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An Action Plan

Wilfrid Laurier University is a thriving academic community where equity, diversity, inclusion (EDI) and Indigeneity are part of our core values as a learning institution. We recognize that teaching and learning, and the creation and dissemination of new knowledge, must take place in an institution that recognizes the dignity and value of each and every one of its students, staff and faculty members.

We know that we must make a more concerted effort to realize our goals. In pursuit of these goals we have put an action plan in place for which we hold ourselves accountable. These actions are based on research and consultations recently undertaken within the Laurier community. We are indebted to the work of the authors of the 2019 Being Raced report, Paige Grant, Azka Choudhary, Joey Lee, Kate Harvey, Lauren Burrows, Laura Mae Lindo and Vanessa Oliver, and recognize the contributions of members of the EDI Community of Practice: Ciann Wilson, Eden Hennessey, Lauren Burrows and Humera Javed. Additional priorities have been developed from the Laurier Strategy (2019-2024) consultations and the Employee Engagement Survey (2019).

Two strategic plans are central to Laurier realizing its priorities. Laurier’s Indigenization strategic planning process is underway and the development of an institutional strategy for EDI will be launched in fall 2020. A collaborative approach that includes community consultation will be key in developing both plans.

The relationship between Equity, Diversity and Inclusion (EDI) and Indigeneity at Laurier is in the spirit of the Two Row Wampum. They walk side by side, down the same path, in pursuit of partnership and mutuality in pursuit of an inclusive, welcoming and just community.

Status of Action Plan for Equity, Diversity, Inclusion and Indigeneity

Initiative Accountability Lead(s) Timeline and Status
Institution-Wide and Administrative Initiatives

Developing an institutional strategy for EDI aligned with Laurier’s academic mission

  • Office of the Associate Vice-President, EDI supported by President’s Cabinet
  • Implementation: Fall 2020
  • Completion: Fall 2021
  • Status: progress / some delays

Developing an institutional strategy for Indigenization aligned with Laurier’s academic mission

  • Office of the Associate Vice President, Indigenous Initiatives supported by President’s Cabinet, and the Indigenous Education Council
  • Implementation: in progress
  • Completion: Spring 2021
  • Status: progress / some delays

Participating in the federal government’s Dimensions Pilot Program for EDI self-assessment

  • Office of the Associate Vice-President, EDI
  • Human Resources
  • Centre for Student Equity, Diversity and Inclusion (CSEDI)
  • Implementation: in progress
  • Completion: Spring 2022
  • Status: progress / some delays

Establishing a clear policy definition of racism and an accompanying reporting system of accountability.

  • Office of the Associate Vice-President, EDI
  • Dean of Students
  • Centre for Student Equity, Diversity and Inclusion (CSEDI)
  • Office of Dispute Resolution and Sexual Violence Support
  • Human Resources
  • Implementation: immeditately
  • Completion: Winter 2021
  • Status: progress / some delays

Undertaking a review of Special Constable Service with respect to the way the service interacts with Black, Indigenous, and racialized members of the Laurier community and how reports of racism are responded to and addressed

  • Vice President, Finance & Administration
  • Implementation: immediately
  • Completion: Fall 2020
  • Status: on track

Reviewing Senior Administrator search procedures to further embed equity training and considerations, with the goal of increasing the diversity of university senior leadership

  • Office of the Associate Vice-President, EDI
  • Human Resources
  • Provost’s Office
  • Implementation: in progress
  • Completion: Fall 2020
  • Status: on track

Implementing a Board of Governors initiative to develop a pool of diverse potential external board members, with the goal of increasing the diversity of Board membership so that it better reflects Laurier’s community

  • University Secretariat
  • Governance Committee of the Board of Governors
  • Implementation: in progress
  • Completion: External pool developed 2020; Board renewal beginning 2021 Search: ongoing
  • Status: on track
Student Focussed Initiatives

Reassessing and relaunching student leadership training in core principles of EDI and reconciliation in an anti-racist and anti-colonial framework

  • Vice-President, Student Affairs
  • Centre for Student Equity Diversity & Inclusion (CSEDI)
  • Indigenous Initiatives
  • Implementation: ongoing
  • Completion: Fall 2021
  • Status: on track

Providing culturally competent counselling services and supports for students, including access to racialized and Indigenous counsellors trained in anti-racist and anti-oppression frameworks

  • Vice-President, Student Affairs
  • Deans of Students
  • Centre for Student Equity, Diversity and Inclusion (CSEDI)
  • Office of Indigenous Initiatives
  • Implementation: immediately
  • Completion: Fall 2020
  • Status: on track

Revising the existing non-academic student code of conduct to address racism directly

  • Deans of Students
  • Centre for Student Equity, Diversity and Inclusion (CSEDI)
  • Office of the Associate Vice President, EDI
  • Implementation: in progress
  • Completion: Fall 2021
  • Status: on track

Providing resource and support spaces for Black, racialized and Indigenous students

  • Deans of Students
  • Centre for Student Equity, Diversity and Inclusion (CSEDI)
  • Office of Indigenous Initiatives
  • Implementation: immediately
  • Completed and Ongoing
  • Status: on track
Faculty and Staff Focussed Initiatives

Including anti-racism training and training on Indigenous ways of knowing and doing in onboarding for all new faculty and staff; providing such training upon request to units and departments; and developing an EDI Certificate Program for staff

  • Office of the Associate Vice-President, EDI
  • Human Resources
  • Office of Indigenous Initiatives
  • Implementation: immediately
  • Completion: training to be developed and rolled out by Winter 2021
  • Status: progress / some delays

Implementing new equity procedures in the faculty hiring process, as per the WLUFA collective agreement, to support the hiring and retention of diverse faculty

  • Office of the Associate Vice-President, EDI
  • Human Resources
  • Faculty Relations
  • Implementation: in progress
  • Completion: Fall 2020
  • Status: on track

Implementing equity procedures in the staff and management hiring process to support the hiring and retention of diverse staff

  • Human Resources
  • Implementation: in progress
  • Completion: Winter 2021
  • Status: on track

Updating the Employee Success Factors to include a focus on competencies related to EDI

  • Human Resources
  • Implementation: in progress
  • Completion: Summer 2020
  • Status: on track

Implementing the Indigenous Recruitment and Retention Initiative through a joint working group with WLUFA, with funding for up to six Indigenous faculty hires

  • Provost & Vice-President, Academic
  • Deans of Faculties
  • Office of Indigenous Initiatives
  • Implementation: Fall 2020
  • Completion: June 30, 2023
  • Status: on track

The recognition of Indigenous knowledge and practice in research and teaching and in Tenure and Promotion Guidelines

  • Provost & Vice-President, Academic
  • Office of Indigenous Initiatives
  • Implementation: In progress
  • Completed: Summer 2021
  • Status: on track

"Curiosity driven teaching and research, academic freedom and inclusive excellence are the foundations of today’s multiversity."

Barrington Walker, PhD
Associate Vice President
Equity, Diversity and Inclusion
Professor of History

Contact Us:

Barrington Walker, Associate Vice-President, Equity, Diversity and Inclusion

E: avpedi@wlu.ca

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