Current Actions

• Unveiling of art by queer, interdisciplinary Anishinaabe (Algonquin) artist, facilitator and member of Timiskaming First Nation Natalie King in the Burke Science Building (project led by students Sage Hartmann, Brooke Fearns, Alisha Sharma and project coordinator, Maggie Cockburn)

• Participate in and support Indigenous Student Services Gaodadeihwahni:ya:s Transition Program

• Participate in STEAM Think Tanks organized by the Indigenous Education Council

• Developing partnership with Indigenous Student Services for outreach initiatives

• Support and participate in collaborative grants with Indigenous scholars

• Include courses from the Department of Indigenous Studies in the Anti-Racism Inclusion and Equity (ARIE) in science certificate

Future Plans 

• With the Associate Dean (Academic), participate in discussions and grant application to find interfaces and interactions of Indigenous scholars, community Knowledge Holders with members of the Faculty of Science

• Continue to work together and honour the commitments made to advance Indigenous priorities in all activities including teaching and research in the Faculty of Science

Current Actions

• Intentional engagement between and within EDII committees, practitioners and leaders from student groups, academic units, administrative offices within the Faculty of Science, and with central units involved in EDII work

• Fora (e.g. Science EDII Leadership Network meetings), and platforms (e.g. Science EDII Leadership Network MS Team; @mcmastersciedii, AD EDII website) for sharing best practices and resources

• Listening tours and regular updates of activities from the Office of the AD EDII

• Sharing EDII frameworks, approaches and best practices between Faculties

• Increased awareness of and participation in national organisations (e.g. Canadian Association for the Prevention of Discrimination and Harassment in Higher Education)

Future Plans 

• Continue to create connections and foster engagement with EDII/EDIA practitioners, committees and leaders across campus including through the Equity and Inclusion Office

• Increase awareness of and participation in central equity-centred initiatives (including but not limited to the President’s Advisory Committee on Building an Inclusive Committee, African-Caribbean Faculty Association of McMaster University, Latin American Network at McMaster University, Accessibility Hub, Office of Community Engagement)

• Increase awareness and participation in community groups and organisations

Current actions

• Co-develop undergraduate curricular content that examines themes of social justice, equity, anti-racism and anti-oppression in the context of science disciplines (SCIENCE 2AR3, SCIENCE 4AR6)

• Enable inter-Faculty interactions by cross-listing relevant courses including through the Anti-racism, Inclusion and Equity in Science (ARIE) concurrent certificate, which was established in 2025 and is open to all undergraduate students at McMaster.

• Engage with the Paul R. MacPherson Institute for Leadership, Innovation and Excellence in Teaching, and specifically, their Educational Developer in Anti-Racist Pedagogies to develop curricular content.

• Coordinate EDIA module for graduate students (e.g. in CHEM 700 Tools for the Chemical Profession course)

Future Pans

• Sustain and build curricular content, and find mechanisms to secure teaching resources and supports

• Develop resources and courses for graduate students

• Participate in and support community of practice to integrate EDIA into the curriculum

Current Actions

• Initiate, collaborate with and promote unit-specific, Faculty-wide and campus-wide events and initiatives

• Engage through regular meetings with student leadership (e.g. Science Graduate Student Association, McMaster Science Society) and student success groups (e.g. Black Student Success Centre, Latin American Network at McMaster University, Women In Science and Engineering Initiative) to promote awareness and exchange

• Provide, support and promote opportunities for training and awareness (e.g. Employment Equity Facilitator training, research/scholarship/grant workshops)

Future plans

• Continue to develop electronic repositories of resources including literature, reports, websites, online training and courses

• Identify and support opportunities for role-specific training for students, staff and faculty members

• Identify and support opportunities for training for staff and faculty members to support students from equity deserving groups

• Create and foster opportunities for healing, dialogue and informed discussion while respecting impact on community members.

Consultations

Current Actions

• Continue Faculty-wide, free outreach programme – McMaster Equitable Pathways to Learning University Sciences (MePLUS) – for Black, Indigenous, Latinxidentifying high school students bringing together students, staff and faculty
  members (four-fold increase in participants from Yr. 1 to Yr. 2)

• Partner with other Faculties (e.g. Engineering, Health Sciences), student success centres (e.g. Black Student Success Centre, Latin American Network at McMaster University, Indigenous Student Services) and outreach programs (e.g. Mac i-STEP, Black Outreach STEM Series) and McMaster’s Access Program in outreach activities (>2000 participants).

•  Engage with community (vendors, school boards, community partners, families)

• Support McMaster student group-led outreach initiatives

• Consult in equitable admissions initiatives (e.g. iSci, Arts & Sci.), promotion of

• Student opportunities (e.g. NSERC USRA)

• Provide Mentorship and transition support for in-course students from equity
  deserving groups

Future plans

• Seek collaboration and partnerships with community groups

• Engage with, partner and support outreach to equity deserving groups on campus

Engage in, support and amplify EDIA-based scholarship: support, celebrate and
build capacity for research, which examines science from the perspective of
equity.

Disseminate: support and participate in opportunities to gather, write, speak and
invite scrutiny and feedback about EDIA work

Current Actions

• Participate and provide EDII-centred feedback and perspectives in committees
  and processes in the Faculty of Science that includes all Associate Deans (as
  articulated in Faculty of Science By-Laws)

• Participate as EDII consultant, Faculty of Science Tenure and Promotion
  Committee, and Research Excellence, Awards, Prizes, and Rankings Committee

• Participate in faculty search processes including meeting with and providing
  reports on short listed candidates

• Serve as liaison with HR and provides support to Employment Equity Facilitator

• Participate in IQAP processes including in reviewer selection, feedback on unit reports/response to reviewer

• Serve as member in Provost Data Working group, collaborate with the Office of Institutional Research and Analysis and contribute to best practices framework for
  stewardship of identity-based data

• Seek access to disaggregated data including datasets collected by the Ontario
  Universities’ Applicant Centre by providing use case documents and completing
  Freedom of Information and Protection of Privacy Act requests.

• Serve and provide EDIA-centred feedback and guidance on search processes, grant applications and committees (internal and external)

• Serve as consultant on web accessibility compliance initiative led by Science IT.

Future plans

• Provide feedback to refine ongoing processes and policies

• Examine opportunities and work with EDI leaders in other Faculties and with
  central offices to implement EDIA principles for policies relevant to students (e.g.admissions, recruitment, scholarships) staff and faculty (e.g. opportunities for
  training, access to courses, acknowledgement of EDIA activities as professionaldevelopment, tenure and promotion timelines)