MEANINGFUL CHANGE

UNIVERSITIES HAVE AN IMPORTANT ROLE to play in advancing equity, diversity and inclusion (EDI), and Memorial is committed to this role.

The university has been engaged with all campus communities in the process of ensuring that Memorial is a welcoming place for everyone – an accepting environment where individuals from equity deserving groups truly see themselves reflected in academic and research priorities, in the student community, at all levels of leadership and in planning processes and frameworks.

The position of vice-provost of equity, diversity and inclusion (EDI) was approved by Memorial’s Board of Regents. Memorial’s Employment Equity and Diversity Plan recommended the establishment of a senior role with responsibility for EDI, noting the gap in the university’s senior leadership. The inaugural vice-provost, EDI will build strong relationships with senior administrative, academic and student leaders, as well as with the broader university community, working collaboratively to advance institutional goals on equity, diversity, and inclusion. The search for the role of vice-provost, EDI is currently in progress.

As Memorial’s student population continues to evolve, the need to ensure diversity among faculty and staff has become urgent. A dedicated EDI leader will champion and foster change, as well as ensure the right support services are implemented to meet the diverse needs of Memorial’s student body.

With a variety of significant EDI initiatives underway nationally, provincially and at the institutional level in higher education, establishing a senior leadership role will help Memorial set the right conditions for the university to become a leader in EDI.

In 2020, Memorial officially signed on as a participant in the Dimensions federal pilot program, which will ensure that Memorial’s research is more inclusive. Launched by the federal government, Dimensions aims to address systemic barriers, particularly those experienced by members of underrepresented or disadvantaged groups, including, but not limited to, women, Indigenous Peoples, persons with disabilities, members of visible minority/racialized groups and members of LGBTQ2S+ communities.

Memorial has also developed a Canada Research Chairs Program EDI Action Plan to ensure the university addresses the program’s EDI requirements. The plan guides institutional efforts for sustaining the participation of and/or addressing under- representation of individuals (based on the institution’s equity gaps) from the four designated groups — women, Indigenous Peoples, persons with disabilities and visible minorities — among their chair allocations. Memorial developed its plan in collaboration with individuals from each of the four designated groups, chair-holders, faculty and administrators responsible for implementing the program.

In 2016, Memorial’s Employment Equity and Diversity Advisory Committee, was established as a subcommittee of Vice-Presidents’ Council to provide advice on matters relating to diversity, equity and inclusion in employment. The committee is tasked with recommending appropriate strategies and sharing best practices for removing employment barriers. This committee led the development of the university’s Employment Equity and Diversity plan which was approved by Vice-Presidents’ Council in November 2018.

Building upon the university’s commitment in this area, other units and groups across Memorial are also demonstrating their commitment to advancing EDI priorities at Memorial. The School of Graduate Studies, for example, has created its own diversity statement and has a committee on diversity and inclusion. The unit regularly offers a lunch and learn series on relevant topics and believes it has a special responsibility to lead and foster equity initiatives given the breadth of diversity in graduate programs and the importance of inclusion in scholarship. The School of Graduate Studies acknowledges the importance of diversity and inclusion in graduate education – that different backgrounds and views are critical to excellence in personal development, academic achievement, and societal change.

And in late 2020 Memorial’s Deans Council drafted a unanimously endorsed statement on EDI, which clearly links the work of equity, anti-racism, decolonization and Indigeneity to Memorial’s academic mission, and teaching, research and creative work.

The abovementioned initiatives are progress, but just the beginning. There is certainly more work to do at Memorial to remove barriers to equity, diversity and inclusion. The Memorial community is undoubtedly stronger, more vibrant, innovative and progressive because of the diversity of the people who choose to engage in teaching, learning and research activities.