Objective 5: Integrate equitable, anti-racist and anti-oppressive practices in policies and procedures.

Launched in June 2021, this survey’s purpose was to gather comprehensive sociodemographic information from students and employees, with a clear mission: to identify and address gaps in programs, services, and policies on campus. The survey was developed collaboratively by the Office of Equity, Diversity, Inclusion & Anti-Racism, Institutional Analysis & Planning and the Equity Data Advisory Group.  

While data has been collected in the past, this survey represents a more comprehensive effort to gather this information. Participants were asked to voluntarily self-identify in various areas, including disability, Indigenous identity, racial identity, gender identity, sexual identity, religious or spiritual affiliation, family education background, and Canadian residency status. The survey's broader scope aims to create a more accurate and complete picture of the University’s community, helping to identify and address any areas where marginalized, excluded, or racialized groups may not be fully supported. 

This survey will be an ongoing initiative, with updates planned annually to ensure that the data remains current and reflective of the University’s evolving community. The University of Waterloo remains committed to using this data to drive positive change, addressing barriers to equity and ensuring that all students and employees can thrive.   

For example, this data is currently being analyzed, alongside other data sources, to identify gaps in representation, barriers to participation and differences in employment outcomes and experiences in the employee lifecycle (i.e., from recruitment to offboarding).   Initial findings will be used to dig deeper to determine the root causes of identified gaps, and to develop recommendations and action plans to address them.  

For more information, visit the equity strategy webpage or contact equitysurvey@uwaterloo.ca. 

The University remains deeply committed to fostering an equitable environment where every member of our community can learn, grow, and thrive. Central to this commitment is the President’s Anti-Racism Taskforce (PART), established in 2020 to address systemic racism across our campuses. PART has been instrumental in advancing our anti-racism mission, offering a comprehensive set of 88 recommendations focused on confronting racism in all its forms within the university.  A collective model was adopted to harness the effort of the entire university community, emphasizing that anti-racism is not the responsibility of a single leader or unit but a shared commitment across the institution. 

The Office of EDI-R plays a crucial role in this endeavor, project managing the 125 initiatives that stemmed from PART’s recommendations. The Office of EDI-R, in collaboration with the Office of Indigenous Relations and other key stakeholders, has been at the forefront of this work, driving forward the changes required to create a more inclusive and equitable campus. 

In 2023, the University made significant progress in implementing these recommendations. Of the 125 projects derived from PART’s recommendations, 32% were completed, marking a substantial advancement in our anti-racism efforts. Another 45% of these projects are currently in progress, demonstrating ongoing dedication to this cause. However, 23% of the projects have faced delays, primarily due to resource challenges, competing priorities, and the inherent complexities of implementing systemic change. These delays highlight the challenges of addressing deeply rooted issues, but they also underscore the university’s commitment to continually reassess and reallocate resources to ensure that these vital initiatives are successfully executed. 

Completed and ongoing PART initiatives include, but are not limited to: the provision of dedicated space for the Offices of EDI-R and Indigenous Relations; the increase in the number and value of scholarships and other funding opportunities for Black, Indigenous, and other racialized students; access to specialized counsellors for those that identify as Black and/or 2SLGBTQIA+.; revision of the University’s value statements to include language that speaks specifically to anti-racist and anti-oppression beliefs, values and principles; and the Anti-racism reads book club events

The University of Waterloo remains steadfast in its commitment to addressing anti-Black racism and fostering Black inclusion within its community. This dedication is reflected in our alignment with the Scarborough Charter on Anti-Black Racism and Black Inclusion, a pivotal framework that calls for tangible, lasting change in post-secondary institutions across Canada. The Charter, derived from the National Dialogue and Action for Inclusive Higher Education and Communities, outlines 47 calls to action that demand our collective attention and action. These initiatives are based around 4 key principles: Black Flourishing, Inclusive Excellence, Mutuality, and Accountability, all aimed at creating a more supportive and inclusive environment. 

However, the journey is not without its challenges. The Office of EDI-R acknowledges that 27.7% of the calls to action are currently at risk. These at-risk actions underscore the complexities of institutional change and highlight areas where additional focus and resources are necessary.   

The university is committed to addressing these challenges head-on, with plans to reassess and reallocate resources as needed to ensure that these critical actions are not left behind. The EDI-R Office will continue to provide ongoing support and guidance to ensure the successful implementation and advancement of these initiatives. 

In May 2024, the University of Waterloo and Wilfred Laurier University co-hosted the second Inter-Institutional Forum of the Scarborough National Charter on Anti-Black Racism and Black Inclusion in Canadian Higher Education.    

The forum aimed to bridge the gaps in both learning and action and to build better connections between the different stakeholders at higher education institutions - senior administration, faculty, staff, students, and neighbouring Black communities. 

The forum featured a keynote presentation given by Dr. Debra Thompson, seven thought-provoking and engaging sessions, and a community expo.  It was a success with over 300 participants from across the nation, including presidents, provosts, and EDI leaders from universities and colleges.