Timeline of Action

Immediate change and ongoing action

Early engagements with BIPOC staff, students and faculty uncovered immediate and swift steps towards ending racism in all areas at the University of Waterloo. Ongoing collaboration, conversation with, and leadership from BIPOC community members are driving additional actions, and long lasting and meaningful change.

As our work and engagement continues to evolve, many of the approaches reflected below are in progress, are being considered and are being validated through the efforts of the PART working groups. 

  1. 2020
    1. Jun
      1. June 15: Taskforce
        • Made a commitment to establish a taskforce that tackles systemic racism, anti-Black racism and anti-Indigenous racism on campus.
    2. Aug
      1. August 19: Executive Designate, Charmaine Dean
        • Appointed an executive designate, Charmaine Dean, to steward the ongoing process, the formation and the work of the President’s Anti-Racism Taskforce. Dr. Dean will ensure engagement, planning and action is representative of the diverse voices and lived experiences of Waterloo’s BIPOC communities.
      2. August 19: Pedagogy & Learning
        • Committed to creating a Black cultural centre on campus.
      3. August 19: Support Funnel for BIPOC High Secondary Students
        • Committed funds to explore a Transitional Year Program for BIPOC high school students.
        • Committed to establishing Black Studies and Indigenous Studies programs.
        • Committed to developing a non-credit anti-racism module and make it available to all students.
           
      4. August 19: Ethical conduct
        • Committed to directing students to the University’s policy on ethical behaviour and equity in the boilerplate of every syllabus. This will define acceptable behaviour and consequences if the policy is violated.
      5. August 19: Human resources and faculty
        • Committed to beginning a new system to diversify applicant pools for staff positions and to address barriers in the recruitment and hiring processes for members of BIPOC Communities.
      6. August 19: Black & Indigenous faculty
        • Committed to increasing Black and Indigenous faculty representation and dedicated funding for those positions.
      7. August 19: Faculty Development & Diversity
      8. August 26: Training for leaders
        • Provided initial training to university leadership on unconscious bias and systemic racism.
    3. Sep
      1. August to September: Community support and engagement
        • Held over 100 discussions with BIPOC faculty, students, staff, administrative leaders from Canada and representatives from campus associations about their lived experience and approaches towards campus equity.
        • Facilitated the formation of PART’s Community Collaborative, a forum of over 40 BIPOC volunteers brought together for broad consultation on the initiation and development of PART.
      2. September 29: Community Collaborative
        • Hosted the first official meeting of PART’s Community Collaborative.
    4. Oct
      1. October: Thematic areas for action on anti-racism:
        • Developed, sought widespread community feedback, and finalized six thematic areas that would structure the work of PART.
    5. Nov
      1. October to November: Key responsibilities:
        • In consultation with the Community Collaborative, developed key responsibilities of the PART working groups and implementation teams. 
      2. November: Working groups
        • Organized five working groups, with representation from students, staff, faculty and other administrators based on their areas of expertise, to generate recommendations for the university’s consideration in each thematic area. 
      3. November: Implementation teams
        • Established four teams to begin work immediately on campus in the areas of Campus Representation; BIPOC Related Programming; Race, Culture & Ethnicity Awareness; and Race-Based Data Strategies. 
    6. Dec
      1. December: Taskforce
        • Initiated working groups and implementation teams and the taskforce.
  2. 2021
    1. Jan
      1. Waterloo announces membership in the National Center for Faculty Development and Diversity

        Read the full announcement

Looking ahead/next steps

January:

  • Hold the first of monthly campus-wide events, to broaden discussion and education on anti-racism.

Ongoing:

  • Design institutional change through the continued guidance of our engaged BIPOC community members.

Last Updated: December 11, 2020