As one of the four change goals of the StEAR Framework, we’re working to expand the representational diversity of the student body, professoriate, staff complement, and senior leadership and enhance lifecycle experiences of historically, persistently or systemically marginalized (HPSM) groups through equitable and anti-racist recruitment, development, and retention policies and practice.
StEAR Framework and Roadmap for Change
The Strategic Equity and Anti-Racism (StEAR) Framework and Roadmap for Change guide UBC’s implementation of equity and anti-racism plans and recommendations.
3.1 Review and improve faculty and staff hiring processes to better integrate equity and anti-racism principles.
Item
Strategic action
A
Develop a compendium of job-related EDI competencies for hiring and performance assessments
B
Develop university-wide faculty hiring guidelines (including protocols for restricted hiring)
C
Develop university-wide staff hiring guidelines aligned with collective agreements
D
Develop a recruitment database of HPSM venues, discipline-specific societies/publications, associations
E
Develop guidelines for hiring graduate and undergraduate research assistants and post-doctoral fellows
F
Scale up Employment Equity Advisor Training Program for faculty and staff hiring
G
Develop a suite of best practice resources and infrastructure for hiring with accountability check
H
Include anti-racist competencies in selection and training of human rights advisors, resolution facilitators, investigators, and complaint adjudicators
I
Recruit and develop Human Rights Advisors with race-related discrimination experience
J
Recruit and develop Investigation Office Investigators with race-related discrimination experience
K
Review the Work Learn program to integrate EDI principals and goals