EDI Action Plan

Last updated: Monday, August 17, 2020 @ 3:00pm

Our EDI Action Plan outlines the immediate commitments and priority actions we’re taking to address racism and inclusion at Emily Carr. This is a living document that will be continually updated, in reflection of the ongoing nature of this work.

The Action Plan is in direct response to our community’s calls for change. The commitments reflect the concerns and ideas brought forward by our students, staff, faculty and alumni, including those raised by student-led groups such as the Anti-Racism Initiative, whose petition identified many areas for urgent action.

Strengthening EDI is a shared responsibility. The initiatives in our Action Plan are organized by administrative unit, reflecting that EDI is integral to operations in every areas of the university. Each action identifies an accountability lead who is responsible for advancing that initiative and providing updates on its progress

Institution-Wide + Senior Leadership Initiatives

Organize a series of community forums on anti-racism and inclusion to ensure everyone has the opportunity to be heard.
Implement new employment equity practices to support the hiring and retention of employees from underrepresented groups.
Recruit a Vice-Provost, Student Services through a restricted search to increase BIPOC representation on the President’s Executive Committee.
Launch a community consultation on a new leadership role that will provide strategy and oversight for EDI.
Provide a variety of EDI training and learning opportunities for staff and faculty.
Implement mandatory anti-racism and anti-oppression training for senior administrators.
Engage an EDI advisor to support policy review and development.
Establish a Student Engagement Policy to ensure students are fairly compensated for participating in university committees, consultations and other engagement activities.
Establish an Anti-Racism Policy and overhaul the Student Complaint Policy to ensure there are clear systems of accountability for community conduct.
Formalize the Student Wellness Advocate to provide students with confidential support and advocacy
Establish grant programs to support student-led social justice and community-building initiatives.
Increase the amount of financial support that is available to BIPOC students, including bursaries, scholarships, grants and awards.

Academic Affairs + Research

Develop a multi-year hiring plan to increase the number of permanent BIPOC faculty members.
Revise our core curriculum to include Indigenous methodologies, traditional knowledge, and the history of Indigenous Peoples in Canada.
Develop more courses that focus on Black Diasporic, African, Asian, Middle Eastern, and Latinx histories and cultural production.
Review and update as necessary course descriptions and learning outcomes to reflect our commitment to a decolonized and inclusive curriculum.
Empower and collaborate with faculty to undertake curriculum review with the aim of decentering Western knowledge and ensuring non-Western values, aesthetics and methodologies are incorporated into program requirements in all areas.
Increase the funding available to faculty who are engaged in anti-racism, decolonial and community engagement research creation and scholarship.
Review the practice of critiques to ensure an inclusive and supportive environment for all students.
Decolonize the way library collections are arranged, including the addition of Indigenized subject headings.
Recruit a Canada Research Chair in Indigenous Artistic Research (Tier 1).
Increase the number of research assistant positions for BIPOC students.
Establish mentorship opportunities for BIPOC students.

Human Resources

Revise recruitment procedures to ensure hiring leaders have considered how they will address EDI in the recruitment process.
Develop an Employee Indigeneity Policy to address needs related to cultural practices, campus space, research support and workplace flexibility.
Review HR policies, procedures, practices, benefits and resources to ensure they are inclusive of all genders.
Implement a workplace mental health initiative (Not Myself Today) to help promote a healthy work environment.

Student Services

Develop recruitment strategies to increase Indigenous student enrolment, including strategies in support of the Provincial Tuition Waiver Program for Former Youth in Care.
Develop student programming on Indigenous issues in career development.
Update procedures to ensure students receive credit for traditional Indigenous learning models.
Increase the funding available through Student Emergency Bursaries for those who are facing unanticipated financial hardship as a result of COVID-19.

Communications + Marketing

Establish university policy on inclusive and accessible communications.
Update the ECU Style Guide to include guidelines on the use of inclusive language
Undertake a colonial audit and an accessibility audit of the ECU website.
Update social media strategy to ensure content is inclusive, accessible and representative of ECU’s diverse community.

University Advancement

Develop a donor program to support the creation of new financial awards for BIPOC students.
Undertake a review of naming practices and establish a policy that governs the naming of campus spaces.
Review our advancement strategies with the aim of adopting more inclusive fundraising practices.

University Operations

Conduct an accessibility audit to identify and remove physical barriers and ensure campus is inclusive and accessible to people of all abilities.
Remove the use of words with racist connotations from IT services and replace with neutral language.