Tag: VP Equity People and Culture

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Pride Month a time to celebrate, reflect, learn

Pride Month banner 2023

Dear York community,

June marks Pride Month, a time to celebrate and reflect on the lived experiences of 2SLGBTQIA+ community, and to learn about the history, culture and contributions they have made to our campuses and to Canadian society. 

Members of the 2SLGBTQIA+ community have been historically, structurally and systematically excluded. These barriers very much exist today in Canada and around the world. For example, more than 70 countries today still criminalize same-sex conduct, and members of the 2SLGBTQIA+ community still experience disproportionately high rates of gender-based violence and harassment.

York continues to fight for the equal rights and safety of the 2SLGBTQIA+ community standing against all forms of homophobia, biphobia, transphobia, discrimination and racism. These actions are central to York’s core values of equity, diversity, inclusivity and social justice.

York is focussing on ways to remove systematic barriers to ensure that our campuses are experienced as safe spaces where everyone feels that they belong. This focus can be seen through York University initiatives such as the Decolonizing, Equity, Diversity and Inclusion (DEDI) Strategy, the Provostial Fellows Program: 2023-24, and the newly announced President’s award for Excellence in Decolonization, Equity, Diversity and Inclusion (DEDI) which recognizes sustainable and measurable change on campus, with an intersectional social justice lens, especially for equity-deserving groups such as women, visible/racialized minorities, Indigenous Peoples, persons with disabilities and 2SLGBTQIA+ people.

We invite you to visit the Pride website to learn more about the 2SLGBTQIA+ community, and their ongoing work and accomplishments. We also encourage you to attend the events that are happening during Pride Month through the Central Events Calendar and Student Event Calendar. Join us for the Pride 2023 Opening Ceremony on June 7 from 12:30 to 2 p.m. in Vari Hall. The Ceremony is hosted by The Centre for Human Rights, Equity and Inclusion in collaboration with Student Community & Leadership Development.

Sincerely,

Rhonda Lenton
President and Vice-Chancellor

Alice Pitt
Interim Vice-President Equity, People & Culture

Déclaration à l’occasion du Mois de la Fierté

Chers membres de la communauté de York,

Le mois de juin est le mois de la Fierté, une période de célébration et de réflexion sur les expériences vécues par les membres de la communauté 2ELGBTQIA+, et de découverte de leur histoire, de leur culture et de leurs contributions à nos campus et à la société canadienne. 

Ces personnes ont été historiquement, structurellement et systématiquement exclues. De telles barrières existent encore aujourd’hui au Canada et dans le monde. Par exemple, plus de 70 pays criminalisent encore aujourd’hui les comportements homosexuels, et les membres de la communauté 2ELGBTQIA+ subissent encore des taux disproportionnés de harcèlement et de violence basée sur le genre.

York continue de lutter pour l’égalité des droits et la sécurité de la communauté 2ELGBTQIA+ en s’opposant à toutes les formes d’homophobie, de biphobie, de transphobie, de discrimination et de racisme. Ces actions sont au cœur des valeurs fondamentales de York, à savoir l’équité, la diversité, l’inclusion et la justice sociale.

York se concentre sur les moyens d’éliminer les barrières systématiques afin de garantir que ses campus soient des espaces sécuritaires où tout le monde se sent à sa place. Cette orientation se traduit par des initiatives de l’Université York comme la Stratégie de décolonisation, d’équité, de diversité et d’inclusion (DEDI) et le programme de bourses de la rectrice  2023-2024, ainsi que le nouveau prix de la Présidente pour l’excellence en matière de décolonisation, d’équité, de diversité et d’inclusion (DEDI), qui récompense les changements durables et mesurables sur les campus, dans une optique de justice sociale intersectionnelle, en particulier pour les groupes en quête d’équité (les femmes, les minorités visibles/racialisées, les peuples autochtones, les personnes en situation de handicap et les personnes 2ELGBTQIA+).

Nous vous invitons à visiter le site Web de la Fierté pour en savoir plus sur la communauté 2ELGBTQIA+, ainsi que sur son travail et ses réalisations. Nous vous encourageons également à participer aux événements du Mois de la Fierté en consultant le calendrier central des événements et le calendrier des événements pour les étudiantes et étudiants. Joignez-vous à nous pour la cérémonie d’ouverture du Mois de la Fierté 2023 le 7 juin de 12h30 à 14 h au pavillon Vari. La cérémonie est organisée par le Centre des droits de la personne, de l’équité et de l’inclusion, en collaboration avec Développement de la communauté étudiante et du leadership (SCLD).

Sincères salutations,

Rhonda Lenton
Présidente et vice-chancelière

Alice Pitt
Vice-présidente intérimaire de l’équité, des personnes et de la culture

National Indigenous History Month honours histories, cultures, contributions

La version française suit la version anglaise. 

Dear York community,

June is National Indigenous History Month. It is a time to honour Indigenous histories, cultures and contributions to society.

York University is taking important steps to integrate Indigenous knowledges and perspectives as part of our well-being strategy and commitment to decolonization.

In early May, the University launched the Decolonizing, Equity, Diversity and Inclusion (DEDI) Strategy. York University is among the first post-secondary institutions in Canada to include decolonization in a meaningful and thoughtful way within an equity strategy. Doing so acknowledges that decolonization is essential to the principles of equity, diversity and inclusion.

We have continued to make progress on the recommendations in the Indigenous Framework and the Decolonizing Research Administration Report. In July, the first wholly autonomous Indigenous Research Ethics Board (IREB) will launch at York University – a first for a post-secondary institution in Canada. York also completed the pilot round of Indigenous Research Seed Grants and secured an additional three years of funding at $250,000 per year. A full-time traditional counsellor position was also created for the Centre for Indigenous Student Services. These actions will support decolonization in research and administration while enhancing the experiences of Indigenous students.

While progress is being made, the journey towards decolonization and reconciliation is ongoing and requires consistent action and a conscious commitment to meet our goals.

We invite you to visit the Indigenous History Month website to learn about and participate in the events around campus, including a lecture titled “Writing Home: How to begin a conversation with the Land, a personal journey of walking, listening, looking and making” featuring keynote speaker Bonnie Devine, an Anishinaabe artist, painter and curator. The lecture will take place on June 12, 4 to 6 p.m. at the Helliwell Centre, Room 1014, Osgoode Hall Law School.

We are grateful for the opportunities to continue dialogue, raise awareness and take meaningful action.  

Thank you. Merci. Miigwech, Anushiik.

Rhonda Lenton
President and Vice-Chancellor

Alice Pitt
Interim Vice-President Equity, People and Culture

Susan D. Dion
Associate Vice-President Indigenous Initiatives

Déclaration à l’occasion du Mois national de l’histoire autochtone

Chers membres de la communauté de York,

Juin est le Mois national de l’histoire autochtone à York. C’est l’occasion de rendre hommage à l’histoire, à la culture et aux contributions des Autochtones à la société.

L’Université York prend des mesures importantes pour intégrer les savoirs et les perspectives autochtones dans le cadre de sa stratégie de bien-être et de son engagement en faveur de la décolonisation.

Au début du mois de mai, l’Université a lancé la Stratégie de décolonisation, d’équité, de diversité et d’inclusion (DEDI). L’Université York est l’un des premiers établissements postsecondaires au Canada à inclure la décolonisation de manière réfléchie dans une stratégie de DEDI. Ce faisant, elle reconnaît que la décolonisation fait partie intégrante des principes d’équité, de diversité et d’inclusion.

Nous ne cessons de mettre en œuvre les recommandations du Cadre stratégique autochtone et du Rapport pour la décolonisation de l’administration de la recherche. En juillet, un comité inaugural d’éthique de la recherche autochtone (IREB) entièrement autonome verra le jour à l’Université York, une première pour un établissement d’enseignement supérieur au Canada. York a également conclu le projet pilote du Fonds de stimulation de la recherche autochtone et a obtenu un financement supplémentaire annuel de 250 000 $ pour trois ans. Un poste de conseiller traditionnel à temps plein a également été créé pour le Centre de services aux étudiants autochtones. Ces actions soutiendront la décolonisation dans la recherche et l’administration tout en améliorant l’expérience des étudiantes et étudiants autochtones.

Bien que des progrès aient été accomplis, le parcours vers la décolonisation et la réconciliation se poursuit et nécessite une action cohérente et un engagement conscient pour atteindre nos objectifs.

Nous vous invitons à consulter le site Web du Mois de l’histoire autochtone pour en savoir plus sur les événements organisés sur le campus et y participer, notamment une conférence intitulée “Writing Home:  How to begin a conversation with the Land, a personal journey of walking, listening, looking and making” avec l’oratrice principale Bonnie Devine, artiste, peintre et conservatrice anishinaabe. La conférence (en anglais) aura lieu le 12 juin, de 16 h à 18 h, au Centre Helliwell, salle 1014, École de droit Osgoode Hall.

Nous nous réjouissons des possibilités qui nous sont offertes de poursuivre le dialogue, d’encourager la sensibilisation et de prendre des mesures significatives. 

Thank you. Merci. Miigwech, Anushiik.

Rhonda Lenton
Présidente et vice-chancelière

Alice Pitt
Vice-présidente intérimaire de l’équité, des personnes et de la culture

Susan D. Dion
Vice-présidente associée aux initiatives autochtones

Join the May 17 Fireside Chat to learn about York’s DEDI Strategy 

diverse group of people talking

The York University community is invited to join Taking Action, Making Impact: A Fireside Chat on York’s DEDI Strategy on  Wednesday, May 17 from 1 to 2:30 p.m.

Hosted by York President and Vice-Chancellor Rhonda Lenton and York Interim Vice-President Equity, People and Culture (EP&C) Alice Pitt, the kick-off event will feature four York community members exploring how they can take up the Decolonizing, Equity, Diversity and Inclusion (DEDI) Strategy in their work and discussing ways the community can apply the work in their areas. 

DEDI flower graphic from centre outward represents the York campus Community, the five strategic directions (red), the four University strategies and plans that are connected to the DEDI strategy (blue) and the 12 principles (grey)
DEDI flower graphic from centre outward represents the York campus Community, the five strategic directions (red), the four University strategies and plans that are connected to the DEDI strategy (blue) and the 12 principles (grey)

“Now that the DEDI strategy has been launched, we must start to infuse it into the fabric of our community where it will continue to take shape on our campuses,” said Pitt. “The fireside chat is one way that we will continue to foster the University values of equity, diversity and inclusion and the ongoing commitment to advancing decolonization and Indigenous teaching, research and scholarship.” 

The panellists for the fireside chat include:

Susan D. Dion, PhD, associate vice-president, Indigenous Initiatives and professor, Faculty of Education; Gin Marshall, PhD student in the Social Work Program; Lisa Cole, MEd, director of programming, K2i Academy, Lassonde School of Engineering; and Jean-Jacques Rousseau, PhD, instructor and special advisor to the Office of the Dean, Schulich School of Business. 

The discussion will touch on the creation of the strategy and the significance of incorporating decolonization into the strategy.  

The process of adding decolonizing was a collaborative effort, said Dion. “Working with a team of committed people who asked good questions that provided opportunities to understand the relationship between equity, diversity, inclusion and colonialism. Together we pushed each other to hear differing perspectives and think deeply about colonialism, and decolonization.”  

Marion MacGregor, executive director, Center for Human Rights, Equity, and Inclusion (CHREI), who was involved from the start of the DEDI Strategy, recalls that once the strategy was presented as a draft, some of the first comments were about decolonization. 

“It was obvious that it would benefit from ensuring that decolonization become central to the development of the document,” MacGregor said. “What resonates for me the most was the involvement of so many community members to make this happen. The strategy reflects the York community because it comes from the community. It is ambitious but I think transformational.” 

Visit this website to learn more about the panellists. Register to attend this event in person or virtually.

York launches new Decolonizing, Equity, Diversity and Inclusion Strategy

DEDI three diverse adults in conversations

La version française suit la version anglaise. 

Dear York community,

We are excited to share York University’s first Decolonizing, Equity, Diversity and Inclusion (DEDI) Strategy. York is among the first Canadian universities to incorporate decolonization in a meaningful and substantial way throughout a document of this kind, and this strategy will formalize and coordinate DEDI efforts across the institution.

The DEDI Strategy acknowledges York University’s colonial structures and recognizes that many forms of discrimination and oppression exist both in society and in higher education. It provides a lens on the University’s past, present and future, allowing it to focus clearly on the efforts and resources needed to drive positive change. The strategy includes five strategic directions – teaching and learning, research and innovation, representation and success, campus climate and environment, and leadership and capacity building.

The strategy is rooted in the University’s Academic Plan 2020-2025, which outlines York’s commitment to championing diversity and inclusivity, embracing differing perspectives, peoples, and ways of knowing, and fostering global fluencies and cross-cultural knowledges. DEDI values are also infused into other key planning documents, and the strategy augments existing frameworks, including the Framework and Action Plan on Black Inclusion and the Indigenous Framework.

A collaborative effort

This is important work requiring time and care. The launch of the new DEDI Strategy is the result of the efforts of many individuals and units over the last two-and-a-half years. This includes the 50-member President’s Advisory Council on Equity, Diversity and Inclusion, which provided advice on the development of this new strategy – and the York community, who provided feedback on the Draft Equity, Diversity and Inclusion Strategy, released in March 2022. We are grateful to everyone who participated in this process including the inaugural Vice-President of Equity, People and Culture, Sheila Cote-Meek.

Taking action

While the DEDI Strategy will build on the collective efforts of many in our community, it is important to recognize that much remains to be done if we are to realize our goals. It is also a living document that will undoubtedly continue to evolve as we evaluate our progress each year. Success depends on the combined efforts of the entire York community.

We encourage everyone to read and explore the strategy on its dynamic new website.

We also invite you to join us at the launch event, Taking Action, Making Impact: A Fireside Chat on York’s DEDI Strategy, on Wednesday, May 17 from 1 to 2:30 p.m. There, you will learn how key community members are taking up the strategy in their work, explore how each of us can engage in DEDI work and imagine together how we can transform this institution to right the future for everyone.

Visit this website to learn more about the panelists and register to attend this event, in person or virtually.

Along with other key equity initiatives, this strategy and its underlying principles will empower everyone at the University to respectfully have the uncomfortable conversations that will drive collective understanding, and lead to a greater sense of inclusion and belonging  by facilitating a decolonizing, inclusive, diverse and collaborative ecosystem that promotes well-being for all.

Thank you. Merci.

Rhonda Lenton
President and Vice-Chancellor

Alice Pitt
Interim Vice-President Equity, People and Culture

York lance sa Stratégie de décolonisation, d’équité, de diversité et d’inclusion  

Chers membres de la communauté de York,

Nous nous réjouissons de diffuser la première Stratégie de décolonisation, d’équité, de diversité et d’inclusion (DEDI) de l’Université York. York est l’une des premières universités canadiennes à intégrer la décolonisation de manière substantielle dans un document de ce type, et cette stratégie formalisera et coordonnera les efforts de DEDI dans l’ensemble de l’établissement.

La Stratégie DEDI reconnaît les structures coloniales de York et admet que de nombreuses formes de discrimination et d’oppression existent tant dans la société que dans l’enseignement supérieur. Elle offre une perspective sur le passé de l’Université, sur notre présent et sur notre avenir, ce qui permet de cibler précisément les efforts et les ressources nécessaires pour susciter des changements. La stratégie comprend cinq orientations stratégiques : enseignement et apprentissage, recherche et innovation, représentation et succès, climat et environnement des campus, ainsi que leadership et renforcement des capacités.

La stratégie est ancrée dans le Plan académique de l’Université 2020-2025, qui souligne l’engagement de York à défendre la diversité et l’inclusion, à accueillir des perspectives, des personnes et des modes de connaissance différents, et à encourager des savoirs mondiaux et des connaissances interculturelles. Les valeurs de DEDI sont également intégrées dans d’autres documents de planification, et la stratégie les complète, notamment le Plan d’action sur l’inclusion des personnes noires et le Cadre stratégique autochtone.

Un effort de collaboration

Il s’agit d’un travail primordial qui demande du temps et de l’attention. Le lancement de la nouvelle Stratégie DEDI est le résultat des efforts déployés par de nombreuses personnes et unités au cours des deux dernières années et demie. Il s’agit notamment du Conseil consultatif de la présidente sur l’équité, la diversité et l’inclusion, composé de 50 membres, qui a fourni des conseils sur l’élaboration de cette nouvelle stratégie, et de la communauté de York, qui a donné son avis sur le projet de stratégie sur l’équité, la diversité et l’inclusion, publié en mars 2022. Nous remercions toutes les personnes qui ont participé à ce processus, notamment la vice-présidente inaugurale de l’équité, des personnes et de la culture, Sheila Cote-Meek.

Passer à l’action

Si la stratégie DEDI s’appuie sur les efforts collectifs de nombreux membres de notre communauté, il est important de reconnaître qu’il reste encore beaucoup à faire pour atteindre nos objectifs. Il s’agit également d’un document évolutif qui continuera sans aucun doute à se développer au fur et à mesure que nous évaluerons nos progrès chaque année. Le succès dépend des efforts combinés de l’ensemble de la communauté de York.

Nous vous encourageons à lire et à explorer la stratégie, affichée sur ce nouveau site Web dynamique.

Nous vous invitons également à vous joindre à nous lors de l’événement de lancement, « Taking Action, Making Impact: A Fireside Chat on York’s DEDI Strategy » le mercredi 17 mai, de 13 h à 14 h 30. Vous y découvrirez comment des membres clés de la communauté intègrent la stratégie dans leur travail, explorerez comment chacun d’entre nous peut s’engager dans le travail de DEDI et imaginerez comment nous pouvons transformer ensemble cette institution afin d’être présents pour l’avenir.

Visitez ce site Web pour en savoir plus sur les panélistes et inscrivez-vous pour participer à cet événement, en personne ou virtuellement.

En lien avec d’autres initiatives clés en matière d’équité, cette stratégie et ses principes sous-jacents permettront à tous les membres de l’Université d’avoir, dans le respect, les conversations difficiles qui augmenteront la compréhension collective et conduiront à un plus grand sentiment d’inclusion et d’appartenance en facilitant un écosystème décolonisant, inclusif, diversifié et collaboratif qui promeut le bien-être de toute la communauté.

Sincères salutations,  

Rhonda Lenton
Présidente et vice-chancelière

Alice Pitt
Vice-présidente intérimaire de l’équité, des personnes et de la culture

York releases final security services review report 

People walk through Vari Hall, which is located on York U's Keele campus

Following a one-year review period, the internal expert panel tasked with reviewing York University’s security services and identifying opportunities to improve equity, diversity and inclusion within the University’s security model has released its final report.  

A summary and the full report, along with a statement of receipt from co-sponsors Vice-President Finance and Administration Carol McAulay and Interim Vice-President Equity, People and Culture Alice Pitt is available on the security services review website. 

The security services review emerged in response to a long history of concerns from equity-deserving groups about security activity at the University, including feelings of racial discrimination and harassment, shared experiences of racial profiling and surveillance on campus and general lack of support. In response, the University released its Action Plan on Black inclusion: A Living Document for Action in December 2021 and identified a thorough review of York’s security services as a commitment and action. 

The final report contains several recommendations informed by comprehensive research, written submissions from the University community and a variety of education sessions, town halls, meetings and focus groups with equity-deserving groups and the broader community. The overarching recommendation from the panel is for the University to transition away from the current law enforcement model that guides its security activities and implement a community-centric model. The panel identifies seven core elements of a community centric approach to safety – it is bias-free, transparent and accountable, diverse and specialized, community-focused and collaborative, representative, provides equity training and is organizationally aligned.  

“The research and consultation conducted for this review leads to an undeniable conclusion,” said Carl James, a professor in the Faculty of Education, senior advisor on equity and representation to the University in the Division of Equity, People and Culture and member of the security services review expert panel. “To serve the University’s highly diverse community, York must ensure its commitment to equity, diversity, inclusion and decolonization is embedded within its security model. This includes initial transition work and continuous reinforcement to ensure daily security activities are aligned with the principles of a community-centric approach to safety.” 

The review of York’s security services aims to build on the University’s commitment to strengthen decolonization, equity, diversity and inclusion (DEDI) efforts on campus and take action in response to community consultations. This includes recommendations related to community safety operating procedures from Justice Thomas A. Cromwell’s Independent External Review and the President’s Initiative on Open & Respectful Dialogue. As part of this initiative, the Community Safety Department engaged in a full review of its operating procedures, revised them to strengthen safety and event risk responsibility and implemented training for all staff. Many recommendations in the security services review call for further review of operating procedures and policies with the lens of decolonization, equity, diversity and inclusion.  

Over the next several weeks, the University will form a security services review (SSR) task force to review the recommendations and determine the path toward implementation. The task force will be co-chaired by McAulay and Pitt and supported by the executive director of community safety and an advisory committee comprised of the current SSR review team and internal expert panel. Over the spring and summer, the committee will hold several consultation sessions with individuals, groups and the broader community to gather feedback and inform implementation. Throughout the process, the review’s co-sponsors will keep the community apprised of progress and key milestones, including the composition of the working group and upcoming engagement opportunities.  

“The release of the final report is an important milestone, but it is not the end of the journey,” said McAulay. “We are grateful to the many individuals who volunteered their time to share stories, opinions, suggestions and recommendations based on their lived experience and knowledge. Community consultation will remain a cornerstone as we endeavour toward implementation.”

York marks International Day for the Elimination of Racial Discrimination

La version française suit la version anglaise.

Dear York community members,

Tuesday, March 21 marks the International Day for the Elimination of Racial Discrimination, which commemorates the day in 1960 that police in Sharpeville, South Africa, opened fire and killed 69 people at a peaceful demonstration against apartheid “pass laws.” Racism, xenophobia and intolerance continue to be pervasive in societies worldwide, including in Canada. York stands against all forms of injustice and prejudice fueled by racial discrimination.

Research conducted by the (In)Justice Project shows that Black and Indigenous people are disproportionately affected by excessive force from the police and incidents have risen over the past three years. Black and Indigenous people account for 27 per cent of fatal police shootings where the race of the victim was known, despite representing a combined 8.7 per cent of the Canadian population. “A Disparate Impact,” an interim report by the Ontario Human Rights Commission, found that between 2013 and 2017 Black people in Toronto were nearly 20 times more likely to be fatally shot by police than white people. The Race and Identity-Based Data Collection (RBDC) Strategy from the Toronto Police has also found that officers were more likely to use force against Black residents.

Recognizing the role that universities play in dismantling systemic barriers, York University committed to undertake a review of campus security and explore alternative models for community safety in response to a recommendation in the University’s Action Plan on Black Inclusion. The Action Plan accompanies the Framework on Black Inclusion, which lays the foundation and blueprint for addressing systemic racism, specifically anti-Black racism. The year-long review concluded in late 2022 and the final report with recommendations will be released to the York community soon.

York has recently posted an overview of its first pan-University Decolonizing, Equity, Diversity and Inclusion (DEDI) Strategy which will lay the foundation for the work ahead. The DEDI Strategy is organized around five strategic directions: Teaching and Learning, Research and Innovation, Representation and Success, Leadership and Capacity Building and Campus Climate and Environment. It augments existing frameworks, including the Framework and Action Plan on Black Inclusion and the Indigenous Framework for York University: A Guide for Action, which affirms York’s commitment to decolonization and creating access for Indigenous peoples. To combat racism and white supremacy, meaningful consultation and movement on the actions within these initiatives must be ongoing. As such, York continues to action its commitment to the University Academic Plan priority of Living Well Together, which includes systematic efforts to embed human rights, decolonization, equity, diversity and inclusion training across the University.

Today, we call on the community to engage in those efforts contributing to a more equitable world.

Thank you. Merci. Miigwech.

Sincerely,

Rhonda Lenton
President and Vice-Chancellor

Sheila Cote-Meek
Vice-President, Equity, People & Culture

Déclaration à l’occasion de la Journée internationale pour l’élimination de la discrimination raciale

Chère communauté de York,

Le 21 mars marque la Journée internationale pour l’élimination de la discrimination raciale qui commémore le jour de 1960 où, à Sharpeville, en Afrique du Sud, la police a ouvert le feu et tué 69 personnes lors d’une manifestation pacifique contre les lois relatives aux laissez-passer imposées par l’apartheid. Le racisme, la xénophobie et l’intolérance restent omniprésents dans les sociétés du monde entier, y compris au Canada. York s’oppose à toutes les formes d’injustice et de préjugés entretenus par la discrimination raciale.

Une recherche menée par le Projet (In)Justice montre que les personnes noires et autochtones sont touchées de manière disproportionnée par la force excessive de la police et que les incidents ont augmenté au cours des trois dernières années. Bien qu’elles ne représentent que 8,7 % de la population canadienne, les personnes noires et autochtones représentent 27 % des cas de fusillades mortelles où la race de la victime était connue. « Un impact disparate », un rapport provisoire de la Commission ontarienne des droits de la personne, a révélé qu’entre 2013 et 2017, une personne noire à Toronto était 20 fois plus susceptible qu’une personne blanche d’être abattue par le service de police. La stratégie de collecte de données fondées sur la race et l’identité (Race and Identity-Based Data Collection-RBDC) de la police de Toronto a également révélé que les agents étaient plus susceptibles de faire usage de la force contre les résidents noirs.

Reconnaissant le rôle que jouent les universités dans le démantèlement des barrières systémiques, l’Université York s’est engagée à entreprendre une évaluation de la sécurité des campus et à explorer des modèles alternatifs pour la sécurité communautaire en réponse à une recommandation du Plan d’action sur l’inclusion des personnes noires de l’Université. Le Plan d’action accompagne le Cadre d’inclusion des personnes noires, qui jette les bases et les fondements de la lutte contre le racisme systémique, et plus particulièrement contre le racisme anti-Noirs. L’évaluation, qui a duré un an, s’est achevée fin 2022 et le rapport final, assorti de recommandations, sera bientôt transmis à la communauté de York.

York a récemment publié un aperçu de sa première stratégie de décolonisation, d’équité, de diversité et d’inclusion (DEDI) panuniversitaire qui pose les jalons du travail à accomplir. La stratégie DEDI s’articule autour de cinq orientations stratégiques : Enseignement et apprentissage; recherche et innovation; représentation et succès; leadership et renforcement des capacités; climat et environnement des campus. Elle complète les cadres existants, notamment le Cadre et le Plan d’action sur l’inclusion des personnes noires et le Cadre stratégique autochtone pour l’Université York : un guide d’action (en anglais), qui affirme l’engagement de York en faveur de la décolonisation et de l’accès pour les peuples autochtones. Pour lutter contre le racisme et la suprématie blanche, la consultation et la mise en œuvre des actions définies dans le cadre de ces initiatives doivent être continues. À ce titre, York poursuit son engagement en faveur de la priorité Bien vivre ensemble du Plan académique de l’Université, qui comprend des efforts systématiques pour intégrer la formation aux droits de la personne, à la décolonisation, à l’équité, à la diversité et à l’inclusion dans l’ensemble de l’Université. Aujourd’hui, nous invitons la communauté à s’impliquer dans ces efforts pour contribuer à un monde plus équitable.

Merci. Thank you. Miigwech.

Sincères salutations,

Rhonda Lenton
Présidente et vice-chancelière

Sheila Cote-Meek
Vice-présidente de l’équité, des personnes et de la culture

Learn about York’s first Decolonizing, Equity, Diversity and Inclusion Strategy

Drone image shows Vari Hall and the Ross Building on Keele Campus

York University will release its first Decolonizing, Equity, Diversity and Inclusion (DEDI) Strategy this spring and, beginning March 13, community members will have an opportunity to learn more about the strategy. An overview of the five strategic directions – teaching and learning, research and innovation, representation and success, campus climate and environment, and leadership and capacity building – and the DEDI flower graphic that encapsulates the strategy are now available on the DEDI website.

DEDI flower graphic from centre outward represents the York campus Community, the five strategic directions (red), the four University strategies and plans that are connected to the DEDI strategy (blue) and the 12 principles (grey)
DEDI flower graphic from centre outward represents the York campus Community, the five strategic directions (red), the four University strategies and plans that are connected to the DEDI strategy (blue) and the 12 principles (grey)

Community consultation

The President’s Advisory Council on Equity, Diversity and Inclusion (the Council) and the Office of the Vice-President Equity, People and Culture began work on the strategy in Fall of 2020. Over two-and-a-half years, the almost 50-member council met monthly to lead the development and implementation of a strategy that would formalize and coordinate DEDI efforts across the University. In Spring 2022, York released its draft Equity, Diversity, and Inclusion Strategy, gathering feedback through presentations, a University survey, facilitated feedback sessions and invited written response. A broad representation of the York community which included academic staff, non-academic staff, undergraduate and graduate students were engaged in the feedback process.

“We are proud of the DEDI strategy and the work that was done to incorporate the feedback from the community. Centering people in the strategy and ensuring that they felt seen is an important step towards our commitment to foster an equitable, diverse, and inclusive community, where everyone feels they belong,” said Sheila Cote-Meek, vice-president equity, people and culture. “I would like to thank the Council for their leadership and diligent work on the DEDI strategy as well as the York community for their participation.”

Decolonizing, Equity, Diversity and Inclusion

During the feedback period, the Council formed a sub-committee on decolonizing the EDI Strategy to review and suggest revisions to the strategy through a decolonizing lens. The Council agreed to add “Decolonizing” to the title of the strategy in order to acknowledge that decolonization must come first in order to practice the principals of equity, diversity and inclusion. York University is among the first post-secondary institutions in Canada to include decolonization in a meaningful and thoughtful way within a DEDI strategy.

“Working towards equity, diversity and inclusion requires that we also acknowledge the settler-colonial history of the country,” said Professor Carl James, Jean Augustine Chair in Education, Community and Diaspora in the Faculty of Education at York University and senior advisor on equity and representation. “Hence, the expectation here is that we approach the work we do with a decolonial framework. It means taking into account how race has operated in that colonial settlement in the lives of Indigenous people and used in the transportation of African people to the country and in determining who would be allowed to immigrate to the country, when, and for what purpose.”

DEDI Strategy strategic directions

The five strategic directions that will provide focus for enabling activities as well as how people can take up the work include:

  • Teaching and Learning – York University will cultivate inclusive teaching and learning environments that nurture multiple and intersectional ways of knowing, including the incorporation of DEDI principles in curriculum and programs.
  • Research and Innovation – York University will cultivate inclusive and equitable research environments that nurture multiple and intersectional ways of knowing, create and nurture diverse research teams, and encourage research programs in traditionally equity-deserving settings.
  • Representation and Success – Through a range of efforts across the University, York will work to build an environment that is representative of the communities it serves by actively recruiting, supporting, retaining and advancing students, faculty, instructors and staff from equity-deserving communities.
  • Leadership and Capacity Building – York University strives to be a community where all members demonstrate the knowledge and skills necessary to navigate through and lead in a diverse world. York commits to building capacity in its leadership to advance DEDI for today, tomorrow and the future.
  • Campus Climate and Environment – York University will work towards creating an inclusive and equitable community where everyone has the potential to feel a sense of belonging and that they are respected. The University will undertake initiatives to enhance the accessibility of physical and virtual spaces for students, staff, faculty and instructors.

The complete DEDI strategy will be launched in May, and will include a glossary, the principles which guided the strategy and key initiatives, actions and benchmarks recommended to enable the plan. Phase one of a toolkit for community members, which will focus on one’s personal journey and understanding of DEDI terms and concepts, is in development and expected to launch in late summer.

For more information on the DEDI strategy, visit the webpage.

Faculty Affairs promotes networking, knowledge sharing through ‘meet-ups’

Image shows a lightbulb against a blackboard with chalk drawings of idea bubbles

The newly formed Office of Faculty Affairs in the Division of Equity, People and Culture has launched a series of “faculty meet-ups” to promote networking and knowledge sharing.

The “Pathways to Full” meet-up kicked off the series on Feb. 22 with a focus on associate professors interested in the process and experience of being promoted to full professor.

Two more gatherings are planned for:

• March 14 – “Thriving in the Teaching Stream,” which will provide faculty members the opportunity to engage in discussions on developing strategies for bolstering the teaching stream inside and out; and
• April 11 – “Women in Academia,” which offers an opportunity for self-identified women researching, teaching, and contributing at York to connect.

The inaugural meet up offered associate professors the opportunity to learn from full professors via small, interdisciplinary groups where discussions centred around topics including: the right time to seek promotion; how to lay groundwork for the process; and how to stay motivated by the deeper meaning and purpose of being a full professor.

Laina Ya-Hui Bay-Cheng
Laina Bay-Cheng

The full professors who facilitated the small groups came from both the teaching and professorial streams, and from a range of Faculties. York University Provost and Vice-President Academic Lisa Philipps participated in the meet up in her capacity as full professor at Osgoode Hall Law School.

Laina Bay-Cheng, associate vice-president faculty affairs, believes meet-ups can support faculty members by promoting open discussion and exchange. “Some career paths or decisions can be explained in a PowerPoint or a policy, but there are ‘between-the-lines’ issues and circumstances that aren’t so neat and tidy. Meet-ups are a space for conversations about those complexities.”

The meet-ups are part of a networked, multiple-model approach to mentoring, says Bay-Cheng, which exposes “colleagues to all different kinds of lessons learned and possible paths, so that each individual can decide what makes sense according to their lives, circumstances and priorities.

“My hope is that this approach supports the values that are essential to faculty thriving: generosity and cooperation alongside pluralism and autonomy.”

The series is an opportunity expand who feels supported and how, Bay-Cheng explains. “Helping a wider range of colleagues thrive at York is the reason why the Faculty Affairs office exists.”

For more information on Faculty Affairs, visit https://www.yorku.ca/vpepc/faculty-affairs/.

York celebrates International Women’s Day

diverse women

La version française suit la version anglaise. 

A statement from President and Vice-Chancellor Rhonda Lenton and Vice-President Equity, People & Culture Sheila Cote-Meek on International Women’s Day:

Dear York community,

Today marks International Women’s Day, a day that celebrates and honours the many acts of courage and determination that women, girls, Two-Spirit, gender-diverse, non-binary and transgender people have made globally and within their own communities to advance gender equity.

We recognize women leaders who have faced violence and, in some instances, have been killed for taking a political stance.

We also acknowledge the lived experiences of women with intersectional identities, including gender, ability, age, identity, race, gender diversity and Indigeneity, who experience multiple forms of oppression in addition to living within patriarchal systems. Often, violence is disproportionately directed at Indigenous, Black, women of colour, disabled, Two-Spirit and trans women.

The theme for International Women’s Day 2023, #EmbraceEquity, reinforces intersections of identity and lived experiences. This year’s theme aims to “make equity a part of every society’s DNA.” To accomplish this, we all must take action to embrace equity, understand the differences between equity and equality and recognize that “equal opportunities are no longer enough.”

York University embraces diverse points of view and strives to create equitable communities and to foster a sense of connection and inclusion for all. The upcoming release of York’s Decolonizing, Equity, Diversity and Inclusion (DEDI) Strategy affirms our commitment to DEDI and social justice. This commitment is also evident in the 2020–2025 Academic Plan: Building a Better Future, which includes a community-wide challenge to elevate York’s commitment to the UN Sustainable Development Goals (UN SDGs). UN SDG 5: Gender Equality is particularly important to remember on this day. It aims to end all forms of discrimination and violence against women and girls and achieve gender equity through equitable access to education, advancing gender-equity in research, teaching and learning, and nurturing communities where women thrive.  

At York, we are working to elevate UN SDG 5 through initiatives like YSpace ELLA, Ontario’s first women business accelerator, events like Athletics and Recreation’s Women and Girls Leadership and Sport Conference, and SEXGEN, a University-wide committee that advises and advocates for sexual and gender diversity, to name just a few. We encourage you to celebrate International Women’s Day by registering for today’s Inclusion Week keynote “Reclaiming the Transformative Roots of DEDI/EDI,” by equity thought leader Kike Ojo-Thompson.

We wish the York community a happy International Women’s Day as we celebrate women who move gender equity forward.

Together, we can #EmbraceEquity.

Thank you. Merci. Miigwech.

Sincerely,

Rhonda Lenton
President and Vice-Chancellor

Sheila Cote-Meek
Vice-President, Equity, People & Culture

L’Université York célèbre la Journée internationale des femmes

Déclaration de la présidente et vice-chancelière, Rhonda Lenton, et de la vice-présidente de l’équité, des personnes et de la culture, Sheila Cote-Meek, à l’occasion de la Journée internationale des femmes:

Chère communauté de York,

La Journée internationale des femmes célèbre et honore les nombreux actes de courage et de détermination des femmes, filles, personnes bispirituelles, diversifiées sur le plan du genre, non binaires et transgenres dans le monde et au sein de leur communauté pour faire progresser l’équité des genres.

Nous reconnaissons les leaders qui ont été confrontées à la violence et qui, dans certains cas, ont perdu la vie à cause de leur position politique.

Nous reconnaissons également les expériences vécues par les femmes ayant des identités intersectionnelles — notamment liées au genre, aux capacités, à l’âge, à l’identité, à la race, à la diversité de genre et à l’appartenance autochtone — qui subissent de multiples formes d’oppression en plus de vivre dans des systèmes patriarcaux. Souvent, la violence est dirigée de manière disproportionnée contre les femmes autochtones, noires, de couleur, en situation de handicap, bispirituelles et transgenres.

Le thème de la Journée internationale des femmes 2023 – Célébrons l’équité – renforce les intersections de l’identité et des expériences vécues. Ce thème vise à « inscrire l’équité dans l’ADN de chaque société ». Pour y parvenir, nous devons tous et toutes prendre des mesures pour adopter l’équité, comprendre les différences entre équité et égalité et reconnaître que l’égalité des chances ne suffit plus.

L’Université York adopte divers points de vue et s’efforce de créer des communautés équitables et de favoriser un sentiment d’appartenance et d’inclusion pour tout le monde. La Stratégie de décolonisation, d’équité, de diversité et d’inclusion (DEDI) de York, qui sera publiée prochainement, affirme notre engagement envers la DEDI et la justice sociale. Cette volonté est également manifeste dans le Plan académique 2020-2025 : Bâtir un avenir meilleur qui comprend un défi à l’échelle communautaire pour renforcer l’engagement de York envers les Objectifs de développement durable (ODD) des Nations Unies. L’ODD 5 : Égalité entre les sexes est particulièrement important en cette journée. Cet objectif vise à mettre fin à toutes les formes de discrimination et de violence envers les femmes et les filles et à parvenir à l’égalité des genres grâce à un accès équitable à l’éducation, en faisant progresser l’égalité des genres dans la recherche, l’enseignement et l’apprentissage, et en favorisant les communautés où les femmes s’épanouissent.  

À York, nous nous efforçons de renforcer l’ODD 5 grâce aux initiatives suivantes : YSpace ELLA, le premier accélérateur d’entreprises pour les femmes en Ontario, des événements comme la Women & Girls Leadership and Sport Conference organisée par le Département d’athlétisme et des loisirs de York, et SEXGEN, un comité panuniversitaire qui donne des conseils et milite pour la diversité sexuelle et de genre. Aujourd’hui, nous vous encourageons à célébrer la Journée internationale des femmes en écoutant le discours d’ouverture de la Semaine d’inclusion, intitulé « Reclaiming the Transformative Roots of DEDI/EDI », prononcé par Kike Ojo-Thompson, experte en équité.

Nous vous souhaitons une bonne Journée internationale des femmes tandis que nous célébrons les femmes qui font avancer l’égalité des genres.

Célébrons ensemble l’équité. #EmbraceEquity

Merci. Thank you. Miigwech.

Sincères salutations,

Rhonda Lenton
Présidente et vice-chancelière

Sheila Cote-Meek
Vice-présidente de l’équité, des personnes et de la culture

Announcement of interim vice-president equity, people and culture

A drone image of Vari Hall on the Keele campus

York University President and Vice-Chancellor Rhonda Lenton issues the following announcement to the community: 

La version française suit la version anglaise.

Dear York community,

Please join me in congratulating Alice Pitt on her appointment as the interim vice-president equity, people and culture for a term beginning April 1 to Dec. 31, 2023.

Alice Pitt
Alice Pitt

A long-serving and dedicated member of the York community, Alice joined York as an assistant professor in the Faculty of Education in 1995, where she demonstrated outstanding leadership and advocacy for accessible post-secondary education in various capacities including as associate dean (2002-07) and dean (2008-12) of the Faculty of Education.

In her role as vice-provost academic, which she held from 2012 to 2020, she paved the way for the creation of innovative and accessible student programs. She was integral in facilitating the development of the University’s Indigenous Framework, which identifies 10 core principles for action in advancing reconciliation, and to this day, continues to inform and shape the University’s ongoing commitment to advancing decolonization and Indigenous teaching, research and scholarship.

Alice has also played a prominent role in supporting the development of Markham Campus through her work as the senior advisor of the Markham Academic Strategic Planning Committee, where she led the creation of inclusive and accessible spaces and programming for students.

And, as a researcher, she has contributed significantly to feminist education particularly in regard to teacher education, classroom dynamics and curriculum. I am delighted to welcome Alice to this role where she will continue to provide exemplary leadership in advancing and advocating for equity, diversity and inclusion while enhancing the culture of York University.

We will have an opportunity to properly acknowledge Sheila Cote-Meek and wish her well as she transitions to Brock University but for now, let me take this opportunity to express my appreciation and gratitude to her for the outstanding contributions she has made to York as our inaugural vice-president equity, people and culture. 

Sincerely,

Rhonda Lenton
President & Vice Chancellor

Annonce de nomination : Vice-présidente intérimaire de l’équité, des personnes et de la culture

Chère communauté de York,

Veuillez vous joindre à moi pour féliciter Alice Pitt pour sa nomination au poste de vice-présidente intérimaire de l’équité, des personnes et de la culture pour un mandat allant du 1er avril au 31 décembre 2023.

Membre dévouée et de longue date de la communauté de York, Mme Pitt est entrée en 1995 à la Faculté d’éducation en tant que professeure adjointe. Dans le cadre de ses fonctions, elle a fait preuve d’un leadership exceptionnel et a défendu l’accessibilité de l’éducation postsecondaire d’abord à titre de doyenne associée (de 2002 à 2007) puis de doyenne (de 2008 à 2012).

Elle a ensuite occupé le poste de vice-rectrice aux affaires académiques de 2012 à 2020 et a ouvert la voie à la création de programmes étudiants innovants et accessibles. Mme Pitt a joué un rôle essentiel dans l’élaboration du Cadre stratégique autochtone pour l’Université, qui définit 10 principes de base pour l’action envers la réconciliation. Ce cadre continue d’orienter et de façonner l’engagement de l’Université en faveur de la décolonisation et de l’enseignement, de la recherche et de l’érudition autochtones.

Elle a également joué un rôle déterminant dans le développement du campus Markham en tant que conseillère principale du comité de planification stratégique de Markham au sein duquel elle a dirigé la création d’espaces et de programmes inclusifs et accessibles pour la population étudiante.

Par ailleurs, elle a contribué de façon notable aux recherches sur l’éducation féministe, notamment en ce qui concerne la formation des enseignants, les dynamiques en salle de classe et le programme d’études. Je suis ravie de l’accueillir dans ce rôle où elle continuera à fournir un leadership exemplaire pour faire avancer et revendiquer l’équité, la diversité et l’inclusion tout en renforçant la culture de l’Université York.

Nous aurons bientôt l’occasion de rendre hommage à Sheila Cote-Meek et de lui souhaiter bonne chance lors de sa transition vers l’Université Brock. Pour l’instant, permettez-moi de saisir cette occasion pour lui exprimer mon appréciation et ma gratitude pour ses contributions exceptionnelles à York en tant que toute première vice-présidente de l’équité, des personnes et de la culture. 

Veuillez agréer mes sincères salutations,

Rhonda Lenton
Présidente et vice-chancelière