Diversity progress reports

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UBC Science has been developing tools to advance equity and diversity for over ten years, initially designing a system to track the representation of women in the faculty. The move helped spark important conversations across UBC Science. In 2018, another layer was added to the system, allowing us to track additional equity groups, including people of colour and LGBTQ+ faculty, through anonymous self-disclosure. The cultural shift in UBC Science have been exciting, but there is still a lot of work ahead. In the last hiring cycle, 38 per cent of Science's tenure stream recruits were female, a percentage much higher than between 2010 and 2017.

UBC Science produced its first working climate report for faculty in 2007--it pointed to ways in which UBC Science could foster excellence by providing a more supportive and equitable environment for all of our faculty members. In collaboration with units, the Dean's office acted on these recommendations—increasing our efforts to hire excellent women and men from different cultural and ethnic backgrounds, regardless of sexual orientation, gender identity, or disability status. UBC Science also established transparent guidelines and procedures to support equitable career progression.

The 2014 report on our second working climate study, and a 2017 update, indicate steady progress toward building a diverse faculty and an equitable working environment at UBC Science. The increased diversity in recruitment and the improved working climate reflect the collective commitment of faculty members, administrators and staff. We're particularly proud of the efforts our units have put into these initiatives, and especially commend the work of our physical science departments.

UBC Science Faculty Member Diversity: 2017 Progress Report

With 22% women faculty in the research stream in 2017, the Faculty of Science has seen a slow but steady increase in women’s representation in this stream since 2008. The representation of women among full professors across Science has stayed at around 18 percent in the past three years after a notable increase from 3 percent in 2000 and 8 percent in 2008. Close to half of the teaching-stream faculty were women. While the rate of women hired into the research stream was close to the available pool of women postdoctoral fellows (in North America) over the past eight years, the average hiring rate for visible/racialized minorities fell short of the respective pool.

Advancing UBC Science's Working Climate: 2014 Study Report and Action Plan

In 2012/2013, UBC Science and UBC Applied Science jointly conducted a working climate study for faculty members. The study followed UBC Science’s first working climate assessment, designed to determine the effectiveness of changes made and to recommend an action plan for the next five years.

Working Climate Study for UBC Science Faculty: 2012/2013

UBC Science and Applied Science conducted a joint working climate study for full-time faculty members in Science and Engineering departments. Faculty were invited to participate in an online survey and in focus groups to voice views on areas that need to be addressed in order to support a diverse faculty and to sustain a strong reputation for research and teaching. More than half of the faculty members in both units participated in the survey. The assessment also reviewed departmental guidelines and procedures for faculty and analyzed institutional data on demographics, recruiting, career progress, recognition and workload.

Equity and Working Climate Initiatives and Outcomes Pertaining to Tenure-track Faculty at UBC Science: 2011

The 2007 Working Climate Assessment called for the collection of data to measure the effects of proposed diversity policy initiatives targeted toward tenure-track faculty members in UBC Science. This report summarizes and highlights the findings of three years of data collection and analyses on recruitment and hiring, partner accommodation, promotion and tenure cases, leadership appointments, merit and retention cases, academic awards, and work-life balance. While the period studied is relatively brief and the data limited, it provides information beyond that presented in the 2007 report.

Up-Date: Towards a Diverse Faculty of Science at UBC: 2010

Dean Simon Peacock’s presentation to the NSERC Summit on Increasing Women’s Participation in Science and Engineering.

Towards a Diverse Faculty of Science at UBC Vancouver: 2009

Dean Simon Peacock and Anne Condon, Associate Dean (2007-2010), proposed steps that UBC Science can take to increase the diversity of its faculty, and to support both excellence at work and balance with other life choices. In 2008, faculty were invited to share their feedback on the draft proposal in order to shape these efforts.

External Review of the UBC Faculty of Science Plan to Support a Diverse Faculty: 2008

In March 2008, Professor Ana Mari Cauce, Executive Vice Provost, Academic Affairs and Planning, University of Washington, and Professor Angela Hildyard, Vice President, Human Resources and Equity, University of Toronto, assessed the proposed UBC Science plan to support a diverse faculty. The review team provided their report including advice to the Dean and faculty on the effectiveness of the plan and recommendations for potential alternative and additional strategies.

First Assessment of the Working Climate for UBC Science Faculty: 2007

In 2005, an advisory committee assessed the working climate for science faculty at UBC, focusing on concerns raised by women faculty. It was supported by the Faculty of Science, the Office of the Provost, and the Vice President for Research. In 2007, a UBC-wide task force completed their work of developing recommendations based on the study.

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