Inclusion Action Plan: Goals and Actions

Recruitment, Retention and Success

To fulfill the first goal of the Inclusion Action plan, here are some actions that UBC will take in order to actively recruit, support, retain, and advance students, faculty, staff, and leaders from systemically marginalized communities.

LEADS: Provosts; Senates; VP, Human Resources
Continue to enhance active recruitment for equity, diversity, and inclusion (EDI) skills and competencies, and increase the capability and capacity to collaborate in a diverse environment through all searches and in career progression for leadership, staff, and faculty.

LEADS: Provosts; VP, Human Resources; VP, Students
Revise, renew, and replace recruitment and hiring/admissions processes to actively take into account equity issues in the assessment of merit, through job postings, criteria development, and selection of students, staff, faculty, and leadership at UBC.

LEADS: Provosts; VP, Human Resources; VP, Students
Reduce financial barriers to studying and working at UBC, particularly for Indigenous and other marginalized students, and support affordability strategies for transit, housing, and childcare for faculty, staff, and students.

LEADS: Provosts; VP, Human Resources; VP, Students
Support mentorship, peer support, and affinity/resource groups that enhance spaces and initiatives toward inclusion. Promote extracurricular programming, professional development opportunities and events that help build inclusive cultures.

LEADS: Provosts; Senates; VP, Human Resources
Expand and enhance opportunities for scholarship rooted in differences in worldviews that advances equity, diversity, and inclusion.

LEADS: VP, Human Resources; Provosts
Update performance review processes, discussion guides, and merit pay policies for staff and emerging leaders in collaboration with Provosts, Deans, and collective bargaining units, to include criteria for recognizing participation in initiatives and other contributions to advance equity, diversity, and inclusion.

LEADS: VP, Students; Provosts
Implement the recommendations of the 2019 Employment Systems Review that assesses disparities in experiences for faculty and staff, and conduct a similar review to examine any disparities in experiences for students, including student staff, teaching assistants, and post-docs.

Systems Change

To fulfill the second goal of the Inclusion Action plan, here are some actions that UBC will take in order to be intentional and proactive in changing systems, structures, policies, practices, and processes to advance equity, diversity, and inclusion.

LEADS: All VPs, Board of Governors, Senates
Develop, consult on, and implement guidelines for decision-making that incorporate equity, diversity, and inclusion principles.

LEADS: President; Provosts; VP, Human Resources; VP, External Relations
Support understanding and implementation of the Indigenous Strategic Plan across all units.

LEADS: University Executive, Senates
Ensure plans that incorporate inclusion actions are developed by and communicated throughout each Executive Portfolio and each Faculty.

LEADS: Provosts, All VPs
Develop and implement criteria for advancing into mid-level and senior leadership that requires that all leaders demonstrate commitment to principles of equity, diversity, and inclusion and reflect the diversity of the UBC community.

LEADS: Senates, Provosts
Incorporate equity, diversity, and inclusion skills and competencies into degree requirements.

LEADS: VP, Human Resources; Provosts
Incorporate equity, diversity, and inclusion skills and competencies into job descriptions and provide training in how to assess these skills and competencies through performance reviews for staff and evaluations for faculty.

LEADS: VP, Human Resources; VP, Finance & Operations
Develop and enact an institutional level accommodation policy for faculty and staff with disabilities that is supported by a central accommodation fund.

LEADS: Provosts; VP, Human Resources; VP, Students
Develop infrastructures for supporting and accommodating faculty, staff, and students with respect to religious, spiritual, and cultural observances, and flexible work, housing, and childcare arrangements.

LEADS: VP, Finance & Operations; VP, External Relations
Enhance the accessibility of physical and virtual spaces on UBC campuses for students, staff, and faculty.

LEADS: Provosts; All VPs
Provide resources for department, Faculty, and administrative unit level planning, implementation, and reporting on the IAP.

LEADS: Provosts; All VPs
Appoint a faculty or staff member within each department or unit who is responsible for coordinating the implementation of commitments made in the Executive or Faculty level plans at the local level, supported by an Equity Leads Network facilitated by the Equity & Inclusion Office.

Capacity Building

To fulfill the third goal of the Inclusion Action plan, here are some actions that UBC will take in order to enhance institutional and individual capacities and skills to succeed in and advance inclusive environments and work to sustain and continually evolve that capacity as skills and capabilities are increased.

LEADS: Provosts; VP, Human Resources; VP, Students; VP, Research & Innovation
Resource, develop, implement, and evaluate comprehensive education and training programs on equity, diversity, and inclusion for students, faculty, and staff. Embed this education and training in recruitment processes, onboarding, assessment and performance reviews, and professional development for staff and faculty; and in curricular and co-curricular contexts for students.

LEADS: Provosts; VP, Human Resources; VP, Students; VP, External Relations
Facilitate and provide opportunities for dialogue and conversation around sensitive topics at UBC and beyond. Build conflict engagement skills and practices among all members of UBC’s community to equip people for working across differences.

LEADS: Provosts; VP, Human Resources
Develop EDI curriculum and deliver/leverage training specifically for leadership at all levels to deepen understanding and encourage modelling of inclusive behavior, with a focus on applied skills and performance management in diverse workplaces.

LEADS: Provosts; Senates
Embed equity and inclusion education into curriculum and program requirements for all students that incorporates intercultural understanding, empathy and mutual respect (see Truth and Reconciliation Commission of Canada’s Calls to Action (iii) and UBC’s Indigenous Strategic Plan).

Learning, Research, and Engagement

To fulfill the fourth goal of the Inclusion Action plan, here are some actions that UBC will take in order to foster environments of learning, research, and engagement that value building and exchanging multiple and intersectional ways of knowing.

LEADS: Provosts; VP, Research & Innovation
Establish awards, funding, and incentives that recognize outstanding equity, diversity, and inclusion initiatives and contributions in learning, research, and engagement, including community engaged research and community-led initiatives.

LEADS: Provosts; Senates
Encourage and support instructors and teaching assistants to implement inclusive course design, teaching practice, and assessments.

LEADS: VP, Research & Innovation; Provosts
Embed equity, diversity, and inclusion principles in the review processes for all funding programs and award nominations including VP Research & Innovation-administered internal funding competitions, internal research awards, institutional nominations for external awards and honours, and funding programs that require adjudication and peer-review. Equitably support researchers to develop funding proposals and award nominations.

LEADS: Provosts, VP, Research & Innovation
Advance the principles and intended outcomes of the equity, diversity, and inclusion initiatives of the Canada Research Chairs Program and the Dimensions Charter, as well as other existing and future government funding programs.

LEADS: VP, External Relations; VP, Finance & Operations; VP, Research & Innovation; Provosts
Proactively build and strengthen UBC’s relationships and improve institutional systems to appropriately recognize and compensate community members’ engagement, and work more effectively with communities and organizations representing those who have been marginalized.

LEADS: Senates; VP, Students; Provosts
Review and improve mechanisms to ensure that student perspectives on the inclusiveness of their learning experiences are integrated into the improvement of teaching.

LEADS: All VPs; Indigenous Engagement Committee; Provosts
Work in alignment with the Indigenous Strategic Plan to support learning, research, and engagement at UBC that reflect the Truth and Reconciliation Commission of Canada’s Calls to Action, the National Inquiry into Missing and Murdered Indigenous Women and Girls’ Calls for Justice, and are consistent with the United Nations Declaration on the Rights of Indigenous Peoples.

Accountability

To fulfill the fifth goal of the Inclusion Action plan, UBC will hold itself accountable, through clear and timely processes, thorough evaluation, and transparent reporting to the UBC communities on its progress on this action plan.

LEADS: VP, Human Resources; Provosts; VP, Students

Establish mechanisms for annual reporting on inclusive actions, including plans for future progress.

LEADS: VP, Human Resources; VP, Finance & Operations; VP, Students

Ensure Workday collects institutional data with appropriate privacy safeguards to enable regular systematic analyses of access, engagement, promotion, success, attrition, etc., for students, staff, and faculty.

LEADS: VP, Human Resources; Board of Governors

Review and enhance streamlined mechanisms and related policies to better support people who experience harassment, discrimination, retaliation, and bullying to report incidents and policy breaches, and ensure annual reporting on aggregated incidents.

LEADS: VP, Finance & Operations

Create EDI criteria to engage all external contractors to work toward supporting an inclusive environment at UBC, and as a condition for being added to the preferred list of vendors or contractors for UBC.

LEADS: Provosts; Deans

Create terms of reference for the self-study document and directions to reviewers for external
department and/or program reviews that includes:

  • an examination of the diversity of people within
    the department and concrete efforts to address
    any under-representation;
  • an analysis of the integration of historically
    marginalized forms of knowledge into the
    curriculum;
  • a demonstration within the department of
    the fulfillment of the Truth and Reconciliation
    Commission of Canada’s Call to Action,
    particularly Call 63 (iii).

LEADS: Equity & Inclusion Office

Report annually to the campus communities on the progress of this plan, including actions planned and undertaken in each division, progress made, and updated information on changes in the metrics for each goal.

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