FoMD Well

FoMD faculty encourage a healthy work and learning environment

The Faculty of Medicine and Dentistry (FoMD) has witnessed many changes and advances in health care in our more than 100 years of existence. We’ve also seen the toll that some of these changes, along with increasing pressures, are taking on students, faculty members, administrators and healthcare professionals. Just as the FoMD has evolved along with healthcare, we continue to evolve to address the wellbeing of those who learn, teach and work in our environment.

The FoMD Well initiative was borne out of our recognition that there is a need for a significant shift in culture. 

Change starts at the foundation. One of the key tasks of FoMD Well is to identify and address the systemic problems that exist in our current efforts to support the wellbeing of our people and eliminate the occupational hazards that impede our work and our wellbeing. It’s an ambitious goal and one that requires a deep dive into our existing system, policies and procedures. Leading the charge is Chief Wellness Officer Melanie Lewis, who takes on a role that is first of its kind in a Canadian Medical Faculty. Read the message from our Chief Wellness Officer for more details.

As an overall centre of wellbeing, FoMD is also committed to being a hub for tools and resources, awareness and promotions, and initiatives and programs that support the wellbeing of everyone who dwells in the FoMD.

Our approach

• Systemic approach: Undertake in-depth analysis of existing systems, policies and procedures, with the ultimate goal of creating a more health-promoting working and learning environment for all members of our community.
• Respond to priorities in the Healthy University Strategic Plan.
• Respond to priorities in FoMD Vision 2025.
• Align with the Okanagan Charter by adapting the principles to be specific to health sciences faculties and coordinating health initiatives on campus and demonstrating the university’s commitment to the health and wellbeing of both our faculty and the wider campus community.
• Sent “hot-spot surveys” to all undergraduate students at the end of their clerkships, asking about four key possible areas of concern—bullying, harassment, intimidation and barriers to inclusivity—students may have experienced or noticed. These hotspot surveys will be expanded to include all of our undergraduate, graduate and postgraduate programs. The intention of these surveys is to identify environments that are experiencing challenges and identify the source of those challenges and in turn provide support through resources and faculty development. 
• Formal feedback will enable a proactive approach to problem-solving. Responding to that feedback, our team will act as facilitators and collaborators, helping site leaders co-create the solutions that will support their own healthier working and learning environments.
• Look at putting structures in place that support equity, diversity and inclusion by ensuring underrepresented groups within the FoMD are provided opportunities in leadership. And key decision-making venues. 
• Work-life Integration: put in place accommodations that take into account the physical health, mental health and wellbeing needs of our community. Address the inefficiencies and barriers to providing high quality research and patient care and administrative tasks that erode our own wellbeing.

Health and Wellness Stories