
Equity, Diversity and Inclusion
Action Plan

Equity, Diversity and Inclusion
Action Plan
Background
Background
Spaces & Experiences (S&E) is a division charged with providing services, spaces and amenities to support the university community, and which further the academic mission of the institution. To do this work effectively, we must design and build services, spaces and work environments that are welcoming to everyone, and where everyone belongs. As a division of UofT, we must also work to align our Equity, Diversity and Inclusion (EDI) goals and objectives with those of our institution.

A set of focus areas has been developed through broad consultation with all S&E staff, which will guide the development of annual action plans, and will also ensure that these plans touch all aspects of our work.
The consultation process aimed to broadly engage employees across the division. A group of university employees from S&E and a representative of the Institutional Equity Office were assembled and tasked with designing and leading the consultation process. This group designed, launched and promoted a survey and coordinated the logistics of a survey completion prize draw and focus groups. An external consultant was retained to design and facilitate the focus groups to maintain employee confidentiality.

The S&E EDI Group will work to continually develop processes and mechanisms to engage our teams, and to create a sustainable method for identifying new priorities on a regular basis.
Priority Action Items
Priority Action Items
Designing inclusive services: Gathering feedback
- Host at least 2 consultation sessions to gather feedback about our services with diverse student and/or employee resource groups in collaboration with Student Life and Equity Offices.
- Include questions about inclusivity in periodic surveys to customers.
- Obtain and review data from institutional equity survey(s) with senior team.
Recruitment & Onboarding
- Require that hiring panel members complete the University’s unconscious bias training.
- Post jobs in locations to reach diverse audiences.
- Implement EDI training for new staff to set expectations when joining the team.
- Awareness of resources available for diverse staff.
- Consider the former model of S&E orientation.
Building Welcoming and Inclusive Work Environments
- Clarify and communicate EDI complaint resolution process for managers, including what can be expected as a complainant or respondent.
- Building on the success of the annual Pride celebration and using it as a model, develop two additional annual staff engagement events that celebrate diversity.
- Strengthen awareness of employee resource/social groups for our team members and encourage participation.
- Publish calendar of institutional events that celebrate diversity which our staff may wish to attend.
Space and Communication
- Require that hiring panel members complete the University’s unconscious bias training.
- Post jobs in locations to reach diverse audiences.
- Implement EDI training for new staff to set expectations when joining the team.
- Awareness of resources available for diverse staff.
- Consider the former model of S&E orientation.
Leadership
- Implement training for all directors and managers to ensure they are diversity champions.
- Develop leadership pathways for high performing individuals from equity deserving groups on our teams.
Alignment Up & Down
- Dedicate one quarterly management meeting each year to review institutional EDI. reports/initiatives and develop action plans for our division that are consistent with institutional objectives.
- Host an annual “showcase” of S&E departmental EDI initiatives where team leaders present their local plans and successes.
Due to copyright and the sensitive nature of the topic, some of these videos are only for internal administration and staff of S&E.
Lunar New Year Videos


Pride Month Videos
Black History Month Videos
