“The world is changing so quickly, if you don’t take the time to re-evaluate your passions and know the impact you want to make on the world, if you aren’t learning new knowledge, you will fall behind,” reflects Lauren Hummel. “The same goes for a brand. In COVID especially, we are seeing what happens to companies that don’t adapt. Continuing education has helped me, and my organization, thrive during difficult times.” Today, Lauren is Manager, Marketing and Communications for the Ontario Library Association (OLA), however, her path to marketing and brand success was not exactly linear.

“I have a background in history and journalism, a Master’s in creative writing, and I’ve done some continuing education in digital media. Yet I started my career at an insurance broker as a graphic designer and administrator. In 2014 I felt curious about where I wanted to take my career, so I came to the University of Toronto School of Continuing Studies (SCS) and did the Project Management Certificate” recalls Lauren. “This learning experience helped me shift into a role in marketing and communications at OLA. I was excited to enter this new career path, however, I quickly realized that there was a gap in my knowledge around branding, and wanted to improve my storytelling and brand marketing abilities.”

Lauren again turned to SCS and began her Brand Management Certificate in 2020. “The certificate examined everything I wanted to explore: brand management, brand finance, evaluation standards, and putting customers first. I was excited to gain a competitive advantage and bring my skills to work,” says Lauren. “During the first course in the certificate, I was promoted to Manager, Marketing and Communications. I was bringing my new brand skills to the table every day. Then, the pandemic hit.”

Suddenly, Lauren found that the need for strong brand management was more critical than ever. “As a new leader, I wanted to improve our overall marketing strategy, and increase consistency across channels. I also wanted to gain a great understanding of our customers’ experiences, and find new ways to communicate value. The pandemic made this all the more important,” reflects Lauren. “Many of our events were in-person, so we had to pivot and adapt our business model fast. The skills I was learning at SCS helped me strengthen our brand during this time of turmoil. Brand strategy helped our non-profit organization survive COVID.”

Mid-pandemic, Lauren’s role shifted to part-time due to financial impact. “I was so grateful to have a job, however, I was concerned about my ability to continue studying at SCS. That’s why I applied for the Marilynn Booth Award of Excellence to help fund my studies. Winning the award meant I could keep studying and growing my brand management skills,” says Lauren. “Academically, I did face some challenges: the content shared in the Finance of Brand Management course was very new to me. At the time, I wasn’t a super data-driven person. This course encouraged me to investigate my biases, and practice gathering and analyzing large amounts of marketing and brand-relevant data. It stretched my ability to be more data-informed, and examine information from different viewpoints. I love language; I am a storyteller at heart. But this course helped me develop new skills that are invaluable in my work today.”

Reflecting on how continuing education at SCS has shaped her career, Lauren says that her confidence has skyrocketed. “SCS provided a safe environment for me to explore my interests, identify areas for improvement, and learn new skills. I’m excited about what the future holds,” says Lauren. “Next, my goals are to finish writing an adult-fiction manuscript I’ve been working on, and dig even deeper into brand management at work. I firmly believe that with lifelong learning, you get out what you put into it. I’m proud of what I’ve accomplished and can’t wait to see what’s next.”

With major tech companies like Google, Apple, and Facebook investing heavily in augmented and virtual reality technologies over the past few years, it’s no surprise that the demand for AR/VR development jobs has exploded, with no sign of slowing down any time soon. 

That’s why the University of Toronto School of Continuing Studies (SCS) has collaborated with Circuit Stream to offer a course designed to equip learners with the specialized skills needed for Extended Reality (AR/VR) development. 

Through XR Development with Unity’s project-based curriculum, learners can obtain the in-demand skills to get them building immersive technologies and exploring new career opportunities.

“We’re so pleased to be collaborating with Circuit Stream on this course in such an exciting, current, and innovative area of study,” says SCS Dean Maureen MacDonald. “We see so much potential to help equip learners with the kind of knowledge that can tap into their skills and creativity and lead to amazing growth in their careers.”  

XR Development with Unity will be offered online, with twice-weekly live classes recorded so learners can study part time and on their own schedule. Learners who successfully complete this course receive a certificate from Circuit Stream, certifying them as an XR Developer with Unity. 

Registration is now open. For more information or to register, please visit the course information pages:

• XR Development
• XR Design

There’s a lot of information out there about the jobs and skills of tomorrow, and the predictions of an uncertain post-pandemic reality. It can be a lot to take in! So, we worked with the University of Manitoba Extended Education to help you navigate ideas and concepts related to lifelong learning, and how it affects you.  

Check out our Toronto Star article, Beyond Buzzwords: A User Guide for the Future of Work.

Daniel Fernandes started his Human Resources certificate working out of a suitcase. Immediately upon coming to Canada from Brazil in 2018, he made learning the Canadian HR landscape his number one priority. “I had been working in HR in Brazil for many years. In the months leading up to my move to Canada, I started researching ways that I could learn about how the field operates in this new country. HR is very country-specific, so I really wanted to gain new skills and start out on the right foot,” recalls Daniel. “I came to Canada assuming I would have to start at the bottom. I was prepared to struggle. But then I found the HR certificate at the School of Continuing Studies (SCS), and decided I needed to go for it, and take ownership of my experience.”

A month after landing in Canada, Daniel started the first course in the certificate. “I started learning at SCS before I even confirmed an apartment, or found a job. It was my main focus because I knew it would help me integrate faster” says Daniel. “In my experience as a new immigrant, at first I was really focused on integrating into Canadian workplace culture. And this was very important! But learning at SCS did something really great: it helped me appreciate, utilize, and promote my unique skills as a newcomer. It helped me see that I have something valuable to offer, and my international experience is an asset.”

Four months after settling in Canada, he landed an entry-level HR job at a software company. Meanwhile, Daniel found that the Human Resources certificate helped him highlight and build his transferable skills while learning how to apply them in a Canadian work environment. By studying frameworks, labour market demographics, and case studies, he learned about the challenges Canadian organizations face while building his confidence and communication abilities. The courses also provided a sense of community. “The value of this certificate went way beyond the learning syllabus. It was a fantastic way to meet a diverse set of motivated people, which was really meaningful to me because I was very focused on getting my new life started, and had limited time for socializing. This course provided the community I craved.”

His determination and commitment to learning did not go unnoticed. “My studies allowed me to bring new skills, ideas, and tools to work. It was noticed and appreciated by my company. In fact, in just over two years, I received a total of four promotions, and I attribute this upward mobility to my learning at SCS,” reflects Daniel, who also received a Marilynn Booth Award of Excellence from SCS. “These courses really pushed me out of my comfort zone. It was a safe place to express myself, grow, and interact. I’m proud of the unique skills I bring to the Canadian market, and the fact that this certificate helped me earn my Certified Human Resources Professional designation.”

Daniel, who earned his SCS certificate in 2020 and is now an HR Manager at a tech company, says despite the challenges he faced, it was all worth it. “Learning, working, and starting a new life in Canada was a lot. But putting my learning first has paid off beyond anything I could have imagined,” smiles Daniel. “Being in a leadership position was my long-term Canadian dream, and I’ve already realized it. Now, I need to sit down and think about what my next dream is. SCS made the unexpected happen. I can’t wait to see what’s next.”

In the last 100 years, we have seen tremendous change in the way companies execute and scale manufacturing and product delivery processes. In the early 1920s, a personalized customer experience was made possible with the use of people - for example, milk delivery. However, as populations grew and spread over greater distances, these services became more costly and difficult to execute. Eventually our societies reached a point where customization was expensive and inefficient, and standardization, mass manufacturing and centralization of products and services became a better way to control costs and maximize revenues. 

Methodologies like Lean and Six Sigma were introduced and adopted by companies like Toyota and 3M to streamline processes, eliminate waste, and reduce errors - cost control was a primary lever in an increasingly competitive market. In the 1990s these synergistic methodologies converged and became known as ‘Lean Six Sigma’ (LSS), becoming even more popular across both production and service industries. 

But the world is changing yet again. With advancements in technology, internet companies like Netflix and Spotify have re-introduced the concept of a personalized customer experience - this time, at scale. In the last 10 years, the on-demand product and service industry has grown. Customers are becoming more comfortable with organizations using their data to create personalized experiences, and are expecting better and better products and services.

The COVID-19 pandemic accelerated that growth even more with consumers becoming increasingly dependent on companies like Amazon to deliver custom orders same-day. Others, like Costco, are rushing to catch up and make at-home deliveries available. This change in consumer behaviour has also challenged existing industries, like grocery and restaurants. Organizations like HelloFresh have tackled the ‘eating-at-home’ experience, by enabling custom menu selection and fresh grocery delivery to your door. Meanwhile, DoorDash and UberEats have challenged the pizza delivery industry and provided access to a multitude of restaurants and cuisines.

As you can imagine, with this level of customization, the old ways in which Lean Six Sigma was used (standardization for mass manufacturing), are no longer applicable. For example, it is difficult for HelloFresh or Amazon to standardize processes where every customer’s order is different. But the focus on excellence for these companies remains. Both continue to demand excellence through waste and error elimination. So how can we apply the principles of Lean Six Sigma to the on-demand industry? 

1. Understand the customer’s definition of quality and build a product around it. 

Personalization requires a continuous understanding of customer needs, and processes which are adaptable enough to accommodate these changes. Continuous improvement in real time can be achieved by creating mechanisms to collect and understand customer feedback and establishing flexibility in processes to adopt new practices - such as new products or configurations - through technology and modular process design.

2. Streamline and organize production facilities to minimize waste and errors. 

This includes standardizing processes which are common for all products (for example, printing labels and placing them on shipping boxes) and optimizing other processes such that common tasks are completed at the same time. In a distribution facility, like Amazon, this could include organizing products logically by likelihood of product combinations in customer orders. In the food industry this could include organizing recipes such that those with similar ingredients are produced on the same production line.

3. Use data-driven optimization to maximize output while minimizing cost. 

While Lean Six Sigma has always been a data-driven methodology, the use of optimization models is necessary for on-demand industries. These models are rooted in identifying the most efficient method of achieving the optimal output at the lowest possible cost and can inform process design. For example, identifying which products to cluster together to minimize employee movement and ensure customer orders can be created as quickly as possible.

4. Failure management and process control. 

Lean Six Sigma organizations improve processes methodically, with a focus on controlling or maintaining those improvements. Lean Six Sigma tools, like a Failure Modes & Effects Analysis (FMEA) can be used to quantify process risks, identify mitigation strategies, and implement control mechanisms to ensure processes are always performing optimally.

Delina Ivanova has 10+ years of experience across management consulting, financial services, and on-demand CPG industries focusing on corporate finance, product management, procurement, data management, and analytics functions. Having led numerous business and enterprise initiatives, Delina brings together practices of effective strategic planning, project management, risk management, and process design and optimization to help organizations achieve operational objectives in line with market evolution. She is a Lean Six Sigma Green Belt and holds a Bachelor of Management and Organizational Studies from Western University in London. Delina is an instructor at SCS, and her course Introduction to Lean Six Sigma Methods starts September 24th.

Throughout my career in Human Resources, I’ve learned many people have questions about hiring practices, but are unsure where to turn for valid information. Building on the SCS Knowledge Hub webinar I recently hosted, I’m committed to lifting the curtain on HR practices, and sharing my insider knowledge to help people thrive. Here are my insights on three commonly asked HR-related questions. 

1. Do employers understand that a title at one organization might be considered a senior role, and at other companies, it might be a junior one?

Many employers will understand ‘title inflation’ in organizations with which they may be familiar, particularly in ‘start ups’, where titles and options are often used to offset cash compensation shortfalls. Less sophisticated employers may not be as aware of this type of ‘title inflation’. There is also the issue of differences between industries, where titles can and do vary quite widely. When people are moving across industries, for example to mining from financial services or vice versa, this may require further explanation or clarification, in order that the title does not become a barrier to what otherwise might be a good person-job fit.

2. How do you position your LinkedIn profile and resume if you are making a career pivot? Your work experience may not necessarily match the opportunities you are applying for.

Be honest and clear about your desire to switch roles or industries, on both LinkedIn and on your resume, as it builds your credibility. Employers look for inconsistencies, and where they find consistency, it builds comfort; be sure that your resume and LinkedIn profile are aligned and openly state your career intentions. If your work experience does not match the role you are applying to, call out transferable skills and behaviours. Be sure to highlight relevant volunteer experience. 

3. How can I explore which sectors are most likely to support hiring and training of staff?

The detailed answers are to be found using the COPS, or Canadian Occupational Projection System, in looking at the 293 occupational groupings. Here are two examples of employment trends, based on current and projected data throughout 2019-2028:

• Human resource managers are projected to be broadly in line in terms of labour demand and supply. Therefore, it is unlikely most employers will support the hiring and training of staff who aren’t qualified, as there are lots who are.
• For Information systems analysts and consultants, the number of job openings (arising from expansion demand and replacement demand) are expected to total 113,000, while the number of job seekers (arising from school leavers, immigration, and mobility) is expected to total 98,700. With this kind of mismatch, it is likely employers facing supply shortages will be open to hiring and training staff with potential to help fill their shortage(s).

Ultimately, where there are shortages, which also play out at the local level such as in the GTA, there will be innovation to fill the gaps. This has significant potential to help individuals who are willing to seek out new career opportunities!
 

Alex Gallacher (MBA, CHRE, ICD.D) is a successful entrepreneur, having founded and grown ENGAGE HR™ since its inception in 2004. His deep expertise in human resources, business strategy, and governance comes from a unique combination of senior management and executive roles in Canadian and global corporations, coupled with more than fifteen years of profitably serving a wide range of organizations, associations, and owner-managed businesses. Alex instructs our Human Resources Management course at SCS.

This year’s first place prize has been awarded to Kathe Gray for her breathtaking short story, Panorama. Two honourable prizes have been awarded to Mark Burgess and Melany Franklin. These three writers have unleashed their creative potential, and we are proud to celebrate their innovative work. 

Winner ($2,500 prize):

Honourable Mentions ($1,000 prize each):

As many of us begin to return to in-person work during the COVID-19 pandemic, it’s important that we are prepared and equipped with important safety knowledge. To support Canadians in this transition, we worked with public health experts to sift through the abundance of information out there, and provide clear, accurate, and important facts that will help keep us all safe. 

Now, we’ve launched the first course in our Safe Together program: Returning to Work: Safe Together for Workers (Tier 1). Here’s what you need to know.

Gain knowledge, stay safe

• In this course, you’ll learn about:
• How the virus affects the body
• COVID-19 vaccines
• Public health preventive measures that are needed to protect yourself and others
• How public health measures apply to the workplace
• The importance of workplace measures in preventing the spread of COVID-19

Learn at your own pace 

This course is:

• Online
• Self-directed 
• Flexible: it takes approximately one week to complete, however you have up to one month

Demonstrate your new skills

• Upon successful completion of the course, you’ll receive a micro-credential
• Easily share your micro-credential over LinkedIn, Twitter, and Facebook. Or, add them to a “digital wallet”, resume, or online portfolio, demonstrating your proficiency in the key competencies taught in this course.

Whether you’re a private or public sector worker, this course will provide you with a fundamental understanding of COVID-19, and how to keep yourself and others safe as we transition back to in-person work.
 

"I like the idea of letting language take me for a walk, to let words help me discover and process how I’m really feeling. When I read my writing, it helps me discover myself and dissect what I’m going through,” reflects Ashley-Elizabeth, who recently won our 2021 Janice Colbert Poetry Award. However, the process of learning and writing has not always been an easy path for Ashley-Elizabeth. “I’m disabled, and I struggled during my undergrad and had to leave school. I was too sick to stay. I was in the process of learning how to live in a disabled body, and manage my life,” she says. “I turned to writing. It helped me process what I was going through".

In 2020, Ashley-Elizabeth found herself gravitating towards SCS and the study of creative writing. “I was drawn to SCS because it was so accessible. Courses were offered online, and I really got to work at my own pace. My instructors were experts in what they do, and they were so accommodating. They really got that we are all adults with busy lives and unique needs,” she says. “I felt fully able to participate. Nothing was going to get in the way of my learning.”

While she just recently started working towards her Certificate in Creative Writing, Ashley came to SCS already a published author. In fact, her debut collection of poetry, Slow States of Collapse, was published with ECW Press in 2016, and her most recent chapbook, Alignment, was published by Rahila's Ghost Press in July. “I’m currently taking Writing the Novel: Introduction at SCS, and am really excited about writing my first novel. My instructor, Kevin Hardcastle, really breaks down the process of writing a novel into manageable chunks. It’s helped me plan and navigate an otherwise overwhelming process,” says Ashley-Elizabeth, who also earned her Honours B.A. in English and History this past spring.  “When I saw the opportunity to apply for the Janice Colbert Poetry Award, I figured I have poems I’ve written, and they deserve to go out into the world! I was also really inspired by one of the award jurors, Therese Estacion, who previously won the award, is a published author, and is also disabled. I’d had such a positive experience at SCS, and applying for the award felt like a good fit.”

Ashley-Elizabeth submitted a poem she had written titled Ghazals for an Absent Mother. “This poem is about my unique relationship with my mother, my family, distance, and boundaries. Ghazals are constrained and wandering at the same time. It was a way for me to process my feelings. I find that as the writer, I’m along for the ride with the reader; writing is a way I can step back and better understand myself,” reflects Ashley-Elizabeth. “Winning the award was a shock! Having your work recognized is very validating. I spent a lot of time and effort to produce it, and it meant a lot.”

Today, Ashley-Elizabeth has her degree, two published works of writing, and a poetry award. She’s also working on a second collection of poetry, starting her first novel, and working full-time in real estate. “I’ve learned that life is all about persistence and patience. I go for what I want, and if I need to rest or scale back, that’s ok. I ask for support when I need it. SCS made me feel I was worthy of being there, and reinforced that being disabled should never stop me from pursuing my goals,” she says. “I’ve struggled at times, but I now know that I don’t need to break my body to achieve; I can grow, learn, and manage my disability at my own pace. Really, writing is all about patience and persistence as well; you put yourself out there, you get rejected, but you keep going. You keep learning.

We are witnessing dramatic and rapid change in the workforce. These changes can be summarized as Industry 4.0: The Fourth Industrial Revolution. Through modern smart technology, such as artificial intelligence (AI), we are experiencing the automation of traditional manufacturing and industrial practices.

In order to survive and thrive through these massive shifts, we need to change the way we operate; to upgrade the ways we manage our organizations. This is where Lean Six Sigma (LSS) can help!

Lean Six Sigma is a proven strategic tool that helps achieve business excellence, engage teams, and support alignment between three core values: purpose, process, and people. In a nutshell, LSS is a team-focused managerial approach that improves performance and brings meaningful change to an organization.

As a Lean Six Sigma Sensei Master Black Belt, who has dedicated much of my career to implementing and teaching LSS strategies, what I find really inspiring about LSS is that while it’s a highly cultivated skill that one develops through education and practice, its core principles and ideas are relevant and achievable for any leader looking to improve processes in their organization.

LSS has five phases that you need to examine and implement to achieve success: define, measure, improve, analyse, and control. In my opinion, as we adapt to the workplace changes brought on by the pandemic and Industry 4.0, we need to upgrade and digitize our problem-solving and management tool kits. We also need to assess problems with digital empathy, meaning we use and structure digital media in a way that is compassionate.

By exploring simple but important questions at each phase of LSS, we can generate meaningful insights, and implement changes that will help our teams function at a higher, happier level. Here’s a simplified example of how LSS could help you break down and address the common workplace problem of worker burnout or apathy while working remotely.

Problem: “My employees seem tired and disengaged after working remotely throughout COVID-19 for over a year. I suspect productivity is suffering.”

1. Define

Start by clearly defining the problem.

Key questions to consider:

• What is your intention in solving this issue?
• What are your team needs in this online environment?
• What is your team feeling? Are they experiencing stress, fear, or anxiety?
• How do these feelings affect your team’s productivity?
• Have you tried getting back to basics, and engaging in activities that help you uncover what really motivates your team?
• Have you clearly defined the roles and expectations for your team?
• “So what”; why is this business challenge an opportunity for value creation ?
  
   

2. Measure

Quantify the problem (using quantitative or qualitative data/information).

 Key questions to consider:

• Have you engaged your staff, and asked for their input/opinions/concerns (using surveys, discussions, or Zoom/Microsoft Teams tools)?
• Are you using digital collaboration tools to facilitate workflow? If so, what data do they provide that helps illuminate the problem (for example, are projects or ideas stalling at a certain stage? Are specific employees getting stuck on certain items?)
• How exactly is productivity being affected?
• How are you measuring workplace attitudes, culture, and creativity?
• How will you measure the efficiency, and more importantly, the effectiveness of your organization?

3. Analyze

What’s causing the problem? Brainstorm and use data analytics to identify and prioritize possible root causes.

Key questions to consider:

• Are all your team members fully trained to be able to participate and collaborate in an online environment? Was enough time and energy given to the training process?
• Have you done a mind mapping exercise (explore Google, Get Mind, Canva, or InfoRapid Knowledgebase Builder as possible tool options) to visually represent the problems and possible causes?
• What does your data analysis tell you about key drivers?
• What are the process parameters that you need to control in order to achieve your desired results?
• Are mental health and professional development resources easily available for your team?

4. Improve

Generate, select, and test solutions.

Key questions to consider:

• Who is involved in the selection of a solution? Are you considering the ideas and opinions of a broad range of stakeholders?
• What are your selection criteria?
• What is the significance of each selection criteria?
• Are solutions equitable and inclusive? Do they honour diversity?
• Have you piloted the solutions? Try them on yourself first. Would that solution work on you?

5. Control

Implement, monitor, and maintain your solution.

Key questions to consider:

• Have you established process control tools that will ensure sustainability of achieved results?
• Have you incorporated Industry 4.0 tools to ensure the success of your solution (i.e. digital workflows, document management, or project management tools)?
• Is this an opportunity to introduce new business intelligence and/or analytic tools?
• How can you use this solution to eliminate manual and repetitive tasks in other processes?
• How and when will you assess the success of your solution?
• How can you leverage lessons learned to other areas of the organization?

This example may seem simple, but it illustrates how utilizing the LSS phases, and asking the right questions, can support business excellence. LSS is a journey not a destination. It requires continuous learning and the courage to ask big questions.

Dr. Michael Mladjenovic is the Lead Lean Six Sigma Program Instructor and he has been teaching the LSS program for the last 10 years at U of T SCS. His professional experience includes senior leadership positions in manufacturing, engineering, continuous improvement, and quality assurance. Dr. Mladjenovic received Six Sigma training and certification while participating in General Electric Six Sigma deployment in 1995. During his work in automotive, food, electronic, and health sectors, Dr. Mladjenovic has led a number of initiatives related to development and implementation of the Enterprise Quality and Business systems. He has conducted trainings and workshops on Lean Six Sigma, Design for Six Sigma, Business Process management, Project Management, Value Engineering, Lean Manufacturing, Theory of Constrains, and TRIZ.  Dr. Mladjenovic is an ASQ Certified Quality Auditor, Reliability and Quality Engineer, Registered Professional Engineer, and holds a B.S., Master's, and Doctor's Degree in Mechanical Engineering and Business.  He teaches Lean Six Sigma certificates at SCS, including Green Belt, Black Belt, and Master Black Belt.

Adapting to changes in the workforce takes motivation and courage. But stepping up to get ahead of these shifts can pose financial challenges for some of our dedicated learners.

We don’t want financial barriers to stand in the way of your learning journey.

So, we are excited to share that many of our micro courses (which are short, compact learning solutions so you can develop in-demand competencies, fast) are now eligible for OSAP funding! This means that if you are interested in earning a micro-credential (a digital representation of the set of competencies or skills that you achieve in a micro course), there’s now another funding option. Be sure to check out all financial support opportunities on our Financial Assistance page.

You can explore the Ontario Ministry of Colleges and Universities website to view a list of OSAP eligible micro courses, and to learn more about the application process.  Whether you are eager to gain new skills, upskill, or explore a new path as a result of the pandemic or labour market shifts, micro-credentials are a powerful way for you to showcase your abilities to your personal and professional networks. 

Together, let’s push past barriers and accelerate your learning journey. 

The Janice Colbert Poetry Award was created by award-winning poet Janice Colbert. Janice, who is an SCS Creative Writing Certificate earner, instituted this award in 2012 to honour learners who have created a piece of poetry that moves us. Valued at $1,000, plus two finalist awards of $500 each, this award celebrates the journey towards creative discovery.

1st Place/$1,000 Award Winner: Ashley-Elizabeth Best– Ghazals for an Absent Mother

Ashley is a disabled poet and essayist from Kingston, Ontario. Her debut collection of poetry, Slow States of Collapse, was published with ECW Press, and her most recent chapbook, Alignment is available from Rahila's Ghost Press. 

Finalists/$500 Award Winners: Jane Macdonald & Nayana Suchak

Jane Macdonald was born in Alberta. She now lives in a small town on the northeast shore of Lake Ontario. Her writing is saturated by the inhabitants and habits of a place marked by disappearance and loss.  Jane will soon earn her SCS Creative Writing Certificate.

Nayana Suchak writes poetry, fiction, and creative non-fiction, and has benefited from the guidance and mentorship of the excellent writers at SCS. She was born in Kenya, grew up in Winnipeg, and now makes Toronto her home. She works as a physician in Markham, Ontario.

The Janice Colbert Poetry Award jury was comprised of three poets:

Heather Birrell – SCS Creative Writing instructor

Therese Estacion – SCS Creative Writing Certificate earner, former winner of the Janice Colbert Poetry Award, and published author

Liz Howard – Griffin Prize winner and former SCS poetry learner