As you are aware, the new collective agreement contains the following new article:

7.3 Consistent with the principles of employment equity, diversity and inclusion, the parties are committed to eliminating or modifying those employment policies, practices, and systems, whether formal or informal, shown to have an unfavorable effect on the hiring, retention, tenure and promotion of members of designated groups.

The parties are committed to the goals of reconciliation and decolonization. The parties therefore recognize that Indigenous Peoples from the lands and territories of Treaties 2, 4, 5, 6, 7, 8, and 10, and the homeland of the Métis, and from all over the world, throughout the faculty complement enriches and strengthens the University community and the communities of the territory on which we live and work.

In support of these principles and commitments, all faculty members who participate in the committees established by Article 13 (Appointments), Article 14 (Renewal of Probationary Appointments), Article 15 (Tenure), Article 16 (Promotion), Article 17 (Salary Review Procedures) shall have completed training in anti-racism and unconscious bias.

As part of our discussions at JCMA regarding implementation of the new collective agreement, including this article, we have learned that the timeline for the implementation of anti-racism and unconscious bias training has been relaxed. The training sessions offered by the employer this year are a resource and an opportunity for faculty to get this training. Units may continue with collegial processes as usual for this academic year without everyone participating in this training.

Next year, the employer has indicted they will be tracking who has had training. However, collegial processes can carry on as usual, with the expectation that faculty will fulfill this requirement.

In year three, the employer plans to determine what kinds of training would be acceptable and has invited the Association’s input.