Overall Rating Gold
Overall Score 80.45
Liaison Tori Grant
Submission Date Dec. 13, 2018
Executive Letter Download

STARS v2.1

University of Calgary
PA-4: Diversity and Equity Coordination

Status Score Responsible Party
Complete 1.33 / 2.00 Megan Wibberley
Manager, Operational Sustainability and Reporting
Office of Sustainability
"---" indicates that no data was submitted for this field

Does the institution have a diversity and equity committee, office, and/or officer tasked to advise on and implement policies, programs, and trainings related to diversity, equity, inclusion and human rights on campus?:
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 Office of Diversity, Equity, and Protected Disclosure supports and aligns with the University of Calgary’s Eyes High Strategy and Human Resources’ Respect in the Workplace Program through:

•providing leadership and acting as a catalyst in all areas of diversity, equity and inclusion including the development and implementation of programs and practices to support a welcoming community;
•identifying, analyzing and addressing systemic and individual issues relating to diversity, equity and inclusion;
•acting as an advocate for change by providing recommendations regarding policy or practice for consideration at appropriate university committees;
•developing and delivering education and training programs to the university community on a wide range of diversity, equity, inclusion, research integrity and protected disclosure issues to realize the goal of a respectful, diverse, equitable and inclusive living, research and work environment;
•collecting and publishing equity, diversity and inclusion related data and providing reports on key performance indicators and other metrics to the General Faculties Council, the Board, the Senior Leadership Team and other appropriate bodies;
•partnering with the faculty offices and other campus groups concerned with issues of diversity, equity and inclusion;
•with other key stakeholders on campus, monitoring Canadian and international developments relating to diversity, equity and inclusion, and liaising with diversity practitioners in other universities and organizations concerned with these issues;
•chairing the Diversity and Equity Network, which includes representatives from all areas on campus (72 participants to date);
•providing an independent, neutral, and confidential space for members of the university to report allegations and concerns relating to a contravention of university policies or breach of the law; and
•managing procedures for Investigating a Breach of Research Integrity and Protected Disclosures
•Upholding and facilitating the university campus as a place for creative, respectful, constructive debate or dialogue about controversial issues in a safe environment; supporting healthy conflict
•supporting the development of future leaders able to work effectively in a pluralistic society by acquiring intercultural competence
•providing a centralized resource for diversity and inclusion information/resources and links to related initiatives/programs across campus

Many other University of Calgary policies and offices complement and build on our commitment to diversity. These include: the Sexual Violence Support Advocate; Human Resources Department Workplace Diversity and Employment Equity Strategy; the Women's Resource Centre; the Academic Women's Association; the Code of Professional Ethics for Academic Staff; the Code of Conduct; the Policy on Academic Accommodation for Students with Disabilities; the Student Accessibility Centre; the Q Centre (which addresses the needs of the LGBTQ2S+ communities); the Native Centre and the Office of Indigenous Engagement; the Faith and Spirituality Centre; the Principles and Procedures Relating to Disciplinary Action for Non-Academic Misconduct for Students; the Harassment Policy; the Positive Space Campaign; Diversity Days (an annual 3-day education event with partnership across campus of students and staff); the CRC Equity, Diversity and Inclusion Strategy; the Indigenous Strategy; the Mental Health Strategy; the Sustainability Strategy; the Academic and Research Plans which guide the whole institution and require business plans that incorporate DEI measures; and the International Strategy which has an emphasis on training for cultural competency.


Estimated proportion of students that has participated in cultural competence trainings and activities (All, Most, Some, or None):
Some

Estimated proportion of staff (including administrators) that has participated in cultural competence trainings and activities (All, Most, Some, or None):
Some

Estimated proportion of faculty that has participated in cultural competence trainings and activities (All, Most, Some, or None):
Some

A brief description of the institution’s cultural competence trainings and activities for each of the groups identified above:

The Office of Diversity, Equity, and Protected Disclosure offers workshops on a variety of equity and diversity issues. Some of these workshops are offered in collaboration with Human Resources and other partners on campus. Cultural competency training through the IDI Inventory are run on campus by a group of certified trainers and are open to all.
Educational workshops and presentations are offered by request to various groups on campus, including classrooms, clubs, employee groups, departments, and faculties. Presentations are tailored to specific subjects or areas of concern. Unless indicated otherwise, these workshops are open to staff, faculty and students.
Workshops' themes include but are not limited to.:
• Anti-discrimination/racism Response Training (A.R.T.)
• Bullying and Toxic Behaviors in the Workplace (staff and faculty)
• Micro-Aggressions in the Workplace Unmasked (staff and faculty)
• Respect in the Workplace (staff and faculty)
• Homophobia and Transphobia
•Power & Privilege
•Teaching Controversial Subjects (faculty)
•Implicit Bias Training (mandatory for CRC selection committees and generally provided to all selection committees)
•Impact of Identity in the Classroom (faculty)

All staff members at UCalgary are strongly encouraged to complete the Human Resources "Respect in the Workplace" on-line or in-person training when they start their job, which provides information about diversity, inclusion and equity in the workplace and how to conduct effective and respectful communication and workplace behaviour. The workshop provides the tools necessary to building a respectful workplace.

The university’s Native Centre (name soon to be changed) provides a culturally appropriate environment that encourages and supports the success of Indigenous students in their pursuit of knowledge and higher education. The Centre facilitates academic, personal, and cultural support services and programs to prospective and current First Nations, Métis, and Inuit students, and offers a welcoming and supportive learning environment for the whole campus community.

In addition, The Aboriginal Relations Leadership Training Program is offered four times a year, once per semester. The program welcomes individuals who are seeking professional or personal development to gain a better understanding of the issues facing Canada's Indigenous population today and how to effectively build relationships with those communities. University of Calgary students who take this program can obtain recognition through the co-curricular record. The University is currently working on the implementation of il’taa’poh’to’p, a strategy for Indigenizing all aspects of our campuses in Calgary that was developed with Treaty 7 peoples and Knowledge Keepers.

The university’s Faith and Spirituality Centre provides training and activities for students, staff and faculty. These programs include Pluralism and Religious Diversity Week, continuing education courses, pluralism awards of excellence, and the Kaleidoscope Project, an award-winning opportunity for students and staff to come together in a week-long learning opportunity about different faith traditions in our community, among many other community events.

The university’s International Strategy aims to improve global and cross-cultural competencies within our campus communities through international study experiences and the complete integration of international students on our campus.

International Student Services provides cultural programs for local and visiting students that include: the Global Friendship program, the Global Families program, an International Student Mentorship program, the Intersections in Diversity program, the USpeak Global program for language support and various volunteer opportunities.


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