Equity, Diversity, and Inclusion
The Office of the Provost works closely with the Deans, Human Resources, senior leadership, faculty, staff, and students on a range of equity, diversity, and inclusion (EDI) initiatives. To learn more about UWinnipeg’s EDI initiatives and reporting on progress, please see information below and visit the EDI Hub.
Academic Programming and EDI
In June 2024, the Office of the Provost and Vice-President, Academic, created two new roles: Director of Academic Programming and EDI and Coordinator of Academic Programming and EDI. These direct reports to the PVPA work on several initiatives, including quality assurance for academic programming and Strategic Enrolment Management, as well as strengthening EDI strategies and supports at an institutional level.
EDI Framework
In 2019, UWinnipeg endorsed the Tri-Agency Dimensions Charter and received Stage 1 recognition in 2023. The University is in the early stages of strategically addressing EDI in a coordinated way and have established a strategy for collecting representational data.
To continue guiding our strategic planning, the following UWinnipeg EDI Framework was developed using the eight principles of the Dimensions Charter. This framework was presented for information to Senate in September 2023.
Text description of EDI Framework graphic
- What are the main barriers (physical, attitudinal, organizational, communication, technological, etc.) within our context?
- Which groups are affected?
- Have we identified all the respective equity-deserving groups on campus?
- Who is not here or highly underrepresented?
- Imbuing EDI throughout:
- Hiring and retention processes
- Training
- Teaching and curricula
- Research design and practices
- Identifying missing data
- Data security and governance
- Interpreting data through intersectional, decolonizing, and anti-racist lens
- Communications plan
- Interdisciplinarity welcomes diverse ways of knowing and innovative problem solving and questions the conditions and consequences of knowledge production and troubles epistemological boundaries, assumptions, and hierarchies
- Development of a Reconciliation Action Plan that considers our commitments to the Truth and Reconciliation Commission’s Calls to Action, Winnipeg’s Indigenous Accord, and the Manitoba Collaborative Indigenous Education Blueprint
- Development of an Anti-Racism Action Plan that considers our commitments to the Scarborough Charter and the Dimensions Charter
- Coordination of EDI strategies, activities, and programming
- Establishment of Affinity Groups (2SLGBTQ+, Indigenous Peoples, racialized people, religious/ethnic minorities, people with disabilities, women, and more if necessary)
- Community and institutional engagement
- Physical: Welcoming, inclusive spaces (physical and virtual); Security Services balancing protection and belonging
- Intellectual: Recognition and promotion of different ways of knowing and being
- Emotional: Mental health and wellbeing supports for faculty, staff, and students; safer complaint processes
- Spiritual: Meaningful inclusion of ceremony and significant cultural practices
- Transparency for accountability and positive change
- Dedicated resources to support EDI in an ongoing manner
- Networking and sharing promising practices across institutions regionally and nationally
EDI Guidance and Resources for Department Personnel Committees
Coming soon.