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.
|A||Introduce anti-oppressive/anti-racist, human rights, and equity content in new employee orientation|
|B||Develop and disseminate equitable recruitment training requirements and resources|
|C||Develop Positive Space training and badging program (including resources regarding use of pronouns and chosen names)|
|D||Develop and disseminate trauma-Informed power-sensitive conflict resolution training/resources|
|E||Develop and disseminate equitable and anti-racist workplace resources for people managers|
|F||Develop EDI eligibility criteria for university-funded management professional development programs|
|G||Develop 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.
|A||Identify and point to a robust glossary of definitions of race-related concepts|
|B||Develop and widely disseminate discrimination complaint flow chart|
|C||Expand and widely disseminate information and resources about complaint and informal processes, including alternate resolution processes|
|D||Enhance the annual human rights and resolution report|