Information Box Group
President's Pancake Breakfast Learn more
All students, faculty, staff and community members are invited to join President Tighe on September 17, 2025 for a celebratory breakfast in honour of McMaster’s strong history and bright future ahead.
Workplace supports
Volunteer Opportunities Learn More
We are committed to creating and linking McMaster employees to meaningful volunteer opportunities which allows for personal and professional development, provides networking and collaborative opportunities across the University, mobilizes and supports community-driven change, and builds partnerships with the greater community.
Employee Networks Learn more
Employee Resource Groups (ERGs) and Affinity Groups are typically based on shared interests and identities and foster a sense of community and belonging for members within an organization.
New Employee Orientation Learn more
The New Employee Orientation (NEO) program is designed to be an informative and highly interactive virtual experience to welcome new employees to the University. Join fellow new hires for an engaging session of learning about the University’s mission, structure, culture, and some key services. Plus, you have an opportunity to network with colleagues across the organization!
Start your own book club with a Book Club Kit! Learn more
Book Club Kits encompassing themes of identity and diverse perspectives are available from the Health Sciences Library. Each kit contains 10 copies of each title along with discussion questions and are available to borrow by members of the McMaster Community.
Games Library Learn more
Board games, cards, puzzles (and more) are available for faculty, staff and students to borrow through our University Libraries. Grab a friend and enjoy a fun break!
McMaster Children's Party Learn more
The McMaster Children’s Party is an annual event that invites employees and retirees to bring their families to campus for a seasonal celebration. Designed to create meaningful connections between work and home life, the event features festive activities, crafts, and treats in a welcoming and inclusive environment.
Employee Awards & Recognition Programs Learn more
Our comprehensive awards and recognition programs honour the many ways our staff and faculty contribute to the university’s mission—from long-standing service milestones to exceptional achievements that go above and beyond.
Employee Appreciation Resources Learn more
At McMaster University, employee appreciation is more than a single event—it’s a year-round commitment to recognizing the contributions, talents, and dedication of our faculty and staff. This webpage highlights how we celebrate our people, offering ideas and resources to help teams express gratitude in meaningful ways and build a stronger, more connected workplace.
Evidence that informs social well-being in the workplace
The following literature explores social well-being in the workplace context.
Dutton, Workman, and Hardin examined how compassion has been studied in organizations and how it can be embedded at an individual, relational, and systemic level. While suffering within an organization can be pervasive and entail financial, emotional, and physical costs, compassion at work can yield individual benefits in terms of better physical and mental health, decreased symptoms, and the promotion of healing from ill health.
Waters (2012) conducted a study assessing gratitude practices at an individual and organizational level in a workplace setting. The evidence shows that organizational gratitude interventions and embedding gratitude practices into the organizational culture could enhance and sustain job satisfaction.
High-quality connections (HQCs) are short-lived dyadic relationships that the people involved perceive to be positive because of the uplifting sensation that a genuine interest can spark in them (Stephens, Heaphy, & Dutton, 2012).
The underlying rationale is that relationships contribute to individual growth, with social support and trust being key in the development of organizational features such as cooperation and trustworthiness.
HQCs have been correlated with several organizational and individual outcomes, including performance and health (Stephens et al., 2012). Interestingly, the interaction between cognitive, emotional, and behavioral individual mechanisms and the organizational practices can amplify or diminish outcome