Humber Polytechnic enables employee belonging

When Regan Mancini first entered the main doors of the North Campus of Humber Polytechnic, she says she felt that it was a place of possibilities.

“It’s not something I can really explain, but I can say that it has proved to be true,” says Mancini, institutional planning specialist. “I was quite amazed at what I saw. One example would be the Indigenous cultural markers. I learned what they were and was really impressed that Humber had invested in this.”

The cultural markers are sculptures and installations throughout the campuses that place Humber in the context of the long history of Indigenous peoples on the land. Another favourite example of Mancini’s is the Humber Arboretum, a public garden, conservation area and educational centre. She says she walks there every chance she gets.

Mancini also appreciates that Humber created the Office of Equity, Diversity, Inclusion and Belonging (EDIB) in December 2023 and brought it into the same portfolio as its Office of Sustainability. “They recognize the linkages between sustainability, equity and Indigenous education. I applaud them for that,” she says.

Jennifer O'Brien, vice-president, people(s), culture and organizational excellence, notes that embracing and supporting the unique and diverse experiences of employees is key to Humber's overall inclusive employee culture and experience.

Jason Seright is Humber’s vice-president, inclusion, belonging and student experience. Growing up in Western Canada, he had no desire to move to big city Toronto but made the move when he was approached about taking this position. “Once I came, I realized I'm working with some amazing people,” he says. “And the fact that they even created this division, and my position, were things that told me I'm in the right place. I feel this is the best move I've made in my career.”

Belonging and equity are building blocks of Humber’s recently released strategic vision “Building Brilliance.”

There are several strategic initiatives that help contribute to the overall employee experience at Humber. These include a Well-Being Strategy which aims to embed health and well-being throughout its campus culture; a bold commitment to sustainability which puts Humber on target to achieve net-zero carbon in 2029; and Humber Polytechnic's EDIB Action Plan, built on work started in 2018, was created through collaborative discussions with students, staff, faculty and administrators. The plan outlines four priorities: inclusive campus culture and organizational leadership, equitable student success, EDIB curriculum innovation and community engagement and collective action. Each priority has action items, such as building on EDIB learning and development materials to deliver EDIB onboarding, mandatory programs for employees and creating a leadership community working group made up of EDIB thought leaders.

“We want all of our employees to feel that they belong here,” Seright says. “As an Indigenous person, and I think for other under-represented peoples, when we go into certain places, they are not always welcoming and so we don’t stick around. We want our staff to feel like this is a safe place for them.”

Seright says that by creating this kind of space, Humber gives employees a chance to learn from each other. “I have co-workers who will ask me about Indigenous culture or history and because they’ve asked me, I will then ask them about their culture,” he says. “When we embrace diversity and create a sense of belonging, we provide an opportunity to learn about each other, we understand each other better and there is empathy and relationship-building.”

Mancini says the school’s EDIB and Indigenous education programs have changed how she relates to the world. “I am more aware of my social positioning. As a white woman, I can see how societies have been constructed in ways that provide opportunities to some people and not to others, and the role that a post-secondary institution plays in that, and also my own personal role,” she says. “This has helped me be a better person and a better colleague.”

This article appeared in the magazine announcing this year's Greater Toronto’s Top Employers winners, published December 3, 2024 in The Globe and Mail. This article was prepared with the financial support of the employer, which reviewed but did not write its contents.

Humber sets a new standard for sustainability

Humber Polytechnic in Toronto is on track to be the among the first polytechnic institutions in Canada to hit net-zero carbon in 2029. The institution is set to meet this target by following its Climate Action Plan, a strategy to achieve significant reductions in greenhouse gas emissions.

As a professor at Humber, Dragos Paraschiv is preparing students for a career in the field of sustainable energy. He is excited to see that this commitment to sustainability goes beyond the classroom and is an important value to the Humber organization itself.

“This is the field I teach in, so seeing it come to life in the buildings where I work is an incredible experience,” says Paraschiv, a professor in the Sustainable Building Engineering program in the Faculty of Applied Sciences & Technology.

Humber embeds sustainability into everything, from operations to academic programming, to ensure students and partners are prepared for the transition to a green economy. Its decarbonization efforts prioritize the transition from natural gas to efficient electric-based heating systems across its three campuses. These projects will eliminate most of the fossil-fuel-based heating sources on campus, including installation of a geothermal system at its North Campus and conversion from natural gas to electric heating supplying many of its buildings across the campuses.

“Sustainability leadership means setting the bar high and then surpassing it,” says Ann Marie Vaughan, president and CEO. “Humber’s commitment to net zero in 2029 is about showing what’s possible and challenging others to step up and do the same. Humber is demonstrating that institutions can move faster, act smarter, and inspire real change by committing to sustainable innovation at every level."

The institution is also focusing on the development of academic programs and professional learning opportunities related to a green economy.

Paraschiv says students in his program work on real projects with industry partners, such as partnering with the City of Toronto to perform energy audits on City facilities. “This gives students the chance to practice their academic knowledge acquired from courses in a real building and to calculate energy savings opportunities and do an economic analysis of the proposed measures.”

Students also work with Humber facilities staff, for example, analyzing energy use of a building after a retrofit. “These projects allow our students to see how, when systems operate in an efficient way, it results in better comfort for occupants, more efficient buildings, lower costs for building owners and reduced greenhouse gas emissions,” Paraschiv says. “They see that what they learn is feasible and see how it is making a difference.”

Vaughan says these student programs are an example of how sustainability is part of Humber’s identity and values. “From academic programming to campus operations, we’re equipping the next generation with the skills and knowledge to lead in a green economy,” she says. “Our sustainability investments are reducing emissions while driving long-term cost savings demonstrating that what’s good for the planet is also good for business and productivity.

“And by making our sustainability solutions open source, we’re ensuring that Humber’s progress serves as a blueprint for others. Tackling climate change requires collaboration, and we want to share our success so that industries, institutions, and communities can accelerate their own transitions to a sustainable future."

This article appeared in the magazine announcing this year's Canada's Greenest Employers winners, published April 22, 2025 in The Globe and Mail. This article was prepared with the financial support of the employer, which reviewed but did not write its contents.