go2HR is here to support restaurant and food service employers with human resources, health & safety, training and research initiatives. Read on for new training opportunities, helpful HR and health & safety resources, and how we are working to create stronger workforces in BC’s restuarant industry.
go2HR and the Canadian Mental Health Association – BC Chapter (CMHA BC) have collaborated for over a year to provide various mental health supports and resources to the tourism and hospitality industry, particularly in the wake of the global pandemic.
Funded by a grant from the Ministry of Mental Health and Addictions, the Psychological Learning Coaches are rigorously trained to work with industry members in regions across BC. The coaches are available at no cost and act as mental wellness “concierges” who offer personalized, one-on-one support addressing stress, burnout, isolation, uncertainty about the future, and other concerns. The coaches also work with employers and supervisors to establish a foundation of “psychological safety” in the workplace – in other words, an environment that enhances connection, productivity and retention and allows workers to show up as their true selves without fear of negative consequences to self-image, status or career.
To complement the Psychological Learning Coaches, go2HR and CMHA BC offer the following mental wellness resources:
- BC’s Hub for Workplace Mental Health is an online portal that compiles support, training, a community network and other resources for anyone seeking mental health support.
- Access to a Workplace Learning Coach through email or live chat. These coaches guide finding relevant mental health, financial, and business supports via BC’s Hub for Workplace Mental Health or community partners and external organizations.
- Access to free mental health training, including Caring and Respectful Employer (CARE) Level 1.
- Peer support groups and monitored online forums.
Ensuring your staff is properly trained is a large part of welcoming customers back. go2HR offers several essential training programs including Foundations of Workplace Safety, and FOODSAFE Level 1. Many of these courses are currently offered free or at a discounted rate!
[Content Warning: sexual harassment]
According to a 2020 report by Statistics Canada, one in four women and one in six men experienced inappropriate sexualized behaviours at work within the previous year, including inappropriate verbal or non-verbal communication, sexually explicit materials, and unwanted physical contact.
While workplace sexual harassment is a serious issue in all industries, go2HR is actively working to reduce tourism and hospitality problems. The organization has embarked on a three-year initiative called “Safer Spaces” that comprises the following:
- An education and training program ensures employers and supervisors are aware of the legal and societal expectations related to preventing sexual harassment in the workplace or handling harassment should it occur.
- Clear communication to workers of their rights and ways to access help – legal, counselling or otherwise – if they have experienced sexual harassment in the workplace.
Through this programming, Safer Spaces will act as a conduit toward increased reporting of workplace sexual harassment and, ultimately, reducing incidences of harassment in tourism and hospitality.
The first online training course for employers and supervisors launched in March 2022. The Safer Spaces online training course provides foundational training on preventing sexual harassment and receiving and responding to a sexual harassment disclosure. This year we are planning the launch of our worker’s course!
Course modules include:
- What is sexual harassment?
- Risk factors in tourism and hospitality
- Roles and responsibilities
- Creating a positive workplace culture
- Receiving a disclosure and much more!
Equity, diversity, and inclusion (EDI) are important elements in sustainable labour recovery. But how do we deepen our understanding of what these concepts mean in the workplace?
At go2HR, we are committed to building strong and safe workplaces. We have engaged ParriagGroup, a leading EDI firm, to help us design an EDI framework, and build a EDI resource hub. On November 24, 2022 we launched an informative webinar presenting an overview of this initiative and offer tips on EDI implementation in your workplace. This is the beginning of our EDI initiative to create safe and respectful workplaces for all.
Watch the recording for the EDI webinar co-hosted with Tourism Industry Association of BC (TIABC) here.
At go2HR we recognize that people are essential to the growth of the tourism and hospitality industry in BC. That is why we have HR consultants for every region of the province who offer complimentary advisory services to support you with workforce matters and business recovery. Our consultants can help BC tourism and hospitality businesses from recruitment to onboarding, and on-the-job and departure resources.
Click here to find which consultant is in your region and connect with your HR consultant today!
Pre-pandemic, the tourism and hospitality industry was a strong economic driver in BC, accounting for more than 12% of provincial employment. One in eight British Columbians worked in the industry. The COVID-19 pandemic resulted in significant cutbacks, affecting both workers and employers.
In the post-pandemic, we are beginning to see significant changes in the labour market. August and September 2022 labour stats indicate an important milestone. September data details 354,000 employed in the industry, a number that SURPASSES pre-COVID levels (2019) by 17,000 jobs. Other interesting data points include an increase in the number of people employed full time in the industry. The overall actual number of hours worked also recovered to pre-COVID levels with 10.97 million hours per week reported in September 2022.
Post-pandemic, near-term recovery, longer-term resilience, and future growth of the tourism and hospitality industry will rely on people power. go2HR led industry consultation to build, develop and communicate a labour recovery framework.