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Why you should forget everything you learned about medical appointments!

I was thinking in the shower today about medical appointments. I have previously written on this topic.

Many, or most, hospitals in Toronto now offer diagnostic tests 24/7 by appointment. My own father has had several at Princess Margaret Hospital to follow cancer treatment he had a few years ago. These include CT scans, MRI, x-rays, etc.

Nurses, as you well know, work eight or twelve-hour shifts. So why can’t doctors?

Let’s say we have two oncologists. Why can’t Oncologist A work days Weeks 1 and 3, and nights Weeks 2 and 4. With Oncologist B working days Weeks 2 and 4, and nights weeks 1 and 3. And when I say nights, I mean 8 pm to 3 am to accommodate those who work evenings and nights.

The funny thig is, I’m certain you won’t have a problem finding people who want this!

So why aren’t we doing it already? So many professionals work shift work. Emergency Department doctors work shift work. So why can’t the doctors who run our oncology clinics, or renal clinics work shift work?

I think we need to have a conversation on how our healthcare providers work with our professors/school, employers, landlords, etc. Everyone probably tells you that “your health comes first.” That’s total BS. Without money to pay the rent, and purchase groceries, the treatment means nothing.

It’s time we put patients first. It’s time for us to stand up and ask for better services.

Case in point – Here in Barrie we didn’t have in-centre dialysis. That meant if you were admitted to the hospital, you had to be transported to another hospital for dialysis. Almost 2 years ago I started writing letters to the CEO of the local hospital, and this past April I cut the ribbon for the new dialysis unit.

So let’s have the conversation and improve patient health by offering clinical appointments 24/7.

Workplace Wellness Programs Need a Big Dose of the Right Stuff

Workplace wellness is any workplace health promotional activity or organizational policy designed to support healthy behavior in the workplace. Employee wellness programs is an attractive benefit for potential employees and major perks for existing employees. Before instituting a wellness program, workplaces should carefully weigh the costs and benefits to determine if initiating a wellness program will serve the needs of the workplace.

Chronic diseases such as depression and hypertension can have a variety of negative impacts on an employee; decline in the overall health, an increase in health-related expenses, lower productivity, as well as days of work missed. Some workplaces have realized the benefits of health promotion, and to curb the costs of rising health care, employers offer workplace health programs to their employees. Ideally, the office should be a place protecting the safety and well-being of employees while providing them with opportunities for better long-term health.

Employee wellness programs can boost office morale and strengthen employee relationships. Whether a workplace institutes a weight loss challenge, a runners group or an on-site gym, the workplace can bring employees together who have a shared interest. Changing how employees interact and support one another can translate to a more supportive and a positive work environment overall.

The cost of employee wellness programs is something that every employer must weigh. Obviously building a gym or bringing in a nutritionist will cost money. Some workplaces may not have the sufficient resources available to implement wellness programs. Workplace wellness programs also include policies intended to facilitate employee health, including allowing time for exercise, providing on-site kitchens and eating areas, offering healthful food options in vending machines, holding “walk and talk” meetings, and offering financial and other incentives for participation. Effective workplace programs, policies, and environments that are health-focused and worker-centered have the potential to significantly benefit employers, employees, their families, and communities.

However, a workplace wellness programs may inadvertently discourage employees from participating in the company’s health benefits. The health within the workplace is made up of numerous factors and some are out of a person’s control. Some employees can be genetically predisposed to high blood pressure, high cholesterol, and even diabetes, and it is important to take these factors into consideration when developing an effective wellness program for a workplace. For some employees, the idea of required participation in a wellness program is intimidating. If an employee doesn’t reach the workplace’s goal and money is involved, it can potentially add stress within the workplace.

While it remains unclear how well workplace wellness programs are doing at achieving all of their original goals, one thing that is clear is that there are benefits to both the employee and the employer. Wellness programs have led to higher productivity, lower absenteeism with a greater job satisfaction and commitment by employees. By covering the cost of a wellness program, or even just covering a portion of the cost, employers have the ability to take the cost burden of the most efficient programs off of their employees’ shoulders. Investing in clinically-proven wellness programs fosters healthier, more productive, and happier employees. Making wellness a priority by providing incentives can attract the best employees to your workplace. It shows that a workplace will care about the well-being of your employees which will make the top employee prospects want to work for you. Between health benefits, financial incentives, and possibly even improved job satisfaction, workplace wellness programs may be worth implementing in the workplace.

This article was contributed by volunteer blogger Shan Simpson and edited by volunteer editor Parul Datta.

You would not believe what types of disabilities they have in the workplace!

A disability can be defined as the consequence of an impairment that may be physical, cognitive, mental, sensory, emotional, developmental, or some combination of these. A disability may be present from birth, or occur at any time during a person’s lifetime. A progressive disability is an illness or medical condition that is expected to worsen over time. Well known examples of progressive disabilities include multiple sclerosis, carpal tunnel syndrome, Parkinson’s disease, dementia, and Alzheimer’s disease. Intermittent disabilities are short-term impairments or temporary conditions that do not permanently disable a person. Examples of intermittent disabilities include arthritis, chronic fatigue or depression. Any person can be directly or indirectly affected by an intermittent or progressive disability at some point in their life.

Disabilities are a significant concern in Canada due to an aging Canadian population. Approximately 3.8 million Canadians have a disability. Disabilities are categorized as visible or invisible. A visual disability is an impaired condition or function that is noticeable to other people. Seventy percent of Ontarians have a visual disability including autism, down syndrome, and epilepsy. Invisible disabilities are impairments that are not immediately perceivable by other people. Thirty percent of Ontarians have an invisible disability. Examples of invisible disabilities include fatigue, pain, cognitive dysfunctions and mental disorders, as well as hearing and eyesight impairments.

People with disabilities in Canada represent a large, untapped, labor pool. There are reportedly 443,900 people with disabilities who are ready and able to work but are unable to find employment. Almost half of these individuals have a post-secondary education. In order to have a fully inclusive workplace, a work environment must be created that is physically, technologically, and attitudinally accessible. Ontario was the first Canadian province to implement accessibility legislation. The Accessibility for Ontarians with Disability Act, or AODA, was designed to improve the accessibility standards for Ontarians with disabilities. The goal of this legislation is to provide people of all abilities the opportunity to participate in everyday life and to eliminate the barriers that limit the effectiveness of an employee. These barriers include physical, architectural, informational or communicational, and attitudinal barriers.

Physical barriers are feature of a building or premises which puts a disabled person at a substantial disadvantage compared to non-disabled people when accessing employment opportunities. These barriers limit or impede access to an area of a building or denies access altogether to services that a person may require to effectively complete their job. Architectural barriers are architectural features that are not compliant with accessibility for disabled users or prohibits usage or access to a building. Reasonable accommodations or adjustments should be made to eliminate these barriers so that each employee can maximize their potential and workplace’s goals for success can be achieved.

Communication barriers are obstacles in a workplace that prevent an effective exchange of ideas or thoughts. These barriers to communication can substantially distort or prevent communication within a workplace. The ability for workplaces to recognize the communication issues and come to a resolution can drastically improve working conditions and business culture of a workplace. Status differences can also be a barrier to workplace communication. This type of communication barrier exists due to differences in workplace hierarchy where employees have difficulty communicating either up or down the corporate ladder. This difficulty can be eliminated by management personnel who are able to understand their employees and address concerns about the important issues that must be addressed in the workplace.

Attitudinal barriers are behaviors or perceptions that prevent employees from communicating properly. Attitudes are commonly formed by an individual’s opinions or personal feelings on a subject or person. Sometimes these opinions may be difficult to alter. Attitudinal barriers may take the form of imposing a preconceived inferiority upon a disabled worker. This inferiority can root from causes entirely outside the work environment and be attributed to a person’s bias or bigotry. Attitudinal barriers can lead to people with disabilities being patronized by those around them. Employees with disabilities should be hired based on their ability to do the job. There are no special processes or procedures for disciplining or firing employees with disabilities who are not meeting performance expectations. An effective way to decrease a workplace’s attitudinal barriers is to increase the level of awareness and knowledge of disability issues.

Employers should be proactive and make accessibility part of the workplace culture. It is critical to assure that the workplace is accessible for current employees and for future employees. The workplace can become more successful when strategies are implemented that increase the accessibility and eliminate the barriers within a workplace.

This article was contributed by volunteer blogger Shan Simpson and edited by volunteer editor Parul Datta.

Blog and article submissions welcome!!

Blogger invitation

Journey to Diversity Workplaces is both an experiment and a project.

Haven’t you ever wished you could work somewhere better? Somewhere where they went out of their way to not only appreciate you, but treat you right, and pay you fairly?

Our single biggest program that we have right now is our website & educational program. Volunteers submit articles for our blog and library section. These articles help promote change in the workplace and support our ongoing mission.

We invite you to join us in making regular blog and article submissions on topics of interest to you. Check out our submission guidelines to get an idea what we are looking for.

We welcome any and all submissions and appreciate the time our volunteers put into this effort.

Writing not your forte? We also need editors and other volunteers! Volunteers can get involved in a wide range of services.

Profiles of Diversity -:- Shan Simpson

Shan Simpson
Profiles of Diversity is a series in which we profile in each post one of the members of our Board of Directors or volunteers.

Today’s profile is Shan Simpson.

Shan has a physical disability. He tell us his greatest strength is resiliency. He is driven to succeed. He earned his Eagle Scout badge at age 14.

Shan’s hobbies include sports, reading, listen to music, and blogging. He really enjoys basketball as he can play it with his disability.

Shan got interested in J2DW because he thought it was a good idea. He lives in a small area with little accessibility. His proudest achievement was going back to school and earning his Bachelor’s degree in criminal justice. He’s also proud of his Eagle Scout Award.

In 5 years Shan sees J2DW having expanded to more areas and with a more global reach, especially to smaller communities.

E-mail Shan!

Challenges to Rural and Urban Workplace Diversity

Diversity
Diversity (Photo credit: Wikipedia)

The concept of diversity encompasses both acceptance and respect. Diversity requires understanding that each person is unique while recognizing the differences between each employee. These differences can include race, ethnicity, gender, sexual orientation, age, physical abilities, religious beliefs or political beliefs. A diverse workplace requires the exploration of these differences in a positive environment. Diversity is about understanding each other and moving beyond simple tolerance to embracing the richness of diversity contained within each individual.

Workplace diversity refers to the variety of differences between people in an organization. Diversity related challenges are present in almost every Canadian workplace from the larger, urban corporations to the smaller, rural businesses. Diversity not only involves how people perceive themselves but how they perceive others. Those perceptions affect the daily interactions within a workplace. A workplace’s success depends upon its ability to embrace diversity and also to realize the benefits of diversity.

There are significant challenges that exist when attempting to create a diverse workplace environment in rural areas. A lower rural population would decrease the number of perspective employees. Which in turn may limit the potential for a diverse workplace. Rural workplaces typically have modest resources available which in turn may prevent a rural workplace from offering a competitive salary/benefits in comparison to urban workplaces. The technological limitations and accessibility issues that exist within rural areas that may pose problems to overcome to when creating a diversified workplace.

There are also challenges to creating a diverse workplace environment in urban areas. In Canada, more than 80% of the population lives in an urban area, which is one of the highest rates for countries in the world. The important issues of urban regulation and monitoring urban land use affects Canadian urban businesses. A competitive job market may make it difficult for workplaces to retain employees which would be disruptive to cohesiveness and productivity within the workplace. Scheduling issues can be a challenge to workplace diversity when potential employees are not willing to work certain shifts or are only available to work part time. Financial issues can also be a challenge to diversity in urban workplaces as it can become expensive to accommodate the needs of individual employees even though it is important for businesses to make these specific accommodations. Typically more employees are required to effectively maintain a larger corporation in comparison to the smaller businesses in rural areas.

Rural and urban workplaces need to develop strategies and goals that will meet the specific needs of the workplace. Workplace diversity elevates businesses because it provides many different perspectives during decision making, broadens the business’s reach in the global market and allows everyone an equal chance for advancement. Staff training programs can promote workplace diversity by increasing the employees’ skills. A workplace must recognize and appreciate their employees by maximizing these employees’ skills and talents. Utilizing the available technology can increase the communication of a workplace and also can allow a workplace to be successful globally instead of merely having limited success in a localized area.

Developing a workplace environment of empathy, tolerance, and respect will help to promote workplace diversity. The benefits of diversity may not be seen immediately. However, workplaces should continue to encourage a diverse workplace environment that will further the goals of the workplace while also providing the workplace with a better opportunity to achieve long-term success.

This article was contributed by volunteer blogger Shan Simpson and edited by volunteer editor Parul Datta.

Why I am hopeful this holiday

If everyday was Christmas
If we could make believe
If everyone would care a little more
There’d be harmoney

~ Hey Santa! by Carnie & Wendy Wilson

So our world leaders have come to an accord in Paris, France during COP21 – United Nations Conference on Climate Change. This gives me hope, though George Monbiot seems to disagree about that, with him thinking the politicians undermined the deal’s potential. Here in Barrie the temperature averages anywhere from 0 – 10 degrees celsius, and we still have no snow on the ground. Global warming, anyone?

I always enjoy a Christmas day with snow, it’s just a classic holiday for me. Not everyone celebrates Christmas. Some celebrate Hanukkah, Kwanzaa, Diwali, Winter Solstice, Festivus, and many other festivals this time of year. (Airing of Grievances, anyone?)

I am thankful for my friend Shawn who helped with the transition from our previous web host to this one, and for his help in installing our SSL certificate! (See the green lock in the left corner of your browser address bar? That’s new!)

I am thankful for Susan, Lucas, Stephen, Caitlin, and Craig, who are our board members! I am also thankful to Silvia, she knows who she is, and she’s super smart!

I am hopeful for good food, friends, and company. That’s what Christmas means to me. It’s a time to reflect, be thankful for what we have, and spend time with loved ones, and friends. To take the time out of our busy lives to play that board game, or enjoy a cup of hot coco (or if you’re my parents, hot apple cider.)

Finally, I am thankful each day for those who have chosen to support Journey to Diversity Workplaces. Without you, none of this would be possible.

On behalf of the board, I’d like to wish you Happy Holidays, and all the best for 2016.

Peter V. Tretter
President & CEO
Journey to Diversity Workplaces

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[youtube https://www.youtube.com/watch?v=VO8NYJ0bZ1c]

Workplace wellness

Workplace wellness is any workplace health, promotion, activity or organizational policy designed to support healthy behavior and improve health outcomes. Employee wellness programs are attractive for potential employees and major perks for existing employees. Before incorporating a workplace wellness program, employers should carefully weigh the pros and cons of each program.

Chronic diseases such as depression and hypertension can lead to a decline in the overall health of employees in a workplace, contribute to an increase in health-related expenses for employers and employees, and lead to lower productivity and/or days of work missed. Some workplaces have realized the benefits of health promotion, and to curb the costs of rising health care, offer workplace health benefits to their employees. Ideally, the office should be a place protecting the safety and well-being of employees while providing opportunities for better long-term health.

Employee wellness programs can boost office morale and strengthen employee relationships. Whether a workplace institutes a weight loss challenge, a runners group or an on-site gym, a workplace is bringing employees together in interest groups with likeminded colleagues. Changing how employees interact and support one another can translate to a more supportive and positive work environment. A healthy work environment in turn positively affects productivity.

The cost of employee wellness programs is something that every employer must consider. Building a gym or bringing in a nutritionist will cost money and some workplaces may not have the sufficient resources available to implement wellness programs. Some of the wellness employees a workplace brings in can be paid a salary like other employees, but facilities will generally need upfront cash in order to begin building.

Workplace wellness programs also include policies intended to facilitate employee health, including allowing time for exercise, providing on-site kitchens and eating areas, offering healthful food options in vending machines, holding “walk and talk” meetings, and offering financial and other incentives for participation. Effective workplace programs, policies, and environments that are health-focused and worker-centered have the potential to significantly benefit employers, employees, their families, and communities.

However, workplace wellness programs may inadvertently discourage employees from participating in the company’s health benefits. The health within the workplace is made up of numerous factors and some are out of a person’s control. Some employees can be genetically predisposed to high blood pressure, high cholesterol or diabetes, and it is important to take these factors into consideration when developing an effective wellness program for a workplace. For some employees, the idea of required participation in a wellness program is intimidating. If an employee doesn’t reach the workplace’s goal and money is involved, it can potentially add stress within the workplace. Participation then becomes unaffordable and an employee may seek health benefits elsewhere.

While it remains unclear how well workplace wellness programs are doing at achieving all of their original goals, one thing that is clear is that there are benefits to both the employee and the employer. Wellness programs have led to higher productivity, lower absenteeism and greater job satisfaction. Investing in clinically-proven wellness programs fosters healthier, more productive, and happier employees. Making wellness a priority by providing incentives shows that a workplace cares about the well-being of employees which will make the top employee prospects want to work for you. Between health benefits, financial incentives, and possibly even improved job satisfaction, workplace wellness programs may be worth implementing in the workplace.

This article was contributed by volunteer blogger Shan Simpson, and edited by volunteer editor Parul Datta.

Accessibility Barriers in the Workplace

Accessibility refers to the design of products, devices, services, or environments made available for people with disabilities. There are several types of accessibility issues that can act as a significant barrier within a workplace including physical, technological, and attitudinal accessibility issues. In order to have a fully inclusive workplace, a work environment must be created that is physically, technologically, and attitudinally accessible for all.

Physical barriers are the physical features of the workplace that are act as obstacles putting disabled people at a substantial disadvantage compared to non-disabled people.  Some countries have legislation requiring physical accessibility. In Canada, relevant federal legislation includes the Canadian Human Rights Act, the Employment Equity Act, and the Canadian Labour Code.  Workplaces must make reasonable adjustments to overcome the physical barriers for disabled people.  Workplaces can do this by removing the physical feature altogether, changing the physical feature so it no longer creates a barrier, or providing a reasonable method of allowing disabled people to avoid using the physical feature so that it does not reduce a disabled person’s effectiveness by impeding disabled people from doing their job. Physical barriers need to be addressed to maximize the job performance of a workplace.

Technology is being used in almost every workplace to accomplish specific tasks. Technological advancements have changed the way employers and employees accomplish these tasks.  Several workplaces are using various technologies to change the way their employees interact and communicate.  Technology reduces human errors which can be caused by stress. Technology has also eliminated some workplace boundaries and can facilitate the quick movement of information across the world, which can accelerate decision making at the workplace.

Technology can also decrease the effectiveness of the workplace if employers and employees become lazy in their job performance.  Technology can be expensive and some workplaces do not have the financial resources to implement the most modern technological advancements.  Technology can be a significant distraction that can negatively affect the employers and employees. Some workplaces have decided to block access to specific websites, such as social networking websites, because of the unlimited distraction these websites can cause.  Workplaces should decide whether the available technology will realistically increase productivity and also assist in accomplishing the specific goals of the workplace.

Attitudinal accessibility refers to eliminating attitudinal barriers that discriminate against people with disabilities. Attitudinal barriers include thinking that people with disabilities are inferior or assuming that a disabled person with a speech impairment never understands you. Discrimination is an action or a decision that treats a person or a group negatively based on their race, age or disability.   Canadian employers are not allowed to discriminate against their employees. Employers are obligated to make every effort to accommodate an employee’s individual circumstances that relate to protected grounds of discrimination.  

Discrimination can be decreased when there is awareness of the potential misconceptions or negative attitudes towards employees, including disabled persons, within the workplace. Employers must not discriminate on the basis of a disability or a perceived disability. Employers must make it clear that harassment in the workplace will not be tolerated. Harassment must be investigated and corrected as soon as employers become aware of it. An effort must be made to eliminate the various types of discrimination, and the associated social stigmas, that can exist in workplaces.

An accessible workplace effectively addresses the physical, technological, and attitudinal accessibility issues in the workplace.   An accessible workplace can maximize productivity by eliminating barriers that can prevent people with disabilities from working to their potential.  People with disabilities have skills, abilities and experience that can add value in the workplace.  An assessment should be made of the accessibility barriers of the workplace. It is important for employers to be aware of accessibility issues and to make reasonable adjustments to meet the needs of employees within the workplace.

This article was contributed by volunteer blogger Shan Simpson, and edited by volunteer editor Parul Datta.