Compositional change

As one of the four change goals of the StEAR Framework, we’re working to expand the representational diversity of the student body, professoriate, staff complement, and senior leadership and enhance lifecycle experiences of historically, persistently or systemically marginalized (HPSM) groups through equitable and anti-racist recruitment, development, and retention policies and practice.

Objectives and actions

3.1 Review and improve faculty and staff hiring processes to better integrate equity and anti-racism principles.

ItemStrategic action
ADevelop a compendium of job-related EDI competencies for hiring and performance assessments
BDevelop university-wide faculty hiring guidelines (including protocols for restricted hiring)
CDevelop university-wide staff hiring guidelines aligned with collective agreements
DDevelop a recruitment database of HPSM venues, discipline-specific societies/publications, associations
EDevelop guidelines for hiring graduate and undergraduate research assistants and post-doctoral fellows
FScale up Employment Equity Advisor Training Program for faculty and staff hiring
GDevelop a suite of best practice resources and infrastructure for hiring with accountability check
HInclude anti-racist competencies in selection and training of human rights advisors, resolution facilitators, investigators, and complaint adjudicators
IRecruit and develop Human Rights Advisors with race-related discrimination experience
JRecruit and develop Investigation Office Investigators with race-related discrimination experience
KReview the Work Learn program to integrate EDI principals and goals

3.2 Enhance qualitative experiences and retention of HPSM faculty and staff through support and development opportunities.

ItemStrategic action
AEstablish and support Indigenous, Black, and People of Colour (IBPOC) Connections program
BEstablish an appropriate mechanism to support employee resource groups for HPSM employees
CPilot projects for the retention of HPSM faculty and staff
DDevelop a centralized TGNB information hub with wellness and inclusion resources
EIncrease access to TGNB-competent mental health providers through increased benefits
FDevelop principles and guidance to recognize HPSM service leadership on EDI/AR
GExplore programs to enhance affordability of housing for faculty and staff
HEnhance leadership development opportunities for racialized groups
IExplore development and funding of leadership incubator for racialized women
JDevelop a mentorship program for pre-tenure and early career racialized faculty (cross-institutional)
KReinforce developmental aims of staff performance management process
LReview and implement enhancements to tenure and promotion practices, exploring opportunities to improve related polices and collective agreements
MEstablish special programs of awards/prizes for HPSM Early Career Researchers
NDevelop a process to systematically identify and address EDI-related issues raised in exit interviews

3.3 Improve undergraduate and graduate student admissions processes to better integrate equity and anti-racism principles and practices.

ItemStrategic action
AReview central undergraduate recruitment and admissions systems, policies and practices with an equity and anti-racism lens
BReview decentralized graduate admissions processes and practices with an equity and anti-racism lens
CReview university enrolment and student access plans with an equity and anti-racism lens
DPromote and facilitate opportunities for CRCs to hire HPSM graduate students
EInitiate a Black and Indigenous scholars fellowship program
FEstablish a funding program to award new racialized graduate students
GExplore opportunities to secure scholarships for TGNB students
HSecure more needs-based scholarships for racialized undergraduate and graduate students
IExplore programs to enhance affordability of housing, childcare, transit for students
JExplore the creation of an ambassador program to support racialized student recruitment

3.4 Enhance qualitative experiences and retention of HPSM students through support and development opportunities.

ItemStrategic action
AReview the In-service: Global Engagement Strategy with an equity and anti-racism lens
BIdentify supports for TGNB athletes
CReview recreation and intramural policies with a gender inclusivity and human rights lens
DExpand TGNB Health and Wellness initiatives (training practitioners, SOPs, referral support)
ESupport Black student mental health (peer support, wellness navigator, subsidy for local referral)
FIncorporate racialized specific wellness information in student orientations, including Jump Start
GIncrease complement and competencies of mental health practitioners from and capable of supporting HPSM groups (especially 2SLGBTQIA+ and IBPOC)
HApply trauma-informed racialized, TGNB, and disability health lens to Wellness Strategic Framework
IEstablish a Black Resource Centre on the Okanagan campus and a Black Student Space on the Vancouver campus
KEstablish principles and guidelines to help start-up and sustain student affinity groups
LAnalyze results of regular undergraduate and graduate student experience surveys to inform program and service enhancements