EDIA Strategic Plan overview
At Mount Royal University, we recognize that simply acknowledging and celebrating diversity is not enough.
We are committed to advancing the goals and direction of the University Strategic Plan regarding equity, diversity, inclusion and accessibility (EDIA). We are currently embarking on an EDIA planning exercise to advance university goals and determine how we can best embed the principles of intersectional EDIA and be a welcoming environment free from discrimination and systemic racism.
- Strengthen our practical understanding of EDIA principles, values, best practices and the importance of creating an equitable and inclusive MRU. Our intention is that all students, staff and faculty feel connected to our community, share ideas openly and make tangible recommendations to co-create belonging on campus.
- Assist in evaluating the impact of services, programs and learning strategies on supporting institutional mission, priorities and values.
- Engage MRU community members to reflect on and assess barriers that prevent access to university programs and services.
- Create a brave space for feedback, introspection and the centering of community members’ voices and experiences with intersectional equity, diversity, inclusion and accessibility at MRU.
- Provide a means for establishing goals, setting priorities, benchmarks and measuring success.
- Assist in maintaining accountability and justifying work in addressing different barriers to inclusion and belonging in our workplaces, classrooms and campus.
- Enhance transparency on the connections between institutional EDIA goals and resources.
- Clearly define the purpose, work plan, communication plan, accountability plan and performance metrics for the EDIA strategic plan.
EDIA Strategic Plan Advisory Committee
Through the EDIA Strategic Plan Advisory Committee, we are taking the necessary steps to create a strategic plan that aligns with MRU's EDIA goals and strategic plan framework 2023 – 2030.
We are engaging with students, faculty and staff to ensure that our work aligns with the vision and mission of the university, while also meeting the diverse needs of the MRU community.
Learn more about our committee members.
EDIA Strategic Planning Process
This table illustrates the EDIA strategic planning process and approximate timelines. We are currently at Phase 2. Please note that timelines may be subject to change.
| Phase 1 (February – March 2024) | Focus group consultations with the MRU community |
| Phase 2 (Spring – Summer 2024) | Draft “What we heard” report |
| Phase 3 (Summer – Fall 2024) | Start drafting EDIA Plan |
| Phase 4 (Fall 2024) | Share “What we heard” report and draft EDIA Plan for MRU community feedback |
| Phase 5 (Fall 2024) | Refine and publish the EDIA Plan |
| Phase 6 (Fall 2024 and beyond) | Develop accountability and implementation plan |
Phase 1: Focus group consultations with the MRU community (February – March 2024)
Phase 1 consultations are now closed. Here is where we have been:A total of 27 consultation sessions were completed. Across all formats, 552 members of the MRU community engaged in the Phase 1 consultations.
These consultations included open call focus groups, online form for anonymous feedback and sessions with Faculty Councils, Provost’s Council, Chairs and Academic Directors Assembly, EDI Community of Practice, President’s EDI Advisory Committee and HR.
18 focus group sessions were open call for employees and students to sign up. 185 individuals registered, including 70 students and 115 employees. Actual attendance for the open call sessions was 78 participants. A total of 220 responses were received through the online feedback form.
Across the 18 open call focus groups and online feedback form, there were 298 participant responses:
- Students: 130
- Employees: 159
- Alumni: 2
- Others: 7 (relationship with MRU not specified)
Across the 9 consultation sessions with Faculty Councils, Provost’s Council, Chairs and Academic Directors Assembly, EDI Community of Practice, President’s EDI Advisory Committee and HR, there were 254 attendees.
All MRU students and employees were invited to sign up for one of our focus group sessions in February and March. To support the participation of as many community members as possible, we increased the availability of sessions in March. All sessions were structured around the same five open-ended questions, which the community received in advance. Registration was on a first-come, first-serve basis. Once the participant limit for a session was reached, registration was closed.
Participants provided confidential feedback through in-person or virtual focus groups, with both formats available for employees and students. Sessions were facilitated by an external consultant from the IDEA Advocacy Group. All employees, students and alumni also had the opportunity to respond to the focus group questions online over a six-week period. The online form was open from February 14 to March 27 for people to provide feedback anonymously.
- What barriers must MRU address to create a more inclusive and accessible campus environment? What suggestions do you have to address these barriers?
- How can we make MRU a safer environment so that community members of all identities feel they belong here? By safety, you may think about physical, psychological or cultural safety. Psychological safety is where people can express ideas and feelings, ask questions or make mistakes without negative consequences. Cultural safety creates a physically, socially, emotionally and spiritually safe environment without challenge or denial of individual identity or needs.
- How can MRU create opportunities for meaningful representation of intersectional identities (racial, cultural, gender, etc.) in student, staff, faculty and leadership groups that reflect our broader communities? Intersecting identities is the concept that an individual's identity consists of multiple intersecting factors, including but not limited to gender identity, gender expression, race, ethnicity, class (past and present), religious beliefs, sexual identity and sexual expression.
- What programs or educational opportunities would you like to see implemented to ensure students and employees understand the principles, issues and strategies related to EDIA and have skills/competencies in this area? (e.g., discrimination, micro-aggression)
- How can MRU improve communication or support for community members experiencing EDIA-related concerns so they can better navigate policies, procedures or dispute resolution channels?
Next Steps
Phase 2: Draft “What we heard” report (Spring – Summer 2024)
Following the community consultations, draft a “What we heard” report that summarizes the key themes, concerns and recommendations identified during Phase 1. This report will also include recommendations from other documents and data sources (e.g. the University Strategic Plan, Academic Plan, EDIA goals and priorities in other cross-institutional plans, JEDIC task force anti-racism report, Scarborough Charter and lessons from other universities, etc.).
This first draft report will be provided to the EDIA Strategic Plan Advisory Committee for feedback. We will also consult with relevant departments/areas identified in the recommendations for their feedback.
Phase 3: Start drafting EDIA Plan (Summer – Fall 2024)
Review the data collected in Phases 1 and 2 (key themes, “What we heard” recommendations, related documents and feedback from business units) to identify strategic priorities/general content of the plan.
Create a rough draft of the EDIA Plan that includes initial thoughts and feedback from the EDIA Strategic Plan Advisory Committee and university leadership.
Phase 4: Share “What we heard” report and draft EDIA Plan for MRU community feedback (Fall 2024)
After preparing the “What we heard” report and the draft EDIA Plan, these documents will be shared broadly with the MRU community to invite input and feedback. This collaborative process will ensure that the EDIA Plan accurately reflects the collective input of our MRU community.
Phase 5: Refine and publish the EDIA Plan (Fall 2024)
Integrate community input and feedback from Phase 4 to prepare a final draft of the EDIA Plan for review by the Advisory Committee and approval by MRU’s president. This document will represent the culmination of extensive community engagement and collaborative efforts to develop a comprehensive and meaningful EDIA plan for MRU.
Following the president’s approval, the EDIA Strategic Plan will be published to the entire MRU community.
Phase 6: Develop accountability and implementation plan (Fall 2024 and beyond)
Develop a robust accountability plan supported by rigorous performance measures and reporting systems, including the use of dashboards, to track progress.
Principles for EDIA at MRU
We are dedicated to building a culture of accountability for EDIA where individuals take responsibility for upholding these principles:
- Alignment with institutional objectives and priorities: Uphold principles that align with MRU's strategic plan, academic plan and other cross-institutional initiatives and commitments. Ensure that EDIA efforts contribute effectively to the university's overarching goals and priorities.
- Equity and inclusivity: Foster a university community that prioritizes equity and acknowledges and addresses systemic barriers. Embrace inclusivity by creating an environment that respects and values diverse perspectives, backgrounds and identities.
- Accessibility and intersectionality: Ensure accessibility for all university community members by removing physical, digital and systemic barriers. Recognize and address intersectionality and understand the interconnected nature of various identities and experiences.
- Representation and visibility: Promote representation across the university community, ensure diverse voices are heard and strive for visibility that goes beyond tokenism by celebrating the richness of perspectives within the MRU community.
- Education and awareness: Cultivate a culture of continuous learning by providing educational opportunities on intersectional EDIA. Raise awareness about the importance of these principles and their impact on creating a supportive and respectful environment.
- Collaboration and equitable policies: Encourage collaboration among students, leadership, faculty and staff to implement and reinforce EDIA principles. Develop and uphold policies and practices that are equitable, transparent and actively contribute to a discrimination-free and welcoming university environment.
Glossary of EDIA Terms and Definitions
View Canadian Centre for Diversity and Inclusion's glossary of terms: A reference tool for inclusion, diversity, equity and accessibility terminology.
Questions?
If you have any questions about the development of the plan or the current phase of consultations, please contact us at EDIAstrategicplan@mtroyal.ca