#imagine2023
Back to contributions

Outcome 23 – Update – In full swing!

Mar 24

UPDATE | Fall 2020

We will ensure that appropriate resources are in place to promote and foster inclusion, acceptance, and respect for the diversity that exists within our campus community.

Sponsor: Vice-President, Administration; Provost and Vice-President Academic

Lead: Dean, Faculty of Arts; Manager, Records and Systems

Outcome 23 established the following main priorities at the onset of the creation of the working group and Presidential Task Force / Advisory Group:

  • Removing systemic barriers for equity seeking groups (e.g. policies and procedures, diverse representation on decision making bodies).
  • Changing the culture (e.g. providing training opportunities on anti-racism, equity, diversity, inclusion, human rights, cultural awareness/competency).
  • Ensured that our priorities and actions are in line with how we identify as a university (e.g. our tri-cultural/bilingual mandate).

An asset map was further assembled to record current administrative work, education, training, committee work and awareness campaigns related to promoting and fostering inclusion, diversity, equity and accessibility towards a more respectful and accepting community.

Key Highlights

  • An advisory group and presidential task force was created to support this Outcome.
  • Recommendations were consulted and later provided to leadership for consideration and implementation. Some of these recommendations and resulting actions included:
    • Analysis of physical, social and virtual environment for people with disabilities.
    • Review of policies and procedures to identify and remove possible systemic barriers for equity-seeking groups.
    • Collaboration directly with the Equity, Diversity and Human Rights Office and the Human Resources Office.
    • Equity, Diversity and Human Rights Office submitted an application for grant funding from the federal government for an HR EDI position.
    • Looking to other institutions for guidance on best practices for self-identity, self-disclosure.
    • EDI training initiatives for staff and faculty have been organized and delivered.
    • A climate survey has been started with the leadership of Dr. Joey-Lynn Wabie.
    • A number of gender neutral washrooms are now in place resulting from a related initiative taken on by Jennifer Johnson, Kyle Laframboise, Alex Robichaud, Erik Labrosse, Joël Dickinson, Brad Parkes and the Equity, Diversity and Human Rights Office (EDHRO) and collaborators.

Next steps

  • Continue to provide support and perspectives for questions surrounding equity, diversity and inclusion.
  • Establish collaboration with new campus groups such as the Senate Ad hoc Committee on Racism and Discrimination.
  • Receive direction from the Executive team on the recommendations provided.
Outcomes
23

Relationships are our priority

We will ensure that appropriate resources are in place to promote and foster inclusion, acceptance, and respect for the diversity that exists within our campus community.

View contributions to this outcome
Local impact
Back to contributions