In the 2018-2023 Strategic Plan, Humber identified in Strategic Priority #7 a commitment to build a diverse and inclusive community of exceptional students, faculty and staff and to support a healthy and inclusive community which is reiterated under Strategic Pillar #3 (Healthy and Inclusive Community).
“Humber is committed to building and fostering an academic and teaching and learning environment that includes a diverse group of professors and instructors. Exposure to different knowledges, histories, lived experiences and cultural practices is critical to higher education. It is imperative that faculty and staff reflect the diverse lived experiences, demographics and populations of our learners and college community.”
-Gina Antonacci,
senior vice-president, academic
Humber is committed to building a diverse and inclusive community of exceptional students, faculty, and staff in all that we do across the institution.
We recognize that excellence in teaching, learning, and applied research is achieved when the diverse voices, knowledge, and lived experiences of our local, national, and global communities are included in Humber’s composition. To support Humber’s commitment to addressing equity, diversity and inclusion, we engaged in an inclusive hiring strategy to build a diverse faculty team committed to academic excellence.
With a focus on equity and diversity, the Faculty of Liberal Art & Sciences (FLAS) launched and has since completed a hiring initiative focused on increasing representation of Indigenous and Black full-time professors.
This inclusive hiring initiative aligns with Humber’s 2018-2023 Strategic Plan, Employment Equity program, work completed by the EDI Taskforce and with Humber’s Indigenous Education Plan. This hiring approach also meets the requirements of special programs under the Ontario Human Rights Code.
“Hiring Indigenous faculty members is another step to advancing the recognition and importance of braiding Indigenous ways of being, knowing and doing into the academic and teaching and learning experience. Ideally, the incoming Indigenous faculty members will foster innovation and collaboration through a student-focused approach while building mino nawendiwin (good relations) across the college”
-Jason Seright, dean, Indigenous Education and Engagement
“While we have made significant strides on strengthening our commitment to EDI, there is much more work to be done to ensure equality, inclusion and representation of all groups at Humber. We must work towards becoming an institution that intentionally provides representation, supports and resources for our Black and Indigenous campus community members and other deserving groups that are underrepresented at Humber.”
-Jason Hunter, vice-president students and institutional planning and acting vice-president, human resources and organization effectiveness
“The Faculty of Liberal Arts & Sciences helps students develop their global citizenship skills through a theoretical and applied education focused on building understanding of the self and the diverse communities in which we all live and work. Critical to the success of such an education is ensuring students have the opportunity to learn from faculty with a diverse range of identities, lived experiences, and knowledges..”
-John Stilla, dean, Faculty of Liberal Arts & Sciences
Ongoing Initiatives to Support Diversity and Inclusivity
Humber continues to take important steps toward creating an inclusive and diverse community. Below is a list of current and ongoing initiatives that support our commitment to addressing human rights, equity, diversity and inclusion.
The Centre for Human Rights, Equity and Inclusion (The Centre)
The Centre works collaboratively with Humber and the University of Guelph–Humber (UGH), collectively (the Humber community), and provides services that support faculty, staff, and students in order to foster increased sense of belonging and inclusion and to be in compliance with the Ontario Human Rights Code. We provide:
- Support and consultation to ensure Legislative compliance and are mandated to prevent and respond to all allegations of harassment and discrimination. We provide consultations, early interventions, mediation, workplace assessments and restoration, and investigations into concerns related to the Ontario Human Rights Code, Accessibility for Ontarians with Disabilities Act, the Occupational Health & Safety Act and our internal policies and procedures.
- Management of the Employment Equity Program at Humber and voluntarily compliance with the Employment Equity Act.
- Human rights, equity, diversity, and inclusion (EDI) education and training services to equip people with the necessary tools for skills, knowledge and attitudes through unlearning, learning, and knowledge exchange.
- Consultation on Institutional Initiatives to increase equitable practices and sense of belonging at the Humber community by focusing on addressing issues of discrimination, and all-encompassing issues at the intersections of multiple identities.
- Strategic communication and relationship building by working collaboratively with key consulted groups across the College including the EDI Taskforce, AODA Committee, Equity & Inclusion Committee, and affinity groups throughout Humber.
EDI Framework and Strategy
Employment Equity Report
The Centre for Human Rights, Equity & Inclusion invites all full-time and non-full-time employees to complete the Employment Equity Questionnaire annually.
Indigenous Education plan
Humber's 2021-2023 Indigenous Education Plan reiterates the college’s longstanding commitment to Indigenous learners, families, communities and organizations. The IEP also supports the principles outlined in CICan’s Indigenous Education Protocol, the Truth and Reconciliation Commission of Canada’s (TRC) Report and Calls to Action, and the Declaration on the Rights of Indigenous Peoples.
Equity, Diversity and Inclusion (EDI) Taskforce
In the 2018-2023 Strategic Plan, Humber identified as its Strategic Priority #7 to continue to build a diverse and inclusive community of exceptional students, faculty and staff. This priority is listed under Strategic Pillar #3 – Healthy and Inclusive Community. Members of the College and community make up the Equity, Diversity and Inclusion (EDI) Taskforce that works alongside the Centre for Human Rights, Equity & Inclusion.
Indigenous Education and Engagement Department
Indigenous Education & Engagement works in partnership with regional Indigenous communities to ensure Indigenous students are supported and connected to their learning environment- academically, culturally and socially. We assist Indigenous students in making the transition and adjustment to the challenges of college life while creating an awareness and appreciation of Indigenous culture and history in the greater campus community.
BlackNorth Initiative
Humber signed on to the BlackNorth Initiative CEO Pledge in July 2020. Through endorsing the BlackNorth Initiative, Humber commits to the removal of anti-Black systemic barriers negatively affecting the lives of Black Canadians.
Dimensions: Equity, Diversity and Inclusion Charter
Humber signed the Dimensions Charter in September 2019. Through endorsing the Dimensions Charter, Humber commits to adopting the principles throughout the College's policies, practices and culture to achieve greater equity, diversity and inclusion (EDI). This commitment reflects ongoing and productive engagement with the Humber community.
Employee Resource Groups
Employee Resource Groups (ERGs) are voluntary, employee-led groups that foster a diverse and inclusive workplace aligned with organizational mission, values, goals, business practices, and objectives. Humber launched the Black/Afrcian ERG in September 2020 and the LGBTQ+ ERG in November 2020.
The Equity and Inclusion Committee at Humber
The Equity and Inclusion Committee (EIC) promotes leadership, innovation, collaboration and information sharing on all matters relating to Equity, Diversity, Inclusion and the Employment Equity program within the college.
For more information, contact humanrights@humber.ca