5.1
Commit to understanding the truth of the history and continual oppression of Indigenous peoples, which includes recognizing the role and responsibility of settlers, and take active steps to continue the process of reconciliation.
5.2
Provide staff support and space to review programs, services, resources, policies and practices to make changes that draws on anti-colonial and anti-oppressive frameworks in their design, delivery, and assessment, and informed by leadership from Indigenous and all equity-deserving communities, including but not limited to, Black, Asian, racialized, LGBTQ2S+, and people with disabilities.
5.3
Provide expertise, knowledge, resources, and leadership to the university community to advance institutional initiatives, priorities, policies, and practices.
5.4
Invest in staff professional development and well-being, with particular commitment to equity, diversity, inclusion and accessibility, and Indigenous partnerships, relationships, and knowledges.
5.5
Commit to and practice equitable and inclusive recruitment, hiring, onboarding, retention, and offboarding practices that look to increase the diversity among our staff complement at all levels, in particular, representation from Indigenous, Black, racialized communities, and people with disabilities.
5.6
Identify and implement process improvements that increase effectiveness, efficiency, and governance.
5.7
Advance sustainability initiatives that contribute to the betterment of our community(ies) locally and globally.
