Diversity and inclusion
Introduction
Diversity is a fact. It’s naturally occurring. We’re all diverse within ourselves, with a unique mix of values, beliefs and talents, not to mention characteristics like gender, sexual orientation, culture, language, and more. Diversity also exists among people and within institutions, with their many ways of doing and of being.
Inclusion takes effort. It’s how we try to bring out the unique strengths of individuals, groups and institutions. Research shows that by adopting and integrating inclusive practices and policies, and by managing them well, institutions and the people within them thrive. They become more engaged, innovative and productive.
One of the key aims of the Human Rights Office is to help people develop the skills needed to integrate inclusive practices in everything they do.
Diversity and inclusion
Inclusive campus
What would an inclusive campus look like?
At its most fundamental level, an inclusive campus has three key elements:
- it is free of barriers, harassment and discrimination;
- it provides the opportunity for everyone to strive towards their full potential;
- it actively seeks out differing perspectives, experiences and knowledge and uses these unique qualities to create safe, innovative and vibrant environments.
Let us know what you are doing to help create an inclusive campus and we'll share your efforts and successes with the rest of campus!
Human Rights Office commitment
The Human Rights Office is committed to maintaining a learning and working environment that promotes the understanding of and respect for dignity of the person as part of a University community that is free from harassment and discrimination. The office is also committed to leveraging diversity by offering the education and tools needed to create a more vibrant, innovative and inclusive campus, one where both the people and the institution can thrive.
FAQ
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1. Is inclusion merely a concept or is it something concrete?
Although inclusion as a concept does exist, true inclusion only occurs when we take concrete action. While valuing diversity and inclusion is a necessary first step, merely thinking about it does not lead to inclusion. For example, when an educator chooses to use inclusive teaching methods, she creates a learning environment where all learners have a greater chance for success. When a manager offers specific rewards for a job well done that are tailored to the motivations of each individual employee, he increases the chances of further positive performance from employees because each employee feels valued for their particular strengths and, therefore, feels included as an important member of the team.
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2. Are there any laws or policies governing diversity and inclusion?
There are currently no laws or policies governing diversity and inclusion specifically. That said, diversity and inclusion are included in the concepts and legislation that govern accessibility, accommodation, human rights, anti-discrimination, anti-harassment, and equity, to name but a few. Therefore, all these laws and policies apply to and inform policies, practices and procedures for diversity and inclusion. To learn more, please see this list of applicable laws and policies.
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3. What are the benefits of diversity and inclusion?
Research has shown that many benefits arise when we learn how to manage diversity and inclusion effectively and incorporate them into our daily activities. Increased innovation, productivity and feelings of being valued and belonging are but a few of the long list of potential benefits. In fact, we now know that the costs of not incorporating diversity and inclusion are numerous, and that these costs are the opposites of the benefits listed, namely a reduction in innovation and productivity and increased feelings of being undervalued and disconnected.
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4. Is diversity and inclusion only for particular groups of people?
No. Diversity is everywhere and every single person is diverse. Therefore, diversity is for everyone. Inclusion is not about giving special treatment to a few people; it is about treating each and every single person as he or she needs to be treated. It is about striving to create conditions where each and every one of us feels comfortable being ourselves on campus, where we have the tools and environment needed to perform to our absolute best.
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5. I want to be more inclusive but I'm not sure where to start. What can I do?
Recognizing that you want to become more inclusive is the most important step to becoming more inclusive in your behaviour and attitude. We're here to help you; contact us and we can discuss your goals and how to work inclusive practices into your daily activities.
