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Over the past few weeks, I have had an opportunity to reflect on the role
of Equity, Diversity and Inclusion (EDI) in organizations and our
public
institutions, including universities and
Canadian
society
more broadly.
My conclusion, in the midst of movements against EDI, is that this is not
the time to shrink back from efforts to build a more inclusive,
sustainable and just society. This is a time for the moral courage to keep
advancing
inclusive excellence
in universities and leading the organizational changes and transformation
to get there.
The evidence in support of EDI efforts continues to be clear and
strong. Whether the
global business studies
linking increased financial performance, innovation or social impact to
organizations with more diverse leadership and boards, or the evidence
in post-secondary research linking it to increased student success
outcomes and stronger organizations. If anything, the research from an
Expert Panel on EDI Practices for Impactful Change
in postsecondary research in Canada, for example, shows that more, not
less, needs to be done to further accelerate EDI impact for
transformative change. We must press on to build inclusive systems
through meaningful consultation, barrier removal and real
accountability—what the Canadian Employment Equity Review TaskForce
calls substantive equality—a framework I strive for in all my work. The
expert panel and the employment equity review taskforce notably called
for both continued barrier removal and a proactive system-wide approach
to EDI to ensure progress in eradicating systemic inequities and the
resultant unequal outcomes and overall suboptimal results for learning,
research and innovation for all.
In 2022-23, the Equity Office at Simon Fraser University released its
first ever EDI strategic plan, called the
Equity Compass. The Equity Compass was built on a foundation of evidence and
engagement with the community. Fifteen SFU institutional documents
related to equity, diversity and inclusion were reviewed and themed.
Additionally, the Equity Office co-hosted more than 30 roundtable
discussions, engaging more than 250 faculty, staff and students from our
community and receiving over 800 lines of feedback on the proposed
framework for SFU’s EDI strategic plan. The result is a 5-goal strategic
framework that together address both barrier removal (policies and
practices to address racism, hate and discrimination of all forms) and a
proactive system-wide approach to advancing
Inclusive Excellence at SFU: Goal #1 – Respect, Inclusion and
Belonging; Goal #2 –Accountability, Leadership and
Governance; Goal #3 – Education and Capacity-Building;
Goal #4 – Employment and Pay
Equity; Goal #5 – Equity Data. In response to community feedback, the
2024 annual report
was updated to include actions to address antisemitism. There are 11
associated objectives to these goals and 35 calls to action.
The table below provides an overview of progress on the actions
outlined in the Equity Compass report.
Goal:
-
Respect, Inclusion and Belonging Culture &
Structures - Accountability, Leadership and Governance
- Education and Capacity-Building
- Employment and Pay Equity
- Equity Data
Progress
- Actions Completed or Well Underway
- Actions Underway
- Actions Not Started Yet
2024-25
As of June 2025, all actions identified in the Equity Compass are
underway, well underway or completed.
Some highlights include:
Goal 1: Respect, Inclusion and Belonging Culture & Structures
Transforming accessibility experiences at SFU
The university’s inaugural
Accessibility Plan was launched in the fall of 2024, informed by the
needs of students,
faculty, staff and alumni with disabilities. Building on the
foundation created by the Accessibility Committee and the feedback
mechanism established in 2023, the plan outlines the systemic changes
required to build a more inclusive SFU. The plan also ensures compliance
with
the Accessible British Columbia Act and leaves space to respond to
provincial standards and community feedback in the coming years.
Black Student Center
Significant progress has been made toward the establishment of a
Black Student Center at SFU. Building on student-led advocacy and activism, the
Center
is a core component of SFU’s commitment to redress anti-Black racism and
advance Black inclusion, as outlined by a Senate motion and in the
ScarboroughCharter.
SFU appointed the
inaugural Associate Director
for the Center in early 2025.
Enhancing support for families at SFU
This year, SFU launched dedicated spaces,resources and supports to help new and
nursing parents balance learning,
work and parenting responsibilities. There are now infant/child feeding rooms
designated across all 3 campuses to provide private and
comfortable
spaces designed to support parents who need a place to feed their child
while on campus
Goal 2: Accountability, Leadership & Governance
Building on the leadership roles and responsibilities established in
Year One across each vice president portfolio, significant progress has
been made to advance support for institutional progress on equity,
diversity and inclusion. This year, each
vice-president portfolio has reviewed their
previously set EDI goals and begun taking concrete actions to advance
them. Progress is underway across the university, with each VP area
implementing strategies that respond to the unique needs of their
communities and areas of responsibility.
The new infant/child feeding space on Vancouver campus provides new
and
nursing parents with a comfortable space.
Goal 3: Education and Capacity Building
Work continues on regarding the creation of an
Inclusive Excellence Leadership Development framework that will provide
anti-racism, anti-oppression and equity, diversity and inclusion training
for SFU leaders and a similar equity educational pathway for faculty and
staff.
The
RESPECT program, open to all SFU faculty and staff, continues to provide teaching
and
training in the areas of cultural safety, antiracism, decolonization and
Indigenization. To date, 107 staff and faculty have participated
including 30 participants from executive leadership and 30 participants from the School
of Medicine.
Goal 4: Employment and Pay Equity
Work to implement the approved
SpecialPrograms
hiring of Black and Indigenous faculty and staff continues in coordination
with the Equity Office, People Strategies and Faculty Relations. The
implementation plan and toolkits developed in Year One have been launched
to support faculties and departments with recruitment, onboarding,
training and mentorship in alignment with the requirements of the BC
Office of the Human Rights Commissioner (BCOHRC).
Goal 5: Equity Data
With Objective 1 (establish an equity data taskforce) of this goal met in
the first year of the Equity Compass, significant progress has been made
towards completing Objective 2 (develop a data equity framework) this
year. The inaugural
Demographic and Diversity Data Survey
was conducted from September to December 2024, with anonymized and
aggregated data published via the Demographic & Diversity Dashboard in
April 2025.
The data gathered will help meet institutional regulatory requirements,
support equitable and accountable programs and service delivery and
measure progress towards our institutional priorities.
With overall survey participation lower than expected in fall 2024, we
know there is more work to be done to build awareness and understanding of
the importance of this data collection among the SFU community and will
utilize learnings from this inaugural survey to strengthen future efforts.
What keeps us motivated and why is it critical to continue EDI work? There
is no systems transformation of the post secondary sector without
fostering the full potential of all faculty, staff and students. This, our
collective human flourishing and collective action for transformation, is
ultimately what EDI is about and why it is non-negotiable.