Kelly Hannah-Moffat

Sexual Violence Prevention & Support Centre

Alumni

Faculty of Applied Science & Engineering

Graduate Students

Hart House

National Day of Remembrance and Action on Violence Against Women

Undergraduate Students

Subheadline

‘We mourn, then we work for change’

The ��ϲ�� community came together to honour the memories of the 14 women who were killed in the École Polytechnique massacre in 1989 and to acknowledge the ongoing struggle against gender-based violence.

In-person and online, students, faculty, staff, librarians and alumni across the three campuses marked the National Day of Remembrance and Action on Violence Against Women with a memorial, led by the Faculty of Applied Science & Engineering, that was held at Hart House on Wednesday – the 34th anniversary of the anti-feminist attack that claimed the lives of 14 women and left another 10 women and four men injured.

Students walked across the stage to say the name of each woman killed – Geneviève Bergeron, Hélène Colgan, Nathalie Croteau, Barbara Daigneault, Anne-Marie Edward, Maud Haviernick, Barbara Klucznik-Widajewicz, Maryse Laganière, Maryse Leclair, Anne-Marie Lemay, Sonia Pelletier, Michèle Richard, Annie St-Arneault and Annie Turcotte – followed by a moment of silence.

Separately, a group of women in the Faculty of Applied Science & Engineering prepared to unveil a student-led monument outside the Galbraith Building. The installation, led by Rebecca Ing, Kaija Mikes, Natalia Espinosa-Merlano and Erika Narimatsu with the support of more than a dozen volunteers, features 14 figures in a circle with a plaque that explains its meaning.

A student-led monument created by women in the Faculty of Applied Science & Engineering was unveiled on Wednesday evening (photo by Shawn Ahmed)

Ing said the National Day of Remembrance and Action on Violence Against Women is of particular importance to her, as a woman in engineering.

“I see myself reflected in the women we are remembering, as I attend classes that they once learned from,” Ing said. “To remember them and the gender-based violence that took their lives is not an option: it is our responsibility as students to encourage action and awareness to improve inclusion.”

Toronto Mayor Olivia Chow encouraged attendees to work for change (photo by Lisa Lightbourn)

Back at the Hart House event, Toronto Mayor Olivia Chow appealed to the ��ϲ�� community to heed the call she recalled seeing on a sign during a Dec. 6, 1989 vigil outside of Emmanuel College: “We mourn, then we work for change.”

“Every one of you are change-makers and change leaders, because you’re here at the ��ϲ��,” Chow said. “You get the best education. You have the confidence – you have the skills – to know what needs to be done. So today, I urge you to make a commitment to put your passion and your intellect into it.”

Marisa Sterling, assistant dean and director, diversity, inclusion and professionalism in the Faculty of Applied Science & Engineering, said women in engineering continue to face discrimination, violence and harassment (photo by Lisa Lightbourn)

Marisa Sterling, assistant dean and director, diversity, inclusion and professionalism in the Faculty of Applied Science & Engineering, said that while positive change has been made in the decades since the tragedy, women in engineering continue to face gender-based violence and harassment, along with other forms of discrimination.

“Until violence against women has been eradicated, we will remember these 14 women and their families and bring awareness for the need for further actions every year,” Sterling said. “The eradication of gender-based violence and all forms of oppression is collective work.”

Author, performer and somatic sex educator Kai Cheng Thom delivered a keynote speech at the event (photo by Lisa Lightbourn)

The event featured a keynote speech by author, performer and somatic sex educator Kai Cheng Thom – titled “Care, Healing, and Justice: Addressing Transmisogyny and Ending Gender-Based Violence for All” – and a musical performance.

Thom urged attendees to hold fast to the ideals of empathy and solidarity amid the rising threat of violence.

“The valley of fear threatens to swallow us whole, but the light of love moves within and between us – if only we let it," Thom said. “The moment we begin to act as though a better world is possible is the moment that starts to be true.”

Sandy Welsh, vice-provost, students, announced this year’s winners of the Award for Scholarly Achievement in the Area of Gender-Based Violence, which recognizes ��ϲ�� students for their exceptional commitment to issues of violence against women, girls, transgender and non-binary people.

Third-year student Gabrielle Tavazzani was recognized for her work providing pro-bono dental care to survivors of gender-based violence (photo by Lisa Lightbourn)

The undergraduate recipient was Gabrielle Tavazzani, a third-year student specializing in bioethics in the Faculty of Arts & Science, who was recognized for her work and research efforts on providing pro-bono dental care to survivors of gender-based violence.

The graduate winner was Nil Basduraka, a PhD candidate in the Faculty of Music. She was honoured for her interdisciplinary research examining media surrounding violence against women in Türkiye.

Faculty of Music PhD candidate Nil Basduraka was recognized for examining media surrounding violence against women in Türkiye (photo by Lisa Lightbourn)

Wednesday’s hybrid event at Hart House was co-hosted by the Anti-Racism and Cultural Diversity Office; the Community Safety Office; the Equity, Diversity & Inclusion Office at ��ϲ�� Mississauga; the Equity, Diversity & Inclusion Office at ��ϲ�� Scarborough; the Faculty of Applied Science & Engineering; Hart House; the Division of People Strategy, Equity, & Culture; the Institutional Equity Office; the Sexual & Gender Diversity Office; and the Sexual Violence Prevention & Support Centre.

Kelly Hannah-Moffat, vice-president, people strategy, equity and culture, underscored the importance of providing opportunities for the community to engage with issues of gender-based violence and how it intersects with prejudices including transphobia and misogyny.

“Ending gender-based violence is possible through widespread, consistent, and ongoing action,” Hannah-Moffat said in a statement. “We can realize this possibility at the ��ϲ��, one action at a time.”

��ϲ�� to improve how campus safety services respond to mental health crises on its three campuses

Christopher.Sorensen — Thu, 13 Oct 2022 21:13:48 +0000

��ϲ�� to improve how campus safety services respond to mental health crises on its three campuses

Christopher.Sorensen Thu, 10/13/2022 - 17:13

Cutline

(photo by Daria Perevezentsev)

Topic

The ��ϲ�� is working to improve how campus safety staff respond to students experiencing mental health crises – with improvements planned in key areas ranging from training and after-hours crisis response to ensuring a consistent application of policies and procedures across the three campuses.

In response to the final report of the Review Committee on the Role of Campus Safety (Special Constable Services) in Responding to Students in Mental Health Crises, the university described how it has been working with Campus Safety – as well as the vice-provost, students and student mental health services – to make changes to policies and practices.

The changes emphasize the need for understanding and compassion, as well as a recognition of the ��ϲ�� community’s diversity of identities and lived experiences. Both are overarching themes of the review committee’s recommendations.

“Students are at the heart of everything we do at the ��ϲ�� and supporting them entails both celebrating their successes and helping them during difficult times – which, in some cases, can involve struggles with mental health,” said Kelly Hannah-Moffat, ��ϲ��’s vice-president, people strategy, equity and culture. “In rare cases, a mental health crisis can result in an emergency that’s attended by campus safety staff – which is why, in recent years, ��ϲ�� has accelerated efforts to equip staff with the knowledge, training and cultural competencies required to manage such situations with compassion, sensitivity and an understanding of the diverse lived experiences that comprise our student body.

“However, we also acknowledge that more improvements to policies and practices are needed.”

The review of campus safety services was launched in spring 2021. It builds on the final report of the Presidential and Provostial Task Force on Student Mental Health, which called for the expansion of supports and resources pertinent to direct crisis response – including mental health training for campus safety services and enhanced co-ordination with other first responders and mental health service providers.

“This report affirms ��ϲ��’s belief that the most effective responses to students in mental health crisis are those that are rooted in deep expertise, inter-cultural awareness and humanity,” said Sandy Welsh, ��ϲ��’s vice-provost, students. She noted that student consultations will be ongoing and feedback integrated into planning around key components of crisis response, such as peer supports.

Welsh added that the report comes amid a sweeping transformation of the way mental health services are delivered across the three campuses, including the recent elimination of wait times for mental health appointments and the ongoing hiring of mental health navigators to bridge support services between ��ϲ�� and partner hospitals like CAMH.

“As our approach to mental health service delivery evolves, so too must our strategies around responding to incidents of crisis,” Welsh said. “I am heartened to see that the path forward proposed by the review committee aligns with the direction of collaborative efforts underway between the offices of student life and student affairs, mental health services and campus safety divisions across the tri-campus.

In its final report, the review committee – chaired by Professor Joseph Desloges of the Faculty of Arts & Science – made 19 recommendations that address student mental health and wellness as it relates to campus safety services under the overarching theme of promoting an empathy-driven approach and recognizing and respecting the diversity of the ��ϲ�� community.

Hannah-Moffat said she welcomed the review committee’s “thoughtful and informed recommendations,” which align with the work underway to improve how campus safety services support the ��ϲ�� community and respond to students in crisis. She also noted that the recommendations recognize the significant challenges faced by campus first responders, and the importance of devoting resources to safeguarding their own well-being.

As many of the recommendations are interconnected and will require engaging in consultations across different portfolios and services, Hannah-Moffat said the administrative response is being released in phases. Subsequent phases will address timelines for implementation, and the Division of People Strategy, Equity and Culture and Office of the Vice-Provost, Students will share progress updates on the People Strategy, Equity & Culture website.

“I would like to extend my gratitude to Professor Desloges and all the members of the review committee for their diligence in exploring this issue and helping us to chart a way forward,” Hannah-Moffat said.

The review committee comprised four working groups focused on the following mandates:

· Access to health and wellness supports on campus and in the broader community

· The role of special constables in managing situations where students may represent a risk to themselves or others, and the implications of these interactions on individuals in crisis

· Application of the principles of equity, diversity, inclusion (EDI) and accessibility in responses to mental health crises

· Resources, training and practices available to support the mental health wellness of special constables themselves

A key concern that informed the report's recommendations is the need for greater consistency across the three campuses. In response, ��ϲ�� has created a new tri-campus leadership table. Campus safety leaders from each of the three campuses – Michael Munroe from the St. George campus, Tanya Poppleton from ��ϲ�� Scarborough and Deb Fritz from ��ϲ�� Mississauga – will work together and, where appropriate, collaborate with tri-campus Health and Wellness centres to develop consistent approaches to campus safety operations, relevant policies and institutional responses to students experiencing mental health crises. Any solutions would recognize and respect the local contexts of each campus.

��ϲ�� is also committing to steps to foster “deeper integration of equity, diversity, inclusion and anti-racism competencies and mental health knowledges throughout education programs” for campus safety staff, as recommended in the report.

While special constables and other campus safety personnel are already required to receive training in EDI, Indigenous rights and culture, mental health and de-escalation and conflict resolution strategies, ��ϲ�� is backing the report’s calls for greater progress. Accordingly, managers responsible for education planning for campus safety services will expand training opportunities and implement evaluation processes to assess the training their teams receive in EDI- and mental health-related competencies.

Managers will also be tasked with ensuring that training procedures and policies integrate an awareness of how mental health intersects with different forms of racism and discrimination.

To improve after-hours crisis response, ��ϲ�� is taking steps to strengthen consultation and collaboration among relevant partners. This includes integration of peer-support models into the university's crisis response protocols. Campus safety staff and tri-campus mental health providers will also work to review protocols around the transportation of students experiencing mental health crises to hospital, including addressing concerns about the use of restraints.

The improvement of strategies to recruit and retain campus safety services staff is another area highlighted by the report. To that end, leaders from campus safety services will work with the Division of People Strategy, Equity and Culture to forge a plan to attract staff with proven mental health expertise and lived experiences that reflect the diversity of the ��ϲ�� community. These plans include measures to boost staff numbers to mitigate burnout, as well as expanding wellness supports available to campus safety staff directly affected by crisis situations.

The report recommended that action be taken to close communication gaps between campus safety services and the broader ��ϲ�� community. To address this recommendation, the Division of People Strategy, Equity and Culture and ��ϲ�� Communications will play a major role in proactively enhancing cordial community relationships.

“The review committee’s work represents a key moment in the evolution of campus safety services,” Hannah-Moffat said. “It has laid the groundwork for a redoubling of ��ϲ��’s efforts to strengthen the sharing of skills and resources across offices and units, and among students, faculty and staff.

“It also underscores the critical importance of grounding all our efforts in a profound understanding of – as well as compassion and respect for – those who experience the trauma of a mental health crisis.”

‘The longest-lasting injury’: ��ϲ�� marks Orange Shirt Day, National Day for Truth and Reconciliation

Christopher.Sorensen — Fri, 30 Sep 2022 18:12:08 +0000

‘The longest-lasting injury’: ��ϲ�� marks Orange Shirt Day, National Day for Truth and Reconciliation

Christopher.Sorensen Fri, 09/30/2022 - 14:12

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Brenda Wastasecoot, an assistant professor at the Centre for Indigenous Studies, delivers a keynote address to mark Orange Shirt Day and the second annual National Day for Truth and Reconciliation at a tri-campus event (photo by Polina Teif)

Topic

Indigenous Initiatives

Centre for Indigenous Studies

Faculty of Arts & Science

Hart House

Indigenous

St. George

Truth and Reconciliation

��ϲ�� Mississauga

��ϲ�� Scarborough

The ��ϲ�� community gathered in-person and virtually Friday to commemorate Orange Shirt Day and the second annual National Day for Truth and Reconciliation – and to reflect on Canada’s treatment of Indigenous Peoples and the lasting impact of the residential school system on Indigenous communities.

As many as 100 people – most wearing orange shirts – attended a ceremony at Hart House on the St. George campus that was streamed live over YouTube, where hundreds more watched.

Keynote speaker Brenda Wastasecoot, an assistant professor at the Centre for Indigenous Studies who is Cree from Churchill, Man, reflected on the trauma residential schools inflicted on her family.

“Residential schools, taking kids away from their families … that’s the longest-lasting injury,” she said. “There are many of us who didn’t go to residential schools, but we saw off our siblings.”

She shared personal details of her story through a visual presentation of her doctoral dissertation titled, “The Nikis Story is the Story of Canada: Reflecting on the Impacts of the Indian Residential Schools.”

The youngest of 11, Wastasecoot recalled seeing each of her siblings be taken away to residential schools. But she said she was spared because residential schools were no longer compulsory in Manitoba when she became school-aged – the result of the federal government handing over control to the provinces.

(photo by Polina Teif)

Her daughter, Dayle Wastasecoot, sat in the audience. She said she originally planned to stay home but decided to come to be with the Indigenous community instead.

“I grew up learning these stories and I feel like it’s important to share with the community,” said Dayle, who is in the transitional year program at ��ϲ��.

“It’s such an important day, but it’s also a lot of grief. It’s the day of grieving and mourning,” she said. “I want people to know that Indigenous people are still affected today.”

The event also included remarks from Kelly Hannah-Moffat, vice-president of people strategy, equity and culture, and Alexandra Gillespie, ��ϲ�� vice-president and principal of ��ϲ�� Mississauga.

“I’m grateful for the opportunity to work on this land, in Toronto, Scarborough and Mississauga, which stems from relationships formed in Treaties 13 and 13A,” Gillespie said during a land acknowledgement. “I know that that opportunity carries responsibilities embedded in the living history of this place.”

From left: Jaime Kearns, president of the Association of Part-time Undergraduate Students, Brenda Wastasecoot, assistant professor, Centre for Indigenous Studies and Alexandra Gillespie, ��ϲ�� vice-president and principal of ��ϲ�� Mississauga (photo by Polina Teif)

Hannah-Moffat acknowledged the presence of the Eagle Feather on stage, which was gifted to the Office of the President by Elders at the 2017 entrustment ceremony for the ��ϲ�� Truth and Reconciliation Steering Committee’s Report, “Answering the Call: Wecheehetowin.”

“The Eagle Feather symbolizes such qualities as respect, strength, courage and wisdom,” she said. “All of that was absent in the decision to establish residential schools across Canada and to sustain this horrific system until the late 1990s.

“Yet those qualities are top of mind today as we reflect upon and honour the generations of children who attended residential schools, the many who were lost and those who survived.”

The commemoration at Hart House was just one of many ways ��ϲ�� sought to honour Indigenous Peoples.

Across all three ��ϲ�� campuses, flags were flown at half-mast to observe the National Day for Truth and Reconciliation and to honour residential school survivors, their families and communities, and ensure that public commemoration of the history and legacy of residential schools remains a vital component of the reconciliation process. Earlier this month, the Every Child Matters Flag was raised over Varsity Stadium.

��ϲ�� Scarborough commemorated Orange Shirt Day and the National Day of Truth and Reconciliation with events throughout the week, while the Indigenous Centre at ��ϲ�� Mississauga made tickets available for virtual tour of the Mohawk Institute Residential School in Brantford, Ont.

The Office of Indigenous Initiatives worked with the ��ϲ�� Bookstore to bring orange Every Child Matters T-shirts to the bookstores on all three campuses for the first time. All were sold out.

Evelyn Bolton, a second-year student in the department of political science in the Faculty of Arts & Science who attended the Hart House event, said generations of her family were forced to go to residential schools.

“It’s a history that’s impacted my family for decades and it still impacts my family today,” she said. “My grandma never talks about it but being here today makes me realize that it is something we need to talk about.”

Bolton recalls high school classmates and teachers not being familiar with the history of Indigenous Peoples. Originally from Beausoleil First Nation, she said she is on a journey to reconnect with her roots and her community.

“I’m planning to speak to different Elders and be more involved in different ceremonies.”

Giselle Del Valle, a second-year psychological health sciences student at ��ϲ�� Scarborough, is on a similar journey to reconnect to her community.

“It’s been extremely hard. There’s a lot of trauma when it comes to that side of my identity,” said Del Valle, who is originally from Upper Mohawk First Nation at the Grand River Six Nations Reserve.

“I’m doing it on my own, but having First Nations House and being able to speak with Elders through the university has been a major help.”

Del Valle said she was grateful for the opportunity to introduce Wastasecoot at the event.

“It was another opportunity to get to know the Indigenous community and hear another knowledgeable and experienced voice.”

Giselle Del Valle, a second-year psychological health sciences student at ��ϲ�� Scarborough, introduced keynote speaker Brenda Wastasecoot (photo by Polina Teif)

After the Hart House event, Indigenous students, staff and faculty and librarians were invited to a fire at Kahontake Kitigan Garden, the Indigenous Students’ Association medicine garden, outside Hart House.

They are also invited to a ��ϲ�� Indigenous Community Gathering on Oct. 3 at Hart House Farm, which is being organized and supported by the Office of Indigenous Initiatives, Hart House, the Faculty of Arts & Science, the Faculty of Kinesiology & Physical Education, Woodsworth College, ��ϲ�� Mississauga Indigenous Centre and First Nations House.

Del Valle said she wants people to remember that “this is not just a one-day thing.”

“Indigenous folks have to live with this reality every second of their lives. It’s stuck with you and it’s impossible to get away from,” she said.

“So, it’s not just September 30. In order to make progress and make a better future for everyone – not just Indigenous folks – we need to keep pushing forward.”

Members of the Indigenous ��ϲ�� community in need of support can reach out to:

The National Indian Residential School Crisis Line (1-866-925-4419)

Students:

��ϲ�� My Student Support Program (My SSP) can be accessed 24/7 by phone or via the My SSP app.

Other mental health resources, programs and supports are available through the student mental health resource page.

Staff and faculty:

Employee and Family Assistance Program (1-800-663-1142)

New dashboard invites ��ϲ�� community to engage with employment equity data

Christopher.Sorensen — Wed, 20 Jul 2022 16:28:10 +0000

New dashboard invites ��ϲ�� community to engage with employment equity data

Christopher.Sorensen Wed, 07/20/2022 - 12:28

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(Photo by Lisa Sakulensky)

Alison Kenzie

Topic

Employment Equity

The ��ϲ�� has made it easier to explore data on employment equity with the recent launch of an online Employment Equity Dashboard.

The dashboard enables users to explore five years of equity data gathered through its Employment Equity Survey, a data collection tool that offers an annual snapshot of how employees self-identify.

After redesigning the survey’s content six years ago, ��ϲ��’s Division of People Strategy, Equity & Culture (PSEC) is now seeking to significantly change how the ��ϲ�� community engages with the employment equity data it collects.

For example, dashboard users can use the dashboard to filter by employee type, year, and campus. The dashboard – which substantially augments the university’s annual Report on Employment Equity – also reintroduces access to equity data for CUPE 3902, Unit 1 employees, many of whom hold multiple jobs.

Kelly Hannah-Moffat, vice-president, people strategy, equity and culture, recently spoke to ��ϲ�� News about the evolution of the Employment Equity Survey and how the new dashboard can support efforts to improve representation gaps among the university’s employees.

How did the Employment Equity Survey start at ��ϲ��?

The university began administering an Employment Equity Survey in response to the Federal Contractors Program, designed to address inequalities in employment opportunity for members of one or more designated groups (the Employment Equity Act identifies four groups: Indigenous Peoples, women, persons with disabilities and members of visible minorities). The program requires Canadian employers to collect and report employment data through a voluntary self-identification survey. In addition to identifying gaps in representation, employers are responsible for taking steps to address these gaps in an intentional and meaningful way.

The ��ϲ�� has expanded our Employment Equity Survey over the years, recognizing the value of knowing the types of our employees who are and are not represented in our institution. For instance, we elaborated upon the Employment Equity Act’s categories of self-identification, adding ethnocultural identities such as “Black” and delineating between evident and non-evident disabilities. In 2016, our division led a complete overhaul of the questions ��ϲ�� employees and applicants are invited to answer. We also gave respondents greater agency, allowing them to choose multiple categories, revise answers and opt out of questions, if they wished.

Our current Employment Equity Survey is one of the most detailed in the post-secondary sector, but there is definitely room for improvement. I am excited about the changes we’re undertaking now, and how they can impact the university’s recruitment, hiring and retention strategies, our programming and funding, and many other areas of policy and practice.

What kinds of information does the most recent survey (2021) tell us about the composition of ��ϲ��’s employees? Any notable trends?

In terms of the university’s staff population, we saw an increase in staff who self-identified as Racialized or Persons of Colour, Black, Persons with Disabilities, 2SLGBQ+, and Trans. The self-identification data of our new hires also suggests that our staff increasingly reflect the diversity of the Greater Toronto Area. That is welcome news, as it means that we are building stronger connections to the communities that surround our three campuses.

On the faculty side, the number of new faculty hired who self-identified as Racialized or Persons of Colour was significantly higher this year than last. Many of these new faculty positions are supported by base budget funding from the Provost’s Diversity in Academic Hiring Fund, which has provided funding for 160 diverse faculty hires (primarily Black and Indigenous faculty) since 2016. We need to sustain this focus on attracting and supporting candidates who are least represented at ��ϲ��.

How does the new Employment Equity dashboard connect to the recommendations of the Anti-Black Racism Task Force report?

The report called for a reassessment of how the university collects and presents employment equity data, and the new dashboard we’ve released makes an important first step in that direction. It represents “phase 1” in the dashboard’s development: now that we have established the means to share the data in a dynamic way, we can work with our community to improve what data we collect – and how.

The dashboard is part of a larger “Employment Equity Project” that we initiated last year to support data-driven decision-making at the university. An advisory group of faculty, librarians, and staff is currently working to provide recommendations in two areas: data governance (considering who should have access to our employment equity data and what they should see) and employment equity survey content (focusing on ways to improve the current survey). We will have reports from the advisory group by the end of this summer and then will start planning enhancements to our dashboard. We expect to launch a revised Employment Equity Survey in 2023.

How do you see the dashboard evolving in future? What do you hope the dashboard will be able to tell us?

One of the discussions we're currently having is how to enable comparisons at a more granular level. In future, that could mean, for instance, that deans and other academic leaders could compare faculty and staff representation in their own unit with that in other units across the university. Having this degree of access – and insight – could help leaders make very informed and strategic decisions about recruitment and hiring, and to identify where new programs and policies would be needed to support every member of their unit.

Why is it important to improve representation among the university’s employees?

This work has so many implications for who we are as a university and what kind of role we see the university playing within our local community and more broadly. It has implications for how we understand excellence in relation to the scholarship and work we do at this institution, too.

To distil all these many layers, I would say improving representation among our faculty, librarians and staff is necessary groundwork. It is an important way in which we can foster the conditions that allow diverse perspectives and lived experience to be shared and valued at this university.

Embracing difference, not uniformity, nurtures and sustains excellence. It can inspire new ideas, keeping us intellectually curious as a community and able to think more creatively about the world and our place in it.

I’d also say that if we support diverse representation among our employees, we are much better positioned to attract and – crucially – to support a diverse student population. We set our employees and students up for success if they can feel free to be themselves and become who they truly want to be.

��ϲ�� accepts all recommendations of sexual violence and sexual harassment policy review

Christopher.Sorensen — Fri, 15 Jul 2022 20:25:29 +0000

��ϲ�� accepts all recommendations of sexual violence and sexual harassment policy review

Christopher.Sorensen Fri, 07/15/2022 - 16:25

Cutline

(Photo by Daria Perevezentsev)

Patricia Lonergan

Topic

Sexual Violence Prevention & Support Centre

Cheryl Regehr

Lawrence S. Bloomberg Faculty of Nursing

Meric Gertler

Sexual & Gender Diversity Office

The ��ϲ�� is taking steps to boost its supports for those affected by sexual violence or harassment, address barriers to reporting and take a leadership role within the university sector to address sexual violence and sexual harassment in academia.

The changes respond to recommendations made in the final report of ��ϲ��’s sexual violence and sexual harassment policy review, which was released Friday. The university has indicated in its response to the report that it has accepted all 12 of the report’s recommendations and will begin to implement them immediately.

Co-chaired by Professor Linda Johnston, dean of the Lawrence S. Bloomberg Faculty of Nursing, and Allison Burgess, director of the Sexual & Gender Diversity Office, the review involved extensive consultation with students, staff, faculty and librarians over the course of almost half a year.

“In our conversations and consultations, we heard a great deal of appreciation for the work that is both historic and ongoing in the area of sexual harassment and sexual violence,” says Johnston. “We also heard frustrations and calls for the university to do better when it comes to fostering a culture of consent, accountability and respect.”

Burgess adds that the review’s call to action aligns with ��ϲ��’s mission to foster an academic community in which every member may thrive.

"The recommendations outlined in the report are offered with the sincere hope that the university can enhance those supports, improve processes and policies, and build a community of care on our campuses,” Burgess adds. “We have an institutional obligation to ensure that members of our community affected by sexual violence and harassment receive necessary supports so that they, too, may flourish.”

Carried out every three years, the review looks for ways to improve the current Policy on Sexual Violence and Sexual Harassment and strengthen supports and services. As part of this year’s review, the co-chairs facilitated a total of 54 consultation sessions across the three campuses. They also received responses through an online form and formal submissions from student groups.

President Meric Gertler says he is grateful to those who participated in the review process and shared their experiences.

“��ϲ�� is committed to building the best systems and practices to protect all members of our community from sexual violence and sexual harassment, to support survivors and ensure that the university is safe for learning, research and other activities,” he says.

“I commend the authors of the final report for their clear and thorough discussion of complex and challenging issues. I look forward to seeing their important recommendations implemented across the university’s three campuses.”

While many of the recommendations will be enacted swiftly, others will require appropriate consultation and thoughtful planning.

To help co-ordinate and manage the various aspects of the reporting process under the Policy on Sexual Violence and Sexual Harassment, the university will prioritize hiring new case managers. These case managers will be responsible for taking reports, tracking the progress of reports through the process, and communicating relevant university decisions to participants. This will allow the staff at the Sexual Violence Prevention & Support (SVPS) Centre responsible for supporting survivors to better focus on trauma-informed support and will also assist the university with its commitment to moving reports through in a timely manner.

The university will also increase counselling supports in partnership with ��ϲ��’s existing Health & Wellness offices, as well as community-based organizations that offer longer-term, culturally specific and after-hours counselling and support.

Meanwhile, the Student’s Guide to the Policy on Sexual Violence and Sexual Harassment will be simplified to increase its clarity and ease of use, and a companion guide will be created for faculty, librarians and staff.

Steps have also been taken to broaden education on sexual violence and sexual harassment, a common theme found throughout the report. The SVPS centre recently hired an assistant director of education and communication who will oversee the centre’s tri-campus educational curriculum.

“We are continuously looking for ways to improve our policies, reduce barriers to reporting and strengthen our supports,” says Cheryl Regehr, vice-president and provost. “The actions we are taking on these recommendations reflect our ongoing commitment to prevent sexual violence and promote a culture where any member from our community who has experienced sexual violence or harassment feels safe and supported sharing their experiences.”

To increase institutional accountability, the university will provide more detailed annual reporting on sexual violence and sexual harassment beginning next year. The reporting will be readily accessible to the public but will still protect the privacy of all those involved.

“I’d like to thank all the members across the tri-campus community who provided feedback during this process,” says Kelly Hannah-Moffat, vice-president of people strategy, equity and culture. “It can be incredibly challenging to engage in these discussions.

“I can see how your participation and insights have enriched the recommendations thoughtfully proposed by the co-chairs. Based on the recommendations of the review, we will continue to improve not only our processes but also how we educate and train our community about sexual violence prevention and supports.”

The university is also establishing guidelines and processes to share information with other institutions to help address sexual violence and harassment within academia.

In 2021, ��ϲ�� signed on to the principles of the Association of American Universities (AAU), which recommend that, when considering whether to hire a faculty member, institutions contact prior employers to determine if the faculty member has been found to have engaged in sexual harassment or misconduct while at that institution. The university is committed to developing processes to implement this recommendation in the 2022-23 academic year.

��ϲ�� will also bring the AAU recommendation forward to various post-secondary organizations with which it is affiliated and will consult with international groups and peer institutions about how to expand the recommendation more broadly within the sector.

Work has already begun on new policy language in line with those changes recommended in the report. All proposed changes to the policy will go through ��ϲ��’s governance process this November and December. Members of the community will have an opportunity to provide additional feedback in September and October via the university’s consultation website.

The Sexual Violence Prevention & Support Centre serves students, staff, and faculty at the ��ϲ�� who have been affected by sexual violence and harassment.

If you are in crisis or immediate danger, call 911.

Consultations are available by phone, e-mail, in-person, and video conferencing. Email svpscentre@utoronto.ca or call 416-978-2266 to set up an appointment.

If you or someone you know has experienced sexual assault or harassment, 24/7 crisis support is also available from these community resources.

As head of ��ϲ��’s EDI efforts, Jodie Glean aims to foster environments where everyone can ‘live a life fully’

Christopher.Sorensen — Wed, 15 Jun 2022 16:33:02 +0000

As head of ��ϲ��’s EDI efforts, Jodie Glean aims to foster environments where everyone can ‘live a life fully’

Christopher.Sorensen Wed, 06/15/2022 - 12:33

Cutline

(Photo by Nick Iwanyshyn)

Alison Kenzie

Topic

Information and Technology

Jodie Glean took over the role of executive director, equity, diversity and inclusion (EDI) on May 1 – and one of her first priorities is to support the university in collectively defining its EDI and anti-racism commitments through community consultations.

Her work will involve aligning common themes of action identified in existing institutional reports such as Answering the Call: Wecheehetowin (created in response to the Truth and Reconciliation Commission of Canada) and the final reports of the Anti-Black Racism Task Force and Antisemitism Working Group.

In the future, Glean – the former director of the Anti-Racism & Cultural Diversity Office (ARCDO) – will help ��ϲ�� incorporate the recommendations of the newly launched Anti-Asian Racism Working Group, among others.

Kelly Hannah-Moffat, ��ϲ��’s vice-president, people strategy, equity and culture, describes Glean as a “positive agent of change for this institution,” praising her commitment to collaboration across ��ϲ��’s broad community of students, staff, faculty and librarians.

“Without question, Jodie brings to this role a deep understanding of equity work and policy,” says Hannah-Moffat, who led an extensive tri-campus consultation to fill the position. “She also brings a tremendous passion – and talent – for building relationships, meeting people where they currently are, and listening closely to truly understand the needs of our community.”

Glean recently spoke with ��ϲ�� News about the importance of equity and anti-racism work at the university, and what she hopes to accomplish.

If you had to describe your new role to someone outside the university, what would you say?

There are three key components to this role. The first is providing collaborative leadership to support institutional EDI and anti-racism visioning.

The second is to be a lifelong learner who can bring that learning to ��ϲ�� to benefit our community. This work is evolving, and it requires not only academic rigour, but also engagement with community members and with oneself. It is important to engage in “self-work” to mitigate your own biases, to hold yourself accountable and to keep finding ways to make the work impactful.

The final component of this role is supporting members of the university community with care and compassion in all their experiences and identities. We are all working towards the same goal, which is to live a life fully.

What is your strategic vision?

To define what we are working towards at this institution in EDI and anti-racism work, and to develop a pathway collaboratively, where everyone in all operations and functions at ��ϲ�� can understand their role in realizing the university’s goals and commitments to create a culture of belonging. EDI and anti-racism priorities are interconnected with all our work. This is what makes these commitments a collective responsibility.

You have been doing this job in an interim capacity since December. What have you learned during the transition from your previous role as director of ARCDO?

I’ve learned that there is so much commitment and will at ��ϲ�� to see EDI and anti-racism work advance at this institution. I hope to contribute to that passion and to support the many efforts occurring across multiple levels of the university, including the implementation of the Scarborough Charter and the recommendations of institutional reports, including those by the Antisemitism Working Group, Anti-Black Racism Task Force and ��ϲ�� TRC Steering Committee.

What opportunities exist when it comes to leading equity work at ��ϲ��?

The opportunities are endless when you are surrounded by the brilliance of the students, staff, faculty, and librarians here at the university. We are all afforded multiple opportunities to deepen our learning and be intentional in our actions to create change.

As an institution, we have been demonstrating our responsibility to advance EDI and anti-racism through change across the three campuses. We know that systemic and individual intersecting forms of racism, Islamophobia, antisemitism, homophobia, transphobia, ableism, ageism and sexism continue to impact our lives and livelihoods.

As executive director, equity, diversity and inclusion, I hope to lead in a way that strengthens our efforts across the diversity of communities so that we honour everyone’s unique voice and contributions while working collectively and creatively for change.

Before coming to ��ϲ�� in 2019, you worked at Humber College and York University for about a decade, focusing on equity and anti-racism. What draws you to this kind of work?

I grew up in the Caribbean (Grenada) and completed my first degree in Canada in 2008. In my final year, I took the course “Politics of Race,” for which I had my first Black professor, Dr. Annette Isaac. The opportunity to engage with this professor and this course changed my life and inspired my journey into equity and anti-racism work. What draws me to this work is its impact on the daily lives of students, staff, faculty and librarians, and knowing that one course, training or policy can make all the difference in someone’s life.

��ϲ�� launches working group to tackle anti-Asian racism on campus

Christopher.Sorensen — Fri, 27 May 2022 14:34:43 +0000

��ϲ�� launches working group to tackle anti-Asian racism on campus

Christopher.Sorensen Fri, 05/27/2022 - 10:34

Cutline

(photo by Daria Perevezentsev)

Topic

Cheryl Regehr

Faculty of Arts & Science

The ��ϲ�� has launched an Anti-Asian Racism Working Group to address anti-Asian racism on campus and take steps to make ��ϲ�� more inclusive and welcoming to members of Asian communities.

As part of its mandate, the working group – co-chaired by Carol Chin, principal of Woodsworth College, and Vikram Chadalawada, assistant director, student information, Enterprise Applications and Solutions Integration and Information Technology Services – will consult ��ϲ�� community members about their experiences with anti-Asian racism and review ��ϲ��’s existing policies, procedures, programming and practices.

It will then recommend actionable steps to respond to anti-Asian racism on the university’s three campuses and help build a respectful, accountable, equitable and inclusive community.

“One of the aims of the working group is to gather information on the range of experiences of racism of people belonging to different parts of the Asian community,” said Chin, an associate professor in the department of history in the Faculty of Arts & Science. “This is, of course, a very broad category and people will have different backgrounds, including being born and raised in Canada, born and raised in Asia and everything in between.

“We’re interested in hearing from as many people as would be willing to contribute their voices, and it’s about coalescing that into a coherent report and recommendations.”

The Anti-Asian Racism Working Group also plans to develop a tri-campus inventory of existing resources, initiatives and projects that address anti-Asian racism and advance inclusion for Asian community members, as well as review previous recommendations regarding anti-racism and inclusion practices made by ��ϲ�� community members and other research-intensive universities.

A final report with the group’s recommendations will be delivered to ��ϲ�� President Meric Gertler, Vice-President and Provost Cheryl Regehr and Vice-President, People Strategy, Equity and Culture Kelly Hannah-Moffat by the end of the year.

“As an institution and as a community, we have been concerned by recent incidents of anti-Asian racism here at ��ϲ��, in our city-region, and indeed across North America,” the three senior leaders said in a message to the ��ϲ�� community. “It is our collective responsibility to develop strategies to dismantle barriers and enhance inclusivity for Asian members of the ��ϲ�� community.”

Chin said the working group will draw on the experiences of previous anti-racism initiatives at the university to inform its processes and approach. She notes, for instance, that she regularly speaks with Roger Bulgin, co-chair of the Anti-Black Racism Task Force and chief administrative officer at Woodsworth, whose office is located next door. “I’m constantly poking my head in and saying, ‘Roger, when you did this or that, what did you learn?’” said Chin. “So, we will definitely be drawing on others’ experiences in terms of how to go about the process, what worked and what didn’t.”

Chadalawada, who is chair of the University Affairs Board in ��ϲ��’s Governing Council, said the working group aims to support the response to anti-Asian racism in every aspect of university life and interactions.

“This is not just for the Asian community,” he said. “It’s also for everyone who interacts with members of the Asian community at ��ϲ�� – so, it applies to all of us.

“It’s also not just about students or staff or faculty, but also about extending awareness, supports and accountability to every interaction that takes place within the university – whether you’re a full-time member of the university community or a vendor, contractor or part-time or temporary worker who’s deployed into the university environment.

“We want to enhance the awareness of everyone who participates in university life, and we hope this approach opens doors to deeper, respectful, more meaningful conversations. I truly hope that, with the help of this working group, we are able to foster an inclusive mindset that is acknowledged broadly within the university community.”

The launch of the working group comes amid a sharp rise in instances of anti-Asian discrimination in Canada in recent years.

Jodie Glean, executive director, equity, diversity and inclusion at ��ϲ��, said that while anti-Asian racism is not a new phenomenon in this country, the COVID-19 pandemic has further stoked prejudice and bigotry.

“Systemic anti-Asian racism has unfortunately been a lived reality for diverse Asian communities for many years – historically and in the present day,” Glean said. “Without a doubt, the COVID-19 pandemic exacerbated already existing inequities and inequalities, and the reality of xenophobia has continuously manifested itself in physical and verbal forms of violence against Asian community members.

“Therefore, there is a pressing need to be intentional in the ways we address anti-Asian racism and build initiatives for inclusion and belonging. The ��ϲ�� is looking forward to engaging the community on this important matter and carving out an informed approach to addressing anti-Asian racism across our tri-campus.”

Glean encouraged members of the ��ϲ�� community to direct any questions about the Anti-Asian Racism Working Group to psec.equity@utoronto.ca.

She added that a call for members for the working group will be shared with the ��ϲ�� community in the coming weeks.

��ϲ��’s global benchmarking program enters its third year

ksoobria — Wed, 18 May 2022 13:16:54 +0000

��ϲ��’s global benchmarking program enters its third year ksoobria Wed, 05/18/2022 - 09:16

The ��ϲ�� has entered the third year of its participation in UniForum, a global benchmarking data collection program. The data is used to enhance administrative and support services at the ��ϲ��.

More than 50 universities from around the world are participating in the program, including 7 from Canada, and more are preparing to join in the near future.

Last year, the university collected information about the services and activities of more than 20,000 employee records. This was a decrease from 2019 due to COVID-19 and campus closures. There were significantly fewer casual employees during the 2020–21 fiscal year, but there is hope that the employee levels will return to pre-pandemic levels as the return to campus continues.

The data collected through the UniForum program is used to develop a more detailed picture of work across the university, as well as how it compares to its peers. Among the key findings thus far are that the university has more generalist than specialist roles relative to peer institutions, and is also more decentralized.

“The data we’ve received helps us better understand the high-quality services employees across our three campuses provide to support teaching and research,” says Kelly Hannah-Moffat, vice-president of people strategy, equity & culture. “As well, by comparing our data with that of peer institutions, we can identify where we are leaders and where we might reimagine our processes and explore new ways of working.”

Additionally, the Service Effectiveness Survey, which was administered for the second time in fall 2021, reported a 13-point increase in satisfaction since it was last administered in 2018. The survey also yielded feedback that will be used to further enhance university services.

“Based on the data collected so far, the UniForum Steering Committee is proposing that the next step be to select specific university-wide services and engage divisions in a collaborative end-to-end process review,” says Scott Mabury, vice-president of operations and real estate partnerships.

“We’re also working to build a service transformation team and hope to be able to share news on this in the coming months.”

The 2022 data collection will continue to provide more trendline data and help the university better compare itself with other research-intensive universities in the UniForum program, such as the University of Cambridge, University of Melbourne and University of British Columbia. The key window for 2022 activity data collection will be from May 30 – July 8, 2022.

��ϲ��’s global benchmarking program enters its third year

Kevin Soobrian

Off

��ϲ�� marks entrustment of Antisemitism Working Group Report

Christopher.Sorensen — Mon, 14 Feb 2022 21:25:23 +0000

��ϲ�� marks entrustment of Antisemitism Working Group Report Christopher.Sorensen Mon, 02/14/2022 - 16:25

Rahul Kalvapalle

Topic

Temerty Faculty of Medicine

Anti-Semitism