Form working groups to identify best practices that can be adopted to enhance diversity and hiring practices (separated by faculty vs. staff vs. librarians).
This item supports sub-objective K1
Attract and hire more diverse faculty, staff, and librarians
Goals Supported
Goal 2 - Demonstrate that UTM is a home for world-class research
Goal 4 - Educate future leaders to be global citizens meeting global challenges
Goal 5 - Focus on transformation and innovation to create a sustainable and cohesive community
Sub-Objective Timeline
2017/2018
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Updates
Form working groups to identify best practices that can be adopted to enhance diversity and hiring practices (separated by faculty vs. staff vs. librarians).This item supports sub-objective K1New Initiatives to Enhance Diversity and Hiring Practices
In place of a working group, other initiatives have been taking place in order to enhance diversity and hiring practices. These initiatives include:
- Unconscious bias sessions for all chairs/directors, search committee members, and dean’s representatives on search committees;
- Annual sessions are hosted by the Office of the Dean on hiring best practices for chairs/directors and administrative assistants;
- In a continual commitment to increasing the diversity of the faculty complement, the Office of the Dean works with departments on job descriptions and appropriate terminology.
In addition, the Principal created the new special advisor role on anti-racism and equity in 2020/2021.
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Consider a voluntary survey of employees to gather information to create a benchmark of diversity at UTM.This item supports sub-objective K1
Updates
Consider a voluntary survey of employees to gather information to create a benchmark of diversity at UTM.This item supports sub-objective K1University-wide Employment Equity Survey
On an annual basis, the University of Toronto Division of Human Resources (HR) & Equity releases an Employment Equity Report. The data highlighted in the annual report is collected via Employment Equity Surveys, which serve to provide information about recruitment, promotions, and departures of employees from our diverse communities. Given that these data summarize the composition of employees on a tri-campus level, it was determined that maintaining one centralized (institution-wide) equity survey would be ideal. Hence, UTM will not pursue a separate measure of review. Follow this link for more information on the U of T Employment Equity Survey and to view past reports.
2018/2019
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Implement key recommendations from working groups to improve hiring practices.This item supports sub-objective K1
Updates
Implement key recommendations from working groups to improve hiring practices.This item supports sub-objective K1Promoting Equity, Diversity, and Inclusion in hiring practices for librarians
Through the University of Toronto Libraries (UTL), UTM is committed to increasing equity, diversity, and inclusion by:
- Increasing staff diversity through improved recruitment, hiring, retention, and promotion practices
- Providing opportunities for staff to develop cultural competencies and increase their awareness of unconscious and systemic biases
- Building and improving relationships with Indigenous communities to better understand our obligations and responsibilities
- Incorporating the principles of the Accessibility for Ontarians with Disabilities Act in the design and delivery of services, collections, and physical and online spaces
- Developing initiatives which promote diversity and inclusion in collaboration with the University’s Equity Offices
- Removing barriers to support our community members in fulfilling their academic, research, and employment goals
Improving faculty hiring practices
- Unconscious bias sessions take place for all chairs/directors, search committee members, and dean’s representatives on search committees;
- Annual sessions are hosted by the Office of the Dean on hiring best practices for chairs/directors and administrative assistants;
- In a continual commitment to increasing the diversity of the faculty complement, the Office of the Dean works with departments on job descriptions and appropriate terminology.
2019/2020
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Implement changes in hiring practices and monitor their impact.This item supports sub-objective K1
2020/2021
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Monitor changes in hiring practices and their impact.This item supports sub-objective K1
2021+
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Evaluate and revise hiring practices.This item supports sub-objective K1