SPARK: Humber's Research & Innovation Magazine, Issue 9

SPARK

HUMBER’S RESEARCH & INNOVATION MAGAZINE | ISSUE #9 | MARCH 2024

Conversation with Audel Cunningham on the Exploration of the World of Ethics Creating a Sustainable Values-Driven Organization The Evolution of Work: Reshape Today, Reimagine Tomorrow Our new Supporting Storytellers section featuring different departments and faculties And more!

Land Acknowledgment Humber College is located within the traditional and treaty lands of the Mississaugas of the Credit. Known as Adoobiigok [A-doe-bee-goke], the “Place of the Alders” in Michi Saagiig [Mi-Chee Saw-Geeg] language, the region is uniquely situated along Humber River Watershed, which historically provided an integral connection for Anishinaabe [Ah-nish-nahbay], Haudenosaunee [Hoeden-no-shownee], and Wendat [Wine-Dot] peoples between the Ontario Lakeshore and the Lake Simcoe/Georgian Bay regions. Now home to people of numerous nations, Adoobiigok continues to provide a vital source of interconnection for all.

L isten to an audio recording of Humber’s Land Acknowledgment (https://humber.ca/indigenous/truth-reconciliation-audio-video) PHOTO COURTESY OF HUMBER COLLEGE

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THE VOICES OF SPARK

6

Editor’s Note

9

Associate Dean’s Note

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10 In Conversation With Audel Cunningham: Exploration of the World of Research Ethics 14 Getting Started with Creating a Sustainable Values-Driven Organization

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In Conversation with Audel Cunningham: Exploration of the World of Research Ethics

19 Meshanda Phillips: A Researcher’s Mission To Improve Mature Students’ Experience

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Meshanda Phillips: A Researcher’s Mission To Improve Mature Students’ Experience

RESEARCH AND INNOVATION CORNER

EVENTS

23 Researcher’s Corner

41 Under Pressure: Disruptive Demographic Change, its Impact on Labour Markets and the Clear Path Forward

24 Embracing Te Ao Māori to Rebuild a Sustainable Future for Chefs in Aotearoa New Zealand 27 Pandemic transition to online for healthcare profession education: A webscrape seeking perspectives of innovation and digital equity SPECIAL CONTRIBUTIONS

32 The Evolution of Work: Reshape Today, Reimagine Tomorrow

44 Future Festival 2023: Embracing AI and Its Advances 46 Research Bootcamp SUPPORTING STORYTELLERS

54 From the Desk of the Faculty of Social & Community Services 55 From the Desk of the Centre for Social Innovation 56 From the Desk of the Lakeshore Grounds Interpretive Centre EXTRAS

60 Develop Your Spark 63 Quips and Quotes 64 Article References 67 Closing Thoughts

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March 2024 SPARK is a magazine published by Humber Press, Office of Research & Innovation. The opinions and views expressed in SPARK are those solely of the interviewees and do not necessarily reflect the opinions and views of Humber Press.

Humber Press Editorial Team MANAGING EDITOR Anju Kakkar EDITOR Saran Davaajargal GRAPHIC TECHNOLOGIST Andrea Chan

Support Team EDITORIAL ASSISTANTS Esha Rana, Janice Saji GRAPHIC TECHNOLOGIST Elisabeth Springate PROJECT COORDINATOR Marlee Greig

With thanks for the support of our Leadership Team Ginger Grant, PhD, Dean, Research & Innovation Emma Smith, PhD, Associate Dean, Research & Development

Did You

K n ow ?

ORI stan ds for Of fice of Researc h & Inno vation

Tania Massa, PhD Associate Dean, Applied Research & Innovation

Published by Humber Press 205 Humber College Blvd., Toronto, ON M9W 5L7 humberpress@humber.ca

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Connect with us online: @Humber_Research @Humber_Research linkedin.com/showcase/ humber-research/ humberresearch @Humber_Research humberpress.ca jipe.ca

On request, this document is available in alternate e-formats.

Disclaimer: Humber Press strictly adheres to Humber College’s Brand Guidelines. In instances of style conflicts, Humber College’s guidelines will take precedence.

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EDITOR’S NOTE

DEAR READERS, As we continue to navigate through the lingering winter days, the impending spring brings a palpable sense of anticipation and renewal. It’s a time of year that reflects much of what we do here at Humber Press—fostering growth, nurturing ideas, and bringing forth stories of research and innovations from the thawing ground of creativity.

This issue marks the beginning of a new season and welcomes a significant addition to our Humber Press family. It is my immense pleasure to introduce Emma Smith, PhD, as our new Associate Dean of Research & Development. Emma brings a wealth of knowledge and an inspiring vision that will undoubtedly propel us towards new heights in research and innovation. We are thrilled to have her on board and look forward to the expertise and fresh perspectives she will bring to our community.

In this issue, we delve into themes that resonate deeply with our mission of breaking down barriers to research and innovation. Among these, we turn our focus to the world of research ethics—a foundational pillar in the conduct of responsible and meaningful research.

We have the privilege of featuring a conversation with Audel Cunningham, Humber’s Research Ethics Board Chair, whose insights illuminate the importance of ethical considerations in advancing our research endeavours.

Furthermore, I would like to draw your attention to two pivotal articles published

by Colleges & Institutes Canada that echo our values and aspirations for Canada’s research and innovation landscape. The first article, Canada’s Research and Innovation Group Chat Needs Colleges and Institutes: What’s on my mind? With Pari Johnston, sheds light on the indispensable role that colleges and institutes play in Canada’s broader research and innovation dialogue. Pari Johnston’s insights remind us of the collaborative fabric vital for nurturing a thriving ecosystem where knowledge and innovation intersect and flourish.

Similarly, the article Applied research at colleges and institutes underlines

the significant impact of applied research in driving practical innovation and addressing real-world challenges.

It emphasizes the unique position of colleges and institutes in bridging the gap between theoretical knowledge and tangible outcomes, reinforcing our belief in the power of hands-on learning and experimentation.

Additionally, we are excited to announce a Call for Papers for a Special Issue in the Journal of Innovation in Polytechnic Education (JIPE).

We invite contributions that challenge conventional paradigms, introduce novel methodologies, and inspire transformative practices in the realm of education and beyond. This special issue represents an opportunity for scholars, practitioners, and innovators to share their work with a wider audience, contributing to the ongoing dialogue around research and innovation.

Let’s carry the energy of spring’s renewal into our work—embracing change, fostering collaboration, and making meaningful contributions to the world of research and innovation. Together, we are all storytellers, researchers, and innovators capable of transforming creativity into tangible value for our communities and beyond.

In kindness, Namaste, ANJU KAKKAR Managing Editor, Humber Press, Research & Innovation Specialist

PHOTO BY ANTON DARIUS ON UNSPLASH 6 SPARK MARCH 2024

THE VOICES OF SPARK

“Nothing ever seems impossible in spring, you know.”

—L.M. MONTGOMERY, CANADIAN AUTHOR

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THE VOICES OF SPARK

ASSOCIATE DEAN’S NOTE

GREETINGS,

Curated moments of reflection can often serve as fuel for the research process. Conversations with a friend, the taste of a favourite meal or an afternoon spent reading a magazine can offer a SPARK of creativity that sets off a new endeavour.

These intentional pauses invite different perspectives and experiences that can be collectively shared and considered in the right settings.

Under the leadership of Dr. Ginger Grant, the Office of Research and Innovation continues to embrace values of curiosity, teamwork, and reciprocity. With this in mind, we are excited to announce the launch of the Applied Research Program (ARP), offered this May-June, for Humber faculty and staff to exchange research ideas and project management skills. Participants will be completing two Staff and Educational Development Association—SEDA certificates focused on applied research design and practice. Stay tuned for updates on ARP’s progress—follow us on LinkedIn! Our Journal of Innovation in Polytechnic Education (JIPE) is another space for new ideas and outlooks to be shared. We welcome varying submission types, from reflective pieces to video content, from students and faculty within Humber College and beyond. Your voice will be supported by our collegial editors and accessible submission process—our call for papers is now open!

Check out the full details of the Applied Research Program (ARP)

The Humber Press team is supported by an energized community of artists and leaders. Nominated for three Canadian Online Publishing Awards (2023), this group of talented content creators received national recognition in three categories: Best Digital Edition Publication, Best Video Content and Best Feature Article. The group celebrated over dinner and much merriment in early February. I am very grateful for having experienced their welcoming voices and vibrant collaborations over the past few months. The pages of this very magazine reflect their luminous creativity and commitment to quality publishing. Congratulations to this hardworking team!

In this latest issue, we invite you to reflect and engage with research stories from across our institution. May these narratives ignite new innovations and transfer renewed energies in this changing season. Enjoy!

EMMA SMITH, PhD Associate Dean, Research and Development

PHOTO BY TREVOR BOBYK ON UNSPLASH humberpress.ca/spark

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WHY YOU SHOULD READ THIS:

Learn about how REB can support researchers and what the vision is for its future.

IN CONVERSATION WITH

Audel Cunningham: Exploration of the World of Research Ethics In this interview, Humber Research Ethics Board (REB) Chair Audel Cunningham shares his vision for REB, explains how the board supports researchers and defines what research ethics mean to him.

BY SARAN DAVAAJARGAL

PHOTO BY RAWPIXEL ON ENVATO ELEMENTS 10 SPARK MARCH 2024

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How did your journey with Humber College begin?

I immigrated to Canada in 2008. I completed two post-graduate degrees in Law in Europe and decided that I wanted to transition from the active practice of law into an academic career so that I could impart my passion for the exciting things I had learnt during my graduate studies. I was made aware that Humber was recruiting a new law professor for the then Business School and I thought this would be a great opportunity to embark on a full-time academic career. I have enjoyed the years since then immensely.

What is your vision for Humber’s Research Ethics Board?

REB has an institutional mandate to review all proposals for research which will involve human participants and which will have a substantive connection to Humber, such as: (i) the research will take place within the Humber Community; or (ii) the research is in some way funded

by Humber.

Our work occurs within the framework of a federal government research ethics framework known as the Tri-Council Policy Statement: Ethical Conduct for Research Involving Humans (TCPS). Many persons within the Humber Community become aware of the REB only when they have to submit a research project which implicates the mandate of the REB. I want to work with my fellow REB Members to increase our visibility and make the REB a centre for knowledge and expertise on research issues. This will allow us to work more closely in educating the Humber community through proactive initiatives

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“Both researchers and research participants benefit when there is integrity in the research process.”

—AUDEL CUNNINGHAM, CHAIR OF HUMBER COLLEGE’S RESEARCH ETHICS BOARD

aimed at increasing knowledge and awareness of research ethics issues. My vision also includes building partnerships with other REBs across the country to create and promote professional development and training opportunities in the area of Research Ethics.

What kind of support can Humber researchers expect from REB?

There have been times when researchers have viewed the REB process as being a stumbling block to their ability to commence their research as expeditiously as possible. I acknowledge that the process of getting ethics approval may take some time, especially as it concerns applications that are viewed as being of an extremely highrisk nature. REB does not aim to create unnecessary difficulties for researchers.

REB plays a vital and complementary role in respect of research involving human participants. Both researchers and research participants benefit when there is integrity in the research process.

REB aims to support researchers in ensuring that research integrity is maintained. We are available to support researchers by addressing any queries that they may have about the research ethics framework. We are also willing to

provide best-practice guidance. I want to foster a cooperative relationship with researchers.

What does “research” and “research ethics” mean to you?

To me, research means actively investigating a topic of interest in order to gather data which, when analyzed, will advance knowledge. The advancement in knowledge does not have to be monumental. I consider even small but measurable increases in knowledge to be acceptable research outcomes.

Research ethics denote values that researchers must display and respect.

These values include the right of participants to be treated with dignity, to have a voice regarding what is done with their personal data and, in general, to not be harmed by research activities.

These values must especially be respected when vulnerable populations such as children, persons with cognitive disabilities and victims of abuse are involved in the research process.

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If you had all the resources available, what would you conduct research on?

I have several research interests. Firstly, noting my expertise in international trade and development issues and my background working with small states, I would love to conduct in-country research in some of the least developed countries and, with their diaspora communities, to identify what practical development strategies are required to help them achieve their United Nations Sustainable Development Goals (UN SDGs). This research would involve exploring a more equitable basis for sharing resources in the global commons.

Secondly, I have an interest in exploring Indigenous justice systems. The federal government has an Indigenous Justice Program to support Indigenous community-based justice programs. I would love to explore how such systems can create best-practice models for improving the justice system in the small Caribbean states which have identifiable Indigenous communities.

What are your favourite books?

I have diverse reading interests. Amongst older writings, one of my favourite books is A Grain of Wheat by Ngũgĩ wa Thiong’o.

This book interweaves stories connected to Kenya’s struggle for independence against the British and focuses on several central characters, one of whom harbours a deep secret that can destroy his image in his community at a time when the focus

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“To me, research ethics denote values that researchers must display and respect. These values include the right of participants to be treated with dignity, to have a voice regarding what is done with their personal data and, in general, to not be harmed by research activities.”

—AUDEL CUNNINGHAM

About Audel

must be on the need for that community to heal. I also consider Thomas Hardy’s The Mayor of Casterbridge to be one of my enduring favourites. It has been a favourite of mine ever since I studied it in an advanced literature course in high school. I find its interwoven stories of attempted but failed self-redemption and triumph against all odds to be very relevant to contemporary issues.

Audel Cunningham is the Chair of Humber College’s Research Ethics Board.

He was appointed to this position in June 2023. Prior to his appointment as Chair, he was a Member of the REB for five years. He has been a professor in the Longo Faculty of Business at Humber College since 2008 and teaches a variety of legal courses including International Trade Law, Canadian Business Law and Legal Research. Having worked with the Caribbean community as an international trade lawyer and trade negotiator, he has developed expertise in the area of international trade law and has a wealth of experience in working with developing countries on international trade issues.

With respect to more contemporary writings, I like All the Sinners Bleed

by S.A. Crosby. It deals with issues of systemic racism faced by a black Sheriff in the Southern U.S. and also explores the complicated issue of distrust of one of their own within the black community owing to negative experiences with policing.

Mr. Cunningham is a former British Chevening Scholar and holds a Master of Laws (LLM) Degree in International Trade Law (with Distinction) from the University of Essex, a Master of Laws (LLM) Degree in European Business Law from the Pallas University Consortium, a Bachelor of Laws (LLB) Degree from the University of the West Indies and a Legal Education Certificate from the Norman Manley Law School in Kingston, Jamaica. He was called to the Bar in Jamaica as an Attorney-at-Law in 2008 and was called to the Bar as a Barrister and Solicitor in Ontario in 2012.

Mr. Cunningham has extensive experience in conducting research on a range of International Law and International Trade issues. His current research interests include Indigenous rights and rule-making in regional integration systems.

PHOTO COURTESY OF AUDEL CUNNINGHAM humberpress.ca/spark

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WHY YOU SHOULD READ THIS:

To learn why and how to create a values-driven organization.

Getting Started with Creating a Sustainable Values-Driven Organization

BY ESHA RANA

ILLUSTRATION BY UPKLYAK ON FREEPIK 14

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When Melanie found her first job as an in-house content creator for an ed-tech start-up in 2019, she was ecstatic. The work was fresh and challenging, with plenty of opportunities to learn.

After a few months on the job, she inquired if a hybrid work arrangement would be possible due to long commute hours.

She needed a combination of flexibility and structure to give her best. Upper management, however, denied her request. “Things are just not that way here,” her manager said.

Melanie was disappointed. “I understood what the problem was, and yet, I didn’t,” she says. “I wasn’t asking for my workload to be reduced for the same pay. I promised the same—in fact, better—results. Only the setup would be different for a few days a week.”

A lack of flexible working options led Melanie to quit her job and eventually find another one. “I realized that my definition and the organization’s definition of success and productivity were very different,” she says. “I valued flexible working conditions to achieve the best results. The company prized a traditional office structure. It would not have worked out long-term, so it made sense to find another job sooner rather than later.”

A changed workforce

Melanie’s story is one of thousands—a shift in perspectives and opportunities accelerated by the pandemic. The workforce has undergone a shift in values, and employees are increasingly looking for more than just a good fat salary package.

Research from LinkedIn (April 2023) revealed that 59% of professionals in Europe wouldn’t work for a company that doesn’t align with their values. For 55%, even a pay raise won’t convince them otherwise. Similar trends are visible elsewhere in the world.

Richard Barrett, a British author, consultant, teacher and philosopher, is a long-time advocate for organizations to be values-driven. According to his research, values-driven organizations perform better on all fronts. They generate higher earnings, have higher levels of employee engagement and

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retention rates, and lower absenteeism.

Employees can feel creative, productive and motivated because they trust that the organization cares about their best interests.

Values-driven organizations generate higher earnings, have higher levels of employee engagement and retention rates, and lower absenteeism. Employees can feel creative, productive and motivated because they trust that the organization cares about their best interests.

Why values?

What is it about values, though, that leads to success and satisfaction in the workplace? Why should organizations prioritize values alignment within their teams?

To understand the intersection of organizations and the holistic work around “values,” we spoke to Cheryl De Ciantis and Kenton Hyatt, who have decades-long experience in leadership development program design, facilitation, executive and life coaching, and trainer-training. They have served as senior faculty at the Center for Creative Leadership (CCL) and co-founded their organization, Kairios, in 2001 to provide values development and alignment training for individuals and organizations..

In their view, the values that an organization chooses help employees organize their priorities, guide decisionmaking, and create a shared identity and ethical foundation.

“When organizational values are agreed upon and well-defined, people have a set of guidelines for carrying out their day-to-day work as well as for conducting relationships with internal and external stakeholders,” they explain. “When they

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are well-defined at every level and in all parts of the organization, work goes on more smoothly and productively because people have a better sense of what it’s all for. They know how they and their fellow organization members fit into the larger picture.”

This dialogue needs to involve everyone, from the senior leadership to supervisors to managers and front-line employees. In and through this process, each member must eventually come to understand what it means to live a particular value behaviourally.

It is important to remember, however, that everyone defines values differently. When organizational values are discussed, we tend to assume that everyone has the same definitions as us. This could not be further from the truth. Cheryl and Kenton have seen this numerous times in their consultations with companies in industries such as digital tech, pharma, law, manufacturing, communications, logistics, civil engineering, business consulting, health and higher education.

“In the process of carrying out a dialogue, finding out that someone defines a value differently than oneself can be both startling and empowering,” Cheryl and Kenton say, sharing a potential bump in the process. “This is often especially so for senior leadership, who can be blindsided when organizational values seem to fail in practice.”

“Even when people hold the same value—for example, honesty—some may opt to behaviouralize the value as factsonly bluntness and immediacy; others may prefer to deliver optimally-timed messages in an empathically persuasive manner,” they explain. “Both preferences have advantages and disadvantages depending on the situation at hand, and each has its place.”

In Cheryl and Kenton’s view, this is healthy. “It supports the real benefits of diversity, which is to contribute differing points of view to any issue,” they explain.

“It also gives a group of people a more robust approach to solving day-to-day and longer-term challenges and fosters innovative ideas and solutions.”

Getting started: the foundation of values work in an organization

According to Cheryl and Kenton, the most accessible and consistent way to build a values-based culture is through honest dialogue.

It might take time for a team to find its footing with a values-driven dialogue, but once they do, the net positive result in both the short-term and longterm creates a unifying and positive atmosphere.

Surveys (2022-2023) conducted by Cheryl and Kenton have revealed that people who sincerely and transparently participated in values dialogues are more likely to feel comfortable exchanging information, asking for and offering help and resources, and managing difficult situations. This transparent discussion of what a value means helps to create bonds of mutual understanding and trust.

It can also lead to: x Better performance due to fewer chances of misunderstanding x Better integration for new hires and a jump-start for new teams x Access to differing insights, problem definitions and solutions, and innovations

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Here are a few questions to guide a meaningful dialogue on values: 1.

2.

3.

4.

5.

What have been our organization’s previously agreed-upon values?

Looking at our day-to-day decisions and engagement, what values do we actually seem to be prioritizing?

Are these values working for us?

What instances show us where we may have gone off track and need to make course corrections, even perhaps to the point of prioritizing different values over time?

What are our successes? What happens when we operate in accordance with our values?

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Building a values-driven culture

Cultures are not built in a day or by a single person. “Individuals need to be able to communicate with peers constantly to compare views, give and receive feedback, and contribute possible strategies for communicating stories and maintaining values alignment,” Cheryl and Kenton advise.

At any given time, there are multiple values that employees need to be aware of: the organization’s core values, their own values, and the values that may need to be called upon according to the needs of a given situation.

Additionally, employees need to see how their values meaningfully overlap with the agreed organizational values and what behaviours best propagate them. How does balancing all these aspects play out?

Cheryl and Kenton share: “We each need to hold up a mirror to ourselves and make the best judgments we can about how to prioritize an individual and organizational value and what steps to take.”

“When values are welldefined at every level and in all parts of the organization, work goes on more smoothly and productively because people have a better sense of what it’s all for.

They know how they and their fellow organization members fit into the larger picture.”

—CHERYL DE CIANTIS AND KENTON HYATT

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“Ongoing dialogues about shared values need to be supported, and it’s up to each member of the organization to call out when dialogue processes may be faltering or forgotten.”

—CHERYL DE CIANTIS AND KENTON HYATT

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The road ahead

Values work is not a once-a-year seminar that can be organized so that the company can pat itself on the back. Circumstances keep changing, and it is everyone’s responsibility to help keep shared values alive and healthy.

Ongoing values dialogues can help to do this and, consequently, build a more robust values-based organizational culture. “The organization’s values should be used as a sort of flexible scorecard,” Cheryl and Kenton suggest. “Ask regularly: How are we doing? Are we living up to our values? What do we need? What will we do to sustain our values? It’s up to each member of the organization to call out when dialogue processes may be faltering or forgotten.”

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WHY YOU SHOULD READ THIS:

Learn about Meshanda Phillips’s research project, her journey as a researcher and what inspires her to go above and beyond

Meshanda Phillips: A Researcher’s Mission To Improve Mature Students’ Experience

BY SARAN DAVAAJARGAL

´ Meshanda Phillips holding a Mature Student Hot Tip for Success, which she curated along with Jacqueline Morgan.

Summer 2023.

In the expansive realm of understanding the experiences of mature and transfer students at Humber College, Meshanda’s research project aspires to be more than a mere examination.

Through an intricate exploration, the research project is committed to amplifying the depth of students’ educational journey by adopting a universal design lens. The overarching objective is not only to identify but also to actively implement measures to enhance the overall collegiate experience for these students by creating support and enhancing a sense of belonging.

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Are you collaborating with anyone on this project?

My co-investigator is Jacqueline Morgan, Director of Strategy and Innovation within the Office of the Dean of Students.

Together, we are closely collaborating with the various departments across Humber College, which currently offer student support programming, resources and services.

to explore and learn more about the changing learner demographics at Humber.

What is the inspiration behind this research project?

Has the project received funding from Humber or another organization?

My dedication to assisting mature learners stems from my personal journey—returning to post-secondary education after an eight-year hiatus. This endeavour is fuelled by the challenges of readjustment, the distinctive needs of mature students and the pursuit of a seamless transition.

The project has been funded internally through the Office of the Dean of Students in recognition of the want

Initially, my return to post-secondary education felt isolating, making me

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contemplate quitting. Fortunately, I discovered a supportive community that became my anchor. These peers not only helped me rediscover my sense of belonging but also aided in relearning crucial study habits. Moreover, my institutional village, comprised of dedicated faculty and staff, played a pivotal role in guiding me through challenging moments and offering unparalleled support during struggles with coursework.

One standout figure in this journey is Emma Smith, PhD, who is now Associate Dean of Research & Development. She instilled belief in me and helped me envision my capabilities in ways I hadn’t for a long time. Returning to school amid a tumultuous divorce and adapting to single parenthood magnified the hurdles, yet Smith’s support made a significant difference.

By understanding the myriad challenges faced by mature students, we begin to recognize that the classroom may only sometimes be a top priority. Family obligations, financial stress and single parenthood can often take precedence.

To address a wider view of competing priorities that mature learners may face, the mission of our research and applied solutions is to provide easily accessible support and resources, aiming to alleviate the various stressors a mature learner may encounter.

What is the current status of the project? What is the research team working on?

Since taking on this role, I’ve assessed Humber’s current state in programming, resources and student services. Utilizing a universal design lens, I delved into industry literature from Canada, America, Australia and England. Aiming to take as much of a comprehensive perspective as I could, I facilitated focus groups and surveys specifically targeting selfidentifying mature students, seeking their firsthand experiences, identifying areas of support and pinpointing potential gaps.

Through faculty and staff engagement, as well as collaboration with students and resources, I engaged with various faculties as partners to gain more reach to students, as well as utilized social media to seek input on where mature learners face gaps in accessing support or gaps in feeling a sense of belonging. Input led me to develop and prototype new initiatives, which we have implemented to see if increased engagement and belonging might be

PHOTO BY NATHALIA CAMPOS, STUDENT—FILM AND TELEVISION PRODUCTION (FMCA) 20 SPARK MARCH 2024

Ç Top photo: Meshanda Phillips and Shanell Roye, a student in the Civil Engineering Technology program, cohosting a mature student event. Photo by Nathalia Campos, student, Film and Television Production (FMCA)

achieved. Of the ideas prototyped, this project will conclude with a meeting with existing service areas to share back learnings and work to integrate successes into operations and thus evolve service delivery to take a more universal lens to design and access, which is influenced by the mature learner community at Humber.

It’s crucial to emphasize that while my focus revolves around mature student engagement, our universal design initiatives are open to all students.

Through targeted communications and the mature student mailing list, we ensure tailored outreach while actively participating in campus events to engage with mature students and foster a sense of community. This project’s grounding principle is to leverage what we already have in place at Humber, as well as make sure we create something sustainable.

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What do you see as the impact of this research project?

The impact of our research is dedicated to seamlessly integrating and enhancing various facets of the mature learner experience. It goes beyond visibility, aiming to ensure that mature learners not only feel seen but are provided with readily available resources and support throughout their academic journey. Cultivating a profound sense of belonging and facilitating meaningful engagement is crucial. The goal is to create a sustainable solution that outlasts my direct involvement, achieved through continuous iteration and exploration of diverse prototypes. Rooted in a universal design lens, our approach proactively addresses the needs of mature students, fostering an environment of perpetual inclusivity without the need for constant adjustments. This includes gaining a richer understanding of the unique needs of mature learners and implementing strategies for the institution to readily meet those needs.

What has been the highlight of conducting this project?

Any ‘aha’ moments?

Ç Top photo: Meshanda Phillips at the Black Student & Support Engagement (BSSE) Fall 2023 Orientation. Photo by Tannaz Barati, digital communication coordinator, Office of the Dean of Students Bottom photo: Meshanda Phillips with learners. Photo by Humber Today.

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Amidst the research journey, numerous moments stand out, with particular resonance in understanding the commonalities in needs among learners. The realization that a universal lens, as opposed to a narrowly youth-centric perspective, holds more efficacy in addressing the diverse needs of mature students has been a pivotal ‘aha’ moment.

What does ‘research’ mean to you?

This role is not just a job; it’s a personal journey. Years ago, as a student, I envisioned something like this project, which goes beyond academics—it’s about making a positive impact in Canadian colleges. My focus is on reshaping the narrative of post-secondary education, ensuring it becomes more inclusive, especially for mature learners. This work is more than a career; it’s a commitment to enhancing the overall college experience for everyone.

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“Cultivating a profound sense of belonging and facilitating meaningful engagement is crucial. The goal is to create a sustainable solution that outlasts my direct involvement, achieved through continuous iteration and exploration of diverse prototypes.”

—MESHANDA PHILLIPS, SPECIAL PROJECT COORDINATOR, HUMBER COLLEGE

About Meshanda This project holds profound personal significance as it addresses the challenges faced by mature students returning to education. I’ve experienced the difficulty of this transition firsthand, and now, through the resources I am helping to provide, I aim to make this journey smoother for others. It’s a chance to make a meaningful impact, especially considering the increasing trend of mature students entering post-secondary education.

I believe in the power of second chances, having found success, community and my second chance. Now, my goal is to help others do the same—to ensure they not only come back but also stay and accomplish their dreams. Age should not limit one’s pursuit of education, and I am fortunate to be in a position where I can contribute to making that belief a reality. My mantra is simple: “I will keep building so they can all come and achieve success.”

Meshanda Phillips (she/her) is a dedicated Special Project Coordinator at Humber College, spearheading impactful initiatives for mature and transfer students. With over six years of post-secondary engagement, her passion lies in cultivating inclusivity through an Equity, Diversity, Inclusion, and Belonging lens. Holding a post-graduate certificate in Alternate Dispute Resolution and a Bachelor’s in Social Science-Criminal Justice from Humber College, she has earned recognition for academic excellence.

In her previous role as a student advocate, she was passionate about elevating student voices and fostering inclusivity in collaboration with senior college administrators. She ensured students were consistently a priority as well as supporting students with self-advocacy and conflict resolution skills as former manager of the Dispute Resolution Clinic (now Conflict Resolution Centre) Meshanda takes pride in initiating Humber College’s first Mature Student Success Events, which ultimately led to her creating the Humber Mature Student Success Club.

Beyond her professional role, she is committed to mental health advocacy, leveraging personal experiences to inspire others. She also conducts EDI workshops and organizes events to amplify student voices. Eager to connect and collaborate with those who share their values and goals, she brings a wealth of experience to their endeavours.

PHOTO CREDIT: RAVAL ALVIAREZ, STUDENT, FILM AND TELEVISION PRODUCTION (FMCA)

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RESEARCH AND INNOVATION CORNER

CON TENTS

Researcher’s Corner WHY YOU SHOULD READ THIS:

Learn about researchers’ insights and the impact of their research studies published in the Journal of Innovation in Polytechnic Education (JIPE)

Research and Innovation Corner shines the spotlight on two research studies that have been published in the Journal of Innovation in Polytechnic Education (JIPE).

In this issue: from exploring a sustainable future for chefs in Aotearoa New Zealand to examining pandemic transition in healthcare profession education, these research studies address how the learning experience can be improved for future professionals.

Read on to learn more about the research studies and the researchers behind them.

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Read the full article published in JIPE: Embracing Te Ao Māori to Rebuild a Sustainable Future for Chefs in Aotearoa New Zealand

Embracing Te Ao Māori to Rebuild a Sustainable Future for Chefs in Aotearoa New Zealand FOLLOW-UP INTERVIEW BY SARAN DAVAAJARGAL

ABSTRACT: The professional kitchen is a fast-paced

environment often founded on hierarchical structures and stressful working conditions. Within this environment, tensions often run high resulting in aggressive behaviours, and at times, bullying and violence towards junior chefs.

For the last decade the hospitality sector has been struggling to recruit and retain aspiring chefs into the professional kitchen. Compounding the recruitment issue is the social narrative that the hospitality industry is a poorly paid profession that works long and unsociable hours.

Due to the global pandemic the hospitality sector has suffered significant upheaval resulting in significant numbers of its workforce choosing to leave the industry.

Like other countries around the globe, the hospitality sector in Aotearoa New Zealand is having to rethink and reset the way it operates in a new post covid landscape. Central to this is the questioning of established modes of practice and reimagining a new hospitality future.

In response to the changing landscape of hospitality, the Bachelor of Culinary Arts programme at Te Kura Matakini ki Otago (Otago Polytechnic), Aotearoa New Zealand developed a bicultural pedagogic framework that embraces te ao Māori values. As a strategy to educate chefs into alternative workplace behaviours and cultures the values of manaakitaka (care and integrity towards self and others), whānaukataka (integrity of relationship), and kotahitaka (a sense of collective unity and ownership) are deliberately integrated into the programmes pedagogy and the courses learning outcomes. In doing so, this pedagogic framework

upholds the world views, values, and mana of Aotearoa’s takata whenua (Indigenous people), while also attempting to rebalance the historical practices of the professional kitchen.

“By integrating the values of te ao Māori into culinary education, we believe we can create a more holistic and culturally sensitive approach, ensuring that our culinary traditions reflect the diverse and vibrant tapestry of New Zealand’s culture and history.”

—ADRIAN WOODHOUSE AND CHLOE HUMPHREYS

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RESEARCH AND INNOVATION CORNER

How did you get started in your research journey?

Adrian Woodhouse (AW): My journey as a researcher began with the invaluable support and encouragement of my teaching and learning advisor, Maxine Alterio. It was Maxine’s guidance that ignited my interest in culinary arts education and the diverse pedagogic approaches within the field. This initial curiosity became the stimulus for my pursuit of bachelor’s, master’s, and doctoral degrees, which served as a catalyst for continued research.

Throughout my academic endeavours, I have been driven by the belief that research plays a crucial role in advancing our understanding of effective teaching and learning strategies in vocational education. It is through systematic investigation and analysis that we can make meaningful progress in this field. I am committed to using each piece of study as a catalyst for further research, continually pushing myself to contribute to the growth and development of culinary arts education.

Chloe Humphreys (CH): I have been involved in research since studying my Bachelor of Arts in Art History and Theory at the University of Otago. Since then, research has been a natural part of my life, but my research into integrative pedagogy began when I started here at Otago Polytechnic and became interested in the impact of different types of assessment on ākonga (learner) engagement and well-being.

Why did you choose this research topic?

AW & CH: We chose the research topic of biculturalism in culinary education because it aligns with the exciting shift New Zealand is making towards embracing biculturalism within its education system. Biculturalism not only signifies a pivotal step in acknowledging the rich Māori heritage but also provides an opportunity to tell the New Zealand food story through a culturally inclusive lens. At its core, biculturalism embodies values that promote positive interactions with both people and the environment, which are essential aspects of the hospitality industry.

What next? What is the perceived impact of this research study?

AW & CH: Currently, the team is working with national skill standards-setting agencies to embed te ao Māori values and perspective into the New Zealand culinary curriculum. By integrating the values of te ao Māori into culinary education, we believe we can create a more holistic and culturally sensitive approach, ensuring that our culinary traditions reflect the diverse and vibrant tapestry of New Zealand’s culture and history.

What are your favourite books?

AW: My current favourite book is Adam Grant’s book Think Again. It is a captivating and enlightening read that challenges the way we approach our beliefs and opinions. With remarkable insight and compelling examples, Grant explores the art of rethinking, encouraging readers to question their assumptions and embrace a mindset of continuous learning and growth.

The book’s engaging storytelling, coupled with evidence-based research, inspires us to overcome our cognitive biases and develop a more open and flexible mindset.

CH: The Parihaka Woman by Witi Ihimaera and Freedom to Learn by Carl Rogers.

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RESEARCH AND INNOVATION CORNER

What does research and innovation mean to you?

Ç Watch the video: Researchers Adrian Woodhouse and Chloe Humphreys: “What does research and innovation mean to you?” (youtube.com/watch?v=JaBiU5hS2Ao)

ABOUT

Adrian Woodhouse

Chloe Humphreys

Adrian Woodhouse is the Head of Programs at the Food Design Institute, Otago Polytechnic/te Pūkenga, New Zealand. As a chef, educator and academic, Adrian’s research is positioned within Kaupapa Māori theory with a primary focus on kai (food), power and identity formation.

Adrian’s research focuses on the power relationships that exist within the explicit and implicit institutional systems and structures of society.

Chloe Humphreys is the Academic Leader of the Bachelor of Culinary Arts program at the Food Design Institute, Otago Polytechnic, Te Pūkenga, Dunedin, New Zealand. Chloe’s research is focused on the subject area of education and well-being, and how, through mindful curriculum interventions, education can be a site of personal empowerment. Chloe’s current work is an intersection of her education and professional work in design, art, teaching and food design.

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Read the full article published in JIPE: Pandemic transition to online for healthcare profession education: A webscrape seeking perspectives of innovation and digital equity

Pandemic transition to online for healthcare profession education: A webscrape seeking perspectives of innovation and digital equity FOLLOW-UP INTERVIEW BY SARAN DAVAAJARGAL

ABSTRACT: The pandemic caused a sudden and rapid

transition to online of health profession education programs, in an attempt to maintain the critical supply of new graduates during a pandemic. A gap existed prepandemic between technology mediated pedagogy and digital health literacy; a gap that was forced to narrow.

Health education educators considered digital equity for students and the resultant impact of the digital divide in online environments for competency attainment related to digital health literacy and quality patient care.

This team engaged in an emancipatory action research webscrape of the immediate pivot period to online in winter 2020 to summarize the expertise being shared over social media platforms or teaching and learning excellence podcasts and blogs. The search criteria for the webscrape covered three areas including changes in 1) healthcare profession education, 2) innovations, and 3) diversity, equity and inclusion. The results, in relation to pre-pandemic reflections, were on the future of education and maintaining innovative momentum found during the pandemic, the future of healthcare and being attuned to patient needs despite virtual care delivery, along with the future society and ensuring students attain digital wisdom. This webscrape speaks to what health profession education values going forward, reducing the digital divide for students and patients.

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How did you get started in your research journey?

Natasha Murdoch (NM): Many of us on this pandemic health education team had worked together before in teaching, coordinating or leadership capacities. Because of our positions or roles within our institutions, we were accessible to faculty and students to listen to their concerns about how the pandemic was affecting teaching and learning. For myself, I had already begun research on the nursing experience of continuing clinical placements in the early days of the pandemic. Some of those findings reflected the concerns of students, families, staff and

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RESEARCH AND INNOVATION CORNER

“Our main driver for pursuing this topic was access to education. We were hearing that faculty and students were overwhelmed with the move to virtual spaces, which included having access to good technology, acceptable wifi and scholarly resources. Digital equity was a problem with the move off campuses, away from teaching and learning communities that support traditionally underrepresented learners.”

—NATASHA MURDOCH

patients on the risk of getting COVID. For those on our team in leadership positions, they were making decisions in the moment on the acceptability of risk in an unknown experience.

We also have a team member who was a simulation faculty and became so important to her institution in designing, curating and teaching faculty about virtual simulations. This was a crossinstitutional issue, and since all of us were interested in how this would impact professional practice, we began working on a multi-phased research plan to address not only the immediate concerns but also the perceived concerns of graduates who had been trained mostly virtually. This made our student partner an invaluable source of information.

Why did you choose this research topic?

NM: Our main driver for pursuing this topic was access to education. We were hearing that faculty and students were overwhelmed with the move to virtual spaces, which included having access to good technology, acceptable wifi and scholarly resources. Digital equity was a problem with the move off campuses, away from teaching and learning communities that support traditionally underrepresented learners.

What next? What is the perceived impact of this research study?

NM: From this first article in JIPE, this team completed a mixed methods study on the experience of faculty moving health education to online learning so quickly. What we found in both the webscrape article and the mixed methods project is that issues with health profession education already existed were exacerbated during the pandemic, and faculty perceived that new issues would then spill into healthcare practice. Prior to the pandemic, the increase in simulation reduced a relational approach to care, that simulation without adequate investment may not provide the experiences required for practice, and that digital health literacy was a barrier for patients. Faculty and practice environments now have to fill the training gap of relating to colleagues and patients face-to-face in a work environment that is short-staffed and burnt out with patients who have been on long waiting lists. Health profession educators have now gained the tools to address digital equity for learners and patients.

What are your favourite books?

NM: I just finished listening to the author Fern Brady narrate her book, Strong Female Character. I also cannot get the NK Jemisin series that starts with The Fifth Season out of my head.

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RESEARCH AND INNOVATION CORNER

What does “research” and “innovation” mean to you?

Ç Watch the video: Researcher Natasha Hubbard Murdoch answers: “What does research and innovation mean to you?” (usask.cloud.panopto.eu/Panopto/Pages/Viewer.aspx?id=97da745e-064e-4385-9724-b0a2000061ce)

ABOUT

Natasha Hubbard Murdoch

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Natasha Hubbard Murdoch is Assistant Professor at the University of Saskatchewan. Her research is focused on understanding how caregivers experience belonging. Focusing on patient and family-centred approaches to co-design of projects and outcomes, she engages teams that follow the principles of interprofessional collaboration and practice. Mentorship and partnership are key to supporting colleagues, students and family partners to design actionable and evidencebased community initiatives. She is particularly interested in supporting students and new graduates in navigating the complex interdependence of health profession education and practice and how that impacts patient and caregiver outcomes.

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Call for Papers (CFP) SPECIAL ISSUE:

Navigating the Future of Work: Empowering Learners in a Transforming Ecosystem JIPE is pleased to announce a call for papers for a special issue on “Navigating the Future of Work: Empowering Learners in a Transforming Ecosystem.” This title aims to encapsulate the dynamic nature of the evolving work landscape and the critical role of education in preparing for these changes.

The world of work is undergoing a profound transformation, influenced by rapid technological advancements, shifting economic demands, and the aftermath of global challenges like the COVID-19 pandemic. This evolving ecosystem presents both opportunities and challenges for learners, educators, and industries, making it imperative to foster a dialogue on how education, particularly polytechnic education, can adapt and lead in this context.

This CFP invites contributions that explore innovative approaches, strategies, and solutions for equipping learners with the skills, knowledge, and mindset needed to thrive in the future workforce. We seek to encourage a broad range of submissions, including empirical research, theoretical analyses, case studies, and reviews that address the following themes, among others: x x x x x x

Inclusive and equitable approaches to workforce preparation The integration of emerging technologies in education and training Adaptive and resilient learning models for future skills development The role of polytechnic education in bridging the gap between current curricula and future industry needs Collaborative initiatives between educational institutions and industries Strategies for fostering lifelong learning and continuous professional development

We aim to highlight work that is not only academically rigorous but also practical and impactful, offering insights that can guide educators, policymakers, and industry leaders in making informed decisions for the future.

Questions may be directed to Saran Davaajargal, Editor, or Anju Kakkar, Managing Editor at humberpress@humber.ca

Important Deadlines

May 1

500-word abstract—please submit under the Expression of Interest submission category on JIPE. See JIPE Submissions Handbook on how to create and account and our workflow process.

May 21 Authors of successful proposals will be notified.

Sept 30

Complete papers due

Nov 30

Peer Reviews and revisions completed (Tentative deadline)

Jan 2025 Special Issue to be released (Tentative deadline)

Read the JIPE Submissions Handbook to learn about the entire workflow process

JIPE welcomes students Are you a student interested in being published in an academic journal?

JIPE welcomes you!

JIPE is collaborating with COIL to provide a platform for students to share the invaluable skills and insights they have acquired.

Our goal is to celebrate and disseminate the knowledge, innovations, and stories that emerge from COIL collaborations, thereby amplifying the impact of these experiences beyond the classroom.

This Toolkit is suitable to be shared with all students who have either participated in a COIL project, capstone project, classroom project, etc.

To get started, please read the JIPE Toolkit for Students

CON TENTS

SPECIAL CONTRIBUTION

WHY YOU SHOULD READ THIS:

Explore the New World of Work from the perspective of a research assistant in Humber College’s Office of Research & Innovation

The Evolution of Work: Reshape Today, Reimagine Tomorrow

BY PARTH VATS

In the summer of 2023, a group of students from Humber College’s Research Analyst postgraduate certificate program, including myself, joined Humber’s Office of Research & Innovation (ORI) as interns. Little did we know that the next five months would be a transformative research journey into the New World of Work (NWoW). Our team’s mission was to explore the possibilities and research this continuously evolving workplace landscape, and this was made possible under the leadership of Jeremy Staples, Research Specialist; Raeshelle Morris-Griffith, former Innovation Program Manager; and Fatima Momin, Project Coordinator, at ORI. Thanks to their guidance, we attained valuable insights and results. This endeavour has been a great learning curve for us in every aspect as we applied various research methodologies and gained valuable, hands-on experience.

NWoW is a complex area on which to conduct research due to its ever-evolving nature. We knew it was not going to be an easy

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task. We had to keep our research up-to-date and conduct research on the most recent available data. However, our team demonstrated competent skills and determination to simplify and explore this complex domain of NWoW successfully.

Welcome to the New World of Work (NWoW)

The transforming dynamics of work in this digital era define NWoW in a nutshell. Now, in order to understand this, take the example of Marvel’s Avengers, a team consisting of several dynamics. Each theme in NWoW is a hero in its own right that brings its strengths and uniqueness. Just as Avengers cannot be complete with just one hero, NWoW remains incomplete without the integral themes of talent management, workforce innovation, a flexible working environment, artificial intelligence, a multigenerational workforce, revisioning retirement, and the linchpin holding all these elements together—”organizational culture.” The world of work is constantly evolving, and significant

SPECIAL CONTRIBUTION

shifts are seen in technological advancements and employee expectations. The world of work was already undergoing transformations before the COVID-19 pandemic, but the global crisis significantly accelerated these changes by bringing out several workplace shifts sooner than anticipated.

Currently, organizations all around the world are experiencing a myriad of challenges. The demand for talent is one of them, and many organizations are looking for ways to attract and retain talent. The generational shift is also happening simultaneously—millennials and Gen-Z population are making up the largest segment of the workforce while baby boomers are retiring and Gen-X are continuing to transition into leadership roles. As this generational shift takes place, there is also an increase in life expectancy and a decrease in birth rate, which has been a concern in several countries such as the US, Canada,

Japan, and China. Due to this societal shift, some countries are heavily focused on increasing the retirement age. The increase in retirement age means that there has to be a parallel increase in the learning and development of those individuals due to the shifts in technology. With Artificial Intelligence (AI) booming, it is crucial for everyone to stay well-informed about current practices and technologies. This can be achieved by implementing new innovative approaches to employment and learning methods that highlight the urgent need for workforce innovation in organizations.

All of the above issues mentioned are influenced by organizational culture, as it is the culture that sets the tone for how change is integrated. In this article, we discuss the following themes driving the New World of Work: Role of the rewards system, enhancing performance through innovation, tech evolution adaptability, breaking generational norms, revisioning retirement and cultural influence.

Role of the rewards system

Gone are the days when the primary competition among organizations was solely based on superior technology or production capabilities. In the modern job market, it also depends on the quality of talent the organization attracts and retains. The rewards system is a key differentiator for attracting and retaining talent. As a result, it is arguably one of the most crucial elements of talent management. The reward management system includes intrinsic and extrinsic rewards like salary, bonuses, recognition, praise, flexible working hours, and social rights (Skaggs et al., 1991).

Human resource management oversees determining which rewards are best for their firms and implementing them more frequently. The organization must reflect on its culture and structure to choose the best rewards.

´ New World of Work project’s research assistants. From left to right, Bella Sunny Mannarath, Ansh Garg and Parth Vats. Photo by Gurpreet Kaur.

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SPECIAL CONTRIBUTION

“Genius is the gold in the mine; talent is the miner that works and brings it out.”

—LADY BLESSINGTON, IRISH NOVELIST, JOURNALIST, AND LITERARY HOSTESS

The need to retain talent has prioritized learning and development initiatives.

The major focus is to upskill and reskill employees and enhance talent. A robust feedback mechanism within the organization, careful staff planning, onboarding process improvement, and constant training opportunities are essential to an effective learning and development strategy. Prioritizing learning and development within the organization helps find the right talent for the right job and attracts a higher calibre of talent as more employees are focused on increasing knowledge and skills. People quickly develop new skills

and skill depth: it was found that 40 to 60 percent of an employee’s human capital value (knowledge, attributes, skills, and experience) can be attributed to skills acquired through work experience (McKinsey and Company, 2023). This highlights the importance of promoting learning and development.

Enhancing performance through innovation

Innovation has become the need of the hour to cope and adapt to the evolving work landscape. Innovation is usually associated with technology, but innovation has many other faces.

Organizations need to be prepared for the future by understanding their workforce capabilities and skills. Workforce innovation is constituted by developing and testing new approaches in response to the evolving dynamics of work.

“If you always do what you always did, you will always get what you always got.”

—ALBERT EINSTEIN, THEORETICAL PHYSICIST

One of the trending approaches to innovation is a flexible working environment. Flexibility is being considered a widespread option for many organizations worldwide due to the current competitive business environment. More employees are seeking work-life balance. Flexibility also offers a sense of autonomy, which helps employees think more creatively as they have control over their work arrangements. A new study by Atlassian listed in Forbes shows that when people have flexibility in working options, 71% report their team is innovative, compared with 57% without flexibility (Tracy Brower, 2022).

ARTICLE CONTINUED ON PAGE 37 

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SPECIAL CONTRIBUTION

THE NEW WORLD OF WORK RESHAPING WORK, REIMAGINING SUCCESS

“THE NEW WORLD OF WORK EXPLORES HOW TECHNOLOGIES LIKE AUTOMATION, ROBOTICS, AND ARTIFICIAL INTELLIGENCE ARE SHAPING HOW WE WORK, WHERE WE WORK, AND THE SKILLS AND EDUCATION WE NEED TO WORK.” (MCKINSEY,2018)

NWOW INCLUDES ADAPTABILITY

HIGH EMPLOYEE ENGAGEMENT

EFFICIENT COMMUNICATION

OPTIMAL WORK-LIFE INTEGRATION

DATA PRIVACY

FLEXIBLE SCHEDULING

INTER-GENERATIONAL COLLABORATION

CONTINUOUS SKILL DEVELOPMENT

JOB SECURITY

RESEARCH PROCESS

RAPID LITERATURE REVIEW

KEY THEMES

Ç New World of Work infographic

WORKFORCE INNOVATION & humberpress.ca/spark FLEXIBLE WORKING ENVIRONMENT

ANNOTATED BIBLIOGRAPHY

QUANTITATIVE RESEARCH

KNOWLEDGE MANAGEMENT

INFOGRAPHIC CONTINUED TO NEXT PAGE

90% OF EMPLOYEES VALUE FLEXIBILITY 43%

REPORTED BETTER MENTAL HEALTH

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RESEARCH PROCESS SPECIAL CONTRIBUTION

RAPID LITERATURE REVIEW

ANNOTATED BIBLIOGRAPHY

QUANTITATIVE RESEARCH

KNOWLEDGE MANAGEMENT

KEY THEMES

WORKFORCE INNOVATION & FLEXIBLE WORKING ENVIRONMENT

AI AND TECHNOLOGY INTEGRATION

TALENT MANAGEMENT

MULTIGENERATIONAL WORKFORCE & REVISIONING RETIREMENT

ORGANIZATIONAL CULTURE

90% OF EMPLOYEES VALUE FLEXIBILITY BETTER MENTAL HEALTH 43% REPORTED BECAUSE OF WORK FLEXIBILITY AI AND TECHNOLOGY WILL DISPLACE AROUND

85 MILLION JOBS BY 2025.

77% OF GLOBAL EMPLOYEES ARE DISENGAGED 59% ARE QUIET QUITTING 150 MILLION JOBS WILL SHIFT TO WORKERS OVER THE AGE OF 55 BY 2030.

62%

OF EMPLOYEES LEAVE THEIR JOBS PRIMARILY DUE TO A TOXIC WORK CULTURE.

REFERENCES WORKPLACE FLEXIBILITY SURVEY. (2020, FEBRUARY 7). DELOITTE UNITED STATES. GLOBAL RISKS REPORT 2023. (2023, JANUARY 11). WORLD ECONOMIC FORUM. GALLUP, INC. (2023). STATE OF THE GLOBAL WORKPLACE REPORT - GALLUP. GALLUP. BETTER WITH AGE: THE RISING IMPORTANCE OF OLDER WORKERS. (2023, JULY 13). BAIN. PELTA, R. (2022, APRIL 8). GREAT RESIGNATION: SURVEY FINDS 1 IN 3 ARE CONSIDERING QUITTING THEIR JOBS. FLEXJOBS JOB SEARCH TIPS AND BLOG.

RESEARCH@HUMBER.CA HUMBER.CA/RESEARCH

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PREPARED BY: ANSH GARG,BELLA SUNNY MANNARATH, PARTH VATS

SPECIAL CONTRIBUTION

Tech evolution adaptability

Artificial intelligence (AI) is here to stay, reshaping ways of living and working worldwide, and its influence continues to grow. In many ways, AI enhances human capacities, promotes efficiency, and opens the door to more complex decision-making processes.

AI is forecasted to create 97 million jobs by 2025 (Nathan Reiff, 2023).

However, as AI grows, people worry it will take away their jobs. Indeed so, but more importantly, it will also create many new jobs. Strategies like reskilling and upskilling programs should be implemented to cope with the challenges of job displacement. Employees need to have a lifelong learning mindset as new technologies that require an evolving skillset are constantly being developed.

“Our intelligence is what makes us human, and AI is an extension of that quality.”

—YANN LECUN, FRENCH COMPUTER SCIENTIST

The balance between AI and human collaboration is a crucial factor in determining the success of the workplace. What sets humans apart from AI? We are unique and possess emotional intelligence and critical thinking, to name a few. Humans have a nature of being resistant to change. As new technologies are being developed, the fear of machines taking over jobs is an important factor affecting people’s decision to adopt a new technology.

It has become of utmost importance for many organizations to adopt new technology as soon as possible to cope with the changes and utilize its benefits.

One of the benefits of AI for businesses is

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that it handles repetitive tasks across an organization so that employees can focus on creative solutions, complex problemsolving, and impactful work (Cristian Grossmann, 2023). Therefore, instead of prioritizing one over the other, it will be wise for organizations to maintain a balance between human potential and new technologies.

Breaking generational norms

Baby boomers, Gen-X, Millennials, and Gen-Z are the current multigenerational workforce. A significant factor contributing to workplace conflicts among different generations is the persistence of preconceived perceptions and stereotypes within organizations.

Stereotypes exist not only for an individual generation but for each of them that comprise the current workforce.

These stereotypes, such as assuming that “older generations struggle with technology” or “younger generations are less diligent at work,” can significantly hinder collaboration, directly impacting productivity and engagement. On the

other hand, as different generations have different perceptions and ideas, knowledge sharing can be positively influenced. This will ultimately lead to productivity and efficiency at both individual and institutional levels.

“Each generation imagines itself to be more intelligent than the one that went before it and wiser than the one that comes after it.”

- GEORGE ORWELL, ENGLISH NOVELIST, ESSAYIST, JOURNALIST, AND CRITIC

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Revisioning Retirement

“Population aging” is a current issue prevalent in most parts of the world.

People over 65 made up 5% of the world’s population in 1950, but this percentage is expected to increase to 16% by 2050, according to data from World Population Prospects: the 2019 Revision (Susan Wilner Golden, 2022). Retention of older workers has become vital, and job satisfaction plays a crucial role in achieving the concept of revisioning retirement.

Revising current retirement concepts to include them in the workforce is vital.

Financial reasons, health, purpose in life, choice of interest, and a higher salary are the main determinants for deciding retirement timing. Flexible retirement options, such as raising the retirement age, phased retirements, bridge employment, self-employment, and employee retention, enable aging employees to stay in the workforce. As

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life expectancy is continuously rising, the retirement age requires attention for reconsideration in several countries.

Debunking stereotypes, organizations will benefit from recognizing the value of older workers and shifting their focus to understanding the positive contributions of an aging workforce.

Cultural influence: A key factor

An organizational culture serves as the foundation of workplace values that determine the success and longevity of the organization. Culture is very much influenced by the top hierarchy of the organization, where leadership plays a crucial factor in fostering a mindset that guides the organization in the right direction. Employee engagement, work-life balance, and learning and development are growing concerns and importance in many organizations.

Organizations must prioritize these concepts as they are significant

in determining the growth of their employees and the organization itself.

A survey by Deloitte showed that 83% of executives and 84% of employees rank having engaged and motivated co-workers as the top factor that substantially contributes to a company’s success (Adam A Coleman, 2023).

Employees’ expectations are changing along with the changes in generation, technology, and nature of work. To thrive in this changing landscape, organizations must enhance their employees’ experience by promoting an open culture that brings out the best in their people.

It is important to note that all the themes discussed in this article are tied to organizational culture. Often, it is culture that is reflected upon and becomes the groundwork for organizational strategies.

Hence, a healthy organizational culture is one of the keys to succeeding in the new world of work.

SPECIAL CONTRIBUTION

´ New World of Work project’s research assistants. From left to right, Ansh Garg, Bella Sunny Mannarath and Parth Vats. Photo by Gurpreet Kaur.

Connect with us

As we continue to learn more about the New World of Work (NWoW), we encourage you to join us on this journey of exploring deeper into the themes of talent management, workforce innovation, flexible working environments, artificial intelligence, multigenerational workforce, revisioning retirement, and organizational culture. These are shaping the current workplace landscape in meaningful ways.

Please feel free to reach out to us at research@humber.ca to learn more and engage in discussions on shaping the future of work. Stay connected for more updates, and remember that together, we can bring positive change and innovation to the everevolving world of work.

We acknowledge the support of the Natural Sciences and Engineering Research Council of Canada (NSERC). Nous remercions le Conseil de recherches en sciences naturelles et en génie du Canada (CRSNG) de son soutien.

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CON TENTS

EVENTS

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WHY YOU SHOULD READ THIS:

EVENTS

Learn about one of ORI’s initiatives to raise awareness about demographic changes.

Under Pressure: Disruptive Demographic Change, its Impact on Labour Markets and the Clear Path Forward

BY ESHA RANA

Did you know that Canada’s working-age population has been decreasing? Or that, in comparison, the number of adults aged 65 and older is increasing? The effects of these shifting percentages might not be apparent now, but cumulatively, these changes will spell a demographic and societal change that Canada—and other countries around the world—need to reckon with.

In his talk, Bradley drew from his years of consulting, researching and strategizing to share three key messages: 1.

2.

3.

To stay up to date on this significant development and inspire conversation and action, Humber’s Office of Research & Innovation (ORI) hosted a public talk, Under Pressure: Disruptive Demographic Change, its Impact on Labour Markets and the Clear Path Forward led by demographic expert Bradley Schurman. The event was held on October 4, 2023, at the Barrett Centre of Technology and Innovation (Barrett CTI), Humber College.

Dr. Ginger Grant, ORI’s Dean, gave the opening remarks and shed light on Aging in Community Education and Research Hub (ACER). Bradley’s talk was in coherence with ORI’s recent research initiative—ACER. ORI is conducting innovative research to empower older adults to remain engaged in and connected to their communities.

Outside of climate change, demographic change is one of the biggest threats to societies worldwide.

Age is an integral component of a workplace guided by equity, diversity and inclusivity (EDI).

Employing older workers will create multi-dimensional benefits by improving public health, creating new consumers and building a tax base to protect social welfare.

The talk ended with a spirited Q&A session where attendees asked their most pressing questions and sought feedback to roadblocks in addressing this issue at a larger scale.

Müge Abac, project analyst at the Office of Research & Innovation, attended the event and states that demographic age is underestimated in business. “Bradley’s presentation, featuring valuable insights, served as a reminder that shifts in demographics can give rise to innovative opportunities for companies,” she said. “For innovation to thrive, it is crucial for companies to go out into the field, analyze the changing demographics and its impact on their business by listening to both their employees and customers.”

³ B radley Schurman outlines demographic changes and their impact ALL PHOTOS BY JULIAN KLIMCZYK, HUMBER TODAY humberpress.ca/spark

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1. Bradley shares the new paradigm that society must move into.

2. Pat Spadafora introduces and welcomes Bradley.

3. Dr. Ginger Grant, dean of the Office of Research & Innovation, opens the event.

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As a longtime observer and expert on global demographic shifts, Bradley shared his insights and predictions about how the population composition will change and the effects this will have on the economy and the workforce.

The talk was part of the Office of Research and Innovation’s new initiative ‘Aging in Community Education & Research (ACER).’ ACER’s mission is to conduct innovative research to create, implement and evaluate solutions that strengthen community-based supports so that older adults feel empowered to remain engaged in their communities.

Ç Watch the video: Under Pressure: Public talk by Bradley Schurman (youtu.be/htWa8GutNrE)

Stay up-to-date on this research initiative!

Bookmark Aging in Community Education & Research (agingincommunity.ca/)

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WHY YOU SHOULD READ THIS:

The article discusses the latest AI trends presented by innovation heads of organizations like NASA, Amazon and HP at a global conference.

Future Festival 2023: Embracing AI and Its Advances

BY JANICE SAJI

Artificial Intelligence (AI) became an increasingly hot topic of discussion in 2023, with ChatGPT demonstrating how easily accessible the technology has become. Whether you want to write an essay, get a diet plan, fix a bug in your code or create an entire movie based on a single prompt, AI tools can almost help you do it all.

The popularity of these tools has shed light on the convenience of this technology and has resulted in companies scrambling to integrate AI to automate their work processes.

However, this rapid takeover has raised concerns about whether AI will end up taking away people’s jobs. Reports of companies laying off their support staff for AI-powered chatbots and tools have only added to these worries.

So, being the research and innovation hub at Humber College, we decided to learn more about AI to explore possible outcomes of this technology.

In late September of 2023, some team members of Humber’s Office of Research & Innovation (ORI) attended Future Festival 2023, a three-day conference featuring some of the world’s leading voices on AI. Representing ORI were Anju Kakkar, Managing Editor of Humber Press; Raeshelle Morris, former Innovation Program Manager; David Weisz, Director of StoryLab; Camila Perez Pena, Strategic Innovation Manager; Harleen Sachdeva, Project Manager of CFI, B²C Lab; Saran Davaajargal, Editor of Humber Press; Müge Abac, PhD, Project Analyst; and Janice Saji, Project Coordinator.

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¶ Jeremy Gustche, CEO of Trend Hunter

Exploring the current stage of AI

Jeremy Gutsche, CEO of Trend Hunter and host of Future Festival, shared that the decrease in employment isn’t the only concern related to AI. The technology has also increased concerns regarding rising crimes such as impersonation, bank fraud, voice authentication scams and deep-fake-driven ransoms.

So, what should we do? According to Jeremy, the decision lies in a single thought: “Disrupt or be disrupted.” He noted that AI is predicted to be an inflection point that will completely transform society, just like previous inflection points, such as fire, farming and electricity. Rather than shying away from technology, companies should embrace AI to automate or enhance certain parts of their jobs to improve efficiency. The key, he said, is to use AI to make life easier.

This idea was reflected through real-life examples shared by guest speakers and panelists at the event, including Deborah Amato, Chief of the New Opportunities Office at NASA; Doug Warner, Head of Business Innovation at Amazon; Helen Holder, Chief Technologist for HP Personal Systems; Tammy Butterworth, Front End Innovation Lead at Pepsi; and Megan Kachur, Senior Manager of Creative Retail Trend Forecasting at Disney. The speakers shared examples of how their companies used AI to enhance their jobs, increase productivity and foster innovation within their teams.

Riding AI’s wave of evolution

Although Jeremy’s statement “Disrupt or be disrupted” may sound a bit ominous, the message is clear—the integration of AI into everyday life is inevitable. After all, many of us already use artificial intelligence to automate small tasks like transcribing audio, editing text, responding to emails with auto-generated replies and providing customer service through chatbots.

According to Jeremy, the debate regarding AI’s role in increasing unemployment boils down to people’s ability to use the tool. He emphasized this point with a quote from Jensen Huang, the CEO of Nvidia—

“AI won’t steal jobs, but someone who’s an expert in AI will.”

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Research Bootcamp Running July 8th to 12th, 2024

Students, register for Humber’s Global Summer School! (humber.ca/global-opportunities/ global-summer-school.html)

BY ANJU KAKKAR

In July 2023, the Office of Research & Innovation (ORI) proudly launched Humber College’s inaugural Research Bootcamp, marking a significant milestone in our journey towards fostering a culture of innovation and inquiry. Held from July 24th to 28th, this pioneering event was part of Humber’s Global Summer School offerings, designed to immerse participants in a comprehensive exploration of research methodologies and practices.

The 2023 Research Bootcamp welcomed an engaging mix of students and administrators, drawing over 30 participants from nine diverse countries. Under the expert guidance of ORI’s Dean, Dr. Ginger Grant, and key facilitators Lisa Anketell, Dr. Sharon McIntyre, and Anju Kakkar, alongside distinguished professors Steve Henry and Jan Hendrik Roodt from Te Pūkenga, New Zealand, the bootcamp presented an unprecedented opportunity for attendees to delve into various research approaches, models, methods, mindsets, techniques, tools, and dissemination strategies.

Through a focus on practical problem-solving, the program nurtured creativity, reflection, and collaboration among attendees, laying a solid foundation for their future research endeavours.

The overwhelming success of our first Research Bootcamp has paved the way for its continuation. We are thrilled to announce that the 2nd annual Research Bootcamp will be held at Humber’s Lakeshore campus in July 2024. As a flagship event kicking off next year’s Global Summer School, the upcoming bootcamp aims to empower international learners by enhancing their research capacity, bolstering self-awareness and confidence, and cultivating a curious mindset that will enrich their learning experience at Humber and beyond.

We invite you to stay tuned for the exciting lineup planned for the 2024 International Research Bootcamp. Join us as we continue to break down barriers to research and innovation, embodying the spirit of inquiry and discovery that defines Humber College.

Designed to cater to a wide range of participants, from novices to those with prior applied research experience, the bootcamp emphasized the development of critical skills such as selfawareness, learning agility, influence, and communication.

ALL PHOTOS COURTESY OF JOCELYN HO AND ELISABETH SPRINGATE 46 SPARK MARCH 2024

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1 Dr. Ginger Grant leading workshop 2 Participants engaged in workshop led

by Humber staff and partners 3 Participant taking a photo of workshop 4 Participants on Lakeshore campus participating in an activity

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5 Steve Henry speaking to participants in a closed circle.

6 Participants sharing a moment of laughter 6 Participants engrossed in a workshop activity

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8 Jan Hendrik Roodt and Lisa Anketell leading workshop 9 Participants engaged in a workshop 10 Anju Kakkar leading a workshop 11 Dr. Sharon McIntyre leading a workshop

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12 Jan Hendrik Roodt leading participants through a research methods journey

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13 Participants and Research Bootcamp facilitators at Lakeshore campus 14 Participants presenting their research storyboards 15 Participant presenting their research storyboard

³ Watch the Research Bootcamp at Humber video https://youtu.be/FvbzbHFbqDg

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SUPPORTING STORYTELLERS

Supporting Storytellers

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WHY YOU SHOULD READ THIS:

Explore stories of research and innovation from across Humber College!

SUPPORTING STORYTELLERS

In a world brimming with data and information, storytellers serve as the weavers of the collective experience.

Supporting Storytellers is a segment where we shine the spotlight on research and innovation stories from across Humber College. Come back to this segment of every issue to discover stories from other faculties and departments.

In this issue, read on to discover stories from SOC&COM that highlight the work of the Faculty of Social & Community Services and the Lakeshore Principal’s Office here at Humber College.

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FEATURING STORIES FROM

SUPPORTING STORYTELLERS

FROM THE DESK OF THE FACULTY OF SOCIAL & COMMUNITY SERVICES

Ç North Etobicoke community agency mural capturing idyllic green space for community members

Ç North Etobicoke community agency mural capturing the city of Toronto as viewed from the intersection of Finch Avenue West and Kipling Avenue

Collaborative Research Project Explores Impact of COVID-19 Pandemic on Youth in North Etobicoke From October to December 2023, the Centre for Innovation in Health & Wellness (CIHW) at Humber College engaged in a research study to explore the impact of the COVID-19 pandemic on youth in North Etobicoke. Shannon Brown, a Professor in the Faculty of Social & Community Services, and Adriana Salvia, a researcher in CIHW, coled this project with the support of many community organizations from North Etobicoke. The project provided Research Assistant (RA) opportunities for students and alumni from across Humber College.

The project sought to examine the role of community partner agencies in addressing youth wellness and mental health. Based on the experiences of youth pre-, during, and post-COVID-19 lockdown, it also looked to identify gaps which exist in mental health wellness programming/services offered at the community level in the North Etobicoke community of Rexdale. Study participants were recruited with the help of community partner agencies, including Albion Neighbourhood Services, Arts Etobicoke, Braeburn Neighbourhood Place, Delta Family Resource Centre, Rexdale Community Health Centre,

Rexdale Women’s Centre, Somali Women and Children’s Support Network, and Youth Without Shelter.

The research study used a mixedmethods research design, including quantitative surveys and qualitative semi-structured focus groups. All research team members participated in a trauma-informed workshop facilitated

by Prof. Brown. The project received ethical approval from Humber College’s Research Ethics Board (REB) before data collection began. The project findings and recommendations will be shared in a report, which will be released later this year.

PHOTOS COURTESY OF FACULTY OF SOCIAL & COMMUNITY SERVICES 54 SPARK MARCH 2024

SUPPORTING STORYTELLERS

FEATURING STORIES FROM

FROM THE DESK OF THE CENTRE FOR SOCIAL INNOVATION

Growing Impact with Humber’s Centre for Social Innovation

´ GARDENS Project

During the spring and summer of 2023, Humber’s Centre for Social Innovation proudly supported the eighth growing season for the GARDENS Project – a community initiative in partnership with LAMP Community Health Centre.

The GARDENS Project fosters a community of learning about urban gardening while helping to combat food insecurity. The project establishes a community garden, but with a twist: scattered throughout South Etobicoke, 15 schools, churches, and local businesses have small, raised garden planters (“pods”) on their property that are maintained by community volunteers.

The vegetables and herbs grown are then donated to local food programs, including the Daily Bread New Toronto Food Bank.

As the cost of living—including food prices—continues to climb, the challenges to staying physically and mentally healthy also rise, particularly within equity-deserving populations.

The GARDENS Project aims to make a variety of fresh produce more readily available to community members currently in need of local food programs.

The GARDENS project also aims to support its community volunteers—many of whom are local seniors, students, professionals, and families—by creating safe spaces to engage with nature, foster mental health, learn about growing and eating healthy produce, explore sustainability practices, engage in new skills and gardening as a hobby, and even create new connections with neighbours.

To learn more about the impact of the GARDENS Project, read “Growing Impact with Humber’s Centre for Social Innovation” on the Humber Faculty of Social & Community Services website.

For more information about Humber’s Centre for Social Innovation, please visit humber.ca/csi or email Daniel.

Bear@humber.ca. If you have a project or research idea about social innovation (or would like to support the GARDEN’s 2024 growing season), we would be happy to connect!

PHOTO COURTESY OF CENTRE FOR SOCIAL INNOVATION humberpress.ca/spark

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FEATURING STORIES FROM

SUPPORTING STORYTELLERS

FROM THE DESK OF THE LAKESHORE GROUNDS INTERPRETIVE CENTRE

¶ Gallery images from Grace: One Story of Thousands

Grace: One Story of Thousands The Lakeshore Grounds Interpretive Centre launched Grace: One Story of Thousands early in the fall semester, which chronicles the life of a woman named Grace, one of the 1,511 people buried in the Lakeshore Psychiatric Hospital cemetery at the corner of Horner and Evans Avenues. The exhibition shares personal letters and hospital records from Grace’s incarceration in the Hamilton Asylum and were gathered and shared for this display by Grace’s great-niece, Marg Tumilty. The exhibition has hosted more than 800 visitors, including members of the Humber community and the public, since its opening in September. In the Winter semester, the Interpretive Centre opened Witnesses of the Past, an accompanying photography exhibition in the Third Floor Gallery of the Student Welcome and Resource Centre.

Grace: One Story of Thousands is open from Monday to Friday, 10 a.m. to 4:30 p.m. until July 26, 2024, in the Lakeshore Grounds Interpretive Centre (WEL-104). Join us on Thursday, March 21, from 6 p.m. to 8 p.m. in the Welcome and Resource Centre for an exhibition reception for both Grace: One Story of Thousands and Witnesses of the Past.

Learn more online at LakeshoreGrounds.ca

PHOTOS COURTESY OF LAKESHORE GROUNDS 56 SPARK MARCH 2024

SPECIAL CONTRIBUTION

´ Gallery image from Grace: One Story of Thousands

´ Gallery image of Witnesses of the Past

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FEATURING STORIES FROM

SUPPORTING STORYTELLERS

Ç Gallery image from A National Crime: The Residential School Experience in Canada

New Traveling Exhibition - A National Crime: The Residential School Experience in Canada On loan from the Legacy of Hope Foundation, A National Crime: Residential School Experience in Canada was on display in the Student Welcome and Resource Centre (WEL) Atrium at Lakeshore Campus from January 29th to February 27th, 2024. This exhibition explores the creation of the Residential School System, the experiences of the students, its impacts and traumas, and Indigenous-led political action, healing, and efforts toward reconciliation.

The Legacy of Hope Foundation is a national, Indigenous-led charitable organization that has been working to promote healing and reconciliation in Canada for more than 19 years.

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¶ Gallery image of “Queer Joy”

Queer Joy

Celebrating the theme of “Queer Joy,” join us for a juried art exhibition from January 8 to April 26, 2024 in our newly launched Second Floor Gallery!

This exhibition is a collaboration between the Lakeshore Grounds Interpretive Centre, the LGBTQ+ Resource Centre, and the 2SLGBTQ+ Employee Resource Group at Humber. Through this exhibition, consisting of art submissions from 2SLGBTQ+ artists both in the Humber community and across Canada, we honour the identities and self-expression of two-spirited, lesbian, gay, bisexual, transgender, queer, and intersex members of our community, students, staff, and faculty.

What’s Next at the Interpretive Centre?

The Lakeshore Grounds Interpretive Centre is gearing up for a busy Spring – join us on Thursday, April 11, 2024, from 6 to 8 pm for our secondever Eco Night, an evening of engaging and locally relevant ecological education!

Following Eco Night, join us for the annual Spring Bird Festival on Saturday, May 25, in Colonel Samuel Smith Park, and on May 25th and 26th for Door’s Open, a weekend in which all of our gallery spaces will be open and accessible to the public – with a few new exhibitions you won’t want to miss!

Stay tuned for more details on what promises to be a memorable Spring and Summer at the Interpretive Centre!

humberpress.ca/spark

Visit Soc & Com for the lasted from the Lakeshore Grounds Interpretive Centre https://communityservices.humber.ca/news/principals-office.html

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SUPPORTING STORYTELLERS

FEATURING STORIES FROM

CON TENTS

EXTRAS

DEVELOP YOUR SPARK WHAT’S ON ORI’S BOOKSHELF

TITLE: The Super Age AUTHOR: Bradley Schurman ABOUT: Demographic futurist Bradley Schurman anticipates the Super Age, where those over sixty-five outnumber the under-eighteen, reshaping societies globally.

Approaching this tipping point, Schurman delves into implications for government programs, workforce dynamics and business strategies. He prompts a vital question: Are we prepared for the potential benefits, like extended and healthier lives, or risk economic stagnation and societal decline? Our choices and attitudes today will shape the future.

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TITLE: Building a ValuesDriven Organization AUTHOR: Richard Barrett ABOUT: Richard Barrett shares groundbreaking insights from his work with 1,000 organizations across 32 countries, unveiling a holistic approach to cultural transformation. He illustrates how cultivating a valuesdriven culture benefits employees, customers, partners and leaders, fostering effectiveness and profit. How can organizations transform cultures for purpose and profit? Barrett’s insights provide a roadmap for success.

TITLE: Bad Leadership: What it is, How it Happens, Why it Matters AUTHOR: Barbara Kellerman ABOUT: In this thoughtprovoking book, Barbara Kellerman challenges the conventional view that tyrants and corrupt CEOs are not genuine leaders.

She argues that the dark side of leadership is not an anomaly but a pervasive reality. Through contemporary examples, Kellerman identifies seven types of bad leadership.

Discover how understanding the dark side of leadership can make us better leaders and followers. This daring perspective is crucial for a comprehensive grasp of leadership dynamics.

TITLE: Professors Are from Mars, Students Are from Snickers: How to Write and Deliver Humor in the Classroom and in Professional Presentations AUTHOR: Ronald A. Berk ABOUT: Professors and students often seem worlds apart but humour can be the bridging force between them. In this book, Ron Berk explores how humour breaks down barriers rooted in age, income and even cholesterol levels. Offering a systematic integration of humorous techniques, Berk’s work serves as a teaching tool, enhancing professors’ connection with students. The book draws on a decade of development and testing, validated by testimonials from those who successfully employed these methods in their educational pursuits.

EXTRAS

re·search /’rēˌsərCH, rəˈsərCH/, noun Investing in science education and curiosity-driven research is investing in the future.

—Ahmed Hassan Zewail, Egyptian and American chemist, “father of femtochemistry”

A SPARK of Inspiration 100s Challenge. The “100s Challenge” involves drawing the same item 100 times. Doing this will foster skill improvement, creativity, create a deeper connection with the subject and challenge you to think differently about your subject matter. Give it a try! We have 20 circles here for you to get started with a couple of examples to jump start your imagination.

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CON TENTS

EXTRAS

A SPARK of Wisdom

“…[Imagine] the access we would have to different perspectives, the things we might see through other eyes, the wisdom that surrounds us. We don’t have to figure out everything by ourselves: there are intelligences other than our own, teachers all around us. Imagine how much less lonely the world would be.”

—ROBIN WALL KIMMERER, BRAIDING SWEETGRASS

PHOTO BY KRYSTAL BLACK ON UNSPLASH 62 SPARK MARCH 2024

EXTRAS

LIVEN UP YOUR HOME OR WORKSPACE. PRINT THIS PAGE OUT, CUT OUT THE QUOTES, OR SIMPLY WRITE THEM DOWN ON A STICKY NOTE

QUIPS AND QUOTES If at first the idea is not absurd, then there is no hope for it.

Albert Einstein, Theoretical Physicist

The secret of change is to focus all of your energy, not on fighting the old, but building on the new.

Socrates, Philosopher

If you don’t give people a chance to fail, you won’t innovate. If you want to be an innovative company, allow people to make mistakes.

Indra Nooyi, business leader and strategic thinker and former CEO of PepsiCo

There is no innovation and creativity without failure. Period.

Brené Brown, Researcher and Storyteller

Knowledge is a garden. If it isn’t cultivated, you can’t harvest it.

African proverb

If I have a thousand ideas and only one turns out to be good, I am satisfied.

Measure a thousand times and cut once.

Turkish Proverb

Alfred Nobel, Chemist, Engineer, and Inventor

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EXTRAS

ARTICLE REFERENCES Editor’s Note Johnston, P. (n.d.). Canada’s research and innovation group chat needs colleges and institutes: What’s on my mind? With Pari Johnston.

Colleges and Institutes Canada. https://www.collegesinstitutes.ca/ canadas-research-and-innovation-group-chat-needs-colleges-andinstitutes-whats-on-my-mind-with-pari-johnston Colleges and Institutes Canada (n.d.). Applied research at colleges and institutes. https://www.collegesinstitutes.ca/arsurvey/ Humber Press. (March 2024). Call for Paper: Navigating the Future of Work: Empowering Learners in a Transforming Ecosystem. Journal of Innovation in Polytechnic Education. https://jipe.ca/index.php/jipe/ announcement/view/9

In Conversation With Audel Cunningham: Exploration of the World of Research Ethics UN Sustainable Development Goals. https://sdgs.un.org/goals

Getting Started with Creating a Sustainably Values-Driven Organization Agenda, D. (2023). Why strong company values are essential for attracting the next generation of professionals. World Economic Forum. https:// www.weforum.org/agenda/2023/04/why-company-values-dealbreaker-next-generation-professionals/ Group, H. C. Values-based leadership: Leading from the inside out. BVC. https://www.valuescentre.com/articles/ voktu6svlmol7ohndldhs4vz7wgbzc Cheryl de Ciantis, PhD. Creative Intelligence Lab. https:// creativeintelligencelab.com/about-us/cheryl-de-ciantis-phd/ Kenton Hyatt, PhD. Creative Intelligence Lab. https:// creativeintelligencelab.com/about-us/kenton-hyatt-phd/ Home - Center for Creative Leadership. CCL. https://www.ccl.org/ Who we are. Kairios. https://www.kairios.com/who

Meshanda Phillips: A Researcher’s Mission To Improve Mature Students’ Experience Clay, Chris. (2024, February 29). Humber Is Empowering Mature Learners to Achieve Post-Secondary Success. Humber Today. https://humber. ca/today/news/humber-empowering-mature-learners-achieve-postsecondary-success

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EXTRAS

Research and Innovation Corner Hubbard Murdoch, N., Ali, S., Anderson, A., Ahlquist, E., ChambersRichards, T., & Langman, E. (2022). Pandemic transition to online for healthcare profession education: A webscrape seeking perspectives of innovation and digital equity . Journal of Innovation in Polytechnic Education, 4(1), 91–97. Retrieved from https://jipe.ca/index.php/ jipe/article/view/101 Woodhouse, A., & Humphreys, C. (2022). Embracing Te Ao Māori to Rebuild a Sustainable Future for Chefs in Aotearoa New Zealand.

Journal of Innovation in Polytechnic Education, 4(2), 15–21. Retrieved from https://jipe.ca/index.php/jipe/article/view/136

The Evolution of Work: Reshape Today, Reimagine Tomorrow Manzoor, F., Wei, L., & Asif, M. (2021). Intrinsic rewards and employee’s performance with the mediating mechanism of employee’s motivation. Frontiers in Psychology, 12. https://doi.org/10.3389/ fpsyg.2021.563070 Durth, S., Komm, A., Pollner, F., & Reich, A. (2023, March 3). Reimagining people development to overcome talent challenges. McKinsey & Company. https://www.mckinsey.com/capabilities/people-andorganizational-performance/our-insights/reimagining-peopledevelopment-to-overcome-talent-challenges Brower, T., PhD. (2022, November 6). New data proves flexible work really works: 7 factors for success. Forbes. https://www.forbes.com/sites/ tracybrower/2022/11/06/new-data-proves-flexible-work-reallyworks-7-factors-for-success/?sh=6c0048415592 Reiff, N. (2023, September 28). Will artificial intelligence (AI) take over your job? Decrypt. https://decrypt.co/resources/will-artificialintelligence-take-over-your-job-decryptu Grossmann, C. (2023, August 30). 3 Surprising benefits of artificial intelligence in the workplace. Beekeeper. https://www.beekeeper.io/ blog/3-reasons-you-want-ai-in-the-workplace/ Billa, G. (2021, August 10). Remote work and innovation. Deloitte United States. https://www2.deloitte.com/us/en/blog/human-capitalblog/2021/remote-work-innovation.html Golden, S. W. (2022, November 8). Work in the era of no retirement.

Harvard Business Review. https://hbr.org/2022/03/work-in-the-eraof-no-retirement?registration=success Francis, F., Zirra, C. T. O., & Charles, J. (2020b). Reward system as a strategy to enhance employees’ performance in an organization.

Archives of Business Research, 8(6), 156–164. https://doi. org/10.14738/abr.86.8403 Hongal, P., & Kinange, U. (2020, February). A Study on Talent Management and its Impact on Organization Performance-An Empirical Review. https://ijemr.vandanapublications.com/index.php/ijemr/article/ view/296/289 Li, Y., Turek, K., Henkens, K., & Wang, M. (2023). Retaining retirementeligible older workers through training participation: The joint implications of individual growth need and organizational climates. The Journal of Applied Psychology, 108(6), 954–976. https://doi.org/10.1037/apl0001065 Pilipiec, P., Groot, W., & Pavlova, M. (2020a). The effect of an increase of the retirement age on the health, well-being, and labor force participation of older workers: A systematic literature review. Journal of Population Ageing, 14(2), 271–315. https://doi.org/10.1007/ s12062-020-09280-9

C. (2021). Worker perspectives on incorporating artificial intelligence into office workspaces: Implications for the future of office work. International Journal of Environmental Research and Public Health, 18(4), 1690. https://doi.org/10.3390/ijerph18041690 Coleman, A. (2023, September 27). Why is company culture so important in the new world of work? HRLocker. https://www.hrlocker.com/blog/ what-is-company-culture/

Future Festival 2023: Embracing AI and its advances Anju Kakkar. [LinkedIn page]. https://www.linkedin.com/in/anjukakkar/ Camila Perez Pena. [LinkedIn page]. https://www.linkedin.com/in/ macamilape/ David Weisz. [LinkedIn page]. https://www.linkedin.com/in/ davidaaronweisz/ Deborah Amato. [LinkedIn page]. https://www.linkedin.com/in/deborahamato-b2305a1/ Doug Warner. [LinkedIn page]. https://www.linkedin.com/in/dougwarner/ Future Festival 2023. https://www.futurefestival.com/ Harleen Sachdeva. [LinkedIn page]. https://www.linkedin.com/in/ sachdevaharleen7/ Helen Holder. [LinkedIn page]. https://www.linkedin.com/in/helenholder/ Janice Saji. [LinkedIn page]. https://www.linkedin.com/in/janice-saji72029b202/ Jeremy Gutsche. [LinkedIn page]. https://www.linkedin.com/in/ jeremygutsche/ Megan Kachur. [LinkedIn page]. https://www.linkedin.com/in/megan-ekachur-mba-mos-05137557/ Muge Abac. [LinkedIn page]. https://www.linkedin.com/in/mugeabac/ Raeshelle Morris. [LinkedIn page]. https://www.linkedin. com/in/raeshelle-morris-griffith-bmos-hons-ma-pmpimbb%E2%84%A2-20630650/ Saran Davaajargal. [LinkedIn page]. https://www.linkedin.com/in/saranda/ Tammy Butterworth. [LinkedIn page]. https://www.linkedin.com/in/ tammybutterworth/

Supporting Storytellers Humber FSCS Soc & Com. https://communityservices.humber.ca/news. html

Knowledge is power. Information is liberating. Education is the premise of progress, in every society, in every family.

Kofi Annan, Former Secretary-General of the United Nations (1997–2006)

Fukumura, Y. E., Gray, J. M., Lucas, G. M., Becerik-Gerber, B., & Roll, S.

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PUBLISH YOUR RESEARCH OR INNOVATION PAPER WITH JIPE TODAY! JIPE is accepting new submissions for Volume 6 on a rolling basis. JIPE Vol 6. is a collection of studies conducted by researchers from across diverse disciplines committed to fostering intellectual exploration and enhancing the scholarly discourse.

Through analyzing and synthesizing new and existing ideas, these studies offer fresh insights that make valuable contributions to their fields while showcasing the importance of interdisciplinary collaboration.

Please reach out to the Humber Press team at humberpress@humber.ca if you have any questions.

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Read the JIPE Submissions Handbook to learn about the entire workflow process

CON TENTS

CLOSING THOUGHTS Thank you for reading SPARK Issue #9!

We hope you enjoyed hearing the perspectives of some of the people who make Humber College the special place that it is — seasoned researchers, innovators, research assistants and our colleagues in departments across Humber.

If there is anything in this issue that sparked your interest to learn more, please feel free to let us know by emailing us at humberpress@humber.ca As the season of spring approaches, we hope you keep exploring your curiosities and sparking up your imagination.

SARAN DAVAAJARGAL Editor, Humber Press

PHOTO BY JESSICA FADEL ON UNSPLASH humberpress.ca/spark

“Stories are a communal currency of humanity.”

— TAHIR SHAH, BRITISH AUTHOR, JOURNALIST AND DOCUMENTARY MAKER

“Storytelling is the oldest form of education.”

—TERRY TEMPEST WILLIAMS, AMERICAN WRITER, EDUCATOR, CONSERVATIONIST, AND ACTIVIST

Check out all our latest news and publications! linktr.ee/Humber_Research humber.ca/research humberpress.ca