beginning of the article, our students were finding peace in their after-school program. In the final moments of this program, each student takes a long deep breath in and out. Then they roll up their little yoga mats, and the outreach worker checks in with each student as they make their way to the yoga mat bin. One student says casually on the way out, “I can teach this to my mom. Sometimes she gets stressed too, this could help her,” and runs to catch up with her mom waiting outside. This captures why we do what we do. The pressure that the pandemic is placing on our families and society is significant; however with supports and programming, we adapt. CSP after-school programs encourage children to express and accept their feelings, to embrace challenges, and to build up their resiliency toolboxes.

  The authors wish to thank: Chadwin Stang, Tanya Parker, Arthur Tiojanco, Mark Elke, Denis Pavlovic, Manjot Badesha, Jordynn Punter, Jordan McDougall, and the Community Schools Partnership Team.

  Photo: Courtesy James Speidel

  First published in Education Canada, September 2021

• Overcoming Reading Deficits

  May 27, 2021 2:59 PM Comments Off on Overcoming Reading Deficits

  The Toronto Catholic District School Board (TCDSB) introduced Empower^TM Reading (henceforth, Empower) to address the ongoing needs of exceptional students with reading difficulties.

  Over 30 years ago, TCDSB partnered with Toronto’s Hospital for Sick Children (SickKids) to introduce Empower in its developmental phase (Lovett & Steinbach, 1997). TCDSB continues to use Empower’s commercial version in up to 100 classes, located in 70+ schools; numbers vary slightly by year. 

  The TCDSB-SickKids’ partnership occurred when the whole-language approach was influential in shaping educational practice in Ontario. Its opponents, however, presented counter-evidence that basic pre-requisite skills, including phonemic awareness, reading fluency, and vocabulary development (Nathan & Stanovich, 1991), are critical in improving automaticity in decoding and reading, necessary before learning higher-level skills. Persistent deficits in basic word identification skills require direct remediation of phonologically-based reading skills, systematic and explicit instruction in letter-sound and letter cluster-sound mappings, and reinforcement of word identification learning (Rayner, et al., 2001).

  TCDSB’s involvement in Empower development began when the identification of learning disabilities was based on the now-defunct model of IQ-achievement discrepancy. Current practice across Ontario school-boards focuses instead on the “psychological processes” underlying a learning disability, of which phonological processing is one. It involves the awareness of phonemes – the alphabetic principle that underlies our system of written language. Specifically, developing readers need an understanding of the internal structure of words to benefit from formal reading instruction (Adams, 1990). Once decoding is efficient, attention and memory processes are freed for comprehension. Phonological awareness therefore assumes a pivotal role in learning to read.  It is a strong predictor of a child’s literacy development (Melby‐Lervåg et al., 2012), from Kindergarten throughout school (Perfetti et al., 1987; Calfee et al., 1973).

  The Empower program addresses learning problems of struggling readers by remediating core deficits in decoding, spelling, word-reading, vocabulary development, and text comprehension. The program’s initial focus on letter-sound identification and sound-blending training gradually moves to larger sub-syllabic units such as phonograms, vowel clusters and affixes, each with its own metacognitive strategy.                                              

  To address reading difficulties confronting special education students, TCDSB deploys Empower as a Tier-3 reading intervention, targeting those with a Learning Disability (LD)/Language Impairment (LI) learning profile for whom previous Tier-1 & 2 interventions (e.g. 5^th Block) have been unsuccessful. The main admission criteria are:

  1. The student is formally identified as LD/LI, or being assessed/tracked for LD/LI difficulties
  2. The primary presenting concern is difficulty in decoding and/or word identification, or text comprehension, as appropriate for the program being considered
  3. The student has an Individual Education Plan (IEP)
  4. Consistent attendance, and ability to participate without disruption

  TCDSB implementation model

  Select TCDSB elementary schools host Empower program(s), with mandatory training by SickKids-appointed staff, accountability/research tracking, and centralized monitoring/management by the TCDSB Empower Steering Committee. Comprised of interdisciplinary representatives, the Empower Steering Committee oversees program implementation.

  With authorization from SickKids, highly experienced TCDSB-appointed special education teachers monitor the fidelity of implementation by serving as internal mentors/trainers. There are two initial training days for teachers, further training during the year, and subsequent refreshers. The mentor provides scheduled classroom visits and consultation via phone/e-mail. Training focuses on instructional methods, Empower lesson components and materials, student monitoring and assessment.

  When interviewed, teachers were very pleased with the initial training (despite its intensity) and support/feedback from mentors’ classroom visits.

  About half of the 70+ participating schools were selected as Empower “Hubs,” receiving additional staffing allocation. Eligible students from non-Empower schools could transfer to a nearby “Hub” for one year and receive instruction in Empower and all other subjects. Teachers consistently reported that transferred students made academic and social progress similar to other Empower students.

  We focus on Empower Decoding/Spelling for Grades 2 to 5. More than 100 60-minute lessons are taught to about 500 students in small classes of 4–7. In addition, the Board recently implemented Decoding/Spelling for Grades 6 to 8, and Comprehension for Grades 3 to 7.

  To address core deficits in decoding and spelling, students receive instruction in five decoding strategies in sequence:

  1. Sounding Out (a phonological letter-sound decoding strategy)
  2. Rhyming (word identification using known keywords to decode unknown words with the same spelling patterns)
  3. Peeling Off (stripping prefixes and suffixes from multisyllabic words to get a smaller root, which then can be decoded using one of the other strategies)
  4. Vowel Alert (trying variable vowel pronunciations according to their frequency
  5. Spy (seeking familiar parts of unfamiliar words).

  

  On several letter-sound and word-identification tests, most students made substantial gains in decoding (see examples in sidebar). Students read more in class or at home and were positive about their reading ability. Students admitted to Empower while waiting for assessment for LD/LI difficulties made good progress with Empower. Often they ended up not meeting the requirements of a formal identification, or no longer required a formal IEP. Some formally identified LD students and most LI students made progress, but less so than other students.   Others made limited progress because of poor attendance and behaviour, reinforcing the requirement to address these issues before Empower. The behaviour of some students improved after success in decoding. 

  Teachers recommended that 20–40 percent (depending on the measure/report) of students receive additional reinforcement after Empower to help them cope with reading in higher grades.

  Empower teacher feedback

  Empower teachers were interviewed/surveyed every year on implementation of Empower. Often, they reported successful implementation. Some problems were often resolved in the first year; others persisted and required central intervention.

  When Empower classes first rolled out, staff were pressured to place English-as-a-Second-Language (ESL) and Mild-Intellectual-Disability (MID) students in their classes, as well as students with behavioural and attendance issues. Some teachers had classes of students with varying grade levels and needs. By the following year, however, school administrators corroborated with teachers to adhere to admission criteria, but problems around behaviour and attendance persisted. In response, the Empower Committee provided written instructions to principals, followed by specific procedures to centralize annual screening.

  Initially, about 40 percent of classes did not finish the program in one school year, often delaying the class that followed. The Empower Committee therefore required all new classes to begin in September. As a result, classes now finish on time, except under exceptional circumstances (e.g. long-term teacher illness).

  At the outset, first-year teachers reported needing 70+ minutes per class. More experienced teachers generally completed instruction in 60 minutes or less.

  As the program progressed, most Empower teachers met with regular/special education teachers, often informally, to discuss Empower lessons and students’ needs/progress. Classroom teachers were encouraged to have Empower students read in class and at home. Teachers discussed collaboration on assessment and sharing results, especially when Empower teachers were not familiar with Primary assessment. Support from the principal was essential, especially in addressing scheduling and collaboration. Sometimes, diplomatic negotiation was needed to schedule Empower, mandatory classes taught by itinerant teachers (Gym, French), and major subjects like Math. Empower is fast-paced, requiring uninterrupted class time without announcements, school activities or professional obligations. After the first year of Empower, such interruptions were rare.

  Parents were expected to meet the Empower teacher as part of the admission process. Students were encouraged to read at home and discuss passages with parents. On interview night, about half of parents met with teachers who provided them with information on Empower and homework. Some parents were highly cooperative; others less so.

  The Empower program requires a strong commitment to implement effectively. However, we feel the results attest to the program’s worth. This success is not only determined by assessment, but by continuing positive feedback obtained from stakeholders that Empower has indeed changed students’ lives and positively impacted their learning. As one Grade 3 student put it: “Thank you for making Empower. I couldn’t even read a book that was easy. I can read books that are chapter books AND 24 pages long!”  Parents are equally enthused, as one described her experience: “This program has not only helped my son to learn how to read but also improved his self-esteem. He doesn’t have to pretend to know how to read anymore; he knows that he can actually do it.” Teacher and school administrators are similarly highly motivated to host Empower, as in one principal’s feedback: “The Empower program has made a profound difference to the lives of many students. Students become strategic and successful readers. Over 12 years, I have witnessed the transformative power of the Empower program.” Perhaps what is most rewarding to teachers, frontline staff and the interdisciplinary professionals running Empower is the affirmation that scientifically-based and well-executed remediation programs have a key role to play in the eradication of illiteracy in our 21^st century learning, to forever change the lives of children and their families for the better.

  References

  Adams, M. J. (1990). Beginning to read: Thinking and learning about print. Bolt, Beranek, and Newman, Inc.

  Calfee R.C., Lindamood, P., & Lindamood, C. (1973). Acoustic-phonetic skills and reading–kindergarten through twelfth grade. J Educ Psychol. 1973 Jun, 64(3):293–298.

  Lovett, M. W., & Steinbach, K. A. (1997). The effectiveness of remedial programs for reading disabled children of different ages: Does the benefit decrease for older children? Learning Disability Quarterly, 20(3), 189–210. 

  Melby-Lervåg, M., Lyster, S.-A. H., & Hulme, C. (2012). Phonological skills and their role in learning to read: A meta-analytic review. Psychological Bulletin, 138(2), 322–352. doi.org/10.1037/a0026744

  Nathan, R. G., & Stanovich, K. E. (1991). The Causes and Consequences of Differences in Reading Fluency. Theory into Practice, 30(3), 176–183.

  Perfetti, C. A., Beck, I., Bell, L. C., & Hughes, C. (1987). Phonemic knowledge and learning to read are reciprocal: A longitudinal study of first grade children. Merrill-Palmer Quarterly, 33(3), 283–319.

  Rayner, K., Foorman, B., Perfetti, C. A., Pesetsky, D., & Seidenberg, M. S. (2001). How psychological science informs the teaching of reading. Psychological Science in the Public Interest, 2, 31–74.

  Acknowledgments:

  The research described in this article has previously been reported to various TCDSB committees. The views expressed in this article are those of the authors and do not necessarily reflect the opinions/policy of the TCDSB.

  The authors wish to express their gratitude to Dr. Maria Kokai (TCDSB), Dr. Marina Vanayan (TCDSB), and the SickKids’ LDRP Team for their guidance and advice. The successful implementation of Empower was only made possible by the vision and firm support of the TCDSB Superintendents of Special Services, past and present, as well as the professionalism and hard work of the many Empower teachers, the Empower Steering Committee, mentors/trainers, and Special Services staff who dedicate their time and career to better the lives of children under our care.

• Webinar: Learning our Way out of the Pandemic: Beyond “back to normal” for students

  April 26, 2021 4:24 PM Comments Off on Webinar: Learning our Way out of the Pandemic: Beyond “back to normal” for students

  

  Wednesday, May 19 at 1pm ET on Zoom | One-hour webinar

  Presented by Karen Mundy and Kelly Gallagher-Mackay

  Like so many families and children around the world, Canadians are looking with relief to a more open, carefree summer and normal return to school later this year. But after 18 months of profound disruption – will ‘normal’ be good enough?  Are we on track to set all children up for success in a world that often seems more uncertain – and unequal – than ever before?

  This webinar, sponsored by online learning toolmaker IPEVO, will examine how Canadian schools have fared during COVID19 compared to those in other jurisdictions. We then turn to evidence-based ways that educators can ensure a better, stronger, and more equitable start in September 2021.

  Read the full article: Learning Our Way Out of the Pandemic, Beyond “back to normal” for Canadian students

  don’t miss our SPECIAL GIVEAWAY!

  If you sign up to receive special offers by email from both the EdCan Network and IPEVO, your name will be added into a draw at the end of this webinar to get one of two IPEVO Document Cameras!

   

  Biographies

  

  Karen Mundy is a Professor of Education Leadership and Policy at the Ontario Institute for Studies in Education, University of Toronto (OISE/UT). An expert on educational reform in lower-income countries, she is also an advocate and parent committed to improving educational equity in Canadian schools. She recently launched an academic support program that partners OISE volunteers with underserved students in the Toronto District School Board.

  

  Kelly Gallagher-Mackay is an Assistant Professor at Wilfrid Laurier University. Past roles include Research Director at the Future Skills Centre and at People for Education, and Northern Director of Akitsiraq Law school in Nunavut. She has two kids in public school.

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  IPEVO is a design-driven company dedicated to creating teaching, learning, presentation, and communication tools for the connected world, with a focus on Document Cameras. IPEVO has been leading the communication and visual transmission industry for more than 10 years and it is the number one choice for educators across the globe.

• Education Canada, March 2021 – Flipbook Edition

  April 20, 2021 10:11 AM Comments Off on Education Canada, March 2021 – Flipbook Edition

  Teaching with the UN Sustainable Development Goals

  Published by the EdCan Network in partnership with

  

  On a global scale, we’re faced with complex societal and environmental challenges such as climate change, poverty, inequality and environmental degradation that we must address in order to achieve a more sustainable future for all. The United Nations’ Sustainable Development Goals (SDGs) lay out 17 action areas aimed at sustaining life (both human and non-human), ending poverty, and achieving social justice. These are the building blocks of global well-being.

  For educators, the SDGs have enormous educational importance and potential. They offer cross-curricular relevancy and invaluable learning opportunities for students to discover their crucial role in solving local, regional, and global problems, starting in their own community. Simultaneously, education ministries, school districts and school communities will discover that engaging with the SDGs can support students in the important goal of acquiring the six pan-Canadian Global Competencies identified by the Council of Ministers of Education, Canada (CMEC), to equip them to thrive in and shape their world.

  In this issue, we explore how educators can engage students to become active global citizens and authentically address global issues in empowering and hopeful ways.

  Cover photo: courtesy MCIC

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  WEB EXCLUSIVES

  • Much More Than a Bilingual Country
  • Active citizenship education to empower young people
  • Appreciating biodiversity to better protect it
  • Providing a Quality Education in a Multicultural Environment
  • Design Thinking

  RELATED EDCAN FACT SHEETS

  • How can the Sustainable Development Goals (SDGs) support K-12 teaching and learning?
  • How should climate change be taught in schools?
  • How can teachers and parents help students build up their financial literacy?

• Real-Life Learning

  April 14, 2021 1:35 PM Comments Off on Real-Life Learning

  Whew. We made it through the winter. For many of you it has been, professionally and/or personally, the hardest winter ever. But with vaccination underway and warm weather ahead, we think we see light at the end of the COVID-19 tunnel.

  After a year that forced educators to teach, or lead, reactively in response to a mountain of new challenges, we thought it might be a welcome change to look forward to a more aspirational approach to teaching and learning. Yes, there are ongoing and critical COVID issues. But we can also start thinking about how to re-engage students, build school community and make education the best training ground possible for our future leaders and citizens.

  Taking on the United Nations’ Sustainable Development Goals (SDGs), whether as a school or as a class, is an exciting way to address all three of these goals. I like to think of this issue as a seed catalogue. The catalogue arrives when it’s still too cold to plant, but it conjures up big dreams for gardening season. We hope this issue will sow lots of ideas, and also lead you to the resources to develop them into a real plan. How great would it be to cover the curriculum in a way that engages students in real-world problems, encourages them to claim a stake in making the world a better place, and develops essential competencies in the process?

  The authors in this issue are in the vanguard of integrating the SDGs into Canadian schooling, and part of an international network of educators who are helping to achieve these ambitious Agenda 2030 goals while providing their students with a positive, empowering opportunity to learn about and take action on global issues that are also urgent problems here at home, such as clean drinking water for Indigenous communities, homelessness, climate change, food insecurity, and racial inequities. See how other schools have taken on one or more of the goals in our article on UNESCO Schools, from our partners at CCUNESCO (p. 11). Or dive right into the features to learn about what the UN SDGs are, why they present such a great opportunity for educators, and how to integrate the SDGs into your classroom and school.

  I hope this issue inspires educators, schools, and school boards to start planning how they might get involved in this world-changing initiative – and sow the seeds for a sustainable future.

  Photo: courtesy MCIC

  First published in Education Canada, March 2021

  Read other articles from this issue

   

  Write to us!

  We want to know what you think. Send your comments and article proposals to editor@edcan.ca – or join the conversation by using #EdCan on Twitter and Facebook.

• Implementing Social Emotional Learning During a Pandemic

  February 17, 2021 4:07 PM Comments Off on Implementing Social Emotional Learning During a Pandemic

  

   

  Join us for a special virtual event focusing on the increasing importance of supporting social-emotional learning (SEL) amidst a global pandemic. This event will feature Avon Maitland District School Board in Ontario, who will be sharing their experience implementing and measuring SEL using Peekapak resources. The flexibility of Peekapak’s SEL in either remote or in-class formats makes it easy for educators to implement.  This event is intended to help school administrators support their educators, and it will be recorded and available to all those who register.

• Education Canada, January 2021 – Flipbook Edition

  January 26, 2021 10:05 PM Comments Off on Education Canada, January 2021 – Flipbook Edition

  Educational Equity in the COVID-19 Era

  Extraordinary times call for creative, resourceful solutions. The COVID-19 pandemic has challenged educators, students and parents alike. It has also shone a spotlight on the inequities that made school closures and distance learning especially hard on some students and families, and raised new equity issues that must be addressed as we move forward. Researchers and innovative educators share their evolving knowledge, learnings and insights to create an ongoing conversation about how we can deliver equitable, high-quality education for all students through this pandemic and into the future.

  Web Exclusives:

  • Threads of Continuity
  • School Shutdowns
  • Teacher Expertise Is Key
  • “Does It Have to Be That Hard?”
  • Centring Equity in the COVID-19 Era
  • Opportunity Solving
  • Lessons Learned
  • Back to School: The First 30 Days
  • Redoing Gym Class

  Related EdCan Fact Sheets:

  • How can parents and teachers support elementary students as they learn from home during COVID-19?
  • How can Compassionate Systems Leadership embed SEL and well-being across an entire school district?
  • How can parents promote student well-being?

   

  Photo : Adobe Stock

• EdCan’s New Theory of Change

  January 25, 2021 11:33 PM Comments Off on EdCan’s New Theory of Change

  When the beginning of the pandemic closed schools and left district leaders like me in a constant state of disruption, I joined a small working group of EdCan Network staff and colleagues from our Advisory Council for an important virtual planning process. We engaged in a series of sessions to get to the heart of the impact that our Network can achieve to support K-12 educators across Canada. After many iterations, our creative team wholeheartedly endorsed the following three priorities to respond to the rapidly evolving opportunities and challenges that our education systems are currently facing:

  1. Increasing workplace well-being for K-12 staff, to make it a top policy and investment priority via our Well at Work initiative.
  2. Engaging and empowering students to lead societal change through meaningful learning and discovering their crucial role in solving local, regional, national, and global problems. Our upcoming awareness campaign on the potential for educating with the UN’s Sustainable Development Goals will help to kickstart this focus.
  3. Equipping K-12 staff by informing them on emerging issues and actionable strategies to support the shift from knowledge to action. This magazine provides relevant and timely ways to support all our stakeholders as we rethink how we can “do education” in a better way for all students.

  These priorities were the focus of our virtual December 2020 EdCan Advisory Council Meeting. (The first ever gathering of the CEA was in 1891 in Montreal.) We will continue to explore how we can align our focus with supporting Ministries of Education, faculty, and school district leaders, principals, teachers, and staff throughout 2021 as we strive to increase the capacity, self-efficacy, and well-being of our 110,000 members, and through them, to heighten every student’s well-being and opportunities for meaningful learning to help them discover their purpose and path in life.

  

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  For more information about EdCan’s Theory of Change, Intended Impacts and Strategic Priorities, please visit: www.edcan.ca/aboutus

  For a list of the education and philanthropic leaders who serve on EdCan’s Advisory Council, please visit: www.edcan.ca/council

   

  First published in Education Canada, January 2021

• THE POWER OF US: How we connect, act, and innovate together

  4:29 PM Comments Off on THE POWER OF US: How we connect, act, and innovate together

  The Power of Us enters the pandemic publishing parade with a compelling message that is both challenging and hopeful. Change consultant and author David Price makes a strong case for unseating traditional hierarchical ways of organizing our businesses, schools, and community organizations. That’s the challenge. But the hope lies in Price’s illustrative efforts to show us where in the world it is already happening.

  The result of nearly three years of deep inquiry, The Power of Us draws us into a story of mass ingenuity, or what he refers to as people-powered innovation. Much more than just the sharing of ideas or organizing ourselves into cooperative clusters, it is the innovation that happens when groundswells of public activity, including inspiring examples of youth activism, meet up with organizations that understand and acknowledge that the traditional divisions between producer and consumer, artist and audience are quickly melting away. It’s what happens when companies start to see their users as co-creators, when the health-care sector starts to value highly invested patients as highly invested innovators, when schools begin to see their educators, parents, and students as co-learners, imbued with a sense of agency to make a difference outside the walls of the schoolhouse.

  Price examines many of the familiar themes of change literature – ethos, structure, mindset, and leadership – through the lens of people power, supported by some very robust and compelling case studies written from the author’s own commitment (pre-pandemic) to travelling the world to find the organizations, companies, and schools that were actually showing up to their work differently. The generous summary of key points and take-aways at the end of each section invites the reader to look at their own practice and their own organizations through the lens of people powered innovation.

  The COVID-19 pandemic forced David Price into rewrite mode, not because he was wrong, but because his ideas were so very right. COVID-19 is cast here, not as part of the scenery but as a main character, allowing The Power of Us to make a strong contribution to our rethinking of how we want to be in a post-pandemic world.

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  Photo: Dave Donald

  First published in Education Canada, January 2021

  Thread, 2020. ISBN: 9781800191181

• A New Year, a New Vision

  January 24, 2021 5:38 PM Comments Off on A New Year, a New Vision

  “Ring out the old, ring in the new,” goes Tennyson’s poem, “Ring Out Wild Bells.”

  Many of us were only too happy to ring out 2020, or maybe give it a firm boot out the door. With COVID-19 vaccines rolling out, we hope for a better year ahead.

  But what are we ringing in – the new and better, or the same old? After a year of disruption, the longing to return to the status quo is completely understandable. But if that’s all we do in our schools, it’s an opportunity lost. This year brought us many lessons, including wider awareness of the pervasiveness of systemic racism. We saw both the drawbacks and the potential of online learning, and we also saw how less privileged and higher-needs students suffered disproportionately from the loss of in-person classes. Some students became frustrated and disengaged – but others thrived as they became free to follow their own interests without the social stresses of a classroom. All these experiences and more should lead us to question just what school could and should be as we move beyond the COVID-19 Era.

  Through fall/winter 2020, and culminating in this magazine, we tracked the learning that was emerging from the struggle to adapt an education system to pandemic conditions and still provide quality, equitable education (read the whole series on our website). One standout for me was Vidya Shah’s article (p. 15) showing how we can (and why we must) work towards greater equity in education during and beyond the pandemic.

  It’s important to acknowledge the huge effort and serious stress that educators at every level of the system have shouldered during this crisis. But now we have a chance to look forward, to ring in the new. In our spring issue, EdCan will explore how the UN Sustainable Development Goals can be used to engage students with global and local issues and help them acquire essential competencies. And in June, we invite contributors to share their vision for the (near) future of education. How can we create a schooling experience that truly prepares today’s students to build tomorrow’s world?

  Photo: Adobe Stock

  First published in Education Canada, January 2021

  Write to us!

  We want to know what you think. Send your comments and article proposals to editor@edcan.ca – or join the conversation by using #EdCan on Twitter and Facebook.

   

• Pan-Canadian Supports for K-12 Workplace Wellbeing

  December 14, 2020 11:27 AM Comments Off on Pan-Canadian Supports for K-12 Workplace Wellbeing

  Canadian K-12 education stakeholders are increasingly concerned about the mental health and wellbeing of education staff. Rising rates of staff stress and burnout threaten to undermine student wellbeing and educational outcomes, while the legal, financial, and human resource costs continue to escalate.

  The McConnell Foundation has been supporting workplace wellbeing in K-12 education through its WellAhead initiative since 2017. In early 2020, it brought together relevant thought-leaders to consider how to make measurable improvements in the wellbeing of K-12 education staff across Canada. A Design Team was formed to develop a preliminary concept based on that initial thinking.¹ The Design Team then engaged with education stakeholders to get their feedback on the concept, and learn from their experience.

  The stakeholders who participated generously shared their time, expertise, and encouragement, including pitfalls to avoid, opportunities to strengthen the approaches, and perspectives that had not previously been considered. Their feedback contributes to developing approaches that fit their environments, and accurately reflect their needs and preferences — which will ultimately lead to a greater impact. 

  Based on the insights generated in this consultation report, EdCan plans to implement a revised set of approaches over the next three years with a wide variety of partners and stakeholders. Stay tuned for more details! 

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  ¹Charlie Naylor (Independent Consultant), Felicia Ochs (Wellness Coordinator, Parkland School Division), André Rebeiz (Research Manager, EdCan), Tammy Shubat (Director of Programs, Ophea), and Kim Weatherby (School Health Promotion Consultant).

• School Shutdowns

  December 8, 2020 9:23 AM Comments Off on School Shutdowns

  When COVID-19 hit in March 2020, pandemic emergency response plans embraced a singular education strategy – close all K–12 schools and default to hastily assembled, and largely untested, “home learning” programs. Nine months into the pandemic, public health authorities, ministries of education, and school superintendents are singing a different tune: keeping students in school is the first priority as we prepare to ride out the second wave of viral infections.

  All of us are far more acutely aware of the accumulating academic, human, and social costs of shutting down schools, which fall unevenly upon children and teens in the most disadvantaged communities. Combating the relentless virus and keeping regional economies intact will not likely be greatly advanced through system-wide shutdowns.

  With COVID-19 infection rates spiking again, school closures are becoming a distinct possibility, if only as a temporary respite for shaken-up students, fatigued teachers, and bewildered parents. Setting a relatively low infection positivity number, such as the three percent figure applied in closing New York City schools, is unwise because, by that standard, all schools will ultimately close at some point this school year.

  What’s emerging is a “flexible response” doctrine that embraces a fuller arsenal of strategies and borrows the phrase popularized by former U.S. Secretary of State Robert McNamara in the early 1960s. Banishing the devastating pandemic requires a carefully considered set of options and a calibrated range of responses.

  Let’s review some of the far more effective, targeted strategies:

  Isolating cases and suspending exposed classes

  A case-by-case isolation strategy in provinces and districts with lower transmission rates has proven reasonably effective, as long as the public health system can sustain contact tracing and isolate children and staff who have COVID-19 exposures. It was working, up until now, in most provinces covered by the Atlantic Bubble. Implementation challenges are compromising its effectiveness in Ontario, where the numbers of infections exceed the current capacity for contact tracing.

  Short, time-limited school closures

  Extending school holidays is emerging as the most expedient way of applying an education “circuit breaker.” Starting the Christmas holidays early, as in Quebec and Alberta, and extending the break into January 2021, as in Manitoba, are the latest “quick fixes” gaining traction right across Canada. It’s much easier to extend school holiday time because that policy response resonates with teachers and education support workers, and is more minimally disruptive for working parents. Policymakers often opt for the path of least resistance.

  Dual track-student choice model

  Giving students and families the choice of completing courses in-person or online was implemented in Ontario and it caused an array of unanticipated, disruptive, and unpredictable consequences. Students and parents in more affluent school districts in the TDSB chose in-person schooling, while online enrolment was highest in the district’s poorest and most racialized communities. School schedules were constantly changing as students bailed out of in-person classes, generating unexpected demand for online courses. Hundreds of thousands of students in Toronto, Peel, and York Region have shifted online, rendering the two-track strategy essentially unsustainable over the longer term.

  Mixed in-person and virtual hybrid blended learning model

  Moving to a hybrid blended learning model on a so-called “rotation system” is a response full of implementation bugs. Some Ontario school districts have resorted to dual track delivery models with classes combining in-person and video-streamed classes. That’s far from ideal because effective online teaching requires its own approach, not just televising in-class lessons. Since September 2020, New Brunswick has implemented a Hybrid Blended Learning Model with alternating days in all high schools, with decidedly mixed results. Curriculum coverage suffers, with losses estimated at up to 30 percent of learning outcomes, and student participation rates are reportedly low during the hybrid off days in the checkerboard high-school schedule.

  Defaulting to virtual home learning in upper grades

  Suspending in-person schooling and reverting to virtual or online home learning is an implementable option, only if it applies to all classes in Grades 7 to 12. Splitting larger classes in urban or suburban school zones is prohibitively expensive without significant hikes in provincial spending. That explains why so many school districts resort to shifting everyone to online classes. Younger children benefit more from teacher-guided instruction and do not spread the virus as readily, judging from K–6 in-person classes in Denmark and British Columbia.

  Closing all schools should be the last resort this time around. That’s the consensus among leading British, Canadian, and American pediatricians and epidemiologists. Sending kids home should only be considered if positivity rates spike in schools. It’s an easy decision if and when transmission rates turn schools into vectors and staff infection rates make it impossible to provide a reasonable quality of education.

  Resurgent rates of infection and community transmission in October and November have called into question some of the previous assumptions about the limited COVID-19 risks in schools. One recent research summary in Science Magazine painted “a more complex picture” of the very real risks and of the critical need to be flexible and responsive in the face of a rapidly changing, unpredictable public health crisis. There’s no perfect solution, but adopting a “flexible response” strategy, attuned to regional and local pandemic conditions, still makes the most sense.

  Photo: Adobe Stock

• WEBINAR: Leading Schools in the COVID19 Era: What have we learned so far?

  October 8, 2020 12:28 PM Comments Off on WEBINAR: Leading Schools in the COVID19 Era: What have we learned so far?

  Watch the full webinar below:

  This webinar is primarily for governments, education professional organizations, school and school district leaders, teachers and education support workers, and anyone interested in understanding current issues for changes to K-12 schooling for the education sector across Canada in the COVID-19 era.

  This webinar broadcasted on October 7th, 2020 explores what has been learned so far about leading schools through COVID-19 as we prepare to enter into our second month of school reopening across the country.

  Topics explored include:

  • how our understandings of the work of school leaders is evolving;

  • the ways in which educators and their professional organizations are navigating ever-changing expectations of schooling during the present time; and

  • how schools can maintain a focus on the social justice and equity issues that have been laid bare as a result of COVID-19 and its impact on marginalized and racialized communities.

  Note: EdCan is a neutral third-party intermediary organization. Live presentations do not constitute an endorsement by the EdCan Network/CEA of information or opinions expressed.

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