As I’ve been reflecting on our discussion at the town hall and the conversations I’ve had with colleagues over the last week, I couldn’t help but think about the specific impact of the labour disruption on our students, and what we were able to do to help.

While the disruption had challenges for many, it undoubtedly had the greatest impact on students. When the University announced that members of CUPE 3903 had voted to accept an agreement with the University, bringing the labour disruption to a close, nine weeks of a disruption to normal operations had already elapsed. I am grateful that the University and the union were able to come to an amicable agreement that both sides found to be favourable and equitable, but I continue to reflect on the impact for students. Following the ratification of the agreement on April 19, the remediation period swiftly began the following Monday; a keen effort to bring students back to learning and make up the time lost during the disruption.

Across the DFA, our teams too moved quickly to support students in navigating the remediation period. Housing & Conference Services offered residence extensions to any student staying on campus to complete their courses and final exams, at no additional cost. Food Services extended dining plans throughout the remediation period and organized a new carry-forward policy that enables students to carry-forward a portion of unused meal plan funds to the 2024-25 academic year. Parking Services extended parking permits to ensure students driving to campus could park, at no additional expense. Facilities Services worked to ensure classrooms that had not been in use were cleaned over the weekend and ready for student arrival. UIT ensured all systems and in-classroom technology was in order to make for a seamless return to learning. Community Safety �첥��Ƶ continued to provide on-campus support to students to ensure everyone’s collective safety amidst a stressful time.

These examples, and many more, stitch together to create a quilt of support – perhaps our division’s greatest contribution to students in the wake of the labour disruption. Though this period has been challenging, I have been heartened to witness how teams have worked together in support of students. Many of you have made tough decisions that will have business and financial implications, but you did so with a clear understanding of the responsibility we have to help students navigate challenges in their University experience and enable them to continue on their pursuit of learning.

You may have noticed many of my reflections align with the seasons. Spring is a season often known for life – rebirth, bloom and joy. It’s the season where days start to get longer, the sun starts to shine brighter, and the flowers are more colourful.

In the spirit of the season, I’ll leave you with a final thought – when we work in service of our students, we all bloom.

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While the holiday season may mean something different to each of us, it is important to reflect on the common threads of humanity that bind us. World events from this past year, including the attack by Hamas against civilians in Israel, the ongoing crisis in Gaza and all those who are suffering in Israel and Palestine, have had a direct impact on members of our community. My deepest sympathy is with those who have been personally affected, both within and outside of our community. In times of conflict and divisiveness, the need to identify common threads, share perspectives and feelings in a safe space and listen respectfully to others doing the same is incredibly important. I am grateful for our colleagues in the Division of Equity, People and Culture who have organized in-person gatherings for staff to connect, find comfort in sharing similar worries and provide support to each other amidst the ongoing crisis. If this may be beneficial to you, I encourage you to sign up for one of the two upcoming sessions .

As we consider the best ways to support each other and strengthen our culture of compassion and inclusion, I have been reflecting on my consistent desire to connect with you more regularly. This year, we introduced a new model for divisional engagements that prioritizes answering your questions and cultivates learning opportunities to expand your understanding of certain topics or initiatives of interest. I always appreciate hearing from you and answering your questions in a town hall setting, but I recognize that there are situations where questions, issues or concerns may require attention that precedes our next town hall. I also find such value in reading your perspectives and feedback, as it helps me understand your priorities, challenges, points of excitement and expectations around your work and our division.

In the spirit of all of the above, we will be introducing a new two-way communication channel on the Office of the VPFA website. At any time, you can share your questions, feedback, concerns or perspective directly with my office and divisional leaders for timely response. It is my hope that we will be able to improve our communication outside of planned divisional engagements as a means to strengthen our culture, enhance transparency and accountability and ensure we are supporting each other effectively. This new channel is the first of many resources that we hope to roll out for DFA staff. Other items we are currently exploring include a mechanism for staff recognition, an archive for all departmental updates and newsletters, and a repository for helpful templates, guides and forms.

Though the past several months have brought tremendous challenges, I hope you can count on December to bring glimpses of optimism. Look in places where it may be hiding – in between snowflakes, a smile with a kind stranger, the love cooked into a shared meal or the peace in solitude. I hope you can also find ways to support those around you, in the spirit of the season. Lend a hand where you can, check-in on a friend or colleague, volunteer your time to a cause you are passionate about or offer support in a way that is meaningful. However you choose to spend it, may December bring you something – whether big or small – to find enjoyment, appreciation and anticipation for the year to come.

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On my way home from a luncheon I attended last month to honour York retirees, this line popped into my head. Throughout the afternoon, I had been fortunate to hear such great stories from retirees about how their time at York shaped their life, identity, sense of purpose and friendships. I heard stories about colleagues showing up at family members’ memorials and funerals unexpectedly, coming together to support each other in hard times and kind notes to celebrate birthdays and other milestones. I heard stories about returning to work after the pandemic and learning about the new hobbies people had picked up. Perhaps this meant a few more loaves of banana bread in the break room from those who had taken up baking, or more plants throughout the office from those who had nurtured their green thumb.

Though all retirees I spoke to were doing well in retirement, all looked back on their time at York fondly, recognizing how it had been woven into the fabric of their lives.

This is something that really resonates with me. Throughout my career, I’ve been lucky to work with colleagues who are intelligent, empathetic and supportive, both within and outside the metaphorical office walls. I’ve been even luckier to work with some of the same colleagues at different points in my career and have them turn into friends. To hear that others feel the same is a great connector.

We are all governed by individual experiences and thoughts, yet we are bound where our collective experiences and thoughts intersect. A place of work, especially one that an individual has contributed many years to, is a prime example of where these experiences intersect on a daily basis, creating connections that transcend workplace borders. The ability to develop interpersonal relationships with colleagues is not synonymous with any place of work, but anecdotes from recent retirees affirmed what I already believed to be true – that York’s workplace environment and culture is uniquely welcoming and inclusive, and while community may not be a part of every workplace, it is certainly a cornerstone of ours.

This concept is not new. In fact, it has roots with those who have care taken the land �첥��Ƶ is situated upon and those who call it home today.

While it is important to learn about, respect and celebrate the diversity in cultures of Indigenous nations in Canada, First Nation, Inuit and Métis world views have certain elements in common. For learners, these common elements are often referred to as essential understandings, as understanding their importance and application provides a foundation for further learning about Indigenous knowledges, languages, practice, and ways of being.

One such essential understanding is that of community. In practice, this involves cultivating a sense of belonging within a group as a core element of identity. It also means taking care of each other and coming together for life’s many moments, including celebration, mourning, gratitude, and support.

During National Indigenous History month, we have the opportunity to engage with the history and culture that Indigenous people bring to York and their importance to Canadian society. Our strong sense of community – a concept inherited, learned and consistently applied – is a contribution worth celebrating.

As we move into the warmer months, I would encourage you to practice the same concepts of community and taking care of each other on a personal level. As our responsibilities and lives at work ebb and flow, so do our personal lives. We respond to challenges, navigate difficult situations, relish in causes for celebration and seek opportunities to rest and recharge. As the saying goes, you cannot pour from an empty cup, and time away is just as important as showing up.

On the heels of a successful Congress 2023 which saw contributions from every department across the division, rest is well deserved. Take the time you need and spend it however you’d like. Your York colleagues and friends will look forward to hearing stories from your time off when you return.

Carol

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Several weeks into Black History Month, this is something that is incredibly salient. Last year, I reflected on the history of the month and shared some relevant reading for those looking to further their education around Canadian race relations and milestone moments in civic action that shaped the Canada we know today. I also shared integral documents York developed to further our work in anti-black racism and black inclusion – Addressing Anti-Black Racism: A Framework on Black Inclusion and the subsequent plan for tangible change, Action Plan on Black Inclusion: A Living Document for Action.  

This year, I urge us to take our key learnings and lessons from history and ground ourselves firmly in the present day. How can our learnings inform our action? How can our understanding of race relations – their roots in white supremacy, the complex role of intersectional identities and the multiple facets of microaggressions and macro-injustices – propel us toward change? 

At York and in our division, these are questions we are consistently seeking to answer. As we do the work, we are finding that answers to these questions are not easy; they will require unlearning and redevelopment of processes and systems that are inherently built on a system of oppression.   

This month, the DFA’s Decolonization, Equity, Diversity and Inclusion Council is holding its inaugural networking and mentoring event for staff who are Black, Indigenous and People of Colour (BIPOC). While this event falls within Black History Month, it is not a Black History Month event. Rather, it seeks to highlight representation in the DFA by showcasing BIPOC leaders and allies in the division and facilitating introductions with BIPOC staff. As the inaugural event, it is the first in a planned series that intends to run multiple times throughout the year.  

As the council was preparing for this important event, something troubling came to light – there was a challenge in finding enough BIPOC leaders in the DFA to make this event a success. An event centred upon highlighting representation simply highlighted the lack of it in the first place. This is a difficult and uncomfortable truth, and something that I, as a leader, have sat with since the time it was brought forward to me. 

I am currently reading White Fragility by Robin DiAngelo, and a quote of hers came to mind:  

“The key to moving forward is what we do with our discomfort. We can use it as a door out —blame the messenger and disregard the message. Or we can use it as a door in by asking, Why does this unsettle me? What would it mean for me if this were true?” 

I’ve emerged from my reflection with two truths, both equally valid – there are many highly skilled and intelligent BIPOC leaders in the DFA, and there are not enough BIPOC leaders in the DFA. As a leader, it is my responsibility to ensure we are participating in hiring practices with inclusivity and equity as a cornerstone to ensure we are attracting diverse candidates that are deserving of positions in our division. It is not enough to write that we adhere to principles of DEDI in our job descriptions, we have to be intentional about sharing job opportunities where diverse candidates, especially BIPOC candidates, are likely to see them. We have to test our outreach to ensure that we’re hitting the mark, and if we’re not, we need to regularly adjust.  

This is what we need to do now to build the inclusive future we envision.  

As we move forward as a division, there are a handful of initiatives underway that seek to transition key historical learnings into present day action. One such important initiative is the review of York’s security services that has taken place over the last year. I am happy to share that I recently received the final report from the internal expert panel and have presented the recommendations to the University Executive Committee. The next step will be the formation of a working group to thoroughly review the recommendations and begin developing an implementation plan. I look forward to these recommendations taking shape and contributing to the goals identified in York’s framework for Black inclusion.  

While at times it can be difficult to confront realities, especially as it pertains to our current practices and status around equity, diversity and inclusion, it is important that we continue to do so. I am grateful to be among colleagues in our division who have a strong history of supporting each other and creating safe spaces for honesty and growth. 

I hope we can continue to work alongside each other to glean lessons from history and put our intention into action.  

Carol

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This year has been no different. At York, we’ve continued to navigate a new normal, welcomed back students for a more fulsome return to campus, continued to progress major transformation programs – including the Service Excellence Program (SEP) and the Student System Renewal Program (SSRP) – strengthened our role and reputation as a sustainable University, and more. In our homes, we’ve experienced triumphs and challenges – being able to gather with loved ones safely after many months apart, navigating challenges with education, witnessing our healthcare system under duress as multiple viruses surge and feeling worried about the state of children’s health.  

Each of these moments and feelings, and many more, represent a tile in the mosaic of the last year. While some are larger than others, they nestle together to paint a picture that helps us reflect, acknowledge, celebrate and commemorate all that has taken place over the past 12 months.  

In the last few weeks, I’ve found myself in the 2022 archives, poring over past announcements, blogs, YFile articles and videos. I’ve smiled, cried, reflected and felt proud. To round out a year well spent, I wanted to share some of the pieces that resonated with me the most and their significance. As you read, listen and watch your way through this list, I hope you feel inspired by what we have accomplished together as a division. Though it has not always been easy, I am proud of our team for forging ahead, creating solutions, being innovative and doing the right thing. I am grateful for each of you and the role you play in making our York community better.  

Best wishes for a safe and happy holiday break, 

Carol 

Our People: In conversation with Ruth Bramham 

In October 2021, the Division of Finance and Administration’s Equity, Diversity and Inclusion (EDI) Council was formed. Over the last year, the council has worked hard to develop an overall strategy, as well as sub-committees and action plans for EDI in our division. In addition to these strategic pieces, council members have also helped move the discussion forward through a variety of means, including a new website, updates at divisional town halls and a new vlog series that features conversations with DFA colleagues about their lived experiences. The first of these videos features Ruth Bramham, a founding member of the council. In this video, Ruth shares her story as a transgender woman through the years, dealing with illness, unemployment, working in a male-dominated industry and gender discrimination in the workforce. I am grateful to Ruth for her vulnerability in sharing her story and know many have already been inspired by her journey.  

Last February, our division took an important step toward actioning a commitment identified in the University’s Action Plan on Black Inclusion by forming an expert panel to undertake a review of �첥��Ƶ’s Security Services. The Security Services Review is York’s tangible response after conversations with the University’s Black and racialized community revealed feelings of lack of personal and emotional safety, daily experiences of racial harassment, exclusion, discrimination, lack of respect and barriers to academic and career advancement. 

Over the last 11 months, this work has critically progressed with the input of our community. Through written submissions, town hall discussions, meetings and more, the panel has identified overarching topics, and has worked with the community to map out current state with proposed solutions and options. While the full Security Services Review is planned for release in the new year, I encourage you to read the preliminary report from September 2022 to understand the lived experiences of our Black and racialized colleagues and the shared accountability we have to create a more inclusive, safe environment.  

June reflections – Indigenous History Month, Pride Month and York’s largest spring convocation 

As someone who has spent their career in the education sector, it is well fitting that I consider myself to be a lifelong learner. While my time spent in a classroom has been invaluable and foundational, much of my learning over the last several years has been through books, articles, podcasts, lectures, films and conversations. For my June blog, I reflected on the learning that had taken place around Indigenous History Month and Pride month, and how understanding history is often the best way to make sense of what the future holds.  

Grandma graduates from �첥��Ƶ, following in granddaughter’s and younger sister’s footsteps 

This is a headline you can’t finish reading without a smile. This past October, 85-year-old Hortense Anglin walked across the stage at York’s fall convocation to receive her first degree. She followed the inspiring lead of her sister, Orsa Lindo, who made headlines in 2018 for also graduating form York at 79. These women exemplify that education has no age restriction and that no matter where you are in life, there is always an opportunity to learn and grow.  

While this story was first published in 2021, I find it encouraging to return to our original plans for the University Services Centre (USC) to see how far we’ve come. York began implementation of the USC in June 2021, gradually building new teams and introducing systems to make services simpler and faster to access. Over the last year and a half, the USC has delivered on many of the promises outlined in this initial announcement, including the creation of a USC Contact Centre to deliver consistently high-quality, professional and efficient services, and the establishment of a digital ticketing system that provides greater transparency around open tickets. 

I want to take a moment to acknowledge the USC team. I realize deeply, through experience, that forging new paths is difficult, and often the light at the end of the tunnel is dim. I am grateful that you have persevered through challenges in pursuit of our vision for service excellence. As you continue to build a world-class service organization, know that our division stands in support of you every step of the way.  

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Canada also has a rich history of 2SLGBTQIA+ activism, with noteworthy gay rights protests taking place as early as 1971. Over the years, the demonstrations have evolved into a month of festivals and celebrations across the globe, with one of the largest parades in the world taking place right here in the City of Toronto.

On June 21, we commemorated the history, heritage, culture, resilience and contributions of Indigenous Peoples at �첥��Ƶ and across Canada when we observed National Indigenous Peoples Day.

In 1996, then Governor General Romeo LeBlanc proclaimed National Aboriginal Day following many years of consultations and statements of support from various Indigenous groups. In 2017, Prime Minister Trudeau issued a statement renaming the day “.” It is a day meant for all Canadians to recognize and celebrate the unique heritage and outstanding contributions of all Indigenous Peoples. It is observed on June 21 to recognize the summer solstice, the day when the earth’s northern hemisphere is maximally tilted toward the sun, resulting in the longest day of light in the year. For thousands of years, this day has held great significance for Indigenous Peoples. It is a day when First Nations gather and share in ceremonies and traditions to thank Mother Earth for her gifts and to celebrate the preservation of Indigenous languages, knowledge, culture and histories.

The month of June is also recognized as Indigenous History Month. An opportunity for Indigenous Peoples to celebrate, and for non-Indigenous people to commit to learning more about the history and the many contributions Indigenous Peoples make across (North America) today.

For many centuries and continuing through to the present, colonial practices and social policies have sought to erase Indigenous history and knowledge. Legislation such as the Indian Act and the residential school system were created to intentionally dismantle cultures, familial ties, histories and knowledge systems. These actions have resulted in tremendous trauma and harm to Indigenous Peoples. We cannot erase the past, we must acknowledge it, learn from it and commit to making the present and the future more hopeful, inclusive and harmonious. This is a commitment that requires substantial work and effort to undo the harm and destruction caused by colonialism.

In the recent past and as part of this commitment, Canada has been on a journey of truth to understand the legacies of harm and has been working with Indigenous Peoples toward reconciliation. In 2015, the multi-volume was released. The report contains 94 calls to action for Indigenous and non-Indigenous people to come together to help repair the harm caused by colonial practices, former social policies and legislation and to help us move forward. The calls to action were divided into two categories, Legacy and Reconciliation. The Legacy category focus on redressing the catastrophic consequences of the while the calls under the Reconciliation category aim to establish better relations between the federal and provincial governments of Canada and Indigenous Peoples.

A key component in this journey of truth and reconciliation is learning — learning about the unique culture, traditions, communities and histories of Canada’s Indigenous Peoples and learning from Indigenous Peoples in our community, about ways in which we can live well together, support each other and help each other thrive. And while June is observed as Indigenous History Month, enhancing our knowledge as part of our journey towards reconciliation should not be limited to a single month. Reconciliation is intentional, it is the only way forward and I remain committed to my journey of learning, intentionally seeking out books and articles by Indigenous writers to help me better understand. 

I recently read a book with a collection of essays by Haudenosaunee writer Alicia Elliott, titled . The title is a rough translation of a Mohawk phrase for depression. The author covers a broad range of topics, from race, parenthood, love, art, mental illness, poverty and sexual assault to gentrification and representation. Elliott sheds light on problems from the seldom-heard perspective of the Indigenous community. She writes with love for her culture, her community and her family. She writes with love for herself while revealing that she is the product of intergenerational trauma and colonialism. She provides historical context about current issues while delving into the ways they manifest on a personal level through vulnerable glimpses into her own life growing up as a biracial, Haudenosaunee woman in the US and Canada. Her essays shed light on how colonial actions continue to reverberate and are being experienced by Indigenous Peoples today.

In her book, Elliott mentions the Haudenosaunee belief in the principle of the . The principle holds that the actions and decisions we make today will affect seven generations into the future. Imagine knowing what you do today will impact seven generations later. What would you do differently?

As I close off this blog, I would like to extend my best wishes to you for the rest of the summer. I would like to recommend A Mind Spread Out on the Ground by Alicia Elliott as a summer read and I encourage you to join me on a journey of learning. I truly believe that we can be transformed by what we read and how we participate in our community. I believe everyday represents an opportunity for us to: reflect on and learn more about the culture and contributions of Canada’s Indigenous Peoples; to show support for members of the 2SLGBTQIA+ community; to embrace our unique diversity; and go forward together, to develop a community and a nation that is fulfilling, safe, inclusive and equitable for all, for now and for the future.

All the best,

Carol

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Around the time of the American Revolution the British offered escaped Black slaves, freedom and land in Canada if they fought for them in the American Revolution. Problems began with rising racial tensions between the colony of free Black loyalists in Birchtown and the predominately white community of Shelburne County.  In 1784, forty white loyalists broke into the house of David George, a Black preacher and the home of twenty others.  This incident incited a riot that went on for ten days after which only one man was charged in connection with the riots ().  What struck me as I read this was the lack of humanity for, and accountability to fellow citizens. This event happened over 200 years ago and today we are still grappling with anti-Black racism.

In December 2020, the Toronto-based public engagement organization-Civic Action () and the Boston Consulting Group () released a report titled: The Pervasive Reality of Anti-Black Racism in Canada (). They compiled existing data from the municipal, provincial and national level to show how anti-Black racism appears in four important lifecycle areas: education, employment, health care, and policing. They focused on four areas and in those areas the research shows that Black people experience greater racial inequalities compared to other groups. As I read the report and its findings-which I find very disconcerting, I am convinced that my journey into learning has only just begun.

: A report from Civic Action and Boston Consulting Group (BCG)

I believe that education and engagement are crucial steps toward unravelling the complex challenges we must face together. It empowers us all to do the work that is necessary to achieve the type of world we want to be a part of.  I also feel that if we cultivate empathy— imagining ourselves in the situation of others, we will learn to combat racism, including anti-Black racism and build a more diverse and inclusive society that is informed by Black history, Black voices, Black expertise and Black lived experiences.  

While it is very important to celebrate and recognize the incredible contributions to our world by Black people, there is much work still to be done to combat anti-Black racism. We do not have the luxury of sitting on the sidelines and expecting others to do the work that is necessary. As members of society striving for a just and equitable world, we all have a responsibility to fight anti-Black racism and racism in all its forms, so that together we can continue to elevate and celebrate each other.

It is my intention to continue to be actively engaged in the conversation on the persistence of anti-Black racism; to listen, engage with, and learn from the experiences of our own Black students, alumni, scholars, and staff, to contribute to a community where equity and inclusivity thrive in thought and action.

I support the efforts being undertaken at the University to address systemic racism, like the recently announced Security Services Review. In June 2020, a series of conversations were held with members of the University’s Black and racialized community, to discuss their experiences with anti-Black racism on York’s campuses and to gather concrete suggestions for change. During these meetings, many experiences were shared, including feelings of a lack of personal and emotional safety, daily experiences of racial harassment, exclusion, discrimination, lack of representation, lack of respect, and barriers to academic and career advancement. Students spoke of not seeing themselves reflected in the faculty, instructors, staff, administration, and curriculum, being subject to racial profiling and surveillance while on campus, and a general lack of support. Participants in those conversations also shared suggestions on how to reduce systemic barriers and create greater inclusion.  The feedback from those conversations helped to inform the University’s Framework on Black Inclusion (5) and the Action Plan on Black Inclusion (6).  The Security Services Review is a commitment and action identified in the University’s Action Plan on Black Inclusion. Central to the review process will be equity, diversity, and inclusion—just one of the ways the University is working toward dismantling anti-Black racism and indeed, all forms of racism.

As we continue to face this pandemic, please allow the celebration of Black History Month to serve as a reminder of the multiple contributions made by Black Canadians. Let's celebrate with optimism for the future and continue to embrace the diversity that defines our university, our city and our country.  I encourage you to attend the different virtual events going on this month across our campuses in celebration of Black History Month. Please visit the University’s website on Black History Month to learn more.

Please join me on my journey of learning; I encourage you to explore the links below.

Carol

1:

2:

3:

4:

5: Addressing Anti-Black Racism: A Framework on Black Inclusion

6: Action Plan on Black Inclusion: A Living Document for Action

Visit the DFA website for additional resources.

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Resilience is a word that we all know from before this pandemic began, and it is also the word that most appropriately describes our colleagues in DFA and at the University. It is the capacity to recover quickly from difficulties; it is the ability to spring back into shape. And though we spring back, the original shape might change, offering opportunities for renewal and innovation; the shape is transformed from what we may have known pre-COVID, but the embedded characteristics of dedication and steadfastness within DFA continue to drive positive change for our community.

Our goal has been and always will be, to provide a safe, caring and welcoming environment for students, faculty, and staff, while at the same time delivering positive learning, teaching, and working experiences that are on par with the best universities. Students come to York to enrich their minds and to build relationships that will last a lifetime. The work that we do in DFA truly does help to facilitate this. Although the pandemic has posed many challenges, we have continuously risen above it in the division and across the University.

COVID has presented substantial obstacles, but it has not stopped us from advancing the University’s goals and objectives. We made a difference in countless students’ lives, conducted ground-breaking research, and as we forge ahead with building our Markham Campus, we unveiled University Boulevard-where the Markham Campus will reside. We renewed washrooms and classrooms and added a Dome to the York Lions stadium converting the stadium into an all season sporting and event destination.

We continue to live our values within our community through our Social Procurement Policy, providing opportunities for diverse-owned businesses and the hiring of apprentices from within our community. Committed to driving positive change, the University released its Anti-Black Racism Framework, and the Anti-Black Racism Action Plan, while we in DFA established our own EDI council to work in alignment with the University’s EDI strategy. The University Services Centre was launched in June, and we can look forward to more services being incorporated as the Service Excellence Program continues to identify areas of improvement. With our eyes on Carbon Neutrality in 2049 and a focus on becoming a sustainable university, we continue to institute programs that are environmentally friendly, all the while working towards achieving the UN Sustainable Development Goals, incorporating the Toronto Bike Share on our campuses, mobile ordering, online YU-card services, online Bookstore ordering and delivery, all to help reduce our carbon footprint.  We are re-imagining the more than 190 acres of land on the Keele Campus with our Campus Vision and Strategy – embracing an opportunity to right the future. None of this would be possible were it not for the unwavering dedication of our colleagues in DFA and across the University.

We’ve come through a year that was filled with both challenges and victories. How reassuring it has been to know that we can count on all of you regardless of what faces us.

As we approach the end of the year, I would like to remind you that the University will be closed for the holiday break from Friday, Dec. 24 through to Wednesday, Jan. 5, 2022, and will re-open on Thursday Jan. 6, 2022. I encourage you to take some time to reflect on all the amazing things you have done and appreciate yourselves and your accomplishments.

Our colleagues are of many different faiths and philosophical traditions, but we all work together to embrace and promote joy, hope and a profound appreciation of one another.

Thank you for being part of DFA and the York family and I wish you all best wishes for the holidays and happiness for the coming year.

Carol

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Our buildings have remained secure throughout the pandemic and continue to be well monitored thanks to the watchful team in the Community Safety �첥��Ƶ Department. Campus signage, wayfinding signs, the distinct mask-vending machines, consistent cleaning protocols, enhanced ventilation and air filtration, plexiglass barriers installed, additional hand sanitization stations throughout, touchless washrooms, new campus benches, newly installed Bike Share Toronto stations and pristine campus grounds could hardly be missed—the handy work of colleagues in Ancillary and Facilities Services. And through it all, our colleagues in UIT and Financial Services have supported us and continue to do so, as we function like a well-oiled machine.

I greatly appreciate all your efforts in ensuring that robust measures are in place for the health and safety of our community and to helping to promote a positive experience for all.

As we settle into the month of October, the month we celebrate Thanksgiving with those near and dear to us, I encourage you to continue your journey of learning about the history of Canada’s Indigenous Peoples. September 30 was a solemn day; a historic day in which we as a nation came together to observe the National Day for Truth and Reconciliation.  The York community showed its collective support for our Indigenous Peoples by wearing orange T-shirts as part of the Orange Shirt Day campaign; to experience, to witness and to honour the healing journey of the survivors and their families, and to commit to the ongoing process of reconciliation. Every Child Matters—the theme of the Orange Shirt Day campaign, because every child does matter!

The Ross building on the Keele campus, the Glendon Manor and the cranes on the Markham Campus construction site were all aglow in orange, thanks to the tremendous efforts from the Facilities Services team. This was the first time that buildings on York’s campuses were lit to shine a light on a very important matter.

Ross Building

Glendon Manor

Markham Campus Construction Site Cranes

One of the in the Truth and Reconciliation Commission’s final report was the establishment of a statutory holiday, a National Day for Truth and Reconciliation to honour Survivors, their families, and communities, and ensure that public commemoration of the history and legacy of residential schools remains a vital component of the reconciliation process. And though September 30 is behind us, I ask that we not limit ourselves to just one day but to commit to continued reflection, learning and understanding as a way forward toward reconciliation.

We have much to be thankful for, we have been able to return to our campuses and re-connect with some of our colleagues in-person. We have tools and resources in place to ensure that while the pandemic is still around us, we can feel confident that our colleagues are doing their part to keep our community safe by using the app before coming on campus.

I am grateful for students who give our jobs purpose and for our faculty, staff and university leaders who continue to work tirelessly to achieve the University’s vision and academic mission.

And as the leaves turn into vibrant colours of red, orange, yellow and brown, I feel a sense of excitement as I look forward to crisp morning walks with the leaves crunching under my feet and a steaming hot brew in hand before I begin my day, energized and grateful to be a part of this vibrant community.

I’d love to hear what you are grateful for.

Carol.

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As I sat writing my blog, I realized that there is so much about this month that warrants mentioning. June is the month in which we usher in summer, it has both the longest and the shortest days of the year— depending on where you’re standing! If you’re in the northern hemisphere, like we are, then June 21, is the longest day of the year. If you were in the southern hemisphere, then the 21^st would be the shortest day of the year. June brings beautiful bouquets, delicious fruits and vegetables, and an urge to get out there and enjoy the sunshine.

Summer tends to be a light and carefree time of the year, however, this year our celebration of summer might be tempered. The discovery of 751 unmarked graves on Cowessess First Nation in southeast Saskatchewan is a stark reminder of the work that we must do, and how very important it is for each of us to commit to reconciliation. So, while we celebrate National Aboriginal History Month and National Indigenous Peoples Day in June — a time for learning about, appreciating and acknowledging the contributions that First Nations, Inuit and Métis people and all that they have done in shaping Canada, we also grieve with them. I encourage you to take the time to reflect on the injustices and suffering inflicted and to get acquainted with the Truth and Reconciliation Commission Reports and its 94 Calls to Action and learn how you can play a part towards reconciliation.

I would also like to ask if we can all bring to mind the tragic workplace incident that happened on our Keele campus on Monday, 28, June. Our hearts go out to the victim's family, friends, co-workers and to the York community. This is a keen reminder that workplace safety is everyone’s responsibility and that safety in the workplace has a significant impact on all of us. Resources are available through the Employee and Family Assistance Program to help you through this traumatic experience.

At our last town hall, I mentioned that June is a month in which we celebrate with, and show our support for, members of the 2SLGBTQIA communities in their historic and current struggles for equality. But more than that, it is a demonstration of our unwavering commitment to equity, diversity and inclusion.

This month also brings us to the mid-year point, a time for me to reflect on the year so far, to look at the exciting things that have happened, not just in my life but in our division, and to look forward with great anticipation of what’s to come.

This past year, 116 colleagues from the Community Safety �첥��Ƶ Department have continued to come on campus to ensure a safe community for all.  Our colleagues responded to 11,922 calls for service, conducted almost 5,986 check-ins at campus buildings and offices, and processed 2,324 requests for access to campus. And even though far less people have been on campus, this dedicated team has responded to 133 Emergency Medical Service calls. Always prepared and focused on the safety of the York community, this team has maintained regular checks on the exterior lighting, emergency phones and all the fire safety equipment on our campuses.

Before the pandemic, UIT provided expert service and support to the community. Throughout the pandemic, the team has continued to demonstrate that they can rise to any challenge and exceed expectations. They have enhanced services and added layers of security to ensure students, faculty and staff can study, teach, conduct research and work, with peace of mind knowing that UIT is working on their behalf. They have improved the performance and resilience of eClass resulting in a glitch-free winter exam period. They’ve added Ada—a virtual assistant for IT support, a complement to the award winning, highly successful student virtual assistant, SAVY. They are moving full steam ahead with the University’s largest digital transformation project, the Student Systems Renewal Program (SSRP).  With a focus on delivering superior services to students, faculty and staff, SSRP will streamline processes and technology platforms to allow students to plan and better manage their learning experiences.

On June 14 the University Services Centre (USC) was officially launched. Colleagues from the Pension and Benefits Office from the Human Resources Department have joined colleagues from the General Accounting team, Expense Desk, Accounts Payable and Accounts Receivable, from the Financial Services Department, to become the first members of the USC. These two teams will be joined in late summer by members of the Procurement Operations team, also from the Financial Services Department. Together, these teams will become part of a one-stop-shop in which administrative services to faculty, instructors and staff will be delivered in a consistent and simple manner, with ease of access and enabled through technology.

The design and implementation of the USC is part of the Service Excellence Program (SEP). SEP is a three-year initiative focused on improving processes, structures, systems and culture and is guided by York’s vision for service excellence. The program seeks to collaboratively create solutions with the community; solutions that are user-focused and aimed at making York a better place to work and learn.

If I have learned anything over this past year, it is that colleagues in DFA are extraordinary. They are committed to the division and the University. They are resilient as demonstrated in the extraordinary successes achieved during the most challenging of times, and I am humbled, and tremendously grateful to each team member.

It is my hope, that over the next few months, you can take some much-deserved vacation time and enjoy the sights and sounds of summer.  Summer is really starting to get into full swing, every day lasts just that little bit longer, making breezy summer evenings a real treat. Whatever you do, I encourage you to take a moment to reflect on the year so far, as it’s halfway gone already!

All the best,

Carol

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