CPS EDI Climate Report 2023

Purpose

This survey is intended to guide the efforts of the Department of Chemical and Physical Sciences to promote equity, diversity, and inclusion within our community. We require data to ensure that we’re targeting the right problems in the right way, and to track our progress over time. We will repeat this survey annually, publishing the resulting report, good and bad, on our website, along with our plan for addressing any concerns that are raised. We will continue to work towards increasing diversity in the department and within our disciplines, and ensuring that all members of our community feel safe, included, and valued.

View full report on the climate and demographic survey of undergraduate students within CPS here

View full report on the climate survey of faculty, staff, research associates, postdoctoral fellows and graduate students here

Summary of Results 

• 70 undergraduates responded, compromising of 6% of the population, and 64% of non-undergraduates responded, accounting for 44% of the population 

• The EDI climate is broadly positive, although areas of concern are evident
• Responses from non-undergraduates on EDI statements highlight that trust of the department and receiving equitable reward/recognition are areas of concern. Department 
• members do feel a sense of respect and that they have access to opportunities. 
• Responses from undergraduate students to EDI statements highlight that they do not feel a sense of belonging or common purpose within the department. They do feel a sense of trust, respect, and access to opportunity.
  • Non-binary respondents are less satisfied with the department climate compared to men and women.
  • Muslim respondents are less satisfied with the department climate compared to Christian participants; non-religious participants fall in between. 
• Many members of the community report negative experiences:

• When asked about incidents of discrimination and for general comments and suggestions for improvements, multiple participants highlighted:
  • A desire for greater faculty diversity
  • Improved awareness, sensitivity, respect, and empathy on specific issues
  • Greater sense of professionalism within the department
  • Further support of EDI initiatives

Find the full summary of results for undergraduate students within CPS here

Find the full summary of results for faculty, staff, research associates, postdoctoral fellows and graduate students here

Next Steps

Based on the results of this survey and community meetings, the Departmental EDI committee has formulated a plan of action centered around three themes.

Theme 1: Community

Undergraduate students report feeling a lower sense of belonging in the department, with non-binary respondents less satisfied with the department climate compared to men and women, and Muslim respondents less satisfied than Christian participants. We plan to:

• Host additional community-building events
• Build community and alumni connections through Quercus and LinkedIn pages
• Support undergraduate clubs associated with CPS
• Create opportunities for students to connect through course activities
• Explore and address differences in response by demographic groups within our community

Theme 2: Addressing incidents of Harassment

There were reports of discrimination and exclusion in the survey. Amongst undergraduate respondents these incidents occurred primarily in lecture, laboratory, or tutorial sessions. Non-undergraduate respondents reported incidents primarily occurring at departmental and social events or in research laboratories. Respondents also identified a power imbalance between graduate students and faculty that makes reporting incidents problematic.

• Expand the Departmental Topical Training series 
• Implement “cultural safety modules” associated with laboratory access
• Develop a simplified incident reporting document 
• Promote the CPS Laboratory and Field Agreement template

Theme 3: Faculty Diversity

Many respondents highlighted the lack of diverse faculty as an area of concern. CPS considers this both a pipeline and a process problem. 

• Continue to support the UTM STEM Scholars Program
• Provide career support for graduate students and postdoctoral fellows
• Address best practices in postdoctoral fellow recruitment
• Continue to employ best practices around faculty searches

Find the full discussion of next steps here