EDI Strategic Plan

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. 

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.

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.



If you have any questions about the development of the plan or the current phase of consultations, please contact us at EDIAstrategicplan@mtroyal.ca