Tag: VP Equity People and Culture

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York community invited to advance DEDI learnings through new toolkit

DEDI three diverse adults in conversations

The York University community is invited to the launch of the Decolonizing, Equity, Diversity and Inclusion Strategy (DEDI) toolkit on Thursday, Nov. 16, from 1 to 2 p.m.

This one-hour event will show community members how to engage with the toolkit and give a preview of some of the activities included in the course.

The toolkit is available at yorku.ca/yulearn for the community to add to their learning courses at any time.

“The Decolonizing, Equity, Diversity and Inclusion Self-Reflection Toolkit was developed and created to support everyone in the York community in actualizing the University-wide Decolonizing, Equity, Diversity and Inclusion Strategy. It aims to support effective decolonization strategies and to make our campuses, our community and our world a more inclusive and equitable space,” said Marian MacGregor, executive director, Centre for Human Rights, Equity & Inclusion.

“The modules focus on you – your lived experiences and strengths, your biases, how you can use your skills to contribute to DEDI work and more,” MacGregor added.

Participants will receive a certificate upon the completion of the toolkit, which is offered as a five-part series that focuses on guided self-reflection, with the goal of building the internal tools and skills needed to engage in meaningful decolonizing, equity and inclusion work. The learning happens through short interactive videos, scenarios and activities, as well as access to additional resources. It provides five key reflective questions that can be worked through in any order and at any pace.

Visit the toolkit website to learn more and register to attend the online kickoff event.

Message to the community on the war in the Middle East

La version française suit la version anglaise. 

This past Sunday, the University sent out a tweet unequivocally denouncing the attacks against civilians in Israel. We are heartbroken by the loss of life and the escalation of violence in the region and our thoughts are with all those who are suffering in Israel and Palestine.

We have reached out to our students and student organizations that support Jewish and Palestinian students to offer assistance and we join the international community in its calls for a peaceful resolution.

We continue to closely follow the news of the escalating conflict in the region and the unfolding humanitarian crisis and are reaching out today to share information about available supports. We know that many members of our community have ties to the Middle East including family and friends living in the region. Your well-being is important to us and we encourage you to reach out for help using the links to resources below should you need them.  

Canada is home to large diaspora communities and we have seen how events surrounding armed international conflict can lead to division and inflammatory language. The University stands firmly behind the principles established in the President’s Initiative on Open and Respectful Dialogue. These principles underscore our commitment to free expression and to free association. But these freedoms are not absolute. Collectively, we are responsible for creating an inclusive and respectful environment where community members feel safe and welcomed without fear of intimidation or harassment. 

Well-being supports for students, faculty and staff: YorkU.ca/Well-being/Resources/.

Rhonda Lenton
President and Vice-Chancellor

Lisa Philipps
Provost & Vice-President Academic

Alice Pitt
Interim Vice-President, Equity, People & Culture

Message à la communauté au sujet de la guerre au Moyen-Orient

Dimanche dernier, l’Université a envoyé un gazouillis qui dénonçait sans équivoque les attaques contre des civils en Israël. Nous sommes bouleversés par les pertes humaines et l’escalade de la violence dans cette région et nos pensées vont à toutes les personnes qui souffrent en Israël et en Palestine.

Nous avons contacté la communauté étudiante et les organisations étudiantes qui appuient la population étudiante juive et palestinienne pour leur offrir notre assistance et nous nous associons à la communauté internationale pour appeler à une résolution pacifique.

Nous continuons à suivre de près l’évolution du conflit et la crise humanitaire qui en résulte et nous tenons aujourd’hui à vous faire part des ressources à votre disposition. Nous savons que de nombreux membres de notre communauté ont des liens avec le Moyen-Orient, y compris de la famille et des amis vivant dans la région. Votre bien-être est précieux et nous vous encourageons à demander de l’aide en utilisant les liens ci-dessous en cas de besoin.  

Le Canada héberge de grandes communautés de la diaspora et nous avons vu comment les événements accompagnant un conflit international armé peuvent entraîner des divisions et des propos virulents. L’Université adhère résolument aux principes établis dans L’initiative de la présidente pour un dialogue ouvert et respectueux. Ces principes appuient notre engagement envers la liberté d’expression et d’association. Toutefois, ces libertés ne sont pas absolues. Collectivement, nous sommes responsables de la création d’un environnement inclusif et respectueux où les membres de la communauté se sentent en sécurité et accueillis sans crainte d’intimidation ou de harcèlement. 

Ressources de bien-être pour les membres de la population étudiante, du corps professoral et du personnel : yorku.ca/well-being/resources.

Rhonda Lenton
Présidente et vice-chancelière

Lisa Philipps
Rectrice et vice-présidente aux affaires académiques

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

Make a difference – join York’s DEDI Council

DEDI three diverse adults in conversations

York University is seeking members of the University community with an interest in decolonizing, equity, diversity and inclusion (DEDI) work. The DEDI Council is looking for those with diverse perspectives, experiences and talents.

This council provides advice for advancing York University’s DEDI initiatives, projects and practices, as well as oversight of the required actions from approved recommendations. The council enables and supports York students, faculty, instructors and staff to participate meaningfully in the planning and implementation of York’s DEDI Strategy, initiatives, projects and practices, with the goal of cultivating a diverse campus culture that is equitable and inclusive. The council will be guided by the principles set out in the DEDI Strategy. 

The application period for at-large representative positions is now open. The application period will close at noon on Friday, Oct. 20. Find the application here.

Key objectives of the council 

The council will:  

  • Receive annual updates on the progress of implementation of the DEDI Strategy and provide input and advice on the implementation.  
  • Monitor the external environment for emerging issues and promising practices on DEDI to provide advice to the University. 
  • Provide a forum in which members discuss DEDI challenges and identify opportunities to foster an integrated and collaborative approach to DEDI initiatives across the University. 
  • Receive advice and direction from the sub-committees of the council, which include RISE, Sex-Gen and Enable York.  
  • From time to time, connect with emerging communities of practice, such as gatherings of DEDI practitioners, affinity groups etc. 
Council membership composition 

The membership shall consist of no more than 25 members at any given time and will include no fewer than six faculty or instructors, six non-academic staff and four students, and will aim for representation from all campuses in the combined categories below.

Appointed members: members appointed by the vice-president equity, people and culture and/or the president, consisting of no more than 10 individuals, which may include, but is not limited to, appointments from any of the following: SexGen, RISE, Enable York, Indigenous Council, Black Inclusion Advisory Council, President’s Sustainability Council, appointments from the community at-large.

At-large representatives: through an open call for expressions of interest, at-large representatives will be selected by the vice-president equity, people and culture and a group of advisors, ensuring the selected representatives will be broad-based, and include members of the student body (both graduate and undergraduate), staff, instructors and faculty. A minimum of 12 and maximum of 14 members will be selected.  

Chair: ex-officio (vice-president equity, people and culture). 

Technical support: administrative and technical support for the council will be provided by the Office of the Vice-President Equity, People and Culture. 

Committee member competencies: 

The council is seeking members who can demonstrate some or all of the following competencies: 

Knowledge of decolonizing, equity, diversity and inclusion in the post-secondary sector, which includes the knowledge, skills and dispositions needed to create learning environments that foster equitable participation of all groups and that seek to address issues of accessibility, equity and inclusion, oppression, privilege and power. Individuals with this competency have a sense of their own agency and social responsibility that includes others, their community and the larger global context.  

Lived/living experience, including personal knowledge about the world gained through direct, first-hand involvement in everyday events as an individual who identifies as a member of at least one equity-deserving group as a part of their identity. 

Ability to cultivate a common vision, including the ability to engage with students, faculty, staff and administrators to understand their unique and complex needs and commit to working collaboratively with all levels of leadership to build policies and programs that advance DEDI and equity-mindedness. 

Institutional and political acumen, including an understanding of the University’s unique organizational and governance structures as well as its intersections with government, community and industry at all levels, which include law, policy and history; and an ability to respond effectively to sensitive situations, reconcile competing interests and build consensus around a policy and plan of action. 

Results-orientation, including the ability to demonstrate strong commitment to the development of practical and effective strategies, actions etc., and an ability to develop and articulate goals that unite people in the pursuit of objectives worthy of their best efforts.

Time commitment and tenure: 

Meetings are expected to be two hours in duration a minimum of two times per year, with an understanding that in the early years of the establishment of the council, the meeting frequency will likely be more. 

Ex-officio members shall hold their position for the duration of their appointment in that role. 

Students appointed to the council will serve either a one-year or two-year term, depending on their ability to make such a commitment. 

Employees appointed to the council will require acknowledgement and permission to serve on the council by their supervisor and will serve a two-year term. Two-year terms will be scheduled on a staggered basis to ensure overlap of council membership. The first year of the council’s existence will require some appointments to be either a one- or two-year term to support this staggered approach to membership. 

The website Terms of Reference for the Council can be found here. For more on York’s work in DEDI, visit yorku.ca/vpepc and yorku.ca/dedi-strategy.

York community members invited to share feedback on draft Well-being Strategy

Compass with needle pointing the word well-being. 3D illustration with blur effect. Concept of wellbeing or wellness

La version française suit la version anglaise. 

Dear York community,

Following consultation beginning in late 2022 with students, staff, faculty and instructors to determine well-being priorities, York’s draft Well-being Strategy is now available for community members to review and provide their feedback. Your input is needed to ensure that the final strategy reflects the current needs of our community.

This draft Well-being Strategy aligns with the University Academic Plan’s priority of Living Well Together and reflects York’s commitment to fostering well-being across all of our campuses. It is the culmination of work based on insight provided by York community members who shared that “a stronger sense of connection, inclusion and well-being” is among the key changes they are seeking in their experiences at the University.  

Ways to provide feedback

We encourage students, staff, faculty and instructors to review the draft Well-being Strategy and provide feedback in one of two ways:

  1. Attend one of the engagement sessions between Oct. 13 and Nov. 30.
  2. Complete the online feedback form by Dec. 15.

Feedback collected will be used to finalize the strategy and prepare for its launch in 2024. Please note that all information provided will remain confidential and will not be linked to any individual community member.

York strives to create a healthier campus community for everyone and to build an environment where members can flourish and be well. Together, we can help shape the future of well-being at York.

Learn more about the strategy and how to get involved by visiting the Well-being at York website.

Thank You, Migwech Merci

Alice Pitt
Interim Vice-President Equity, People and Culture

Nona Robinson
Vice Provost Students

Les membres de la communauté de York sont invités à donner leur avis sur la version préliminaire de la Stratégie de bien-être

Chers membres de la communauté de York,

À la suite de la consultation entamée à la fin 2022 avec la population étudiante, le personnel, et les corps professoral et enseignant pour déterminer les priorités en matière de bien-être, la version préliminaire de la Stratégie de bien-être de York est maintenant à la disposition des membres de la communauté pour qu’ils l’examinent et fournissent une rétroaction. Nous sollicitons votre opinion pour nous assurer que la stratégie finale reflète les besoins actuels de notre communauté.

Cette version préliminaire de la Stratégie de bien-être s’aligne sur la priorité Bien vivre ensemble du Plan académique de l’Université et reflète la volonté de York de favoriser le bien-être sur l’ensemble de ses campus. C’est l’aboutissement d’un travail basé sur les observations des membres de la communauté de York qui nous ont fait savoir qu’un « sentiment plus fort de connexion, d’inclusion et de bien-être » fait partie des changements clés qu’ils recherchent dans leur expérience à l’Université.  

Façons de fournir une rétroaction :

Nous encourageons les membres de la population étudiante, du personnel, et des corps professoral et enseignant à prendre connaissance de la version préliminaire de la Stratégie de bien-être et à nous faire part de leurs commentaires de l’une des façons suivantes :

  1. Participez à l’une des séances d’engagement qui auront lieu du 13 octobre au 30 novembre 2023.
  2. Remplissez le formulaire de rétroaction en ligne avant le 15 décembre 2023.

Les commentaires recueillis serviront à finaliser la stratégie et à préparer son lancement en 2024. Veuillez noter que tous les renseignements fournis demeureront confidentiels et que les résultats ne seront pas liés à un membre individuel de la communauté.

York s’efforce de créer une communauté universitaire plus saine et un environnement dans lequel tous les membres peuvent s’épanouir et se sentir bien. Ensemble, nous pouvons façonner l’avenir du bien-être à York.

Pour en savoir plus sur la stratégie et sur les façons de vous impliquer, consultez le site Bien-être à York.

Merci, Migwech, Thank You.

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

Nona Robinson
Vice-rectrice aux affaires étudiantes

University statement on National Day for Truth and Reconciliation

National Day for Truth and Reconciliation

La version française suit la version anglaise. 

Dear York community,

Sept. 30 is the National Day for Truth and Reconciliation. It is a day intended for individuals and communities who reside in what is now known as Canada to learn and unlearn, reflect and act on the legacy of residential schools.

September was chosen to commemorate this occasion because this is when children traditionally start school and, for most children, their first day of school brings an emotional concoction of excitement and trepidation. Indigenous children who were forced to attend residential schools often associated attending school with fear and stress. This would become true for Phyllis Webstad, who arrived at a residential school wearing a new orange shirt made by her grandmother. Webstad’s story of having that shirt taken from her inspired the Orange Shirt Day movement.

The legacy of residential schools is a complex mix of personal and intergenerational trauma, resulting in the erosion of culture, frayed family bonds and the loss of language. The colonial structures of educational and other public institutions still cause harm to Indigenous, Metis and Inuit Peoples and communities, and we need to be attentive to the struggles these communities face when, for example, they call for a search of a Winnipeg landfill for two missing and presumed murdered Indigenous women. A recent landmark ruling by the Canadian Human Rights Tribunal approving $23.3 billion in compensation for First Nations children and families who experienced institutional racism in Canadian child welfare systems signals both increased awareness of the effects of our policies and a willingness to begin to address them.

York has taken some important steps in our own reconciliation journey. We acknowledge the work of those individuals that led to the development of the Indigenous Framework (2017), which continues to serve as a helpful guide to action for the University, its divisions and Faculties. But much remains to be done, and it will take the unwavering response of our entire community in our personal and professional lives to advance the principles it espouses.

This year, we have encouraged community members to engage in learning about residential schools and their legacy through a variety of media, which is also the theme for the culminating event this week, taking place on Thursday, Sept. 28 from 11 a.m. to 12:30 p.m. This event is hybrid, and for those who are on campus, we encourage you to attend in person for a more enhanced community experience. All details are available on York’s website for the National Day for Truth and Reconciliation, along with links to resources for learning and other events.

Let us all be open to learning more about the legacy of residential schools, to better understanding other colonial practices and policies, and the ongoing impacts of Canada’s history.

We know that this day, as well as its events and messages, may be difficult for many Indigenous members of our community, especially those who are survivors or with close personal or family ties to experiences in the residential schools, and we encourage all community members to please be kind to one another. Support is available for survivors and those affected through the Indian Residential Schools Survivors Society at 1-800-721-0066 or through the 24-hour crisis line at 1-866-925-4419. Supports are also available to the York community, and these are listed on the Mental Health and Wellness site and through the Employee and Family Assistance Program.

Thank you. Merci. Miigwech. Anushiik.

Rhonda Lenton
President and Vice-Chancellor

Alice Pitt
Interim Vice-President Equity, People & Culture

Susan D. Dion
Associate Vice-President, Indigenous Initiatives

Déclaration de l’Université à l’occasion de la Journée nationale de la vérité et de la réconciliation

Chers membres de la communauté de York,

Le 30 septembre est la Journée nationale de la vérité et de la réconciliation. Cette journée est l’occasion pour les personnes et les communautés, qui résident dans le pays que nous appelons aujourd’hui le Canada, d’apprendre, désapprendre, réfléchir et passer à l’action relativement à l’héritage des pensionnats autochtones.

Le mois de septembre a été choisi pour cette commémoration parce que c’est habituellement la rentrée scolaire. Pour la plupart d’entre eux, le premier jour d’école est un mélange d’excitation et d’appréhension. Les enfants qui étaient obligés de fréquenter les pensionnats autochtones associaient souvent l’école à la peur et au stress. C’était le cas de Phyllis Webstad qui est arrivée dans un pensionnat en portant un nouveau chandail orange confectionné par sa grand-mère. L’histoire de Mme Webstad, dont le chandail a été confisqué, a inspiré le mouvement de la Journée du chandail orange.

L’héritage des pensionnats autochtones est un mélange complexe de traumatismes personnels et intergénérationnels qui ont entraîné l’érosion de la culture, l’effritement des liens familiaux et la perte de la langue. Les structures coloniales des établissements d’enseignement et d’autres institutions publiques continuent de nuire aux nations et aux communautés autochtones, métisses et inuites. Nous devons prêter attention aux luttes de ces communautés lorsqu’elles demandent, par exemple, que l’on fouille une décharge de Winnipeg pour essayer de retrouver deux femmes autochtones disparues et présumées assassinées. La récente décision de principe du Tribunal canadien des droits de la personne approuvant une indemnisation de 23,3 milliards de dollars pour les enfants et les familles des Premières Nations victimes de racisme institutionnel dans les systèmes canadiens de protection de la jeunesse témoigne à la fois d’une prise de conscience accrue des effets de nos politiques et d’une volonté d’y remédier.

York a réalisé des avancées importantes sur la voie de la réconciliation. Nous tenons à souligner le travail des personnes qui ont permis d’élaborer notre Cadre autochtone (2017) qui sert aujourd’hui encore de guide d’action à l’Université, à ses divisions et à ses facultés. Il reste néanmoins beaucoup à faire. La mobilisation constante de toute notre communauté sur le plan personnel et professionnel sera nécessaire pour faire avancer les principes qu’elle défend.

Cette année, nous invitons les membres de la communauté à s’informer sur les pensionnats et leur héritage grâce à divers médias; ce sera aussi le thème de l’événement marquant de cette semaine qui aura lieu le jeudi 28 septembre de 11 h à 12 h 30. Cet événement sera hybride, mais si vous êtes sur le campus ce jour-là, nous vous encourageons à y assister en personne pour mieux vivre cette expérience collective. Tous les détails de la Journée nationale de la vérité et de la réconciliation ainsi que des liens vers des ressources d’apprentissage et d’autres événements sont affichés sur le site Web de York.

Nous devons faire preuve d’ouverture pour en apprendre davantage sur l’héritage des pensionnats et pour mieux comprendre les autres pratiques et politiques coloniales, ainsi que les répercussions durables de l’histoire du Canada.

Nous savons que cette journée ainsi que ses événements et ses messages peuvent être difficiles pour de nombreux membres autochtones de notre communauté, tout particulièrement les personnes survivantes ou celles qui ont des liens personnels ou familiaux étroits avec la réalité des pensionnats. Nous demandons à tous les membres de la communauté d’être bienveillants les uns envers les autres. Les survivants et autres personnes concernées peuvent obtenir du soutien auprès de l’Indian Residential Schools Survivors Society en composant le 1-800-721-0066 ou auprès de la ligne d’écoute téléphonique, en tout temps, au 1-866-925-4419.  La communauté de York offre aussi divers services de soutien, énumérés sur le site Web Le bien-être à York, ainsi que dans le cadre de son Programme d’aide aux employés et à la famille.

Merci. Thank you. 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

York’s Well-being Week to focus on mental, emotional health

Two hands holding each other for comfort

York University presents Fall Well-being Week, “Caring for Your Mental and Emotional Health,” taking place Oct. 2 to 6.

A series of free events was designed to help the York community reflect on and practice mental and emotional well-being.

Well-being Week offers a diverse range of workshops, sessions and webinars, with a mix of virtual and in-person activities. There will be opportunities to explore and reflect on personal well-being journeys, including speed painting, managing conflict, art-oriented self care and understanding the impact of food on mental health. Participants are invited to share their experience on social media by using the hashtag #YUWellbeing.

“The aim of these well-being focused events at York is to reduce stigma surrounding mental health, share valuable resources for personal and communal growth, provide opportunities for social connection and ensure everyone knows where to locate support resources,“ said Mary Catherine Masciangelo, assistant vice-president, human resources and chief human resources officer.

York’s Well-being Strategy

York is developing a comprehensive five-year Well-being Strategy as part of its ongoing efforts to systemically embed well-being across its campuses. This strategy, which is a collaborative effort between the Division of Students and the Division of Equity, People & Culture, acknowledges the institution’s mutual responsibility to follow a systemic approach to create an inclusive and supportive environment where all community members have opportunities to flourish and be heard.

“York University is committed to prioritizing well-being among all community members,” added Masciangelo. “This ongoing and intentional effort of dedication to the community is part of the University Academic Plan (UAP 2020-25) priority of Living Well Together. By mobilizing well-being resources, York University strives to provide an inclusive and supportive environment that promotes well-being in a way that is meaningful to its members.”

Over the coming months, all community members are encouraged to provide feedback on the draft Well-being Strategy document. Additional information on the strategy will follow.

To learn more about Fall Well-being Week, its events and to register for sessions, visit the Well-being Week website. For additional resources and support related to well-being and mental health, explore the Well-being website.

Standing with our community

La version française suit la version anglaise. 

Dear community,

Today (Sept. 20) a series of anti-trans and anti-2SLGBTQIA+ demonstrations is taking place across the country. York University is a champion of equity, diversity, inclusion and social justice, and these actions demonstrate clear opposition to these values. I want to extend my support to the many people in our community who will be negatively affected by these activities. 

York University stands with the country’s queer community during these hateful protests. The University’s Decolonizing, Equity, Diversity and Inclusion Strategy is a key signal of how the University is working to continue creating safe and welcoming spaces for all members of our community and the importance of advancing these priorities.

Many of you may need additional support today. There are supports available; information can be found at yorku.ca/well-being/resources.

Take care and stay well,

Alice Pitt
Interim Vice-President Equity, People and Culture

Aux côtés de notre communauté

Chers membres de la communauté,

Une série de manifestations contre les personnes trans et 2ELGBTQIA+ a lieu aujourd’hui dans le pays tout entier. L’Université York se fait la championne de l’équité, de la diversité, de l’inclusion et de la justice sociale, et ces activités s’opposent clairement à ces valeurs.  Je souhaite apporter mon soutien aux nombreuses personnes de notre communauté qui seront affectées par ces manifestations. 

L’Université York soutient la communauté queer canadienne lors de ces manifestations haineuses. La Stratégie de décolonisation, d’équité, de diversité et d’inclusion illustre la volonté de l’Université de continuer à créer des espaces sécuritaires et accueillants pour tous les membres de sa communauté, et souligne l’importance de faire progresser ces priorités.

Plusieurs d’entre vous auront peut-être besoin de plus de soutien aujourd’hui. Des ressources et des informations sont disponibles sur le site yorku.ca/well-being/resources.

Prenez soin de vous et restez en bonne santé,

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

York community supports Black inclusion through action

Black female students women alumni

York University’s second Annual Report on Black Inclusion is now available to the community. The annual report provides highlights and updates to the community on work and progress relating to York’s Framework on Black Inclusion and Action Plan on Black Inclusion.

Annual Report on Black Inclusion

The report outlines the progress made on the 81 calls to action under the nine thematic areas in the framework. In addition to renewing York’s commitment to addressing anti-Black racism, the report highlights that many partners across the York community encountered challenges in implementation and calls on the community to be supportive, collaborative and creative in finding solutions to overcome these challenges.

The community has continued to advance the work and supported more than 100 activities that took place across the University in the second year of implementation. Continued support from community members and efforts toward combating anti-Black racism on York’s campuses will be significant in working toward systemic change based on the guiding values in the framework.

“The actions reported in the Annual Report on Black Inclusion are aimed at breaking down the systematic barriers that for too long have affected the Black community on our campuses,” said Interim Vice-President Equity, People and Culture, Alice Pitt. “York continues to be committed to social justice and addressing the impact of anti-Black racism and white supremacy that pervades academia. Transformation of systems and colonial institutions takes time, and the York community is taking up the work to enable such transformation.”

York University remains a signatory to the Scarborough Charter and is committed to promoting intersectional Black flourishing, fostering inclusive excellence, enabling mutuality and ensuring accountability. In addition, the recently launched Decolonizing, Equity, Diversity and Inclusion Strategy connects to plans across the University, including the Framework on Black Inclusion.

For a detailed review of the actions undertaken across the University community, visit: Annual Report on Black Inclusion.

York University recognizes Emancipation Day

Students walking outside Vari Hall

La version française suit la version anglaise. 

On this Emancipation Day, York University recognizes and honours the unwavering resistance and strength of Black communities. Emancipation Day recognizes the Slavery Abolition Act of 1833, which took effect on Aug. 1, 1834, making the purchase or ownership of slaves illegal within most parts of the British Empire, including Canada. The symbolism behind this historical date represents a resounding reclamation and call for change. This call is never far removed from the daily experiences of people of African descent as they continue to grapple with anti-Black racism, one of many lasting legacies of the transatlantic slave trade.

As we commemorate Emancipation Day, we must also recognize Canada’s long historical role in the enslavement of people of African descent and Indigenous Peoples, as well as the ways these legacies remain active in our everyday interactions. Slavery in Canada was practised for two centuries, and Canada’s involvement in the transatlantic slave trade can be linked to our history of international trade. It is important that we understand how these occurrences are inextricable and that our lack of awareness and silences are in service of attempts to erase or dismiss the realities of Black and Indigenous communities and individual experiences in Canada.

Black liberation is deeply connected to the liberation of all other groups, and this calls for a collective response to anti-Black racism and other forms of racial inequities. Black scholarship, research, innovation and social activism have made significant contributions to Canadian society, culture and economy. York University recognizes the obligation to counter anti-Black racism with numerous initiatives, including the creation of funding research mechanisms that affirm Black identities and offer counternarrative tools that disrupt harmful approaches to help create a more just and equitable world.

One of the primary ways York University recognizes the work of reclamation across the community is through the documents Addressing Anti-Black Racism: A Framework on Black Inclusion and the accompanying Action Plan on Black Inclusion: A Living Document for Action (2021), which put forward a road map for the ways that York should respond and situate itself in the various contexts and processes in which anti-Black racism, colonialism and other forms of oppression operate. Many new and ongoing initiatives have been documented in the 2022-23 Annual Report on Black Inclusion, and all community members are encouraged to read this annual report. Members of the community are also encouraged to engage in the important work of the Harriet Tubman Institute through watching the Tubman Talks series on the Tubman Talks YouTube channel.

Thank you, Merci, Miigwech,

Alice Pitt
Interim Vice-President Equity, People and Culture

Déclaration à l’occasion du Jour de l’émancipation 2023

À l’occasion du Jour de l’émancipation, l’Université York reconnaît et honore la résistance et la force inébranlables des communautés noires. Le Jour de l’émancipation commémore la Loi de 1833 sur l’abolition de l’esclavage qui a été promulguée le 1er août 1834; cette loi rendait l’achat ou la possession d’esclaves illicites dans la plupart des territoires de l’Empire britannique, y compris le Canada. Cette date historique symbolise une revendication sans équivoque et un appel au changement. Cet appel n’est jamais très éloigné des expériences quotidiennes des personnes d’ascendance africaine qui continuent à lutter contre le racisme anti-Noirs, l’un des nombreux vestiges de la traite transatlantique des esclaves.

Dans le cadre de la commémoration du Jour de l’émancipation, nous devons également reconnaître le rôle que le Canada a joué pendant longtemps dans l’asservissement des personnes d’ascendance africaine et des peuples autochtones, ainsi que les traces de ce passé qui subsistent dans nos interactions quotidiennes. L’esclavage a sévi au Canada pendant deux siècles, et la participation du pays à la traite transatlantique des esclaves peut être imputée à son historique de commerce international. Il est important de comprendre que ces faits sont inextricablement liés et que notre manque de sensibilisation et nos silences favorisent les tentatives d’effacer ou de balayer les réalités des communautés noires et autochtones et les expériences individuelles au Canada.

La libération des Noirs est étroitement liée à la libération de tous les autres groupes, ce qui nécessite une réponse collective au racisme anti-Noirs et à d’autres formes d’inégalités raciales. L’érudition, la recherche, l’innovation et l’activisme social des Noirs ont largement contribué à la société, à la culture et à l’économie canadiennes. L’Université York est consciente de son obligation de lutter contre le racisme anti-Noirs grâce à de nombreuses initiatives, notamment la création de mécanismes de recherche de financement qui renforcent les identités noires et offrent des récits à contre-courant qui perturbent les approches dommageables afin de contribuer à la création d’un monde plus juste et plus équitable.

L’une des principales façons de valoriser le travail de revendication réalisé dans la communauté se traduit par la publication par York des documents suivants : Lutte contre le racisme anti-Noirs : Un cadre d’inclusion des personnes noires et son compagnon, le Plan d’action pour l’inclusion des personnes noires : Un document évolutif pour passer à l’action (2021); ces deux publications présentent le plan d’action de l’Université pour réagir et se situer dans les divers contextes et processus où le racisme anti-Noirs, le colonialisme et d’autres formes d’oppression sont présents. De nombreuses initiatives récentes et en cours sont décrites dans le Rapport annuel 2022-2023 sur l’inclusion des personnes noires et nous encourageons tous les membres de la communauté à le lire. Nous invitons aussi les membres de la communauté à suivre les travaux importants de l’Institut Harriet Tubman, en regardant la série Tubman Talks sur la chaîne YouTube Tubman Talks.

Merci, thank you, Miigwech.

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

York University’s new Employee Sexual Misconduct Policy

Vari hall

La version française suit la version anglaise.

Dear colleagues,

York is committed to a healthy, safe and respectful learning environment for all members of the University Community. York University’s new Employee Sexual Misconduct Policy will come into effect on July 1, 2023. The new policy will further strengthen the University’s response to sexual misconduct between an employee and a student.

This policy is in response to Bill 26, Strengthening Post-secondary Institutions and Students Act, 2022. Bill 26 requires every institution to have an employee sexual misconduct policy that includes rules with respect to sexual behaviour that involves employees and students of the institution as well as examples of disciplinary measures that may be imposed on employees who contravene the policy.

York University’s Employee Sexual Misconduct Policy clarifies what constitutes sexual misconduct, the process for responding to complaints of sexual misconduct and potential discipline if an employee is found to have engaged in sexual misconduct.

The policy works in conjunction with related university policies:

Please take the time to review the new policy. Visit yu link for more information.

Division of Equity, People & Culture

Nouvelle politique en matière d’inconduite sexuelle des membres

Chers collègues, chères collègues,

York s’engage à créer un environnement d’apprentissage sain, sécuritaire et respectueux pour tous les membres de la communauté universitaire. La nouvelle politique de l’Université York en matière d’inconduite sexuelle entrera en vigueur le 1er juillet 2023. Elle renforcera la position de l’Université en cas d’inconduite sexuelle entre un membre du personnel et un membre de la communauté étudiante.

Cette politique répond au projet de loi 26, Loi de 2022 sur le renforcement des établissements postsecondaires et les étudiants. Le projet de loi exige que chaque établissement dispose d’une politique en matière d’inconduite sexuelle des membres du personnel qui comprend des règles relatives aux comportements sexuels impliquant des membres du personnel et de la communauté étudiante de l’établissement, ainsi que des exemples de mesures disciplinaires pouvant être imposées aux personnes qui contreviennent à la politique.

La politique de l’Université York en matière d’inconduite sexuelle des membres du personnel précise ce qui constitue une inconduite sexuelle, le processus de réponse aux plaintes pour inconduite sexuelle et les mesures disciplinaires potentielles si une personne est reconnue coupable de tels actes.

Cette politique s’inscrit dans le cadre des politiques universitaires connexes:

Veuillez prendre le temps de lire la nouvelle politique. Visitez yu link pour plus d’informations.

Division de l’équité, des personnes et de la cuture