The six-story, 9,012-square-metre, 50-classroom building, which earlier this year for its sustainability and occupant wellness features,聽聽on 91亚色 U鈥檚 Keele Campus. Its twisted appearance is meant to symbolize the school鈥檚 twist on the traditional mission of continuing studies 鈥� that is, to solve Canada鈥檚 most pressing labour challenges by connecting employers to a highly skilled talent pool through its unique program offerings.

"Our new building has been purpose-built to give our learners and instructors what they need to thrive," said Christine Brooks-Cappadocia, assistant vice-president of continuing studies, "whether that鈥檚 excellent teaching and learning spaces, a place to feed your baby, a prayer room, gathering spaces or, most critically, community that welcomes and celebrates your growth."

For the third annual Architecture & Interiors Awards, a three-person jury of U.S. industry experts spent hours reviewing the nearly 200 submissions received from commercial architecture and design firms around the world to determine the 34 winning projects. The School of Continuing Studies Building emerged a standout, with one juror noting its "subtle singularity" and "understanding of the site and relationships."

"This award is a recognition that this is good design for both the physical environment but also in career-focused education," said Brooks-Cappadocia. "We are thrilled to celebrate this win with Perkins&Will and our community of learners and employers."

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91亚色's Centre for Human Rights, Equity & Inclusion (CHREI) is kick-starting the Fall 2024 term by offering staff, faculty and students a new REDDI (Respect, Equity, Diversity, Decolonization and Inclusion) Mini-Series: Promoting Accessibility and Proactive Accommodations. In this four-workshop series, which will run from Oct. 3 to 22, participants will learn important concepts and skills to challenge the various forms of ableism.

The workshops on accommodation provide participants with a deeper understanding of the key principles that guide the accommodation process, and insights into universal design approaches.

CHREI鈥檚 accommodation sessions are offered in partnership with Student Accessibility Services and the Teaching Commons. to earn a REDDI Mini-Series Certificate.

As promised, CHREI is offering more REDDI Core Series sessions throughout November. This fall鈥檚 sessions include:

• Employment Equity Principles towards Inclusion;
• Understanding Freedom of Expression at 91亚色; and
• Advancing Organizational Change to Foster a Culture of Belonging.

Register for all three and earn your REDDI Core Series Certificate. Learn more about our REDDI series certificates on the .

is now available on YU Learn.

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The Canadian Association of Research Administrators (CARA) recently announced Mickel A. Allen, a research and administrative support assistant in the Lassonde School of Engineering's Department of Electrical Engineering & Computer Science, as the recipient of their Unsung Hero Award. Presented at CARA's Canadian Conference on Research Administration held in St. John's, N.L., the award recognizes Allen's dedication and contributions to the field of research administration.

The award is presented annually to CARA non-executive members who, although not always in the spotlight, have made significant impacts through their volunteer work with the organization and beyond.

鈥淎s a volunteer-led association, CARA is deeply grateful for the contributions of research administrators like Mickel Allen," said Dominique Michaud, president of CARA. "Her generous sharing of time and expertise on various committees and her efforts in cultivating national and international connections have been crucial for the synthesis and dissemination of knowledge within the profession.鈥�

Allen鈥檚 industry service and leadership were highlighted in her selection for this award. Her contributions to the CARA organization include serving as an ambassador on both national and international stages and volunteering on the editorial committee. Additionally, she played a key role as a co-facilitator for the 2021 CARA West Regional Conference and the 2023 CARA National Conference, and has been deeply involved in workshops, webinars, virtual conferences and the Mohawk College/CARA partnered Certificate in Research Administration.

"As an immigrant and woman of colour from Jamaica, being named an 'unsung hero' is profoundly meaningful," said Allen. "It represents a journey marked by resilience, dedication, and excellence within a diverse and often challenging environment. I aspire to embody the quiet heroism that lies in steadfast commitment, navigating new territories, and championing the principles of equity, diversity and inclusion."

Recently seconded to the Office of the Vice-President, Research and Innovation as an Organized Research Unit centre co-ordinator, Allen is also a member of the Office of Research Services' Research Administration Network, where she works to forge collaborations between 91亚色 and other higher education institutions in both Canada and the Caribbean.

"Receiving the Unsung Hero Award is not only a recognition of individual excellence," she said, "but also a testament to the collective values upheld at Lassonde and across the University."

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The 91亚色 SDGs-in-the-Classroom Toolkit, designed to assist the interdisciplinary infusion of sustainable development goals (SDGs) in academic curriculums, recently earned a prestigious spot as an international finalist for the Green Gown Awards, which recognize exceptional sustainability initiatives. It serves as culmination of the pioneering journey to create it.

The seed of the SDG toolkit began in 2021 with Provostial Fellow and Professor Cheryl van Daalen-Smith. She wanted to create shared practices to promote and enable the infusion of all 17 SDGs into classrooms across 91亚色 campuses and disciplines.

A community of practice was formed with over 60 educators and the decision was made that a toolkit could be a useful communal resource. Tracy Bhoola, a SDGs project coordinator and manager in the Graduate Supervisory Support Hub and former ESL instructor, as well as doctoral student and research assistant Nitima Bhatia, were enlisted to create a comprehensive online tool that would help faculty across 91亚色 better integrate SDGs into learning environments through discussions, lessons or curriculums.

But what should that toolkit look like?

Bhoola and Bhatia first turned to faculty, creating a survey asking participants what they would want out of the SDG toolkit, how they would use it, and what would make it most user-friendly.

鈥淲e wanted to know how we can make things easier and simpler for everybody so that they can access it,鈥� says Bhatia.

The survey provided two guiding principles: faculty wanted relevant resources to be accessible in three clicks or less, and that they be organized by discipline and individual SDG.

鈥淭hat forced us to make sure we were organized and ask, 鈥楥ould we get people what they wanted,鈥欌�� says Bhoola.

The pair began researching what toolkits may already exist at other academic institutions to gain inspiration from how they were organized. They found nothing comparable to what they had in mind for 91亚色. As for possible resources to include in the toolkits, most were only applicable to elementary education 鈥� not college or university.

It fell then to Bhatia and Bhoola to be something of pioneers, investing uncountable hours to not only find existing resources and materials, but then adapt them for the university level curriculums. Along the way they leveraged their unique experiences and perspectives as teacher and student to aid the project, assessing resources based on how they might use them.

The pair also continued to draw on faculty feedback, not just from the survey but ongoing collaborations. 鈥淭hey needed to be involved because if people are asked questions and are involved in each step of the process, they're invested more,鈥� Bhoola says.

After six months of work, the SDGs-in-the-Classroom Toolkit launched in June 2022, featuring lesson plans, case studies, classroom support materials, reports, course design guidance and more.

Since its launch, the toolkit has been accessed by educators and students from over 50 countries, expanding its pool of collaborators along the way. Within Canada, for example, George Brown College reached out to partner on expanding the toolkit鈥檚 experiential education section, the University of Calgary鈥檚 Haskayne School of Business added to the business section, and the University of British Columbia contributed to the wellness section. International institutions have reached out to provide content as well.

鈥淚t's nice to have that collaboration and build on that community, so it's not just the 91亚色 community 鈥� it鈥檚 beyond,鈥� says Bhoola.

The external collaborations following the toolkit鈥檚 launch have been important too in contributing to one of the team鈥檚 major ongoing goals. 鈥淚t鈥檚 not just that we got these resources and we created this toolkit and that鈥檚 it,鈥� says Bhatia. 鈥淲e wanted it to be a living and breathing thing.鈥�

As the toolkit moves forward and evolves, that鈥檚 something Bhoola and Bhatia want to remind internal collaborators too, urging faculty to continue sharing how they鈥檙e using the toolkit, what resources they like and if there鈥檚 something missing that they would like to see.

As Bhatia and Bhoola reflect on the year since the tool launched 鈥� and the recent Green Gown Awards finalist nomination 鈥� they feel grateful for the engagement. 鈥淚t validates our efforts, and the hours upon hours that we've put into it,鈥� says Bhoola.

It also gives them a push, says Bhatia. 鈥淚t keeps inspiring us, giving us the motivation and encouragement to keep going.鈥� Bhoola agrees: 鈥淚t reinforces our commitment towards the SDGs and our toolkit.鈥�

That commitment remains strong, especially as both are very cognizant of the stakes and potential impact the SDGs can have.

鈥淚f we can help bring those to them, or put them into the classroom, that's what's going to drive the change in the future,鈥� says Bhoola. 鈥淲e need to make sure that we're constantly there for teachers and students so that they can right the future.鈥�

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As part of its obligations under the , the University is required to conduct a workforce analysis to identify areas of under-representation of equity-deserving group members in its workforce. Each year, 91亚色 presents this analysis in the Annual Employment Equity Statistical Report. The report covering January 1, 2023 to December 31, 2023, is now available.

The report highlights representation at 91亚色 for the four federally designated groups under the Employment Equity Act (women, Indigenous peoples, racialized persons, and persons with disabilities) and community members identified as 2SLGBTQIA+. It also highlights some of the employment equity initiatives undertaken in 2023.

This year, the data revealed some improvements, including the year-to-year increase in representation of racialized persons and persons with disabilities among total employees over the last three years (2021 to 2023).  

In general, the data showed that while the overall representation rates for women continue to exceed the external availability data, numbers for Indigenous peoples, racialized persons, and persons with disabilities show a general trend of representation rates falling below the external availability data provided by Statistics Canada. 

Recently, there has been a notable increase in awareness of the potential uses of employment equity data within the University community, as requests for employment equity data by units and Faculties have increased. Responding to this need, a new 91亚色 University employment equity dashboard will launch later this year. The dashboard aims to increase access to data for the entire community in order to assist in the implementation of some of the recommendations highlighted in the Decolonizing, Equity, Diversity and Inclusion Strategy. 

Because it is important to obtain accurate data for the dashboard to be truly useful in supporting evidence-based decision making, community members鈥� participation in the Employment Equity Survey is critical to ensure the report and the new dashboard are being truly representative of the community.

Those who have not yet completed the improved version of the employee self-identification survey yet, or would like to change their responses, can access it via within your 鈥淧ersonal Details鈥� tab. The more people who complete the survey, the more accurate the data will be for both the Annual Report and the soon to be launched dashboard.

To find out more about Employment Equity at 91亚色 and to view past reports, visit the Employment Equity and Diversity website.

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On this day, August 1, we annually mark the day when the Slavery Abolition Act of 1833 came into effect across the British Empire. Black and Indigenous people were once enslaved on the land that is now Canada, indelibly shaping Canadian society through their struggle, resistance, endurance and fortitude. This day is a call to learn more about slavery and its legacy, to respect the strength and perseverance of communities that have been subjected to the practice of slavery, and to reject ongoing anti-Black and anti-Indigenous racism and discrimination.

91亚色 answers this call in many ways, including by:

• Contributing to the collective efforts of the Action Plan on Black Inclusion. The third Annual Report details these efforts. While 80 per cent of the actions are complete, on-track or progressing, there are ample opportunities for community members to play a role in countering anti-Black racism at 91亚色.
  
• Supporting spaces where Black community members can engage, connect and experience a sense of place and belonging. This includes the work of the program for Black students, the YU Black Staff Network, the YU Black Alumni Network, and in Black student spaces in McLaughlin College and in the HNES building (for EUC students).
  
• Cultivating research, teaching, and learning dedicated to Black Canadian histories, communities, and experiences. Examples of this include the to include a Major, and the support of Organized Research Units such as the Harriet Tubman Institute and CERLAC.
  
• Dedicating resources to support Black students thriving, such as those available from the and .

I invite you to about Emancipation Day and slavery in Canada and to engage in activities to advance Addressing Anti-Black Racism: A Framework on Black Inclusion and the .

Thank you. Merci. Miigwech.

Laina Y. Bay-Cheng
Vice-President Equity, People and Culture

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Le 1^er ao没t est le jour o霉 on c茅l猫bre l鈥檈ntr茅e en vigueur de la 芦 Slavery Abolition Act 禄 de 1833 (Loi sur l鈥檃bolition de l鈥檈sclavage), partout dans l鈥橢mpire britannique. Dans le pass茅, des membres des communaut茅s noires et autochtones ont 茅t茅 r茅duits en esclavage sur le territoire qui est aujourd鈥檋ui le Canada, ce qui a profond茅ment marqu茅 la soci茅t茅 canadienne par leur lutte, leur r茅sistance, leur endurance et leur force d鈥櫭e. Cette journ茅e est une occasion d鈥檈n savoir plus sur l鈥檈sclavage et son h茅ritage, de respecter la force et la pers茅v茅rance des communaut茅s qui ont subi cette pratique et de s鈥檈ngager dans la lutte continue contre le racisme et la discrimination 脿 l鈥櫭ゞard des communaut茅s noires et des peuples autochtones.

91亚色 r茅pond 脿 cet appel de plusieurs mani猫res :

• Contribution aux efforts collectifs du Plan d鈥檃ction sur l鈥檌nclusion des personnes noires : le troisi猫me rapport annuel d茅crit en d茅tail ces efforts. Bien que 80 % des actions sont achev茅es, en bonne voie ou en cours de r茅alisation, les membres de la communaut茅 ont de nombreuses possibilit茅s de jouer un r么le dans la lutte contre le racisme anti-Noirs 脿 91亚色.
• Soutenir des espaces dans lesquels la communaut茅 noire peut s鈥檈ngager, se rencontrer et avoir un sentiment d鈥檃ppartenance. Ceci comprend le programme pour les 茅tudiantes et 茅tudiants noirs, le R茅seau du personnel noir de 91亚色, le R茅seau des dipl么m茅s noirs de 91亚色 et les espaces r茅serv茅s aux 茅tudiants noirs au Coll猫ge McLaughlin et dans le b芒timent HNES (pour les 茅tudiants de l鈥橢UC).
• Appuyer la recherche, l鈥檈nseignement et l鈥檃pprentissage sur l鈥檋istoire, les communaut茅s et les exp茅riences v茅cues par les Canadiennes et Canadiens noirs. On peut citer, 脿 titre d鈥檈xemples, l鈥櫭﹍argissement du programme d鈥� en majeure et le soutien apport茅 aux unit茅s de recherche organis茅es comme l鈥�Institut Harriet Tubman et le CERLAC.
• Le et les , qui consacrent des ressources 脿 l鈥櫭﹑anouissement des 茅tudiantes et 茅tudiants noirs.

Je vous invite 脿 en sur le Jour de l鈥櫭﹎ancipation et sur l鈥檈sclavage au Canada, ainsi qu鈥櫭� participer 脿 des activit茅s pour faire progresser la lutte contre le racisme par le biais du Cadre d鈥檌nclusion des personnes noires et du de l鈥橴niversit茅 91亚色.

Merci. Thank you. Miigwech.

Laina Y. Bay-Cheng
Vice-pr茅sidente int茅rimaire de l鈥櫭﹒uit茅, des personnes et de la culture

The post D茅claration 脿 l鈥檕ccasion du Jour de l鈥櫭﹎ancipation appeared first on 91亚色.

The third Annual Report on Black Inclusion is now available. The latest annual report features a comprehensive look at all 86 calls to action items, offering a clear account of progress on each item. It also provides a robust assessment of efforts to advance the action items, as well as insight into what more is needed to substantially shift institutional culture toward the inclusion and affirmation of the vibrance, diversity and depth of Black lives and experience.

鈥淚t is meaningful that over 70 per cent of action items have been completed or are on track. We should celebrate this and thank those who have made it happen鈥� said Laina Y. Bay-Cheng, vice-president Equity, People & Culture. 鈥淗owever, these achievements shouldn鈥檛 be treated as endpoints. I hope we鈥檒l use the progress evident in the report to keep up momentum and engage even more 91亚色 community members in advancing Black inclusion initiatives.鈥�

Some completed activities to date include: 

Action Item: As part of our commitment to review campus security and explore alternative models for community safety, ensure that the lens of equity, diversity and inclusion is central, and that the process will include community consultation (e.g., townhalls, focus groups) with Black community members.

Results: The Security Services Review has been completed and recommendations for changes in service provision and community engagement are already being implemented.

Action Item: Support the development of a Black staff affiliation group and support ongoing activities.

Results: The 91亚色 Black Staff Network (YUBSN) was formed in 2021, with membership open to all Black people of African descent who occupy non-academic staff roles at the University.

Action Item: Hire a minimum of 12 new Black faculty over the next two years (2021-2023). Support departments鈥� readiness and develop their capacity to support Black colleagues.

Results: In fact, 35 Black Faculty members have been hired since 2021, with considerable effort and programming going into ensuring they encounter colleagues and a larger University community ready to support their success. 

Action Item: Support the development of the Black Alumni Network, created in 2020, and its ongoing activities.

Results: The 91亚色 Black Alumni Network (YUBAN) continues to embody Black excellence with an energetic group of graduates, enthusiastic about mentorship and inspiring the minds of emerging thinkers and leaders.

Many additional items are progressing well but are still underway and so are listed as 鈥渙n track鈥� in the report. Some activities were postponed but remain active parts of this strategy. 

Several themes emerged from the progress updates, and the report shares these insights. For instance, those who take on important initiatives often feel burdened by requests to report on it. This is a challenge that Equity, People & Culture and others across the university will try to address.

鈥淚t is important to continue to acknowledge and centre the voices of people from the Black community, some of whom have wondered whether this strategic effort will bring perceptible, meaningful change across 91亚色 campuses for Black students, staff, and scholars,鈥� said Lisa Cocketts, strategy and engagement specialist - Black Inclusion. 鈥淚t is through a dynamic and evolving Action Plan as well as honest, full reporting that 91亚色 can demonstrate its commitment to creating actual, positive change towards Black inclusion,鈥� added Cocketts.

Community members are asked to join together in recognizing the hard work of the many contributors to the work of Black Inclusion and the progress the University has made, as updates such as this report are not possible without the efforts of many.

The 91亚色 community is encouraged to review the Annual Report to learn more. Feedback can be provided by email to epcinfo@yorku.ca.   

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Dear colleagues:

I am delighted to announce the current Interim Vice-President Equity, People and Culture (VP-EPC), Laina Y. Bay-Cheng, has been appointed in the continuing role as the VP-EPC, effective Jan. 1, 2025. Professor Bay-Cheng was appointed as the interim VP-EPC on Jan. 1, 2024, after a comprehensive search chaired by me. Over the past seven months, she has demonstrated strong leadership and a steadfast commitment to the University, incorporating her academic background and prior experience.

During this past year, Professor Bay-Cheng has supported Labour Relations, most notably through bargaining with CUPE 3903 and now with YUFA, led the successful and timely search for a new CHRO and AVP human resources, supported the AVP Indigenous initiatives to bring major projects to fruition, collaborated with others, including the Centre for Human Rights, Equity & Inclusion (CHREI) to enrich 91亚色鈥檚 relational culture at 91亚色, and sought to embed and advance equity 鈥� in all forms and for all groups 鈥� throughout 91亚色鈥檚 communities and practices.

Professor Bay-Cheng joined 91亚色 in July 2022 after spending 17 years on faculty at the University at Buffalo, including as associate dean for faculty development. Her achievements show her dedication to working from the ground up to build diverse, equitable and fruitful intellectual communities.

Professor Bay-Cheng was hired at 91亚色 to serve as the inaugural associate vice-president, faculty affairs. In that role, she was charged with cultivating an environment in which faculty members across the institution would thrive in their careers as scholars, educators and colleagues. Building the portfolio from scratch, she developed supports to serve faculty colleagues in all career stages and roles, including welcoming new assistant professors on the tenure track; mentoring associate professors pursuing promotion to full professor; ensuring the integrity and effectiveness of 91亚色鈥檚 faculty hiring processes; and building capacity and networks of support among academic leaders.

Professor Bay-Cheng has a faculty appointment in the Department of Psychology and maintains a research program examining the impact of interlocked social injustices on young women鈥檚 sexual rights and lives. She remains grateful for her undergraduate education at Wellesley College and her doctoral training in social work and psychology with Dr. Abby Stewart at the University of Michigan.

This is an important time for 91亚色 as it continues its work to decolonize and address issues of equity and inclusion, strengthening our reputation as a welcoming environment where everyone feels they belong. In the role of vice-president equity, people and culture, Professor Bay-Cheng will draw on her expertise and past work to further drive the implementation of 91亚色鈥檚 Decolonizing, Equity, Diversity and Inclusion Strategy, facilitate the 91亚色 U Forward Action Plan for sustainability and support the continued development of the division in its efforts to facilitate the University Academic Plan.

Please join me in congratulating Professor Bay-Cheng. I look forward to working with her over the coming years as we continue to strengthen equity, people, and culture initiatives across 91亚色 and with our community partners.

An internal search for a new associate vice-president faculty affairs will commence shortly.

Sincerely,

Rhonda Lenton
President & Vice-Chancellor

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Chers coll猫gues, ch猫res coll猫gues,

Je suis heureuse de vous informer que Laina Y. Bay-Cheng, qui occupe actuellement le poste de vice-pr茅sidente int茅rimaire de l鈥櫭﹒uit茅, des personnes et de la culture (VP-EPC), a 茅t茅 nomm茅e 脿 ce poste 脿 titre permanent au 1^er janvier 2025. J鈥檃i eu l鈥檋onneur de diriger une vaste recherche qui a abouti 脿 la nomination de M^me Bay-Cheng en tant que VP-EPC par int茅rim le 1^er janvier 2024. Durant les sept derniers mois, elle a d茅montr茅 un leadership solide et un engagement sans faille envers l鈥橴niversit茅 gr芒ce 脿 son exp茅rience et 脿 son parcours universitaire.

Au cours de l鈥檃nn茅e, M^me Bay-Cheng a appuy茅 les relations de travail, notamment en participant activement aux n茅gociations avec le SCFP 3903 et, plus r茅cemment, avec YUFA. Elle a 茅galement men茅 脿 bien et sans d茅lai la recherche d鈥檜ne nouvelle dirigeante principale des ressources humaines et VPA des ressources humaines. De plus, elle a aid茅 la VPA aux affaires autochtones dans ses projets. Elle a aussi collabor茅 avec diverses unit茅s, y compris le Centre des droits de la personne, de l鈥櫭﹒uit茅 et de l鈥檌nclusion (CHREI), afin d鈥檈nrichir la culture relationnelle de 91亚色. Enfin, elle a travaill茅 脿 int茅grer et 脿 favoriser l鈥櫭﹒uit茅 sous toutes ses formes et pour tous les groupes dans l鈥檈nsemble des communaut茅s et des pratiques de 91亚色.

La professeure Bay-Cheng est arriv茅e 脿 91亚色 en juillet 2022, ayant travaill茅 durant 17 ans au sein du corps professoral de la University at Buffalo, y compris comme doyenne associ茅e au recrutement et au d茅veloppement du corps professoral. Ses accomplissements refl猫tent sa d茅termination 脿 b芒tir des collectivit茅s savantes, vari茅es, justes et prosp猫res en partant de z茅ro.

M^me Bay-Cheng a 茅t茅 embauch茅e 脿 91亚色 au poste inaugural de vice-pr茅sidente associ茅e aux affaires facultaires. 脌 ce titre, elle a contribu茅 脿 la mise sur pied d鈥檜n environnement propice au d茅veloppement professionnel des membres du corps professoral, que ce soit en recherche ou en 茅ducation. 脌 son arriv茅e en fonction, elle a instaur茅 divers dispositifs pour appuyer ses coll猫gues du corps professoral, quel que soit leur statut ou leur fonction, notamment en accompagnant les professeur飧眅飧眘 adjoint飧眅飧眘 en d茅but de carri猫re vers la titularisation, en encadrant les professeur飧眅飧眘 agr茅g茅飧眅飧眘 qui souhaitent devenir titulaires, en supervisant de fa莽on rigoureuse et efficace les processus de recrutement acad茅mique de 91亚色 et en d茅veloppant des comp茅tences et des r茅seaux de solidarit茅 au sein de la haute direction.

La professeure Bay-Cheng est membre du corps professoral du d茅partement de psychologie. Elle s鈥檌nt茅resse 脿 l鈥檌nfluence des discriminations soci茅tales connexes sur le bien-锚tre sexuel et reproductif des adolescentes. Elle est toujours reconnaissante pour ses 茅tudes universitaires au Wellesley College ainsi que pour sa formation doctorale en travail social et en psychologie avec Abby Stewart, Ph. D., 脿 l鈥橴niversit茅 du Michigan.

C鈥檈st une 茅tape cruciale pour l鈥橴niversit茅 91亚色, qui poursuit son travail de d茅colonisation et se penche sur les questions d鈥櫭﹒uit茅 et d鈥檌nclusion, renfor莽ant ainsi sa r茅putation d鈥檈nvironnement accueillant o霉 chaque personne se sent 脿 sa place. Dans son poste, M^me Bay-Cheng s鈥檃ppuiera sur son exp茅rience et ses r茅alisations pass茅es pour continuer 脿 mettre en 艙uvre la Strat茅gie de d茅colonisation, d鈥櫭﹒uit茅, de diversit茅 et d鈥檌nclusion de l鈥橴niversit茅 91亚色. Elle contribuera 茅galement au plan d鈥檃ction En avant 91亚色 pour favoriser une approche durable, ainsi qu鈥檃u d茅veloppement continu de la Division dans ses efforts pour promouvoir le Plan acad茅mique de l鈥橴niversit茅.

Veuillez vous joindre 脿 moi pour adresser nos f茅licitations 脿 la professeure Laina Y. Bay-Cheng. Je me r茅jouis de collaborer avec elle dans les ann茅es 脿 venir pour poursuivre nos efforts en faveur de l鈥櫭﹒uit茅, de la diversit茅 et de la culture, non seulement 脿 91亚色, mais aussi avec nos partenaires de la communaut茅. Une recherche interne pour trouver la nouvelle personne au poste de vice-pr茅sidence associ茅e aux affaires facultaires d茅butera prochainement.

Sinc猫res salutations,

Rhonda Lenton
Pr茅sidente et vice-chanceli猫re

The post Nomination de Laina Y. Bay-Cheng au poste de vice-pr茅sidente de l鈥櫭﹒uit茅, des personnes et de la culture appeared first on 91亚色.