DRAFT COPY
Mandate and Strategic Alignment
The Inclusive Leadership Development Implementation Team is tasked with advancing the following strategic priorities in the 2019 – 2022 EDI Action Plan:
- To increase uptake of baseline EDI and inclusive leadership training among all managers and supervisors;
- To develop an online baseline EDI educational module and a program of stepped in-person training opportunities with associated resources;
- To enhance resources to support managers and supervisors to improve workplace accessibility and effectively discharge their duty to accommodate; and
- To integrate EDI in the assessment of leadership capabilities.
These strategic priorities fall under the following Objective 4: to enhance inclusive leadership capacity by establishing and delivering baseline EDI professional development requirements.
Responsibilities
The Team will:
- Develop a task list with timelines and assigned team members;
- Identify and review relevant resources and contextual information;
- Conduct environmental scan or comparative review of best practices as needed;
- Develop models of initiatives that could be enhanced or piloted if appropriate;
- Engage appropriate campus stakeholders for consultation; and
- Report activities and recommendations to the EDI Strategy Steering Committee.
Expandable List
Annually, community members will be invited to self-nominate by submitting a brief e-mail to the Associate Vice-President, Equity and Inclusion (AVPEI), indicating which Team(s) they are interested in and the contributions they believe they can or would like to make to the work.
The AVPEI will discuss nominees with Implementation Team Leads and determine to which Team(s) new members will be assigned for one or two-year terms depending on the availability and interest of individuals. Consideration will be given to establishing diverse Implementation Team membership.
There is no limit to the number of members on each Implementation Team.
The Team Lead(s) may determine that addition members are required to support the work, in which case they may initiative a call for expressions of interest. If endorsed by the membership, the Team Lead(s) may target their invitation if a particular set of experiences or expertise is required.
To ensure that historically and contemporarily underrepresented, under-utilized, and under-served groups are consulted, meaningfully engaged, and part of the decision-making through the implementation process, the Team will include among its membership the voices of and seek input from the following community groups:
- President’s Advisory Committee on Building an Inclusive Community
- Other
The Team lead(s) will:
- Obtain endorsement of the Terms of Reference from the Steering Committee;
- Establish the agendas for, convening, and facilitating meetings; and
- Submit a semi-annual brief of progress on tasks to the Steering Committee.
The Team will meet regularly on a schedule that is agreed by the membership.
Formal minutes are not required. A semi-annual brief on progress will be submitted.
A final report and any recommendations will be submitted to the Steering Committee upon completion of all tasked assigned for the 2019 – 2022 EDI Action Plan time horizon.
Co-Leads:
Melanie Garaffa, Associate Director, Talent, Equity and Development (Human Resource Services)
Jill Axisa, Director, Faculty Leadership and Development (Office of the Provost)
Partners:
MacPherson Institute (MI)
Equity and Inclusion Office (EIO)
Centre for Continuing Education (CCE)
Members:
May-Marie Duwai-Sowa, HRS, Employment Equity Specialist
Khadijeh Rakie, EIO, Manager, Inclusion and Anti-Racism Education
Kate Brown, Accessibility Program (EIO)
Anne Wong, Professor, and Associate Chair of Education/Director, FHS Academic Leadership Program
Sukh Obi, Associate Professor, PNB
Centre for Continuing Education?
McPherson?
Other?
To be determined (TBD)
| TASK | TIMELINE | MEMBERS ASSISGNED |
| Short-term | ||
| Medium-term | ||
| Long-term |