成人大片

成人大片鈥檚 commitment to EDI

成人大片鈥檚 commitment to equity, diversity and inclusion is found in several places including: 

• The TFA Collective Agreement, which stipulates that hiring/appointments committees are required to take into account the university鈥檚 strong commitment to fostering equity, diversity and inclusion within its community, in all aspects of the recruitment efforts including establishing equity goals for the search, developing a diversity outreach strategy and considering ways to remove barriers to candidates in the recruitment process. 

• The Truth and Reconciliation Community Consultation Summary Report which outlines six key initiatives 成人大片 will undertake including, increasing the number of Indigenous Faculty, Librarians and Counsellors, Indigenizing the curriculum and creating more pathways for Indigenous students to study at 成人大片. 
• The Anti-Black Campus Climate Review Report, which outlines several key recommendations including, increasing the number of Black Faculty, Librarians and Counsellors, supporting the development of new and innovative curriculum in Black Studies and supporting the learning and success of Black students at 成人大片. 
• The , in which equity, diversity and inclusion are among the core values seen as fundamental to the work at 成人大片 and expected to be lived across all aspects of university life. 

Diverse identities, scholarship, knowledge, experience and perspectives among 成人大片鈥檚 Faculty, Librarians and Counsellors are vital to enriching the learning experience of 成人大片鈥檚 diverse student body and to fostering a culture of innovation and entrepreneurship across all areas of the university.  

成人大片 recognizes six equity-deserving groups including women, racialized people (also referred to as visible or racial minorities), Black people, First Nations, M茅tis and Inuit Peoples (also referred to as Indigenous Peoples), persons with disabilities and 2SLGBTQ+people. These groups have been historically and persistently disadvantaged and underrepresented in the academy as a whole or in specific disciplines. In addition, being a member of more than one equity-deserving group may result in additional or different barriers that further limit opportunities. 

成人大片 needs to continue to build on the achievements made to date in recruiting and retaining Faculty, Librarians and Counsellors who will bring diverse perspectives, experiences and approaches to enrich the ongoing work at the university. This will require ongoing intentional action to remove systemic barriers, mitigate unconscious biases, and attract and retain Faculty, Librarians and Counsellors from equity-deserving groups. 

Committee obligations 

Compliance 

Hiring/appointments committees are required to ensure compliance with relevant laws and 成人大片 policies. This includes: 

1. Ensuring that applicants are not discriminated against based on any of the under the Ontario Human Rights Code. This means that no information should be solicited on the above areas nor should unsolicited information be used to make a decision in the recruitment process. Further guidance on is provided by the Ontario Human Rights Commission.
2. Ensuring that applicants are given the option to request accommodation during any stage of the recruitment process and that they are provided with appropriate accommodation. The requires employers to make the hiring process accessible to all applicants and candidates with disabilities. Further guidance is also available in the Accommodations for Persons with Disabilities Procedure document and on the Accessibility website. 

Inclusive recruitment practices  

Hiring/appointments committees will be expected to provide detailed information in their hiring recommendation on how they embedded equity, diversity and inclusion into their recruitment process. This could include (but is not limited to): creating inclusive advertisements, engaging in broad advertising and outreach strategies, creating and utilizing inclusive rubrics, utilizing the Diversity Self-ID data that is available, and engaging in further learning about the barriers faced by members of equity-deserving groups and the recruitment strategies that can help to address those barriers.

Training and resources

Training 

All hiring/appointments committees are required under the TFA Collective Agreement to select or elect an equity advocate from among themselves. The equity advocate is responsible for attending mandatory training offered by the University, to guide the Committee鈥檚 process of decision-making and to collaborate with the chair of the committee on the hiring recommendation, particularly with respect to reporting on how equity, diversity and inclusion were embedded into the process. 

Training for equity advocates, which all members of hiring/appointments committees are strongly encouraged to complete, is available in . Additional tools and resources are also available to committee members. 

Diversity data

Through the Employee Diversity Self-ID launched in 2014 by the Office of the Vice-President, Equity & Community Inclusion (OVPECI), data has been collected and reported to identify progress in the representation of women, racialized people, Indigenous Peoples, persons with disabilities and 2SLGBTQ+ people in Faculty, Librarians and Counsellors positions at 成人大片.

The Diversity Data Centre offers university-wide and faculty-wide data on representation from the above noted equity groups recognized at 成人大片. In addition, department specific data is available upon request by contacting the Office of the Vice-Provost, Faculty Affairs at vpfa@torontomu.ca. 

The recruitment portal also collects applicant diversity self-ID data, which is available to committee members for their particular searches. This information can be viewed in the portal and downloaded. Committee members are required to ensure that the information is kept confidential and used strictly for the purpose of completing the search process.