UBC launches inaugural Student Diversity Census 

UBC launches inaugural Student Diversity Census 

October 19, 2023

New census will provide UBC with important demographic data to better understand the diversity of the student body, identify barriers to inclusion and opportunities to enhance student experiences, and assess progress. 

Advancing equity and anti-racism is one of UBC’s institutional priorities. Core to advancing these commitments are efforts to identify and address systemic barriers and inequities where they exist for historically, persistently or systemically marginalized (HPSM) students. The newly launched Student Diversity Census is an important step to obtaining a more accurate understanding of student diversity and of the barriers to equitable and inclusive access to programs and services.

Launched on September 25, all UBC students are encouraged to complete the confidential and secure census at their earliest convenience – and in advance of the first data analysis which will use the information provided by students up until December 11. The link to complete the census is available in a student’s Canvas inbox.

“Our efforts to improve student access, inclusion, wellness and success for all students are enabled by our ability to collect student diversity and student experience data,” says Ainsley Carry, Vice-President, Students. “This census provides a quick but important way for students to help us refine our programs and services.”

What’s the difference between a census and a survey? 

While surveys tend to rely on a smaller sample of respondents from a community, a census aims to collect information from everyone (aiming to get as close as possible to 100 per cent participation). A census is used to maximize accuracy when the aim is to gather more robust information on sub-groups within a population. 

The census takes between 5 and 10 minutes to complete. Every question has an “I choose not to disclose” option so that students can participate in the census to the fullest extent with which they are comfortable. 

The census, and census questions, have been developed and guided by consultations with students from HPSM groups. Only aggregate-level data will be reported on and no personally identifiable information will be shared. All information is confidential and hosted on a secure UBC platform. 

“This is now UBC’s principal tool to better understand the diversity of our student community, and it’s essential to our ability to identify barriers to inclusion faced by students,” says Arig al Shaibah, Associate Vice-President, Equity and Inclusion.

“While we have qualitative data and a sense of where those opportunities already lie, the census will provide an additional and important dimension to deepen that understanding and better focus our efforts.” 

The census also fills an important gap in the coordination and standardization of student data collection. Until now, Faculties and programs have engaged in separate and varied ways to collect student demographic data. Now, through a more centralized process, Faculties and programs will be able to have access to a more robust data set for their local needs allowing them to better understand how they can support HPSM students. Faculty and staff interested in learning more about accessing or using student demographic data can contact the Student Demographic Data project team. 

In early 2024, a report on the results of the Student Diversity Census will be shared with the campus community and institutional leadership including the Board of Governors, to inform future decisions and guide institutional EDI efforts.  

Following this initial roll-out, the census will in the future be integrated into Workday Student. 

Learn more about the Student Diversity Census here.  

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Equity in Action: 2025 Year in Review from the AVPEI

December 15, 2025

By Dr. Arig al Shaibah, Associate Vice-President Equity & Inclusion

As the year draws to a close, this moment of transition offers an opportunity to reflect on the collective effort and endurance that have shaped and sustained our work to advance equity, diversity, and inclusion (EDI) across UBC. 

This season is also a time when many communities pause to reflect and gather to celebrate traditions such as Hanukkah, Christmas, Kwanzaa, Bodhi Day, and Lunar New Year in February. In that spirit of reflection and connection, I want to acknowledge these observances and use this opportunity to express my heartfelt gratitude to our partners across the university and my colleagues in the Equity & Inclusion Office for their steadfast commitment to moving EDI forward at UBC.

This work continues in a complex and evolving landscape. Across Canada, conversations about EDI have become more polarized, and in parts of the United States, some initiatives have faced significant challenges. Against this backdrop, it has been inspiring to see communities of students, faculty and staff share ideas and collectively affirm broad commitments to safeguarding human rights and academic freedom to promote a culture of belonging and inclusive excellence.

In this year-in-review, I’m pleased to share highlights of our collective progress and outline some of the priorities that will guide our work in 2026 and beyond.

2025 at a glance

Key takeaways

  • 81 per cent of institutional strategic actions under the Strategic Equity & Anti-Racism (StEAR) Framework are completed or in progress, up from 73 per cent in 2024, as we continue to learn about what units and leaders need to sustain this work in practice.
  • The response rate to the Employment Equity Census surpassed 90 per cent, providing a stronger evidence base for understanding workforce representation.
  • Hosted 25+ events across our Vancouver and Okanagan campuses, with 1500 + engagements from students, faculty and staff in EDI learning and community-building opportunities.
  • Provided 474 human rights consultations to UBC students, faculty and staff, offering informed advice on discrimination concerns, working with parties to resolve issues informally where possible, and supporting formal complaint processes when needed.
  • $300,000 allocated through StEAR Enhancement Fund, supporting student, faculty and staff-led initiatives to advance UBC’s equity and anti-racism priorities.

Growing EDI learning and community

Below, you can expand each heading (+) to learn more about this work.

Building an online hub for EDI learning

This year, we continued building an online hub that brings together practical EDI learning resources, and launched three educational booklets, including on human rights obligations, anti-Jewish discrimination, and anti-Arab and anti-Muslim discrimination. 

Creating spaces for community and connection

Through gatherings such as the EDI Action Network, Employment Equity Advisor Program Capacity-Building Retreats, Conflict Engagement skill-building sessions and the EDI Learning Series, we created more spaces where our students, faculty and staff can connect, share lived experiences and build their EDI practice.

Funding community-led EDI projects

In 2025, the StEAR Enhancement Fund made up to $300,000 available in grants of $500–$10,000 to support student-, faculty- and staff-led projects that advance UBC’s equity and anti-racism priorities. Two of three calls are complete and we are excited to announce the awardees in the new year.

Strengthening accountability through data and shared learning

Deepening understanding of student and employee diversity

We released the 2024 edition of the annual Employment Equity Report and conducted the 2025 employment equity census, with the cumulative response rate to the census now surpassing 90 per cent overall. We also supported the 2025 Student Diversity Census. These efforts enable data-informed conversations and efforts about representation, hiring, promotion and retention, and helps Faculties and portfolios prioritize concrete actions.

Tracking progress under the StEAR Framework

Releasing the Progress Report on the StEAR Framework marked two years since the launch of the StEAR Framework and Roadmap for Change in 2023. In a Q&A reflecting on this progress, I speak to what is working well, where indicators remain challenging to move, and how community feedback is shaping the next phase of our equity and anti-racism work.

Partnering with units to advance EDI on the ground

We know that change happens in units, in departments, in classrooms and offices. This year, we expanded our catalogue of unit and departmental initiatives that advance UBC’s equity and anti-racism priorities. The catalogue offers a shared view of EDI work across our campuses, supporting peer learning among units and helping us tailor supports and track progress over time.

Advancing accessibility across campuses

Advancing accessibility planning

We released a report on UBC’s Accessibility Plan this year. An Action Plan is also being developed to identify what UBC is doing well and where there are opportunities to improve compliance with new standards and to progress institution accessibility aspirations aligned with the university’s equity and inclusive excellence goals. The EIO has hired a strategist and seconded a project manager to support and sustain accessibility planning, implementation and evaluation work.

Additionally, planning is underway for a campus consultation process to engage disabled students, faculty and staff to inform the Action Plan in early 2026.

Launching pilot toolkit to support workplace accessibility

This fall, we launched a Workplace Accessibility & Inclusion Action Research (AIAR) Toolkit pilot to support units in having more meaningful conversations about disability and accessibility in the workplace. It offers practical tools, such as a unit assessment survey and action-planning templates that I hope will help leaders and teams move from one-off accommodations toward more proactive, systemic approaches to inclusion in the workplace.

Progressing Black excellence

Supporting Black community wellbeing and connection

Our office has been working to strengthen the Black Excellence ecosystem at UBC – to bring more intentionality to efforts to support Black student, faculty, and staff inclusion and flourishing. One of the initiatives I have been especially heartened by is the launch of the Black Mental Wellness Collective. Founded and led by students, the collective creates space where Black students can show up as themselves, free of judgement, and build community rooted in care, connection and cultural understanding. With guidance from colleagues in the Equity & Inclusion Office, we were able to provide seed funding and space for the Collective’s welcome event, supporting a community that centres the mental, emotional and academic wellbeing of Black students.  

This past year we also implemented two very well-attended student, faculty and staff networking events – one on each campus. And the university progressed the Black faculty cohort hiring initiative bringing the total number of new scholars hired to thirteen out of a possible twenty-three planned over the life time of the initiative.

Looking ahead to 2026

As we look ahead to 2026, I am mindful that this work is long-term and iterative. The initiatives highlighted in this year-in-review are not endpoints, but building blocks in a broader journey to transform our systems, cultures and relationships. In the coming year, we will continue:

Advancing Black excellence at UBC

Guided by our commitments to the 2020 Scarborough Charter, and building on the work outlined in the Black excellence report, we will deepen our efforts to advance Black excellence across UBC. This includes strengthening pathways for Black students and scholars, addressing structural barriers in recruitment and retention, and supporting relevant programs, research and community spaces in sustained and coordinated ways.

Deepening our understanding of employee and student diversity

We will build on our employment equity and student diversity data to better understand who is represented across our campuses and where inequities persist. This work will help us refine our goals, monitor change over time, and support Faculties and portfolios to align hiring, retention and student success efforts with UBC’s equity commitments.

Engaging community members to inform accessibility planning and action

In consultation with the Accessibility Committee, we will move forward with a campus consultation process to engage disabled students, faculty and staff in building on what we have already heard about accessibility barriers and in co-shaping priorities for how we move forward.

Evaluating and reporting on progress of UBC’s strategic EDI commitment

We will continue to implement the StEAR Roadmap and evaluate our progress on UBC’s strategic equity and anti-racism commitments, using the StEAR Framework to identify where momentum is building and where we need to adjust course. Our focus will remain on sharing meaningful progress updates, and on using what we learn to guide concrete institutional decisions.

Expanding and updating educational resources

We will continue to grow our suite of educational resources on foundational EDI and conflict engagement, while also launching updates to the Hiring Equity course. Together, these offerings are designed to meet people where they are—whether they are search committee members, hiring managers, HR partners or leaders and teams seeking to strengthen their EDI practice—and to make it easier to embed equity into recruitment, navigate difficult conversations, and move beyond compliance toward practices that actively counter bias and open up pathways for equity-deserving candidates.

As we head into the holiday closure, I hope you can find time for rest, reflection and connection, and I invite you to stay engaged with the initiatives and resources through our newsletter as we continue this journey together in 2026.

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In Memoriam: Dr. Sharon E. Kahn, UBC’s First AVP, Equity

December 12, 2025

By Dr. Arig al Shaibah, Associate Vice-President Equity & Inclusion

On November 3, 2025, the UBC community learned of the passing of Dr. Sharon Kahn, Professor Emerita (Education). On behalf of the Equity & Inclusion Office team at UBC, I want to extend sincere condolences to Dr. Kahn’s family and loved ones. I would also like to recognize Dr. Kahn’s foundation-setting contributions as UBC’s inaugural Associate Vice-President Equity and to share my brief experience with her during a recent meeting. 

Last year, while I was conducting some research into the history of equity initiatives at UBC and the rise of senior equity offices in Canadian universities in the last several decades, I was thrilled to learn that, in 1994, Dr. Kahn was appointed as UBC’s first Associate Vice-President Equity, making her one of if not the first such senior academic equity leader in the Canadian university sector. At the time, of course, there was no blueprint for success in that particular role in the Canadian higher education context. To provide a context for her ground-breaking work in this role, the second university to name a formal senior leadership position responsible for equity was the University of Toronto, which was established in 2003, nearly ten years after Dr. Kahn began her appointment.

Intrigued to learn more about her experiences then and reflections now, I reached out to Dr. Kahn through FaceBook in the hopes that she would be interested to meet with me. I was thrilled that she responded right away with enthusiasm. We met in June and had a lovely chat over tea. She humbly accepted my appreciations for paving a path for the succession of AVPs that would follow at UBC, but was much more interested in how I was faring with today’s equity challenges. For me, speaking with Dr. Kahn, however briefly, was a special cross-generational moment that gave me an important sense of connection between past accomplishments, present efforts, and future possibilities for equity work to evolve, endure and, of course, have effect.  

Learn more about Dr. Kahn in the “In Memoriam” by the Department of Educational and Counselling Psychology, and Special Education within the UBC Faculty of Education.

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Fostering disability inclusive societies for advancing social progress: Focus on neurodiversity inclusion

December 3, 2025

By Dr. Arig al Shaibah, Associate Vice-President Equity & Inclusion and Honorary Associate Professor Educational Studies
December 3

This reflection was submitted to the Educational Studies (EDST) Blog’s Special Series: Neurodiversity and the University.

December 3 marks the United Nations International Day of Persons with Disabilities. This year’s theme – fostering disability-inclusive societies for advancing social progress – invites us to reflect on how we can better support disabled community members, including the many neurodivergent students, faculty and staff whose unique ways of thinking, learning and working enrich our university.

Neurodiversity includes diverse neurological profiles, including autism, ADHD and dyslexia, among others. While neurodivergent individuals may be thriving in academic or university settings, many – whether they are able to flourish or not – encounter systemic barriers and stigma rooted in assumptions about what is considered “neurotypical” in the broader society and academic settings.

The importance of a neuroinclusive approach

A 2025 Conference Board of Canada report, entitled Creating inclusive campuses: Neuroinclusive policies and practices in post-secondary education, uncovered two profound barriers across higher-education:

  1. Visibility: Neurodivergent students remain largely invisible – with less than half disclosing their identity or diagnosis to the institution, in part due to reported experiences of stigma and discrimination.
  2. Engagement: Meanwhile, neurodivergent academic and administrative staff remain underutilized in shaping neuroinclusive policies as their critical insights are not leveraged.

The report makes several recommendations, including requiring neurodiversity training for campus employees, integrating accessibility into equity, diversity, and inclusion strategic planning and policy development and involving neurodivergent campus community members in shaping that work, and adopting a coordinated model of learner-centred neuroinclusive and neuro-affirming supports.

Building neuroinclusive learning and working environments

Neuroinclusion goes beyond formal accommodations – it’s about everyday accessible experiences in classrooms, labs, clubs, workplaces and campus life. Neurodiversity-affirming people leadership and educational practices cultivate working and learning environments that recognize and value cognitive diversity by using universal design and strengths-based approaches.

For example, a 2024 publication on revolutionizing inclusive education by Efthymia Efthymiou offers practical insights for educators who may be seeking to adopt more neuroinclusive practices:

  1. Use flexible instructional strategies to make space for flexible learning styles (e.g., online and in-person discussion, collaborative projects).
  2. Enable neurodiverse students to showcase their unique talents (e.g., exceptional attention to detail, excellent memory).
  3. Offer adaptable learning materials (e.g., readings in accessible audio or digital formats) and provide tailored support and accommodations (e.g., assistive technologies).
  4. Support thriving by demonstrating compassion, recognition and acceptance.
  5. Reframe neurodiversity as an asset rather than deficit; incorporating differentiated instruction to meet learners’ differing levels of proficiency (e.g., providing differentiated tasks that allow students to work at their own pace to deepen their unique level of understanding of the subject matter).
  6. Adopt alternative and diverse assessment methods (e.g., oral presentations, visual projects).

For students with sensory needs, the physical learning environment may also be enhanced by using soft and natural light and sound-absorbing materials or noise-cancelling devices.

As part of UBC’s commitments to accessibility, our aim is to draw from research, practice, and community perspectives as we work to advance and evolve our efforts to reduce barriers and build capacity for neuroinclusion. The Centre for Interdisciplinary Research and Collaboration in Autism (CIRCA) provides a free series of six self-paced, interactive educational modules available to anyone interested in better understanding autism and inclusive employment. And UBC Extended Learning offers professional, fee-based courses such as Coaching Neurodiversity at Work, which equips faculty, staff, and people leaders with skills to better understand, support, and work alongside neurodivergent colleagues.

Beyond our university, BCcampus has convened a dialogue series across the BC post-secondary sector to explore neuroinclusive frameworks and coordinated approaches.

Centering lived experience and community leadership

Importantly, centering lived experiences and insights from disabled community is essential to this work. Across UBC, disabled and neurodivergent students, faculty, and staff share their invaluable experiences and expertise to inform our efforts, including through UBC’s Accessibility Committee and community affinity groups, such as the Disability Affinity Group and the Disability United Collective. 

UBC Applied Science’s “Celebrating Disability and Neurodiversity” profile series is another medium that amplifies insightful student, faculty and staff stories that celebrate disability and neurodiversity.

These voices remind us that the work to advance disability inclusion is not abstract – it is grounded in lived realities, community leadership, and the diverse contributions of disabled and neurodivergent people across our campus. And

Strengthening disability inclusion through institutional engagement

In early 2026, the Equity & Inclusion Office will be engaging students, faculty and staff to provide feedback on barriers to and enablers of accessibility and equity. Input gained from the diversity of disabled UBC community members will further inform university’s accessibility and disability inclusion planning and action as part of our obligations under the Accessible BC Act and help us advance aspirational goals that go beyond compliance.

I hope this reflection encourages conversation, curiosity and collective action toward a more inclusive and affirming university community.

I encourage faculty, staff, and students to explore the resources above and consider how they might contribute to fostering greater disability inclusion in their learning, teaching, and work environments.

For more information about UBC’s accessibility planning, including the upcoming community engagement process, visit UBC’s Accessibility Hub and the Accessibility Plan page.

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Tips to make winter holiday celebrations more inclusive

November 14, 2025

As communities across UBC come together to mark the end of the year, we’re reminded of the power of gathering – to connect, to reflect and to celebrate what we’ve achieved together. The winter season invites us not only to share joy, but also to reimagine how our gatherings can embody inclusion and belonging for people of all backgrounds, faiths and identities.

Whether you’re planning a team lunch or hosting an end-of-year event, here are some ways to make your holiday gatherings more welcoming for everyone and reflect UBC’s values of and commitments to respect and inclusion.

1. Acknowledge the diversity of winter traditions

The winter months include many cultural and spiritual celebrations such as Christmas, Hanukkah, Kwanzaa, Lunar New Year, Winter Solstice, and more. When planning your event, consider acknowledging this diversity  including decorations and food that reflect a range of cultural and/or religious traditions that may coincide. 

2. Be mindful of timing and accessibility

Not everyone may be available or comfortable attending events at certain times or locations. Be respectful of religious holidays at this time of year when planning events and meetings. Check the days of significance calendar for some guidance.

Ensure venues and activities are accessible to people with diverse mobility, sensory, and dietary needs by using the accessible events planning resource.

If some team members work primarily remotely – or may not be able to attend in-person – make sure your planning considers these constraints, including scheduling well in advance to allow people to plan to attend in person. If needed, consider hybrid or virtual options so everyone can participate.

3. Consider affordable and sustainable gift-giving options

Not all members of our community observe holidays in the same way – or can afford to participate in gift exchanges or costly activities. Focus on creating space for gratitude, shared reflection or community service. Small gestures, like inviting people to share what brings them joy this time of year, can foster a stronger sense of belonging. If gift-giving will be a part of your celebrations, consider affordable and sustainable options such as consumables.

4. Consider food and beverage inclusivity

Food and drink are often central to how we celebrate, and sharing food in particular can be an important source of connection. But food and drink can also unintentionally exclude some people. When planning menus, consider including a variety of options that reflect different dietary preferences, remember that people can have complex relationships to food, and clearly label ingredients. Inquire about food allergies and dietary restrictions to promote accessible and inclusive events. 

When it comes to beverages, remember that not everyone drinks alcohol – for reasons that may include health, faith, culture, or personal choice. Consider making non-alcoholic options equally visible and appealing (for example, mocktails, sparkling water, or festive juices) or host gatherings where alcohol isn’t served or the focus – such as coffee breaks, lunch gatherings or community service activities. 

Most importantly, ensure everyone feels comfortable participating – with or without a drink in hand. Celebrations that centre connection over consumption can help create safer, more welcoming spaces for all. 

5. Create inclusive office decorations

Decorating can be a joyful way to bring teams together. Strive to help everyone feel included by encouraging decorations that celebrate the season broadly. Invite colleagues to contribute ideas that reflect different cultures and traditions.

Ensure that office spaces remain accessible and make sure decorations do not prevent or block access to public services.

6. Learn and lead with curiosity

Inclusive celebrations begin with awareness – but they deepen through curiosity and conversation. Take time to learn about the cultural and faith-based traditions represented in your team or community. Ask, listen and adapt your plans based on feedback.

7. Reflect and learn for next year

After your event, invite feedback on what worked and what could be improved. Inclusion is a continuous practice and small changes each year can make a big difference.

We hope that this resources provides some timely and useful suggestions on how to foster community and inclusivity at this time of year through encouraging the celebration of the many cultures and faiths on our campuses.

UBC resources and guidelines

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Now open for students: StEAR Enhancement Fund

October 14, 2025

UBC students are invited to apply to the Strategic Equity & Anti-Racism (StEAR) Enhancement Fund — Student stream. A total of $100,000 is available to support student-led initiatives that advance UBC’s equity and anti-racism priorities across UBC Vancouver and UBC Okanagan. Applicants may request $500–$10,000 per initiative. 

The call for student applications runs October 13–November 9, 2025. Eligible projects include events, programs, and activities that align with one or more themes such as racial equity, disability equity, gender and 2SLGBTQIA+ equity, and other human rights grounds as defined in UBC Policy SC7: Discrimination. 

Those seeking funding for faculty- and staff-led projects can apply through the separate faculty & staff stream (Round 2 runs January 12 – February 8, 2026). 

Learn more and apply

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Celebrating leadership in advancing anti-racism and inclusive excellence

October 6, 2025

UBC has announced the 2025 recipients of the President’s Service Awards for Excellence and the President’s Staff Awards, recognizing staff members who demonstrate outstanding achievement and excellence within the UBC community.

Among this year’s honourees are two staff members recognized for their exceptional efforts in advancing anti-racism and inclusive excellence—a category that celebrates leadership in promoting inclusive excellence at UBC. This award honours efforts to advance equity and inclusion at UBC by removing barriers to full and active participation in university life, and to positively influence and engage others in equity and inclusion initiatives.university life.

Jennifer Chin

Associate Registrar and Director

Student Support & Advising, Enrolment Services

Jennifer Chin (she/her) is advancing equity and inclusion through transformative changes to UBC’s student and financial support systems. With deep insight into the barriers faced by equity-deserving students, she has reshaped award practices and expanded access to resources.

A particular focus of Jennifer’s work has been supporting international students, who face unique financial challenges when unexpected crises arise—such as family business downturns or currency devaluations. Recognizing the lack of traditional loan options available, Jennifer forged innovative partnerships with private lenders, making affordable loans accessible to all international students at UBC. This groundbreaking initiative offers stability and opportunity during times of uncertainty.

Jennifer has also advanced support for Indigenous students. In addition to enhancing financial accessibility for Indigenous students and other underrepresented groups, Jennifer’s team proactively provides holistic, year-round support to ensure Indigenous students have access to all available resources to ensure a smooth transition into the fall term.

Jennifer’s innovative leadership has created lasting structural change, ensuring UBC’s financial systems reflect equity, care, and inclusive excellence.

Kaila Mikkelsen

Assistant Dean, Students

Peter A. Allard School of Law

Kaila Mikkelsen (she/her) is a central presence in student academic advising at the Peter A. Allard School of Law. Her unwavering dedication to student success is paired with a commitment to fostering inclusive excellence and embedding equity and inclusivity into the student experience.

Kaila has spearheaded transformative initiatives such as the IDEA Leaders Pre-Orientation Program, which fosters community among historically underrepresented students in the legal profession. She also advanced the Student Ambassador Program to ensure diversity of applicants by recruiting Ambassadors from historically underrepresented groups, including first-generation students, socio-economically underrepresented groups, and candidates who identify as BIPOC. Kaila also embeds EDI into student programming in meaningful ways, such as organizing EDI workshops that are now an integral part of student orientation.

Kaila’s student-centered leadership, curriculum reforms, and student programs have significantly advanced anti-racism and inclusive excellence at Allard Law, contributing to a more supportive, equitable, and sustainable learning environment.

Read the full list of 2025 President’s Staff Award recipients ›

News and Stories |

2025 Employment Equity Census: Count yourself in by October 31

October 3, 2025

UBC invites all faculty and staff to complete the updated Employment Equity Census by October 31, 2025.

The census takes about three minutes, is confidential, and helps UBC understand who makes up the university’s workforce, identify where barriers to employment may exist, and helps inform efforts to improve fairness in hiring, promotion and workplace practices.

This year’s update clarifies the purpose and uses of the data, adds a plain-language definitions and rationale resource, refines question wording to align with UBC data standards and federal guidelines, and expands response options – especially for Indigenous and ethno-racial questions.

All faculty and staff are asked to complete the census. Employees who are also UBC students are invited to complete the Student Diversity Census instead.

If you completed the census before September 2025, please submit the updated version to keep your information current.

How your participation makes a difference

Your participation will help UBC’s:

  • Decision-making: Your responses inform equity goals and evidence-based improvements to hiring, promotion and workplace supports.
  • Accountability and compliance: Results contribute to university-wide reporting and support UBC’s obligations under the Employment Equity Act and related federal requirements.
  • Access to funding: completing the census helps support UBC’s access to federal government funding programs.
  • Reporting on representation and progress: Your participation ensures UBC’s equity reporting reflects the full diversity of faculty and staff. Your participation counts even if you select “I choose not to disclose“.

Privacy at a glance

UBC keeps individual responses confidential. Managers, leaders and human resources do not receive individual respondent data. Results are analyzed anonymously and reported in aggregate only.

To complete the census on UBC Workday or to learn more about the census and find answers to frequently asked questions, visit the Employment Equity Census webpage.

Learn more and take the census

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Applications open for the StEAR Enhancement Fund

September 17, 2025

Featured |

Orange Shirt Day: Every child matters

September 16, 2025

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Apply this fall: StEAR Enhancement Fund

September 3, 2025

The UBC community is invited to apply for the Strategic Equity & Anti-Racism (StEAR) Enhancement Fund this fall. A total of $300,000 is available to support student-, faculty-, and staff-led initiatives that advance UBC’s equity and anti-racism priorities across UBC Vancouver and UBC Okanagan. Applicants may submit a proposal for funding between $500 to $10,000 per project.  

What’s new this year: Applications are now separate for faculty and staff-led projects, and for student-led projects, which were previously combined. 

The first call for faculty- and staff-led applications opens on September 15 and closes on October 15, 2025. Details for the student funding stream will be announced by early October 2025. 

For more information about eligibility, the application process and key dates, please visit https://equity.ubc.ca/stearfund. If you have questions, please email stear.fund@ubc.ca. 

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