| Overall Rating | Gold |
|---|---|
| Overall Score | 69.86 |
| Liaison | Nicole Arsenault |
| Submission Date | April 3, 2024 |
York University
PA-5: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.44 / 2.00 |
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indicates that no data was submitted for this field
Does the institution have a diversity and equity committee, office, and/or officer tasked by the administration or governing body to advise on and implement policies, programs, and trainings related to diversity, equity, inclusion and human rights?:
Yes
Does the committee, office and/or officer focus on students, employees, or both?:
Both students and employees
A brief description of the diversity and equity committee, office and/or officer, including purview and activities:
The Division of Equity, People and Culture is committed to build a stronger, more equitable and healthier workplace environment at York University. We aim to invest in our people and to create an inclusive and equitable environment for all. We aim to invest in our people and to create an inclusive and equitable environment for all. The EP&C team brings together staff from Human Resources, Labour Relations including Employee Relations and the Centre for Human Rights, Equity and Inclusion to help support the York Community.
1. The Centre for Human Rights, Equity and Inclusion.
York University’s Centre for Human Rights, Equity and Inclusion (REI) promotes and builds a respectful, equitable, diverse, and inclusive university community. The Centre strives to provide and assure excellence in the fair resolution of human rights-related conflicts and complaints from faculty, staff, and students. They also provide provide workshops, training, community events, and knowledge exchange opportunities that support staff, students and faculty in navigating current REI trends and topics, showcases community thought-leaders and support the development of a culture of respect, equity, diversity and inclusion at York University.
2 . President's Advisory Council on EDI
The President’s Advisory Council on Equity, Diversity and Inclusion (EDI) will use an intersectional lens to develop, recommend and establish institutional priorities, strategies, tactics, actions and measures of success in relation to the subject areas of the Council’s mandate using a multi-year approach to accomplish these objectives. In doing so, the Council will develop a university-wide framework that acknowledges the decentralized nature of York and the significant differences in the demographic composition and organizational climate among Faculties, Colleges, Divisions and units.
3. Committee on Equity, Diversity & Inclusion for Faculty Recruitment
The Canada Research Chairs Program recently launched its Equity, Diversity and Inclusion Action Plan, in response to concerns about equity and diversity raised during the program’s 15th-year evaluation. As part of the plan, all institutions with an allocation of five or more chairs (including York University) are required to develop an equity, diversity and inclusion action plan (institutional plan), which describes how the institution will sustain the participation, and/or address the under-representation, of individuals from the four designated groups (FDGs: women, persons with disabilities, Aboriginal Peoples and visible minorities) within their allocation of chairs.
4. President's Sustainability Council
The President’s Sustainability Council is an advisory body, reporting to the President. REI involvement brings a human rights lens to the Council and ‘People’ Sub-Committee, which work to advance York’s sustainability goals.
1. The Centre for Human Rights, Equity and Inclusion.
York University’s Centre for Human Rights, Equity and Inclusion (REI) promotes and builds a respectful, equitable, diverse, and inclusive university community. The Centre strives to provide and assure excellence in the fair resolution of human rights-related conflicts and complaints from faculty, staff, and students. They also provide provide workshops, training, community events, and knowledge exchange opportunities that support staff, students and faculty in navigating current REI trends and topics, showcases community thought-leaders and support the development of a culture of respect, equity, diversity and inclusion at York University.
2 . President's Advisory Council on EDI
The President’s Advisory Council on Equity, Diversity and Inclusion (EDI) will use an intersectional lens to develop, recommend and establish institutional priorities, strategies, tactics, actions and measures of success in relation to the subject areas of the Council’s mandate using a multi-year approach to accomplish these objectives. In doing so, the Council will develop a university-wide framework that acknowledges the decentralized nature of York and the significant differences in the demographic composition and organizational climate among Faculties, Colleges, Divisions and units.
3. Committee on Equity, Diversity & Inclusion for Faculty Recruitment
The Canada Research Chairs Program recently launched its Equity, Diversity and Inclusion Action Plan, in response to concerns about equity and diversity raised during the program’s 15th-year evaluation. As part of the plan, all institutions with an allocation of five or more chairs (including York University) are required to develop an equity, diversity and inclusion action plan (institutional plan), which describes how the institution will sustain the participation, and/or address the under-representation, of individuals from the four designated groups (FDGs: women, persons with disabilities, Aboriginal Peoples and visible minorities) within their allocation of chairs.
4. President's Sustainability Council
The President’s Sustainability Council is an advisory body, reporting to the President. REI involvement brings a human rights lens to the Council and ‘People’ Sub-Committee, which work to advance York’s sustainability goals.
Estimated proportion of students that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Some
Estimated proportion of academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Most
Estimated proportion of non-academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Some
A brief description of the institution’s cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
1. York University provides self-paced and synchronous training on diversity, sexual orientation, and working with persons with disabilities, all designed to create a positive working environment on campus.
2. The CHREI offers multiple workshops, training programs and resources on a variety of topics including: inclusivity training, diversity training, respect in the workplace, human rights, sexual harassment and others. For example, they hosted a REDDI Workshop Series for the 2022-2023 Fall Winter academic year on a important topics such as addressing discrimination, responding to accomodations, etc. Apart from the workshops provided under the REDDI Workshop Series, standard sessions are provided by the Education team on the following topics: Human Rights 101 and/or an Introduction to REI, Promoting Diversity and Inclusion, Unconsious Bias and Inclusive Leadership. Training sessions are also available by request to faculty, staff, and students to help facilitate equitable and inclusive dialogue.
3. The Centre for Human Rights, Equity, & Inclusion (REI) hosted an Inclusion Week series which ran from March 6 - 10, 2023. The theme to Inclusion week is: Reclaiming Social Justice in EDI. It featured free talks and interactive, skills-based workshops that explored solidarity and equitable sustainability. Education and training offered by the CHREI are free to faculty, staff, administrators and students.
4. The Decolonization, Equity, Diversity, and Inclusion Council held an inaugural mentoring/networking event for Black, Indigenous and People of Colour (BIPOC) staff in the Division of Finance and Administration on February 28th, 2023. This session had many benefits for BIPOC staff in the DFA, including:
- Connecting with BIPOC leaders and allies to identify mentoring and other opportunities
- Receiving encouragement and feedback to further professional growth
- Creating lasting mentoring relationships
2. The CHREI offers multiple workshops, training programs and resources on a variety of topics including: inclusivity training, diversity training, respect in the workplace, human rights, sexual harassment and others. For example, they hosted a REDDI Workshop Series for the 2022-2023 Fall Winter academic year on a important topics such as addressing discrimination, responding to accomodations, etc. Apart from the workshops provided under the REDDI Workshop Series, standard sessions are provided by the Education team on the following topics: Human Rights 101 and/or an Introduction to REI, Promoting Diversity and Inclusion, Unconsious Bias and Inclusive Leadership. Training sessions are also available by request to faculty, staff, and students to help facilitate equitable and inclusive dialogue.
3. The Centre for Human Rights, Equity, & Inclusion (REI) hosted an Inclusion Week series which ran from March 6 - 10, 2023. The theme to Inclusion week is: Reclaiming Social Justice in EDI. It featured free talks and interactive, skills-based workshops that explored solidarity and equitable sustainability. Education and training offered by the CHREI are free to faculty, staff, administrators and students.
4. The Decolonization, Equity, Diversity, and Inclusion Council held an inaugural mentoring/networking event for Black, Indigenous and People of Colour (BIPOC) staff in the Division of Finance and Administration on February 28th, 2023. This session had many benefits for BIPOC staff in the DFA, including:
- Connecting with BIPOC leaders and allies to identify mentoring and other opportunities
- Receiving encouragement and feedback to further professional growth
- Creating lasting mentoring relationships
Website URL where information about the institution’s diversity and equity office or trainings is available:
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
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