Tag: VP Equity People and Culture

Internal YFile sub-tag

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

group of diverse women smiling

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

Word, Sound, Power annual celebration shines spotlight on Black artists

Members of the York University community are invited to celebrate Black artistic talent during a showcase of performances on Feb. 8 when the Jean Augustine Chair in Education, Community and Diaspora presents Word, Sound, Power: An Annual Celebration of Black Artistic Expression.

The Black History Month event spotlights Black cultural and artistic expression through performance, which this year includes drumming and dance, spoken word, a jazz ensemble, an R&B ensemble, The Toronto Gospel Choir and more.

An opportunity to highlight Black artists and creativity, the event will be open to the community and is free to attend. It begins at 5:30 p.m. with a welcome reception in the CIBC Lobby, Accolade East Building at the Keele Campus, and performances will run from 6:30 to 8:30 p.m. in the Tribute communities Recital Hall, Accolade East Building.

“As usual, we will be hosting a Black History Month event at which time we will be showcasing and celebrating the talents, artistry and ingenuity of Black university and high school students through their music, poetry, dance and singing. Our annual event recognizes the contributions of Jean Augustine to this national recognition of Black presence in Canada” says Professor Carl James, the Jean Augustine Chair and Senior Advisor on Equity and Representation. 

Featured performances include:

• York University doctoral student Miss Coco Murray with Coco Collective with a presentation in drumming and dance;
• Peel District School Board student Marie Pascoe with a spoken word performance;
• a performance by York’s Oscar Peterson jazz ensemble;
• a spoken word performance by Canadian poetry slam champion Dwayne Morgan;
• a performance by York’s R&B ensemble;
• a performance by spoken word artist Ryan Burke;
• a presentation by the Toronto Gospel Choir; and
• a spoken word presenation by York University student Ashley Keene.

Remarks will be offered by Jean Augustine, the first Black woman elected to the Parliament of Canada, and champion of the unanimous vote in 1995 that saw February designated as Black History Month; Robert Savage, dean, Faculty of Education; and humanities Professor Andrea Davis, special advisor, Anti-Black Racism Strategy, Faculty of Liberal Arts & Professional Studies. Representation from York’s Division of Equity, People and Culture, along with Christine Maclin of Unifor – a sponsor of the event, will also share remarks.

Word, Sound, Power is co-presented by the Faculty of Education, the School of the Arts, Media, Performance & Design, the Department of Humanities (Faculty of Liberal Arts & Professional Studies) and the Division of Equity, People and Culture.

Tickets, which are free, are available online.

Celebrating Black History Month at York

Black History Month at York University

La version française suit la version anglaise. 

February is Black History Month, an important time for us to celebrate the accomplishments, contributions and history of Black faculty, instructors, staff and students, and to acknowledge the positive impact that the Black community has had on York University and society as a whole.

The ongoing implementation of York University’s Framework and Action Plan on Black Inclusion recognizes Black History Month and is a reflection of our collective commitment to address anti-Black racism and to facilitate the engagement of the Black community at York by creating inclusive and equitable spaces for Black scholars and community members to flourish. Annual goals regarding the implementation of the Action Plan are established and will be reported on each academic year. Some recent highlights to support the plan include:

  • hiring a strategist and engagement specialist, Black inclusion, to support and document progress on initiatives in the Black Inclusion Framework and Action Plan;
  • creating the Black Inclusion Advisory Council in February 2022; and
  • establishing a training workshop hosted by York University Libraries called “Description and Access for Anti-Black Archival Materials” to address anti-Black racism in archival records.

The broader community is also taking up the Framework in developing local plans. Two examples include:

There is still much work to do requiring the collective efforts of the entire University if we are to dismantle the systems of oppression that shape our society. Achieving a world that is equitable and inclusive requires meaningful action, not just this month, but every day of the year.

We invite you to visit the Black History Month events website to learn about and participate in the various events that will be taking place at York, including the Jean Augustine Chair event – Word, Sound, Power – on Wednesday, Feb. 8. We encourage you to show your support by attending events that highlight Black excellence.

We are grateful for the opportunity to reflect on Black heritage, culture, history and contributions and take action in meaningful ways by upholding York’s commitment to address anti-Black racism.

Thank you. Merci. Miigwech.

Rhonda L. Lenton 
President & Vice-Chancellor                      

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

Célébration du Mois de l’histoire des Noirs à York

Février est le Mois de l’histoire des Noirs, un moment important pour célébrer les réalisations, les contributions et l’histoire des membres noirs des corps professoral et enseignant, du personnel et de la communauté étudiante, et pour reconnaître l’incidence positive que la communauté noire a eu sur l’Université York et la société dans son ensemble.

La mise en œuvre continue du cadre et du Plan d’action de l’Université York sur l’inclusion des personnes noires reconnaît le Mois de l’histoire des Noirs et reflète notre engagement collectif à lutter contre le racisme anti-Noirs et à faciliter l’engagement de la communauté noire à York en créant des espaces inclusifs et équitables pour que tous les membres de la communauté puissent s’épanouir. Des objectifs annuels concernant la mise en œuvre du Plan d’action sont établis et feront l’objet d’un rapport chaque année universitaire. Parmi les faits marquants récents à l’appui du plan, citons :

  • embauche d’un stratège et spécialiste de l’engagement pour l’inclusion des personnes noires, afin de soutenir et de documenter les progrès des initiatives du cadre et du plan d’action sur l’inclusion des personnes noires;
  • création du Conseil consultatif pour l’inclusion des Noirs en février 2022; et
  • mise en place d’un atelier de formation organisé par les bibliothèques de l’Université York, intitulé « Description et accès aux documents d’archives anti-Noirs », afin de traiter du racisme dans les documents d’archives.

La communauté au sens large s’approprie également du cadre pour élaborer des plans locaux. En voici quelques exemples :

Il reste encore beaucoup à faire, ce qui nécessite les efforts collectifs de toute l’Université si nous voulons démanteler les systèmes d’oppression qui façonnent notre société. Pour instaurer un monde équitable et inclusif, il faut prendre des mesures concrètes, pas seulement ce mois-ci, mais tous les jours de l’année.

Nous vous invitons à visiter le site Web des événements du Mois de l’histoire des Noirs pour vous renseigner sur les différents événements qui auront lieu à York et y participer, notamment celui de la Chaire Jean Augustine – Word, Sound, Power le mercredi 8 février 2023. Nous vous encourageons à manifester votre soutien en assistant à des événements qui mettent en avant l’excellence des Noirs.

Nous sommes reconnaissantes de l’occasion qui nous est donnée de réfléchir au patrimoine, à la culture, à l’histoire et aux contributions des personnes noires et d’agir de manière significative en respectant l’engagement pris par York de lutter contre le racisme anti-Noirs.

Merci. Thank you. Miigwech.

Rhonda L. Lenton 
Présidente et vice-chancelière                      

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

York faculty, staff and course instructors invited to engagement sessions for University’s new Well-being Strategy

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

The University is hosting a series of online engagement sessions continuing throughout January and there is also an online survey that faculty, staff and course instructors can use to share input and feedback that will help shape the University’s new Well-being Strategy.

York faculty, staff and course instructors are invited to join any of the online engagement sessions offered until the end of January. The sessions have been ongoing since November 2022 and are focused on the development of a new Well-being Strategy for the University. There is also an online survey that staff, faculty and course instructors can use to provide feedback. The survey will be available until Jan. 31. While a series of engagement sessions were hosted for students late last year, students still have the option of completing the student survey, which will remain open until Jan 31.

The online engagement sessions and survey offer participants opportunities to share their input that will help shape a pan-University Well-being Strategy. All staff, faculty and course instructors are encouraged to provide their input, vision and recommended priorities for well-being on campus. The feedback will be used to create a draft Well-being Strategy that will be shared at a future date with the community for further review and feedback. All information collected will remain confidential and will not be linked to any individual person. 

Participate in Two important Surveys at York

Woman laptop computer FEATURED

The University is conducting two surveys to get a better understanding on how the community views Equity, Diversity and Inclusion (EDI) initiatives at York.

The Employment Equity Self-Identification Survey is for staff and York’s Culturally Engaging Environments Campus Survey is for students. 

The Employment Equity Self-Identification Survey will provide an up-to-date picture of York’s workforce demographics.  “The Employment Equity Self-Identification survey allows York to identify gaps in employee representation in order to ensure our efforts in support of York’s talent acquisition and retention efforts, and to identify and remove barriers to create an inclusive, respectful, and healthy work environment,” said Sheila Cote-Meek, vice-president equity, people and culture.    

York’s Culturally Engaging Environments Campus Survey for students is being conducted for the first time. “It is important that we get a better understanding of the climate on campus from our students in order to establish a baseline against which the effectiveness of future initiatives can be measured,” said Cote-Meek.

Community members have received an email with instructions on how to participate in the survey that is relevant to them. Both surveys run until Dec. 2.  

“I encourage everyone to take part in the appropriate survey and would like to assure the community that great care is taken to ensure confidentiality and that no individual can be identified in reporting, added Cote-Meek.” 

The findings of each survey will be shared with the community. To view past Annual Employment Equity Reports visit:  www.yorku.ca/vpepc/employment-equity-and-diversity.