Our diversity and inclusion strategy is working towards four primary goals:
Goal 1: Climate and Intergroup Relations
Â鶹´«Ã½ will foster a systemic, intentional, and holistic approach to diversity and inclusiveness to ensure welcoming, respectful, and inclusive communities, and campuses.
°¿²úÂá±ð³¦³Ù¾±±¹±ð²õÌý
- 1.1 Increase opportunities for undergraduate and graduate students to participate in intercultural/intracultural learning.
- Ìý1.2 Increase formal and informal learning opportunities for students, faculty, and staff to acquire knowledge and skills with respect to diversity, inclusiveness, and equity.
- Ìý1.3 Increase visibility and communication of university faculty and administrative unit statements and symbols which serve to enhance campus climate and interpersonal relations with respect to diversity, inclusiveness, and equity.
- Ìý1. 4 Increase diversity and inclusiveness outreach, collaboration, partnerships and learning programs to initiate and strengthen relationships with community groups and to enhance opportunities for faculty, student, and staff engagement in community service.
Goal 2: Student Access and Success
Â鶹´«Ã½ will engage in strategic activities to admit, engage, support, and graduate a diverse student body, with attention to enhancing access and success of historically under-represented students.
Objectives
- 2.1 Increase strategic and targeted outreach to and recruitment of student from historically under-represented[1] communities into undergraduate, graduate, and professional programs, with particular emphasis on Mi’kmaq and African Nova Scotian students.
- Ìý2.2 Enhance pathway programs for historically under-represented student populations.
- Ìý2.3 Enhance entrance and in-program needs based bursary and merit-based scholarship offerings for historically under-represented students.
- Ìý2.4 Enhance academic transition and support services to meet the needs of under-represented and marginalized[2] students.
[1] Groups historically, and still currently, under-represented in higher education: racialized persons, and especially persons of African descent; persons of Aboriginal/Indigenous ancestry; persons with disabilities; female-identified persons (in particular disciplines); persons of diverse religious background; persons from lower income/socioeconomic households; first generation/in family to attend post-secondary schooling.
[2] Groups that are marginalized in society, and by extension, higher educational institutions: students for whom English is not their first language/mother tongue; students who identify as members within LGBTQ+ communities; students with diagnosed with a mental illness; international students, and particularly those not from countries with Western European Anglo-Saxon foundations.
Goal 3: Education and Research
Â鶹´«Ã½ will promote teaching and research about diversity and inclusiveness. In addition, Â鶹´«Ã½ will promote the inclusion of diverse perspectives across all disciplines.
Objectives
- 3.1 Develop initiatives that enable all instructors and program leaders to infuse diverse issues, perspectives, knowledge, and ways of knowing into curricular and program development projects.
- 3.2 Develop initiatives to enhance understanding of the scholarly merits of, and uptake of, diverse rigorous research methods and ways of inquiry.
- 3.3 Expand/implement diversity and inclusiveness initiatives, either through new program development or review processes, to reflect the University’s commitment to diversity, inclusiveness, and cultural proficiency.
- 3.4 Ensure that program reviews and reports support the enhancement of students’ knowledge, awareness and skills of diversity and inclusiveness.
Goal 4: Institutional Viability and Vitality
Â鶹´«Ã½ will engage in strategic activities to admit, engage, support, and graduate a diverse student body, with attention to enhancing access and success of historically under-represented students.
Â鶹´«Ã½ will build institutional capacity for diversity and inclusiveness through:
Â鶹´«Ã½ will develop and implement a comprehensive recruitment and retention plan to support the success of a diverse workforce with emphasis on historically under-represented groups.
Objectives
4.1 Increase the diversity of faculty and staff at all levels through deliberate actions to achieve percentages aligned with appropriate market availability.
4.2 Increase diversity and representation in leadership and management positions.
4.3 Align HR practices and policies (hiring, recruitment, promotion, performance management, succession planning) with diversity and inclusiveness goals.
4.4 Initiate learning events and activities to engage various community groups with the university’s recruitment and retention efforts for faculty and staff.
Â鶹´«Ã½ will develop a shared understanding of diversity and inclusiveness infusing related goals into its systems, structures, and policies.
Objectives
4.5 Develop and establish training and professional development opportunities on diversity and inclusiveness for senior leadership, governance bodies, all faculty, staff, and students.
4.6 Assist senior leaders and managers to establish, implement and review metrics associated with professional development participation within their units and ensure a cycle of reporting.
4.7 Improve both proactive accessibility initiatives and responsiveness to accommodations requests influencing education, employment, and environment.
4.8 Actively acknowledge individuals and efforts from a variety of backgrounds who meaningfully influence the integration of diversity and inclusiveness within Â鶹´«Ã½â€™s systems, structures, and policies.
Â鶹´«Ã½ will monitor and assess effectiveness of diversity efforts and publish regular reports for the purpose of institutionalizing a culture of diversity and inclusiveness planning and continuous assessment.
Objectives
4.9 Improve data collection methods to enhance accuracy of demographic statistics to better identify and address diversity gaps in recruitment and retention of faculty, staff, and students.
4.10 Develop a set of key diversity performance indicators and monitor progress on a regular basis to assess the effectiveness of diversity efforts.
4.11 Improve data collection methods to enhance efficacy of complaint response and follow-up as well as accuracy of reporting.
4.12 Regularly share progress and publish reports on various diversity/inclusiveness initiatives and outcomes.
