The University of British Columbia
PA-4: Diversity and Equity Coordination

ASSOCIATE VICE PRESIDENT, EQUITY AND INCLUSION http://equity.ubc.ca/avp-message/ The AVP, Equity and Inclusion holds overall responsibility for leading equity and inclusion at UBC, through the Equity and Inclusion Office. Institutional responsibility for equity and inclusion is shared among four Executive portfolios: the Provost and VP, Academic; Provost and Vice-Principal (UBC’s Okanagan campus); VP, Students; and VP, Human Resources. The four Executive leaders meet with the AVP on a frequent basis to determine strategy, priorities and resource commitments. PROVOST’S ADVISORY COMMITTEE ON EQUITY AND DIVERSITY http://equity.ubc.ca/about/provosts-advisory-committee-on-equity-and-diversity/ Reporting to the Provost and Vice President Academic, the Provost’s Advisory Committee on Equity and Diversity provides advice to the Provost on matters related to equity and diversity at UBC Vancouver. Using this advice, the Provost acts to enhance the culture of inclusion and equity within his portfolio both directly and through the Deans. In addition, the mandate of this Committee includes: • Being advocates/ambassadors for broad equity issues at UBC Vancouver (not related to individual disputes); • Raising awareness within the UBC Vancouver community; making recommendations to improve how substantive equity issues are approached at UBC Vancouver; • Through its diverse membership, functioning as a vehicle for sharing information about programs and best practices across units within UBC Vancouver departments as well as from elsewhere and providing mechanism for enhanced coordination amongst units responsible for delivering on the Equity and Diversity Strategic Plan; • Providing feedback and/or advice about the status of equity and diversity at UBC Vancouver to the Equity Office, Access & Diversity and other units or individuals addressing equity and diversity issues; actively monitoring equity issues across the university; • Providing input and/or advice to the Office of the University Counsel in relation to the creation or revision of policies of the Board of Governors related to equity and diversity. Full list of Terms of Reference is available online at: http://equity2.sites.olt.ubc.ca/files/2012/03/PACED_2012_Terms_of_Reference.pdf. COMMITTEE MEMBERS: • Vanessa Auld, Associate Dean, Science • William Black, Professor (Emeritus), Law • Francine Burning, Graduate Student, Interdisciplinary Graduate Studies Program • Angelique Crowther, Communications Manager, Equity and Inclusion Office • David Farrar, Provost and Vice President Academic • Sara-Jane Finlay, Associate Vice-President, Equity and Inclusion • Alden Habacon, Director, Intercultural Understanding • Elizabeth Hirsh, Faculty Association Representative • Monica Kay, Director of Conflict Management, Equity and Inclusion Office • Linc Kesler, Director & Senior Advisor to the President on Aboriginal Affairs • Rachel Kuske, Senior Advisor to the Provost on Faculty Women • Hubert Lai, University Counsel (Co-Chair) • Linda McKnight, Director, HR Advisory Services • Janet Mee, Director, Access & Diversity • Alison Matacheskie, Director, UBC Vancouver Faculty Relations • Shehnaz Motani, Research Awards Officer, Research Services • Shirley Nakata, Ombudsperson for Students • Walter Sudmant, Director, Planning & Institutional Research • Nancy Vered, AAPS Representative • Maureen Webb, Senior Manager, UBC Vancouver Faculty Relations • Handel Wright, Professor, Educational Studies • Henry Yu, Principal, St. John’s College EQUITY AND INCLUSION OFFICE http://equity.ubc.ca/ The Equity and Inclusion office is committed to ensuring that UBC is a community in which human rights are respected and equity and diversity are integral to university life. The office works to uphold two University policies: Employment Equity (Policy #2; http://www.universitycounsel.ubc.ca/files/2010/09/policy2.pdf), Discrimination and Harassment (Policy #3; http://www.universitycounsel.ubc.ca/files/2013/08/policy3.pdf); and the UBC Statement on Respectful Environment for Students, Faculty and Staff (http://www.hr.ubc.ca/respectful-environment/files/UBC-Respectful-Environment-Statement.pdf?file=2010/09/UBC_Respectful_Environment_Statement.pdf). The Equity and Inclusion Office: • Offers education and training outreach to promote and sustain respectful learning and working environments to the campus at large • Works to prevent discrimination and harassment on campus • Provides information and resources in situations where individuals feel they are experiencing conflict related to discrimination and harassment Education and training outreach includes tailored presentations and/or panel discussions for students, staff, faculty and representatives from unions, employee associations, departmental equity committees, and the wider community. ACCESS AND DIVERSITY OFFICE http://students.ubc.ca/about/access Access and Diversity works to create an inclusive and welcoming living and learning environment at UBC. The goal is to build educational communities where students of all genders, disabilities, racial and ethnic backgrounds, sexual orientations and gender identities thrive. Access and Diversity strives to promote the implementation of best practices in social/cultural change theory and intersectional practice. Since 2003, Access and Diversity has framed its work by applying constructs developed through projects such as the Campus Diversity Initiative (James Irvine Foundation, 2000) and Inclusive Excellence (Association of American Colleges and Universities, 2005). All share five essential components which have formed the cornerstones for our work: 1. The importance of leadership and symbolism. 2. Enhancing the diversity of student communities. 3. Understanding and improving the experiences of these diverse communities of students. 4. Promoting meaningful opportunities for diversity in academic dialogue and educational programming. 5. Reviewing and strengthening organizational structures (policies, procedures and programs) to ensure that students from diverse communities are supported. EMPLOYEES: • The Equity and Inclusion Office employs a total of 9 staff members, 3 associate staff members and 2 work study students. • The Access and Diversity Office employs a total of 14 staff members and 5 work study student assistants. OFFICE OF THE PROVOST AND VICE-PRESIDENT ACADEMIC Two positions advise the Provost on equity, inclusion and diversity: • Special Advisor to the Provost, Academic Equity Initiatives • Senior Advisor to the Provost, Academic Equity Initiatives

UBC’s Equity and Inclusion Office also works strategically and shares resources with other campus units that provide related services and programs, such as Access & Diversity, First Nations House of Learning, Human Resources, Centre for Teaching, Learning and Technology and the and the Centre for Intercultural Communication, and the Office of the Ombudsperson. The Equity and Inclusion Office participates regularly in orientation programs for new faculty, administrative heads, graduate students, and international students; and the Office regularly contributes to training sessions on human rights, disability, diversity, and equity issues. EQUITY AND INCLUSION OFFICE - COORDINATED PROGRAMS WORKSHOPS AND TRAINING http://equity.ubc.ca/education/workshop-descriptions/ Educators in the Equity and Inclusion Office offer a number of equity and inclusion workshops for the UBC community as well as offering customized presentations that are responsive to a department’s particular interests/concerns regarding equity and inclusion at UBC. For the customized workshops Educators will meet with faculty, department, or representatives in the lead-up to the workshop to identify the content and format of the presentation. INTERCULTURAL UNDERSTANDING WORKSHOPS http://strategicplan.ubc.ca/the-plan/intercultural-understanding/ http://equity.ubc.ca/intercultural-understanding-workshops/ The Director of Intercultural Understanding Strategic Development leads training to grow intercultural fluency at UBC, a commitment under UBC’s Place and Promise strategic plan. The Office also has a relationship with the First Nation’s House of Learning (FNHL) on campus and when asked about Aboriginal Cultural Competency training or related information, refers to the FNHL to confirm appropriate content is shared. POSITIVE SPACE http://positivespace.ubc.ca/ Another cultural awareness training that the Equity and Inclusion Office regularly provides is Positive Space. The Positive Space Campaign is an initiative intended to help make UBC more receptive to and welcoming of its lesbian, gay, bisexual, trans* (transgender, transsexual, trans-identified), two-spirit, queer, questioning, intersex and asexual (LGBT*TQIA+) communities, individuals and issues of sexual and gender diversity on campus. It aims to foster a welcoming atmosphere and inclusive, respectful dialogue on campus for people of all sexual orientations and gender identities by identifying spaces where sexual and gender diversity is supported and valued. RULE OUT RACISM WEEK http://diversity.ubc.ca/2015/04/21/rule-out-racism-ubc-vancouver/ Rule Out Racism is a week-long series of events organized by the Equity and Inclusion Office focused on the need for greater literacy and conversation about race and racism within the UBC community in the Okanagan and Vancouver. It includes a highly provocative program of presentations, discussions and engaging workshops addressing the need for greater conversation about anti-racism practices, and what can be done concretely to address racism. Rule Out Racism week is held in recognition of the United Nations International Day for the Elimination of Racial Discrimination on March 21. Rule Out Racism is presented with the support of Access & Diversity and Human Resources. CELEBRATION OF SIGNIFICANT CULTURAL AND DIVERSITY EVENTS UBC holds communication campaigns to elevate awareness of dates and events of international, national and cultural significance on campus. Amongst these dates are the National Day of Remembrance and Action on Violence Against Women (December 6), International Day for the Elimination of Racial Discrimination (March 21), Outweek, Africa Awareness, Black History Month (February), Pink Shirt Day (February 25) and International Women’s Day (March 8), to name a few. In March 2015 the first UBC-wide Lunar New Year campaign (http://diversity.ubc.ca/2015/03/09/lunar-new-year-2015/) was held. The Lunar New Year is a significant cultural event for UBC where one-third of the student population has some direct connection to Chinese heritage, language, culture and identity. Several university departments, as well as university neighbourhood groups, hosted educational workshops and events which were attended by members of the UBC community. As a demonstration of the University’s support of its LGBTQ students, faculty, and staff, the annual Rainbow Flag-Raising Ceremony has been held since 2005 by Access and Diversity, Pride UBC student group and the VP Students portfolio. The ceremony is a key event during Outweek. ACCESS & DIVERSITY – COORDINATED PROGRAMS http://students.ubc.ca/about/access http://students.ubc.ca/campus/diversity Access & Diversity works with campus community partners, including AMS groups, student government, faculties, student groups, and staff on such issues as inclusive language, diversity 101, tools and tips on how to build more inclusive environments, and media literacy. These educational opportunities are developed in order to provide the campus community with educational materials, resources and supports to build more inclusive and welcoming communities on campus. THE REALLY? CAMPAIGN http://really.ubc.ca/ The Really? campaign promotes intercultural understanding and respect for diversity on campus. This program aims to empower individuals to respond to discriminatory comments or situations, creating active witnesses for the UBC community. “Really?” is more than just a project name; it is also a word that a bystander can use to disrupt a hurtful conversation or behaviour. EQUITY AMBASSADOR PROGRAM http://students.ubc.ca/fun/give-back/peer-programs/equity-ambassadors The Equity Ambassadors Program is part of the Peer Programs network at UBC. Equity Ambassadors are a diverse group of students, undergraduate and graduate, working toward creating an inclusive learning and working environment. The group works to raise student awareness around issues of discrimination and harassment in order to better recognize prejudices in ourselves and others; to identify ways of responding to situations of discrimination and harassment; and to discuss strategies for working to build a socially responsible campus community. BUILDING RESPECTFUL & INCLUSIVE COMMUNITY TRAINING Effective in 2014 all student leaders involved in welcoming and orienting new-to-UBC students will participate in “Building Respectful & Inclusive Community” (BRIC) training. The BRIC training is intended to begin to help educate students on the expectations and skills required to meet their roles as student leaders on campus. This training addresses such issues as UBC policies and values to respectful, inclusive, and safe environment, Aboriginal histories and cultures, racism, the impact of pop culture and media, tools to using respectful language, and introduces the concept of active witnessing. The training program has been successfully piloted for UBC staff who work closely with students. SEXUAL ASSAULT AWARENESS MONTH http://students.ubc.ca/livewell/topics/sexual-assault/sexual-assault-awareness-month Sexual Assault Awareness Month (SAAM) takes place on the UBC Vancouver campus each January and is a month-long series of events aimed at raising awareness and understanding about the issues surrounding sexual assault and campus safety. CONTINUING STUDIES - CENTRE FOR INTERCULTURAL COMMUNICATION https://cstudies.ubc.ca/about-us/program-units/centre-intercultural-communication The UBC Continuing Studies Centre for Intercultural Communication (CIC) aims to provide transformative educational experiences that challenge conventional attitudes and practices, and foster respectful intercultural leadership and engagement across differences. In a world that is increasingly interconnected, CIC provides programs and services for individuals and organizations to promote effective intercultural communication, cross-cultural intelligence, diversity and inclusion. CENTRE FOR TEACHING, LEARNING AND TECHNOLOGY – ABORIGINAL INITIATIVES http://ctlt.ubc.ca/programs/communities-of-practice/aboriginal-initiatives/ Aboriginal Initiatives at the Centre for Teaching, Learning and Technology (CTLT) initiates, advances, and supports the development of curriculum, academic resources, and technologically advanced tools designed specifically to address the gaps and insufficiencies in knowledge around Aboriginal topics. In addition to these services, Aboriginal Initiatives at CTLT creates opportunities for those working in the field of Indigenous education, research, and scholarship to get together and share ideas about how to advance teaching and learning in this area. ABORIGINAL ENGAGEMENT The Aboriginal Strategic Plan outlines ten major areas of action and provides a framework within which the many initiatives underway across the university can be located and be better integrated. It also defines critical areas in which further work must be done. FIRST NATIONS HOUSE OF LEARNING http://aboriginal.ubc.ca/longhouse/fnhl/ The First Nations House of Learning (FNHL) organizes and provides student services and communications; oversees public programming and use of the building; provides a point of contact for Aboriginal communities; and leads strategic planning on UBC Aboriginal initiatives. FNHL is the lead unit for coordination of the UBC Aboriginal Strategic Plan. http://aboriginal.ubc.ca/strategic-plan/ UBC events with an Aboriginal focus are listed on the Aboriginal.ubc.ca website and promoted through the Talking Stick newsletter. http://aboriginal.ubc.ca/events/ FIRST NATIONS LONGHOUSE http://aboriginal.ubc.ca/longhouse/ The First Nations Longhouse is a central hub for programming and services for Aboriginal students, the university, and the wider community. A number of university events are held at the longhouse including public consultations, conferences, lectures and other events. ABORIGINAL ACADEMIC PROGRAMS http://aboriginal.ubc.ca/programs/ UBC has academic programs and concentrations in several faculties specifically addressing Aboriginal topics and many courses with significant Aboriginal or Indigenous content. Xwi7xwa LIBRARY http://aboriginal.ubc.ca/longhouse/xwi7xwa-library/ Xwi7xwa is a branch of the UBC Main Library and the only dedicated Indigenous university library in Canada. It houses special collections not found elsewhere and most significantly, it offers students and researchers expert help in conducting research on Indigenous topics. HUMAN RESOURCES TRAININGS http://www.hr.ubc.ca/learning-development/most-workshops/ Human Resources provides formal training to new and ongoing managers on behavioral interviewing and inclusive recruitment practices. UBC has developed equity briefings for search committees for Deans and other senior academic positions. Expanded equity training has been developed for delivery to faculty search committees. The program continues to expand as in-faculty expertise is being developed in each of UBC’s 12 faculties so this training can be delivered by each faculty independently. OFFICE OF THE PROVOST OFFICE AND VP ACADEMIC - FACULTY EQUITY AND DIVERSITY INITIATIVES http://vpacademic.ubc.ca/faculty-equity-and-diversity-initiatives/ A key component in UBC’s strategy for excellence is investment in a diverse faculty. The Senior Advisor to the Provost on Women Faculty oversees the promotion of faculty diversity through policy development, advancement and leadership, ongoing research and assessment, and transformation of the environment. In collaboration with departments, faculties, institutes and centres across UBC, including UBC’s Equity and Inclusion Office, and peer institutions internationally, the Senior Advisor is helping to rebuild practices and structures for review, rewards, recognition, advancement, leadership, and support. The aim is to establish UBC as a leader in strategically attracting and developing outstanding faculty from the broadest talent pools. GENDER DIVERSITY IN LEADERSHIP FORUM http://vpacademic.ubc.ca/faculty-equity-and-diversity-initiatives/%20gender-and-diversity-in-leadership/ An annual Gender Diversity in Leadership Forum focuses on specific faculties to connect female faculty members to leaders in their faculty and the university at large. Projects and initiatives seeded here inform faculty policies and projects following. A Leadership Advisory Group has been formed to reflect upon and review the existing leadership opportunities available currently at the university with a lens to improving and expanding these offerings. Increasing diversity in leadership channel is a primary objective of this group.