“By learning who’s here and who’s not, we can begin to make changes that break down barriers.”
What is the Diversity Self-ID Program?
It is critical to Ryerson's success to remove barriers and promote the inclusion of all students, faculty and staff from equity-seeking groups including, women, racialized people, Aboriginal Peoples, persons with disabilities and 2SLGBTQ+ people.
All students and staff are required to complete the Diversity Self-ID questionnaires that are part of the self-service functionality in the university’s Human Resources and Student Systems (RAMSS). However, self-identification is a voluntary option by selecting “prefer not to answer” for each question.
Collected data is used to determine where we stand currently, so we can set realistic equity, diversity and inclusion goals and measure our progress. In turn, we are able to create plans and strategies that improve the learning and work experience here at Ryerson University.
Why does Ryerson have Employee and Student Diversity Self-IDs?
We know that advancing equity, diversity and inclusion enhances the learning and working environments for all, and creates a welcoming campus where students, faculty, and staff can achieve their full potential.
If Ryerson is to become even more equitable, diverse, and inclusive, it is vital to take a step back, assess our progress, and ask tough questions, including:
- How well are we doing with recruitment, retention, and representation of faculty and staff from the many equity groups?
- What is the representation of students in different programs?
- Does being a member of an equity group impact student success?
- Where have we gained and lost ground?
- Where do gaps persist?
- What can we do together to further remove barriers and promote the inclusion of all Ryerson employees?
In recent years, the Office of the Vice-President, Equity and Community Inclusion (OVPECI) has been identified as a leader in equity, diversity and inclusion. This can be attributed in part to our commitment to transparency in reporting our progress. And, it is also because we continue to identify and address historic and current disadvantages for underrepresented and marginalized groups in our community, creating a workplace climate whereby we all can thrive.
The Diversity Self-ID questionnaires are confidential, but not anonymous. A very limited number of staff have access to the data collected in order to carry out their work, and only aggregate data is reported.
Visit the Diversity Self-ID website for more information.
If you have any questions or require more information about the Diversity Self-ID Program, please contact Tamar Myers (Director, Research, Planning and Assessment) at email@example.com or 416-979-5000, ext. 7974.