WUFA's Equity Statement
The University of Windsor sits on the traditional territory of the Three Fires Confederacy of First Nations, comprised of the Ojibway, the Odawa, and the Potawatomie.
The Windsor University Faculty Association (WUFA) is committed to fostering equity for members of marginalized groups, including but not limited to: women; racialized persons; Black persons, First Nations, Inuit, and Metis peoples; differently-abled persons; persons who identify as lesbian, gay, bisexual, trans, queer, or 2-spirited; francophones and all persons whose first language is not English; and immigrants and persons seeking immigration status. This commitment extends to our members, the University community more broadly, and to the extent that we are able, to the society in which the University and Association exist.
The goal of equity is to achieve inclusiveness and substantive social and economic justice. This requires more than abstract principles. The University must reflect the diversity of society. Work should be distributed fairly and standards of evaluation must take into account non-traditional forms of academic work. In addition, precarious labour and the overburdening of contract academic staff must be eliminated. Social and economic justice demands that all citizens should have equitable access the resources that they need in order to realize their goals and to participate fully in society.
WUFA is committed to these principles and to cultivating relationships based on mutual respect, cooperation, understanding, representation, accountability, responsibility, and the development of balanced, healthy, and harmonious workplaces and communities. The commitment to equity begins with the acknowledgement of inequity and demands proactive redress for the effects of systemic discrimination.
Realizing that equity and inclusivity, and economic justice are both individual and collective responsibilities, WUFA commits to providing leadership that opposes systemic discrimination, removes barriers, and encourages inclusivity by promoting equity within WUFA's work and governance structures. We are committed to holding both the University administration and our own leadership structures accountable by advocating for substantive, binding commitments to foster equity and inclusion. Success requires openness, transparency, and accountability in all aspects of the organization, including but not limited to: anti-discrimination, anti-harassment, employment and compensation equity, and accommodation equity.'
On November 11, 2020 WUFA's Executive Committee approved the first WUFA Equity Statement, which was drafted, revised and finalized with the help of the WUFA President (JeffNoonan), WUFA Executive, and the WUFA Status of Women, Diversity and Equity Action Committee (SWDEAC). In January 2022, amendments were approved by Executive Committee after input from SWDEAC and the Racial Justice Committee: The most recent version is reflected above.
[Note: The above statement will be reviewed annually by SWDEAC, who will bring any necessary changes to the attention of Executive Committee]
Review Committee on Employment Equity (RCEE) - Article 30 of the Collective Agreement
The RCEE Committee shall consist of two (2) persons appointed by the President of the Faculty Association and two (2) person appointed by the University. At least one (1) person appointed by the President of the Faculty Association shall be a member of the Faculty Association's Status of Women, Diversity and Equity Action Committee. The RCEE shall call upon such offices as appropriate to provide information on issues of equity which is pertinent to its deliberations subject to legislation. RCEE is responsible for (1) identifying where there is a serious under-representation of members of the designated groups in any AAU and/or Library; (2) recommending reasonable goals and timetables for hiring by any AAU and/or Library where serious under-representation of members of the designated groups exists. "Serious under-representation" occurs when members of a designated group are fewer that sixty (60%) of the agreed-upon pool data for AAUs and Library; (3) reviewing action taken within the University to achieve the hiring goals recommended under (2).
The two WUFA reps who sit on the RCEE 2020-2021 are:
- Vicki Jay Leung (Library)
- Tranum Kaur (Chemistry and Biochemistry)
The two Admin reps who sit on the RCEE 2020-2021 are:
- Kaye Johnson (OHREA)
- Alison Samson (Graduate Academic Services)
Presidential Commission on Employment Equity (PCEE)
The Presidential Commission on Employment Equity (PCEE) was established by the Senate of the University of Windsor in November 1988, in accordance with the President's Four-Point Positive Action Plan for Achieving Equity in Hiring Women Faculty.
PCEE's mandate and membership was amended in 1992 to include the four (4) federally designated groups: women, Aboriginal peoples, visible minorities and persons with disabilities. In addition, the University includes sexual/gender minorities as a fifth (5) group within the employment equity program. PCEE monitors all aspects of regular faculty and academic administrative appointments and reviews procedural irregularities.
President's Four-Point Positive Action Plan - November 1988
Employment Equity Coordinating Committee (EECC)
The University of Windsor Employment Equity Coordinating Committee (EECC) works towards coordinating employment equity with the employer and employee groups at the University. The committee is made up of representatives from each bargaining unit on campus and an equal number of representatives from the administration. Employment Equity Coordinating Committee (EECC) - Terms of Reference
The two WUFA reps who sit on the EECC 2020-2021 are:
- Sharon Munro, Library (WUFA rep)
- Roozbeh Razavi Far, Faculty of Engineering (SWDEAC appointee)
Employment Equity/Procedures Assessors (EE/PAs)
The University of Windsor uses the services of academic volunteers who monitor the equity procedures of academic appointment and renewal, tenure, and promotion committees. The office of Human Rights, Accessibility and Equity provides equity assessor training yearly. EE/PAs are appointed from a list agreed to each year by WUFA and the Administration. These EE/PAs promote fairness and equity in all faculty appointments processes and academic decision-making. Each Employment Equity/Procedures Assessor shall be provided with all relevant appointment or promotion and tenure materials, including a copy of the AAU's goals and timetable by the Head of the AAU to which the Employment Equity/Procedures Assessor has been assigned. Procedural Information for an EE/PA can be found on the following link: Procedural information for an EE/PA
Canada Research Chairs Equity, Diversity and Inclusion Committee
The Canada Research Chairs Equity, Diversity and Inclusion Committee works to develop and maintain an equity , diversity and inclusion action plan. The University's plan, which was approved by Canada Research Chair program, will guide the University's efforts for sustaining the participation of and /or addressing the under-representation of individuals (based on the institution's equity gaps) from the four designated groups - women, Aboriginal Peoples, persons with disabilities, visible minorities and sexual minorities - among their chair allocations. Canada research chairs Equity, Diveristy & Inclusion Action Plan - September 2019
The WUFA rep. who sits on the CRC committee is:
- Tranum Kaur, Chemistry and Biochemistry