Mascot mastermind
From the Calgary Flames’ Harvey the Hound to MRU’s very own Calvin the Cougar, meet the man behind some of our city’s most iconic characters.
Alumni in this issue
Aliya Abdallah
BACHELOR OF BUSINESS ADMINISTRATION — MARKETING, 2024
Dariana Al-Salam
BACHELOR OF HEALTH AND PHYSICAL EDUCATION — ATHLETIC THERAPY, 2024
Roy Bear Chief, PhD
GENERAL ARTS & SCIENCE — SOCIAL WORK, 1994
HONORARY DOCTOR OF LAWS, 2024
Eleanor Chiu, PhD
HONORARY DOCTOR OF LAWS, 2024
Wayne Chiu, PhD
HONORARY DOCTOR OF LAWS, 2024
Ashley Dixon
BACHELOR OF NURSING, 2013
Racha El-Dib
BACHELOR OF ARTS — SOCIOLOGY, 2018
Angela Faye Galeos
BACHELOR OF SCIENCE — GENERAL SCIENCE, 2024
Birhan Gezahegn
BACHELOR OF SCIENCE — CHEMISTRY, 2024
Tejas Gill
BACHELOR OF SCIENCE — HEALTH SCIENCE, 2024
Adeline Gladu
BACHELOR OF COMMUNICATION — BROADCAST MEDIA STUDIES, 2017
Kimberly Gray
BACHELOR OF APPLIED COMMUNICATIONS — PUBLIC RELATIONS, 2010
Joan Gregory STUDIES IN AGING CERTIFICATE — ADVANCED SPECIALTY HEALTH STUDIES, 2015
SOCIAL WORK DIPLOMA, 2017
BACHELOR OF ARTS — SOCIOLOGY, 2021
Hon. Ron Ghitter, PhD
HONORARY DOCTOR OF LAWS, 2024
Gord Gillies, PhD HONORARY DOCTOR OF LAWS, 2024
Grant Kelba BUSINESS ADMINISTRATION DIPLOMA, 1982
Ernesto Marrocco BACHELOR OF HEALTH AND PHYSICAL EDUCATION — ATHLETIC THERAPY, 2023
Natalie McCallum BACHELOR OF ARTS — PSYCHOLOGY (HONOURS), 2024
Kaylene McTavish BACHELOR OF COMMUNICATION — PUBLIC RELATIONS, 2014
Hon. Lois Mitchell, PhD HONORARY DOCTOR OF LAWS, 2024
Charles Osuji, PhD HONORARY DOCTOR OF LAWS, 2024
Ellen Parker
BACHELOR OF APPLIED COMMUNICATIONS — PUBLIC RELATIONS, 2008
Emma Poole BACHELOR OF APPLIED COMMUNICATIONS — JOURNALISM, 1999
Fawaz Saleem BACHELOR OF NURSING, 2024
Christina Sgaggi BACHELOR OF BUSINESS ADMINISTRATION — MARKETING, 2019
Kent Soltys PERSONAL TRAINER CERTIFICATE, 2004
Carla Tait SCIENCE AND TECHNOLOGY, 1998
Dave Turenne AVIATION DIPLOMA, 1997
Kolbi Watmough SOCIAL WORK DIPLOMA, 2024
Out
It gives me great pleasure to welcome you to the new Summit
You might have already noticed that we’ve spruced things up a bit. The layout and design have a bold professional look, and just like the classes at Mount Royal, the pages are filled with great content.
In this issue, we’re going deep on the topic of ageism. As I aspire to elder statesman status myself, I can appreciate the angst of successive generations worried about being cast aside as irrelevant, or worse, a burden. The collection of stories within shares a glimmer of hope, including how we can learn from Indigenous Elders the importance of knowledge-keeping and respect.
Also inside, what would a team be without a mascot? Calvin the Cougar and I have been on a few adventures over the years. While we’re both pretty good cheerleaders for Mount Royal, we all know I’m the better baker (see my holiday video from 2022). Unbeknownst to me, Calvin wasn’t always Calvin, and the Cougars weren’t always the Cougars — does anyone remember the Mount Royal Dolphins? I don’t, but I am glad to have the Cougars!
Whether you’re here to read about our favourite furry friend, the latest ensemble of outstanding alumni or just thumbing through this issue looking for an old(er) professor, I’m sure you’ll find something to pique your interest.
Happy reading!
Tim Rahilly, PhD president and vice-chancellor Mount Royal University
Way back with Westy
Did you know our beloved Calvin the Cougar has lived more than one life? He first arrived on the scene as Westy Wildcat, the charming mascot for the 1983 Western Canada Games. Read the full story on page 34.
Meet the team
EDITOR-IN-CHIEF
Melanie Rogers
EDITOR
Michelle Bodnar BCMM (APPLIED) ’05
DESIGN
Leslie Blondahl BCMM ’14
Astri Do Rego
Mike Poon
Chao Zhang
PHOTOGRAPHY
VICE-PRESIDENT, UNIVERSITY ADVANCEMENT
Melanie Rogers
DIRECTOR, MARKETING
Dave McLean
DIRECTOR, COMMUNICATIONS
Peter Glenn
ACTING DIRECTOR, ALUMNI RELATIONS
Erin Mason
Summit is published in the fall and spring of each year. With a circulation of approximately 64,000, each issue features the exceptional alumni, students, faculty and supporters who make up the Mount Royal community.
Summit tells the University’s ongoing story of the provision of an outstanding undergraduate education through personalized learning opportunities, a commitment to quality teaching, a focus on practical outcomes and a true dedication to communities. Celebrate yourself through Summit.
Source: Calgary Herald Aug. 3, 1983
PRODUCTION MANAGEMENT
Deb Abramson JOURNALISM DIPLOMA ’77
MARKETING AND EDITORIAL CO-ORDINATION
Bailey Turnbull
COPY EDITOR
Matthew Fox
ART DIRECTOR
Michal Waissmann BCMM (APPLIED) ’07
Reilly Donnelly
Dave McLean
Chao Zhang
ILLUSTRATIONS
Chidera Uzoka BCMM ’26
CONTRIBUTORS
Michelle Bodnar
Sade Dunn
Matthew Fox
Peter Glenn
Haley Jarmain
Nadia Moharib
Col. Dave Turenne
AVIATION DIPLOMA ’97
Rachel von Hahn
Ethan Ward BCMM ’22
ISSN 1929-8757 Summit Publications
Mail Agreement #40064310
Return undeliverables to:
Mount Royal University 4825 Mount Royal Gate SW Calgary, AB, Canada T3E 6K6
Enjoy Summit online by visiting mru.ca/Summit.
If you would like a print copy delivered to your home or office, simply email summit@mtroyal.ca.
With gratitude and reciprocity, Mount Royal University acknowledges the relationships to the land and all beings, and the songs, stories and teachings of the Siksika Nation, the Piikani Nation, the Kainai Nation, the Îethka Stoney Nakoda Nation (consisting of the Chiniki, Bearspaw and Goodstoney Nations), the people of the Tsuut’ina Nation and the Métis.
Respect your elders
Ageism, a common but often unnoticed bias, is the focus of a growing movement for change. Understanding its impact in health care and workplaces, honouring Indigenous cultures’ treatment of Elders and recognizing the unique experiences of 2SLGBTQIA+ communities in aging are essential steps forward.
The mascot chronicles
With a history as colourful as the characters themselves, sports mascots have earned their place as esteemed entertainers. MRU’s Calvin the Cougar has his own intriguing past, including close ties to the NHL’s iconic Harvey the Hound — all thanks to the creative mind of alumnus Grant Kelba.
The last word
Starting with an Aviation Diploma at Mount Royal, Col. Dave Turenne’s trajectory as a fighter pilot and squadron leader paved the way for his evolution into a lifelong learner and, ultimately, the commander of 4 Wing, Canadian Forces Base Cold Lake.
WE HEARD YOU!
We’re
making changes
In a previous issue we included a Summit Readership Survey to help us gauge how well we are doing.
Your feedback is invaluable as we continuously work to provide you with the best content we can.
You may notice this issue of Summit looks a bit different already. We have changed the size of the magazine and elements of our layout to be more contemporary and sleek, and we think we have managed to elevate the overall aesthetic of the magazine.
Celebrating 30 years
Mount Royal University’s women’s soccer program is celebrating its 30th anniversary this year, marking three decades of excellence, growth and resilience. Established in 1994 under coach Ian Fuge, the Cougars quickly rose to prominence, securing their first Alberta Colleges Athletic Conference (ACAC) Championship in just two years. This early success set the stage for a dominant era, with MRU winning ACAC titles eight times in its first 11 years. Fuge, who was named ACAC and Canadian Collegiate Athletic Association (CCAA) Coach of the Year, played a pivotal role in the team’s rise.
Key players like Carla Tait, named CCAA Player of the Year in 1996/97, helped elevate the team’s profile. The Cougars secured CCAA bronze medals in 1996/97, 2001/02 and 2003/04, along with a silver in 2004/05.
Ashley Dixon, who played from 2006 to 2010, recalls, “Winning our last game here to go to nationals was one of my favourite moments. It was a long game, going into overtime and shootouts, but we managed to pull it off, which was super nice.” She went on to earn ACAC and CCAA Player of the Year honours in 2008.
In 2012, the program moved to the prestigious Canada West conference in U SPORTS, the top level of university sports in Canada. This shift posed new challenges, but MRU’s first U SPORTS win against the University of Winnipeg in October 2012 was a turning point. Head coach Tino Fusco, who took over in 2009 and became the team’s first full-time coach in 2017, has guided the team’s steady growth. “Every season is an opportunity to grow and improve,” Fusco says. In 2022/23, the Cougars finished first in the Prairie Division with a 10-3-1 record.
Academically, over half the players each season have been named Academic All-Canadians. Team captain Isabella Chirico, a criminal justice student, emphasizes: “Being a student-athlete is all about time management and managing your emotions.”
As the program celebrates its 30th anniversary, it honours a legacy of championships, academic excellence and a bright future, poised to continue its tradition of success.
Highlights from the survey results include:
• Respondents were most likely to keep an issue of the magazine for more than a month and 60 per cent read at least most of each issue.
• Most respondents (61 per cent) said they prefer to read Summit in print, making it the main way to reach readers.
• Over 80 per cent of respondents rated Summit ’s design and writing as excellent or good.
• More than seven in 10 respondents said that the publication helps them feel proud of their association with MRU and keeps them informed about what is happening at the University.
As this issue was already in progress as we were gathering and analyzing the results, we weren’t able to incorporate all of your great suggestions this time around. But rest assured, we will! We vow to continue to create content that makes you remember your time at MRU fondly and reminds you of the valuable experience you had. Look for more articles from your fellow alumni, more timely and topical content, stories that teach, more benefits for graduates, and anything that awes and inspires.
Thank you! Your Summit is just getting started.
From the Archives | 2001/02 ACAC final
MAKING ROOM TO GROW
Dynamic hub
The revitalized G-wing will be a dynamic hub where services, activities and community thrive. At the centre, a vibrant student plaza will ignite interactions and foster meaningful engagement. Work is progressing in the space, with construction beginning in March 2025 and completion slated for Fall 2026.
The transformation of the G-wing and W-wing is made possible by a $50-million investment from the provincial government, along with a generous $15-million donation from Don and Ruth Taylor and the Taylor Family Foundation. Learn more at mru.ca/GwingRenovation
RESILIENCE AND STRENGTH
Buffalo Treaty
On Sept. 25, Mount Royal University took a significant step in advancing its commitment to indigenization and decolonization by signing the Buffalo Treaty, which represents a historic collaboration among First Nations to rejuvenate and restore the buffalo population — a vital cultural and spiritual symbol. The signing ceremony, hosted by the Kainai First Nation and the International Buffalo Relations Institute, took place in Stand Off, AB and marked the 10th anniversary of this landmark agreement.
Dr. Chad London, PhD, provost and vice-president, Academic, Melanie Rogers, vice-president of University Advancement, and John Fischer, interim associate vicepresident, Indigenization and Decolonization, represented MRU at the ceremony.
The treaty emphasizes the buffalo’s role in Indigenous cultures as a source of food, clothing and tools, as well as a symbol of resilience and strength. It commits the signatories to work together to reintroduce buffalo herds, protect their natural habitats and ensure their sustainable management.
“The signing of the Buffalo Treaty by Mount Royal University represents a pivotal moment in strengthening its ties with Indigenous communities and deepening its commitment to cultural and educational integration. This historic event not only celebrates the 10th anniversary of the treaty, but also marks a new chapter for MRU in embracing and promoting Indigenous knowledge,” Fischer said.
IN-DEMAND DIGITAL ROLES
Spatial data science
A new post-bachelor’s certificate in spatial data science at Mount Royal will enable graduates to conduct spatial analysis and discover data insights through cuttingedge technology and innovative techniques, giving them an edge in a growing job market looking for these skills.
The course, building on MRU’s new Bachelor of Science — Data Science, introduces students to geospatial tools, data and applications critical to locationbased IT solutions, drawing from geography, computer information systems and mathematics, and includes a focus on machine and deep learning. Students will receive hands-on learning opportunities to enhance classroom teaching.
“With the launch of the new data science degree and the strength of the faculty in both data science and spatial science, it made sense to offer a one-year post-graduate option to allow students to build a robust geospatial skill-set to complement their undergraduate education. The certificate also responds to international and local industry demands for geospatial education that integrates data science, particularly programming, web solutions and AI capabilities, like deep learning,” said Dr. Lynn Moorman, PhD, professor in the Department of Earth and Environmental Sciences.
The program starts in Fall 2025 with 36 seats available.
Level 2 mezzanine | Student plaza rendering for illustrative purposes only, subject to change.
PROTECTING THE LARGEST ORGAN
Skin deep studies
Chemistry alumnus Birhan Gezahegn and Assistant Professor of Chemistry Dr. Nausheen Sadiq, PhD, have come up with a novel way to test skin products for harmful ingredients.
The research duo wanted to create artificial skins that can mimic diversity. They discovered a product called chitosan, which has been used for tissue engineering and wound care, and found that, as far as they were aware, nobody has used it for elemental analysis, Gezahegn said.
Chitosan can be made to be inclusive of many skin types and ethnicities and to imitate different ages and sexes. It is far more ethical (and cost-effective) than using human or animal skin and, thanks to its antibacterial and antifungal properties, lasts a long time. Gezahegn obtained funding for the project through the Natural Sciences and Engineering Research Council of Canada Undergraduate Student Research Awards, and the pair started on their journey.
Gezahegn was particularly interested in testing a spectrum of skin products, specifically those that are touted as plant-based and vegan.
“When I say to you, ‘plant-based,’ we feel a certain level of safety, because it’s natural. But
with the increased agricultural use of fertilizers, pesticides and all the chemicals, does that translate into the products you use? That was my hypothesis going in,” Gezahegn said.
Some key findings include high levels of cadmium and lead in sunscreens.
“Cadmium and lead are 100 per cent toxic to the human body. There’s no good form of them. It’s just all bad. And so, if you’re continuously applying it to your skin, especially babies, they’re going to be extremely susceptible. What we’re worried about is with that leaching and that permeation, that’s something that’s going to stay with them either in their body or in their skin.”
They also analyzed deodorants, face, lip and body products and insect repellents, and found that “aluminum-free” deodorants actually had high aluminum concentrations.
“While most of the other products are safe, they had higher zinc and aluminum levels and these elements aren’t regulated like arsenic, lead or cadmium, for example,” Gezahegn said.
Gezahegn and Sadiq want consumers to be aware that the products they are purchasing may not be completely safe, and for producers to be more transparent and the government to hold them to account.
Their research was recognized at the International Conference on Analytical Sciences and Spectroscopy in 2023 and 2024. Gezahegn is writing a publication about their findings and is now working on his master’s in material chemistry at the University of Alberta.
MRU EXPERTS IN THE SPOTLIGHT
Media watch
“The most important local business trends of 2024”
CBC Radio, Calgary Eyeopener
Dr. David Finch, PhD — Marketing
“Opinion: Universities can build resilience in students to improve mental health”
Calgary Herald
Dr. Tim Rahilly, PhD — President
“Long after 2021 election, city releases names of donors to third-party advertisers”
CBC News
Dr. Lori Williams, PhD — Policy studies
“Calgary researcher part of team studying bed rest for space exploration”
CTV
Dr. Nick Strzalkowski, PhD — Biology, General education
“Politics aplenty as pancake breakfast circuit enters full tilt”
Calgary Herald
Dr. Duane Bratt, PhD — Policy studies
“How overcrowding impacts the world’s tourism hotspots”
The Conversation
Dr. Joe Pavelka, PhD — Health and physical education
“Here’s how Calgary school boards are handling Alberta’s classroom cellphone ban”
CTV News
Dr. Sarah Hamilton, PhD — Education
“The Science Behind ... parasocial relationships and parasocial grief after tragic death of Johnny Gaudreau”
QR News, Ongoing series “The Science of …”
Dr. Dan Devoe, PhD — Psychology
“MRU expert sounds alarm on Calgary’s surging invasive ladybug population”
CityNews
Dr. Tonya Mousseau, PhD — Biology
“For a very long time, Mount Royal has been the hub for nursing and midwifery education in Alberta.”
— DR. JOSEPH OSUJI, PHD
STRENGTH TO CARE
Continuing excellence
There’s an old adage in health-care circles: a nurse’s job is never done. Few understand this better than Dr. Joseph Osuji, PhD, who was appointed director of MRU’s School of Nursing and Midwifery this summer.
Osuji is a noted authority on medical-surgical nursing, pharmacology, nursing informatics and chronic-illness management. A Carnegie African Diaspora scholar, his extensive international collaborations, research and publications, and insights on health, homelessness and nursing workforce issues have made Osuji a sought-after speaker at conferences.
After more than two decades of dedicated teaching at Mount Royal, Osuji is driven by his passion for service and excited to advance MRU’s renowned nursing and midwifery programs in his new director role.
“For a very long time, Mount Royal has been the hub for nursing and midwifery education in Alberta,” Osuji says. “We are proud to offer a wide array of programs that serve our community by addressing critical health-care needs and providing top-notch education to our students.
“But, being a hub means that we cannot sit still. We need to continue growing and offering pathways for people to join our programs and earn credentials here because we do such a fantastic job of educating students.”
SKILLS, MERIT, DEDICATION, EMPATHY
Making an impression
For almost 60 years, the Canadian Athletic Therapists Association (CATA) has been the certifying organization for practice in Canada. It supports the profession through advocacy, education and research. Mount Royal’s Bachelor of Health and Physical Education — Athletic Therapy degree is designed to meet CATA’s accreditation requirements. Each year CATA recognizes and celebrates outstanding athletic therapists by honouring the best in the field with various awards.
Dr. Khatija Westbrook, PhD HALL OF FAME
For more than 25 years, Westbrook, an associate professor with MRU’s Department of Health and Physical Education, has been a practicing physiotherapist and athletic therapist. Westbrook has consistently espoused the importance of ethical and professional practice in the field, and those efforts have been recognized.
Past recipients of the same award were present at the ceremony. “These were all people who I’ve admired and looked up to for their lifelong contributions to the profession of athletic therapy for years,” Westbrook says. “They all said, ‘welcome to the club,’ and it feels such an honour to have joined them.”
Al-Salam, a 2024 MRU graduate, was the recipient of two awards — the CATA Scholarship and the Student Leadership award. She has already gained experience with the Calgary Stampeders’ athletic therapy team, where she worked during the 2024 CFL season.
“The small class sizes are a difference-maker in a program that involves learning hands-on skills,” Al-Salam says. “All of the professors in our department are clearly passionate about teaching and helping us get what we want out of the program.”
Marrocco first learned about athletic therapy as a student trainer with the UBC men’s varsity hockey team. “I was fascinated with athletes, athletic injuries and the process of returning athletes to their sport as soon as possible to their pre-injury state or better,” Marrocco explains.
Moving into the program at MRU gave him the opportunity to learn and develop. “The teachers and instructors that I was able to learn from, observe and model at MRU are, in my opinion, the best of the best.” Marrocco was recognized with CATA’s Memorial Award, which goes to an active living member who has demonstrated humility, empathy and commitment to the athletic therapy profession.
Dariana Al-Salam SCHOLARSHIP AND STUDENT LEADERSHIP AWARDS
Ernesto Marrocco MEMORIAL AWARD
INDIGENOUS BUSINESS GROWTH
Walk together
Mount Royal University recently welcomed Dr. Evelyn Poitras, PhD, as the Ptarmigan Charitable Foundation Chair in Indigenous Business and Economic Development (IBED).
The IBED program is a collaboration between Mount Royal and Siksika Nation’s Old Sun Community College and has been significantly enhanced by a $1.4-million gift from the Ptarmigan Charitable Foundation. These funds provided for Poitras’ appointment, where she will oversee the unique IBED undergraduate degree concentration within the Bachelor of Business Administration.
“I believe that a concept of economic sovereignty that is based on Indigenous knowledge foundations and that still lifts youth today to the standards that they need to achieve success is truly exciting. I also think of Treaty when I think of partnership. It seems to be in the spirit of Treaty to develop this kind of initiative so I am truly excited by this potential.”
Through the IBED, Indigenous students will immerse themselves in a business and management education designed specifically for them. Examples include land-based learning, Indigenous ways of knowing, involvement of Indigenous Elders and knowledge-keepers in the classroom, and cooperative education placements with Indigenous bands or organizations.
ACHIEVEMENTS
Round of applause
2024 HONORARY DOCTORATE RECIPIENTS
Mount Royal’s vision of “opening minds and changing lives” is reflected in all 2024 honorary doctorate recipients.
“MRU’s Honorary Doctors of Laws are, first and foremost, leaders and builders who have given back to their communities. The recipients have achieved great things in their fields and it was our honour to recognize their outstanding service, extraordinary standard of excellence in their work and contributions towards the betterment of society,” said MRU Provost and Vice-President, Academic, Dr. Chad London, PhD.
This year’s recipients were:
2024 GOVERNOR GENERAL’S MEDAL RECIPIENTS
The Governor General’s Academic Medal, established in 1873, is one of the most prestigious awards that can be earned by a student for exceptional academic achievement in a Canadian educational institution.
Tejas Gill was awarded the Silver Medal for achieving the highest academic standing of all graduates in a degree program. Gill graduated with a Bachelor of Science — Health Science and a cumulative GPA of 4.00.
Kolbi Watmough was awarded the Bronze Medal for achieving the highest academic standing of all graduates in a diploma program. Watmough graduated with a Social Work Diploma and a cumulative GPA of 4.00.
CENTENNIAL GOLD MEDAL RECIPIENTS
MRU’s Centennial Gold Medal award is patterned after the Henry Birks and Sons Gold Medal, which was Mount Royal’s highest award for student academic achievement from 1935 to 1985. The medal commemorates the University’s tradition of academic achievement and leadership.
Aliya Abdallah
Bachelor of Business Administration — Marketing
Angela Faye Galeos
Bachelor of Science — General Science
Natalie McCallum
Bachelor of Arts — Psychology (Honours)
Fawaz Saleem
Bachelor of Nursing
Eleanor Chiu
Wayne Chiu
Hon. Ron Ghitter
Gord Gillies
Charles Osuji
Hon. Lois Mitchell
Roy Bear Chief
A REALLY BIG DEAL
Exceptional contributions
Empowering students through experiential learning is what propels MRU’s 2024 3M National Teaching Fellowship Award recipient.
Dr. Samanti Kulatilake, PhD, an associate professor in the Department of Sociology and Anthropology, is one of only 10 recipients of the honour sponsored by 3M Canada and the Society for Teaching and Learning in Higher Education. Founded in 1986, the Fellowship honours exceptional contributions to teaching and learning at the post-secondary level.
A biological anthropologist studying human evolution and migration, Kulatilake encourages students to see themselves as global citizens, recognizing how the past affects contemporary cultural relations and inequities.
Recognized as an “Open Champion” by MRU, Kulatilake’s development of Open Access Resources underscores her dedication to the democratization of knowledge and her influence in shaping accessible education. These include the collaboratively peer-reviewed journal Ancient Lanka and a biological anthropology e-textbook widely used in Sri Lankan universities.
“To represent anthropology, the Faculty of Arts and MRU as a recipient of a 3M National Teaching Fellowship Award is an incredible honour,” Kulatilake says. “It is a gift I proudly share with colleagues, students and communities that I serve here and in Sri Lanka. This recognition inspires me to further explore pathways to develop transversal skills among undergraduates at MRU and beyond.”
SPECIAL COLLECTION
British Satire
The Mount Royal Archives and Special Collections holds an expanding collection of British satirical cartoons from the late-18th and early-19th centuries. These printed forms of visual satire provided valuable social commentary and conveyed political critiques at a relatively low cost, making them accessible to a wide audience. Satirical works from this period often lampooned English society, poked fun at notable individuals and offered humorous or mocking news coverage of local and international events. Factors such as a revival of political parties, the relative freedom of the press and technological developments in print production all contributed to what is often regarded as the Golden Age of British satire. Mount Royal’s collection contains works from prominent satirists of the period, including Thomas Rowlandson (1756–1827) and Isaac Cruikshank (1764–1811), whose caricatures helped establish a tradition of visual satire that endures in today’s comics and political cartoons.
Community-based research making real-world impact
Words by Ethan Ward
Research is about breaking boundaries, testing the limits of knowledge, applying expertise for a greater good and changing the world around us. Every researcher is a changemaker, and as an Ashoka Changemaker Campus, Mount Royal is dedicated to celebrating research excellence and supporting the role of a knowledge-seeking community along with the contributions of students and faculty.
“Research is our faculty and students embracing and advancing the most current thinking and practice in their fields," says Dr. Connie Van der Byl, PhD, associate vice-president, Research, Scholarship and Community Engagement at Mount Royal.
BRINGING PEOPLE DOWN TO EARTH
Digging through the soil might not be the first place you’d expect to find community, but for soil scientist Dr. Mathew Swallow, PhD, an associate professor in the Department of Earth and Environmental Sciences, that is where the strongest connections are found.
Currently, that involves two outreach projects, one focused on research and another on community engagement. But both are connected through soil and community.
Swallow’s research partnership examines ranching practices and land-management strategies so ranchers, farmers and agricultural producers can improve the soil health of their land.
Soil is tested from benchmarking sites over several years to determine how specific land-management practices affect the land. This involves extensive collaboration and, as Swallow notes, the research is partly an active conversation between academics and ranchers to produce the best solutions.
Swallow also uses soil in community outreach through his participation in Soil Camp, created in a partnership between University of Calgary Associate Professor Dr. Miwa Takeuchi, PhD, and the Calgary Catholic Immigration Society, with Swallow joining a year after its creation. Other collaborators include Sophia Thraya, Dr. Mahati Kopparla, PhD, and Anita Chowdhury. Soil Camp is a trans-disciplinary project funded by the Social Sciences and Humanities Research Council of Canada. Swallow does not perform any research for this particular project, but he does help create and teach fun soil-based activities for kids.
“They learn about all the organisms in the soil, and they begin to empathize with the land itself . . . When you learn you have a relationship with something as abstract as soil, it becomes much easier to understand and empathize with other people.”
BETTER BONE AND JOINT HEALTH FOR ALL
Creaky knees and aching shoulders are just a couple of unpleasant reminders of the inexorable march of time and the effect it has on the body.
For Dr. Breda Eubank, PhD, assistant professor in MRU’s Department of Health and Physical Education, these common ailments that are often overlooked as simple facts of life are a focus of her research.
Bone and joint health conditions are issues almost everyone will experience in their lifetime. And as Eubank points out, these conditions are ignored because they are not life-threatening. However, they can result in detrimental impacts on an individual’s quality of life.
This is why Eubank devotes much of her research to improving care for patients experiencing such issues. Part of that research program is participating in the Musculoskeletal Transformation Program, an initiative of the Bone and Joint Health Strategic Clinical Network of Alberta Health Services.
Eubank and her colleagues in the group are dedicated to improving health outcomes for patients living with bone and joint conditions. As Eubank explains, that means “helping the community to better find the right provider, the right treatment, within the right time frame and with the right outcomes.”
On the radio, Hockey Calgary was talking about how they were going to require one parent or guardian to complete a program on respect if they wanted their children to play hockey.”
— Dr. Julie Booke, PhD
BOOSTING BETTER BEHAVIOUR IN SPORTS
Dr. Julie Booke, PhD, began her journey into communityengaged research while simply driving to work. “On the radio, Hockey Calgary was talking about how they were going to require one parent or guardian to complete a program on respect if they wanted their children to play hockey. I thought that was super interesting,” Booke says. Having already researched the impact education programs have on behaviour, Booke thought this would be a perfect opportunity to continue research in that area, and she reached out to Hockey Calgary.
“That was my first step into the community in this area of research.”
Booke, an associate professor at Mount Royal in the Department of Health and Physical Education, researches the culture of respect in sports and bully prevention programs. One outcome of the partnership was the organization working with Booke on a textbook chapter on discussions surrounding the implementation of the Respect in Sport program, now taught in her department.
Booke’s work also caught the attention of a Calgary swim club that was examining its anti-bullying measures. Booke joined up with the anti-bullying organization Dare to Care to generate policy implementations for the swim club.
What are current employment trends and how can we keep up?
Portrait illustrations by Chidera Uzoka
One question — multiple viewpoints
TRAINING UP
Dr. Evan Cortens, PhD
Dean, Faculty of Continuing Education and Extension
Today’s workplace is changing at an unprecedented rate, and upskilling and reskilling has never been more critical. The rapid pace of innovation demands that employees acquire new skills to adapt to the evolving landscapes. Employers are also looking to close the skill gaps within their organization to respond to market needs.
Continuing education programs deliver crucial solutions for individuals and organizations. They provide targeted, competency-based learning opportunities that enable professionals to swiftly acquire skills and knowledge in specific areas. These areas span from leadership, mediation, project management, supply chain, environmental, social and governance (ESG) reporting, to digital media and cyber security.
Continuing education programs offer learners a flexible and efficient pathway to expand their capabilities and enhance their employability. For employers, they provide a means to rapidly equip teams with the specialized skills necessary to maintain competitive advantage.
Learn more at mru.ca/ContEd
FLEXIBILITY AND AUTONOMY
Dr. Rachael Pettigrew, PhD
Associate professor and chair, Department of General Management and Human Resources
Employees have always had higher levels of engagement in roles that offer more flexibility and autonomy. Employers that offer employeesupportive policies have greater employee retention, reducing recruitment and onboarding costs. The pandemic necessitated the pivot to remote work, and those who were so fortunate to be able to work virtually experienced increased flexibility, schedule autonomy, reclamation of commute time, fewer distractions, and marginalized or racialized employees reported experiencing fewer micro-aggressions. Despite research indicating that employees working remotely actually worked longer hours, post-COVID employer skepticism has led to some employees being called back into the office full-time, essentially losing the gains remote work offered and resulting in lower employee satisfaction and higher turnover.
It is challenging to remove beneficial policies without negatively impacting employee satisfaction and retention. Today, job hunters are seeking employment that helps them better balance work, life and care responsibilities. Employers recruit more easily when allowing employees to work from home a couple of days a week. Hybrid policies allow for employees to perform focused work remotely, while also bringing employees together on anchor days where they can perform work that needs to be done collaboratively and in-person.
OPPORTUNITIES EVOLVE WITH SOCIAL CHANGE, TECHNOLOGY
Gillian Hynes, MBA, CPHR
Former assistant professor, Department of General Management and Human Resources
The Canadian job landscape evolves, responding to societal, technological and workplace changes. While there continues to be a need for traditional employment, demand for the jobs of tomorrow is increasing. With Canada’s shift towards a lowcarbon energy future, there is growth in green and sustainable jobs, including sustainability managers, ESG legal risk roles, and technical roles in emissions reduction or hydrogen fuel, to name a few.
This focus on sustainability also translates into advancing social equity. Diversity, equity and inclusion practitioners are growing in numbers and crafting strategies for creating equitable and inclusive workplaces. Organizations must also respond to the Truth and Reconciliation Commission’s calls to action. Roles like reconciliation practitioners assist in developing reconciliation action plans, and Indigenous community engagement advisers foster relationships with Indigenous communities.
Post-pandemic, organizations also want to improve employee experiences, leading to roles focused on listening to employees and supporting hybrid, remote and in-person models. Big data and artificial intelligence continue to grow with job demand increasing in cloud computing, data science, machine learning and product development.
Today, people want purpose and challenge from many careers, which exists in the evolving labour market. To remain competitive, people should build transferable skills and pursue upskilling and reskilling initiatives to keep themselves relevant and employable.
2024
Mount Royal University is a unique place that celebrates alumni who are authentic, bold and inquisitive; who create belonging, transform systems, open minds and change lives.
Words by Matthew Fox
Kent Soltys
Personal Trainer Certificate, 2004
Soltys is transforming the future of nursing
After completing his Personal Training Certificate at Mount Royal, Soltys went on to earn his Bachelor of Science in Nursing at Vancouver Island University. As a clinical nurse educator for more than 14 years, Kent Soltys has learned to see the big picture. Serving as senior support to new nursing staff in various care settings for Vancouver Island Health Authority, Soltys realized that by solving one problem, he could solve many more related to health-care’s staffing crisis. So, he created the MICRO (Manageable, Identifiable, Collaborative, Relevant/ realistic/repeatable, Ongoing reflection/re-evaluation) goal-setting framework to help nurses prioritize their days and lower their workload anxiety, leading to better time management, greater job satisfaction and less burnout. Soltys has shared the framework widely at the Canada West Health Leaders Conference and via the Canadian Nursing Journal to help translate theoretical concepts into practical applications for the betterment of health-care leadership.
“His contributions to nursing, coupled with his bold and ambitious spirit, make him a role model for current and future generations of Mount Royal alumni,” says his nominator, colleague Erin Drebert.
Photos by Reilly Donnelly
Ellen Parker
Bachelor of Applied Communications — Public Relations, 2008
Parker is a bold public relations maven
Entrepreneur and philanthropist Ellen Parker founded Parker PR in 2014 and the communications firm has entrenched itself as an innovative and ethical leader in Calgary’s business community ever since. From local startups to global brands, Parker’s namesake award-winning business is known for developing authentic relationships, collaboration and bridge-building. Active on numerous community boards, Parker’s volunteer work also connects philanthropic leaders with community needs, while Parker PR encourages clients to align themselves with a charitable organization of their choice. “Her ability to inspire others to join her in making a positive impact is truly commendable. It is evident that Ellen has a deep commitment to social responsibility and community development,” says Hon. Lois Mitchell, a former lieutenant governor of Alberta who endorsed Parker’s nomination. At MRU, Parker supports the next generation of public relations experts as a guest lecturer and committed alumni volunteer, including providing insightful recommendations for program design and development.
Kimberly Gray
Bachelor of Applied Communications — Public Relations, 2010
Gray is opening minds through storytelling
As co-producer and co-director of the documentary The , communications consultant Kimberly Gray tapped into her sage storytelling background to showcase the Calgarians and rural Albertans who are advocating for regenerative agricultural practices to improve our food, health and environment. The film won Best Documentary Production Under 30 Minutes at the Alberta Media Production Industries Association’s annual Rosie Awards, and Best Short Documentary at the 2023 Central Alberta Film Festival. Gray empowers future storytellers as a public relations instructor at MRU and the University of Calgary, sharing wisdom and connecting her students with volunteer and job opportunities. In her role, Gray encourages her students to define, explore and express their authenticity — in other words, “to be brave enough to follow what excites them and figure it out as they go,” says Gray’s nominator, colleague Alex Kingcott. Having formed her own production company, Gray is doing just that, with plans to continue sharing compelling stories in
Christina Sgaggi
Bachelor of Business Administration — Marketing, 2019
Sgaggi is redefining leadership in the digital industry
Christina Sgaggi has been dubbed a “quiet hero” by Park Digital’s Geoff Hughes, her employer, nominator and fellow MRU grad. As Park’s creative director, Sgaggi fosters inclusive spaces, brings innovative approaches to her clients and weaves her transformative leadership style into her workplace and communities. “In an industry where female creative directors are rare, Christina has emerged as one of the most innovative and influential leaders, demonstrating maturity and wisdom beyond her years,” says her mentor and peer, Stefan Smith, creative director at Funday. “From her early days as a junior member at Park, I have watched her evolve into a dynamic and visionary creative director, collaborating with global brands and leaving an indelible mark on every project she undertakes.” Sgaggi’s commitment to inclusivity and belonging is epitomized by her role as a founding member of the Rotary Club of Calgary Connect, where she’s been pivotal in orchestrating a shift from a traditionally male-dominated demographic to a more inclusive and diverse assembly of young professionals.
Emma Poole
Bachelor of Applied Communications —
Poole is an authentic communicator
From Calgary to Kyiv, communications expert Emma Poole has made an indelible mark on her communities and profession. A Calgary Herald reporter early in her career before joining the Calgary Police Service 17 years ago, Poole leads the CPS public affairs/media relations unit and has established herself as a respected leader in the formidable landscape of police communications. “Emma’s insightful expertise has played a pivotal role in navigating CPS through a multitude of challenging circumstances . . . the COVID-19 pandemic, the aftermath of George Floyd’s murder, the evolving and escalating protest environment, our pledge to antiracism, political tribulations, public safety issues and numerous other critical situations,” says Deputy Chief Chad Tawfik. Poole also contributed her expertise while serving with Global Affairs Canada, providing invaluable training and helping to build a media centre for Ukraine’s newly established Patrol Police Service. Poole remains strongly connected with MRU, championing a partnership between CPS and MRU to support work-integrated learning opportunities for communications students.
Kaylene McTavish
Bachelor of Communication — Public Relations, 2014 McTavish is a champion for belonging
If just one photo could represent inclusivity at Mount Royal, Kaylene McTavish’s portrait would be a candidate. In the words of her supervisor and nominator, Alena Boczek, McTavish’s “journey from a Bachelor of Communications graduate to her current role as manager of student experience epitomizes a profound commitment to nurturing a sense of belonging within the Mount Royal community. Belonging isn’t merely a value for Kaylene; it forms the bedrock of her mission.” McTavish has revolutionized student engagement at MRU, demonstrated across the student experience through initiatives like All-Access NSO (New Student Orientation) to support neurodiverse students, the Indigenous Grand Entry to honour cultural heritage, and McTavish even designed and distributed the iconic MRU “I heart this place” T-shirts, initially given to students and staff who volunteered at NSO events. McTavish’s dedication to ensuring “every voice is heard and every person is valued has transformed Mount Royal into a beacon of inclusivity and acceptance,” Boczek says.
Racha El-Dib
Bachelor of Arts — Sociology, 2018
El-Dib is changing lives through advocacy
The MRU Alumni Association would like to thank TD Insurance for their ongoing support of the Outstanding Alumni Awards.
Responding to the tragic loss of her sister, Nadia, to domestic violence in 2018, Racha El-Dib established Nadia’s Hope Foundation to raise awareness of intimate partner violence. The Foundation conducts education, advocacy and outreach to prevent all forms of domestic abuse, and helps victims’ families with financial relief for funeral costs. “Racha consistently puts her own trauma and grief aside in order to help others, and she does so willingly with the ultimate goal of creating a safer community,” says her nominator Haley Jarmain, who featured El-Dib in a 2023 Summit article. El-Dib’s work includes making impactful public remarks and school presentations. “[In my] 15 years of investigating domestic homicides in our city, Racha is the only family member of a victim who is doing this type of advocacy,” says retired CPS detective Dave Sweet. “This punctuates what kind of strength and courage it takes to put yourself out there for the betterment of others who may hear your message and respond, get help, get out and survive.”
Editor’s note
“Ageism is arguably the last form of prejudice and embedded discrimination yet to be considered taboo,” says James Stauch, an adjunct faculty member with Mount Royal University’s Institute for Community Prosperity. Common stereotypes about older people include that they have low energy, are unattractive and are medically fragile. They can be delegated to substandard care homes and socially isolated, no matter where they live. Sometimes, they’re made to seem burdensome, cranky and hard to deal with. Modern technology? Don’t bother; it’s beyond them. Then there are systemic and internal systems that foster ageism.
This type of discrimination, more often than not, is socially condoned and not addressed. However, there’s a shift to more research and resources to tackling its pervasiveness . . . and illuminating the opportunities an aging society provides. In fact, the United Nations has deemed 2021 to 2030 the Decade of Healthy Aging, with the World Health Organization leading the charge. Four areas of action are age-friendly environments, combating ageism, integrated care and long-term care.
In the coming pages, we consider ageism and how the treatment and perceptions of older people can begin to change. We look at ageism in health care and in the workplace, how Indigenous cultures treat (and revere) their Elders, and how experiences of aging can be unique in 2SLGBTQIA+ communities.
As with most of the world’s difficult problems, the solutions start with ourselves.
We are all future older people
Ageism is often most visible within health-care systems and when older people are at their most vulnerable.
Words by Peter Glenn and Michelle Bodnar
The World Health Organization suggests that, “ageism may now be even more pervasive than sexism and racism.” Youth and beauty are coveted to extremes, with prepubescent girls using anti-aging skin creams and care products, and people in their 20s getting Botox injections. Negative stereotypes around aging are not going anywhere, and their effects are most clearly seen within health-care systems.
Unfortunately, the pandemic provided the perfect circumstances to reveal ubiquitous ageism in society, and with serious consequences.
According to Aging & Thriving In the 21st Century, a report produced by MRU’s Institute for Community Prosperity in co-operation with the ATCO Group, through the first two waves of the pandemic more than 80 per cent of all COVID deaths in Canada were of those living in long-term care facilities (LTCs), the highest rate of any Organisation for Economic Co-operation and Development member country. About 63 per cent of LTCs nationwide had experienced outbreaks by September 2021, and more than 15,000 residents had died.
The offensive hashtag #BoomerRemover became sadly popular at the time.
Canada’s population is aging rapidly, and with that comes a need to rethink how we treat our older people and study our internal biases. Environics Analytics estimates that as of 2023 there were about 7.6 million people aged 65 and older in Canada. By 2043, about one in four Canadians will be 65 years old or above, which equals more than 11 million people. Currently there is a shortage of health-care workers focusing on aging health, even though as of July 1, 2024, there were 965 centenarians (a person 100 years old or older) living in Alberta, according to the Alberta Treasury Board and Finance.
Mount Royal University’s Chair in Older Adult Health (a position funded by the Riddell Family Charitable Foundation) Jocelyn Rempel is keenly aware of this growing segment of the population. Rempel is a registered nurse, consultant and MRU faculty member, and says, “As people age, they undergo numerous transitions and face various losses, particularly in physical and mental health. Social changes often lead to isolation and loneliness and navigating these changes can be challenging for an older person, especially in a system that is quite siloed in nature.”
Over the course of the past 100 years, improvements in health care have added 20 years to the life expectancy of Canadians. The system is excellent at increasing lifespans, but society is at a loss as to how to properly treat older people, who still have a lot to offer.
Ageism can influence treatment decisions, with older adults sometimes receiving less aggressive or inferior treatment options compared to younger patients, contributing to a lower quality of life. Older adults may also feel dismissed or belittled, leading to avoidance of health-care settings altogether, which can result in worsening conditions.
“Managing multiple chronic conditions is complex and resource-intensive, requiring co-ordinated care to avoid treatment duplication,” Rempel says. “Our negative societal view towards aging doesn’t attract many specialists into this area of work. This shortage impacts the quality and accessibility of care. Despite older adults being the highest users of the health-care system, geriatric care remains chronically underfunded.”
particularly in physical and mental health . . .
Navigating these changes can be challenging for an older person, especially in a system that is quite siloed in nature.
Jocelyn Rempel , MRU Chair in Older Adult Health
When do we get ‘old’?
“Old age” itself is difficult to define, and made even trickier by the fact that internalized ageism (discriminating against ourselves as we age) starts young, says Joan Gregory, an MRU alumna who returned to school in her mid-50s. It was health that led her back towards education, as she found herself taking on the role of her father’s primary caregiver for 14 years after her mother passed away.
While her father was going through his aging experience, Gregory volunteered as a palliative caregiver in a hospital setting for 10 years.
“I was his advocate. And there were things going on that I was concerned about, and I just felt like more knowledge would be more empowering,” Gregory says. She found the post-graduate Studies in Aging Certificate, which was offered as an advanced specialty health-studies program at Mount Royal.
“When I went back to school, I had contemporaries who said, ‘Oh, I couldn’t do that,’” she says. “We’ve all internalized what we’ve learned socially towards age, so the longer you live, the more indoctrinated you become. By the time you are older and old age is more relevant to you, you’re a victim of your own negative beliefs. It’s very self-limiting.”
Aging and health are not always directly correlated, but are definitely assumed to be. For example, there are 95-year-olds who can run marathons, so their functional and biological age are much different than a 55-year-old who has experienced several chronic health conditions or obstacles in their life.
Interestingly, researchers at the University of Oxford and University College London found that people born since 1945 (the baby boomers) have worse health than previous generations at the same age, and are more likely to have doctor-diagnosed diabetes, high cholesterol, heart problems and a variety of other chronic health conditions.
This diversity is extremely important to understand, especially in health care, Rempel explains.
As the population ages, those differences will become a dominant driver of health delivery.
According to provincial government figures, by 2046 one in five Albertans will be 65 years of age or older, making up more than 1.2 million of the total population.
The demand for continuing care will increase even faster due to people living longer and with more complex needs. This will result in a projected 80 per cent increase in demand for continuing care over the next 10 years. This demographic reality resulted in a five-year, $627-million bilateral funding agreement between Alberta and the federal government to support care initiatives, which began last year.
“Caring for aging people requires time and relational care, which they often do not receive during brief interactions within the health system,” Rempel emphasizes.
‘No, 60 is the new 60.’ There’s that unacceptance of being your age. No, I’m not the ‘new 40.’
Joan Gregory, MRU alumna
Centre for Health and Innovation in Aging
MRU has established the Centre for Health and Innovation in Aging to be part of the solution. The Centre addresses a variety of challenges and opportunities around aging health and brings together interested partners.
“It serves as a pivotal hub bridging the gap between health and innovation while championing the representation of older adults in this dynamic field. By offering an interdisciplinary platform focused on aging health and innovation, we hope the Centre will become a catalyst for holistic understanding and transformative solutions,” says Rempel, who also acts as the Centre’s director.
The Centre for Health and Innovation in Aging provides students with invaluable exposure to diverse career paths within this expanding field. This initiative aligns with the evolving health-care landscape and nurtures a generation of professionals equipped to address the challenges and opportunities associated with aging, fostering innovation and promoting comprehensive well-being for older individuals.
The possibilities presented are “exciting,” says Dr. Stephen Price, PhD, dean of the Faculty of Health, Community and Education. “This cross-disciplinary approach involving community and industry partners sets the Centre apart and is aligned with current needs in health care and MRU’s strategic goals.”
The Centre also places a significant emphasis on fostering relationships with community and industry partners due to the intrinsic value they bring to the initiative.
One of the ways it is doing that is through its Intergenerational Speaker Series, which brings students and older people together on campus. Gregory is in her third year of volunteering on the planning committee for the series and is also a research assistant for the Centre. Having older people on campus promotes insightful conversations between generations, and the events have often been over capacity in attendance.
Gregory didn’t stop after her certificate, going on to earn her Social Work Diploma and a Bachelor of Arts — Sociology with a minor in psychology at MRU. Living the very definition of the sandwich generation, Gregory cared
You are that future old person. You have to be reflective on what it might mean to be older. It’s inevitable. Question
your own unjust beliefs, because we
all have them.
for her father while also looking after her son as a single parent. Her situation caused her to reflect, and to search out further understanding.
“It’s in everybody’s best interest to learn as much as you can about the kinds of language you’re using about older people, how you think about them yourselves, how you’re perpetuating ageist attitudes and behaviours in society, and in your lives,” she says.
Gregory points to the greeting card industry and birthday cards that depict older adults as unattractive, incompetent and forgetful. While at one point they may have seemed cutesy and colloquial, “I can’t even buy one of those anymore. I do not find that funny,” she says, and references a book by Dr. Becca Levy, PhD, of Yale’s School of Public Health. In Breaking the Age Code, Levy points to one of the most harmful effects of internalized ageism: “People who internalize it live on average seven-and-a-half years less than people that don’t.”
In short, ageism shortens lives.
‘60 is the new 60’
There is embedded shame and fear in getting older, Gregory says. The saying, “60 is the new 40” isn’t hopeful. It’s actually ageist.
“It’s like, ‘No, 60 is the new 60.’ There’s that unacceptance of being your age. No, I’m not the ‘new 40.’ ”
As people age, they get sandwiched between the needs of their children and those of family members in need of assistance the health-care system is not able to properly provide. Then there is the grief and loss that inevitably comes with getting older, whether it’s the deaths of loved ones, the loss of a career, the loss of status, the loss of identity, the loss of financial security . . .
“The sky’s the limit when it comes to working with people to navigate those transitions that they’re making,” Gregory says.
The best thing, the primary thing, is to always understand that, “You are that future old person. You have to be reflective on what it might mean to be older. It’s inevitable. Question your own unjust beliefs, because we all have them.”
And then we move forward into a different future. Not the one illustrated on greeting cards.
Students and seniors living under one roof
Mount Royal student Shannon Penner made national headlines in May for taking part in a pilot project that will see her living with seniors while attending university. She is one of two participants in the pilot which aims to help students amid the housing affordability crisis. They will be living in a seniors’ residence for the fall and winter semesters. In return, they will volunteer 30 hours a month interacting with the residents. The students’ subsidized accommodations include a one-bedroom suite with utilities and meals. The project is a partnership between Silvera for Seniors and the Canadian Alliance for Intergenerational Living. The students were selected by the two groups to take part from a pool of 50 applicants. The Centre for Health and Innovation in Aging is funded by donations. Those looking to make a contribution to
aging
go
mru.ca/HealthyAging
Find out more about the Centre at mru.ca/Aging.
Joan Gregory, MRU alumna
‘
OK boomer’
Failure to address ageism in the workplace helps no one.
Words by Michelle Bodnar and Haley Jarmain
“OK boomer” is a soundbite that shot to popularity in 2019 as an internet meme that dismisses or mocks attitudes of older people. It is typically offered in response to an older person providing unsolicited advice, and is meant to characterize them as out of touch with the modern world, incapable of accepting change and resistant to technological advances.
Although they aren’t the oldest generation (the Silent Generation comes before them), boomers seem to be the most picked upon. It could simply be because there are a lot of them. For the past few decades, baby boomers (born between 1946 and 1965 during the post-Second World War baby boom) have accounted for the most populous age group in Canada, making them seem as though they have the strongest voice.
It’s also not helpful that younger people see a group that was able to gain an education for practically a pittance, afford a single-family home on one income and that was provided job security, advancement options and retirement plans in their careers, all things that now feel out of reach for the average young person.
What’s ironic, however, those so-called out-of-touch “boomers” could have also been involved in helping legalize same-sex marriage and recognizing gay people as actual humans. They may have donated to fledgling environmental groups when such a thing was seen as radical, or contributed to increasing the number of women in the workforce and fighting for their equal pay.
But that does not stop generational friction in the workplace, even though the paradox is that there is a resistance to aging for everyone, especially because it’s clear how older people will be treated. Generalizing generations is very easy, but integrating them is very hard. Honing in on how this impacts the workplace, some evidence points to employers helping to facilitate a strong multi-generational workforce, one that works together and recognizes the strengths all ages provide.
Never ever show your age
Searching for work at any age isn’t fun, but job hunting as an older person is possibly the worst. Older people are removing the years of their education and employment from their resumés, or even taking positions out altogether in an effort to seem younger than they are.
Dr. Rose Joudi, PhD, is a Certified Professional Consultant on Aging and a faculty member with MRU’s Department of Psychology. Like other forms of discrimination, she says ageism can be subtle, and it can happen before someone even applies for a job. Joudi says oftentimes job postings
can be ageist in their language, using words like “vibrant” and “tech savvy” in their search for candidates who are “versed in social media trends.” The wording of such postings are inherently ageist because “indirectly they don’t want applications from older people.”
Within the workplace, the older population may be ignored when it comes to advancement and promotion, according to Joudi, especially if there is a concern that they are close to retirement and will just be leaving anyway. Older workers are often overlooked for roles, offered fewer on-the-job opportunities and experience a variety of stereotypes. This can lead to mental-health impacts and increased stress.
A common misbelief is that older workers aren’t as technologically proficient or trainable as younger workers. While some older workers may need more time to adopt new technology, many have been at the forefront of huge technological advances in the workplace, including the wide-spread adoption of personal computers in the ’80s, the introduction of the internet and email in the ’90s, the implementation of social media and Google in the 2000s, and so on.
Performance reviews can also be used by some organizations to tacitly pressure someone to retire or even implement an age-based termination.
“It could say that their performance is not on par or is different than in the past,” such as slower or less detailoriented, Joudi says. The pink slip won’t say “too old,” but instead the company may be “restructuring” or “abolishing a position.”
Aging in the workplace can be especially hard on women. Canadians were shocked when CTV chief news anchor and senior editor Lisa LaFlamme was suddenly no longer with the network where she had been a staple for 35 years. A Globe and Mail exclusive revealed that a senior executive had apparently questioned LaFlamme’s decision to “go grey” during the pandemic. Bell Media denied the decision had anything to do with LaFlamme’s age or gender, however it was pointed out that LaFlamme’s contract was cancelled by CTV when she was 58 while news anchor peers Peter Mansbridge stayed until the age of 69 and Lloyd Robertson retired at 77.
The psychological impacts of ageism can be impactful and detrimental. Older people can internalize it and really believe that they don’t have as much to offer.
Avivah Wittenberg-Cox, a thought leader specializing in gender and generational balance, appeared on the Future Tense podcast’s Sept. 19, 2024 episode titled, “Saying goodbye to ageism — the last ‘acceptable’ prejudice.” She
says, “I think it’s quite astonishing to find the negativity around one of humankind’s biggest success stories. We have gained on average 30 years of life expectancy. Why we are seeing that as negative is rather beyond me. Now, we have to catch up with our technological powers of extending our lives by just redesigning our systems to keep up with just how long we’re going to live, which is probably a lot longer than people think.”
Workplace systems must be redesigned as they were set up for those highly productive years that generate a lot of economy for a business between the ages of 20 and 40. Maureen Wiley Clough, host of the podcast It Gets Late Early: Aging in the Tech Industry cites the “huge preference for youth” particularly in tech companies when it comes to hiring practices, retention, and promotions of employees past the age of 40 years and oftentimes for women it’s younger than that.
Forced work withdrawal
Retirement, although often framed as the “golden years,” is also the result of ageism. At its core, retirement could be viewed as paying seniors to quit their jobs to allow for younger workers to take their positions.
Mary-Lou Weisman’s slightly tongue-in-cheek article, “The History of Retirement, From Early Man to A.A.R.P.,” published in The New York Times in 1999 states:
It was the world-renowned physician William Osler who laid the scientific foundations that, when combined with a compelling economic rationale, would eventually make retirement acceptable. In his 1905 valedictory address at the Johns Hopkins Hospital, where he had been physician-in-chief, Osler said it was a matter of fact that the years between 25 and 40 in a worker’s career are the ‘’15 golden years of plenty.’’ He called that span ‘’the anabolic or constructive period.’’ Workers between ages 40 and 60 were merely uncreative and therefore tolerable. He hated to say it, because he was getting on, but after age 60 the average worker was ‘’useless’’ and should be put out to pasture.
As we live longer, the concept (and timing) of retirement is becoming more questionable. With an average Canadian lifespan of 82.6 years and the retirement age currently set at 65, saving for 20-plus years of not working is a challenge. And in reality, a lot of people simply don’t want to stop working at 65 because they are “supposed” to.
Gregory — the three-time Mount Royal alumna (Studies in Aging Certificate, Social Work Diploma and Bachelor of Arts — Sociology, earned while in her 50s) — has some thoughts on retirement. As a research assistant with MRU’s Centre for Health and Innovation in Aging, she is passionate about reversing the negative connotations around getting older. Retirement should be more like a re-imagining, a reframing of work past a certain age, she says.
But in terms of actually retiring things, “I’d like to retire the word ‘senior,’ ” Gregory says, who will appear in an episode of MRU’s Office of Alumni Relations’ Big Ideas podcast series titled “Aging Well” in January.
Fostering an intergenerational society
Diversity in ages brings positive qualities to the workplace. Paul Irving, founding chair of the Center for the Future of Aging at the Milken Institute and scholar in residence at the USC Leonard Davis School of Gerontology, describes younger workers as providing speed, creativity and risk taking characteristics. On the other end, he describes older workers as bringing balance, multi-sectoral problem-solving and opportunity-creating skills, and the understanding of how to navigate environments to get things done.
“There’s research that suggests that intergenerational teams or mixed-age teams actually outperform aged teams of any age,” Gregory says. “We diminish the talent pool when productivity is conflated with age.”
Combating ageism requires a multi-pronged approach. The topic of aging requires buy-in or participation at all levels: the micro (individual), the meso (organizational) and the macro (societal).
When it comes to the workplace, hiring and promotional practices should focus on competencies and transferable skills as opposed to age. Equity, diversity and inclusion strategies should also consider age and include training that increases awareness about stereotypes and biases towards older people.
Leaders of intergenerational teams could also benefit from training to understand different generational needs. Through that training they will learn to shift their communication and leadership style accordingly to ensure a flourishing work environment where everyone feels valued.
Government policy can also play a role through adjusting the concepts of retirement and helping (not hindering) workplaces in retaining older workers.
Another way is to face ageism head on. “Having young people and older people sitting around the table and addressing their stereotypes and hopefully finding commonalities,” Joudi says.
Gregory advises younger people to consider a future in gerontological positions, as well.
“There are going to be more and more coming on board, so it would be really beneficial for students, upcoming students, to invest in that.”
Challenging ageism means recognizing it exists in all levels of life.
“Understand that being an older or aged adult is something everyone is destined for. For younger people who may see old age as a far-away land, consider its relevance to where you are now in life and cultivate an awareness of living in an aging body,” Gregory says.
“Noticing older people and listening to their stories can help inspire the young to begin preparing for a long life and to value those who are closer to the end of it.”
Catch Joan Gregory and Jocelyn Rempel in January’s Big Ideas podcast at mru.ca/BigIdeas
Special thanks to Gillian Hynes, former assistant professor of human resources in the Bissett School of Business, who also provided her thoughts and guidance for this article.
Ageism refers to how we think (stereotypes), feel (prejudice) and act (discrimination) towards others or ourselves based on age.
AGEISM IS EVERYWHERE
1 in 2 people worldwide are ageist against older people and, in Europe, there is more ageism against younger than older people
Ageism affects us throughout life and exists in our institutions, our relationships and ourselves
AGEISM IS HARMFUL
Ageism has far-reaching impacts on all aspects of people’s health
DISABILITY
AGEISM
SEX RACE
Ageism exacerbates other disadvantages
Ageism takes a heavy economic toll on individuals and society
AGEISM CAN BE COMBATED
Policy and law can protect human rights and address age discrimination and inequality
Educational activities can transmit knowledge and skills and enhance empathy Interventions can connect people of different generations
SOURCE: STATISTICS CANADA 2021 CENSUS
Embracing Elders as ‘gifts to the community’
Indigenous seniors treasured for their knowledge and understanding
Words by Nadia Moharib
The way some people see it , getting old comes with a line drawn in the sand.
A distinction between a vibrant, purposeful life shifted by time into one where value drops as the clock ticks forward.
Roy Bear Chief doesn’t see it that way.
The former Elder-in-residence at MRU recognizes life comes with precious lessons and the younger generation can turn to Elders to find them.
“They’re considered knowledge-holders,” he says. “Because that person has lived a long life and has many knowledge(s) . . . you can go to that person. I often say, as a knowledge-keeper, I can share with you what I know.”
As a youth, Bear Chief spent a decade in a residential school, torn from his family and the opportunity to have Elders in his day-to-day life.
Despite being forbidden to speak his Blackfoot language, the only one he knew, Bear Chief managed to keep it alive by talking with other children, including some of his siblings, in secret moments away from supervisors.
Still, many decades later, he says there “was a gap taken away from us and we will never get it back.”
As Bear Chief continues to catch up on those stolen years, he turns to those wise with age — reconnecting with the culture he was born into by looking to Elders to teach him cultural ways he was deprived of during his formative years.
“I was reborn into my culture and was listening intently to Elders and reabsorbing that knowledge,” Bear Chief says.
Today, Bear Chief (who was recently bestowed an honorary doctorate by MRU) considers himself one of those knowledge-keepers.
“I look at myself as a contemporary Elder,” he explains. “I still speak the language but I’m also still short on my culture. I lost a lot in residential school. I’m glad the system didn’t take my language away. If you are born into the language and it’s the only one you know or speak or understand, it’s pretty hard to lose it even though you are punished for it.”
On the MRU campus, Bear Chief, who was born on Siksika Nation, works in the Faculty of Health, Community and Education where he
is often referred to as “Espoom tah,” meaning helper. He’s at an interesting phase in life — as both an Elder with something to share and one who learns from Elders himself.
Standing before a crowd and making a presentation, Bear Chief says he can feel his heart beat a bit quicker when he sees Blackfoot Elders in the audience, hoping they will approve.
“They are my evaluators,” he says.
While every Elder has a unique role, all are respected in the Siksika community. They are a priority.
“When food is served, it’s a big no-no to let them get their own food,” he says. “I listen to older people when they talk. I tell young people to be a sponge when you are around, absorb everything you hear . . . look, listen and learn.”
Bear Chief shakes his head when he sees an older man or woman not getting that sort of consideration. Standing at the end of a long line at the bank, for instance, he wonders why Elders are treated that way when he believes they ought to have a special line or be escorted to the teller ahead of everyone else.
“In Siksika there is respect for Elders and there is a different protocol of how they are approached,” he says. “You look after him or her and they are not to stand in the back of the line.”
At 76, Bear Chief says he enjoys that kind of respect — which goes both ways.
“I’m experiencing it. At MRU they refer to me as ‘Elder Roy,’ ” he says. “If you get respect you have to show it to others. It’s called reciprocity.”
He appreciates the opportunity to be seen as a real-life resource. And while some cultures regard older people as “just ordinary” folk who “don’t have anything of significance” to share, he embraces it as a gift for the entire community.
“For us, it’s just a continuation of giving to the community. We respect what they have accumulated,” he says. “It’s not something everyone recognizes.”
Adeline Gladu, 38, cherishes the role of Elders and the wisdom they offer within her life.
Gladu is Southern Tutchone and Beaver Cree who didn’t have grandparents growing up. While other relatives, like her grandma’s sister,
“
Because that person has lived a long life and has many knowledge(s) . . . you can go to that person. I often say, as a knowledge-keeper, I can share with you what I know.
Roy Bear Chief , former Elder-in-residence at MRU
loved her dearly, she feels a sense of loss missing out on growing from the wisdom of those Elders.
“I’ve always yearned for that elderly love, someone to look up to,” says Gladu, a graduate of MRU’s Broadcasting Diploma program who is now a second-year student in the Bachelor of Communication — Journalism and Digital Media program. “I’ve always said it’s so important to follow their footsteps. They are our histories. They know what happened back in the day, so it’s important to keep that alive or it’s gone forever.
“They play a key role in our survival as an Indigenous person in terms of hunting, harvesting stories or living in society. I was always taught to respect my Elders and to watch and learn what they have to offer.”
John Fischer, interim associate vice-president in the Office of Indigenization and Decolonization, says older people in his culture are a valuable resource, a “library of knowledge and understanding.”
“In our way, Elders are looked upon as our databases,” says Fischer, an urban Cree and member of Cowessess First Nation. “In older terms, perhaps, filing cabinets. They are who we are. They are our past, our present and also our future.”
Elders are valued for being who they are but also for the ways they can contribute to the rich history unique to their communities.
“We need to recognize there are many Indigenous cultures and they are not the same. Perhaps one thing we share is our perspective and care and respect for Elders in our community and beyond,” he says. “Young people helping older people, deferring to older people, serving older people food, making sure they can get to point A in daily life and when it comes to feast and ceremonies people take care of the Elders. It’s to show them how much they are respected and the gift they are bringing us. It’s part of the way we live in the community.”
As his hair greys, Fischer is seeing what it’s like to receive that honour from both Indigenous and non-Indigenous, some holding doors open for him, others making way for him to go to the front of the queue.
It all nourishes a sense of belonging and continued purpose for people whose value can often be diminished as the years go by.
“The Elders in our community are not put aside and expected to stay away from us,” he says. “They are still part of what we do on a regular basis. They are not put out to pasture.
“I think understanding where the roles of Elders can enhance indigenization and decolonization and knowing how to engage people properly and respectfully would definitely do that.”
Bear Chief says the knowledge that can be gleaned from seniors can be overlooked at times, even in his own community.
Several years ago he was in a gathering in Siksika Nation where people were discussing language. He recalled someone standing up and pointing out there are apps to assist with learning the language.
“We have a lot of walking apps,” he says, referring to Elders who hold that knowledge. “Someone who can teach you.”
2SLGBTQIA+ aging
MRU professor leads research on aging well in the community
There are many factors that play into aging for each individual, and aging within the 2SLGBTQIA+ community brings its own unique experiences and challenges, according to Dr. Celeste Pang, PhD, an assistant professor of women’s and gender studies at Mount Royal whose program of research focuses on 2SLGBTQIA+ aging and health-care access. Pang recently co-authored a national study, Aging and Living Well Among LGBTQI Older Adults in Canada: Findings from a National Study, that blends hard data with personal anecdotes.
“If we are thinking on a broader level, this is a national study of queer and trans older adults being thought about in public policy. Aging may well look very different from the dominant paradigm, which is very ableist and cis-heterosexist,” Pang says.
For example, there is an assumption that aging people have family members who will take care of them, but Pang says this is not always the case for queer and trans people. While many participants stated they maintain ties to their family of origin, many also identified belonging to a chosen family. They cited their friends and community as other important sources of support and connection. The report details the unique and individual experiences of various participants, who ranged in age, ethnicity, geographical location, sexual orientation and gender identity.
Among the key findings is the fact that many 2SLGBTQIA+ Canadians struggle with housing. Beyond the affordability crisis, there are concerns about finding a home that is safe and
allows for a sense of belonging and community. Participants noted that when they are forced to move for financial reasons, it often pulls them away from the community where they have established connections to other queer and trans people. “There is an immense desire to have spaces in older age where they could be among other queer and trans people and feel a sense of belonging,” Pang says. “Without it, there are consequences for that sense of belonging and overall sense of wellness.”
Participants also spoke about wanting to feel recognized and respected. “Much of the support available does not reflect what people in our community want or need,” Pang says. “Respect is at the base of what every participant was demanding.”
Additional key findings related to other areas of aging including employment, health-care access, and death and end-of-life well-being. The study is the largest-scale Canadian academic endeavour focused on 2SLGBTQIA+ older adults and aging issues and the first to explore associated issues around employment.
“We are in a time of facing increased anti2SLGBTQIA+ violence and organizing in Canada; we are also facing increased efforts across the country to further private health-care and eldercare services,” Pang says. “Learning about the situation of 2SLGBTQIA+ older adults and the intersection of sexual and gender minority status and aging is a way to illuminate systemic and structural barriers that affect everyone.”
THE MASCOT CHRONICLES
Words by Rachel von Hahn
CHRONICLES
From good luck charms to campus icons
Equal parts “strong silent type” and “life of the party,” mascots pose a fascinating paradox wrapped in a sports jersey. After all, it takes a unique set of skills to light up a crowd without saying a word. Steeped in tradition, the history of the team mascot is as wild and wacky as the characters themselves.
Following suit, Mount Royal’s trusty Calvin the Cougar has his own intriguing past. From starting his career under a different name to being closely tied to the NHL’s firstever mascot, Calvin — and the Mount Royal alumnus who started it all — has quite the story to tell.
Photos by Chao Zhang
Mascottes, then and now
One of the first uses of the term “mascot” can be traced to a French comic opera in 1880. La Mascotte tells the story of a farm girl who mysteriously brings good fortune to those around her. As productions of the opera popped up around the globe, so too did the notion of a good luck “mascot.”
Rife with ritual and superstition, the sporting world quickly latched onto the idea — often in the form of a live animal or small child. One of the first official football mascots was Yale’s Handsome Dan, a bulldog who earned the affection of the school while attending games with his student-owner. After living a full life, the inaugural Handsome Dan was stuffed (it’s now on display in the sporting area of campus). One hundred and thirty-four years and 18 bulldogs later, Handsome Dan remains Yale’s beloved symbol for good sporting fortune.
Not all early mascot choices were as ethical. The Chicago White Sox relied on a disabled orphan for luck from the late 1880s to the early 1900s, while Cornell University purchased a black bear for $25 so they could bring it with them to football games.
Eventually, practicality and a desire for more humane entertainment led to the rise of costumed audience boosters. The Muppets’ popularity in the late-1960s played a big role in this shift, sparking the transition to characterdriven mascots.
First to embrace this new era was American baseball. New York’s baseball-headed Mr. Met made his debut in 1964, and a decade later the San Diego Chicken became an instant sensation at Padres games. The Phillie Phanatic strutted onto the scene in 1978 and has been strutting ever since. These mascots proved they were more than lucky charms; they were entertainers in their own right.
Contemporary mascots are full-fledged performers, going as far as rappelling from rafters, flipping off trampolines and riding motorcycles in the name of entertainment and team spirit.
I would be Westy Wildcat in the morning, then Ralph the Dog in the afternoon, and back to Westy in the evening.
— Grant Kelba, MRU alumnus
Dolphins and monarchs and kittens, oh
my!
As costumed mascots began to gain traction, Mount Royal (still a college at the time) was working on its own sporting identity. Prior to a standardized name, a few teams took it upon themselves to test some options. The women’s basketball team chose the Dolphins, while the men’s side went by the Monarchs before changing to the Blues. It was thanks to the 1960 men’s football team that the Cougars name first took shape and unknowingly started a legacy.
Against all odds, the MRC Cougars took home the Alberta championship in their opening season. Not only were they the first Calgary team to win the title in six years, but the championship game attracted a record-breaking 12,000 student supporters — the largest crowd in junior football history. In a nail-biter of a final, the Cougars defeated the Edmonton Huskies 33-32.
As with any good underdog story, the team’s success was heavily celebrated on campus and throughout the community. The 1961 edition of the Varshicom, MRC’s student publication, was dedicated to the Cougars and the school began a yearly tradition, since abandoned, of crowning a “Miss Cougar.”
Over the following years, the womens’ teams opted for slight variations such as the Kats, the Cougarettes and the Kittens. But by 1974, MRC teams across the board were unified under one name.
Mount Royal and the Cougars moniker had become inextricably linked.
RIGHT: The original Calvin the Cougar costume, before the beloved MRU character received a few facelifts.
The man behind the mascots
The introduction of MRC’s official mascot was thanks to the work of alumnus Grant Kelba.
Kelba attended MRC’s business administration program from 1981 to 1982 on a sports bursary for the wrestling team. While studying, Kelba was also working a side gig with the Calgary Stampeders football team.
“A friend of mine asked if I wanted to perform as the team’s mascot, Ralph the Dog. I said, ‘Sure, that sounds like a lot of fun.’ It paid $7.50 an hour, which was great,” Kelba says.
The entirety of Kelba’s mascot training consisted of how to get dressed. Thankfully, he had a natural knack for performing. “I was very much an introvert, but also very much an athlete. I had the right demeanour for someone inside a costume.”
During one game, Kelba’s antics caught the eye of a movie producer. That landed him a role in Finders Keepers , a film starring Michael O’Keefe, Beverly D’Angelo and a young Jim Carrey.
Kelba’s next big break came when Calgary won the bid for the 1983 Western Canada Summer Games. In an effort to promote the games and the city’s new sporting facilities, a marketing company created the character of Westy Wildcat. Having already made a name for himself in the mascot world, Kelba was approached about the role and signed on for a one-year contract.
“I would be Westy Wildcat in the morning, then Ralph the Dog in the afternoon, and back to Westy in the evening,” Kelba says. Although it was tiring work, often requiring him to perform in the scorching heat in a stifling getup, Kelba was thriving.
When the Summer Games finished and things were being sold and given away, he was left in a tough position.
“I was looking across the table at Westy with a tear in my eye, wondering what his next role would be or if he would be put down,” Kelba says. “I just couldn’t let that happen.”
The rise of Calvin
Kelba approached Al Bohonus, the driving force behind Cougars Athletics, with the idea of transforming Westy into a mascot for Mount Royal.
“School spirit was pretty low at the time. There wasn’t a lot of participation from the fan base,” Kelba recalls. “I wanted to change some of that and give it more of an identity, create more of a festival around it.” Bohonus loved the idea and was all in.
“We changed Westy’s outfit to the blue and white of Mount Royal and changed his name to Calvin. The name rolled off the tongue, good ol’ Cal,” Kelba says. And thus, in the fall of 1983, Calvin the Cougar officially landed at MRC, quickly becoming a friendly face around campus.
Although he had since graduated from Mount Royal, Kelba took on the role of Calvin for a semester before training his successor.
“When you have a costume on, you have the ability to be pretty outrageous, but you can’t abuse the privilege,” he says. “Have fun and be entertaining, but always treat it with respect and treat others with respect. You don’t want to embarrass, insult or intimidate anyone.”
A standout memory for Kelba was heading back to his van (which doubled as his changing room) one evening following a basketball game, still wearing the full Calvin get up. The weather was -30 C with howling winds.
“As I walked across the parking lot, the wind cut right through the costume to my sweaty skin.” When he went to lift his arms to grab the door handle, Kelba realized they were frozen in place.
“I could hear the crack as I finally bent my arm. I tried to get out of the costume as quickly as possible, but in doing so I lost my balance and fell against the outside of the van, which I also stuck to like a fly to a paper trap.” Kelba was eventually able to peel himself free and warm up without injury. “The stuff I used to do . . . It was awesome,” he laughs.
Harvey comes to town
With Westy-turned-Calvin happily rooted at Mount Royal, Kelba moved on to his next objective: creating his own character that he would have total influence over.
Word of mouth once again helped Kelba get his foot in the door. An acquaintance let him know that the fledgling Calgary Flames hockey organization was looking for something to increase fan interactions and helped set up a meeting between Kelba and team management.
“They slapped eight inches worth of mascot proposals on the desk and asked, ‘How does yours differ?’ ” At just 23 years old, Kelba made a bold offer: he would build and create a character by himself and assume all the risk. If it didn’t work after a game, or even a period, they could send him packing.
His audaciousness paid off. Kelba quickly got to work creating the National Hockey League’s first mascot, and on Feb. 16, 1984, Harvey the Hound made his debut at the Saddledome during the Flames’ 10-3 thrashing of the Pittsburgh Penguins. Kelba admits the naming of his new mascot was a fairly quick process.
“I was walking across the parking lot with two garbage bags over my shoulder and realized he still needed a name.” Kelba took inspiration from two other sports teams, the Calgary Wranglers junior hockey team who had a fan club called the Hockey Hounds and the Notre Dame Hounds, a Saskatchewan school with a storied hockey program. For the next part, he needed a name without any harsh sounding consonants that would flow well. Harvey popped into his mind as he walked into the Saddledome, and the rest is history.
ABOVE: Calvin the Cougar circa 1980s. Photos from the Riddell Library and Learning Centre archives.
LEFT: Grant Kelba surrounded by his mascot friends.
A campus cornerstone
From day one, Calvin has proudly served as the friendly face of school spirit. And while he’s had some work done over the years — trading the original Westy look for something more modern — his goal has remained the same: to inspire and energize the campus community. From pumping up the crowd at the Saddledome during the annual Crowchild Classic to celebrating the 2023 Women’s Hockey U SPORTS National Championship, Calvin is always there for Mount Royal’s most memorable moments.
“Calvin is Mount Royal’s number one fan,” says Katya Sodamin, associate director of marketing and partnerships for MRU Cougars Athletics and Recreation. “Whether it’s cheering for the Cougars sports teams, helping students move into Residence, welcoming new students to Mount Royal at New Student Orientation, participating in the Pride Parade or the casual appearance at a department gathering, Calvin is always excited to support the MRU community.”
Calvin has even made a few guest appearances in President Tim Rahilly’s annual holiday videos and was on the scene for the unveiling of the newest MRU-branded planes for the aviation program.
While Calvin doesn’t speak, Sodamin ensures he appreciates when fans talk to him. Calvin also likes high fives, taking photos with friends and meeting new people. Just don’t pull his tail — he’s still a cat, after all.
Grant, you’re about to turn 40. You’ve spent your entire adult life as a dog of some sort. It’s time to do something else.
— Grant Kelba, MRU alumnus
“I work better under pressure,” Kelba laughs.
The initial reaction to Harvey was divisive. “Some people thought it was good, a lot of people thought it was dumb.” Not deterred, Kelba put his heart and soul into performing game after game, accepting bumps, bruises and even a dislocated shoulder in exchange for a laugh. His signature move was walking on top of the glass around the rink. Although he had experience playing a cat, he did not always land on his feet. Other antics included Harvey riding a motorcycle, going downhill skiing and scubadiving in a pool. The last one required adding 90 pounds of weight to the costume before it would actually sink.
Kelba’s commitment to the craft won over a dedicated fanbase which both firmly cemented Harvey in NHL history and turned the gig into a full-time job. At his peak, Harvey was making up to 300 appearances a year, whether that was rallying the home crowd or hanging out at charity events. He even attended seven NHL All-Star Games.
In 1999, after 15 successful years, Kelba knew it was time to retire from performing.
“I got up one morning and shuffled to the bathroom. My body was sore. I was hurting. I looked at myself in the mirror and said, ‘Grant, you’re about to turn 40. You’ve spent your entire adult life as a dog of some sort. It’s time to do something else.’ ”
Harvey’s success in the international sports scene led to other organizations reaching out to Kelba for their own mascots. Never one to pass up a business opportunity, Kelba launched a mascot manufacturing company to create costumes for clients around the globe. Fast forward 37 years, and with a spin-off company keeping the momentum going, this venture has brought millions of dollars into Calgary and provided thousands of hours of work for local artists.
As for Harvey, he remains an integral fixture for the Flames and celebrated his 40th birthday in February. And in case you’re wondering, the infamous incident where Harvey had his tongue ripped out by the Edmonton Oilers’ coach happened in 2003, a few years after Kelba had passed the torch.
The enduring magic of mascots
In a world that often takes itself too seriously, mascots stand as vibrant symbols of joy and community spirit. They work hard to bring a sense of fun to the sidelines, rallying crowds with their infectious energy and enthusiasm. Whether they’re leading cheers, celebrating victories or simply spreading good vibes, mascots remind us to embrace the lighter side of life.
Here’s to Ralph the Dog, Westy Wildcat, Calvin the Cougar, Harvey the Hound and all the mascots out there making the world a little brighter. Long may they entertain.
From air shows to the Air Force
Col. Dave Turenne’s path from student to leader may have started in Mount Royal’s Aviation Diploma program, but it vectored him through time as a fighter pilot, squadron commander, university student and lifelong learner before landing him as the boss of 4 Wing, Canadian Forces Base Cold Lake.
by Dave McLean
Whether it’s witnessing skilled aerobatic pilots, hearing the roar of jet engines or just admiring the smooth lines of vintage airplanes, airshows are where most of us catch the aviation bug.
I was around 10 years old the first time my Dad took me to an airshow, and I was hooked.
In high school, after watching live footage of the Gulf War on CNN, I decided I wanted to become a fighter pilot. I was told to look into aviation colleges to get my start and that’s when I found Mount Royal. It seemed like a no-brainer: learn to fly, get a diploma and join the military.
The diploma program was a lot more regimented than my private pilot licence, but the structure was what I was looking for. A lot of the instructors at the time were ex-military, like Burt Marcotte and David Deere, and our class had great camaraderie.
One summer, while building flight hours, I did a cross-country trip to Denver with two classmates. We flew into high-altitude airports, waited out weather and managed it all on a shoestring student budget. It was fun and also a real education in good decision-making.
I joined the Royal Canadian Air Force (RCAF) through the Community College Entry Plan. The transition was swift: I graduated from Mount Royal on a Friday; took a plane to Quebec on a Saturday; and started basic training on a Monday.
After a year in Quebec for basic training and learning French, I moved on to Moose Jaw to learn to fly the Tutor. My hours of flying with Mount Royal were a definite advantage as I was able to skip primary flight training and go straight to a jet.
Training was intense, with a high washout rate — almost 20 per cent of pilots fail at every step. You worked hard to try to make sure you got those wings on your chest and go on to fighter training, because not everyone did.
Between Moose Jaw and waiting for the CF-18 course, I went back to university to finish my undergraduate degree in economics. I always had it in my mind that I wanted to get my degree one way or the other.
There are certainly benefits to getting a bachelor’s degree right out of high school because it is much more difficult to go back and finish it later in life. Plus, you never really know where things are going to take you.
Having it up front prepares you for a lull in the industry, a medical issue preventing you from flying, or more often just a change in your career; something you can’t foresee when you’re just getting started.
I spent about 10 years flying the CF-18 as a line fighter pilot and over time was given more responsibility, training and leadership roles. With each new assignment, I got to see how other parts of the organization worked; maintenance, logistics, finance and everything in between.
Growing as a leader helped me see the bigger picture.
After working in Ottawa and at NORAD HQ, and leading a fighter squadron in Bagotville, QC, in 2022 I was selected to become the commander at 4 Wing, CFB Cold Lake.
Becoming a leader didn’t happen overnight. The RCAF has been my home for nearly 28 years. It took time to build up that perspective through different opportunities along the way, from leading small teams of five, to up to a few hundred.
Now I’m privileged to oversee the work required of 2,000 people every day so we can get a handful of pilots into airplanes to launch on a given mission. From time to time, I am lucky enough to still get to fly the CF-18 myself.
The RCAF is celebrating its 100th anniversary this year and is also going through a major modernization effort. My next role will be focused on how we will integrate the F-35 and other new aircraft and technologies into the Air Force.
Reflecting on my journey, I’m thankful for the foundation I built at Mount Royal.
As for the next generation, keep an open mind, take the adventure that comes and be willing to move for one great opportunity after another. The first few years of your career is the time to really get after it and say “yes” to everything.
This mindset opens up a world of experiences and options that can lead to a fulfilling and diverse career — you never know where you’ll land.
Prior to this story being published, Turenne transitioned to his new role as the Director, A5 Plans and Modernization for the RCAF.
Mount Royal University’s first cohort of the Bachelor of Aviation Management program started this fall. The University will be celebrating the 55th anniversary of the aviation program at its new Springbank hangar in 2025.
For more on how to take part visit mru.ca/AviationCampus
Words by Col. Dave Turenne, Aviation Diploma, 1997
Photo
Alumni Connect
Gift of time
Throughout the year, alumni can get involved in volunteer opportunities that support and enhance the student experience. Your unique perspectives, lived experiences and knowledge make a huge difference on campus.
“I think the magic happens when students realize the challenges that they’re facing aren’t unique. The stories and perspectives that alumni are sharing show them how to be successful, serving as a powerful source of inspiration,” says Kris Hans, MRU alumnus and public relations instructor.
Looking for ways to support and connect with students? Let us know you’re interested in volunteering! mru.ca/MicroVolunteer
OUT IN THE WILD
Link up & learn
While university equips you with valuable knowledge and skills, there are some lessons you won’t learn until you enter the workforce.
Lessons like navigating salary negotiations, advocating for yourself, managing difficult conversations, and balancing personal and professional pressures often fall outside the classroom.
These real-world challenges require ongoing learning, resilience and adaptability, and we’re here to help! Join the MRU Alumni LinkedIn group as we share tips and resources to help you grow personally and professionally. linkedin.com/MRUAlumni
Ticket giveaway!
Don’t miss out! Scan the code to enter this monthly giveaway! Mount Royal alumni can enter to win two tickets to an event at the Taylor Centre’s beautiful Bella Concert Hall. Whether you like the orchestra, comedy shows, concerts or other live performances, there’s something for everyone at the Bella.
Big ideas
This season, we’re diving deep into wellness in the 21st century. From the challenges of aging to the impact of technology and financial pressures, how do the intricacies of modern life shape our well-being . . . for better or worse? Join MRU alumna and your host, Déjà Leonard, as she engages with fellow alumni to explore practical strategies for navigating these shared experiences. alumni.mru.ca/Big-Ideas
FUNDING SUPPORTS
A ‘cents’ of community
» A gift of $500,000 from CIBC will support the Transitional Vocational Program through bursaries, student supports and program enhancements.
» The Viewpoint Foundation has committed $750,000 to support a three-year pilot of the Peer Support Centre After Hours Program, a joint initiative of MRU Wellness Services and the Students’ Association of Mount Royal University (SAMRU) supporting student mental health.
» Indigenous student priorities such as the Iniskim Centre, Indigenous University Bridging Program and the Indigenous work experience coordinator are being supported by $250,000 from Scotiabank.
» AgeCare has committed $600,000 over three years to establish the AgeCare Research Chair in Aging in the School of Nursing and Midwifery.
2,153
new graduates joined the #MRUAlumni community in 2024! The next generation of alumni are resilient, authentic and motivated. Here’s what else they’re bringing to the table. alumni.mru.ca/Next-Generation-of-Alumni
WHAT’S IN IT FOR YOU?
Go to our perks page to discover what special deals we have especially for you. alumni.mru.ca/Alumni-Perks
Share your story ideas with us at summit@mtroyal.ca ! Use the same email address to let us know if you are being sent Summit in error, to stop receiving Summit or to update your contact information. All alumni are sent MRU’s Always Blue newsletter, which will contain a link to Summit ’s digital copy when it comes out twice a year.
TAYLOR CENTRE
