Priority 1: Inclusive Excellence
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Systems and structures that mobilize and sustain equity, diversity and inclusion
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Since the launch of the Equity Diversity and Inclusion (EDI) Strategy and companion EDI Action Plan in 2019, more than 60 per cent of the strategic priorities identified within the plan have been completed and another 20 per cent are in progress. Through the leadership of McMaster’s Equity and Inclusion Office (EIO), the university:
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A Mental Health and Well-Being Task Force was struck to identify the key mental health and well-being issues affecting faculty, staff and students at McMaster, exacerbated by the COVID-19 pandemic, and to recommend potential solutions and future directions. Following extensive consultation, the Task Force released their immediate and short-term recommendations as well as an updated Mental Health at McMaster resources section on the Okanagan website and a Compassionate Communications Toolkit to foster psychological health and safety.
There is a growing number of Faculty of Health Sciences (FHS) programs with facilitated admissions streams for under-represented and equity-deserving groups. This includes Black applicant facilitated admissions streams in the Michael G. DeGroote School of Medicine, the School of Rehabilitation Science, as well as the Bachelor of Health Sciences and midwifery programs.
The inaugural Faculty Diversity and Climate Survey was launched in November 2021, aimed at better understanding the experiences of inclusion and exclusion of all faculty and staff across FHS.
The Faculty of Engineering is working towards the Engineers Canada 30×30 mandate. The mandate is working to increase the representation of women in engineering by aiming to increase the number of newly licensed female engineers to 30 per cent by 2030.
Demands for Student Accessibility Services (SAS) continue to increase each year. In 2021–2022, the number of students registered for SAS increased by 40 per cent. Services provided through SAS include academic accommodations for students as well as testing accommodations through the SAS Testing Centre.
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Enhance and innovate research, academic programs and teaching and learning practices in a manner that exemplifies inclusive excellence and interdisciplinary approaches with an impact in diverse communities
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As part of its commitment to equity, diversity and inclusion, The Faculty of Health Sciences (FHS) undertook several initiatives in 2021/2022 including:
- The Indigenous Health Learning Lodge in the Michael G. DeGroote Centre for Learning celebrated its grand opening in January 2022. This hub for training and curriculum development will provide a safe space with access to Traditional Knowledge Helpers and a student lounge. It will also be an inclusive place for non-Indigenous students to learn more about colonization and reconciliation.
- The EDI and Indigenous Health Equity Speaker Series launched in the fall of 2021 with a series of five sessions focused on 2SLGBTQIA+ positive spaces and care. The series, featuring a number of McMaster and FHS experts, was highly attended with very positive feedback. The spring 2022 series took place from April – June 2022 with five sessions focused on accessibility in healthcare.
- The Faculty’s Equity Advocacy and Allyship Program, launched in fall 2021, is currently in its second offering. This program is focused on building a culture of critical reflection and allyship and creating leaders who can proactively support and advocate for equity, inclusivity, and reconciliation.
In a unique summer work experience, twelve undergraduate students were hired to assist in operationalizing the Faculty of Science 2020-2025 Strategic Plan. Students created a series of projects with a special emphasis on equity, diversity, anti-racism, and inclusion initiatives.
McMaster Continuing Education’s Intercultural Competency program focuses on the need to develop intercultural awareness, knowledge, skills and attitudes in diverse settings and organizations.
McMaster’s Faculty of Engineering is continuing its focus on equity, diversity, and inclusion by providing programming and scholarships for equity deserving groups through initiatives like the Indigenous and Black Engineering/Technology (IBET) fellowships program and the National Society of Black Engineers (NSBE) scholarships.
Community building to develop attitudes, knowledge and skills to foster positive interpersonal and intergroup relations
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McMaster’s inaugural Day of Giving raised more than $2.8 million and engaged 1,220 members of the university and alumni community. This one-day, university-wide fundraising campaign focused on supporting Black student excellence, Indigenous priorities and equity-deserving communities at McMaster.
Since 2018, the McMaster Museum of Art has undertaken an internal decolonial, de-centering anti-racist strategy. On a regular basis, staff meet to review literature and video content, and/or participate in facilitated cross-cultural/cultural sensitivity training sessions.
As part of continuing efforts to monitor progress toward inclusive excellence, McMaster conducted an Employment Equity Census, which provides a snapshot of the composition of McMaster’s workforce to enable the planning and implementation of evidence-based employment equity strategies. Approximately 250 Employment Equity Facilitators have completed training and are serving or consulting on various search committees as process consultants.
Learning in Colour, developed by two McMaster School of Social Work PhD students, launched as a digital learning platform dedicated to creating safe and inclusive learning spaces informed by the perspectives and experiences of Black, Indigenous, and racialized students. The focus of Learning in Colour is to help support and empower students of colour with tools to work through and navigate racial trauma, and consolidate information, recommendations, and resources for all community members.
The Black Student Success Centre launched virtually in September 2021. After completing renovations in the Peter George Centre for Living and Learning (PGCLL), the centre physically opened its doors to students and community members in February 2022.
Promote diversity by engaging a campus community that reflects local and national demographic diversity
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McMaster’s Access Strategy provides academically qualified students from equity-deserving communities in Hamilton and the surrounding area access to university education at the undergraduate level.
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McMaster undertook the Black Excellence Faculty Cohort Hiring Initiative over the last year, which saw 12 exceptional Black scholars hired across all six Faculties.
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In recognition of McMaster’s work and focus on employment equity, the university was named one of Canada’s Best Diversity Employers in 2022. For the seventh year in a row, McMaster was also named one of Hamilton-Niagara’s top employers.
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McMaster revised its faculty hiring policy, procedures, and companion handbook to support Faculties in attracting the most diverse talent pool and achieving the most equitable, inclusive and meritocratic faculty hiring practices and decisions.
Two departments within the Faculty of Humanities are now offering bursaries for incoming and current Black undergraduate students. The two bursaries in the departments of History and Communication Studies & Multimedia aim to support improving the experience of Black students.
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The Faculty of Social Sciences has established a general bursary for Black undergraduate students and has also named its inaugural professorship in equity, diversity, inclusion and transformation.
