For Lorraine Tinsley, continuing education transformed what was once a hobby into a thriving career. “I’ve always loved history and architecture, but I could never see a clear path to turning these interests into a career for myself. I worked in public policy for much of my life, then took some time off to raise my daughter. Once she was older, I found myself strongly drawn to the history of our Toronto neighbourhood, Moore Park,” recalls Lorraine. “I wanted to formalize my knowledge of local history and architecture, so I turned to the School of Continuing Studies (SCS) and everything changed.”

In fact, Lorraine was so fascinated by the history of Moore Park, she began researching the area with the goal of writing a book. “My idea of a book has morphed into a website that I’m now working on. Doing the research, I realized I needed to know more about Toronto history, and about research methods for local history. In 2016, I started taking a series of SCS courses – the first with James F. S. Thomson, titled Toronto’s History: 1850–1914 which was just incredible. The biggest advantage he shared was access to digital resources and archives, and how to use them for research. It inspired me to take another online course with him in 2018, Researching Canadian Local History,” says Lorraine. “It was the best course I’ve ever taken on historical research.”

Next, Lorraine wanted to scratch her architectural itch. She took two SCS courses, Toronto's Residential Architecture: A History, and Toronto’s Neighbourhood Architecture, with instructor Marta O’Brien. “The caliber of Marta’s courses was very high; her visual teaching tools are phenomenal. She also took us on guided tours of areas we were studying. She truly brought the history of architecture in Toronto to life,” reflects Lorraine. “The cumulative effect of James and Marta’s teaching was to open the door to grad studies for me.”

Lorraine began earning her Master’s in Public History at Western University in 2019, and credits her studies at SCS for giving her a huge advantage. “I entered the program with solid digital research skills, and a strong knowledge of Southwestern Ontario history and architecture thanks to SCS. I just completed my MA program, and am now working as a Heritage Consultant. SCS helped me transform my passion into a graduate degree and a career I love. In fact, I still use the resources and skills I gained at SCS constantly in my daily work,” says Lorraine. 

Today, Lorraine continues to work on her Moore Park research and website, and, as a writer on Middle East WWI affairs, will soon be publishing a book on the friendship between T.E. Lawrence (aka Lawrence of Arabia) and the explorer Gertrude Bell. “It’s never too late to learn. You can grow a great deal from studying with an expert if you have the commitment to fully engage in continuing education,” she says. “Learning at SCS was an unparalleled learning experience that gave me the confidence to do scholarly research, and pursue my dream career.”

Keri Hasson can describe her experience with continuing education in one word: transformative. In fact, she credits her commitment to lifelong learning to her ongoing career and personal success. “I worked as a graphic designer for over twenty years, but about five years ago, I had lost my passion and needed a change. But I wasn’t sure what I wanted to do. I felt lost,” recalls Keri. “Then in March 2020, I found myself out of work due to the pandemic. It forced me to re-evaluate my life, my career, and where I wanted to go.”

A friend of hers had recently completed a marketing course at the School of Continuing Studies (SCS), and Keri decided that continuing education might just be the right next move. “I had done some aspects of marketing in my various designer roles, so I thought that exploring the field might help me identify a new interest. I zoned in on advertising, as I felt it would be a strong compliment to my graphic design skills. Next thing I knew, I was hooked.”

In May 2020, Keri began earning her Advertising Certificate. “Because I was at home, I took the opportunity to really immerse myself in my studies, and I had the time to devote to fast-tracking my courses. I was a bit intimidated after not having been in a classroom for over twenty years, but the online learning experience was very convenient, interactive, and engaging. There was a real sense of community in my classrooms,” says Keri. “Mid-certificate, I was hired as a Marketing Specialist for an IT company. They were impressed that I was taking the initiative to grow my skills, and were particularly interested in my new digital marketing abilities. I’m confident that the certificate helped me land the job and transition into a new field.”

Today, Keri has completed her Advertising Certificate, and is now Director of Marketing with a financial firm. “SCS sparked something in me! I’m hooked on learning now; I just completed my Digital Marketing Management Certificate, and I am working towards my Brand Management Certificate as well,” says Keri. “Continuing education has completely transformed my life. I went from a stalled career, to my first lead marketing role in just over one year, which still amazes me. I feel much more confident in myself and my abilities. SCS helped me find direction, and shape a career I love.”

Are you wondering what the future of work looks like, and what’s your place in it? We know there’s a ton of info out there, with a lot of buzzwords and hype. It can be confusing! Check out this Lifelong Learning 101 tip sheet, so you can know the facts about 21st-century skills.

LIFELONG LEARNING

Learning doesn’t end once you’ve earned a college/university credential! Continuing education is no longer a “nice to have”; it’s a need for workforce engagement and personal career satisfaction. Essentially, learning and having a career isn’t a linear path like it might have been in the past; it’s an intricate journey full of twists, turns, and exciting opportunities.

SKILLS GAP

This means there is a disconnect between the qualifications employers are looking for, and the skill sets that potential employees have. The pandemic, rapid changes in digital technology, and dynamic global markets have widened this gap. 

INDUSTRY 4.0

This one sounds intimidating, but it’s not! This term simply refers to the increasing emphasis on digital and technology-focused skill requirements. It means we have moved beyond the Third Industrial Revolution, (i.e., the emergence of the personal computer), and we are in a new era of automation and artificial intelligence – which we call the Fourth Industrial Revolution or Industry 4.0.

UPSKILLING AND RESKILLING

It’s easy to mix these two up! They have a common goal: to teach skills that will help you gain 21st-century job qualifications. Upskilling means you are enhancing your current knowledge and skills, whereas reskilling means you are building on your existing knowledge while gaining new in-demand skills in a new domain. 

In a nutshell: Industry 4.0 = Increasing skills gap.

The answer to the skills gap? Lifelong learning! 

We hope this helps. You’ve got this!
 

With the COVID-19 vaccine roll-out, we're seeing workplace communication continue to evolve. Many workplaces are adopting a hybrid model, where team members are co-located, with some working remotely and others physically present in the office. This presents unique challenges. For example, how do you establish meaningful connections in this new environment? How can leaders and employees alike avoid miscommunication, distraction, lack of flow, and reduced motivation and decreased productivity during hybrid meetings?

In fact, a groundbreaking 2021 study exposes a digital communications crisis. The study suggests that 44% of employees experience frequent digital anxiety, citing confusing, vague, unclear, or non-existent communication as the primary concerns. 

As a leadership coach and communication skills trainer, my approach to the problem is to bring my full humanity to every interaction. When I first began teaching my public speaking, presentation, and leadership classes online at SCS due to the pandemic, the “best practice” in the industry was to keep my sessions as micro sessions, capping classes at two hours. I was told that no adult learners would last three hours in a class. And yet, my courses are two and three hours in length, and I consistently receive feedback that it is a rich learning experience, supported by an intimate, safe, virtual space. It is possible to conduct effective and engaging online meetings, presentations, or lessons.

Here’s five tips to help you clearly communicate your true message, engage your team, and boost productivity.

1. Prepare with your audience front-of-mind

Demonstrating empathy is more important than appearing clever.

Don’t lose their attention! You may have many ideas and lots of information to share.  But it’s all too easy to get lost in the details and stray from the original point of the presentation. Instead, keep your audience – and their thoughts, feelings, and realities – front of mind, as you prepare for your talk. 
In fact, acknowledging that you, too, are grappling with the uncertainty and awkwardness of this moment, shows humility.

How to do it:

• Ask yourself: what is the purpose of this meeting/ presentation? Why is this relevant to my audience? How will this information change their lives? How might they react, and what’s my main message?
• Prepare an outline of your talk that is simple and clear. The purpose of preparing is so that on the day of your event you can be present.
• Use transitional phrases so your audience can follow along.
• Show respect for your audience by preparing a message that takes into account their current situation, hopes, fears, and feelings. 

2. Offer your full presence

Before you can connect with others, you need to ground yourself.

Powerful connection with others begins when you are grounded, centered, and at peace with yourself. You’ve done your prep work – you’re clear on your purpose and considered your audience and the impact your message may have on them – now your task is to be there with them.

How to do it:

• Take 5 – 10 minutes before your meeting to ground yourself. 
• Step outside, shut down tech, do deep breathing, and anchor yourself in the moment.
• One of my favourite ways is the 5,4,3,2,1 exercise.

3. Connect authentically

Empathy is critical.

It’s so important to establish empathy, since many of our non-verbal cues are lost when we’re not in the same room, physically.

How to do it:

• Slow down when you speak!
• When a meeting begins, allow time to land; prepare a short and meaningful icebreaker.
• Make eye contact with every person on the screen, one-by-one, and say their names and an individual hello. In that moment, connect with them energetically. I actually beam a feeling of goodwill towards my audience.
• Remember that behind each of those Hollywood Squares tiles is an actual human being, sitting there, doing their best, and wondering how this meeting is going to help them. 

4. Use Vocal techniques 

Your voice is an important tool.

Your team has so much on their minds, stress levels are high, and distraction levels are heightened. You want to make it exceptionally easy for them to understand you, and receive your key message.
There is enough of a disconnect that happens virtually – and any technical glitch or delay will further “distance” you from your audience. Your voice is an important tool not only when it comes to delivering a clear message, but also when it comes to establishing trust. Many leaders overlook the importance of developing their vocal range.

How to do it:

• Practice speaking slowly and clearly.
• Make your words, voice, and face match.
• Familiarize yourself with the vocal range available to you.
• Incorporate pauses, aim for a moderate pace, and be aware of your pitch.

5. Include everyone in the conversation

Ensure you are making a conscious effort to include everyone in the discussion.

Be sure to treat all members of your team fairly and give them equal speaking and engagement time – whether they are joining in-person or remotely. MIT research demonstrates that remote employees tend to receive fewer promotion offers, and exhibit lower performance because they lack the facetime that their team members in the office have.  Become aware of your own unconscious bias, and ensure you are making a conscious effort to include everyone in the discussion. Especially when it comes to the virtual realm– where so much nuance is lost – you’ll want to regularly check for comprehension.

How to do it:

• Ask for feedback from everyone on your team.
• Invest in the technology and tools to use polls for questions, and get your audience engaged.
• Pay attention to the body language, facial expressions, and comments coming from your team – and follow-up on what you are noticing.
• Call on team members by name, asking them to participate.
• Invest in your communications plan and necessary training to ensure your team members are aligned on how to have conversations that include everyone.

Try implementing these tips, and watch your team engagement - and productivity - soar!

Sarah Lang is a University of Toronto School of Continuing Studies (SCS) instructor, and professional certified coach (PCC, CPCC). She has a passion for supporting leaders, entrepreneurs, and innovators to grow their presence, professionalism, and poise. Sarah serves as a Leadership Mentor at the Ideation Clinic, and is the Founder of LeadWell Consulting Inc. Sarah teaches two courses at SCS: Public Speaking & Presentation, and Leadership Presence & Presentations.

“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.