The University of British Columbia
PA-5: Assessing Diversity and Equity

ANNUAL UNDERGRADUATE EXPERIENCE SURVEY UBC undertakes a variety of campus climate assessments. The primary assessment is done annually as part of the Undergraduate Experience Survey, which surveys all undergraduate students. Results are shared with the responsible central units, as well as faculty leadership, in order to inform programs, policies and initiatives to ensure a respectful campus environment for students. Analysis is also done by different demographic groupings across the broader set of campus and academic experience questions to identify any potential issues. FACULTY-SPECIFIC CLIMATE SURVEYS In addition, faculties occasionally undertake faculty-specific climate surveys in order to support local initiatives. For example, the Faculty of Law has done a student climate survey while both the Faculty of Science (http://science.ubc.ca/faculty/diversity), Engineering (http://intranet.apsc.ubc.ca/faculty/2014-WCS-APSC-Report-FINAL.pdf) and the Faculty of Medicine have done climate surveys for faculty members.

PLANNING AND INSTITUTIONAL RESEARCH http://www.pair.ubc.ca/statistics/index.shtml The Office of Planning and Institutional Research (PAIR) collects data on admissions, enrolment, courses, student demographics (http://www.pair.ubc.ca/statistics/demographics/demographics.shtml), International students, Aboriginal students (http://www.pair.ubc.ca/statistics/demographics/tableauaboriginal_trends.shtml) , gender, and other demographic reports. Each year UBC reports on Aboriginal student graduation and retention rates as part of requirements from the BC Government. NATIONAL SURVEY OF STUDENT ENGAGEMENT SURVEY http://www.pair.ubc.ca/surveys/nsse/nsseubcv2011.shtml UBC students continue to report improved satisfaction with their educational experience, according to the North American survey that gauges how well students engage with their university. The National Survey of Student Engagement (NSSE) is a comprehensive study that measures five key benchmarks across first year and fourth year student populations. UBC showed improvements from 2006 to 2008 and once again, in the 2011 survey as compared to the 2008 survey. The latest results are encouraging and reflect an institutional strategy to improve levels of student engagement and increase student participation in enhanced educational experiences. NSSE surveys students in these five broad categories: Academic Challenge; Active and Collaborative Learning; Student-faculty Interactions; Enriching Educational Experiences; and Supportive Campus Environment.

EMPLOYMENT EQUITY CENSUS http://equity.ubc.ca/employment-equity/ The Equity Office manages the 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. The 2013 Employment Equity Report is available at: http://equity2.sites.olt.ubc.ca/files/2010/06/Equity-Report-2013-FINAL.pdf. The Employment Equity census data, as well as other equity-related assessments inform the direction of the work of the Equity and Inclusion Office and help establish priorities both for this office and the broader university. 2014 WORKPLACE EXPERIENCES SURVEY http://focusonpeople.ubc.ca/workplace-experiences-survey/ Questions about equity and diversity were incorporated into the 2014 Workplace Experiences Survey conducted by Human Resources and IPSOS Reid. This university-wide survey received responses from more than 5,002 faculty and staff (31% of total staff/faculty). The survey 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. ADDITIONAL SURVEYS CONDUCTED 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. FACULTY PAY EQUITY In 2007 and 2009, the Equity and Inclusion Office (then known as the Equity Office) coordinated two studies that identified the systemic equity issue of a ‘”statistically significant” salary gap between male and female faculty in full-time tenured and tenure track appointments across all ranks. In keeping with UBC’s commitment to equity and the requirement to act in compliance with the B.C. Human Rights Code, the University partnered with the Faculty Association in 2010 to sponsor two working groups – The SMART Working Group and DATA Working Group. In 2012, the reports of the Working Groups were referred to a Gender Pay Equity Recommendations Committee for each campus. Both committees endorsed the working group’s recommendations to establish best practices and proactive monitoring as well as the imperative to address the pay gap as an issue across the UBC system. STATUS OF WOMEN COMMITTEE http://www.facultyassociation.ubc.ca/committees.php The Faculty Association’s Status of Women Committee is responsible for mentoring/ networking, policy development, and advocacy on gender equity issues, including pay equity, discrimination (particularly in recruitment, retention, and promotion), working climate, and work-life balance.

UBC PRESIDENT’S TASK FORCE ON GENDER-BASED VIOLENCE AND ABORIGINAL STEREOTYPES The Task Force on Intersectional Gender-Based Violence and Aboriginal Stereotypes was struck by President Toope in October 2013 in response to chants promoting rape culture and Aboriginal stereotypes that occurred during student-led events in September 2013. The report was published in March 2014 and is available online at http://equity2.sites.olt.ubc.ca/files/2014/05/Task-Force-on-IGBVAS-Final-Report-March-28-2014.pdf. The University published a response to the task force recommendations in May 2014 called Renewing our Commitment to Equity and Diversity, which is available online at: http://equity.ubc.ca/files/2014/05/RENEWING-OUR-COMMITMENT-TO-EQUITY-AND-DIVERSITY-FINAL-02.pdf. The response, within the broader context of equity work at UBC, was put forward as an action plan with four pillars: policy, strategic leadership and planning, curriculum and education, and supporting a respectful community. The action plan identifies the context of UBC’s current work in each of these areas, the approach being taken and key actions and accountabilities in each area. IMPLEMENTING INCLUSION: A CONSULTATION ON ORGANIZATIONAL CHANGE TO SUPPORT UBC’S COMMITMENTS TO EQUITY AND DIVERSITY REPORT The 2013 the Implementing Inclusion Report (http://equity.ubc.ca/files/2010/06/Implementing-Inclusion-Equity-Diversity-Consultation-Report-April-2013.pdf) and subsequent responses (http://equity.ubc.ca/about/phase-2-response-implementing-inclusion-report/) outlined that a new model of governance and heightened equity and inclusion at UBC will establish stronger champions and accountability at the executive level, providing for greater coordination and integration of the wide range of current activities, and focus more resources in education and prevention. By adopting this report, the University embraced a framework that values equity, diversity and inclusion. In summer 2013 further public consultations were conducted across the UBC Okanagan and Vancouver campuses leading to the renaming of the Equity and Inclusion Office (formerly known as the Equity Office) in September 2013. In March 2014, the new Associate Vice-President Equity and Inclusion (http://equity.ubc.ca/avp-message/) began work at UBC and will continue to implement measures including education and communication, proactive initiatives and compliance and data collection to support and enhance the understanding and commitment to equity and mutual respect as central tenets for a thriving academic life at UBC.

More information about UBC’s Implementing Inclusion Report, Renewing Our Commitment to Equity and Diversity report, Employment Equity Online Census and Workplace Experiences Survey is available online at: http://equity.ubc.ca/response-to-the-implementing-inclusion-report/ http://equity.ubc.ca/renewing-our-commitment/ http://equity.ubc.ca/employment-equity/ http://www.focusonpeople.ubc.ca/workplace-experiences-survey/