Summary of progress on implementing recommendations

While each of the 14 student, staff and faculty recommendations published in the Climate Review is specific to a particular area or group, they are all interconnected and mutually reinforcing. Collectively, they create an environment where Black students, faculty and staff are prioritized and more likely to feel valued and respected and where they can thrive and feel a sense of belonging. These recommendations can be understood within three thematic action areas:

Recruiting, retaining and promoting Black students, faculty and staff campus-wide.
Promoting Black studies and scholarship through curriculum teaching and learning, scholarly research, creative activity and graduate studies.
Cultivating an environment that creates and sustains an equitable and inclusive campus rooted in mutual respect and shared success, with a specific focus on dismantling anti-Black racism and promoting Black flourishing.

Table 1: Student recommendation implementation progress

Recommendation(s)	Institutional lead	Implementation stage (July 2023)
Recommendation(s)	Institutional lead	Not yet initiated	Stage 1: Planning phase	Stage 2: In progress	Stage 3: Fully implemented
Student recommendation #1: A concerted and deliberate effort to diversify disciplines and programs should be undertaken. This would include curriculum, internships, placements and other program practices that impact student success.	Institutional lead: Office of the Vice-Provost, Academic and Office of the Provost and Vice-President, Academic Collaborator: Office of the Vice-President, Equity and Community Inclusion and Special Advisor to the President, Equity, Diversity, Inclusion and Decolonization (EDID) Curriculum Transformation	Current stage
Student recommendation #2: Campus-wide training in EDI across all disciplines and programs that is sustained and reinforced by leadership.	Institutional lead: Office of the Vice-President, Equity and Community Inclusion Co-Lead: Human Resources, Office of the Vice-Provost, Students, Office of the Vice-Provost, Faculty Affairs and Office of the Vice-Provost, Academic	⮕	⮕	Current stage
Student recommendation #3: Black faculty representation needs to be addressed in programs, departments, schools and faculties.	Student recommendation #3 has been transferred to the faculty recommendations section.	N/A
Student recommendation #4: Campus safety and security need to be prioritized to positively impact Black student belonging, with security to be trained in EDI.	Institutional lead: Office of the Executive Director, Community Safety and Security Collaborator: Office of the Vice-President, Equity and Community Inclusion	⮕	⮕	Current stage
Student recommendation #5: Funding of events, meetings and information sessions that specifically support and centre Black students should be created and/or enhanced.	Institutional lead: Office of the Vice-Provost, Students Collaborator: Office of the Vice-President, Equity and Community Inclusion	⮕	⮕	Current stage
Student recommendation #6: A dedicated Black student space on campus with the necessary resources allocated to it for Black students to feel safe and a sense of belonging is needed.	Institutional lead: Office of the Vice-Provost, Students Collaborator: Office of the Vice-President, Equity and Community Inclusion, University Planning Office and Office of the Vice-President, Administration and Operations	⮕	⮕	Current stage

Table 2: Staff recommendation implementation progress

Recommendation(s)	Institutional lead	Implementation stage (July 2023)
Recommendation(s)	Institutional lead	Not yet initiated	Stage 1: Planning phase	Stage 2: In progress	Stage 3: Fully implemented
Staff recommendation #1: A comprehensive review of Black staff compensation, grade, rank, and the ways in which Black staff files are handled.	Institutional lead: Human Resources Collaborator: Office of the Vice-President, Equity and Community Inclusion	⮕	⮕	Current stage
Staff recommendation #2: A process of building trust among Black staff that involves both unions and senior management at the university.	Institutional lead: Human Resources Collaborator: Office of the Vice-President, Equity and Community Inclusion, Office of the Vice-Provost, Students, Office of the Provost and Vice-President, Academic and Office of the Vice-Provost, Faculty Affairs	⮕	⮕	Current stage
Staff recommendation #3: The establishment of programs designed for staff advancement that specifically target Black staff.	Institutional lead: Human Resources Collaborator: Office of the Vice-President, Equity and Community Inclusion	⮕	⮕	Current stage

Table 3: Faculty recommendation implementation progress

Recommendation(s)	Institutional lead	Implementation stage (July 2023)
Recommendation(s)	Institutional lead	Not yet initiated	Stage 1: Planning phase	Stage 2: In progress	Stage 3: Fully implemented
Faculty recommendation #1: The university should design and/or enhance programs for recruiting Black faculty members across all its programs. Cluster hires and other group-based recruitment methods should be experimented with so that new Black faculty entering the university have a community that can be clearly identified.	Institutional lead: Office of the Vice-Provost, Faculty Affairs Co-lead: Office of the Provost and Vice-President, Academic Collaborator: Office of the Vice-President, Equity and Community Inclusion	⮕	⮕	Current stage
Faculty recommendation #2: Black faculty currently at the university should be given support and resources to deepen, expand and experiment with new and innovative curriculum in Black studies in their departments, programs, and fields.	Institutional lead: Office of the Vice-Provost, Faculty Affairs Co-lead: Office of the Provost and Vice-President, Academic and Office of the Vice-Provost, Academic Collaborator: Office of the Vice-President, Equity and Community Inclusion	⮕	⮕	Current stage
Faculty recommendation #3: The university should work with contract academic staff to provide them with the tools and resources to apply for tenure track positions. This program should have clear and transparent guidelines for application. Contract lecturers, especially long-term lecturers, should be aware of the differences between CUPE and the TFA.	Institutional lead: Office of the Vice-Provost, Faculty Affairs Co-lead: Office of the Provost and Vice-President, Academic Collaborator: Office of the Vice-President, Equity and Community Inclusion	⮕	⮕	Current stage
Faculty recommendation #4: Contract faculty should be given a clear sense of how and why their contracts are not renewed.	This recommendation falls outside the purview of the Presidential Implementation Committee to Confront Anti-Black Racism.	N/A

Table 4: OVPECI recommendation implementation progress

Recommendation(s)	Institutional lead	Implementation stage (July 2023)
Not yet initiated	Stage 1: Planning phase	Stage 2: In progress	Stage 3: Fully implemented
OVPECI recommendation #1: The university should engage in a campaign that clarifies the mandate of OVPECI and the work it is intended to do on campus, distinguishing it from other units, specifically the Human Resources unit.	Institutional lead: Office of the Vice-President, Equity and Community Inclusion	⮕	Current stage

Recommendation(s)

Institutional lead

Implementation stage (July 2023)

Not yet initiated

Stage 1:

Planning phase

Stage 2:

In progress

Stage 3:

Fully implemented

OVPECI recommendation #1: The university should engage in a campaign that clarifies the mandate of OVPECI and the work it is intended to do on campus, distinguishing it from other units, specifically the Human Resources unit.

Institutional lead: Office of the Vice-President, Equity and Community Inclusion

⮕

Current stage

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Introduction

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Student recommendations