Interactional change

As one of the four change goals of the StEAR Framework, we’re working to develop individual proficiencies that build campus community capacity to foster positive and effective intergroup relations and cultivate a climate that promotes human rights, dignity, equality, and belonging through equity and anti-racism training, education, and dialogue.

Objectives and strategic actions

4.1 Enhance faculty and staff uptake of opportunities to expand equity, inclusion, and anti-racism competencies, with a focus on people managers and supervisors.

ItemStrategic action
AIntroduce anti-oppressive/anti-racist, human rights, and equity content in new employee orientation
BDevelop and disseminate equitable recruitment training requirements and resources
CDevelop Positive Space training and badging program (including resources regarding use of pronouns and chosen names)
DDevelop and disseminate trauma-Informed power-sensitive conflict resolution training/resources
EDevelop and disseminate equitable and anti-racist workplace resources for people managers
FDevelop EDI eligibility criteria for university-funded management professional development programs
GDevelop resources for graduate supervisors to enhance their intergroup competencies

4.2 Enhance individual capacities for handling discrimination and harassment concerns and complaints, and particularly those involving or intersecting with race-based grounds.

ItemStrategic action
AIdentify and point to a robust glossary of definitions of race-related concepts
BDevelop and widely disseminate discrimination complaint flow chart
CExpand and widely disseminate information and resources about complaint and informal processes, including alternate resolution processes
DEnhance the annual human rights and resolution report