Overall Rating Silver - expired
Overall Score 54.26
Liaison Sharmilla Raj
Submission Date Dec. 9, 2020
Executive Letter Download

STARS v2.1

Toronto Metropolitan University (formerly Ryerson University)
PA-5: Assessing Diversity and Equity

Status Score Responsible Party
Complete 1.00 / 1.00
"---" indicates that no data was submitted for this field

Has the institution engaged in a structured assessment process during the previous three years to improve diversity, equity and inclusion on campus?:

A brief description of the assessment process and the framework, scorecard(s) and/or tool(s) used:

1) The Canadian Truth and Reconciliation Commission (TRC), which was tasked with gathering information about and promoting awareness of Residential Schools in Canada, delivered its final report in 2015. The final report included 94 Calls to Action, a number of which relate to post-secondary education.
Ryerson’s President launched a community-wide consultation on the response to the calls to action. The consultation concluded with a summary community consultation report entitled Truth and Reconciliation at Ryerson: Building a Foundation for Generations to Come was presented to the President and provost in a community celebration on January 26, 2018.
The assessment report organized a) the findings around six themes (outlining barriers and concerns expressed along with presented solutions and opportunities), b) six steps already taken, c) seven steps now underway, and d) seven further steps to be implemented.

2) Our Diversity Self ID (DSID) report which is produced biennially, also provides data on the recruitment, representation and retention of Ryerson employees. The last DSID report provides data on Ryerson employees as of March 2018. We report on 5 groups: women, visible minorities/racialized employees, disabled employees, 2SLGBTQ+ employees and Indigenous employees (First Nations, Metis and Inut employees). The 2018 DSID report has a special focus section on Indigenous employees to support, inform and enhance our TRC campus efforts.

3) In 2010, the Taskforce on Anti-Racism at Ryerson University released a report that examined systemic racial issues and barriers on campus. A few years later, the student group Black Liberation Collective–Ryerson, raised new concerns regarding the prevalence of anti-Black racism on campus.

In response to these concerns and as the tenth anniversary of that report approached, the university embarked on the Anti-Black Racism Campus Climate Review in 2019. Anyone from the Ryerson community who self-identifies as a Black person was invited to participate. On July 17, 2020, Ryerson hosted an online event that marked the release of the Anti-Black Racism Campus Climate Review Report in honour of Nelson Mandela International Day (July 18).
The Anti-Black Racism Campus Climate Review Report highlights the real-life experiences of Black students, faculty and staff to foster a greater understanding of the realities they experience with anti-Black racism in a Canadian post-secondary institution.

Does the assessment process address campus climate by engaging stakeholders to assess the attitudes, perceptions and behaviors of faculty, staff, administrators and students, including the experiences of underrepresented groups?:

Does the assessment process address student outcomes related to diversity, equity and success (e.g. graduation/success and retention rates for underrepresented groups)?:

Does the assessment process address employee outcomes related to diversity and equity (e.g. pay and retention rates for underrepresented groups)?:

A brief description of the most recent assessment findings and how the results are used in shaping policy, programs and initiatives:

The findings of Ryerson's community wide consultation on the response to the TRC calls to action have been used in shaping policies (i.e. collective agreements, academic plan, campus master plan), initiatives (i.e. Aboriginal work program), and educational programs (return of the annual powwow).

Following the release of the Anti-Black Racism Campus Climate Review Report in July 2020, Ryerson President Mohamed Lachemi announced the Presidential Implementation Committee to Confront Anti-Black Racism, which has been tasked with addressing the recommendations included in the report. The committee is co-chaired by:

Dr. Denise O’Neil Green (Vice-President, Equity and Community Inclusion)
Deborah Brown (Vice-President, Administration and Operations)
Dr. Anver Saloojee (Assistant Vice-President, International)

Also, in Ryerson’s 2014-2019 Strategic Academic Plan, Our Time To Lead, the University identified 14 values, 4 priorities and 29 strategies. Among the 14 values, equity, diversity and inclusion were named and defined as institutional values. Within the fours priorities, 29 strategies were delineated including strategies 01, 07, 27, and 28 (see below), which address approaches for improving EDI on campus.

Strategy 01 - Attract and retain high-quality faculty and staff with diverse backgrounds.

Strategy 07 - Develop access and program initiatives to support under-represented groups, including Aboriginal students, first-generation students, students with disabilities and internationally educated professionals.

Strategy 27 - Cultivate relationships with Aboriginal communities and students to create an educational environment that embraces and supports Aboriginal perspectives and experiences, and builds community for Aboriginal people.

Strategy 28 - Develop a university-wide community engagement and communication strategies that value equity, diversity and inclusion; leverages current engagement activity; and builds on more visible Ryerson presence in particular communities.

To build a diverse and inclusive community of exceptional students, faculty and staff various action oriented frameworks have been established to strategically embed EDI into Ryerson’s organizational culture to address the needs of both students and employees of diverse backgrounds, including Indigenous and persons with disabilities.

The various areas of focus for Indigenous faculty, staff and students are:
Develop and implement a strategic vision to Indigenize Ryerson University (Strategic Vision)
Improve and expand support for Indigenous learners (Indigenous Learners and Access)
Indigenize teaching and learning practices (Learning and Teaching)
Increase Indigenous staff and faculty (Indigenous Employees)
Deepen engagement and partnerships with Indigenous communities (Community Engagement)
Increase Indigenous visibility at Ryerson through expressions of reconciliation (Visibility and Reconciliation)
Indigenous space making for ceremonies and programming (Space)

The various areas of focus for persons with disabilities are:
Built Environment
Universal Design for Learning (UDL)
Information and Technology
Communication and Awareness

Anti-Black Racism Campus Climate Review Report: https://www.ryerson.ca/equity/programs-reports/anti-black-racism-campus-climate-review/anti-black-racism-campus-climate-review-report/executive-summary/

Are the results of the most recent structured diversity and equity assessment shared with the campus community?:

A brief description of how the assessment results are shared with the campus community:

Ryerson's community wide consultation on the response to the TRC calls to action report was shared with the entire Ryerson community via a presentation of the report to Ryerson President and Provost before 200+ Ryerson community members. Hard copies were distributed and a copy of the report is also available online. During social justice week, an in-person update on the status of our progress is shared with the community on an annual basis; this is also done through Ryerson Today, our institutional e-news magazine, student newspapers and social media.

Similarly, the DSID report findings are shared via in-person presentations, on-line newspaper articles, distribution of hard copies, DSID website and social media.

On July 17, 2020, Ryerson hosted an online event that marked the release of the Anti-Black Racism Campus Climate Review Report in honour of Nelson Mandela International Day (July 18). The online event was open to the entire university community.

Are the results (or a summary of the results) of the most recent structured diversity and equity assessment publicly posted?:

The diversity and equity assessment report or summary:

The website URL where the report or summary is publicly posted:
The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:

Data source(s) and notes about the submission:

The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.