Actsafe’s Toolbox Talks are intended as an informational resource for employers and supervisors to use to deliver a safety talk on a specific subject. A toolbox talk can be an effective way of refreshing workers’ knowledge of safe work procedures and sharing information with more experienced workers.
Actsafe’s Toolbox Talks are intended as an informational resource for employers and supervisors to use to deliver a safety talk on a specific subject. A toolbox talk can be an effective way of refreshing workers’ knowledge of safe work procedures and sharing information with more experienced workers.
Following the legalization of cannabis in Canada, policies and procedures on substance use and impairment in the workplace are encouraged.
This WorkSafeBC webpage explains how substance-use impairment can affect a workplace, the responsibilities of workers and employers for managing impairment, and provides you with other relevant resources.
When I was in high school, everyone joked that I was a great therapist. My friends would always come and talk to me about their problems. Siblings, relationships, assignments, no matter what, they turned to me to be their sounding board. To them I was known as “The Ear”.
– Anand Kanna, Manager of Motion Picture Programs and Services, Actsafe Safety Association
Most left our “sessions” feeling much better about their situations, with a clearer, rosier outlook on life. And it wasn’t because of anything I said. I offered no advice or amazing insight into their problems. After all, I didn’t have any more experience or knowledge than my friends, being a teenager in secondary school and all. So, what did I do that made people feel better?
Listen.
Whether it was in front of my locker, in the cafeteria at lunch, or on the drive home dropping off my friends, I just listened to them clear their minds or pour their hearts out, giving them an ear to talk their way through things. And it seemed to work. My friends were happier at the end of it, and life kept moving forward with my cohort surviving through graduation. And it continued through post-secondary. My best friend and I ended up at the same college, and we took classes scheduled in the evening. After that, we would hop in my car, and even though we lived a short drive away from the college, it would take more than an hour to get home. During that time, my friend would rant and rave about everything that bothered him while I drove. I didn’t say much, but I was still an active participant in the conversation, and I did what my friend needed me to do.
Listen.
But as time moved forward and life got busy, I seemed to be listening less. Time for my friends seemed to have vanished as home and work life started to encompass all.
Last year, I was lucky enough to attend a fabulous keynote presentation delivered by Stéphane Grenier. Stéphane is a retired Lieutenant Colonel in the Canadian military, and suffered from PTSD after several overseas missions, including the mission in Rwanda.
I took two things away from Stéphane’s presentation that made me believe we can all help, regardless of what experience in mental health counselling we have. The first one is peer support. As stated on the Mental Health Innovations website (https://mhic-cism.com) “Social support from a person with lived experience can inspire hope and empower others in similar situations”. So being there for each other with non-clinical support is an easy way to help people in their times of need. The second take away from Stéphane’s presentation is something we can all do.
Listen.
We have to take the time to listen to each other. Stéphane’s presentation a year ago re-kindled in me the importance of actively listening to my friends, family and colleagues, to help relieve the stresses in their lives. It may not cure everything, but most of the time people just want to be heard. They might not necessarily need answers at this time. Not every problem requires a solution right now. But by being there to lend an ear, provide a safe space for people to talk their way through their crises, and provide options for additional help, we have more power to help people work their way out of the darkness than we may have realized.
Listen.
It’s something that we don’t do often enough. But to someone in crisis, it could mean everything.
This article was written for our quarterly newsletter, Safety Scene. You can find a link to the full edition below.
-The following article was contributed by Megan Gilron (she|they) for Actsafe’s summer edition of Safety Scene, the theme of which is mental health.
The job of supporting performers and crew within and around scenes of intimacy has been practised in one form or another for years, but the role of Intimacy Coordinator (Film/TV) and Intimacy Director (Theatre), has only recently been implemented. Due to significant industry growth and the demand for this support, these roles are now becoming an industry standard. Because of this, new practices and protocols are being created to support this change on a grand scale.
In·ti·ma·cy (Oxford Dictionary Definition)
/ˈin(t)əməsē/
noun; intimacy
close familiarity or friendship; closeness. “the intimacy between a husband and wife”
Wow, how generic and heteronormative. Also, what about the intimacy between parent and child?
EUPHEMISTIC an intimate act, especially sexual intercourse.
Ok, a bit more specific. What kind of intimacy? What if an orgasm is had but there is no skin contact? Under the umbrella of the intimacy profession, scenes of intimacy include kissing, touching, nudity, intimacy in familial relationships, simulated sex acts, simulated sexual violence, and other vulnerable situations dependant on context.
A common concern we hear is that choreographed intimacy lacks a “natural and realistic” feel. Performance is – famously – not real; the story the audience sees is manufactured. However, the authenticity of that organic and vulnerable moment only comes when the performers feel safe and confident in the scene. They can stay present and more connected with their partner when they know each others’ boundaries. The chemistry and “realistic feeling” is supported by that confidence.
Our consent to action, words, and behaviour make the difference between experiencing trauma and feeling free to create. When looking briefly into the world’s history we see clear examples of trauma, marginalization, and colonization: direct results of the absence of consent. How much art has our world been robbed of because the voices haven’t been given the safety to be heard?
Through an artistic lens, fully informed consent to the creative process with all its minute details makes a massive difference in the final artistic product. The inclusion of the Intimacy Professional role on a production has further expanded a broadening dialogue of autonomy, as well as mental, emotional, and physical safety to support sustainable work environments.
It’s often common practice on set for departments like makeup, hair and wardrobe to adjust clothing, fix hair, and touch up makeup with ninja-like skills. This focus on the “job” builds a litany of micro-aggressions that have a large impact on performers’ anxiety, mental focus, and tension in the body. I myself have seen – firsthand – that when a performer is engaged and consulted throughout the process, when they are asked for their consent before being touched, they start to feel a part of the process rather than the product that is being processed. This creates a safer environment where they are more trusting of the team or crew with whom they are working. When they are seen as fully human, a fellow artist rather than a mannequin or puppet, how vastly improved their performances become.
The discussion of consent often focuses on the communication (or lack thereof) around hearing and receiving a “Yes”. Below the surface is the conversation and much less-explored discussion: What happens when people hear a “No”? As children, we learn that a “No” means we’re wrong, bad, or we’ve stepped out of line. Physiologically our heartbeat increases, our blood pressure rises, we hold our breath or hyperventilate, and our muscles tense.
Our North American mainstream culture has invested little or no time educating and engaging with a graceful and respectful response to perceived rejection. Hearing a “No” puts people on edge and on the defensive when not receiving what they want from someone. What happens when we learn that “No” isn’t an attack or rejection of us, but rather the other person enacting boundaries for their safety? When we see a “No” through this lens, we can celebrate and thank the person for honouring their autonomy and personal safety. This requires us to engage with others on an equitable platform that isn’t based in our own ego. As an Intimacy Professional, our foundations are built upon the knowledge that “Yes means nothing if No is not an option”.
Boundaries are something the majority of people need to develop substantial practice engaging with. It’s not something many of us were introduced to in our youth. We can learn to gauge what our boundaries are when we check in with our gut (a squicky feeling in the stomach, hairs standing up on the back of the neck). When we feel safe and confident, it’s easy; the answer and enthusiasm comes naturally.
I want to empower folx reading this to begin discerning their own boundaries through the practice of consent. Explore the ways in which it can be revoked, changed, or be absent. Approach someone’s boundaries with respect and curiosity.
Begin here with Planned Parenthood‘s acronym for Consent: F.R.I.E.S.
Notice how it makes you feel when you receive a “No”. Why do you feel that way? Try responding to someone’s boundaries with either a verbal or mental: “Thank you for taking care of yourself”.
We all have the need to be seen and understood and to be respected for our boundaries. If we work towards mindfully acknowledging each other through this lens, we may just find ourselves in happier, more sustainable work and living environments.
We must acknowledge that others’ actions don’t revolve around us.
It’s time to learn that we benefit from a worldview that encompasses space for everyone’s mental, physical, emotional, and psychological safety. Embrace the “No”!
As we transition out of the global pandemic to new ways of operating against a backdrop of an uncertain global economic outlook, workplaces are implementing strategies to ensure they can continue to conduct business in a rapidly changing environment.
One strategy often touted by organizations is to suggest “we employ people for their skills and talent”, or “we hire the best qualified candidate for the job”. This statement implies that as an organization they have sought talent from a wide and varied pool of candidates, and yet data shows that the 25% of Canadians who are living with a disability are vastly underemployed. The obvious explanation is that companies are selecting candidates from a limited pool of potential employees when trying to find the best candidate. The benefit of focusing on hiring a more diverse and inclusive workforce not only opens companies to a significant untapped workforce and customer base but becomes a clear strategy for organizational growth and resilience.
The Work Wellness Institute recently completed a research project on organizational readiness to hire and retain individuals with disabilities in the workplace. In this research, the importance of establishing or facilitating work conditions that contribute to safe, healthy, inclusive, and productive workplaces is clear. There is strong correlational evidence that ‘organizational readiness’ to recruit and retain people with mental health and physical disabilities is associated with underlying values and operational policies and practices closely related to factors that contribute to employee engagement.
Research demonstrates that companies who pay attention to employee wellbeing and building a diverse workforce benefit from higher revenues, are more creative, make better decisions, and outperform competitors.
However, a diverse workforce does not necessarily equate to an inclusive workforce. An inclusive workplace is one where individuals with varying backgrounds and abilities feel welcome, supported, and valued for their contributions. It is a place where people living with visible and invisible disabilities feel safe to disclose their disabilities and have the same access to equal opportunity for advancement as their co-workers.
While many of us have struggled with feelings of isolation due to the pandemic, for those living with disabilities being asked to work from home and feeling isolated from their co-workers was already the norm. Just prior to the pandemic, a 2020 study conducted at Cardiff University in the UK asked those living with disabilities about their experiences in the workplace. The study uncovered widespread discrimination, negative attitudes by employers and colleagues, and a poor understanding of disability.
While this information is hardly new, those living with disabilities often experience that disclosing a disability will lead to their job application being filtered out.
For successful candidates that make it through the interview process, their requests for reasonable accommodation remain unaddressed. The pandemic has highlighted both a need for reform within our society, specifically with regards to disadvantaged communities suffering more economic and employment hardships over the past months, and provided us with a unique opportunity to rethink our approach to diversity and inclusion.
In our research, organizations that had more robust policies and practices conducive to recruitment and retention of people with physical and mental disabilities were also rated highly by employees for
team functioning,
organizational support,
feeling valued, and
leadership uses comprehensive andaccountable approaches to facilitating organizational change.
The message is clear. For organizations that want to succeed in our rapidly changing environment you must start investing in the education of your organization’s leadership concerning recruitment and retention, including accommodation of people to create a more inclusive and diverse workforce. Organizations can accomplish this by scheduling workshops on diversity and cultural training where the objective is to destigmatize or end unconscious bias around disability. Organizations can also benefit from a comprehensive evaluation of their workplace looking at truly how inclusive they are. Are all washrooms accessible? Do people make thinly veiled comments about mental health issues? Do you talk about inclusivity in your employee onboarding? Once leadership takes a hard look at the organization, building an inclusive culture means that you may need to create new policies or abolish some previous ones entirely.
From a change management perspective simply creating inclusive workplace policies isn’t enough. It’s crucial that leadership communicate expectations to your workforce and open two-way communication channels asking for feedback. Prioritize discussion of your inclusive workplace efforts in everyday conversation and leaders will start shifting organizational culture and realize the benefit of including people from all walks of life. Only then will you leverage the abilities of the whole workforce to survive and thrive our ever-changing environment.
This article was written for our quarterly newsletter, Safety Scene. You can find a link to the full edition below.
These guidelines are intended to give recommendations, special guidelines, and conditions for the safe handling, use and storage of firearms utilizing live ammunition.
Actsafe Safety Association would like to acknowledge and honour that our workplace and classrooms are located on the traditional, ancestral and unceded territory of the Qayqayt, S’ólh Téméxw (Stó:lō), Hul’qumi’num Treaty Group, səl̓ilwətaɁɬ təməxʷ (Tsleil-Waututh), šxʷməθkʷəy̓əmaɁɬ təməxʷ (Musqueam), and Stz’uminus peoples.
Actsafe is a not-for-profit health and safety association supporting British Columbia’s arts and entertainment industries.