Student Engagement (which includes Clubs and Leadership Development, Orientation Transition and Engagement and Mentorship and Peer Programs) had a meeting of all student and staff supervisors to officially adopt the best practices set out in the CACUSS monograph “Working Toward Inclusion: Equitable Practices for Hiring Student Staff and New Professionals”
The team continues to hire student staff through a collaborative process that breaks down barriers to student colleague positions with special attention to students who identify as Black, Indigenous and/or Person of Colour and created a centralized Student Colleague Onboarding Training Process for their 64 student colleagues.
Finally, they completed a comprehensive review of all student colleague salaries, job expectations and qualifications. This resulted in a $1 top-up from base for positions where identity was a qualification for the position ie. Graduate Student Assistant, Access and Inclusion Peer Programs Assistant and Mentor Navigators. This mirrors the top-up rubric that was created for Work Study roles across the Division and allows consideration of lived experience as a requirement for the role.
Looking ahead, providing opportunities and pathways for BIPOC students and is a key focus of the team’s 22-23 operational goals.