About the UBC Sauder principles and goals document
This is a living document that has received feedback from members of faculty and staff, and student bodies. The document has been approved by Dean Helsley.
This document represents the first component in our EDI Strategic Planning for the UBC Sauder School. The EDI Committee is currently working with our UBC Sauder Communities and the Dean’s Office to set clear actions and key performance indicators (KPIs) in this space, along with who is accountable for actions and timelines. This will serve to measure progress and to ensure accountability.
1. An inclusive and respectful community
A UBC Sauder community with EDI knowledge, skills, and practices and the organizational capacity to enhance a culture of inclusion, belonging, and collaboration.
A. Community that Embraces EDI
- Sponsor the development of EDI competencies through training and learning.
- Promote commitment and capacity through increased collaboration between and among leadership, unit heads, and various stakeholder groups (faculty, staff, students, and alumni).
- Work with the Senior Associate Dean Equity, Diversity and Inclusion, to review and enhance policies, practices, and actions that support EDI.
B. Inclusive Teaching and Learning
- Support inclusive course design, teaching practices, and assessments.
- Promote respectful and inclusive learning
- Welcome and encourage student feedback and perspectives on their learning experiences.
- Integrate a diverse range of perspectives, including Indigenous identities, cultures, values, and ways of knowing, in our approach to teaching and learning.
C. Inclusive Research
- Provide support for EDI-themed research.
- Ensure equitable and inclusive practices in award nominations and in the allocation of research grants.
2. Diverse and vibrant faculty, staff and students
Recruiting and retention practices that eliminate biases and barriers, and increase representation of under-represented and marginalized groups in order to create an organization that embodies diverse perspectives, as well as enhances feelings of belonging, safety, and accessibility.
- Ensure accessibility for faculty, staff, students, alumni, and visitors with disabilities.
B. Equitable Recruitment
- Develop recruitment practices and metrics to ensure inclusion of under-represented and persistently marginalized groups
- Enhance active recruitment for EDI competencies and capacity to excel and contribute in a diverse work environment.
C. Equitable Retention and Career Advancement
- Implement retention practices that support equity, diversity, and inclusion.
- Recognize service contributions to EDI in performance reviews.
3. Accountability, Engagement and Communication
Timely reporting processes, community engagement, and transparent communication to the broader UBC Sauder community.
- Establish channels for all UBC Sauder units to report their EDI initiatives, activities, and metrics as part of annual strategic planning.
- Report annually to the Dean on progress of EDI Principles and Goals including actions undertaken across the school.
B. External Dialogue and Engagement
- Embed EDI criteria in partnerships with employers, external contractors, Indigenous communities of interest, alumni, and other external stakeholders toward supporting an inclusive environment at Sauder.
C. EDI-related Communication
- Develop a communications strategy to report to our community on EDI initiatives and impacts that include an EDI Webpage and the EDI Committee Annual Report.