Inaugural Inclusion Action Plan (IAP) annual report provides an overview of structures to operationalize the plan and highlights efforts across institutional, Faculty, and unit levels.
The first in what is intended to be an annual update on the implementation of the IAP, the 2021-2022 report provides an overview of the structures designed to support the operationalization of the plan and of activities at institutional, Faculty, and unit-levels by the five goals: 1) recruitment, retention and success, 2) systems change, 3) capacity building, 4) learning, research and engagement, and 5) accountability.
Over the past year, the Equity & Inclusion Office (EIO) has been working with institutional partners to provide the foundational support to operationalize the IAP. Using Collective Impact (external link) as the approach towards engagement and implementation, the EIO executed efforts to coordinate the work across three levels of the University: institutional, Faculty, and unit/ department.
The report is structured to provide a high-level overview and updates on the current context, structures, tools and resources to advance implementation, and describes a sampling of activities already underway that correspond to each goal and level (institutional, Faculty, and unit).
The following are some of the updates in the report:
Launched Action Planning Teams
- In 2021-2022, EIO launched five Action Planning Teams: 1) students, 2) faculty, 3) staff, 4) external contractors, and 5) institutional decision-making. Action Planning Teams are responsible for developing work plans to realize prioritized IAP actions at the institutional level.
- APTs are currently engaged in work planning to advance priority actions related to Recruitment, Retention, and Success, Systems Change, Capacity Building, and Learning, Research & Engagement.
Convened Inclusion Action Leads Community of Practice
- In 2021-2022, the EIO launched a Community of Practice for 24 Inclusion Action Leads and engaged faculty and administrative leadership across 13 Faculties in knowledge and practice sharing.
- The CoP provides opportunities for IA Leads to broaden the understanding of IAP efforts and resources across UBC, exchange knowledge, experiences, challenges, and ideas, and to find support and celebrate successes.
Cultivated EDI Action Network
- The EIO convened an Equity, Diversity, and Inclusion (EDI) Action Network to facilitate learning among the growing community of 150 students, faculty and staff deeply engaged in EDI work across the university.
- The network gathers twice a year for half-day engagements while a Microsoft Teams channel provides network participants with an opportunity to connect between meetings.
Launched a series of tools to support IAP implementation
- The EIO launched a suite of 13 inclusion activation tools and refined a funding program to support units with development and implementation of EDI action plans, strategies, and initiatives.
- The toolkit covers topics such as: building a team to undertake planning; creating an EDI committee; understanding one’s current operational and EDI contexts; finding the right data and information to support decision making; prioritizing what areas to address; tracking progress; and learning from and evaluating one’s efforts. The flagship tool in the toolkit is the Inclusion Self-Assessment Tool (ISAT).
- University-wide efforts are unfolding across each goal area including for example: strategies and programs to improve representation of diverse students and faculty, changes to UBC application systems, initiatives to increase the level of EDI understanding and capacity amongst lecturers, teaching fellows, and managers, enhanced supports for employees with disabilities, efforts to remove systemic barriers in research, and improvements to collection of demographic data from students, faculty, and staff.
As the EIO looks to the future, our efforts are expected to focus on enhancing communications, identifying options to address resource constraints, pursuing alignment with other institutional plans and commitments, and developing an evaluation approach to inform learning and assess impact.
For a more detailed and comprehensive overview of implementation structures and activities, university-wide activities, and next steps and considerations, read the full Inclusion Action Plan: 2021-2022 Annual Report.
About inclusion at UBC
Sustained excellence in research, education and engagement depends on the integration of diverse perspectives and approaches. Education is an enabler of social development and mobility, and UBC is intent on advancing the inclusion of all those who have been excluded based on gender, race, religion, sexuality, age, physical ability or economic circumstances.
At UBC, diversity is regarded as a key strength of the institution and is fundamental to achieving excellence in teaching and learning, research and service.
Inclusion is a commitment to access, success and representation of historically underserved, marginalized or excluded populations. As a public institution, UBC has the responsibility to ensure inclusion across students, faculty, staff and alumni, and through all external interactions.
The Inclusion Action Plan is the university’s guiding framework to operationalize this commitment. Inclusion is built by individual and institutional responsibility through continuous engagement with diversity to inspire people, ideas, and actions for a better world.