As one of the four change goals of the StEAR Framework, we’re working to develop institutional principles, paradigms, and processes that build organizational capacity to enable, drive, and sustain systems change through equitable and anti-racist leadership, governance, and accountability.
Objectives and strategic actions
1.1 Establish a robust strategic planning framework and feedback mechanisms to guide and enable measurable progress on university-wide anti-racism and equity efforts.
|A||Develop StEAR Framework, including StEAR Roadmap for Change, and a governance model to guide strategic action and accountability|
|B||Identify key performance indicators/measure of success and mechanisms to track progress|
|C||Administer annual (or bi-annual) university-wide inventory/assessment of campus-wide efforts|
|D||Establish plan to communicate progress on StEAR (for example, web presence, town halls)|
|E||Constitute and launch StEAR Roadmap Implementation Committee|
1.2 Develop data standards and governance mechanisms to enhance ethno-racial, gender identity, and broader intersectional demographic data collection and reporting.
|A||Review and update data governance mechanisms using an equity and anti-racism lens|
|B||Review and update data access principles and practices|
|C||Ensure continued integration of EDI principles and goals into the design and delivery of the Integrated Renewal Project (IRP)|
|D||Develop guide and deliver training for use of demographic data for planning and decision-making|
|E||Establish data standards and processes to collect and report gendered records (for example, chosen names, pronouns, honorifics) supporting self-determination|
|F||Consult on elimination of official collection and use of gendered honorifics, keeping only role prefixes|
1.3 Collect and report on disaggregated and intersectional demographic and experiential data and facilitate just-in-time and self-serve data analysis for unit-planning purposes.
|A||Hire a second Equity Data Analyst jointly reporting to the EIO and the Planning and Institutional Research (PAIR) Office|
|B||Launch Student Demographic Diversity Survey and integrate into Workday Student|
|C||Enhance annual Employment Equity Survey report to include employee lifecycle events|
|D||Establish system to consistently collect and appropriately use data from Job Applicant Equity Survey|
|E||Establish protocols for entry and update of gendered data in Workday and Canvas|
|F||Develop systems and protocols to enable appropriate just-in-time unit access to demographic data|
|G||Develop method for and analyze experiential data from Workplace Experience Survey overlay with the Employment Equity Survey|
|H||Develop dashboard for self-serve reporting on demographic data|
|I||Renew faculty pay equity analysis by gender and develop methodology for ethno-racial analysis|
|J||Review and improve statistical reporting of discrimination and harassment concerns and complaints|
|K||Continue to enhance periodic university-wide systems review and climate surveys for students and employees|
|L||Explore how to capture university-wide climate/experience date for graduate students|
1.4 Enhance capacity of senior leadership to incorporate equity and anti-racism principles in their decision-making.
|A||Introduce senior leader onboarding and training program|
|B||Diversify Academic Leadership Development Program (ALDP) curriculum and participants|
|C||Develop and disseminate tool for equity and anti-racism analysis to be applied during institution-wide policy/program (re)-design|
|D||Expand Faculty, Vice-President portfolio, and departmental level Equity Leads as part of networked leadership|
|E||Develop a protocol for ethical community consultation and engagement of HPSM groups|
|F||Review and improve the university’s event booking and speaker engagement protocol|
|G||Review Appointment Policies AP5 (Deans/Principals) and AP9 (Academic Heads)|
1.5 Develop and implement a holistic plan to advance Black excellence, inclusion, and flourishing.
|A||Connect existing and new central and decentralized initiatives to form a comprehensive plan|
|B||Launch Black Faculty Cohort Hiring Initiative (UBCV) and associated programs to support retention|
|C||Explore the expansion of Black Studies and establishment of a Centre for Global Black Scholarship|
|D||Explore establishing Black student admissions pathways and programs, and wrap-around supports|
1.6 Enhance systems and processes for addressing discrimination and harassment concerns and complaints, and particularly those related to race-based grounds.
|A||Complete Discrimination Policy (SC7) review|
|B||Develop discrimination response protocol to distribute to people managers|
|C||Update UBC Statement on Respectful Environment and disseminate to supervisors and employees|
|D||Identify unit-level reporting mechanisms and protocols to elevate, track, and address systemic concerns (across protected grounds)|
1.7 Establish structure and governance to develop and implement university accessibility priorities, with meaningful engagement and involvement of persons with disabilities.
|A||Establish an accessibility committee and accessibility plan to comply with the BC Accessibility Act|
|B||Develop a Centre for Workplace Accessibility Communications Plan|
|C||Implement and evaluate the three-year Centre for Workplace Accessibility Program pilot and incorporate learning into future programs and structures|
|D||Launch initiatives to meet new tri-agency Canada Research Chair (CRC) equity goals, especially for persons with disabilities|
|E||Revise the Workplace Accommodation Policy|
|F||Promote student facing Universal Design Learning (UDL) initiatives and the work of the Centre for Accessibility|
1.8 Enhance integration of EDI principles and practices across physical spaces and operational infrastructure (e.g., Facilities, Information Technology, and Financial Services).
|A||Review procurement processes with an equity lens|
|B||Review campus space planning with an equity lens|
|C||Review information system and learning technology procurement with equity, and especially, gender inclusion lens|
|D||Secure spaces for racialized community support, connection, networking, community-building|
|E||Establish multi-faith/multi-purpose spaces for prayer, spiritual reflection, quiet/solace|
|F||Review residence all-gender and accessibility policies, housing assignments, washroom signage|
|G||Increase and enhance all-gender change rooms in UBC Recreation facilities|
1.9 Enhance integration of equity, inclusion, and antiracism principles and practices in University and Unit-Level Communications standards, protocols, and services.
|A||Integrate an equity and anti-racism lens into the Global Events Working Group|
|B||Provide training for communications personnel to integrate equity and anti-racism principles in communications|
|C||Review major institutional-level communications protocols with an equity and anti-racism lens|
|D||Review central institutional brand and marketing principles and guides with an equity and anti-racism lens and disseminate to the campus community|