Selkirk College is committed to the values of equity, diversity and inclusion.
At Selkirk College, we recognize and affirm diversity. We celebrate difference and variety in individuals’ characteristics protected under the BC Human Rights Code – such as race, religion, disability, gender identity – as well as features beyond the code, such as health status, educational background and ways of being, knowing and doing.
As an institution of higher education, we play an essential role in understanding and addressing the effects of colonization, racism, prejudices and injustices against marginalized peoples. Through our programs and services, we seek to dismantle systemic barriers to access, opportunities and full participation in our college, community and society.
We cultivate a working and learning environment that honours human dignity – one free of harassment, intimidation and discrimination. We design our programs and services to provide learners and employees with the knowledge, skills and abilities necessary to build more equity, diversity and inclusivity for all. These commitments enrich the lives and communities we touch.
Our Work and Initiatives
The purpose of the Equity, Diversity and Inclusion (EDI) Initiative is to advance our values and commitments in Selkirk College’s 2019-24 Strategic Plan Building Remarkable Futures. the while responding effectively to the Ministry of Advanced Education and Skills Training (AEST) Mandate Letter, and current trends in education and civil society. It is the responsibility of Selkirk College to continue to be an accessible, equitable, safe and welcoming institution for students, employees and the community.
Equity Diversity & Inclusion: Research and Consultation
A Diversity and Inclusion (EDI) Committee was established in November 2019 to guide action on this commitment, and three working groups (formerly known as Employee Resource Groups) were established to work on specific aspects of the EDI Action Plan.
1. Systemic Change working group: Cross-functional group focusing on four key areas:
Collating and analyzing EDI metrics
Developing institutional policy
Facilitating institutional training opportunities
Reviewing people processes
2. The Gender Diversity in Leadership (GDL) working group’s goal is to better understand the current leadership experience and aspirations of women in the College community. Specifically, the EDI Terms of Reference directed the GDL group to focus on:
Consulting with the College community with respect to identifying improvements to leadership development and succession pathways for women.
Developing and / or proposing solutions in response to consultation with a EDI lens.
Identifying opportunities to apply learnings and solutions to other diversity demographics.
3. The Student Experience working group took a two phased approach: Phase 1: a Thoughtexchange dialogue with students/faculty was conducted as well as workshop/discussions regarding EDI focusing on these questions: 1. What is Selkirk doing well to regarding diversity, and inclusion? 2. What could we do differently to improve diversity, and inclusion?
In Phase II the committee themed results of student discussion/dialogues. and propose next steps based on student feedback and research.
Recommendations from these three focus areas have formed the basis for work to be done. The initial 18-month EDI Strategy has transitioned to a new phase and working committee structure.
Equity Diversity & Inclusion: Action Plan
Selkirk College will implement recommendations through the formation of a two committee structure.
1. Regular and on-going gathering of advice and recommendations from employees with lived experience
The EDI Advisory Committee is comprised of 12 employees with lived experience and/or professional expertise who provide advice to the EDI Leadership Committee on EDI projects, questions, emerging issues/ideas, required research, process improvements, etc. Some members of this committee come from the current EDI working groups, but has expanded to provide opportunities to include more employees interested in becoming involved.
2. Placing responsibility for action planning, change management and implementation on leaders and supervisors to work with their teams to effect change.
The EDI Leadership Committee is be comprised of senior management representatives from across the three divisions and additional employees, who also have accountability within their positions to plan, resource, and implement specific EDI initiatives that will advance the college’s EDI commitments, and act on the advice of the EDI Advisory Committee. The EDI Leadership Committee, chaired by Vice President, Students & Advancement, John Kincaid, will ensure EDI work is resourced and prioritized across the college.
1. We reaffirm the rights of Indigenous Peoples as documented in the United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP).
2. As a provincially funded body, we are accountable to the BC Human Rights Code.
3. We take seriously our mandate to honour the principles of Equity, Anti-Racism, and Lasting and Meaningful Reconciliation.
4. As a signatory to the Indigenous Education Protocol for Colleges and Institutes, we are committed to "building relationships and being accountable to Indigenous communities in support of self-determination through education, training and applied research."
5. As a community college, we engage in this work collaboratively across sectors and institutions. We give thanks to our collaborators and we acknowledge the work that has been done by Camosun College in developing best practice definitions that help shape our work.
Equity: Equity is about fairness. It is the process that removes barriers to ensure access to educational and employment opportunities. To maintain and enhance the quality of teaching and learning at the College, and to ensure fairness, individuals or groups may at times need to be treated differently. Equity addresses the effects of colonization, economic and social disparity, and injustices against marginalized groups, and systemic barriers to access and participation.
Diversity: Diversity functions to affirm individuals' unique and varied histories, experiences, and ways of being, knowing, doing and relating. It is about being different and acknowledging and celebrating differences. Our experience and understanding of diversity strengthens us and supports the work we do at the college.
Inclusion: Inclusion is the process through which we build a community where the diversity of human experiences, perspectives and identities is recognized and respected. Inclusion fosters belonging. It affords everyone the right to participate and strengthen the collective well-being of our communities.
Camosun policy can be found through links on this page.
APPENDIX Policy: Search by policy number at policies.selkirk.ca
Policy 1100 – Territorial Acknowledgment
Policy 4150 – Gathering Place Usage
Policy 6040 – Equity, Diversity and Inclusivity
Ongoing Education and Training
Truth and Reconciliation Learning
Inclusive Culture and Unconscious Bias Training
Ongoing programming from the Mir Centre for Peace
In partnership with School District #8, Selkirk College hosted an anti-racism and intercultural awareness event. The day of learning included a virtual keynote speech from Cole
Navigating Race, Equity and Privilege in the Workplace