Resources to build competencies related to reconciliation, Indigenization and decolonization

Resources to build competencies related to reconciliation, Indigenization and decolonization

Compiled by Dr. Maï Yasué, Equity and Inclusion Strategist, UBC Equity & Inclusion Office

The following post provides a range of UBC and external resources curated to help students, faculty ands staff build their competencies related to reconciliation, Indigenization and decolonization.

UBC initiatives, guides, and tools

A selection of institutional and Faculty-based resources:

Indigenous Initiatives at the Centre for Teaching, Learning and Technology (CTLT)

Indigenous Initiatives at CTLT develops and offers programming, resources, and consultations focused on Indigenous engagement in curriculum, pedagogy, classroom climate, and professional development. CTLT provides support and professional development for faculty, teaching assistants, and graduate students who are teaching in face-to-face, blended, or online classes. Sign-up for their newsletter to receive regular updates.

Learn more

Indigenous Strategic Plan Implementation Toolkit

To help guide the implementation of the ISP, the Office of Indigenous Strategic Initiatives (OISI) has developed a set of tools which units can use to help situate themselves in relation to Indigenous engagement and to start aligning their work with the Plan.

Learn more

Weaving Relations Course 

Weaving Relations is a self-directed course developed jointly by the Faculty of Applied Science and the Faculty of Land and Food Systems. Weaving Relations explores Indigenous histories, people, and contexts, as well as settler colonialism in Canada, through the lens of Indigenous-Canadian relationships. The course considers how we got to where we are now, and how we can build a better future together. 

Learn more

Respect, Sincerity & Responsibility: Land Acknowledgements @ UBC

This self-paced, online course available through the Workplace Learning Platform covers foundational knowledge about what a land acknowledgement is and why we do them, explores and addresses some of the barriers many learners experience when doing land acknowledgements, and helps participants develop their own land acknowledgements.

Enrol now

Inclusive Teaching Resource from UBC Skylight: Science Centre for Learning and Teaching

Resources provided by UBC Skylight provide suggestions for different ways in which you can make your course and classroom environment more inclusive, including in relation to reconciliation and Indigenization. More broadly, UBC Skylight is a great place to connect with others engaged in this work.

Learn more

Indigenous Peoples Language Guide

Created in partnership with the First Nations House of Learning at UBC, this useful guide from UBC Brand & Marketing provides information on how to navigate the terminology and meanings associated with Indigenous peoples in order to produce the best — and most respectful — communication results. 

Learn more

Indigenous Finance Guidelines: A jointly sponsored initiative of Vice-President Research & Innovation and Vice-President Finance & Operations Portfolios

If you are going to invite Indigenous guests or speakers to UBC engagements, the Indigenous Finance Guidelines have been created to better support gift giving and compensation in reciprocal, respectful, relationship-based collaborations between Indigenous partners and UBC. The resource is of particular interest to those inviting Indigenous speakers or guests to classes or other UBC engagements. The Guidelines describe an alternative, flexible payment process piloted by the Indigenous Research Support Initiatives (IRSI) and conclude with a recommended financial process for wider adoption at UBC. 

Learn more

Two Spirit Teachings: Honouring the Sacred Space Between and Within All of Us

Starting at 1:03, the last two minutes of this video provide valuable perspectives that every aspiring school teacher should listen to. Harlan Pruden (nēhiyo/First Nations Cree), an Indigenous Knowledge Translation Lead at Chee Mamuk, an Indigenous health program at British Columbia Centre for Disease Control, and co-founder of the Two-Spirit Dry Lab (TwoSpiritDryLab.ca) discusses the notion of saying the “wrong thing” within this video that more broadly educates about Two-Spirit people and communities.

In addition to doing the “we will all make mistakes, assume the best intention” type talk, consider to also empower folks and remind them to call people in rather than call them out. I really loved how he started the question-and-answer period where he talks about worrying about saying the “wrong thing”.

Watch now

What I Learned in Class Today, First Nations and Indigenous Studies

A resource that helps with navigating tensions and supporting Indigenous students in the classroom. What I Learned in Class Today: Aboriginal Issues in the Classroom is a research project that explores difficult discussions of Aboriginal issues that take place in classrooms at the University of British Columbia. The project examines the experiences of students, instructors, and administrators at the university to make these problems visible, better understand how difficulties arise, and to find ways to have more professional and productive classroom discussions.

Learn more

Speaker series, seminars and workshops

Speaker Series: Teaching & Learning in Science through the Lens of Indigeneity, Equity, Diversity and Inclusion

This invited speaker series features prominent and influential thought leaders in inclusive STEM education. The series features guest speakers on topics relating to their expertise in inclusive STEM education that are of interest to the UBC Science teaching and learning community. Speakers will represent various disciplines (biology, chemistry, physics, geology, etc.), identities (IBPOC, 2SLGBTQIA+, etc.), and specialties (curriculum, pedagogy, research). Participation open beyond Faculty of Science community depending on availability.

Learn more

Classroom Climate Series by Indigenous Initiatives, CTLT

The Classroom Climate Series is a set of professional development workshops offered once a month through the academic year and hosted by Indigenous Initiatives. The series provides a space for all members of the UBC teaching and learning community to share teaching and research practices, and to learn more about how to engage in conversations about place, power, and social location.

Learn more

Indigenous Speaker Series by the Office of Respectful Environments, Equity, Diversity and Inclusion Office, Faculty of Medicine

Offering excellent seminars, the Indigenous Speakers Series is an original and important platform to begin, continue and advance the conversation about telling the truth and reconciling for the future.

Learn more

External resources and learning opportunities

The following resources are available beyond UBC:

Decolonization Is for Everyone by Nikki Sanchez, TEDxSFU

This is a great short TEDxSFU talk on decolonization by Nikki Sanchez (she/her), a Pipil and Irish/Scottish academic, Indigenous media maker, and environmental educator. Nikki discusses what colonization looks like and how it can be addressed through decolonization. “An equitable and just future depends on the courage we show today.”

Watch now

Land acknowledgement (a remote learning assignment)

This an assignment prompt for the land acknowledgements that I’ve used. I asked different students to do land acknowledgements and it proved a great way to build a sense of community (because people share details about themselves) and to teach them the art of connecting land acknowledgements to the topic goals of a session.

Learn more

Pulling Together Teachers and Instructors Series 2022

A six-part recorded webinar series offers opportunities to learn the importance of Indigenous worldviews and how to incorporate them into your teaching style and practice; assess current curriculum and pedagogy and considering them in relation to TRC, UNDRIP, and other Indigenous policies; review ethical and relational protocols within your institutions; and locate oneself within the work and what next steps are important to tangible outcomes. The Guide for Teachers and Instructors explores how to Indigenize your practice by building new relationships with Indigenous pedagogy and knowledge.

Learn more | Access guide

Camp Suzuki at Chá7elkwnech: Professional development for educators

A professional development retreat for educators of all backgrounds and grade levels (Kindergarten through to Post-Secondary) offers interactive and engaging seminars in Squamish Nation history, language, ethnobotany, culture, stories and stewardship in a welcoming, encouraging outdoor-education setting.

Learn more

Indigenous Corporate Training

Bob Joseph, founder and President of Indigenous Corporate Training, shares blog posts that provide great tips and resources on Indigenous engagement.

Learn more | Access blog

San’yas Indigenous Cultural Safety Training Program

The San’yas team is a multi-racial team comprised of Elders, facilitators, registrars, curriculum developers, evaluation/researchers, and supported by Animikii an Indigenous technology company. The virtual team is located across the country from Nova Scotia to BC, continuing the mission of the program founder, Dr. Cheryl Ward.

Learn more

Short selection of book recommendations

A limited selection of engaging and short books to build your own understanding: 

Indian Horse by Richard Wagamese

“Richard Wagamese takes readers on the often-difficult journey through Saul’s life, from his painful forced separation from his family and land when he’s sent to a residential school to the brief salvation he finds in playing hockey. […] an unflinching portrayal of the harsh reality of life in 1960s Canada, where racism reigns and Saul’s spirit is destroyed by the alienating effects of cultural displacement.”

Learn more via CBC

Mamaskatch by Darrel J. McCleod

“Growing up in the tiny village of Smith, Alta., Darrel J. McLeod was surrounded by his Cree family’s history. In shifting and unpredictable stories, his mother, Bertha, shared narratives of their culture, their family and the cruelty that she and her sisters endured in residential school. […] The fractured narrative of Mamaskatch mirrors Bertha’s attempts to reckon with the trauma and abuse she faced in her own life, and captures an intensely moving portrait of a family of strong personalities, deep ties and the shared history that both binds and haunts them.” – from publisher Douglas & McIntyre

Learn more via CBC

An Inconvenient Indian by Thomas King

“Neither a traditional nor all-encompassing history of First Nations people in North America, The Inconvenient Indian is a personal meditation on what it means to be “Indian.” Thomas King explores the relationship between Natives and non-Natives since the fifteenth century and examines the way that popular culture has shaped our notion of Indigenous identity, while also reflecting on his own complicated relationship with activism.”

Learn more via CBC

Conversations with Canadians by Lee Maracle

“On her first book tour at the age of 26, Lee Maracle was asked a question from the audience, one she couldn’t possibly answer at that moment. But she has been thinking about it ever since. As time has passed, she has been asked countless similar questions, all of them too big to answer, but not too large to contemplate. These questions, which touch upon subjects such as citizenship, segregation, labour, law, prejudice and reconciliation (to name a few), are the heart of My Conversations with Canadians.”

Learn more via CBC

IBPOC affinity groups: Helping to build a more inclusive campus

Written by Meribeth Deen in collaboration with staff from the Equity & Inclusion Office 

UBC’s Anti-Racism and Inclusive Excellence (ARIE) Task Force Final Report recommends ongoing support for people working to build communities and spaces curated for Indigenous, Black, Persons of Colour (IBPOC) students, faculty and staff. Many of these spaces take the form of affinity groups. 

One Thursday in November, a group of IBPOC women, transgender and non-binary faculty, staff and graduate students met up in the UBC Pharmaceutical Sciences Building to expand and hone a definition of a mentor: sometimes a mentor pushes you into situations you’re not ready for and helps you move your career forward in the process; sometimes they show you that it’s okay to fail; sometimes they show you that you don’t have to fit the stereotype that’s tied to your identity. Event participants also shared their personal challenges and ideas to support one another – then enjoyed a catered lunch and informal social time.  

The conversation could have been on just about any topic, but having a facilitated conversation offered a launch pad for members of the group to connect.  

Affinity groups like the above IBPOC STEM Network aim to build communities of support and well-being around some aspect of shared identities and lived experience, to provide a space where people can celebrate those identities, offer mentorship, and mobilize advocacy for equity and inclusion. The IBPOC STEM Network is funded through small contributions made by several STEM departments. By pooling resources, this Network has been able to create opportunities for connection across departments and Faculties.

The IBPOC Coffee Club fund, offered through the IBPOC Connections Faculty and Staff program by the Equity & Inclusion Office, also provided initial seed funding and staff support. 

So how do affinity groups help to build a more inclusive campus? Although not an exhaustive list, the following three ways stand out:

1. Affinity groups can make space for intersectionality. 

People form communities organically, and often, these communities are made up of people with shared identities, interests or experiences. People within the group may end up representing a very narrow margin of the people who are tied to that identity.

Affinity groups tend to intentionally bring people together under a broader umbrella which is purposely inclusive, allowing relationships to form across within-group differences. For example, the IBPOC STEM Networks connects people with different sexual orientations, IBPOC racial identities and nationalities. Sharing stories within such an intersectional space like this allows for a greater understanding of diverse lived experiences among people connected to the particular identity.  

2. Affinity groups can connect people across campus…and across hierarchies.  

An IBPOC affinity group at UBC Okanagan, for example, includes leadership, staff, faculty, grad students and post docs.

“I met people at our last meeting and I wondered, how have we never crossed paths before?” says Sanji Lacey, one of the group’s co-founders. “And there’s some networking that happens. For example, I met someone from the Sexual Violence Protection and Response Office (UBC Okanagan SVPRO) who has had racialized students come to her looking for help. Since then, she’s always looking for other IBPOC people to connect the students with, and so I said, you can connect them with me or my other colleagues. It’s about building out support for everyone.”

Strengthening networks, dialogue and learning across different types of roles and units on campus can also help to build stronger supports and also spur collaborative initiatives to create change across different units. 

3.  Affinity groups can help  counter between-group divisions, building stronger relationships between marginalized and dominant culture groups and allies. 

By providing people who belong to historically, persistently and systemically marginalized groups the space to talk about their shared experiences and exchange strategies to affect change, affinity groups can serve to validate, heal, and empower. These groups can also help build capacity among members to thrive as they navigate dominant culture in the workplace and/or the classroom. When coupled with dominant group allyship capacity building, the benefits of affinity groups can help enhance inter-group dialogue and collaboration towards change. 

Financial or in-kind contributions and support from the institution – whether seed funds from the Equity & Inclusion Office or sponsorship of activities by various offices – can go a long way in helping these groups be successful. That said, many affinity group organizers may relate to Sajni when she says, “It’s a fine balance between institutional support so that it’s not an extra labour that we take on, but also that it doesn’t get taken over by the institution”. Self-determination and community-led organizing are important principles for the success of affinity groups. 

There are many affinity groups at UBC which help to connect and support IBPOC, 2SLGBTQIA+, and disabled students, faculty and staff. Visit the Equity & Inclusion Office Connections & Support page for more information. 

IBPOC STEM Network Spring social

JEDII STEM Series Spring workshops launched

IBPOC Connections faculty & staff lunch: Create joy and play

Remarks: Acts of kindness

The following remarks were delivered by Arig al Shaibah, Associate Vice-President, Equity and Inclusion, during the annual event to mark the Anti-Bullying or “Pink Shirt Day” held on February 22, 2023 and organized by the Vice-President, Finance and Operations portfolio.

UBC’s campuses are located on the traditional, ancestral, and unceded territories of the Syilx (Okanagan) Peoples and of the Coast Salish Peoples, including the territories of the xwməθkwəy̓əm (Musqueam), Skwxwú7mesh (Squamish), and Stó:lō and Səl̓ílwətaʔ/Selilwitulh (Tsleil- Waututh) Nations.

My name is Arig al Shaibah, and I’m UBC’s Associate Vice-President, Equity & Inclusion.

My role has a broad mandate to champion institutional commitments and actions across both Vancouver and Okanagan campuses. 

I also oversee the Equity & Inclusion Office, which includes three functional units:

  • We provide data analysis, reporting, and project management to enable strategic planning to advance institutional equity, inclusion, and anti-racism priorities; 
  • We partner with academic and administrative units to build individual competency and organization capacity to action equity, inclusion and anti-racism commitments; and
  • We offer confidential and impartial human rights advising and resolution facilitation for campus community members who bring forward discrimination and harassment concerns and complaints. 

Canada’s Anti-Bullying Day or “Pink Shirt Day” has its origins in the actions of two brave 12th grade Nova Scotian students named David Shepherd and Travis Price who stood up against bullying after a 9th grade student was bullied for wearing a pink polo shirt – for expressing their unique self. In fact, these two students were standing up against a form of homophobia, transphobia, and gender-based violence more broadly – and, in so doing, demonstrated healthy masculinity and active bystander intervention.  

Sadly, bullying continues to be an issue, not just among adolescents, and it has extended into the world of cyberbullying, which is proving to be just as, if not more, psychically harmful. 

Bullying is fundamentally about an abuse of power. 

It is defined as physical or emotional cruelty to others, especially towards those perceived as being vulnerable or having less power and privilege.  

UBC’s Discrimination Policy addresses forms of bullying that meet the threshold of discrimination on the basis of protected human rights grounds, and the university’s Respectful Environment Statement  addresses bullying and harassment that may not meet the threshold of discrimination or do not involve protected human rights grounds. 

These policies exist because UBC is committed to fostering learning and working environments where faculty, students and staff enjoy equitable opportunities to participate in the life and work of the university, where we are free from discrimination, harassment, and bullying, and where we can all experience a sense of dignity and belonging. 

We often use a shorthand to refer to this kind of environment as a ‘culture of respect’.

A culture of respect – an environment free from discrimination, harassment, and bullying – can only be accomplished when people leaders and community members at large commit to developing and exercising competencies to counter and call out harmful behaviours.

This brings me to the theme for this Day: Acts of Kindness.

Kindness, in the context of building a culture of respect, is more than the quality of being friendly, generous, and considerate.

Kindness, I suggest, is an essential component of the heart set competencies (or ways of being or feeling), which complement the mind set competencies (or ways of knowing and thinking) and skill set competencies (or ways of doing and acting) that all must be developed to cultivate and nurture a culture of respect. 

In this context, kindness is fundamentally about empathy and compassion as well as humility and courage.

  • Empathy and compassion to care about others’ perspectives and experiences and to be motivated to listen and help rather than dismiss or further contribute psychological harm. 
  • Humility and courage to make ourselves vulnerable to admit the limits of our knowledge and lived/living experience in order to promote intergroup dialogue rather than contribute to intergroup distrust.

Empathy, compassion, humility, and courage are well-documented inclusive leadership qualities, and we all must expend some effort to practice and perfect them.

There are many forces around us – whether within our peer and professional circles or within society locally and globally – that seek to draw us into and encourage divisiveness across difference.

Kindness can be a unifying counter force. 

To be clear, the call for more kindness to be exercised by all is not a call to ignore abuses of power. 

Kindness is not to be mistaken for politeness.

Kindness is empowering, while politeness can often be disempowering.

Kindness is also not at odds with boundary setting, where politeness can often undermine bystander intervention, which is key to anti-discrimination, harassment, and bullying efforts. 

Finally, at the risk of stating the obvious, kindness is a necessary yet insufficient pre-requisite to our equity, inclusion, and anti-racism goals. 

We need much more than kindness to combat discrimination, harassment, and bullying. 

But we have little foundation to build on if we don’t at least have that.

Thank you.

Arig al Shaibah

Apply to serve on UBC’s Accessibility Committee

UBC is taking steps to establish an Accessibility Committee to support disability inclusion and guide future direction at the university. Students, staff, and faculty are invited to apply to serve on the inaugural Committee.

The Committee will be tasked with providing on-going guidance and advice to the university on the identification, removal and prevention of barriers to accessibility and to help fulfill the university’s legal obligations and commitments to disability inclusion and justice principles. 

Of the 18-member committee, the UBC Executive will appoint six members for key offices and hold three seats for student leaders representing the Alma Mater Society (AMS), Graduate Student Society (GSS), and Students’ Union of Okanagan (SUO).

Nine at-large UBC community members will be selected through this open call for applications, of which there shall be at least two students, two staff, and two faculty members.

Public sector organizations in British Columbia are required to establish an accessibility committee, an accessibility plan and a build tool to receive feedback on their accessibility. Committed to building a more accessible campus environment and in accordance with the Accessible British Columbia Act, UBC is now undertaking steps to meet these legislated requirements by September 1, 2023.


Application process

Student, faculty, and staff interested in applying to serve on the Accessibility Committee should:

  1. Review the Terms of Reference to ensure alignment of eligibility and interests with the mandate and commitment required;
  2. Submit an online application for consideration by the UBC Executive selection committee. Members will be selected so as to meet the compositional diversity requirements of the Act. 

Please note that the application period closed on March 13, 2023.

Review details related to data collection and privacy

The responses to this questionnaire will be collected and managed by the Associate Vice-President, Equity and Inclusion and the Equity & Inclusion Office (EIO) Data Analysts. Appointees and nominees will also be requested to complete a voluntary demographic self-identification questionnaire imbedded in the online application. 

Record-level data from this application form and questionnaire will be shared with the UBC Executive for the sole purpose of ensuring the compositional diversity of the Accessibility Committee as required under the Act. Record-level data will not be disclosed for any other purpose. Aggregated (non-identifying) data will be shared with the Committee and community for reporting and accountability purposes.  

Personal information is collected in this application and questionnaire under the authority of sections 26(a), (c) and (e) of the Freedom of Information and Protection of Privacy Act for the purposes of selecting qualified and diverse members of the Committee. Any questions about the collection and use of this information may be referred to the Associate Vice-President, Equity and Inclusion. 


Member appointment and selection

In accordance with the Act and UBC’s Terms of Reference, Committee members will be appointed and selected with consideration of the following compositional diversity goals: 

  1. The members are from the UBC community (student, faculty, and staff) representing both the Vancouver and Okanagan campuses; 
  2. At least half of the members are persons with disabilities or individuals who support or are from UBC organizations that support persons with disabilities; 
  3. The members described in (b) reflect the diversity of persons with disabilities in British Columbia; 
  4. At least one of the members is an Indigenous person; 
  5. The committee reflects the diversity of persons in British Columbia.

To the extent possible and as informed by responses to a voluntary self-identification survey, UBC will strive to constitute a committee with at least half of the members identifying as having a disability. 

Annual employment equity report highlights progress and opportunities towards broader diversity

2021 Employment Equity Report provides the most robust dataset on UBC’s workforce demographics to date.   

Based on the November 1, 2021 data snapshot and 19,347 as the total number of faculty and staff at UBC, the survey had a 66 per cent faculty and 79 per cent staff response rate at UBC Vancouver, and 77 per cent faculty and 81 per cent staff response rate at UBC Okanagan. The 2021 survey campaign yielded the highest response rates observed at both UBC Vancouver (74 per cent) and UBC Okanagan (79 per cent) campuses since 2016. That year, the response rates were 68 per cent and 78 per cent, respectively.  

As a voluntary survey, encouraging employee engagement with the survey is critical to obtaining a robust data set. The results, produced by the Equity & Inclusion Office and the Planning and Institutional Research Office (PAIR), provide valuable – but not the only – indicators of UBC’s progress on the Employment Equity Plan and commitments to equity and inclusion.

“The Employment Equity Survey helps us understand progress on diversifying our workforce. It allows us to find areas where we need to continue to enhance the recruitment of faculty and staff from historically marginalized groups,” says Arig al Shaibah, Associate Vice-President, Equity and Inclusion

Analysis of 2021 data suggests strong representation of women across UBC’s workforce, when compared with regional and national comparator data, though opportunities to continue to diversify UBC’s workforce across other designated equity groups. For example, people with disabilities continue to be underrepresented across all occupational groups at UBC’s Vancouver campus; however, at UBC Okanagan, representation of this group exceeds the proportion of persons with disabilities available in both the regional and national workforces.  

“Making progress will require that we more systematically embed equity and inclusive excellence practices through search and selection processes”, says Arig, as she points to a number of initiatives designed to support these efforts – the JEDII STEM Series and the Hiring Equity course, designed to build individual and unit-level understanding of and capacities for inclusive hiring, and the special programs to recruit among under-represented groups. “We also need to make more visible our commitment to accessibility and accommodation supports available to prospective and existing employees with disabilities.” 

With respect to racialized employees, the data suggest that UBC’s Vancouver campus workforce exceeds national labour market availability but falls short of regional availability, while at the Okanagan campus, the workforce exceeds regional and falls short of national availability. As well, the data suggest a need to further diversify UBC’s workforce at senior leadership levels. 

“As part of our ongoing commitment to Antiracism and racial equity, there is a focus on increasing the representation of racialized employees at all levels, with an emphasis on closing equity gaps for Black faculty and staff”, says Arig. “Complementary efforts focused on supporting the experience, development, advancement, and retention of marginalized faculty and staff at UBC are equally important”, highlighting opportunities to nominate and include greater numbers of racialized faculty and staff in emerging leaders’ development programs, to apply an equity lens to the design and delivery of leadership development programs, and to better support and mentor existing racialized leaders. 

“While we focus on recruitment practices, we recognize that the quality of workplace experiences and a sense of belonging is critical to retention and success of those who are here.” 

Arig also notes that “in addition to this data, we gather insights from community members through various feedback mechanisms and forums. Employment equity survey data adds to those important qualitative data points by offering a comprehensive, university-wide quantitative overview – both are important to our efforts to assess systemic barriers and disparities in proportional representation, and undertake  workforce planning efforts.”  

The annual report also highlights key initiatives underway to advance the UBC’s Employment Equity priorities, most notably the goal of improving employment equity data collection, analysis and reporting. 

2021 marked the first time these data were centrally collected via Workday, its implementation a component of UBC’s Institutional Renewal Program. “I’m now part of the 2022 count,” reflects Arig, on completing the survey as part of her recent onboarding tasks in Workday. “The survey takes just a few minutes to complete yet is tremendously impactful to our aim to enhance data-informed decision-making”.  

While UBC’s employment equity data is typically released earlier in the year, the publication of 2021 data was delayed due to enhancements to data collection, management and analysis systems and processes, and the longer than expected time required to reconcile historical and new datasets. Following the 2021 reporting cycle, we expect that forthcoming reports will be available earlier in the year.  

Processing and analysis of 2022 employment equity survey data is currently underway and an annual report forthcoming in 2023.  

Employees can complete or update their survey responses at any time by resubmitting the survey at this live link

Units and leaders that are looking for specific employment equity data can submit a request for consultation with our office. 

Primary program / implementation team 

Designated Groups

Defined in the federal Employment Equity Act, designated groups include women, indigenous peoples, racialized peoples and people with disabilities. While people with minoritized gender identities and sexual orientations are not identified in the Act, UBC recognizes that people with diverse sexual and gender identities may also have experienced discrimination in the above areas and has sought to additionally gather this data.

Explore more terms in our glossary.

JEDII STEM Series: A step on the path to a just, equitable and inclusive UBC

Title reads Equity and Inclusion in Action: JEDII STEM Series with a trio of people talking

 “This was all new to me when I started. […] I just wanted to help people and help make change. […] I think that is the most important core feeling, and as long as you have that, the rest of it you can learn.”  

Dr. Annie Ciernia, Assistant Professor, Faculty of Medicine on starting out on JEDII work

So often we have a desire to help others but lack a clear path forward. After all, what can an individual do to change an institution as large as UBC?

It turns out, there’s quite a lot.

UBC has many resources and initiatives designed to support individuals and units motivated to embed justice, equity, decolonization, Indigenization, and inclusion (JEDII) into their policies, practices and behaviors. However, it can be daunting to get started doing this work in a large institution and with consideration of the many decentralized efforts already underway – particularly when doing so alone or perhaps without any local foundations to build on. To better support community members interested in advancing JEDII, the Equity and Inclusion in Action: JEDII STEM Series was launched in the summer of 2021.

Created by the Equity & Inclusion Office and co-facilitated by Skylight: Science Centre for Learning and Teaching, the Centre for Teaching, Learning and Technology, and the Faculty of Medicine Office of Respectful Environments, Equity, Diversity & Inclusion, the series brings together faculty, staff, postdoctoral fellows and graduate students who lead and support JEDII initiatives in science, technology, engineering and math (STEM) fields so that they can access a cross-campus network of ideas, resources and expertise. 

Through monthly educational sessions, the series is designed to build a sense of community across STEM and enhance a sense of self-efficacy and solidarity amongst people working on JEDII initiatives. The series facilitates sharing of resources, knowledge and expertise, and supports the development of a deeper understanding of some of the systemic barriers to JEDII within STEM in order to coordinate action across different units. It also provides an opportunity to surface difficult topics and work through challenges together. 

“It’s been helpful to know who is working on what on campus. It’s really nice to see representation of different schools, different departments, different faculties who are coming together and talking about different efforts that they’re working on,” says Dr. Maria Tokuyama, Assistant Professor, Faculty of Science. 

22 sessions have been hosted since 2021, with past discussions covering topics such as what actions individuals and departments can take to recruit and retain equity-deserving groups and ways to integrate trauma-informed practices in teaching and supervising. A total 1928 registrations were received across all events. While many of the discussions are centered on the experiences of people from equity deserving groups, allies are encouraged to attend, with an understanding that it is everyone’s responsibility to create a more just, equitable and inclusive university.  

While the series originated from a desire to better support individuals and units, it demonstrates UBC’s commitments to inclusion in action. For example, the series supports the advancement of several Inclusion Action Plan goals: recruitment, retention and success, system change, capacity building, and learning, research and engagement. It also aligns with UBC’s strategic plan’s theme of inclusion, and strategies such as great people, thriving communities, and inclusive excellence. 

To date, the network has engaged over 682 participants across 18 faculties, as well as administrative units across UBC Vancouver and UBC Okanagan. 

In addition to the JEDII STEM Series, women or gender-diverse persons who identify as an Indigenous, Black and/or Person of Colour, can also join the IBPOC STEM Network for community-building opportunities. 

Roadmap for Change: Implementing anti-racism commitments at UBC