One of the challenges of understanding exclusion, including exclusion that results from misogyny, sexism, racism, ethnocentrism, heterosexism, colonialism, socio-economic disadvantage, ableism, ageism, sexualized violence, harassment, and discrimination, is the often isolated nature of the complaints and our difficulty in compiling a composite picture of the experience within individual faculties and units, and within the university as a whole. 

In this theme, we seek to listen and to gather aggregate data as a means of better understanding the experiences of members of our community with the aim of creating a more inclusive Dalhousie that celebrates its diversity. With better understanding, we believe we can build a strong community, one that is more creative, that embraces a wider range of divergent perspectives and experiences, and that is more representative of the world around us.

1. Enhance data collection about diversity at Dalhousie

A) Expand the data collected on the diversity of our student body on admission to include queer and working class backgrounds in addition to racialization, sex, indigeneity, and disability, and require that data be reported to Senate and released publicly on an annual basis.  Explore whether admissions data could be effectively updated annually.
Timeline: Short term
Accountability community:  Senate, Student Services, and Registrar’s Office

B) Survey all faculty and staff to build rich longitudinal data on our diversity regularly, potentially though the workplace survey. That survey should include more axes of diversity, including queer and working class in addition to racialization, gender, indigeneity, and disability. The survey instrument should enable reporting that presents a more “human” composite of our community by, for example, not tokenizing an individual by “counting” them as multiple entries if they happen to belong to multiple categories. The results should be reported publicly and tabled at Senate.
Timeline:  Short term
Accountability community:  Office of the Provost and Vice-President Academic and Human Resources

2. Better understand and support proactive engagement to improve inclusion and diversity at the faculty and unit levels

A) Create a council or committee on inclusion and diversity in each faculty or unit without one, with design specifications that meet the needs of that particular faculty or unit, to proactively identify and address issues and opportunities in that faculty or unit.
Timeline: Medium term
Accountability community:  Offices of the Provost and Vice-President Academic, Vice-President Research, Vice-President External, and Vice-President Finance and Administration