Sept. 22, 2021 The Division of Human Resources & Equity is now called the Division of People Strategy, Equity & Culture.

Institutional Equity Office

It always seems impossible until it's done.

NELSON MANDELA

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About the IEO

Equity, Diversity, and Inclusion work at U of T has evolved over many years with key champions — students , staff, faculty, and librarians — engaging and advocating for equitable and inclusive spaces at the University. These efforts with institutional supports and leadership have culminated in the establishment of the University’s Institutional Equity Office (IEO) within the Division of People Strategy, Equity & Culture.

The IEO is led by the Executive Director, Equity, Diversity and Inclusion, and consists of the Directors from the Office of Indigenous Initiatives, Anti-Racism and Cultural Diversity Office, Sexual & Gender Diversity Office, the Accessibility for Ontarians with Disabilities Act (AODA) Officer, and additional staff members.

Mandate of the IEO

The IEO will work collaboratively across the University of Toronto’s three campuses to build capacity, support communities, and provide leadership in support of Indigenous Initiatives, equity, diversity, inclusion, and anti-racism efforts that lead to a greater sense of belonging for all community members.

We will work to advance the University’s commitment to build communities in which human rights are respected and the principles of equity, diversity, and inclusion are integrated into all areas of academic, work, and campus life.

We approach this work with care and compassion, and apply an intersectional lens to our programs and services. Our work spans a broad range of activities and initiatives that engage race and ethnicity, Indigeneity and reconciliation, sexual and gender identities, disability and universal design, religion (including antisemitism and islamophobia), and intersecting identities.

Pillars of the IEO

The initiatives of the IEO are based on the following seven pillars:

  1. Strategy Development

    Provide collaborative and community-based leadership on the development of anti-racism and EDI strategies and action plans; provide guidance on and establish alignment with central and divisional equity offices on EDI planning and implementation within divisions and across our three campuses.

  2. Indigenous Initiatives

    Support and guide the U of T community as it continues to work towards reconciliation. Efforts are directed towards listening, coordinating, advising, and collaborating with academic and non-academic communities in addressing the University’s 34 Calls to Action.

  3. Communication and Accountability

    Facilitate transparency and raise awareness of anti-racism- and EDI-related information and programming; establish accountability and feedback mechanisms for anti-racism and EDI commitments and change work with the University community.

  4. Education and Communication Engagement

    Provide opportunities for learning and capacity-building on anti-racism and EDI principles, tools, and strategies to advance and strengthen the efforts for institutional change.

  5. Complaints Resolution Supports

    Enable and support the right of every member of the University community to live, learn, and work free of discrimination and harassment.

  6. Institutional Initiatives and Systems Navigation

    To coordinate, lead, and implement collaborative EDI-related projects in partnership with key stakeholders that lead to culture shifts, systems change, and sustainable EDI-related initiatives and programs across the University.

  7. AODA and Universal Design

    Work collaboratively with partners across the University to develop processes and programs to increase accessibility and to deepen the integration of universal design principles into all University activities.