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Human Resources
Goal 1: Integrate EDI into our institutional culture so that all members of the UFV community can thrive in their education, career, and leadership roles at UFV
6. Expand opportunities for employees and students to engage in dialogue and action around EDI.
Human Resources (HR) has engaged in a department-wide book study related to “So You Want to Talk About Race” by Ijeoma Oluo.
Goal 2: Integrate inclusive excellence throughout UFV in teaching, research, service and community engagement
15. Develop a statement regarding pronouns to be used in all courses.
Pronouns were updated in the collective agreement during the last round of collective bargaining including the removal of he/she.
Goal 3: Embed the principles of EDI within the policies and processes at UFV
20. Hire a Director of Equity, Diversity, and Inclusion.
HR managed inquires and claims made during the transition period from the former model (Human Rights Advisor) to the Director, EDI. This included managing formal and informal complaints of discrimination. The bullying and harassment work done by the former Human Rights Advisor will now be posted as a position and filled.
22. Conduct a review of UFV Policy 18 (Discrimination, Bullying, and Harassment Protection).
HR will work closely with the Director, EDI on a revision to this policy. At this point, the majority of claims relate to bullying and harassment - it is possible that the two items will be better served in individual policies.
23. Develop and implement mandatory training for selection advisory committees.
The “Making Fair and Effective Selection Decisions” course has been offered over a two-year period, with specific content related to human rights legislation and addressing discrimination in hiring practices. It is not a mandatory course at this time, but over 125 employees have voluntarily taken the course.
31. Develop and implement supports so that members of the UFV community can report and/or address behaviour when a concern or complaint is identified.
As an interim solution, Rebecca Frame and Associates was hired in February 2020 to support students and employees in addressing behaviour when a concern or complaint is identified. Human Resources has managed investigations and informal conflict resolution during the year as complaints arise.
32. Develop plan for incorporating EDI into the new faculty and staff orientation process.
HR has been working with Teaching and Learning and the Senior Advisor on Indigenous Affairs to develop an orientation module for employees. It will be ready for implementation by September 2021.
33. Develop guiding principles and an annual EDI professional development plan for employees.
The HR Learning Series has included the following offerings: “Unconscious Bias” , “Cultural Fluency” , “Respect in the Workplace” , “Making Fair and Effective Selection Decisions” , and “Understanding Gender Diversity” .
34. Develop and implement a mandatory learning series for excluded leaders.
UFV Reads program "So You Want to Talk About Race” was implemented across UFV for excluded employees.
Goal 4: Develop data collection and reporting mechanisms to measure initiatives and progress, maintain transparency and accountability, and acknowledge success
36. Develop and implement an EDI data collection plan.
HR has drafted a revised Self Identification Form for employees. It was provided to the Director, EDI for review and feedback. HR has reached out to the Community Health and Social Innovation Hub (CHASI) to discuss gathering employee EDI data.
39. Recognize EDI achievements.
In its idea stage, discussions are taking place around a potential new award offered through the existing employee recognition program.
