Since January 2021, MacEwan University’s Equity, Diversity and Inclusion (EDI) Accelerator Team has been actively working to shape actions that will create and sustain equitable and inclusive practices and policies.
“MacEwan is committed to serving our community, and to do so effectively, it is important for us to reflect the community we serve,” says Dr. Craig Monk, provost & vice-president, Academic, who is now the executive sponsor of the accelerator team. “We think of the EDI Accelerator Team as a living library, and we will continue to see how initiatives take root and thrive more readily through the sharing of its members’ expertise.”
While the accelerator team is not a decision-making group, its members – a knowledgeable group of experienced MacEwan faculty and staff – provide advice to the administrative and academic governance bodies of the university on a project-by-project basis. They have also played an essential role in developing the university’s EDI Action Plan, a guiding document that outlines five specific actions: collecting and analyzing data, creating safe spaces for open and ongoing dialogue and learning, supporting faculty and students, advancing change to recruitment and hiring practices, and accelerating progress.
There are several activities happening over the coming months tied to each of those actions, including efforts to harness the power of data by collecting standardized, accurate and meaningful demographic data that the university can use to inform its actions.
Making data-driven decisions
The EDI Accelerator Team has been working with the university’s human resources department to plan and implement the second iteration of its triennial EDI survey for employees that is open from October 26 to November 9, 2021.
The questions in the survey, drafted and reviewed by the accelerator team, cover seven dimensions: sex assigned at birth, gender identity, sexual orientation, Indigenous identity, visible minority identity, ethnic or cultural background, and disability – aspects of identity that are recognized as being impacted by bias and discrimination.
“Gathering data helps us understand the current state of diversity at MacEwan,” says Helen Ngan-Paré, associate vice-president, Human Resources. “Collecting this snapshot will help us use organizational data to uncover gaps and challenges when it comes to making sure the MacEwan workforce reflects the diversity of the MacEwan student community.”
The accelerator team has also helped shape a new job posting guide for the university to assist hiring committees to consider equity, diversity and inclusion throughout the recruitment and hiring process. Building on best practices, members of the team provided advice and strategies that would best fit MacEwan. “All of our ads for this upcoming hiring cycle reflect that vital input,” says Dr. Monk.
Facilitating open and ongoing dialogue
Creating space for open and ongoing dialogue is another key part of the EDI Action Plan, and over the past year there have been several events and initiatives designed to do just that: Black History Month, Sexual Violence Awareness Week, Pride Week, an online conversation between university president Dr. Annette Trimbee and Vinita Srivastava (host of The Conversation Canada's new podcast, Don't Call Me Resilient), For the Growth of the Game and the National Day for Truth and Reconciliation.
Another important conversation is happening on November 3 – the Office of Human Rights, Diversity and Equity’s annual Understanding Hate event, in partnership with the Canadian Race Relations Foundation.
“We know that creating an inclusive work and learning environment is a journey, and we appreciate the many contributions of the EDI Accelerator Team – and our entire community – in shaping a future for MacEwan that makes it possible for everyone at our institution to learn and grow."
The accelerator team invites MacEwan community members interested in asking questions and learning more about the EDI Accelerator Team to email humanrights@macewan.ca.