Creating culturally sensitive, trauma-informed, evidence-based tools for Bill C-65

People sitting at a desk working collaboratively
Creating culturally sensitive, trauma-informed, evidence-based tools for Bill C-65

The work for Bill C-65 is proudly funded by the Government of Canada.

Funded by WorkMark Canada logo

Overview

The purpose of this project was to use evidence-based knowledge and a co-creation approach to develop sector-specific tools and resources related to harassment and violence prevention for diverse employees in federally regulated sectors, including women, Indigenous, visible minorities, minority language speakers, and people with disabilities in federally regulated sectors and First Nation communities.

Results

This project resulted over 20 major deliverables and 678 individual tangible results. We delivered 100% of approved deliverables on time, with over 50% exceeding expectations in scope, reach, or uptake. More than 3,000 documented engagements with our materials demonstrate strong impact across federally regulated workplaces.
Deliverables included evidence-based tools, bilingual training resources, national engagement activities, gold standard evaluation, public and academic reports, and large-scale knowledge mobilization. Our training included digital and live training for teams, HR professionals, and leaders on psychological safety, evidence-based conflict management, conflict styles, informal conflict resolution, workplace restoration, trauma informed workplaces, and Bill C65 legislation. 
We contributed new knowledge to the field including ways to reliably measure such topics as psychological safety and belonging at work, where we are publishing an evidence based measurement tool for workplaces (Bakour, Lee-Baggley, Gilin, and colleagues, “Development and Validation of the Belonging at Work Scale: Association with Mistreatment and Leaves,” manuscript under peer publication review).

To complement quantitative findings and deepen understanding of employee experiences, we used qualitative engagement approach to understand the lived experience of psychological safety by diverse employees which we have submitted for peer-reviewed publication (Bakour, Lee-Baggley, and colleagues, “Exploring Diverse Employee Perspectives on Psychological Safety at Work, manuscript under peer publication review).

We also completed rigorous evaluation of our programs including gold standard tests involving randomized controlled trials. See the section on “Evaluation” below for details.  

Purpose of the funding

  • Increased awareness of sector-specific workplace practices that contribute to the development of positive workplace cultures;
  • Improve dissemination, transfer, and application of knowledge and information among stakeholders;
  • Enhanced use of sector-specific tools and resources to address workplace harassment and violence; and
  • Enhanced integration of sectoral best practices into tools and resources for employers and employees.

Project Objectives

  • Improve access to sector-specific tools and resources, including to best practices, related to harassment and violence prevention;
  • Ensure co-created tools are culturally sensitive and incorporate diversity and inclusivity, trauma informed as well as restorative justice principles and the science of behaviour change;
  • Support employers in implementing healthy management practices in the sectors; and,
  • Increase awareness of health and safety regulations in the sector(s).
Free Resources

Through this funding we have created numerous free resources that have been accessed over 3,000 times by the public.

Click here for the resources!
Free Resources

Through this funding we have created numerous free resources that have been accessed over 3,000 times by the public.

Click here for the resources!

Stakeholders and Partners

During this funding, we were pleased to work with the following organizations:

  • Manitoba Association of Friendship Centres
  • British Columbia Network Environment for Indigenous Health Research
  • Native Council of Nova Scotia
  • Mi'kmaw Native Friendship Centre
  • Thunderbird Partnership Foundation Ontario
  • Black Business Initiative of Nova Scotia
  • Workplace Strategies for Mental Health
  • Canadian Coast Guard (MCTS Atlantic Region)
  • Indigenous Services Canada (Alberta Region)
  • Mohawk Council of Akwesasne
  • Utilities Kingston
  • Simcoe Muskoka Catholic School District
  • Oxford County
  • Eastern Ontario Health Unit
  • Peel Regional Police

Impact

Our project tools and resources have been accessed by Canadians through multiple channels. Individuals engage with the project through Train-the-Trainer and live Q&A Sessions, free video resources available via the project website and YouTube, on-line surveys and quizzes, and self-paced courses delivered through the project website, ImpACT Me App, and Thinkific.

Our online materials have been accessed over 3,000 times by the public. Over 630 individuals have registered for our live training and conference events.

Organizations across Indigenous, municipal, education, health, and public sectors agreed to disseminate the Conflict Management course to their employees. This increased awareness of the training resources, demonstrated organizational support for psychological safety in the workplace, and expanded participation in project data collection. Employees accessed the self-paced training as a workplace learning resource applicable to both professional and general contexts.

Tangible Project Results

As of Feb 05, 2026:

  • 2 literature reviews; completed Oct 2024
  • 20 individual and group focus groups conducted with First Nations and diverse employees; completed Oct 2024
  • 400 online survey respondents; completed April 2025
  • 100 participants in training program; completed
  • 5 live Q & A sessions and 5 train-the-trainer sessions delivered; completed Oct 2024, July 2025, Sept 9 & 22, 2025, Oct 2025.  Exceeded (6/5) Nov 2025
  • A study report on the usage and impact of the training program; (In progress months 34-36)
  • 10 free video sessions offered; completed Dec 2025
  • 10 public documents (e.g., white papers, blogs, pamphlets, or newsletters); completed Oct 2024. Exceeded (15/10) Sept 2025
  • 12 engagement sessions with communities and workspaces; completed Dec 2025
  • 5 federally regulated organizations offer the training to their employees; completed Nov 2025
  • 4 submitted open access peer reviewed journal articles; completed Dec 2025
  • An online training platform for Bill C-65 that includes curriculum streams for employees, teams, leaders, and facilitators; completed
  • A bilingual virtual conference on psychological safety in the workplace for Bill C-65 with 100 registrants; completed Jan 2025 (Exceeded 8 speakers (originally 3–4) registrations total 415, far exceeding the required 100)
  • Training content specific to Indigenous communities with our Indigenous partners including visual artistic content from Indigenous Artist in Residence (In progress months 34-36)
  • Two engagement sessions with Indigenous partners on new training content including make revisions to the content based on the feedback. (In progress months 34-36)
  • Study report on our lessons learned and key take aways of our Indigenous partnership to help others build effective partnerships with Indigenous partners (In progress months 34-36)
  • A final report to ESDC. (In progress months 34-36)

For more our resources see our:

Indigenous Artist-in-Residence

An image created by Artist Jessica Jerome for Bill C65

Our project included creating Indigenous art to capture “Psychological Safety” beyond words. Jessica Jerome created this image. Here is her description of the image:

About the Image:

The image was intentionally designed to reflect inclusivity and an unbiased approach, representing all genders and a diversity of racial and cultural identities without favouring any one group. Elements such as the hand on the heart symbolize safety, grounding, and emotional impact, while the use of blue and green tones creates a calming and supportive visual experience. Hair plays a central role in the imagery, particularly reflecting its cultural significance for Indigenous peoples as a symbol of strength, resilience, ancestry, and identity; this is reinforced through the visual of hair wrapping around the heart, emphasizing its deep emotional and cultural connection. The braid, depicted as coming undone yet remaining intact, serves as a powerful metaphor for mental health, illustrating that despite stress and adversity, there is enduring strength and cohesion. Finally, the inclusion of words woven into the braid highlights the power of language in the workplace, demonstrating how communication can either support well-being and connection or contribute to harm, ultimately underscoring the critical role of words in shaping psychological safety.

About the Artist:

Jessica Jerome is a Two-Spirited Visual Artist, Graphic Designer and Illustrator. She does consultation work in Art and Culture and is finishing her Degree in Adult Education. 

Website: https://ruhkah-designs.odoo.com/ ; Facebook page: Jessica Jerome Artwork

Evaluations

We conducted numerous evaluations on our training programs including gold standard evaluation of controlled trials. Here’s some of the results, which are or will be submitted for peer-reviewed publications:

Randomized Controlled Trial of our conflict resolution training program:

Wang, L., Gilin, D., & Lee-Baggley, D. (2026). Randomly Controlled Trial of an app-based workplace conflict intervention focused on individual coping skills [Manuscript in preparation]. 

Abstract

Interpersonal conflict is a common and often challenging feature of workplace life. When conflicts remain unresolved, they can negatively affect employees’ emotional experiences, interpersonal relationships, and overall well-being. Prior research has shown that workplace conflict is associated with increased rumination, heightened negative affect, perceptions of threat, and elevated psychological strain, as well as greater social discord during interactions. At the same time, the way employees manage conflict plays a critical role in shaping these outcomes. Interventions that strengthen individuals’ capacity to regulate emotions, respond flexibly to challenging situations, and act in accordance with their values may reduce the negative impact of conflict and support healthier workplace functioning. App-based training programs offer a potentially accessible and cost-effective approach for delivering such interventions, particularly when they allow for self-paced learning and real-time application of skills. The present study examined the effectiveness of an online conflict handling training in improving key psychological and interpersonal processes related to workplace conflict.


Method

This study evaluated an app-based conflict handling training grounded in Acceptance and Commitment Therapy principles. The training was designed to enhance conflict-specific self-efficacy and psychological flexibility, including openness to experience, behavioural awareness, and valued actions, while reducing maladaptive cognitive and emotional responses such as rumination. Adults who were experiencing an active and unresolved workplace conflict (N = 143) were randomly assigned to either an experimental group (n = 46) that completed the training or a waitlist control group (n = 97) that did not initially receive the training. Participants completed surveys before and after the training period assessing rumination, conflict-specific self-efficacy, psychological flexibility processes, psychological experiences of work conflict (social discord, negative affect, and threat), and psychological strain. This design allowed for the examination of changes in both proximal process variables and distal outcomes during the period in which only the experimental group had access to the training.


Results

Participants who completed the conflict handling training showed clear improvements in several proximal process variables. Specifically, the training group reported increases in conflict-specific self-efficacy, openness to experience, and behavioural awareness over time, whereas these changes were not observed among participants in the waitlist control group. These findings suggest that the training strengthened participants’ confidence in managing conflict and enhanced their capacity to notice and respond to conflict-related thoughts and emotions in a more flexible manner. In contrast, valued actions did not show distinct changes during the training period.
With respect to cognitive responses, rumination decreased over time across participants, with individuals in the training group reporting lower overall levels of conflict-related rumination. Regarding psychological experiences of work conflict, reductions in social discord and negative affect were observed in both groups, but these improvements were more pronounced among participants who completed the training. Changes in perceived threat and psychological strain occurred over time for participants in general and were not uniquely associated with training participation, although participants in the waitlist control group reported higher overall levels of perceived threat related to the conflict.


Discussion

The findings of this study indicate that an app-based conflict handling training can positively influence both how employees manage workplace conflict and how they experience it psychologically. By increasing conflict-specific self-efficacy and key components of psychological flexibility, the training appeared to support more adaptive engagement with conflict situations, which in turn was associated with reduced social discord and negative affect. The absence of distinct training-related changes in valued actions, threat, and strain suggests that some outcomes may be slower to change or influenced by factors beyond individual-level skill development. Overall, these results highlight the potential value of accessible, theory-driven online training programs for improving conflict-related processes and supporting employee well-being in organizational settings.


Exploring Diverse Employee Perspectives on Psychological Safety at Work:

Bakour, H., Mannette, J., Wang, L., Tesfatsion, W., Blackette, F., Pride, T., Grant, S., & Lee-Baggley, D. (2026). Exploring Diverse Employee Perspectives on Psychological Safety at Work. Submitted to the Journal of Managerial Psychology.

Abstract

Purpose: This study aims to capture and summarize diverse employee experiences of workplace safety through particularly defining what psychological safety means to them. Practical and behavioural takeaways for developing a psychologically safe workplace are explored.
Design/methodology/approach: Applying a phenomenological design, semi-structured interviews were conducted with (N = 15) diverse employees. Demographic data was collected using a participant-administered open-end questionnaire. Interview data underwent thematic and content analysis.
Findings: Based on participants’ described experiences and perspectives, five themes were identified as core to their psychological safety: (1) leadership, (2) social connections, (3) diverse identities, (4) a safe work environment, (5) organizational procedures and practices.
Practical implications: The findings have significant implications for practice. Organizations can foster psychological safety by training leaders in inclusive communication, modeling boundaries, and providing constructive feedback. Authentic social connections, allyship, and actionable EDIA policies reduce isolation and bias. Clear procedures, accessible resources, and support for work–life balance enhance belonging, retention, and innovation across diverse workplaces.
Originality/value: This study advances psychological safety research by centering diverse employee voices. We also consider the concept of diversity informed psychological safety, offering nuanced insights beyond traditional diversity climate models.

Assessing Belonging at Work:

Lee-Baggley, D., Bakour, H., Howatt, B., Gilin, D., & Etezad, E. (2026). Development and Validation of the Belonging at Work Scale: Association with Mistreatment and Leaves. Submitted to PLOS One.

Abstract

This research developed the Belonging at Work Scale (BWS), a 7-item, unidimensional measure of work group inclusion focusing specifically on belongingness. Collecting data from 2 Canadian employee samples across 2 studies (N = 1535, N = 3148), we examined the factor structure, psychometric properties, and group means of the BWS across diverse groups of employees (gender, ethnicity, neurodiversity, sexual orientation). The BWS showed strong reliability as well as configural, metric and scalar invariance across all diverse groups, indicating equivalent fit and applicability. An intersectionality analysis (Study 1) found that women in comparison to men, non-heterosexual individuals in comparison to heterosexual individuals, and participants in intersecting demographic minority groups report less belonging at work on average. Additionally, a greater sense of belonging as measured by the BWS was associated with fewer reports of 10 harmful misbehaviours in the workplace as well as lower rates of taking leaves of absence (Study 2). The development of this scale aims to support organizations in practically measuring their levels of inclusion to ultimately address any identified inclusion-related issues. Study limitations, implications and suggestions for future research are discussed.

Final Reports

Lessons Learned From our Work with Indigenous Partners Report

Community Engagement Event Report

Training Usage and Impact Report

Final Impact and Accountability Report

Contact us

Updated as of February 9, 2026.

Bill C-65 Project Milestones & Deliverables – Summary

Project Year 1: March 2023 – March 2024

Q1 (Mar-June2023): Work Initiated

  • SMU REB ethics application submitted.
  • Design of demographic survey and consent forms for interviews and focus groups initiated.
  • Design of participant surveys initiated.
  • Participant recruitment and engagement sessions underway.
  • Literature review and content development for academic papers underway:
    • Trauma-informed and psychological safety in the workplace
    • Culturally sensitive restoration after workplace incidents
  • Public document Fostering psychological safety in the workplace: 4 practical, real-life tips based on science (D. Lee-Baggley & S. Grant), published on The Conversation.

Q2 (Jul-Sept2023): Underway / Completed / Approved

  • SMU REB ethics application review underway.
  • Design of demographic survey and consent forms for interviews and focus groups completed.
  • Design of participant surveys completed.
  • Participant recruitment and engagement sessions with First Nations communities ongoing:
    • August 2023: D. Lee-Baggley met with the Manitoba Association of Friendship Centres.
    • September 2023: Ethics application to work with Mi’kmaw people in Nova Scotia submitted. Mi’kmaw Ethics Watch (MEW).
  • Public document, Elements for Employee & Labor Relations (B. Howatt), from trauma-informed and psychological safety literature review completed.
  • French translation of content underway.
  • Project website created.
  • Marketing materials and project promotion underway.

Q3 (Oct-Dec2023): Underway / Completed / Approved

  • SMU REB ethics application approved.
  • Development of interactive website content, including surveys and personalized feedback, underway.
  • Participant recruitment and engagement sessions with First Nations communities ongoing:
    • October 2023: D. Lee-Baggley met with the British Columbia Network Environment for Indigenous Health Research.
    • Five meetings with community experts completed to-date (Manitoba, Nova Scotia, British Columbia).
  • Draft of academic paper on psychological safety in the workplace developed.
  • Public document Leaders, It’s Not Your Job to Fix Conflict (D. Lee-Baggley & R. Pizzo), published on Psychology Today and LinkedIn.
  • Recording of Conflict Resolution and Reduction in the Workplace (T. Winters) content for the training platform underway.
  • Development of the Informal Conflict Resolution Pathway of Bill C-65 on-line training curriculum underway.
  • Two-page PDF promoting the project, ready for distribution.
  • Marketing and promotion of project ongoing.

 Q4 (Jan-Mar2024): Underway / Completed / Approved

  • Initiatives to measure training impact are underway:
    • Development of pre- and post-evaluation forms, quizzes, and questionnaires.
  • Artist-in-Residence recruited to provide Indigenous perspective on content.
  • Participant recruitment and engagement with First Nations communities ongoing:
    • Relationships with several Indigenous groups established, leading to committee membership and continued focus group recruitment.
    • Expanded network with three new organizations:
      • Native Council of Nova Scotia
      • Mi’kmaw Native Friendship Centre Nova Scotia
      • Thunderbird Partnership Foundation Ontario
    • Nine interviews with community experts completed to-date.
  • Development of academic papers:
    • Manuscript #1: Measuring Inclusion at Work: Developing and Validating the IWS (Estimated submission: May 2024, PLOS)
    • Manuscript #2: Wellness Leadership (Estimated submission: September 2024, Organizational Dynamics)
  • Public Documents:
  • Recording of training platform content ongoing.
  • Project website launched.

Project Year 2: April 2024 – March 2025

 Q1 (Apr-June2024): Work Commenced

  • Continued outreach and recruitment for focus groups, interviews, and meetings with community and committee members:
    • Revisions to MEW application to work with Mi’kmaw people in Nova Scotia completed and resubmitted. 
    • April 2024: D. Lee-Baggley met with Tara Erb from British Columbia Network Environment Indigenous Health Research
    • May 2024: Participant recruitment at the Native Council of Nova Scotia engagement session.
  • Exploring employee perspectives on and experiences of psychological health and safety in the workplace survey launched.
  • Find Your Conflict Style survey launched.
  • Public document, How Leaders Can Transform Workplace Mental Health Culture (D. Lee-Baggley), published on Psychology Today.
  • Conflict Resolution and Reduction in the Workplace (T. Winters) course available on Thinkific platform, includes video sessions and course quizzes.  Available in English and French.  Infographic PDF promoting the course completed.
  • MSc graduate student presented poster Exploring Diverse Employee Perspectives and Experiences of Psychological Safety at Work, at the European Association of Occupational Health Psychologists Conference (Spain June 2024).

 Q2 (Jul-Sept2024): Underway / Completed / Approved

  • Discussions with Mental Health Commission of Canada to access their network initiated.
  • Began building relationships with the Canadian Native Friendship Centre.
  • Quizzes in development:
    • Psychological Flexibility
    • Interpersonal Styles
  • Submission of academic paper: Wellness Leadership, to Organizational Dynamics.
  • Public Documents:
  • On-line training platform: courses publicly available on ImpACT Me (interactive APP) and project websites (videos), in English and French. (Originally scheduled July, delayed; launched Sept]
    • Conflict Styles
    • Conflict Management: Science based informal conflict resolution
  • Continued project promotion:
    • Press release: Manage Conflict with Science: Psychologist Dr. Dayna Lee-Baggley Offers Free Training, published by SMU News and Events. The release included acknowledgments from SMU Associate VP Research, Dr. Adam Sarty and Minister of Labour and Seniors, Steven MacKinnon. Available in English and French.
    • Recorded podcast: Workplace conflicts and how to handle them, with Dr. Dayna Lee-Baggley, hosted by the Canadian Psychological Association.
    • Canadian HR Reporter published interview with D. Lee-Baggley & W. Pate (ImpACT Me – CEO), It’s Almost Incalculable: The Costs of Workplace Conflict and How to Reduce Them.

 Q3 (Oct-Dec2024): Underway / Completed / Approved

  • SMU REB ethics renewal: Annual Status Report submitted.
  • Team Expansion:
    • Dr. Tara Pride, Indigenous researcher, joined the project team.
    • Dr. Tara Erb, from the British Columbia Network Environment for Indigenous Health Research, is scheduled to lead an engagement session.
  • Community and Stakeholder Engagement:
    • Project Lead met with Canadian Innovation Centre for Mental Health October 2024.
    • The project team connected with 94 federal public service contacts regarding the conflict courses and surveys. Efforts to identify additional appropriate contacts within the federal public service and other federally regulated sectors are ongoing.
  • Surveys and Quizzes:
    • Burnout survey launched on the project website.
    • Surveys/Quizzes in development:
      • Attachment Styles Quiz
      • Recovery Experiences Survey
  • Submission of academic paper: Measuring Inclusion at Work: Developing and Validating the IWS, to PLOS
  • Literature Reviews completed and available on the project website
    • Trauma Informed Workplaces
    • Restorative Workplaces
  • Public Documents:
  • Publicly available live-interactive webinar Wednesday October 23, What Hostage Negotiators Can Teach You About Managing Workplace Conflict, with Subject Matter Expert Ron Pizzo.  Event was promoted on social media.  Registered: 16 ppl.  Attended: 10 ppl.  Presentation was recorded and shared with registrants, along with link to Psychological Health and Safety Lab website.  Link of recording is available on project website.
  • Planning of upcoming 1 Day Virtual Conference January 2025:
    • 8 x 40 minutes speaking sessions are planned.  Project’s Director of Outreach, Jennifer Richards, has met with all speakers about their intended talk topics.
    • Conference organizing committee meets every other Friday.
    • Eventbrite link for registration has been created and event information added to project website.
    • As of December 16, 2024, 72 registrants have signed up for the conference.
  • Project Promotion // Distribution:

Q4 (Jan-Mar2025): Underway / Completed / Approved

  • 1-Day Virtual Conference, Transforming Workplace Culture: Tools for Creating a Less Soul-Crushing Workplace, took place on January 28, 2025.
  • Originally scheduled for Year 3, the conference was moved to Year 2, allowing for data collection and analysis during a critical phase of the project.
  • Eight (8) 40-minute sessions featuring diverse speakers provide greater value and broaden the event’s scope.  Featured speakers include:
  • 455 registrants signed up, far exceeding the initial goal of 100.
  • Event details and registration are available on the project website.

Project Year 3: April 2025 – March 2026

Q1 (Apr-June2025): Underway / Completed / Approved

  • Post-Conference survey:
    • 131 respondents completed the exit survey, with high satisfaction ratings and 81 written comments offering detailed feedback.
    • over 85% of respondents rated likelihood to recommend as 4 or 5 (5-point scale).
    • 83 individuals asked to be notified about future events.
    • 37 volunteered to support future coordination.
  • PhD candidate L. Wang’s IRP evaluating the project’s conflict management course progressed, with ethics approval secured, study design finalized, and data collection preparations underway.
  • Academic paper, "Combating Physician Burnout: Training Medical Faculty in Wellness Leadership", was submitted to Perspectives on Medical Education.
  • Public Document:
  • Seven (7) organizations confirmed participation and received course access for the “Employee Training for Federally Regulated Organizations” deliverable.
  • Survey respondents: 571 to-date, surpassing the original deliverable target of 400.
  • On-line courses: 550 survey engagements and over 700 video training engagements, to-date.

Q2 (Jul-Sept2025): Underway / Completed / Approved

  • Engagement session:
    • Project Lead, Dr. D. Lee-Baggley met with Colby Gauthier and Nicole Stefanski of the Manitoba Association of Friendship Centres (Winnipeg) in August 2025 to discuss partnership opportunities and feedback on the conflict management training courses.
  • Three (3) Train-the-Trainer/Q&A sessions delivered: each 40-minute Train-the-Trainer session on theme “From Blame to Balance: Building Safety in Tough Conversations” was followed by a 20-minute Q&A
    • July 28 – Session 2/5: 12 registrants / 5 attendees
    • September 9 – Session 3/5: 75 registrants / 38 attendees
    • September 22 – Session 4/5: 75 registrants / 33 attendees

Public Documents:

Survey respondents: 664 to-date

On-line courses: 2,143 views and 128 course completions

Peer-Reviewed Journal Articles:

  • Wellness Leadership: submitted to Organizational Dynamics (Sept 2024).
  • Combating Physician Burnout: revised "Wellness Leadership" and submitted to Perspectives on Medical Education (Apr 2025).
  • Belonging / Measuring Inclusion at Work (IWS): submitted to PLOS (Nov 2024), revised and resubmitted to PLOS (Sept 2025); under review. Contributing authors: Lee-Baggley, D., Bakour, H., Howatt, B., Gilin, D., & Etezad, E.
  • Associations of Individual Diversity and Workplace Inclusion Factors with Loneliness at Work, manuscript in progress. Contributing authors: Lee-Baggley, D., Gilin, D., Huang, J., & Howatt, B.

Q3 (Oct-Dec2025): Underway / Completed / Approved

  • Two (2) Train-the-Trainer/live Q&A Sessions “From Blame to Balance: Building Safety in Tough Conversations”:
    • October 16, 2025 – Session 5 of 5: 75 registrants / 25 attendees.
    • November 4, 2025 – Session 6 of 5: 109 registrants / 35 attendees.
  • Employee Training for Federally Regulated Organizations: Five (5) organizations were required; seven (7) participated. Course access was provided in June/July 2025. Training concluded November 30, 2025. Participating organizations:
    • Indigenous Services Canada (Alberta Region)
    • Mohawk Council of Akwesasne
    • Utilities Kingston
    • Simcoe Muskoka Catholic School District
    • Oxford County
    • Eastern Ontario Health Unit
    • Peel Regional Police
  • Public Documents:
  • Free Public Video Sessions: All ten (10) free video sessions have been completed and are publicly available via the project website/YouTube. To-date: 79 views across the 10 public videos. Video titles:
    • Bill C-65 Explained
    • Formal vs. Informal Resolution
    • Introducing the ACT Matrix
    • Shared Purpose and Psychological Safety
    • How Psychological Flexibility Helps Reduce Workplace Harassment Complaints
    • Intention vs. Impact at Work
    • Intention vs. Impact at Work: Why Meaning, Perception, and Context Matter
    • Psychological Safety in Teams
    • The ACT Matrix and Unwanted Inner Experiences
    • Workability and Moving Toward Values at Work
  • Engagement sessions:
    • December 15th: Project Lead D. Lee-Baggley and Project Staff C. Novitsky met with Indigenous/community partners S. Grant, A. Curtis, T. Pride, and F. Blackett to review and refine training content. This session fulfilled the final engagement session (12 of 12) required under the original Agreement.
    • December 16th: D. Lee-Baggley and C. Novitsky met with J. Jerome (Indigenous Artist in Residence).
  • Peer-Reviewed Journal Article:
    • Exploring Diverse Employee Perspectives on Psychological Safety at Work: submitted to the Journal of Managerial Psychology.
  • On-line courses: 2,268 views and 134 course completions

Q4 (Jan-Mar2026): Underway / Completed / Approved 

In progress. To be updated at end of reporting period.