“Excellence at Queen’s involves intellectual diversity of perspectives which, in turn, requires cultural diversity, socio-economic diversity, and racial diversity.” – Daniel Woolf
In April of 2017, the Principal’s Implementation Committee on Racism, Diversity, and Inclusion (PICRDI) published a report, identifying key priorities and suggesting measures that would ensure that lasting change could be effected at Queen’s regarding the issues of anti-racism, diversity and inclusion. This small group, established by Daniel Woolf, included representatives from the student body, staff, and faculty. It was tasked with reviewing past reports on these issues, and examining how and why implementation of their recommendations may have fallen short.
Principal Daniel Woolf said, “We must view this as a process which requires constant re-evaluation. Our ability to remain a top-tier university will depend on our ability to embrace change – not because we are under intense pressure and scrutiny, but because it is the right thing to do.”
The BISC, in turn, must also constantly re-evaluate its own policies and guidelines, to ensure that we live and work in a progressive campus community. To that end, the VP’s Advisory Committee on Equity, Inclusion and Diversity was established, to build upon the recommendations of the University (BISC) Inclusion Committee Report issued in August of 2017. The Committee is responsible for coordinating, reviewing and reporting on the progress of the promotion of access, equality, diversity and inclusion on the BISC campus.
The 2018 VP’s Advisory Committee on Equity, Inclusion and Diversity comprises:
- Roxy Denniston-Stewart (Chair) & Melissa Burke – Student Services
- Ben Martin & Diana Gilchrist – Faculty
- Caroline Harber & Jackie Argyrou – Staff
- Sara-Maya Kaba & Chloe Smith – Students
The committee, which will complete their work over a three year period, has been asked to submit an annual report by the beginning of May with recommendations on priorities, ways to promote the streaming of relevant policies, protocols and processes, identification of opportunities for collaboration, and ways to foster potential synergies, both internal and external to the university.
The purpose of this article is to make everyone in the Castle community aware that you may be approached by the committee members in the coming weeks as they compile their report, but the Castle Drum would also actively encourage readers to seek out your department’s representatives if you have any pertinent feedback on your experiences of these issues, or suggestions for further study.
Ben Martin told the Castle Drum, “The committee provides recommendations to SMT, which in turn will allow them to make informed decisions on issues of equity, inclusion and diversity. Equity is not a word commonly used in the UK however. Perhaps a better way to think of the committee’s focus, is that it is concerned with the concept of equality – ensuring equality of opportunity for all. A prime example would be making sure we are communicating our scholarship opportunities and financial support packages effectively and offering the BISC as an opportunity to all students, regardless of their socio-economic backgrounds.”
Diana Gilchrist added, “I’m pleased to be involved in the process for a second year. I’m confident the report will celebrate our successes, as well as provide the necessary recommendations to ensure that the BISC is inclusive and diverse as a community. On the back of our last report, we introduced a robust policy on issues of personal harassment. This time around, I think our next steps will be to establish our initial priorities, draw up policies to address them and then most importantly of all, communicate them properly to staff so that everyone understands exactly why they are in place.”
»A cymbal of equality since January 2017«