Institutional Equity Commitments

Follow U of T’s progress in addressing recommendations from our equity, diversity, and inclusion working groups.

The President, Vice-President and Provost, and Vice-President, People Strategy, Equity & Culture present this resource to outline institutional commitments related to equity, diversity, and inclusion (EDI) and track progress in addressing them.

The University of Toronto draws on the knowledge of our tri-campus EDI working groups and task forces to better understand and respond to the needs of campus communities experiencing racism and/or discrimination. Made up of faculty, librarians, staff, and students, these groups review University processes and practices and provide actionable recommendations that help inform our institutional commitments.

Read on to learn how our community is addressing recommendations from the Anti-Black Racism Task Force Report, Antisemitism Working Group Report, and Anti-Asian Racism Working Group Report. The University meets its commitment to the principles of the Scarborough Charter through its work to address the recommendations in the Anti-Black Racism Task Force Report.

Learn more about the University’s Muslim, Arab, and Palestinian Discrimination Working Group on the People Strategy, Equity & Culture website.

View a specific report

Delivered: Mar. 31, 2021

Filter by Anti-Black Racism Task Force recommendations Read the Anti-Black Racism Task Force Report (PDF)

Delivered: Dec. 8, 2021

Filter by Antisemitism Working Group recommendations Read the Antisemitism Working Group Report (PDF)

Delivered: May 29, 2023

Filter by Anti-Asian Racism Working Group recommendations Read the Anti-Asian Racism Working Group Report (PDF)

Answering the Call: Wecheehetowin

Our institutional efforts to respond to the 34 Calls to Action in Answering the Call: Wecheehetowin are highlighted in annual progress reports prepared by the Office of Indigenous Initiatives (OII).

Created in 2017, the OII is mandated to support and guide the U of T community’s work towards reconciliation.

Read the most recent OII report

Read Answering the Call: Wecheehetowin

Progress Snapshot

Implemented: sustained action in effect. | Underway: working to implement. | Accepted: committed to action.

Anti-Black Racism Task Force Report data visualization. Round paths signify status of Anti-Black Racism Task Force Report recommendations. Statistics read 58 accepted, 23 underway, 35 implemented.

Antisemitism Working Group Report data visualization. 8 recommendations. For detailed updates, please read the status description of each recommendation.

Anti-Asian Racism Working Group Report data visualization. Round paths signify status of Anti-Asian Racism Working Group recommendations. Statistics read 40 accepted, 16 underway, 14 implemented.

This site is updated regularly to reflect institutional progress on recommendations.

Accountability Highlights: Anti-Black Racism Task Force Report

Equity, diversity, and inclusion leads have been hired across the tri-campus and recruitment is ongoing in other areas. These roles will be supporting the implementation of recommendations across their respective Faculties where relevant (ABRTF Recommendation 2.1).

The Provost’s Office instructs Deans and Chief Librarians to include EDI progress and activities in their annual activity reports. This process has been in practice since 2020 and was formalized in 2022-23 (ABRTF Recommendation 2.2).

The Student Equity Census data was released in August 2024 and is available to the public via an online Tableau dashboard, with the option to filter by campus, by level of study (graduate or undergraduate), and by domestic or international student status. The response rate for the 2023-24 academic year was 99.5%. Employment Equity data is now featured in PSEC’s annual Equity, Diversity & Inclusion Report with a companion interactive data dashboard (ABRTF Recommendation 3.4; 3.1).

The University has created an updated Diversity Statement that appears on the U of T Careers site and in all job ads, as well as a Welcoming Statement. This messaging strongly encourages applications from Indigenous Peoples, Black and racialized persons, women, persons with disabilities, and people of diverse sexual and gender identities (ABRTF Recommendation B.6).

This site is updated regularly to reflect institutional progress on recommendations.

Accountability Highlights: Antisemitism Working Group Report

The Institutional Equity Office has hired an Assistant Director, Faith and Anti-Racism, who will provide guidance to the University community in addressing individual and systemic faith- and race-based discrimination (ASWG Recommendation 2).

The Institutional Equity Office (IEO) has clearly defined its mandate and scope to explicitly include antisemitism (ASWG Recommendation 1).

Clearer language on accommodations is now reflected in the Division of People Strategy, Equity & Culture’s Inclusive Employer Guides, which provide our community with information about observances (ASWG Recommendation 7).

The University administration frequently reiterates its commitment to academic freedom and inclusion, most recently in President Gertler’s message to the U of T community on October 18, 2023 (ASWG Recommendation 4).

Accountability Highlights: Anti-Asian Racism Working Group Report

In Fall 2023, the Division of People Strategy, Equity & Culture introduced updated organizational competencies. Beginning in the 2023-24 review cycle, a new EDI competency will be part of the Performance Assessment process for all eligible staff (AARWG Recommendation 3.4).

Self-identified race-based data (with confidentiality masking) is available to the Centre for Learning, Leadership, and Culture (LLC) as requested, and is taken into consideration as part of the recruitment and selection process for leadership and mentorship programs (AARWG Recommendation 1.4).

Following a formal Request for Proposal process that required potential providers to demonstrate how their services are culturally informed/relevant, the University selected TELUS Health (formerly LifeWorks) as its new Employee and Family Assistance Program in May 2022 (AARWG Recommendation 7.2).

In 2023, the University launched an updated Employment Equity Survey, informed by feedback from the Equity Survey Advisory Group, which uses language more closely aligned with the Student Equity Census (AARWG Recommendation 1.2).

Throughout the year, the Anti-Racism and Cultural Diversity Office offered education programming to the University community to raise awareness of anti-Asian racism and strategies to increase inclusion and create a sense of community and belonging. In 2023, the programs included “Disrupting Anti-Asian Racism: Tools for Change” (May 1, 2023); “Restorative Art Therapy for Asian Americans and Pacific Islanders (AAPI) Community & Their Allies” (May 9, 2023); “Understanding Anti-Asian Racism: Conversations and Strategies for Change in Higher Education” (May 24, 2023); Anti-Asian Racism: What It Is, Intersections, and What Can We Do (December 4, 2023) (AARWG Recommendation 4.2; 6.3; 7.2).

This site is updated regularly to reflect institutional progress on recommendations.

Recommendations & Updates

We invite you to explore the chart below to learn how we are delivering on our institutional commitments and addressing the recommendations of our EDI working groups. You can filter by recommendation status or report. Additionally, you can search by keyword or recommendation number.

Recommendations & Updates

This site is updated regularly to reflect institutional progress on recommendations.

Now viewing:

All Reports (ABRTF/ASWG/AARWG)

Switch to:

Anti-Black Racism Task Force Report

Antisemitism Working Group Report

Anti-Asian Racism Working Group Report

Now viewing:

Anti-Black Racism Task Force Report

Switch to:

Antisemitism Working Group Report

Anti-Asian Racism Working Group Report

All Reports (ABRTF/ASWG/AARWG)

Now viewing:

Antisemitism Working Group Report

Switch to:

Anti-Asian Racism Working Group Report

Anti-Black Racism Task Force Report

All Reports (ABRTF/ASWG/AARWG)

Report Origin	Recommendation Details
Antisemitism Working Group Report	1. The University should situate its policies and programs concerning antisemitism within the broader framework of its equity, anti-racism, and cultural diversity initiatives and policies, taking it as seriously as it takes other forms of racism and exclusion. It should ensure that University equity staff are adequately equipped to address antisemitism in the same ways that they address other forms of hatred and racism, and that more general equity policies are applied consistently in cases of reported antisemitic incidents. An individual member of the University who approaches an equity office should never be sent away to "work things out" on their own with people who violate University policies. More details on ASWG Recommendation 1 Status Description: The Institutional Equity Office (IEO) has defined its mandate and scope to explicitly include antisemitism. The IEO and representatives from Hillel at U of T meet regularly to increase opportunities for partnership and relationship building. Equity staff across the tri-campus engage in numerous opportunities to deepen their learning on antisemitism and Jewish inclusion. Members of the University community can access the Equity Offices to share their concerns and complaints of antisemitism. To learn more about how U of T is situating antisemitism within its broader equity work, please read Marking One Year Since the Entrustment of the Antisemitism Working Group Report. The IEO is developing a Faith & Anti-Racism EDI Lead Engagement Plan, which will consist of opportunities for relationship building; education/competency and capacity-building; and collaboration with faith-based communities, including Jewish communities. Reporting Responsibility: Division of People Strategy, Equity & Culture
Antisemitism Working Group Report	2. The University should explicitly include addressing antisemitism within the mandate of the Anti-Racism and Cultural Diversity Office (ARCDO) and all Equity offices, ensuring that it is included in all of the University's Anti-Racism training, education, and outreach campaigns. To that end, ARCDO should appoint an Advisor focused on countering antisemitism, and Divisional Equity leads should be equipped to address issues of antisemitism as they arise. More details on ASWG Recommendation 2 Status Description: The Institutional Equity Office has hired an Assistant Director, Faith and Anti-Racism, who will provide guidance to the University community in addressing individual and systemic faith- and race-based discrimination. The Anti-Racism and Cultural Diversity Office (ARCDO) held a community discussion to inform the development of a Faith and Anti-Racism Education Strategy, including efforts to address antisemitism, as part of its 2023 International Day for the Elimination of Racial Discrimination event. ARCDO also held education sessions on antisemitism for students, faculty, librarians, and staff, and a restorative circle for Jewish community members. The Executive Director, Equity, Diversity, and Inclusion, and Assistant Director, Faith and Anti-Racism undertook a series of Community Check-ins with a variety of faculties, departments, academic units, administrative offices, and student groups across the tri-campus to hear about the issues communities are dealing with during this challenging time. As of July 2024, over 30 meetings were held with over 100 participants. The goal of these sessions was to better understand the challenges communities are facing; design, develop, and provide more culturally responsive supports and resources; and collect preliminary feedback on the early stages of a Faith and Anti-Racism Framework. These meetings were the first of many conversations and community check-ins to ensure that issues of faith and anti-racism are better incorporated into University policy frameworks and programs. The Institutional Equity Office has also developed a Faith & Anti-Racism Inclusion Strategy, a four-pronged plan to advance the University’s frameworks and capacity to address the intersectional experiences of faith- and race-based discriminations, to proactively foster inclusive campus environments, and to build trust with and be responsive to the unique needs of faith-based communities across the tri-campus. This plan includes launching key initiatives, programs, education, and supports focused on addressing antisemitism and the development of tri-campus e-modules on antisemitism. Reporting Responsibility: Division of People Strategy, Equity & Culture
Antisemitism Working Group Report	3. In situating antisemitism policies within its broader framework of equity, anti-racism and cultural diversity initiatives, the University should focus on problems and issues specific to the distinctive context of the University as a place in which difficult and controversial questions are addressed. In so doing, it should not adopt any of the definitions of antisemitism that have recently been proposed. More details on ASWG Recommendation 3 Status Description: The University's equity and anti-racism mandate and initiatives will continue to address all concerns of antisemitism and will provide ongoing education opportunities to deepen understanding of the many manifestations of antisemitism and tools to address it. The Institutional Equity Office and the University of Toronto adhere to the Ontario Human Rights Code (OHRC) and its policy frameworks. This includes the OHRC’s Policy on preventing discrimination based on creed, and Policy and guidelines on race and racial discrimination. In President Gertler’s message to the U of T community on the conflict in the Middle East, issued in October 2023, the President underscored the responsibility held by the institution to create space for dissent. The University appointed its first Provostial Advisor on Civil Discourse for an 18-month term beginning in January 2024. The Provostial Advisor, with the support of a Working Group, is planning tri-campus events, resources, and other initiatives for students and faculty that develop and sustain sensibilities and capacities for productive civil discourse. A new Lab for the Study of Global Antisemitism was established at the University of Toronto’s Anne Tanenbaum Centre for Jewish Studies (CJS). This lab will be a hub for scholars from across disciplines to examine the causes, manifestations, and effects of antisemitism in a global context. In September 2024, the Provost assembled a reference group of U of T faculty members for collegial discussion about definitions of antisemitism and creating educational resources for the community about existing laws and policies that apply at the University. Reporting Responsibility: Division of People Strategy, Equity & Culture and Division of the Vice President & Provost
Antisemitism Working Group Report	4. The University should frequently reiterate its commitment to academic freedom and inclusion, emphasizing in particular that academic freedom both permits people to say things that other people find troubling and, conversely, entails that individual members of the University are entitled to take whatever position they wish on controversial scientific, cultural, social, political religious and historical questions. In order to secure this type of academic freedom, participation in the life of the University is not conditional on taking any specific position at all on any question. Academic freedom is an individual right, the protected exercise of which depends upon every level of the University refraining from taking such positions or making public statements on such issues that will be taken to be made on behalf of their members. Academic units, administrative units, and student organizations in which enrollment is mandatory must not make participation in their activities or access to their resources conditional on taking a particular position on any controversial question. Nor can preconditions (such as articulating positions on controversial issues) be attached to participation in academic events or discussions, or in extra- or co-curricular events and programs, or for standing for office in student organizations or academic administrative leadership positions. More details on ASWG Recommendation 4 Status Description: The University’s commitment to freedom of speech and academic freedom is enshrined in our Statement of Institutional Purpose. The Division of People Strategy, Equity & Culture (PSEC) has increased its communication on inclusive spaces, religious accommodations. Annually in the Fall, the Vice-President, PSEC issues a memo outlining workplace policies and guidelines, as well as how employees who witness acts of racism or discrimination (including antisemitism) can raise complaints or concerns, and access support and training. Additionally, as mentioned in recommendation #5, the Institutional Equity Office continues to provide support to equity leads across the tri-campus managing matters related to academic freedom and EDI principles. In April 2024, the University issued a Memo on Institutional, Divisional, and Departmental Statements, which outlines a set of considerations for determining whether the University will issue an institutional statement, and encourages restraint when it comes to academic units taking positions on political and other issues. This administrative guidance noted that “in general, leaders of an academic unit should promote respectful dialogue and protect the academic freedom of individual colleagues to research and teach contested ideas by maintaining an environment that is conducive to free inquiry. To maintain such an environment, and in light of the internal diversity of our community, the issuance or endorsement of a public statement that purports to represent the views of everyone in an academic unit or program is strongly discouraged.” The Vice-Provost, Faculty & Academic Life presented this new University guidance to academic leaders on all three campuses and at a retreat for new academic administrators in June 2024. The Complaint and Resolution Council for Student Societies offers a mechanism for complaints or concerns pertaining to student societies, which can be accessed once the society’s own complaints mechanism has been exhausted. In President Gertler’s message to the U of T community on the conflict in the Middle East, issued in October 2023, the President underscored the responsibility held by the institution to create space for dissent. Reporting Responsibility: Division of People Strategy, Equity & Culture and the Division of the Vice President & Provost
Antisemitism Working Group Report	5. The University should issue periodic communications about its approach to controversial events, emphasizing that it will not enforce content-based restrictions on such events but that such events must be held in a respectful, safe, and open manner. It is inevitable that when controversial events are held, some members of the University community will be troubled by the views that are expressed. As the place where controversial issues are addressed, such discomfort and offense are the unavoidable concomitant of open discussion fostered by the University. At the same time, the University must clarify that nobody can be compelled to participate in such events, and nobody should be stopped, accosted, or harassed as they walk past a display or attend an event and told that they must respond to the claims made. More details on ASWG Recommendation 5 Status Description: The Institutional Equity Office within the Division of People Strategy, Equity & Culture provides ongoing discussions and reminders to tri-campus EDI leads outlining our responsibility to the University’s principles of free speech and EDI, as they provide supports to their respective constituents. Representatives from the Office of the Vice-Provost, Students and the President's Office deliver ongoing presentations on the University's Policy on Controversial Events to college leadership and student leaders. The University publishes a Freedom of Speech Report annually. Over the years, the University’s commitment to free expression has been affirmed and enhanced, resulting in a policy framework that includes the Policy on the Disruption of Meetings (1992), the Statement on Equity, Diversity, and Excellence (2006), the Policy on the Temporary Use of Space (2010), and the Policy on Open, Accessible and Democratic Autonomous Student Organizations (2016). In August 2024, the Provost’s Office and the Office of the Vice-Provost, Students, published a User Guide to U of T Policies on Protest and Use of Campus Spaces that provides guidance on existing University policies as they relate to protests and similar activities on U of T property. Reporting Responsibility: Division of People Strategy, Equity & Culture and the Division of the Vice President & Provost
Antisemitism Working Group Report	6. The University must develop measures for responding to various forms of social exclusion, harassment, microaggressions and bullying (including online instances of these) for all equity-deserving groups and apply these consistently. More details on ASWG Recommendation 6 Status Description: The Institutional Equity Office engaged preliminary consultations in the spring/summer 2022 with key partners across the tri-campus on complaints resolution supports provided by the Central equity offices. The IEO is in the process of developing the participatory consultation framework to review the University's Statement on Discrimination and Discriminatory Harassment. The Division of Vice-President & Provost created a resource guide and list of supports for faculty and librarians engaging in social media. The Community Safety Office published a webpage on doxxing – the collection and distribution of someone’s personal information on the internet by an unauthorized individual, usually with malicious intent. The page includes information about how doxxing is conducted, how to protect yourself, and what to do if faced or threatened with doxxing. Reporting Responsibility: Division of People Strategy, Equity & Culture and the Division of the Vice President & Provost
Antisemitism Working Group Report	7. The University and its divisions and academic units should apply its Policy on Scheduling of Classes and Examinations and Other Accommodations for Religious Observances consistently, both avoiding scheduling mandatory events on significant Jewish holidays, and permitting Jewish members of the University to participate fully in a range of accommodations. In applying such accommodations, the University must recognize that there is significant variation of religious observance within the Jewish community; Jews requesting religion-based accommodations must not be required to prove that they meet some other person's view of what qualifies as religious observance in order to be granted ordinary accommodations. More details on ASWG Recommendation 7 Status Description: The University of Toronto welcomes and includes students, staff and faculty from a broadly diverse range of communities and backgrounds. The University recognizes its obligation to prevent discriminatory impacts on members of its community that arise from the failure to accommodate based on religion or creed. For personal reasons, people may observe religious holidays in various ways. The Office of the Vice-Provost, Students, the Multi-Faith Centre, and the Office of the Vice-President, PSEC collaborate on an annual list of religious observance dates (including Jewish religious observances), available online and automatically inserted into employee Outlook calendars. These dates are intended to assist those planning academic activities to anticipate when students might seek accommodations for religious observances. The University’s expectations on this matter are articulated in the Policy on Scheduling of Classes and Examinations and Other Accommodations for Religious Observances. To enhance employee understanding and familiarity with the holidays and observances on this list, PSEC prepares and distributes more than 20 Inclusive Employer Guides. In 2022, PSEC updated these guides to include more detailed information on intentional planning and accommodations. U of T’s Dates of Recognition, Observance & Celebration webpage, launched in January 2024, shares information about dates of significance and accommodation for religious observances. PSEC also shares a monthly digest of these dates with all members of the Division, Divisional HR Offices, and tri-campus EDI Leads. Reporting Responsibility: Division of the Vice President & Provost and the Division of People Strategy, Equity & Culture
Antisemitism Working Group Report	8. The University should ensure that kosher food is readily available on all its campuses. More details on ASWG Recommendation 8 Status Description: At UTM, the EDI Office is working with Hospitality and Ancillary Services to ensure Jewish members of the community can access a wide variety of kosher food options. At UTSC, kosher food is available and the Office of Student Experience & Wellbeing is working to improve cost and labelling. At UTSG, kosher food is available at Chestnut, New College and Campus One residence locations, as well as Robarts Grab ‘n’ Go, Medical Sciences Building Grab ‘n’ Go, and Goodmans LLP Café. Hillel U of T offers kosher dinners through Allen’s Table at the Wolfond Centre. In addition, University College, St. George Catering and Chestnut Catering provide kosher meals upon request. An interactive map of on-campus dining options, including kosher foods, is available on the Food Services website. As of Fall 2024, the University offers a wider selection of hot kosher meals through a partnership with Urban Kosher. Learn more about the new kosher food options. The Assistant Director, Faith & Anti-Racism currently participates in and provides recommendations to an institutional committee that is focused on food offerings, including kosher foods, at the University. Reporting Responsibility: Office of Vice-President Operations and Real Estate Partnerships

Now viewing:

Anti-Asian Racism Working Group Report

Switch to:

Anti-Black Racism Task Force Report

Antisemitism Working Group Report

All Reports (ABRTF/ASWG/AARWG)

Report Origin	Recommendation Details	Status	Theme
Anti-Asian Racism Working Group Report	1.1. Track Asian representation in the University’s workforce with granular attention to different Asian groups/subgroups. More analysis and data are needed to address the perceived underrepresentation of certain Asian identities at the University, especially among faculty and student-facing employees. More details on AARWG Recommendation 1.1 Status Description: The University accepted all recommendations of the Anti-Asian Racism Working Group on May 29, 2023. Updates on progress will be posted as the work moves forward. Reporting Responsibility: Division of People Strategy, Equity & Culture	Accepted	Institutional Accountability, Data, and Transparency
Anti-Asian Racism Working Group Report	1.2. Establish consistency when collecting and communicating data about Asian community groups/subgroups to support accurate interpretation of Asian representation. More details on AARWG Recommendation 1.2 Status Description: The University has established consistency in how student and employee data is collected, communicated, and interpreted. In 2023, the University launched an updated Employment Equity Survey, informed by feedback from the Equity Survey Advisory Group, which uses language more closely aligned with the Student Equity Census. In early 2024, the Division of People Strategy, Equity & Culture; the Office of the Vice-Provost, Students; and the School of Graduate Studies established an Equity Data Group focused on ensuring alignment between the Employment Equity Survey and the Student Equity Census. Reporting Responsibility: Division of People Strategy, Equity & Culture	Implemented	Institutional Accountability, Data, and Transparency
Anti-Asian Racism Working Group Report	1.3. Refine the collection and communication of qualitative survey data (such as 'Speaking Out!' Employee Engagement Survey) in order to understand the workplace conditions and experiences of Asian-identifying and other racialized University employees. More details on AARWG Recommendation 1.3 Status Description: Data from qualitative surveys (such as Speaking Out and Pulse Surveys) is confidentially linked to employee data in the HR Information System, including Employment Equity Survey data. Where sample sizes permit, high level data sets, with identifiable data removed, are explored at relevant tables. Reporting Responsibility: Division of People Strategy, Equity & Culture	Underway	Institutional Accountability, Data, and Transparency
Anti-Asian Racism Working Group Report	1.4. Make self-identified race-based data available to those who track and support career progression such as the Centre for Learning, Leadership, and Culture (LLC) so that leaders and coordinators can make concrete plans to improve diversity within their programs. More details on AARWG Recommendation 1.4 Status Description: The Centre for Learning, Leadership, and Culture (LLC) takes into consideration self-identified race-based data available from the Employment Equity Survey as part of the selection process for leadership and mentorship programs. This data is provided with confidentiality masking: any responses where the sample size is five or fewer are hidden. Reporting Responsibility: Division of People Strategy, Equity & Culture	Implemented	Institutional Accountability, Data, and Transparency
Anti-Asian Racism Working Group Report	1.5. Explore ways to create a database like the one used for the Co-Curricular Record (e.g., managed via Success Factors) for staff and faculty to document learning. Explore process for reporting statistics on EDI-focused programs taken through LLC, to help build accountabilities and measure demand for EDI-focused training offered through LLC and the Institutional Equity Office (IEO). More details on AARWG Recommendation 1.5 Status Description: EDI-related programs are registered for through the SuccessFactors learning management system (LMS). Detailed reporting on demand and attendance is available to program administrators through SuccessFactors for planning purposes. Reporting Responsibility: Division of People Strategy, Equity & Culture	Implemented	Institutional Accountability, Data, and Transparency
Anti-Asian Racism Working Group Report	1.6. Establish and clearly communicate procedures for responding to complaints of racism, and manage expectations regarding the confidentiality of disciplinary or remedial outcomes. This is necessary to address the perception that there are no consequences for misconduct (including anti-Asian racism). More details on AARWG Recommendation 1.6 Status Description: There are established procedures for responding to complaints of racism, with support available through the Institutional Equity Office (IEO); Anti-Racism & Cultural Diversity Office (ARCDO); UTSC Equity, Diversity & Inclusion Office (EDIO); UTM EDIO; Workplace Investigations (WPI); and divisional HR offices. The IEO’s Complaints Resolution Supports page outlines the support available for students, staff, faculty, and librarians. In meeting the requirements of Bill 166, the Institutional Equity Office will enhance its websites to more clearly communicate complaints resolution pathways available. For employees, the WPI webpage is featured prominently on the homepage for the Division of People Strategy, Equity & Culture (PSEC) and outlines how to obtain support or raise a concern or complaint. Additionally, the Vice-President, PSEC issues a memo each fall that outlines the University’s policies and guidelines as well as how employees who experience or witness acts of racism or discrimination can raise complaints or concerns. Reporting Responsibility: Division of People Strategy, Equity & Culture	Underway	Institutional Accountability, Data, and Transparency
Anti-Asian Racism Working Group Report	1.7. Expand capacity by hiring additional staff or redeploying existing personnel to support and track implementation of all recommendations on the University’s Commitments Dashboard and to serve as a point of contact for the University community concerning the various EDI task forces and working groups. More details on AARWG Recommendation 1.7 Status Description: The Institutional Equity Office expanded its projects team to include a Project Coordinator, EDI role that supports the Project Specialist, EDI and Executive Director, EDI in maintaining the Institutional Equity Commitments website. Additionally, the IEO works closely with and is supported by the PSEC Communications team in tracking and communicating progress. These efforts have resulted in a more streamlined process of collecting updates for the reports. Reporting Responsibility: Division of People Strategy, Equity & Culture	Implemented	Institutional Accountability, Data, and Transparency
Anti-Asian Racism Working Group Report	1.8. Review and, where possible, revise existing University policies, procedures, practices and guidelines to incorporate more up-to-date language of equity and diversity, as well as expanded definitions of prohibited grounds of discrimination, harassment, etc. More details on AARWG Recommendation 1.8 Status Description: The Offices of the Vice-President, PSEC and the Vice-President & Provost are sponsors of the Review of the Statement on Prohibited Discrimination and Discriminatory Harassment. This review process launched in November 2024 and will provide an opportunity to engage consultations with the university community on the statement and to ensure updated language is incorporated. Reporting Responsibility: Division of People Strategy, Equity & Culture	Underway	Institutional Accountability, Data, and Transparency
Anti-Asian Racism Working Group Report	2.1. Ensure that a central website, such as the Institutional Equity Office website, is widely known and readily accessible, so that students, staff, faculty, and librarians can learn about the University's commitment to EDI and find links to resources for reporting and seeking help. More details on AARWG Recommendation 2.1 Status Description: The Institutional Equity Office website is accessible to all members of the U of T community and provides information about the University’s commitment to EDI, as well as how to report complaints and seek support. Communication about this website is ongoing and includes promotion through statements/memos from senior leaders, the Bulletin Brief, and Orientation events and materials. Reporting Responsibility: Division of People Strategy, Equity & Culture and University of Toronto Communications	Underway	Communications
Anti-Asian Racism Working Group Report	2.2. Make an inventory of anti-Asian racism initiatives, training, and supportive resources available on a visible University platform, update the list on an ongoing basis, and share and promote it widely among the University community. More details on AARWG Recommendation 2.2 Status Description: The Institutional Equity Office is consulting and working closely with the PSEC Communications team on the appropriate platform design to collate and promote initiatives, trainings, and resources. Anticipated roll out of the platform is early 2025. Reporting Responsibility: Division of People Strategy, Equity & Culture	Underway	Communications
Anti-Asian Racism Working Group Report	2.3. Clarify process for reporting incidents and improve awareness of procedures and available resources. Ensure that anti-Asian racism is specifically mentioned, where appropriate, in communications about discrimination and harassment. More details on AARWG Recommendation 2.3 Status Description: The Workplace Investigations (WPI) Office has created a new webpage with frequently asked questions and a step-by-step flow chart outlining the process for navigating concerns and complaints for staff. WPI has also incorporated information related to anti-Asian racism and other forms of discrimination and harassment into training sessions for staff. The Offices of the Vice-President, PSEC and the Vice-President & Provost are sponsors of the Review of the Statement on Prohibited Discrimination and Discriminatory Harassment. This review process launched in November 2024 and includes a focus on enhancing the clarity of complaints resolution pathways. Co-Chairs have been identified, and consultations will commence in January 2025. Reporting Responsibility: Division of People Strategy, Equity & Culture	Underway	Communications
Anti-Asian Racism Working Group Report	2.4. Explore ways to increase awareness in the broader University community of the extent of anti-Asian racism and to effectively communicate how issues are being addressed. More details on AARWG Recommendation 2.4 Status Description: Through its education pillar and programming such as the annual International Day for the Elimination of Racial Discrimination, the Institutional Equity Office coordinates community spaces to discuss a range of EDI-related challenges including experiences of anti-Asian racism and to share strategies and tools that are being employed to disrupt these experiences and proactively foster inclusive environments for Asian community members. The Workplace Investigations Office has also incorporated information related to anti-Asian racism into its training sessions to increase awareness among U of T employees. Additionally, commencing January 2026, the University will be developing annual reports on discrimination and harassment complaints. Reporting Responsibility: Division of People Strategy, Equity & Culture	Underway	Communications
Anti-Asian Racism Working Group Report	2.5. Improve culturally appropriate and accessible communication regarding support and resources tailored specifically to Asian international students, including financial aid and health and wellness supports. Communication ought to begin during international recruitment and orientation events and be made readily available at appropriate points in an international student’s journey at the University. More details on AARWG Recommendation 2.5 Status Description: The University holds pre-arrival sessions for all newly admitted students and their parents from China. All first-entry divisions partnered with the Office of the Vice-President, International and Centre for International Experience to offer the fourth annual University of Toronto pre-arrival events for entering undergraduate students from China in mid-June 2024. Additionally, UTSG has implemented the following workshops: How Do I Calm My Inner Critic? (A Workshop for East Asian, South Asian and Southeast Asian Students) How to Confront Imposter Phenomenon as Racialized Students How to Confront Imposter Phenomenon as Racialized Graduate Students Reporting Responsibility: Division of the Vice-President & Provost	Implemented	Communications
Anti-Asian Racism Working Group Report	3.1. Develop hiring guidelines that incorporate EDI to ensure that hiring managers and senior management understand the value that diverse candidates bring to the University, including considerations of ethnic, cultural, and linguistic diversity as well as racial and gender identities. More details on AARWG Recommendation 3.1 Status Description: The Division of People Strategy, Equity & Culture (PSEC) has created a Diversity in Recruitment Manual and Toolkit to be used by hiring panels and HR representatives across the University, which people managers can access via the HR Service Centre with their UTORid. PSEC has also incorporated Unconscious Bias training into the recruiting and interview process. The training is available in the Learning Management System (LMS) and members of hiring panels are reminded to complete this training prior to beginning the interview process. PSEC will continue building on these efforts to ensure that hiring managers and senior management understand the value that diverse candidates bring to the University. Reporting Responsibility: Division of the Vice-President & Provost and the Division of People Strategy, Equity & Culture	Underway	Hiring, Reviews, and Career Development
Anti-Asian Racism Working Group Report	3.2. Incorporate EDI and anti-discrimination training (that discusses anti-Asian racism) as part of onboarding for all new staff at the University, especially Professional & Managerial (PM), and regularly offer similar training for current staff, especially PMs, in the form of professional development opportunities. More details on AARWG Recommendation 3.2 Status Description: The Anti-Racism & Cultural Diversity Office offers ongoing workshops focused on addressing anti-Asian racism. Sessions have included "Anti-Asian Racism: What It Is, Intersections, and What Can We Do" (December 2023) and "Unpacking and Disrupting Anti-Asian Racism: Tools for Change" (November 2024). Workshops are open to all staff and faculty and available for registration through the LMS. Additionally, the Anti-Asian Racism Working Group Report is shared with all attendees at the New Faculty and Staff Orientation. Reporting Responsibility: Division of People Strategy, Equity & Culture	Underway	Hiring, Reviews, and Career Development
Anti-Asian Racism Working Group Report	3.3. Include a section in faculty and librarian annual activity reports about contributions or work done to further the University’s EDI priorities. More details on AARWG Recommendation 3.3 Status Description: The Office of the Vice-Provost, Faculty & Academic Life (VPFAL) will incorporate a reference to the above in its "Information Sheet – The Merit Process," which is a resource for academic administrators responsible for administering Progress Through the Ranks (PTR). VPFAL will note the importance of faculty members and librarians receiving credit when they take on this work. Reporting Responsibility: Division of the Vice-President & Provost	Underway	Hiring, Reviews, and Career Development
Anti-Asian Racism Working Group Report	3.4. Incorporate EDI into staff and PM performance reviews with expectations for ongoing knowledge development, goal setting, and implementation of EDI initiatives. More details on AARWG Recommendation 3.4 Status Description: In Fall 2023, U of T launched updated Institutional Competencies, which include new equity, diversity and inclusion competencies. These competencies are now part of the annual performance review for all Professional & Managerial, Confidential, Research Associate/Senior Research Associate, and Advancement staff. A rubric was created for all the competencies to help leaders determine ratings based on behaviour. Reporting Responsibility: Division of People Strategy, Equity & Culture	Implemented	Hiring, Reviews, and Career Development
Anti-Asian Racism Working Group Report	3.5. Develop institutional strategies to ensure advancement opportunities for Asian-identifying staff to contribute to the increasing diversification of senior leaders at the University. More details on AARWG Recommendation 3.5 Status Description: The Office of the Vice-Provost, Faculty & Academic Life worked to ensure diverse representation amongst members of the Provost’s Leadership Academy. There are two Asian faculty members participating in the current cohort. Reporting Responsibility: Division of the Vice-President & Provost and the Division of People Strategy, Equity & Culture	Underway	Hiring, Reviews, and Career Development
Anti-Asian Racism Working Group Report	4.1. Provide EDI training, including awareness of anti-Asian racism, to the following groups and strongly encourage participation: Members of governance bodies Academic administrators (PDAD&C) Senior staff (PMs) More details on AARWG Recommendation 4.1 Status Description: The Office of the Vice-Provost, Faculty & Academic Life is providing ongoing support for Toronto Initiative for Diversity and Excellence (TIDE) modules, including Module 4 on the topic of Inclusive Academic Cultures: Ideas for Making Change, released in 2024. There was also a TIDE session at the AAA Retreat in June 2024. Reporting Responsibility: Division of the Vice-President & Provost, the Division of People Strategy, Equity & Culture, and the Office of the Governing Council	Underway	Education, Training, and Mentorship
Anti-Asian Racism Working Group Report	4.2. Increase availability of EDI training among faculty, staff, students, and all members of the University community. In order to raise awareness of anti-Asian racism, this training should include: Awareness of nuances of identity among Asian Canadians and new immigrants, including historical contexts; Allyship and bystander/upstander training geared towards supporting Asian-identifying students; Understanding of Asian cultures and practices; Understanding of specific challenges faced by Asian international students, including different cultural contexts and customs, communication styles, expectations, and difficulties in transitioning to the Canadian higher education and living environment; Awareness of Asian stereotyping and anti-Asian microaggressions (e.g., the importance of making the effort to use and pronounce students’ names). More details on AARWG Recommendation 4.2 Status Description: The Office of the Vice-Provost, Faculty & Academic Life is providing ongoing support for Toronto Initiative for Diversity and Excellence (TIDE) modules, including Module 4 on the topic of Inclusive Academic Cultures: Ideas for Making Change, released in 2024. There was also a TIDE session at the AAA Retreat in June 2024. Reporting Responsibility: Division of the Vice-President & Provost and the Division of People Strategy, Equity & Culture	Underway	Education, Training, and Mentorship
Anti-Asian Racism Working Group Report	4.3. Include and increase EDI content that raises awareness of anti-Asian racism in: Student, staff, and faculty mentorship programs; First-year student orientation, orientation leader training, and international student orientation; Student co-op and learner placement orientation; Training for student-facing staff. More details on AARWG Recommendation 4.3 Status Description: The University accepted all recommendations of the Anti-Asian Racism Working Group on May 29, 2023. Updates on progress will be posted as the work moves forward. Reporting Responsibility: Division of the Vice-President & Provost and the Division of People Strategy, Equity & Culture	Accepted	Education, Training, and Mentorship
Anti-Asian Racism Working Group Report	5.1. Explore ways to create and fund an Asian Research Network (research, teaching, community engagement) for Asian-identifying faculty that brings together researchers including those focused on Asia, the Asian diaspora, and anti-Asian racism. More details on AARWG Recommendation 5.1 Status Description: The University accepted all recommendations of the Anti-Asian Racism Working Group on May 29, 2023. Updates on progress will be posted as the work moves forward. Reporting Responsibility: Division of the Vice-President, Research and Innovation, and Strategic Initiatives	Accepted	Teaching, Curriculum, and Research
Anti-Asian Racism Working Group Report	5.2. Develop and offer curriculum transformation workshops and resources to help instructors of undergraduate, graduate, and professional school courses strengthen their inclusion of content pertaining to topics related to Asia, Asian peoples and cultures, Asians in Canada, Asian diasporas, and anti-Asian racism. More details on AARWG Recommendation 5.2 Status Description: The Office of the Vice-Provost, Innovations in Undergraduate Education (OVPIUE) provides support and funding for curricular and pedagogical innovation and has long been committed to advancing equitable and inclusive teaching. The following grants offer instructors, units and divisions funding to support equitable and inclusive teaching at the institution. While not specifically designed to help instructors strengthen their inclusion of content pertaining to topics related to Asia, Asian peoples and cultures, Asians in Canada, Asian diasporas, and anti-Asian racism, these funding opportunities represent resources that are available to instructors, units, and divisions that are interested in doing so. Equity, Diversity and Inclusion Curriculum and Pedagogy Fund: In 2022-23, the OVPIUE announced a one-time initiative to support equitable and inclusive teaching. Funds were distributed to divisions to support special projects that address a range of approaches to advancing equity and inclusion in courses or programs, including: Pedagogical Enhancement / Development Curriculum Review / Enhancement Professional Development Resources for Faculty External Partner / Community Partner Engagement A full list of funded projects can be found on the Office of the Vice-Provost, Innovations in Undergraduate Education website. LEAF+ for Equitable & Inclusive Teaching: The Learning & Education Advancement Fund Plus (LEAF+) is a special funding opportunity to support innovative teaching and learning projects that align with an emerging University of Toronto priority. LEAF+ projects are generally short term (one year or less), exploratory in nature, and involve knowledge sharing across the cohort of project leads and the broader U of T teaching and learning community. Each year, an identified priority area is determined. Following the success of the EDI Curriculum and Pedagogy Fund, OVPIUE identified Equitable & Inclusive Teaching as a priority area for LEAF+ in 2024. Nine projects have been funded for 2024-25. New Priority Area for the Learning & Education Advancement Fund (LEAF) for 2024-25: The Learning & Education Advancement Fund (LEAF) aims to enhance the learning experiences of undergraduate students in first-entry divisions by supporting projects that anticipate, leverage and create positive changes. The program provides opportunities to develop and enhance the application of impactful teaching practices within the range of learning environments at the University of Toronto. In 2024-25, OVPIUE adjusted LEAF’s 4 priority areas to include ‘Equitable & Inclusive Teaching’. Below is a description of this priority area: Advancing equity and inclusion in academic courses or programs. This might include attending to Indigenous ways of knowing and being, intentionally diversifying course or program content, engaging the expertise of people from structurally excluded groups, addressing systemic barriers for students, re-developing course assignments and processes to improve access and accessibility, incorporating Universal Design for Learning principles, responding to discipline-specific challenges / opportunities and platforms that better connect Indigenous students with learning. Reporting Responsibility: Division of the Vice-President & Provost	Implemented	Teaching, Curriculum, and Research
Anti-Asian Racism Working Group Report	5.3. Develop and maintain an inventory of courses with Asian and Asian diaspora content. More details on AARWG Recommendation 5.3 Status Description: There is a search function in Timetable Builder that can be leveraged by students to identify courses by keyword, including the option to search for "Asian" and "Asian diaspora." Reporting Responsibility: Division of the Vice-President & Provost	Implemented	Teaching, Curriculum, and Research
Anti-Asian Racism Working Group Report	5.4. Establish and appropriately resource a peer support network for Asian-identifying graduate students. More details on AARWG Recommendation 5.4 Status Description: The University accepted all recommendations of the Anti-Asian Racism Working Group on May 29, 2023. Updates on progress will be posted as the work moves forward. Reporting Responsibility: Division of the Vice-President & Provost	Accepted	Teaching, Curriculum, and Research
Anti-Asian Racism Working Group Report	5.5. Enhance routine faculty training in inclusive pedagogy in undergraduate and graduate courses and in individualized teaching/mentoring. More details on AARWG Recommendation 5.5 Status Description: The Centre for Teaching Support & Innovation (CTSI) worked to (1) embed the Universal Design for Learning (UDL) framework within and across multiple resources and programming and (2) increase offerings that highlight equity, diversity, inclusion and accessibility (EDIA) through central workshops (both in-person and online synchronous), in-department sessions, and online asynchronous resources. CTSI’s EDIA-focused programming grew to include new topics and facilitators while building on existing connections and relationships that have been well-established through the ongoing “Creating an Equitable Classroom” roundtable series and annual CTSI Workshop Series. In Fall 2024, the Teaching Assistants’ Training Program (TATP) in CTSI plans to finalize two new one-hour online modules on “EDI Foundations” to fulfill job training requirements, which can be accessed by other instructors (e.g. Sessionals, CLTAs, etc.) seeking to enhance their understanding of inclusive teaching. TATP has also developed a new certificate for its TATP Certificate Program that focuses on inclusive pedagogies. Reporting Responsibility: Division of the Vice-President & Provost	Implemented	Teaching, Curriculum, and Research
Anti-Asian Racism Working Group Report	5.6. Develop training for faculty and TAs on barriers faced by international students and how to support them inside and outside the classroom. More details on AARWG Recommendation 5.6 Status Description: The Office of the Vice-Provost, Innovations in Undergraduate Education (OVPIUE) recently launched the Undergraduate Research Hub website to support students, faculty, librarians, and staff in navigating undergraduate research opportunities at U of T. The advisory committee that supported the development of this website included a representative from the Centre for International Experience (CIE) who ensured considerations for international students were incorporated throughout the site. CIE was similarly supportive of the development of the Experiential Learning (EL) Hub website in 2019. The EL Hub supports students, faculty, librarians, staff, and external partners in navigating the EL landscape at U of T. Building on consultation and collaboration with a range of U of T offices, the Teaching Assistants’ Training Program (TATP) in CTSI has developed new resources to support faculty and Teaching Assistants in understanding the value that cultural diversity and international perspectives bring to teaching and learning in higher education, and how important these perspectives and experiences are to the U of T context and educational experience. Notably, TATP partnered with the Centre for International Experience (CIE) on a multi-year funded project that developed six new 30-minute online modules on interculturality and global fluencies. These modules feature the voices and lived experiences – including challenges, successes and barriers – of international students at U of T. In Fall 2024 the modules are entering the final stages of development and will soon be pilot-tested in select departments. The goal is to release the modules in 2025. Relatedly, the CIE collaboration yielded the new E-Orientation for International TAs resource, a pre-arrival program for international TAs new to working at the University (and sometimes new to Canada) that provides an online hub of resources and educational modules to all international TAs, available since 2022. Reporting Responsibility: Division of the Vice-President & Provost	Implemented	Teaching, Curriculum, and Research
Anti-Asian Racism Working Group Report	6.1. Launch an anti-Asian racism awareness campaign addressing the experiences of U of T Asian staff, students, faculty, and librarians. This could include an annual conference and a variety of resources available to the University community throughout the year (print, visual, online, etc.). More details on AARWG Recommendation 6.1 Status Description: The University accepted all recommendations of the Anti-Asian Racism Working Group on May 29, 2023. Updates on progress will be posted as the work moves forward. Reporting Responsibility: Division of People Strategy, Equity & Culture and University of Toronto Communications	Accepted	Community and Belonging
Anti-Asian Racism Working Group Report	6.2. Consider ways to support cultural and social events organized by the U of T Asian community for holidays, festivals, etc. More details on AARWG Recommendation 6.2 Status Description: The University accepted all recommendations of the Anti-Asian Racism Working Group on May 29, 2023. Updates on progress will be posted as the work moves forward. Reporting Responsibility: Division of the Vice-President & Provost and the Division of People Strategy, Equity & Culture	Accepted	Community and Belonging
Anti-Asian Racism Working Group Report	6.3. Explore ongoing, supported spaces and opportunities for Asian employees to connect and foster community with other Asian members of the University, through either an existing or a new affinity group. More details on AARWG Recommendation 6.3 Status Description: The Division of People Strategy, Equity & Culture (PSEC) provides support to various affinity groups including Connections and Conversations, an affinity group for racialized U of T employees and their supporters. Connections and Conversations organizes campus-specific and tri-campus events to encourage cross-portfolio, cross-divisional and cross-campus collaboration to provide a community of support and opportunities for mentorship and professional development. Reporting Responsibility: Division of People Strategy, Equity & Culture	Implemented	Community and Belonging
Anti-Asian Racism Working Group Report	6.4. Support student-led initiatives where Asian students, both domestic and international, can share experiences and create community (e.g., Asian Alliance Forum). More details on AARWG Recommendation 6.4 Status Description: Centre for International Experience’s “International Conversation With” Series highlighted Asian alumni who spoke with students about their career paths. The International Student Experience Design Challenge asked international and domestic students to put forward their ideas for innovative ways to address issues, barriers, and challenges experienced by international students. "World Kaleidoscope" included two students who showcased cultures and experiences of students from Asia and provided opportunities for students to connect through shared experiences. "Interfaith Meals: Celebrating Culture and Community" included a Diwali festival. The "I Wish I Had Known" student panel series included Asian students. The Intercultural Learning Program invited all students to explore discovering how their own cultural identities shape the way they understand and operate in the world and recognize culture at work in their everyday experience. Reporting Responsibility: Division of the Vice-President, International and the Division of the Vice-President & Provost	Implemented	Community and Belonging
Anti-Asian Racism Working Group Report	6.5. Consider the feasibility of creating multi-purpose spaces on each campus connected to the University’s equity services and programs dedicated to equity-deserving groups and programming. More details on AARWG Recommendation 6.5 Status Description: The University accepted all recommendations of the Anti-Asian Racism Working Group on May 29, 2023. Updates on progress will be posted as the work moves forward. Reporting Responsibility: Division of Operations and Real Estate Partnerships, the Division People Strategy, Equity & Culture, University of Toronto Mississauga, and University of Toronto Scarborough	Accepted	Community and Belonging
Anti-Asian Racism Working Group Report	7.1. Increase access to culturally appropriate and sensitive student services to support Asian identifying students by: Strengthening understanding of Asian undergraduate and graduate student experiences among student mental health staff; Hiring counsellors and other professionals who can assist in both English and other languages represented by domestic and international Asian identity groups; Expanding Navi to help domestic and international students navigate racism and discrimination resources and services at U of T. More details on AARWG Recommendation 7.1 Status Description: When accessing Health & Wellness services, if a student specifically requests to meet with a clinician who identifies with a particular cultural or racial background and/or the 2SLGBTQ+ community, staff do their best to match them with a clinician. Health & Wellness navigators actively seek out community services or events that might be a source of support for students with specific identities and disseminate that information to clinicians as possible referral options. Ongoing support is available over the phone in 146 languages with real-time and/or appointment-based, confidential, 24-hour support for students, who can call or chat with a counsellor directly. More information is on the Student Mental Health Resource page. The Navi navigation tool has been expanded to respond to questions on a full range of topics for future and current students. Reporting Responsibility: Division of the Vice-President & Provost	Underway	Health, Wellness, and Support
Anti-Asian Racism Working Group Report	7.2. Provide and promote culturally appropriate and sensitive mental health and wellness services for Asian staff, faculty, and librarians. More details on AARWG Recommendation 7.2 Status Description: Following a formal Request for Proposal process that required potential providers to demonstrate how their services are culturally informed/relevant, and how they will connect individuals to counsellors with diverse lived experiences, the University selected TELUS Health (formerly LifeWorks) as its new Employee and Family Assistance Program in May 2022. Programming and wellness services provided by TELUS Health and the Health and Well-Being team are featured in the monthly Integrated Wellness Newsletter email and through other available channels to U of T employees. Reporting Responsibility: Division of People Strategy, Equity & Culture	Implemented	Health, Wellness, and Support
Anti-Asian Racism Working Group Report	7.3. Explore ways to meet the emotional support needs of Asian-identifying students to relieve the burden on Asian-identifying faculty. More details on AARWG Recommendation 7.3 Status Description: The University is holding the following activities in the 2024-25 academic year: International Student Experience Advisory Committee (a tri-campus group of staff and faculty) presentation on financial aid available to international students (UG/G) and how to refer students in need. In person pre-arrival sessions in China. Establishment of the South Asian support group. Use of WeChat to promote events and opportunities to Mandarin-speaking students. First 48 Hours documentary highlights the journeys of international students, including two South Asians, to U of T. Reporting Responsibility: Division of the Vice-President & Provost	Implemented	Health, Wellness, and Support
Anti-Asian Racism Working Group Report	8.1. Boost resources for offices across campuses and divisions that focus on areas of anti-Asian racism (e.g., cultural competency programming). More details on AARWG Recommendation 8.1 Status Description: The University accepted all recommendations of the Anti-Asian Racism Working Group on May 29, 2023. Updates on progress will be posted as the work moves forward. Reporting Responsibility: Division of People Strategy, Equity & Culture	Accepted	Resources - Funding, Staff, and Research
Anti-Asian Racism Working Group Report	8.2. Explore ways to increase resources for libraries to expand and strengthen library programming about Asia, Asian Canadians, Asian diasporas, and anti-Asian racism. More details on AARWG Recommendation 8.2 Status Description: The Cheng Yu Tung East Asian Library and Richard Charles Lee Canada-Hong Kong Libraries have rich histories of programming in support of Asia, Asian Canadians, Asian diasporas, and anti-Asian racism. Below are some examples: The East Asian Library contributed content to Archive-It, a web-archiving platform, about anti-Asian racism, specifically the racialized experiences of Asian Canadians during the pandemic. The East Asian Library began to digitize via the Internet Archives its holdings of the Chinese Canadian newspaper the World Journal (Eastern Edition), community section, a significant and unique resource for scholars. Asian Canadian histories are more relevant than ever. To that end, various events have been hosted to acknowledge Asian Heritage Month: The Media Commons hosted a film screening of Taiwanese new wave films. The East Asian Library hosted the celebration event "Mysterious Dreams: A Dialogue with Terry Watada." The conversation touched upon the trauma of Japanese Canadians who were interned and mistreated during WWII. The East Asian Library hosted the series "Asian Canadians: A Snapshot of History" on its social media. The Richard Charles Lee Canada-Hong Kong Library hosted an event that celebrated Cantonese opera costume design. The Richard Charles Lee Canada-Hong Kong Library and the Chinese Canadian Collections Archives hosted a free public performance of “Farewell My Concubine” by the Starlight Chinese Opera with the goal of introducing Cantonese opera to the Canadian public, especially younger generations. The East Asian Library developed a guide on Anti-Asian Racism: Asian Canadian History. The East Asian Library hosted a book launch for the Library’s publication of Asian Canadian Voices: Facets of Diversity. The Canada-Hong Kong Library hosted an exhibition to commemorate the 100th anniversary of the Chinese Immigration Act, 1923; Chinese immigration more broadly; and to promote inclusiveness. The Canada-Hong Kong Library has also hosted calligraphy workshops to engage students from diverse backgrounds and promote inclusivity. A Japanese Canadian Archivist was hired to process materials related to the internment and redress of Japanese Canadians. Creating access to these important resources raises awareness and deepens understanding about the history and legacy of this period. The Library also recruited two archivists to begin processing UTL’s Chinese Canadian Archival collections. These materials document the rich history and significant contributions of the Chinese Canadian community. Reporting Responsibility: Division of the Vice-President & Provost	Underway	Resources - Funding, Staff, and Research
Anti-Asian Racism Working Group Report	8.3. Make ad-hoc funding available for student-led initiatives that may arise in response to incidents of anti-Asian racism or other time-sensitive issues of concern for Asian-identifying students. More details on AARWG Recommendation 8.3 Status Description: The University accepted all recommendations of the Anti-Asian Racism Working Group on May 29, 2023. Updates on progress will be posted as the work moves forward. Reporting Responsibility: Division of the Vice-President & Provost	Accepted	Resources - Funding, Staff, and Research
Anti-Asian Racism Working Group Report	8.4. Enhance equitable and accessible educational opportunities for international Asian students by analyzing whether existing funding and scholarships available to international Asian students fully meet their financial needs. More details on AARWG Recommendation 8.4 Status Description: The University continues to review funding programs available to international students to ensure all international students have access to the available funding and to ensure that University of Toronto award programs are compliant with the Ontario Human Rights Commission Policy on Scholarships and Awards. One significant change that was made in 2024 was to expand the number of international high schools that can be considered for the Pearson Entrance Scholarship, the most prestigious entrance scholarship program for international students, which covers the cost of attendance. Reporting Responsibility: Division of the Vice-President & Provost	Underway	Resources - Funding, Staff, and Research
Anti-Asian Racism Working Group Report	8.5. Develop EDI toolkits that explain to users how to apply an EDI lens to work, research, study, and other campus activities and services. More details on AARWG Recommendation 8.5 Status Description: The University accepted all recommendations of the Anti-Asian Racism Working Group on May 29, 2023. Updates on progress will be posted as the work moves forward. Reporting Responsibility: Division of the Vice-President & Provost, the Division of People Strategy, Equity & Culture, and the Division of the Vice-President, Research and Innovation, and Strategic Initiatives	Accepted	Resources - Funding, Staff, and Research

Share your feedback

Featured Stories

Explore how our tri-campus community is putting institutional commitments into action. These stories, contributed by University of Toronto Communications and community members, share how recommendations are being implemented across our three campuses.

We welcome your suggested contributions. Submit your article using our story suggestion form.