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Equity Diversity& Inclusion2023 - 2024ANNUAL REPORT
INTRODUCTIONThe EDI Oce is delighted to present the 2023-2024 EDI Annual Report. Over the past few years, Algoma University has made numerous commitments to embedding and engaging Equity, Diversity, and Inclusion (EDI) in all aspects of our work. To begin this journey in a good way, we have released the EDI Strategy 2023-2028. This ve-year institutional commitment prioritizes these promises and aims for us to work together as a unied body toward achieving these goals. This year marks the rst year of implementing our strategy, and we continue to look forward to engaging the entire AlgomaU community.TABLE OF CONTENTSLand Acknowledgement 1 Forward from the VP Nyaagaaniid and Director, Makwa Waakaa’igan 2 Executive Summary 3Algoma University EDI Commitments 4EDI Strategy Socialization:Reflections of Year 1: We Have A Lot of Work to Do 5Report 7 1. Strategic Direction 1: Braiding Decolonization 7 2. Strategic Direction 2: Accountability 11 3. Strategic Direction 3: Teaching, Learning, and Research 12 4. Strategic Direction 4: EDI Capacity Building 14 5. Strategic Direction 5: Student Experience 17 6. Strategic Direction 6: Inclusive Campus Climate and Communities of Belonging 20 7. Strategic Direction 7: Community Relationships 23Conclusion 25LAND ACKNOWLEDGEMENTAlgoma University (AlgomaU) respectfully acknowledges that its three campuses are located on the inherent and treaty lands of First Nations and within the traditional lands of Indigenous peoples. For thousands of years, Indigenous peoples have inhabited and cared for this land and continue to do so today.The Sault Ste. Marie campus in Baawaating is the traditional territory of the Anishinaabek, specically the Garden River First Nation and Batchewana First Nation, and home to the Métis, located in Robinson-Huron Treaty territory. Sault Ste. Marie is also home to many urban Indigenous Peoples.We also acknowledge that the Brampton campus is part of the Treaty Lands and Territory of the Mississaugas of the Credit. In particular, we acknowledge the territory of the Anishinabek, particularly the Huron-Wendat, Haudenosaunee, and Ojibway/ Chippewa peoples; the land that is home to the Métis; and most recently, the territory of the Mississaugas of the Credit First Nation who are direct descendants of the Mississaugas of the Credit. We also acknowledge that the Timmins campus is located in Treaty #9 territory, also known as the James Bay Treaty. It is the traditional territory of the Ojibwe/Chippewa, including the Mattagami First Nation and the Mushkegowuk (Cree), Algonquin, and Métis Peoples.1
INTRODUCTIONThe EDI Oce is delighted to present the 2023-2024 EDI Annual Report. Over the past few years, Algoma University has made numerous commitments to embedding and engaging Equity, Diversity, and Inclusion (EDI) in all aspects of our work. To begin this journey in a good way, we have released the EDI Strategy 2023-2028. This ve-year institutional commitment prioritizes these promises and aims for us to work together as a unied body toward achieving these goals. This year marks the rst year of implementing our strategy, and we continue to look forward to engaging the entire AlgomaU community.TABLE OF CONTENTSLand Acknowledgement 1 Forward from the VP Nyaagaaniid and Director, Makwa Waakaa’igan 2 Executive Summary 3Algoma University EDI Commitments 4EDI Strategy Socialization:Reflections of Year 1: We Have A Lot of Work to Do 5Report 7 1. Strategic Direction 1: Braiding Decolonization 7 2. Strategic Direction 2: Accountability 11 3. Strategic Direction 3: Teaching, Learning, and Research 12 4. Strategic Direction 4: EDI Capacity Building 14 5. Strategic Direction 5: Student Experience 17 6. Strategic Direction 6: Inclusive Campus Climate and Communities of Belonging 20 7. Strategic Direction 7: Community Relationships 23Conclusion 25LAND ACKNOWLEDGEMENTAlgoma University (AlgomaU) respectfully acknowledges that its three campuses are located on the inherent and treaty lands of First Nations and within the traditional lands of Indigenous peoples. For thousands of years, Indigenous peoples have inhabited and cared for this land and continue to do so today.The Sault Ste. Marie campus in Baawaating is the traditional territory of the Anishinaabek, specically the Garden River First Nation and Batchewana First Nation, and home to the Métis, located in Robinson-Huron Treaty territory. Sault Ste. Marie is also home to many urban Indigenous Peoples.We also acknowledge that the Brampton campus is part of the Treaty Lands and Territory of the Mississaugas of the Credit. In particular, we acknowledge the territory of the Anishinabek, particularly the Huron-Wendat, Haudenosaunee, and Ojibway/ Chippewa peoples; the land that is home to the Métis; and most recently, the territory of the Mississaugas of the Credit First Nation who are direct descendants of the Mississaugas of the Credit. We also acknowledge that the Timmins campus is located in Treaty #9 territory, also known as the James Bay Treaty. It is the traditional territory of the Ojibwe/Chippewa, including the Mattagami First Nation and the Mushkegowuk (Cree), Algonquin, and Métis Peoples.1
FORWARD VP Nyaagaaniid and Director, Makwa Waakaa’iGganBoozhoo Indinawemaaganidog, Gimiigwechiwenimin, we are grateful for the opportunity to introduce the 2023-2024 Report on Equity, Diversity and Inclusion. This report reflects the University’s intentional commitment to equity, diversity and inclusion and our collective commitment to creating a welcoming, inclusive, respectful, and safer environment where everyone belongs. Equally important, we are grateful - Gimiigwechiwenimin – for the opportunity to reflect on our achievements and celebrate the people leading this signicant work.Importantly, our work is guided by the Braided Path, a framework approach to EDI founded in the Anishinaabe teachings of Sweetgrass—Wiingashk. Like Wiingashk, our Braided Path framework includes three unique pieces: Decolonization, Indigenization, and EDI. Each piece comprises many strands, each with its own integrity, yet we recognize the strength and unity when braided together. Our work aims to respect the Anishinaabe worldviews of EDI and the history of Algoma University as the historic site of the Shingwauk Residential School. Stemming from this history, Algoma University has undertaken a Special Mission to “cultivate cross-cultural learning between Indigenous communities and other communities, in keeping with the history of Algoma University and its geographic site.” The Braided Path oers an opportunity to explore EDI within the broader scope of reconciliation and positions Algoma University as a leader in this important work.Miigwech, thank you for your ongoing commitment to this important work.Giga’izhichigemin (We collectively will do this)Patty Chabbert and Joel SyretteJOEL SYRETTE Director Makwa Waakaa’igan Nyaagaaniid EXECUTIVE SUMMARYWe are pleased to report that in December 2023, Algoma University adopted the campus-wide Equity, Diversity and Inclusion Strategy. This solidied AlgomaU’s commitment to engaging faculty, sta, and students in integrating EDI into the culture of AlgomaU to create a safe, welcoming, equitable and inclusive campus community. The 5-year strategic plan sets out seven strategic directions and senior-level accountabilities, empowering all faculties, units and departments to develop and implement tailored EDI action plans and initiatives. This institutional-wide commitment requires accountable leadership on all levels to work together. The overall accountability for the EDI strategic plan resides with the President and the Vice President, Nyaagaaniid. Annually, the university will evaluate its progress and report to the community on an ongoing basis to update the plan as needed. This report provides a high-level overview of EDI initiatives completed during the 2023-2024 reporting period. While many EDI initiatives are already underway, we still have a lot of work to do and call upon everyone to braid EDI on all our campuses and live true to AlgomaU’s strategic vision.The EDI Oce thanks everyone who has contributed to our progress so far. In particular, we express our deepest gratitude and appreciation to members of the EDI Committee (EDIC) who have generously contributed their knowledge, expertise, and lived experiences to this important work. Attached is the list of all the working group leads and committee members. VISIONLeading meaningful change for generationsto come. PATTY CHABBERT HBA, MA,PHD candidate Acting VP Nyaagaaniid-Anishinaabe initiatives, Equity and Decolonization2 3
FORWARD VP Nyaagaaniid and Director, Makwa Waakaa’iGganBoozhoo Indinawemaaganidog, Gimiigwechiwenimin, we are grateful for the opportunity to introduce the 2023-2024 Report on Equity, Diversity and Inclusion. This report reflects the University’s intentional commitment to equity, diversity and inclusion and our collective commitment to creating a welcoming, inclusive, respectful, and safer environment where everyone belongs. Equally important, we are grateful - Gimiigwechiwenimin – for the opportunity to reflect on our achievements and celebrate the people leading this signicant work.Importantly, our work is guided by the Braided Path, a framework approach to EDI founded in the Anishinaabe teachings of Sweetgrass—Wiingashk. Like Wiingashk, our Braided Path framework includes three unique pieces: Decolonization, Indigenization, and EDI. Each piece comprises many strands, each with its own integrity, yet we recognize the strength and unity when braided together. Our work aims to respect the Anishinaabe worldviews of EDI and the history of Algoma University as the historic site of the Shingwauk Residential School. Stemming from this history, Algoma University has undertaken a Special Mission to “cultivate cross-cultural learning between Indigenous communities and other communities, in keeping with the history of Algoma University and its geographic site.” The Braided Path oers an opportunity to explore EDI within the broader scope of reconciliation and positions Algoma University as a leader in this important work.Miigwech, thank you for your ongoing commitment to this important work.Giga’izhichigemin (We collectively will do this)Patty Chabbert and Joel SyretteJOEL SYRETTE Director Makwa Waakaa’igan Nyaagaaniid EXECUTIVE SUMMARYWe are pleased to report that in December 2023, Algoma University adopted the campus-wide Equity, Diversity and Inclusion Strategy. This solidied AlgomaU’s commitment to engaging faculty, sta, and students in integrating EDI into the culture of AlgomaU to create a safe, welcoming, equitable and inclusive campus community. The 5-year strategic plan sets out seven strategic directions and senior-level accountabilities, empowering all faculties, units and departments to develop and implement tailored EDI action plans and initiatives. This institutional-wide commitment requires accountable leadership on all levels to work together. The overall accountability for the EDI strategic plan resides with the President and the Vice President, Nyaagaaniid. Annually, the university will evaluate its progress and report to the community on an ongoing basis to update the plan as needed. This report provides a high-level overview of EDI initiatives completed during the 2023-2024 reporting period. While many EDI initiatives are already underway, we still have a lot of work to do and call upon everyone to braid EDI on all our campuses and live true to AlgomaU’s strategic vision.The EDI Oce thanks everyone who has contributed to our progress so far. In particular, we express our deepest gratitude and appreciation to members of the EDI Committee (EDIC) who have generously contributed their knowledge, expertise, and lived experiences to this important work. Attached is the list of all the working group leads and committee members. VISIONLeading meaningful change for generationsto come. PATTY CHABBERT HBA, MA,PHD candidate Acting VP Nyaagaaniid-Anishinaabe initiatives, Equity and Decolonization2 3
ALGOMA UNIVERSITY EDI COMMITMENTSAlgomaU’s EDI (Equity, Diversity, and Inclusion) commitments are integrated into the institutional Strategic Plan 2023-2026, the EDI Strategy 2023-2028, Honouring our Commitments, and other signicant internal strategic documents and external commitments. The braided sweetgrass image below illustrates a review of these commitments, with the commitments highlighted in the yellow inner circle. Direct links to these documents are also available below the image.INTERNAL COMMITMENTS:Algoma University Strategic Plan for Research and Creative Works 2022-2027Algoma University’s 2021-26 Academic PlanCalls to Action - Honouring Our CommitmentsEXTERNAL COMMITMENTS:Universities Canada Principles on Indigenous EducationUniversities Canada Principles on Equity, Diversity and InclusionScarborough Charter on Anti-Black Racism in Canadian Higher EducationThe Brampton CharterEDI STRATEGY SOCIALIZATION - REFLECTIONS OF Year 1: We Have A Lot of Work to DoAs we conclude the rst year of the strategy, it is clear that we still have a lot of work ahead of us. While the strategy is now being introduced to the community, the next step is implementing the work and turning our words into action. We acknowledge that collectively, we have a lot of good work to do. This transparency intentionally shows that we are not yet where we want to be. However, as we work together as an institution over the next four years, we hope this eort will make our institution a safer and more accommodating space for everyone.WHAT TO EXPECT IN THE UPCOMING 2024-2025 SCHOOL YEAR: The EDI TaskforceAll employees will contribute to equity, diversity, and inclusion as part of this initiative. This commitment requires departments to document their initiatives and collaborate to dismantle systems and structures that disproportionately impact equity-deserving members of our community, including women, Indigenous, Black, and all racialized individuals, persons with disabilities, and 2SLGBTQQIPA+ persons. Departmental chair appointees leading EDI eorts will serve as strong advocates, ensuring transparency and accountability in implementing institutional endeavours to integrate EDI across our organization’s systems and structures. This further solidies Algoma’s dedication to its Special Mission and Reconciliation. The EDI Taskforce committee will report on EDI initiatives tailored to their respective departments and aligned with the EDI strategy.4 5
ALGOMA UNIVERSITY EDI COMMITMENTSAlgomaU’s EDI (Equity, Diversity, and Inclusion) commitments are integrated into the institutional Strategic Plan 2023-2026, the EDI Strategy 2023-2028, Honouring our Commitments, and other signicant internal strategic documents and external commitments. The braided sweetgrass image below illustrates a review of these commitments, with the commitments highlighted in the yellow inner circle. Direct links to these documents are also available below the image.INTERNAL COMMITMENTS:Algoma University Strategic Plan for Research and Creative Works 2022-2027Algoma University’s 2021-26 Academic PlanCalls to Action - Honouring Our CommitmentsEXTERNAL COMMITMENTS:Universities Canada Principles on Indigenous EducationUniversities Canada Principles on Equity, Diversity and InclusionScarborough Charter on Anti-Black Racism in Canadian Higher EducationThe Brampton CharterEDI STRATEGY SOCIALIZATION - REFLECTIONS OF Year 1: We Have A Lot of Work to DoAs we conclude the rst year of the strategy, it is clear that we still have a lot of work ahead of us. While the strategy is now being introduced to the community, the next step is implementing the work and turning our words into action. We acknowledge that collectively, we have a lot of good work to do. This transparency intentionally shows that we are not yet where we want to be. However, as we work together as an institution over the next four years, we hope this eort will make our institution a safer and more accommodating space for everyone.WHAT TO EXPECT IN THE UPCOMING 2024-2025 SCHOOL YEAR: The EDI TaskforceAll employees will contribute to equity, diversity, and inclusion as part of this initiative. This commitment requires departments to document their initiatives and collaborate to dismantle systems and structures that disproportionately impact equity-deserving members of our community, including women, Indigenous, Black, and all racialized individuals, persons with disabilities, and 2SLGBTQQIPA+ persons. Departmental chair appointees leading EDI eorts will serve as strong advocates, ensuring transparency and accountability in implementing institutional endeavours to integrate EDI across our organization’s systems and structures. This further solidies Algoma’s dedication to its Special Mission and Reconciliation. The EDI Taskforce committee will report on EDI initiatives tailored to their respective departments and aligned with the EDI strategy.4 5
The EDI oce continues to grow. We are happy to announce that since May 2023, we have added two full-time positions, including the EDI Coordinator position and the EDI Administrative Assistant position. We welcomed Paige Grant (she/her) and Selene Gamino (she/her), respectively, into these roles. We are currently in the process of adding the Associate Vice President EDI and Director EDI positions. In addition, we will continue to build our team, which aims to support growth across communications, research, and training.December 2023Strategy introduced to the AU community through a Communication MemoApril 2024EDI Strategy Socialization Timeline shared in AU ForumMay 2024EDI Oce to presents the socialization plan to the Senior Executive TeamFall 2024EDI oce hosts townhall about the socialization plan for the AU communityREPORTTo fulll the promises of the EDI Strategy, the EDI Oce is pleased to share this annual report as part of our commitment to representing accountability on behalf of our institutions. “ “The EDI office will serve as a repository and provide institutional oversight on the implementation of the EDI Strategy. An evidence-based report card will be presented at various intervals to the university community.- Algoma University Equity, Diversity & Inclusion Strategy 2023-2028Strategic Direction 1: Braiding DecolonizationAlgoma University will work towards decolonizing the university and creating an inclusive and equitable environment in which its commitments to the Special Mission, Indigenization, and Decolonization are woven throughout the institution.Articulate the principles of our EDI Strategy and the Special Mission throughout all departments and campuses, integrating them into all policies, practices, strategies, action plans, and commitments.Integrate the Special Mission and its commitments to cross-cultural learning into course curriculum, pedagogy, and assessments across all disciplines. Develop an institutional strategy for Indigenization and decolonization that is aligned with the commitments and principles outlined in “Honouring Our Commitment” (2020), Universities Canada’s “New Principles on Indigenous Education” (2015), and the EDI Strategy.Develop an institutional plan on Black Excellence aligned with the University’s commitment to the Scarborough Charter on Anti-Black Racism and Black Inclusion in Canadian Higher Education (2021).Develop and implement specic policies, initiatives, and frameworks to ensure the representation, inclusion, and full participation of all equity-deserving groups in campus life.1.11.21.31.41.56 7Strategic Direction 1: Braiding Decolonization
The EDI oce continues to grow. We are happy to announce that since May 2023, we have added two full-time positions, including the EDI Coordinator position and the EDI Administrative Assistant position. We welcomed Paige Grant (she/her) and Selene Gamino (she/her), respectively, into these roles. We are currently in the process of adding the Associate Vice President EDI and Director EDI positions. In addition, we will continue to build our team, which aims to support growth across communications, research, and training.December 2023Strategy introduced to the AU community through a Communication MemoApril 2024EDI Strategy Socialization Timeline shared in AU ForumMay 2024EDI Oce to presents the socialization plan to the Senior Executive TeamFall 2024EDI oce hosts townhall about the socialization plan for the AU communityREPORTTo fulll the promises of the EDI Strategy, the EDI Oce is pleased to share this annual report as part of our commitment to representing accountability on behalf of our institutions. “ “The EDI office will serve as a repository and provide institutional oversight on the implementation of the EDI Strategy. An evidence-based report card will be presented at various intervals to the university community.- Algoma University Equity, Diversity & Inclusion Strategy 2023-2028Strategic Direction 1: Braiding DecolonizationAlgoma University will work towards decolonizing the university and creating an inclusive and equitable environment in which its commitments to the Special Mission, Indigenization, and Decolonization are woven throughout the institution.Articulate the principles of our EDI Strategy and the Special Mission throughout all departments and campuses, integrating them into all policies, practices, strategies, action plans, and commitments.Integrate the Special Mission and its commitments to cross-cultural learning into course curriculum, pedagogy, and assessments across all disciplines. Develop an institutional strategy for Indigenization and decolonization that is aligned with the commitments and principles outlined in “Honouring Our Commitment” (2020), Universities Canada’s “New Principles on Indigenous Education” (2015), and the EDI Strategy.Develop an institutional plan on Black Excellence aligned with the University’s commitment to the Scarborough Charter on Anti-Black Racism and Black Inclusion in Canadian Higher Education (2021).Develop and implement specic policies, initiatives, and frameworks to ensure the representation, inclusion, and full participation of all equity-deserving groups in campus life.1.11.21.31.41.56 7Strategic Direction 1: Braiding Decolonization
Algoma also welcomed Patty Chabbert as the Decolonization Lead to support decolonization eorts across all institutional operations. Again, through a strong partnership between the VPAR and Nyyaagaaniid, the role addresses decolonization across all AlgomaU areas. Policies and procedures, operations, facilities and creating culturally safe spaces across several new builds or renovations, senate committees, Quality Assurance standards to the registrar operations – decolonization is woven throughout AlgomaU.From 2025 to 2026, we will see the launch of both the Indigenization Framework and Decolonization Strategy.AlgomaU’s Indigenous and Decolonization eorts continue to grow from rich and nurturing spaces like the Gi’ga-ozhichigemin Indigenous Governance Forum and Makwa Wakaa’igan. Last year, Dr. Goodchild, the Academic Director of Makwa Waakaa’igan, joined our team to lead Indigenization eorts focusing on curriculum, pedagogy, research, innovation, and leadership. Through a strong partnership between the Oces of the VPAR and Nyaagaaniid, Dr. Goodchild launched the Indigenous Knowledge Systems lab, an Anishinaabe complexity science hub, welcoming our rst Scholar in Residence and building a strong foundation for the upcoming Indigenization Strategy. Department(s) and/or TeamVice-President, Nyaagaaniid, Anishinaabe Initiatives, Equity, Student Success, VPAR’s oceProject: Indigenization Framework and Decolonization StrategyDirection(s):1.1, 1.2, 1.3, 1.5Status:OngoingAlgomaU’s commitment to the Scarborough Charter on anti-Black racism and Black Inclusion in Canadian Higher Education aims to uplift Black students and employee excellence and inclusion on our campuses. Here is a detailed report on AU’s commitments in 2024.Department(s) and/or TeamMakwa Waakaa’igan Project: Makwa Waakaa’igan ProjectDirection(s):1.1, 1.2, 1.3, 1.5Status:OngoingThe Director of Makwa Waakaa’igan provides leadership for the continued development of Makwa Waakaa’igan, overseeing the Shingwauk Residential Schools Centre (SRSC), the Anishinaabe Academic Research Centre, and various training, development, and community engagement initiatives. This role fosters the strong relationship AlgomaU has built with the Children of Shingwauk Alumni Association, as well as with site partners, including the Shingwauk Education Trust, Shingwauk Kinoomaage Gamig, Garden River First Nation, and Batchewana First Nation. Under the leadership of Makwa Waakaa’igan, AlgomaU has received endorsement and support through formal motions from Band Councils.The Federal Government’s $13 million funding through ICIP and a $5 million grant from Heritage Canada, announced in December 2023, have signicantly advanced the construction of Makwa Waakaa’igan. The issuance of Request For Proposals for the construction of Makwa Waakaa’igan is underway, and construction is expected to start in the fall of 2024, with anticipated completion in the fall of 2026.Department(s) and/or TeamEDI OceProject: Scarborough CharterDirection(s):1.4Status:Ongoing8 9Strategic Direction 1: Braiding DecolonizationStrategic Direction 1: Braiding Decolonization
Algoma also welcomed Patty Chabbert as the Decolonization Lead to support decolonization eorts across all institutional operations. Again, through a strong partnership between the VPAR and Nyyaagaaniid, the role addresses decolonization across all AlgomaU areas. Policies and procedures, operations, facilities and creating culturally safe spaces across several new builds or renovations, senate committees, Quality Assurance standards to the registrar operations – decolonization is woven throughout AlgomaU.From 2025 to 2026, we will see the launch of both the Indigenization Framework and Decolonization Strategy.AlgomaU’s Indigenous and Decolonization eorts continue to grow from rich and nurturing spaces like the Gi’ga-ozhichigemin Indigenous Governance Forum and Makwa Wakaa’igan. Last year, Dr. Goodchild, the Academic Director of Makwa Waakaa’igan, joined our team to lead Indigenization eorts focusing on curriculum, pedagogy, research, innovation, and leadership. Through a strong partnership between the Oces of the VPAR and Nyaagaaniid, Dr. Goodchild launched the Indigenous Knowledge Systems lab, an Anishinaabe complexity science hub, welcoming our rst Scholar in Residence and building a strong foundation for the upcoming Indigenization Strategy. Department(s) and/or TeamVice-President, Nyaagaaniid, Anishinaabe Initiatives, Equity, Student Success, VPAR’s oceProject: Indigenization Framework and Decolonization StrategyDirection(s):1.1, 1.2, 1.3, 1.5Status:OngoingAlgomaU’s commitment to the Scarborough Charter on anti-Black racism and Black Inclusion in Canadian Higher Education aims to uplift Black students and employee excellence and inclusion on our campuses. Here is a detailed report on AU’s commitments in 2024.Department(s) and/or TeamMakwa Waakaa’igan Project: Makwa Waakaa’igan ProjectDirection(s):1.1, 1.2, 1.3, 1.5Status:OngoingThe Director of Makwa Waakaa’igan provides leadership for the continued development of Makwa Waakaa’igan, overseeing the Shingwauk Residential Schools Centre (SRSC), the Anishinaabe Academic Research Centre, and various training, development, and community engagement initiatives. This role fosters the strong relationship AlgomaU has built with the Children of Shingwauk Alumni Association, as well as with site partners, including the Shingwauk Education Trust, Shingwauk Kinoomaage Gamig, Garden River First Nation, and Batchewana First Nation. Under the leadership of Makwa Waakaa’igan, AlgomaU has received endorsement and support through formal motions from Band Councils.The Federal Government’s $13 million funding through ICIP and a $5 million grant from Heritage Canada, announced in December 2023, have signicantly advanced the construction of Makwa Waakaa’igan. The issuance of Request For Proposals for the construction of Makwa Waakaa’igan is underway, and construction is expected to start in the fall of 2024, with anticipated completion in the fall of 2026.Department(s) and/or TeamEDI OceProject: Scarborough CharterDirection(s):1.4Status:Ongoing8 9Strategic Direction 1: Braiding DecolonizationStrategic Direction 1: Braiding Decolonization
Department(s) and/or TeamAnishinaabe Academic Resource Centre (AARC)Project: AARCDirection(s):1.1, 1.2Status:OngoingThe Anishinaabe Academic Resource Centre (AARC) organized the following events and community partnerships through the 2023-2024 school year: • The annual Gathering at the Rapids Powwow celebration. Over the last 20 years, GATR has become the largest powwow celebration in the Baawating Area and one of the largest Pow Wows in Ontario. • Gabegendaadowin: Training Sessions • National Indigenous History Month • City of Brampton Partnership • Indigenous Science, Technology, Engineering, Arts and Math (STEAM) planned camps for Indigenous Youth in Grades 6 - 12.Strategic Direction 2: Accountability The president and vice president, Nyaagaaniid, are ultimately accountable for the EDI plan. AlgomaU will work towards creating an inclusive and equitable university community in which all community members feel a mutual responsibility and accountability to, as well as ownership of, the university’s equity, diversity, and inclusion mandate.Embed the shared responsibility for equity, diversity, and inclusion across all levels and departments of the University.Develop an institutional strategy for collecting, analyzing, and disseminating EDI-related data to measure the University’s progress toward its EDI goals and inform future EDI planning, strategies, and initiatives.Establish and monitor key performance indicators that align with Algoma’s Indigenous Quality Assurance standards, integrating them into all applicable policies, practices, and commitments.2.12.22.3Department(s) and/or TeamEDI OceProject: EDI Strategy SocializationDirection(s):2.1, 2.2, 2.3Status:OngoingThe EDI Oce has set out to implement the EDI Strategy in the AlgomaU community throughout 2023-2024. The Oce will continue to facilitate and support our institutional commitments by engaging accountability opportunities through: • Introduction and socialization of the Strategy (December-May, 2023) • Release of the annual public report of institutional EDI commitments (July 2024)10 11Strategic Direction 1: Braiding DecolonizationStrategic Direction 2: Accountability
Department(s) and/or TeamAnishinaabe Academic Resource Centre (AARC)Project: AARCDirection(s):1.1, 1.2Status:OngoingThe Anishinaabe Academic Resource Centre (AARC) organized the following events and community partnerships through the 2023-2024 school year: • The annual Gathering at the Rapids Powwow celebration. Over the last 20 years, GATR has become the largest powwow celebration in the Baawating Area and one of the largest Pow Wows in Ontario. • Gabegendaadowin: Training Sessions • National Indigenous History Month • City of Brampton Partnership • Indigenous Science, Technology, Engineering, Arts and Math (STEAM) planned camps for Indigenous Youth in Grades 6 - 12.Strategic Direction 2: Accountability The president and vice president, Nyaagaaniid, are ultimately accountable for the EDI plan. AlgomaU will work towards creating an inclusive and equitable university community in which all community members feel a mutual responsibility and accountability to, as well as ownership of, the university’s equity, diversity, and inclusion mandate.Embed the shared responsibility for equity, diversity, and inclusion across all levels and departments of the University.Develop an institutional strategy for collecting, analyzing, and disseminating EDI-related data to measure the University’s progress toward its EDI goals and inform future EDI planning, strategies, and initiatives.Establish and monitor key performance indicators that align with Algoma’s Indigenous Quality Assurance standards, integrating them into all applicable policies, practices, and commitments.2.12.22.3Department(s) and/or TeamEDI OceProject: EDI Strategy SocializationDirection(s):2.1, 2.2, 2.3Status:OngoingThe EDI Oce has set out to implement the EDI Strategy in the AlgomaU community throughout 2023-2024. The Oce will continue to facilitate and support our institutional commitments by engaging accountability opportunities through: • Introduction and socialization of the Strategy (December-May, 2023) • Release of the annual public report of institutional EDI commitments (July 2024)10 11Strategic Direction 1: Braiding DecolonizationStrategic Direction 2: Accountability
Strategic Direction 3: Teaching, Learning, and ResearchThe University will advance and attain inclusive excellence in teaching, learning, and research by embedding the principles of EDI, decolonization through cross-cultural learning, and Indigenization. The University will support and encourage all forms of research, learning, and knowledge sharing that reflect diverse and intersectional worldviews, ways of knowing, methods of inquiry, and approaches to teaching and learning. Develop an institutional framework for decolonizing research that reflects the University’s commitments to Truth and Reconciliation, Indigenization, decolonization, and the Scarborough Charter, and support researchers in pursuing this work. Strengthen the capacity of the Centre for Teaching and Learning to support faculty in decolonizing their classrooms, integrating EDI principles into their teaching, pedagogy, and assessment methodology, and meeting EDI-related performance standards.Conduct ongoing systematic reviews of academic and student policies and procedures to ensure that principles of EDI, universal design, decolonization, Indigenization, and Black inclusion are embedded throughout.Enhance the early-alert system to support student success.Develop an EDI review process and tool for all Senate-related processes, including program creation and reviews.Embed EDI principles, guidelines and metrics in research ethics protocols, policies, and procedures, particularly for research involving Indigenous and equity-deserving communities.Develop institutional research policies and accompanying strategies to foster a more equitable, ethical, inclusive, and supportive research environment for students, faculty, and research participants.3.13.23.33.43.53.63.7The Senate established a standing I-EDI Committee of Senate. Work will begin in the 2024-25 Senate year to develop an EDI review process and tool for all Senate-related processes, including program creation and reviews. The Curriculum Committee and Quality Assurance Committee are reviewing how to assess questions related to EDI that have been embedded in the Institutional Quality Assurance Process and Quality Assurance templates and how to evaluate alignment with the Special Mission and the EDI Charter. These are regular items on meeting agendas.Department(s) and/or TeamThe Algoma University SenateProject: Embedding EDI at the Senate LevelDirection(s):3,5Status:OngoingThe RAC continued to strengthen its Terms of Reference by including additional mandatory training and learning materials for members to stay current with EDI practices and policies. The committee worked on establishing EDI evaluation criteria and weighting for internal funding competitions. The committee agreed to continue this work in the 24/25 academic year to clarify and strengthen the priority of EDI components in research. Department(s) and/or TeamResearch Advisory Committee (RAC)Project: Socializing EDI in RACDirection(s):3.6, 3.7Status:Ongoing12 13Strategic Direction3: Teaching, Learning, and ResearchStrategic Direction 3: Teaching, Learning, and Research
Strategic Direction 3: Teaching, Learning, and ResearchThe University will advance and attain inclusive excellence in teaching, learning, and research by embedding the principles of EDI, decolonization through cross-cultural learning, and Indigenization. The University will support and encourage all forms of research, learning, and knowledge sharing that reflect diverse and intersectional worldviews, ways of knowing, methods of inquiry, and approaches to teaching and learning. Develop an institutional framework for decolonizing research that reflects the University’s commitments to Truth and Reconciliation, Indigenization, decolonization, and the Scarborough Charter, and support researchers in pursuing this work. Strengthen the capacity of the Centre for Teaching and Learning to support faculty in decolonizing their classrooms, integrating EDI principles into their teaching, pedagogy, and assessment methodology, and meeting EDI-related performance standards.Conduct ongoing systematic reviews of academic and student policies and procedures to ensure that principles of EDI, universal design, decolonization, Indigenization, and Black inclusion are embedded throughout.Enhance the early-alert system to support student success.Develop an EDI review process and tool for all Senate-related processes, including program creation and reviews.Embed EDI principles, guidelines and metrics in research ethics protocols, policies, and procedures, particularly for research involving Indigenous and equity-deserving communities.Develop institutional research policies and accompanying strategies to foster a more equitable, ethical, inclusive, and supportive research environment for students, faculty, and research participants.3.13.23.33.43.53.63.7The Senate established a standing I-EDI Committee of Senate. Work will begin in the 2024-25 Senate year to develop an EDI review process and tool for all Senate-related processes, including program creation and reviews. The Curriculum Committee and Quality Assurance Committee are reviewing how to assess questions related to EDI that have been embedded in the Institutional Quality Assurance Process and Quality Assurance templates and how to evaluate alignment with the Special Mission and the EDI Charter. These are regular items on meeting agendas.Department(s) and/or TeamThe Algoma University SenateProject: Embedding EDI at the Senate LevelDirection(s):3,5Status:OngoingThe RAC continued to strengthen its Terms of Reference by including additional mandatory training and learning materials for members to stay current with EDI practices and policies. The committee worked on establishing EDI evaluation criteria and weighting for internal funding competitions. The committee agreed to continue this work in the 24/25 academic year to clarify and strengthen the priority of EDI components in research. Department(s) and/or TeamResearch Advisory Committee (RAC)Project: Socializing EDI in RACDirection(s):3.6, 3.7Status:Ongoing12 13Strategic Direction3: Teaching, Learning, and ResearchStrategic Direction 3: Teaching, Learning, and Research
Strategic Direction 4: EDI Capacity BuildingAlgomaU will build its capacity to advance the work of EDI and decolonization and create a community where all members have the knowledge and skills necessary to build a more inclusive and equitable institution. Enhance and further develop the capacity of the University to implement the EDI Strategy.Review and embed EDI values and principles in terms of reference within the bicameral governance system at AlgomaU.Develop skills and competencies matrices to advance the EDI Strategy through mandated and specialized training and education for all sta and faculty.Establish an EDI Advisory Committee to guide the Algoma community and its leaders in advancing the EDI mandate and to advise on policy development and review.Develop and execute an EDI Communications Strategy to socialize and integrate EDI competencies across the institution.4.14.24.34.44.5The EDI and Research Oces received $50,000 in grant funds to advance the public accountability and transparency requirements of the Canada Research Chairs Program. An EDI Foundation Course, mandatory training for all AlgomaU employees, has been developed and will be ocially launched in September 2024. AlgomaU continues to meet and report on Canada Research Chairs’ public accountability and transparency requirements. Department(s) and/or TeamResearch Oce, EDI OceProject: Canada Research Chairs ProgramDirection(s):4.1, 4.3Status:OngoingThe communications and marketing team’s new marketing campaign, my Mission, has a strong focus on EDI and decolonization as a strength. For the rst time, AlgomaU is advertising in languages other than English. In December 2023, the communications and marketing team received training from the EDI team. The EDI Oce continues to work closely with the team on all EDI-related communications. The team is working on an EDI Resources Library for communicators to ensure all communicators have access to good resources to help us decolonize our language and communications practices and apply an EDI lens to all we do. Work in progress includes: Department(s) and/or TeamMarketing & Communications ,EDI OceProject: Marketing & Communications Direction(s):4.5Status:Ongoing • Working on a signage and waynding capital project, which will be built through an IEDI lens, per consultations with communities. • Building a new intranet and mobile app will feature an EDI section and hold space to mark days of signicance. • Embedding an equity, diversity and inclusion (EDI) lens and an Indigenization and decolonization lens in all communications. 14 15Strategic Direction 4: EDI Capacity BuildingStrategic Direction 4: EDI Capacity Building
Strategic Direction 4: EDI Capacity BuildingAlgomaU will build its capacity to advance the work of EDI and decolonization and create a community where all members have the knowledge and skills necessary to build a more inclusive and equitable institution. Enhance and further develop the capacity of the University to implement the EDI Strategy.Review and embed EDI values and principles in terms of reference within the bicameral governance system at AlgomaU.Develop skills and competencies matrices to advance the EDI Strategy through mandated and specialized training and education for all sta and faculty.Establish an EDI Advisory Committee to guide the Algoma community and its leaders in advancing the EDI mandate and to advise on policy development and review.Develop and execute an EDI Communications Strategy to socialize and integrate EDI competencies across the institution.4.14.24.34.44.5The EDI and Research Oces received $50,000 in grant funds to advance the public accountability and transparency requirements of the Canada Research Chairs Program. An EDI Foundation Course, mandatory training for all AlgomaU employees, has been developed and will be ocially launched in September 2024. AlgomaU continues to meet and report on Canada Research Chairs’ public accountability and transparency requirements. Department(s) and/or TeamResearch Oce, EDI OceProject: Canada Research Chairs ProgramDirection(s):4.1, 4.3Status:OngoingThe communications and marketing team’s new marketing campaign, my Mission, has a strong focus on EDI and decolonization as a strength. For the rst time, AlgomaU is advertising in languages other than English. In December 2023, the communications and marketing team received training from the EDI team. The EDI Oce continues to work closely with the team on all EDI-related communications. The team is working on an EDI Resources Library for communicators to ensure all communicators have access to good resources to help us decolonize our language and communications practices and apply an EDI lens to all we do. Work in progress includes: Department(s) and/or TeamMarketing & Communications ,EDI OceProject: Marketing & Communications Direction(s):4.5Status:Ongoing • Working on a signage and waynding capital project, which will be built through an IEDI lens, per consultations with communities. • Building a new intranet and mobile app will feature an EDI section and hold space to mark days of signicance. • Embedding an equity, diversity and inclusion (EDI) lens and an Indigenization and decolonization lens in all communications. 14 15Strategic Direction 4: EDI Capacity BuildingStrategic Direction 4: EDI Capacity Building
Department(s) and/or TeamEDI Oce,People & Culture ,International Aairs Project: Training & Learning OpportunitiesDirection(s):4.3Status:OngoingThe EDI Oce has oered training and learning opportunities throughout the 2023-2024 reporting period. This training is important to bring positive change and embrace the journey of creating safe, equitable, and thriving campus environments. Our community partners have played a large part in deepening the EDI climate at our university. A very special thanks to the Equity, Diversity, and Inclusion Committee (EDIC), which has worked to create events and educational opportunities throughout this time. We commend all of those involved who continue to do this work. A full list of members’ names from the EDIC is on the nal pages of this report. Please see the following document for an in-depth review of the EDI educational opportunities oered in the 2023-2024 school year.Strategic Direction 5: Student ExperienceAlgomaU will foster meaningful relationships and promote student success through advancing inclusive, supportive, and safe campus environments. The University will ensure that every aspect of our student experience is safe, equitable, and inclusive. Cultivate inclusive, safe, and welcoming student spaces across all campuses, buildings, and platforms by strengthening the relationship between students, faculty and sta.Implement evidence-based student recruitment, onboarding, transition, and retention strategies and initiatives that support student success through an EDI lens.Collaborate with student leaders on all campuses to ensure that EDI principles are woven into all aspects of the student experience.Expand scholarship, bursary, and nancial awards and opportunities for students from equity-deserving groups.Improve students’ access to career support services.Embed EDI principles in all aspects of the student experience, including engagement programs, sports, and experiential learning opportunities.5.15.25.35.45.55.616 17Strategic Direction 4: EDI Capacity BuildingStrategic Direction 5: Student Experience
Department(s) and/or TeamEDI Oce,People & Culture ,International Aairs Project: Training & Learning OpportunitiesDirection(s):4.3Status:OngoingThe EDI Oce has oered training and learning opportunities throughout the 2023-2024 reporting period. This training is important to bring positive change and embrace the journey of creating safe, equitable, and thriving campus environments. Our community partners have played a large part in deepening the EDI climate at our university. A very special thanks to the Equity, Diversity, and Inclusion Committee (EDIC), which has worked to create events and educational opportunities throughout this time. We commend all of those involved who continue to do this work. A full list of members’ names from the EDIC is on the nal pages of this report. Please see the following document for an in-depth review of the EDI educational opportunities oered in the 2023-2024 school year.Strategic Direction 5: Student ExperienceAlgomaU will foster meaningful relationships and promote student success through advancing inclusive, supportive, and safe campus environments. The University will ensure that every aspect of our student experience is safe, equitable, and inclusive. Cultivate inclusive, safe, and welcoming student spaces across all campuses, buildings, and platforms by strengthening the relationship between students, faculty and sta.Implement evidence-based student recruitment, onboarding, transition, and retention strategies and initiatives that support student success through an EDI lens.Collaborate with student leaders on all campuses to ensure that EDI principles are woven into all aspects of the student experience.Expand scholarship, bursary, and nancial awards and opportunities for students from equity-deserving groups.Improve students’ access to career support services.Embed EDI principles in all aspects of the student experience, including engagement programs, sports, and experiential learning opportunities.5.15.25.35.45.55.616 17Strategic Direction 4: EDI Capacity BuildingStrategic Direction 5: Student Experience
Algoma LEAP is a partnership between the Peel District School Board (PDSB), the Duerin-Peel Catholic District School Board (DPCDSB), and AlgomaU. This program aims to provide a ‘leap’ from high school to university where equity-deserving students who have been historically underrepresented (Indigenous, Black-racialized, and marginalized communities) complete Grades 11/12 at AlgomaU, Brampton. Algoma LEAP provides an opportunity for students to access post-secondary education. Please see a full, detailed review of the LEAP program for the 2023-2024 school year.Department(s) and/or TeamStudent Success and Wellness,Student RecruitmentProject: Learners Early Access Program (LEAP)Direction(s):5.1, 5.2, 5.4, 5.5, 5.6Status:OngoingStudent Life takes a collective and collaborative approach to planning fun, engaging, and inclusive events. The department actively seeks student feedback to ensure that program oerings reflect student needs and are barrier-free, allowing all students to engage in positive programming that enhances their experience. Here are highlights of how the team has integrated EDI into all its initiatives during the reporting period. Department(s) and/or TeamStudent Life and Ancillary ServicesProject: Student Life and Ancillary ServicesDirection(s):5.1, 5.2, 5.4, 5.5, 5.6Status:OngoingDepartment(s) and/or TeamStudent Success & WellbeingProject: Student Success & Wellbeing Support Direction(s):5.1, 5.2, 5.3, 5.5, 5.6Status:OngoingAttached is a summary outlining the intentional integration of EDI in student success and wellness support during the reporting period with a focus on: • Capacity building • Partnerships with community organizations • Ongoing training • Student Peer-to-Peer Support • Funding for student mental health support.Department(s) and/or TeamStudent RecruitmentProject: Student RecruitmentDirection(s):5.1, 5.2Status:OngoingThe Student Recruitment Team aims to eliminate barriers to students interested in accessing post-secondary education at AlgomaU. The team works collaboratively to ensure prospective students access adequate resources, information, and transitional support through in-person visits, viewbooks, websites, social media, etc. Some of the highlights of initiatives completed during this reporting period included: • Successful launch of the Learner’s Early Access Program (LEAP) in September 2023. • Participation in the Aboriginal Post-Secondary Information Program (Fall APSIP) tours, province to promote access for Indigenous students to post-secondary education. • The hiring of two (2) First-Nations, Metis & Inuit (FNMI) Enrolment Specialists in Brampton and Sault Ste. Marie to provide specialized support to FNMI prospective students and applicants. • Implementation of the Ontario Universities Application Centre (OUAC) Voucher Program to allow Guidance Counselors and educational advisors to access application vouchers for equity-deserving students. • Implementing the Ontario Universities Application Centre (OUAC) Voucher Program for Guidance Counselors and educational advisors to access application vouchers for equity-deserving students. Department(s) and/or TeamAlumni/Advancement OceProject: Scholarships and BursariesDirection(s):5.1, 5.3,. 5.4, 5.5Status:OngoingAlgomaU’s Strategic Advancement and Alumni Aairs partners with alumni, donors, communities, faculty, sta, and government agencies to ensure that AlgomaU delivers an outstanding student experience and helps our graduates become future leaders through their accomplishments. Through the scholarship and bursaries program, we commit to helping break through barriers and positively impact the community. Students have a right to education, and we commit to providing nancial aid for historically underrepresented groups to help them obtain an education. Please see a link to AlgomaU’s Alumni magazine and Donor Impact Report.Department(s) and/or TeamInternational AairsProject: Student ExperienceDirection(s):5.6Status:OngoingEnriching student experience through community and international partnerships remains a priority at AlgomaU. The response to priority 7. 3 provides a detailed summary of completed initiatives during the 2023-2024 reporting period.18 19Strategic Direction 5: Student ExperienceStrategic Direction 5: Student Experience
Algoma LEAP is a partnership between the Peel District School Board (PDSB), the Duerin-Peel Catholic District School Board (DPCDSB), and AlgomaU. This program aims to provide a ‘leap’ from high school to university where equity-deserving students who have been historically underrepresented (Indigenous, Black-racialized, and marginalized communities) complete Grades 11/12 at AlgomaU, Brampton. Algoma LEAP provides an opportunity for students to access post-secondary education. Please see a full, detailed review of the LEAP program for the 2023-2024 school year.Department(s) and/or TeamStudent Success and Wellness,Student RecruitmentProject: Learners Early Access Program (LEAP)Direction(s):5.1, 5.2, 5.4, 5.5, 5.6Status:OngoingStudent Life takes a collective and collaborative approach to planning fun, engaging, and inclusive events. The department actively seeks student feedback to ensure that program oerings reflect student needs and are barrier-free, allowing all students to engage in positive programming that enhances their experience. Here are highlights of how the team has integrated EDI into all its initiatives during the reporting period. Department(s) and/or TeamStudent Life and Ancillary ServicesProject: Student Life and Ancillary ServicesDirection(s):5.1, 5.2, 5.4, 5.5, 5.6Status:OngoingDepartment(s) and/or TeamStudent Success & WellbeingProject: Student Success & Wellbeing Support Direction(s):5.1, 5.2, 5.3, 5.5, 5.6Status:OngoingAttached is a summary outlining the intentional integration of EDI in student success and wellness support during the reporting period with a focus on: • Capacity building • Partnerships with community organizations • Ongoing training • Student Peer-to-Peer Support • Funding for student mental health support.Department(s) and/or TeamStudent RecruitmentProject: Student RecruitmentDirection(s):5.1, 5.2Status:OngoingThe Student Recruitment Team aims to eliminate barriers to students interested in accessing post-secondary education at AlgomaU. The team works collaboratively to ensure prospective students access adequate resources, information, and transitional support through in-person visits, viewbooks, websites, social media, etc. Some of the highlights of initiatives completed during this reporting period included: • Successful launch of the Learner’s Early Access Program (LEAP) in September 2023. • Participation in the Aboriginal Post-Secondary Information Program (Fall APSIP) tours, province to promote access for Indigenous students to post-secondary education. • The hiring of two (2) First-Nations, Metis & Inuit (FNMI) Enrolment Specialists in Brampton and Sault Ste. Marie to provide specialized support to FNMI prospective students and applicants. • Implementation of the Ontario Universities Application Centre (OUAC) Voucher Program to allow Guidance Counselors and educational advisors to access application vouchers for equity-deserving students. • Implementing the Ontario Universities Application Centre (OUAC) Voucher Program for Guidance Counselors and educational advisors to access application vouchers for equity-deserving students. Department(s) and/or TeamAlumni/Advancement OceProject: Scholarships and BursariesDirection(s):5.1, 5.3,. 5.4, 5.5Status:OngoingAlgomaU’s Strategic Advancement and Alumni Aairs partners with alumni, donors, communities, faculty, sta, and government agencies to ensure that AlgomaU delivers an outstanding student experience and helps our graduates become future leaders through their accomplishments. Through the scholarship and bursaries program, we commit to helping break through barriers and positively impact the community. Students have a right to education, and we commit to providing nancial aid for historically underrepresented groups to help them obtain an education. Please see a link to AlgomaU’s Alumni magazine and Donor Impact Report.Department(s) and/or TeamInternational AairsProject: Student ExperienceDirection(s):5.6Status:OngoingEnriching student experience through community and international partnerships remains a priority at AlgomaU. The response to priority 7. 3 provides a detailed summary of completed initiatives during the 2023-2024 reporting period.18 19Strategic Direction 5: Student ExperienceStrategic Direction 5: Student Experience
Strategic Direction 6: Inclusive Campus Climate and Communities of BelongingAlgomaU will create an inclusive and equitable community where everyone feels a sense of belonging and is respected. equitable, and inclusive. Establish clear standards, processes, and expectations for sta and faculty with respect to EDI, Indigenization, and decolonization, and create safe and inclusive learning and working environments for all.Benchmark and monitor campus climates on an ongoing basis.Create experiences, environments, and dedicated resources that enable and support all community members’ belonging, inclusion, and full participation.Develop a strategy for gender-based and sexual violence prevention and response that prioritizes the safety of all community members and which ensures access to support for those impacted by violence.Develop an accessibility strategy as the University works towards full compliance with the Accessibility for Ontarians with Disabilities Act (AODA).Ensure the University has a clear and accessible human rights policy and reporting mechanisms, accompanied by culturally sensitive supports and services.Create an employment equity policy and an inclusive hiring strategy to support diverse faculty and sta recruitment, onboarding, promotion, and retention.Mandate ongoing EDI and employment equity training for all community members involved in recruitment, screening, and hiring processes and/or committees.Ensure that Indigenous and EDI Quality Assurance Standards are integrated into all job descriptions and performance evaluation mechanisms across the University.6.16.26.36.46.56.66.76.86.9Department(s) and/or TeamPolicy & Privacy, Decolonization Lead, People & Culture, IT, EDI OceProject: Policies & ProcessesDirection(s):6.1, 6.6, 6.7, 6.8, 6.9Status:OngoingEquity Diversity and Inclusion (EDI) is a core value of AlgomaU, and it is embedded in our policy and procedure development processes. We have a newly established Policy Oce, operating under the Oce of the Secretariat, responsible for leading the strategic design, implementation and management of a comprehensive and cohesive Policy Framework for the University. The success of this framework rests on several key pillars, with EDI being a foundational pillar to ensure that policies are written, implemented and reviewed with a focus on equity, inclusion and the participation of all equity-deserving groups. While our policy framework is still being developed, we recognize the critical importance of embedding EDI in policy development and implementation. To act on our commitment, we enacted the following interim strategies: • In our interim Policy on the Establishment of Policies and Procedures, we have documented our commitment to EDI as a critical pillar of our policy framework. • Made resources available to policy owners and content contributors to guide them in drafting. These resources ensure our policies are inclusive and unbiased, promote equal access to opportunities and resources, and reflect diverse perspectives and experiences. • Instituted a peer-review process with all AlgomaU policies reviewed from a Decolonized and EDI lens by trained AlgomaU leaders and policy experts. • Established an accountability mechanism within the Policy Oce to ensure Decolonization and EDI are upheld throughout the policy lifecycle and to monitor and enforce EDI principles and processes within policy development. Although we still have a long way to reach our goals, we have made notable progress. This is evident because several of our recently drafted and reviewed policies now integrate Decolonization and EDI principles within their content. Over the next year, the Policy Oce looks forward to collaborating across the University to develop the policy framework, tools, resources and training to support sta and students in their policy journeys. Embedding EDI as a foundational pillar in our policy framework is not just an option; it’s a necessity. Doing so will create an inclusive and equitable environment where all community members feel valued and empowered. This commitment will enhance our organizational culture and position AlgomaU as a leader in establishing inclusive and equitable policies. Creating an inclusive campus is foundational at AlgomaU. This allows everyone to experience dignity, equality, and respect and be free from discrimination, harassment, and bullying (Ontario Human Rights Code), fullling AlgomaU’s duty to provide a safe and welcoming space for all communities (Canadian Human Rights Act). Progress has been made on integrating EDI into AlgomaU policies and processes. The Oce of the Nyaagaaniid, through the Oce of Equity, Diversity and Inclusion Coordinator and the Decolonization Lead, the Registrar’s Oce, the Oce of the Secretariat, Policy and Risk, People and Culture and Information and Technology Services, and other oces for example are working closely on the launch of the Name Change Initiative: Creating Safe and Inclusive Procedures for Name Changes. Policies under development include: 20 21Strategic Direction 6: Inclusive Campus Climate and Communities of BelongingStrategic Direction 6: Inclusive Campus Climate and Communities of Belonging
Strategic Direction 6: Inclusive Campus Climate and Communities of BelongingAlgomaU will create an inclusive and equitable community where everyone feels a sense of belonging and is respected. equitable, and inclusive. Establish clear standards, processes, and expectations for sta and faculty with respect to EDI, Indigenization, and decolonization, and create safe and inclusive learning and working environments for all.Benchmark and monitor campus climates on an ongoing basis.Create experiences, environments, and dedicated resources that enable and support all community members’ belonging, inclusion, and full participation.Develop a strategy for gender-based and sexual violence prevention and response that prioritizes the safety of all community members and which ensures access to support for those impacted by violence.Develop an accessibility strategy as the University works towards full compliance with the Accessibility for Ontarians with Disabilities Act (AODA).Ensure the University has a clear and accessible human rights policy and reporting mechanisms, accompanied by culturally sensitive supports and services.Create an employment equity policy and an inclusive hiring strategy to support diverse faculty and sta recruitment, onboarding, promotion, and retention.Mandate ongoing EDI and employment equity training for all community members involved in recruitment, screening, and hiring processes and/or committees.Ensure that Indigenous and EDI Quality Assurance Standards are integrated into all job descriptions and performance evaluation mechanisms across the University.6.16.26.36.46.56.66.76.86.9Department(s) and/or TeamPolicy & Privacy, Decolonization Lead, People & Culture, IT, EDI OceProject: Policies & ProcessesDirection(s):6.1, 6.6, 6.7, 6.8, 6.9Status:OngoingEquity Diversity and Inclusion (EDI) is a core value of AlgomaU, and it is embedded in our policy and procedure development processes. We have a newly established Policy Oce, operating under the Oce of the Secretariat, responsible for leading the strategic design, implementation and management of a comprehensive and cohesive Policy Framework for the University. The success of this framework rests on several key pillars, with EDI being a foundational pillar to ensure that policies are written, implemented and reviewed with a focus on equity, inclusion and the participation of all equity-deserving groups. While our policy framework is still being developed, we recognize the critical importance of embedding EDI in policy development and implementation. To act on our commitment, we enacted the following interim strategies: • In our interim Policy on the Establishment of Policies and Procedures, we have documented our commitment to EDI as a critical pillar of our policy framework. • Made resources available to policy owners and content contributors to guide them in drafting. These resources ensure our policies are inclusive and unbiased, promote equal access to opportunities and resources, and reflect diverse perspectives and experiences. • Instituted a peer-review process with all AlgomaU policies reviewed from a Decolonized and EDI lens by trained AlgomaU leaders and policy experts. • Established an accountability mechanism within the Policy Oce to ensure Decolonization and EDI are upheld throughout the policy lifecycle and to monitor and enforce EDI principles and processes within policy development. Although we still have a long way to reach our goals, we have made notable progress. This is evident because several of our recently drafted and reviewed policies now integrate Decolonization and EDI principles within their content. Over the next year, the Policy Oce looks forward to collaborating across the University to develop the policy framework, tools, resources and training to support sta and students in their policy journeys. Embedding EDI as a foundational pillar in our policy framework is not just an option; it’s a necessity. Doing so will create an inclusive and equitable environment where all community members feel valued and empowered. This commitment will enhance our organizational culture and position AlgomaU as a leader in establishing inclusive and equitable policies. Creating an inclusive campus is foundational at AlgomaU. This allows everyone to experience dignity, equality, and respect and be free from discrimination, harassment, and bullying (Ontario Human Rights Code), fullling AlgomaU’s duty to provide a safe and welcoming space for all communities (Canadian Human Rights Act). Progress has been made on integrating EDI into AlgomaU policies and processes. The Oce of the Nyaagaaniid, through the Oce of Equity, Diversity and Inclusion Coordinator and the Decolonization Lead, the Registrar’s Oce, the Oce of the Secretariat, Policy and Risk, People and Culture and Information and Technology Services, and other oces for example are working closely on the launch of the Name Change Initiative: Creating Safe and Inclusive Procedures for Name Changes. Policies under development include: 20 21Strategic Direction 6: Inclusive Campus Climate and Communities of BelongingStrategic Direction 6: Inclusive Campus Climate and Communities of Belonging
The Oce of People & Culture continues to build on best practices within the talent acquisition space by creating equitable hiring practices across the organization. To learn more about P&C’s impact on the AU community, please see this document for an in-depth review of the following: Department(s) and/or TeamPeople & CultureProject: People and Culture PracticesDirection(s):6.1, 6.3, 6.4, 6.5, 6.6, 6.7, 6.8, 6.9Status:OngoingDuring the 2023-2024 reporting period, the working groups held several EDI cultural, training/educational, and speaker series across all campuses, attended by the AlgomaU community and external community members. These groups continue to identify and prioritize the issues at the core of EDI education and awareness events, communications strategies, policy work, and community engagement. Embedded here is a summary of the main events. Department(s) and/or TeamEDI OceProject: EDI CommitteeDirection(s):6.3Status:Ongoing • Impact on Institutional Culture • Recruitment and Onboarding • Training and DevelopmentGender-Based and Sexual Violence Awareness Initiatives The attached document highlights some of the sexual and Gender-Based Violence Awareness initiatives undertaken during the reporting period.Department(s) and/or TeamStudent Success & WellbeingProject: Student Success & Wellbeing Support Direction(s):6.4Status:OngoingStrategic Direction 7: Community RelationshipsAlgomaU will work towards decolonizing the university and creating an inclusive and equitable environment in which its commitments to the Special Mission, Indigenization, and Decolonization are woven throughout the institution.Establish an Indigenous Advisory Council on each campus to ensure Indigenous communities are informing the University’s priorities, planning, and approaches to cross-cultural and Indigenous education.Work with Indigenous stakeholders and equity-deserving communities to develop a co-governance model to guide, support and enhance the University’s decolonization eorts.Leverage community and international partnerships to enrich the student experience.6.16.26.322 23Strategic Direction 6: Inclusive Campus Climate and Communities of BelongingStrategic Direction 7: Community Relationships
The Oce of People & Culture continues to build on best practices within the talent acquisition space by creating equitable hiring practices across the organization. To learn more about P&C’s impact on the AU community, please see this document for an in-depth review of the following: Department(s) and/or TeamPeople & CultureProject: People and Culture PracticesDirection(s):6.1, 6.3, 6.4, 6.5, 6.6, 6.7, 6.8, 6.9Status:OngoingDuring the 2023-2024 reporting period, the working groups held several EDI cultural, training/educational, and speaker series across all campuses, attended by the AlgomaU community and external community members. These groups continue to identify and prioritize the issues at the core of EDI education and awareness events, communications strategies, policy work, and community engagement. Embedded here is a summary of the main events. Department(s) and/or TeamEDI OceProject: EDI CommitteeDirection(s):6.3Status:Ongoing • Impact on Institutional Culture • Recruitment and Onboarding • Training and DevelopmentGender-Based and Sexual Violence Awareness Initiatives The attached document highlights some of the sexual and Gender-Based Violence Awareness initiatives undertaken during the reporting period.Department(s) and/or TeamStudent Success & WellbeingProject: Student Success & Wellbeing Support Direction(s):6.4Status:OngoingStrategic Direction 7: Community RelationshipsAlgomaU will work towards decolonizing the university and creating an inclusive and equitable environment in which its commitments to the Special Mission, Indigenization, and Decolonization are woven throughout the institution.Establish an Indigenous Advisory Council on each campus to ensure Indigenous communities are informing the University’s priorities, planning, and approaches to cross-cultural and Indigenous education.Work with Indigenous stakeholders and equity-deserving communities to develop a co-governance model to guide, support and enhance the University’s decolonization eorts.Leverage community and international partnerships to enrich the student experience.6.16.26.322 23Strategic Direction 6: Inclusive Campus Climate and Communities of BelongingStrategic Direction 7: Community Relationships
The Department of External Relations and Community Engagement actively supported various events and initiatives across AlgomaU’s three campus communities to further awareness of our commitment to equity, diversity and inclusion, our legislated special mission, and cross-cultural learning while enriching the student experience. Select examples are embedded in this document.Department(s) and/or TeamExternal Relations and Community EngagementProject: Leverage external relations and community engagement to enrich the student experience.Direction(s):7.3Status:OngoingDepartment(s) and/or TeamInternational AairsProject: Enrich student experience through community and international partnerships.Direction(s):7.3Status:OngoingThe International Aairs team is working on improvements to strengthen a focus on equity, diversity, and inclusion in its pre-departure training for students who participate in international learning experiences. The team is also deliberately engaging in professional development related to reconciliation, and in June 2024, attended the Universities’ Canada National Building Reconciliation Forum at Laurentian University. Please see the following summary document to learn more about international partnerships and aairs during the 2023-2024 school year.Enriching student experience through community and international partnerships remains a priority at AlgomaU. This provides information on how the International Aairs Department integrated EDI into their work, impacting the experience of many of our students during the 2023-2024 reporting period.CONCLUSIONFostering an equitable and inclusive campus environment requires sustained commitment and active participation from everyone. We invite you to join us in this important endeavour, embracing the challenges and opportunities ahead. We acknowledge all the leaders who have contributed to this report and their ongoing contributions to equity, diversity, and inclusion at Algoma University.JANE OMOLLO M.E.d., MPAEquity, Diversity and Inclusion EDI ManagerPAIGE GRANT OCT, M.A.Equity, Diversity and Inclusion EDI Coordinatior “ “While we have made some strides, we recognize that our journey towards true equity and inclusion is ongoing. This year, the EDI Office invites faculty, staff, and administration to commit to creating departmental action plans to align with the university’s EDI multi-year strategy. These plans will reflect our shared goals of addressing systemic inequities and fostering a culture of respect and belonging for all. Together, we will continue to work towards a university culture and environment where everyone feels a sense of belonging and has the opportunity to thrive.- Jane Omollo24 25Strategic Direction 7: Community Relationships
The Department of External Relations and Community Engagement actively supported various events and initiatives across AlgomaU’s three campus communities to further awareness of our commitment to equity, diversity and inclusion, our legislated special mission, and cross-cultural learning while enriching the student experience. Select examples are embedded in this document.Department(s) and/or TeamExternal Relations and Community EngagementProject: Leverage external relations and community engagement to enrich the student experience.Direction(s):7.3Status:OngoingDepartment(s) and/or TeamInternational AairsProject: Enrich student experience through community and international partnerships.Direction(s):7.3Status:OngoingThe International Aairs team is working on improvements to strengthen a focus on equity, diversity, and inclusion in its pre-departure training for students who participate in international learning experiences. The team is also deliberately engaging in professional development related to reconciliation, and in June 2024, attended the Universities’ Canada National Building Reconciliation Forum at Laurentian University. Please see the following summary document to learn more about international partnerships and aairs during the 2023-2024 school year.Enriching student experience through community and international partnerships remains a priority at AlgomaU. This provides information on how the International Aairs Department integrated EDI into their work, impacting the experience of many of our students during the 2023-2024 reporting period.CONCLUSIONFostering an equitable and inclusive campus environment requires sustained commitment and active participation from everyone. We invite you to join us in this important endeavour, embracing the challenges and opportunities ahead. We acknowledge all the leaders who have contributed to this report and their ongoing contributions to equity, diversity, and inclusion at Algoma University.JANE OMOLLO M.E.d., MPAEquity, Diversity and Inclusion EDI ManagerPAIGE GRANT OCT, M.A.Equity, Diversity and Inclusion EDI Coordinatior “ “While we have made some strides, we recognize that our journey towards true equity and inclusion is ongoing. This year, the EDI Office invites faculty, staff, and administration to commit to creating departmental action plans to align with the university’s EDI multi-year strategy. These plans will reflect our shared goals of addressing systemic inequities and fostering a culture of respect and belonging for all. Together, we will continue to work towards a university culture and environment where everyone feels a sense of belonging and has the opportunity to thrive.- Jane Omollo24 25Strategic Direction 7: Community Relationships
Equity Diversity& Inclusion2023 - 2024ANNUAL REPORTAlgoma UniversityBrampton | Sault Ste. Marie | Timminsalgomau.cainfo@algomau.ca1-888-Algoma-U