The University of British Columbia
PAE-7: Measuring Campus Diversity Culture

The Equity Office manages UBC's Employment Equity census which asks all staff and faculty to self-report on a number of diversity grounds, including the four designated groups as set out in the Employment Equity Act (women, visible minorities, persons with disabilities and Aboriginal persons). In 2009, additional questions were added in a supplemental questionnaire to include other areas of diversity such as sexual orientation and gender identity and expression, as well as more detailed questions about race, ethnicity, and disability. More information is available at http://equity.ubc.ca/employment/employment-equity-online-census/. Questions about equity and diversity were also incorporated into Human Resources’ 2009 Workplace Experiences Survey. This university-wide survey received responses from more than 2700 faculty and staff and asked respondents to assess whether they felt that they had been treated unfairly in the workforce for reasons of ethnic or cultural origin, gender, religion, race, disability and/or sexual orientation. Family responsibilities were also addressed. The survey found that creating an inclusive work environment needs to be elevated to a higher priority, with defined measurements and a clear commitment. More information about the new 2011 Workplace Experiences Survey is available at: http://www.focusonpeople.ubc.ca/workplace-experiences-survey/. In addition, UBC utilizes assessment tools such as the National Survey of Student Engagement, the Beginning Student Survey of Engagement, the National College of Health Association Survey, the New to UBC Survey and others to understand the experiences of our students and to gather demographic information regarding our student population. A number of climate surveys have also been conducted in different faculties. For example, the Faculty of Law has done a student climate survey while both the Faculty of Science and the Faculty of Medicine have done climate surveys for faculty members.

The Employment Equity census data, as well as other equity-related assessments inform the direction of the work on the Equity Office and help establish priorities both for this office and the broader university. For example, UBC has adopted VALUING DIFFERENCE: A STRATEGY FOR ADVANCING EQUITY AND DIVERSITY AT UBC http://diversityatubc.sites.olt.ubc.ca/files/2010/11/valuingdifference1.pdf. This University-wide strategic plan to advance equity and diversity at UBC is aimed at inclusion in all aspects of university life; a diverse workforce and student body; curriculum and scholarship; pedagogy and climate; equitable opportunities; and demonstrations of commitment from the University’s leadership. With the assistance of the Office of Planning and Institutional Research, we investigated the decline in number of employees who self-identified as a person with a disability. Partly as a result of that study, we have partnered with Human Resources in a pilot project to focus on hiring people with disabilities into staff positions in the Faculties of Science and Applied Science. The Equity Office also released a study which investigated differences in faculty salaries due to sex. That study led to a significant collaborative process between the University administration (including the Equity Office) and the Faculty Association which aimed at addressing and preventing gender-based salary inequities.

Janet Mee Director, Access and Diversity http://www.students.ubc.ca/access/index.cfm Anne Marie Long Senior Equity Advisor, Equity Office http://equity.ubc.ca/