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Flourish 
Itulua-Abumere

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Central Newfoundland fire Premier - Largest ever experienced since  1961

Ontario legislature returns amid health staffing crisis, high inflation

Heat warning issued for southern Ontario, southern Quebec, N.B., N.S. this weekend

Return to Work Guidelines for Nova Scotia’s employers and Construction Safety Nova Scotia  

Province of Nova Scotia Occupational Health and Safety Act

Designed sample of a strategic recruitment plan for the job of a Production Operator

Law of Nova Scotia

1-800-9LABOUR: Workplace and technical safety information services

Summary of the Worker' Compensation Board (WCB) Function (Nova Scotia)

Progressive Workplace Discipline Policy

Understanding Men and Masculinity in Modern Society

The Global Risks Report 2022 17th Edition |  INSIGHT REPORT

Awareness of self and others in the workplace (Diminishing Bias)

Global Gender Gap Report July 2022 INSIGHT REPORT 

Overview of the 2021 Employment Equity Act Report (Summary)

Employment Equity Act – Annual Report 2021 (Full Report)

The difference between Curriculum and Resume

A curriculum vitae, popularly known as a CV, is a comprehensive history of your academic accomplishments, so its length is expected to vary. Contrarily, a resume gives a general overview of your abilities and experience for a particular position, so its length is typically shorter and determined by years of experience. A resume should be about a page or two long.


Over the course of my research, I have found that a significant number of individuals applying for graduate assistantships, university grants and scholarships, postdoctoral positions, and post-secondary teaching positions in education or research industries use curriculum vitae (CVs) as part of their application process. Applications for graduate school typically require a curriculum vitae (CV) that details any publications and any research projects that have been completed or are currently being worked on.


In Canada, a curriculum vitae (CV) and a resume are often used interchangeably. If you're not sure what kind of document needs to be sent, it's best to ask for more information.



Curriculum Vitae



  • It is longer because it is more detailed
  • It contains all or some of the following:
  • Academic History
  • Professional Experience
  • Qualifications and Skills
  • Continuous Professional Development
  • Professional/Scholarly Projects and Awards
  • Publications and Presentations
  • Professional Memberships
  • Grants and Scholarships
  • Licenses and Certifications
  • Language Fluency
  • Volunteer Work
  • Professional References

When creating a CV, you should begin with your educational background and list your professional experience chronologically. It could also be functional if you have no prior experience, have gaps in your career history, or want to change careers.


Resume



  • It is shorter and focus on precise skills. 
  • It's a good idea to include a cover letter with your resume so that you can explain more about the core skills that the employer has already pointed out.
  • When writing a resume, you should start with your full name and detailed contact information.
  • It should also contain the following: 
  • Resume summary or objective statement to give a brief overview of your skills and what you can offer a new employer.
  • Educational accomplishments
  • Employment history
  • Skills and certifications relevant to the job
  • It is an idea for new graduate students or students seeking internship positions. It is customizable for specific industry or position


When applying for non-academic or non-research positions, include a resume. Most businesses, governments, and non-profits will accept a resume as part of an application for a job.

 

International Day of Friendship, July 30th

Did you know?



The UN General Assembly established the International Day of Friendship in 2011 with the belief that friendship among peoples, nations, cultures, and individuals can motivate peace initiatives and establish linkages between societies. The resolution emphasizes getting young people involved in local initiatives that celebrate diversity, foster global awareness, and cultivate future leaders.


The UN encourages governments, international organizations, and members of civil society to hold events, activities, and initiatives to celebrate the International Day of Friendship that support the efforts of the global community to promote dialogue between civilizations, solidarity, mutual understanding, and reconciliation.


The International Day of Friendship is a project that builds on UNESCO's concept, which defines the Culture of Peace as a collection of values, attitudes, and behaviors that strive to prevent conflicts by addressing their underlying causes in order to find solutions. In 1997, the UN General Assembly finally decided to adopt it.


Why is it important for us to mark international days? 

We love to celebrate international days and weeks because they serve as occasions to educate the public on issues of concern, to mobilize political will and resources to address global problems, and celebrate and reinforce the achievements of humanity. The existence of international days predates the establishment of the United Nations, but the UN has embraced them as a powerful advocacy tool. We also mark other UN observances.


Many of us look forward to international days and weeks since they provide a chance for public education on pressing global issues, as well as a time for remembrance of humanity's achievements. For as long as the United Nations can remember, international days have been used as a powerful campaigning tool.


To attain long-term stability, we must cultivate strong relationships of camaraderie and build a safety net that will protect us all. We can do this by fostering a sense of community and cultivating a sense of shared purpose.

 

HAPPY INTERNATIONAL FRIENDSHIP DAY!



Occupational Health, Safety and Wellness

Summary of the Worker' Compensation Board (WCB) Function (Nova Scotia)



Overview


This paper is designed to capture reflective learning of what the Workers Compensation Board offer to employees in Nova Scotia, Canada. As aspiring human resource professionals, it is vital to understand the Nova Scotia Workplace Safety System, the role of the Workers Compensations Board of Nova Scotia, the functions, legislation changes in work systems, and obligations of the Occupational Health and Safety Division of Nova Scotia. This information is needed to bounce into the HR workforce confidently.


Learning Summary of the function of WCB


How do occupational health and safety fit into Human Resources?


What is the role of Human Resource Professionals in return-to-work and post-injury?


How have systems changed?


For the most part, human resources' role in occupational health and safety involves supporting line management and the organization to ensure a safe workplace. This includes developing and overseeing policy and procedure manuals and program implementation, dealing with regulatory compliance and reporting requirements, mentoring, coaching, and training. In Nova Scotia, a relatively new system has evolved over the last ten years through the standalone agency known as the NS Workplace Safety and Insurance System. It brings together four partners known as the Workers’ Advisers Program (WAP), the Workers’ Compensation Appeals Tribunal (WCAT), the Occupational Health and Safety (OHS), and the Workers’ Compensation Board of Nova Scotia (WCB). These power keys are guarded by legislation and implemented from the legislation. The goal of the Workplace Safety and Insurance System is to enhance efficiency for workers, improve quality of service, ensure effective governance of the System, and maintain the System's financial stability. Its goal is to work together to ensure that people are healthy and safe at work, safeguard against loss, and assist in recuperation post-injury or accident. As the agency has acknowledged, they endeavor to be fair, open, and accountable in their activities.


Agency Partners of the Workplace Safety and Insurance System


Workers Compensation Board of Nova Scotia: The Workers' Compensation Board, also known as WCB, was created to administer the Workers' Compensation Act. The Act was enacted to safeguard employees and employers from occupational injuries. They eventually began providing preventative education and currently focus on establishing a workplace safety culture. The WCB is a no-fault organization, which means it covers injuries regardless of who caused them. They cover employees and employers. Workers may request and obtain financial, medical, and rehabilitation help when wounded on the job. The Workers' Compensation Act protects employers from the full cost of workplace injuries and lawsuits. Impressively, WCB covers 335,000 people and offers insurance to around 19,500 enterprises.


Workers' Advisers Program: The Workers' Advisers Program is a legislated provincial government service. They are entirely separate from the Workers' Compensation Board and provide legal assistance to people who have filed claims under the Workers' Compensation Act (WCA). The Workers' Compensation Advisory Program (WAP) is responsible for developing, administrating, and maintaining programs that provide advice, assistance, and representation to qualifying injured workers who have been refused compensation under the Workers' Compensation Act. 

Occupational Health and Safety (OHS) Department of Labour, Skills & Immigration: The Occupational Health and Safety Division functions within the Department of Labour and Workforce Development. The mission is to reduce occupational injury and illness by establishing, promoting, and enforcing clear standards. Through research and enforcement of legislation, the OHS Division works with partners to reduce the incidence of employee injury and illness, improve the understanding of occupational health and safety standards, and improve health and safety conditions in the workplace. 

Workers' Compensation Appeals Tribunal:

As a separate and independent body from the Workers' Compensation Board, WCAT, or the Tribunal, it considers appeals from workers who have been denied benefits. Workers' Compensation Board hearing officers appeal their decisions to the Tribunal, which hears and renders a decision. Claims-related or employer assessment issues may be the subject of appeals by workers. WCAT also has sole authority to decide whether the Act precludes a right of action against an employer.


Download the full paper and reference list here


Awareness of self and others in the workplace

Diminishing Bias

What you should know!


Humans are driven to bias by nature. One method through which our brain processes information and reacts is through biases. Individual beliefs and experiences shape these attitudes, which in turn affect how we see and talk to other people.

Bias is the path that leads to unequally favoring or disfavoring an idea or person, typically in a way that is narrow-minded, judgmental, or unfair. Because bias may be learned, we have seen people acquire it. Biases for or against a person, a group, or a belief are a serious problem because they often lead to systematic inaccuracy, even in the sciences and engineering. Statistical bias is caused by an unfair sample of a population or an estimating procedure that does not produce results that are generally correct. If you have learned to be biased for any reason, you should know that your biases are likely to be wrong.


There are both conscious and unconscious aspects to the biases that we develop. An active, understood, and deliberate decision to behave in a particular manner is an example of conscious bias. When you have conscious bias, you are aware of the decisions you are making and what is motivating those decisions. Unconscious bias, also known as implicit bias, refers to a person's behavior, action, or failure to act that is performed without their awareness. People who exhibit unconscious bias, as opposed to conscious bias, are unaware when they are behaving in a way that gives advantages to certain individuals and disadvantages others. Without the right training, it can be hard to get rid of unconscious bias because the person who does it isn't always aware that they're doing it.


Why is awareness of self and others important?

We can actually feel better and understand our ideals, emotions, experiences, behaviors, capabilities, and flaws through reflecting on ourselves and being self-aware of our actions. As employees, managers, directors, and business owners, we can, one way or the other, make an impact on people around us. It is important that we are self-aware not just of the people around us but of ourselves. The benefit of being self-aware suppresses not being aware. You can actually accomplish happiness at work and in relationships that we form daily simply by being self-aware. In addition, self-awareness can give us that unique sense of personal and social confidence, as well as more job satisfaction. Once you have the ability to look outward, you will understand how people see you from their perspective. When people are aware of how others see them, they are more likely to be kind to those who have different ideas. Here is what to keep in mind about self-awareness.


  • Awareness of self and others can help reduce conscious or unconscious bias.
  • It could change how we judge other people in our professional lives and help us grow professionally and personally.
  • Empathy is developed through increased self-awareness. You start to be more proactive in your line of thinking. You carefully think about how your actions might affect the people around you, especially those who are part of groups that are concerned with equity.
  • Self-awareness and awareness of others are essential building blocks for sound judgment. And it grants us the ability to direct our thoughts and actions.
  • It will help us become better at making decisions overall. It can boost confidence and leads to more direct and purposeful communication.
  • It enables us to understand and appreciate things from different viewpoints and liberates us from our preconceived notions and biases.
  • It enables us to have better control over our feelings and allows us to develop healthier connections with other people.
  • It is a stress reliever because our stress level is better controlled when we are free of excessive negative thoughts. This can lead to a genuine source of happiness. Every employee loves a happy colleague. They make our job and adaptation much better. 

How do I change my organizations awareness of bias?


They many ways to encourage self awareness and reduce bias in your work environment. You could start by investing some of your time on:

Reading & learning: The United Nations have published several articles on combating bias against different group of people. They are have great article to learn about equity.


Training: Training programs are a great place to challenge employees' preconceived notions and encourage them to think critically about the world around them. This is especially useful when trying to improve their understanding of bias and its effect on people around them. 


I encourage people to examine their own personal biases, which can have an effect on how they assess the actions of others, by playing an active part in organizations' efforts to raise awareness of issues related to equality, diversity, and inclusion.


Please feel free to reach out to us. We could provide you with additional information. I am able to assist you in generating the data and matrices you require to make decisions based on facts, as well as provide coaching and assistance for your team in regard to this topic. If you want to be successful in this endeavor, you need to be willing to learn, willing to do self-reflection physical effort, and be confident enough to ask for training.





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Progressive discipline policy



Hiya,


An example of a progressive workplace discipline policy draught is provided here as a source of reference for HR professionals and students studying HR. The idea behind progressive discipline is to let employees know when there is progress to be made in their current level of work performance. The disciplinary response from management increases with each professional misconduct, which provides employees with more time to either improve their professional conduct or ethical competence, or take responsibility for the consequences that are due to them in a fair manner. 


Here is a written policy drafted by me for Floxy Queens Enterprise Limited. It provides a means of comprehending what obligations are imposed by such policies.c


Floxy Queens Enterprise Limited, a fictitious Nova Scotia company, serves as the model for this progressive discipline policy. Floxy Queens Enterprise Limited is a small-medium-sized non-unionized business specializing in retailing beauty products. Floxy Queens Enterprise Limited has three retail offices located in Halifax and a human resource department. They are committed to maintaining a respectful and productive work environment where all employees are allowed to succeed.

Click here to download the full policy.


Progressive Discipline Policy 


To reference this work, use this format

Abumere, F. I (2022). Progressive Discipline Policy for Floxy Queens Enterprise Limited. Nova Scotia Community College. www.flourishabumere.com