We are proud to celebrate the successful completion of NODDING training for our 3A champion staff — marking an important step forward in strengthening person-centred communication across our organization.

A multidisciplinary group from 3A came together for an immersive 2.5-hour training session, with representation from management, patient flow, nursing, and social work. The session was co-facilitated alongside four Patient and Family Advisors (PFAs), whose lived experiences brought powerful depth and authenticity to the learning.

The training provided a deep dive into empathy in healthcare — exploring common thinking traps, recognizing patient cues, and building the skills needed to foster meaningful, patient-centred interactions. PFAs shared real-life stories that highlighted the profound impact empathy has on patient experience, safety, and trust.

Participants actively engaged in hands-on role play, demonstrating the core elements of NODDING:

• Developing trust
• Interacting meaningfully
• Noticing patient cues
• Being genuine

These skills move beyond introduction and into intentional connection — enabling patients and families to feel heard, understood, and empowered to co-design their care.

3A will serve as the pilot unit for NODDING implementation, with rollout supported by the Patient and Family Centred Care (PFCC) team and led by our trained champion staff. This work reflects our continued commitment to embedding empathy into everyday practice — not as a soft skill, but as a critical driver of safety, quality, and patient experience.

The compassion and dedication demonstrated every day by the staff, professional staff, volunteers and learners at Thunder Bay Regional Health Sciences Centre (TBRHSC) is second to none; which is why celebrating Employee Recognition Week is so important. We, the Board, recognize the collective commitment to the health of patients and families of Northwestern Ontario is what sets us apart. In March we set aside a week to express our appreciation through small gestures, recognizing the dedication and exceptional work of those who support patient care – both directly or indirectly.

As a part of this celebratory week, we also hold our iCare Impact Awards – a forum for staff to recognize others for their efforts and outcomes that positively impact our patients and their families. This year’s winners reflect what our people do each and every day:

• Equity, Diversity, & Inclusion Award – Trisha Desa, Registered Nurse (RN), for her work practicing trauma informed care in the Neonatal Intensive Care Unit and implementing culturally appropriate breast/chest feeding prenatal classes in collaboration with community partners.
• Patient Experience Award – Linda Buchan Centre Staff, as the staff consistently go above and beyond to support patients during highly stressful situations. They work collaboratively to ensure each patient feels comfortable and receives the highest quality of care possible.
• Staff Experience Award – Anne Purves, RN, Manager of 3B Surgery, for her outstanding leadership, dedication, and unwavering commitment to fostering a supportive, inclusive, and psychologically safe work environment.
• Research, Innovation & Learning Award – Clinical Nurse Specialists, Interprofessional Educators, and Nursing Practice Leaders, for their transformative work in the nursing on-boarding process, driving an innovative, dynamic, and continually evolving program that directly strengthens the organization’s nursing workforce.
• Sustainable Future Award – Open Doors Career Showcase Organizing Committee, for their innovative recruitment and retention initiative effort in designing an inclusive event that proactively builds our future workforce and fosters a culture of belonging.
• Vision Award – Miskwaa Biidaaban (Indigenous Collaboration department), for the work the Indigenous Care Coordinators (ICCs) do to support Indigenous patients receiving care at TBRHSC. The ICCs work tirelessly to ensure Indigenous patients feel they are supported, receiving equitable care, having their voices heard in their care plan, and ensuring Indigenous patients are receiving care in a culturally safe environment.
• Strategy In Action Award – Cook Serve Meal Program Service, for their dedication and hard work in the implementation of the Cook / Serve program, where meals are prepared in real time. This allows for a higher quality and more varied menu for patients, which has improved patient experience.

Congratulations to all our award winners and nominees for their work in advancing our vision of exceptional care for every patient, every time.

This month, we also celebrate the generosity of our volunteers and Patient Family Advisors, who give so freely of their time. Their contributions to our Hospital community are invaluable, enhancing the care experience for patients and families and making our organization a warm and welcoming place. If you know or see a volunteer, please take this opportunity to thank them for their incredible commitment, and the meaningful difference they make in our community.

I would also like to recognize the volunteer members of the Board of Directors. Thank you for gifting your time and talent to guide the Hospital’s priorities, provide strategic direction and oversight in order to improve the quality of care for patients and families of Northwestern Ontario.

Finally, coming up next month, surveyors from Accreditation Canada will visit our Hospital. Accreditation ensures we meet nationally endorsed standards, provides a formal process for ongoing evaluation, and allows for discussion of education and training. We look forward to sharing details from the survey with the community when they are available.

Shared on behalf of Quality and Risk Management

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Please be advised that the Hospital’s Integrated Risk Management policy (QM-180) has been revised. 

Actions Required

• All – Review the updated policy to familiarize yourself with key policy changes and as a refresher on procedural steps. The approved updated policy is attached for reference and is now available on the iNtranet .
• Managers – Review this memo and the attached poster with your staff during Safety/Quality Huddles and post in your department.

Policy Changes

• Policy Statement:

The Hospital is committed to high standards of care and patient safety. Risk management is embedded within day-to-day business, in addition to informing strategic and operational planning. Integrated Risk Management (IRM) at the Hospital is a coordinated, organization-wide approach to identifying, assessing, mitigating and monitoring risks that could impact patient safety, clinical outcomes, staff well-being, finances, reputation and compliance.   

• Scope Change:

Contract employees added. 

• Definitions:

Definitions have been refreshed.

• Roles and Responsibilities Updated:

5.6 All Workers (staff, professional staff, learners, volunteers and contract employees) will:

• identify actual or potential risks and report them to their manager/leader;
• safely conduct work and make daily decisions using the Risk Assessment Tool (Appendix B) and Risk Impact/Likelihood Matrix (Appendix C);
• conduct Occupational Health and Safety (OHS) risk assessments in accordance with policy OHS-os-251 Risk Assessments; and,
• report Patient Safety Incidents via the Incident Learning System (ILS) as per policy QM-60 Incident Learning System: Reporting, Investigation, and Trending of Incidents and Near Misses (excluding volunteers and security staff who will bring the information to their manager).
  
• Procedure Updated:

6.1 All Department/Program Leaders will:

• incorporate discussions on quality and IRM in team meetings and Director/VP meetings on a regular basis 
• Appendix B Updated:Risk Assessment Tool updated to the most recent version provided by HIROC (see updated policy/attached poster).

• Appendix C New:Added TBRHSC Risk Impact/Likelihood Matrix (see updated policy/attached poster).

Process Reminders

• Please see the attached poster.  

 If you have any questions, please email: TBRHSC.QualityandRiskManagement@tbh.net For more resources related to risk management (including Risk Register and Risk Assessment Checklist), please visit the Risk Management tab on the iNtranet:  

Ribbon Skirts are a meaningful expression of culture, identity, and resilience. Worn by Indigenous women, girls, and two-spirit people across North America, they carry deep cultural and spiritual significance, reflecting connections to the land, ancestors, and community. Each ribbon skirt is unique. The colours, fabrics, and designs often hold personal meaning, honouring family, Clan, and individual stories. Whether worn during ceremonies, at pow-wows, or in everyday life, Ribbon Skirts are a visible expression of pride, strength, and belonging.

The priority of Equity, Diversity, and Inclusion identified in Strategic Plan 2026 ensures that the Thunder Bay Regional Health Sciences Centre embeds equity, diversity, and inclusion in all aspects of its operations, providing a culturally safe experience for all patients and staff.

Throughout April, we invite staff to wear their Ribbon Skirts in recognition of Ribbon Skirt Month and to celebrate the strength and beauty of Indigenous cultures.

As shared by Myra Laramee, Grandmother of Fisher River Cree Nation: “When you put on your skirt, you are showing Mother Earth who you are.” Click here to learn more.

For more information on Ribbon Skirts, click here.

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April marks Be A Donor Month in Ontario, a time dedicated to encouraging individuals who haven’t yet signed up to consider organ and tissue donation. In Ontario, 1,400 people on average are waiting for a lifesaving organ while thousands more are in need of a transformative tissue donation. Increasing the number of registered donors enhances the likelihood of saving lives for those needing transplants. It takes two minutes to register at beadonor.ca, and by doing so, you can offer hope to those who are waiting for a critical transplant.

Thank you to all staff who completed the 2025–2026 Annual Corporate LMS modules through Dual Code by the March 31 deadline. Your commitment to mandatory learning supports a safe, knowledgeable, and compliant workplace.

The LMS is currently in a short blackout period while course content is being updated and refreshed for the 2026–2027 learning cycle.

We will share an update once the new modules are available.

Shared on behalf of Rae-Anne Robinson, Lead, Equity, Diversity, and Inclusion

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April is Diversity Month — a time to recognize, celebrate, and honor the wide range of backgrounds, perspectives, and experiences that make up our workforce and the communities we serve.

Diversity includes differences across many dimensions, such as race, ethnicity, gender, age, disability status, religion, sexual orientation, and life experiences — all of which shape who we are.

In health care, embracing diversity is essential to providing respectful, patient centred care. When employees feel respected and included, they are more engaged, collaborative, and better able to provide high-quality care.

How We Can Celebrate Diversity Month

• Take time to learn more about cultures, traditions, and perspectives different from your own.
• Foster respectful dialogue with colleagues and patients, and be mindful of how language, behaviors, and unconscious biases affect others.
• Encourage an environment where everyone feels heard and valued.

Moving Forward Together

Diversity Month reminds us that our differences are not barriers—they are strengths. By embracing diversity and practicing inclusion every day, we create a healthier workplace and provide better care for the communities we serve.

Let this month serve as a starting point for continued learning, compassion, and connection. Together, we can build a culture where everyone — staff and patients alike — feels respected, supported, and valued.

You can learn more about Celebrating Diversity Month here: https://www.stompoutbullying.org/blog/diversity-month