Principles of Inclusivity: How One University’s Focus on Inclusivity Is Shaping Campus Culture

In 2009, the University of Waterloo in Ontario, Canada, launched a new strategic plan, which included a key theme focusing on global prominence and internationalization. Realizing that the institution’s new focus would present the campus community with new and different cultural experiences, behaviors and expectations, university leadership charged a committee of staff, faculty and students with creating a framework to promote a culture of inclusivity and inclusive practices and to help the campus community develop mindful everyday actions and behaviors. Today, the Principles of Inclusivity serve as a guiding force for the University of Waterloo community for how to model understanding, inclusion and respect.

A Road Map for Inclusivity

University of Waterloo’s Principles of Inclusivity are the ideals by which campus members can model respect for one another, regardless of their ethnicity, religion, gender, social class, sexual orientation, ability, and all the other characteristics that make us different from one another, yet make us who we are.

Waterloo’s six Principles of Inclusivity are:

1. Acknowledge that individuals have unique and particular needs in the learning and work environment.
2. Respect each individual’s right to express and present themselves relative to their religion, culture, ethnic background, sexual orientation, gender identity, and physical and mental ability.
3. Promote inclusivity by reasonably adjusting procedures, activities and physical environments.
4. Focus on the capability of the individual without assumptions or labels.
5. Be inclusive in all forms of communication.
6. Serve all with sensitivity, respect and fairness.

Over several years, these principles have been built into new and existing university policies and practices. The principles are introduced to all new staff and faculty during orientation; faculty members are building them into their lectures and academic material; managers are creating inclusive performance standards and goals based on the knowledge, skills and abilities from the Principles of Inclusivity certificate program; and inclusive practices are a required discussion item in employees’ annual performance appraisals. Additionally, students promote the principles during first-year orientation and resident director training programs.

Posters of the Principles of Inclusivity are supplied in both small and large sizes so that every employee has the option of posting the principles in their own work space as well as in their department. Having that visual reminder to apply the principles in our everyday practice allows for continuous reinforcement, which positively impacts the culture of the university.

A Learning Opportunity

Soon after the Principles of Inclusivity were adopted, the university’s organizational and human development (OHD) department began looking at ways to help the university community put these principles into practice. Out of those efforts was born the Principles of Inclusivity certificate program.

The certificate program consists of seven highly interactive, homegrown, half-day development workshops designed to support and encourage participants along a personal journey of self-awareness and discovery by challenging them to question their assumptions, enhance mindful awareness, and develop an action plan to reinforce and champion inclusivity. The introductory module is a prerequisite for the other workshops within the series, and the capstone workshop must be the final workshop completed; otherwise, participants can attend the workshops in any order at any time that compliments their work schedule. Workshops are offered multiple times throughout the year and cover topics like inclusive communication, generational inclusivity, sexual orientation and gender identity, accessibility and more. To date, nearly 1,800 participants (nearly 40 percent of the University of Waterloo workforce) have completed one or more workshops; more than 160 employees have completed the program and earned their certificate (which equates to 4,400 hours of inclusivity training); and 91 percent of participants have stated that they gained a new or different perspective after taking the workshops. Completion of the Principles of Inclusivity certificate program is recognized as a preferred hiring criterion for internal hires and promotions.

Setting the Stage for Success

Whether your organization is embarking upon a new inclusivity initiative or program or already has one in place, here are some tips to set the stage for success:

• Create a committee or working group to champion inclusivity — don’t try to do it alone.
• Start small — identify one or two front-burner inclusivity issues for your organization and focus there.
• Consider what is ahead for inclusivity from a legislative and organizational point of view, and let this guide programming and focus.
• Make it an expectation in your organizational culture that all employees participate in the program (discuss the idea of making it mandatory).
• Use your own in-house subject-matter experts to deliver programming.
• Customize the program to meet the needs of your organization.
• Link the goals and objectives to your institution’s vision and mission.
• Build inclusivity into performance plans and goals

A Campus-Wide Transformation

University of Waterloo’s focus on inclusivity has led to a significant shift in campus culture — inclusivity has become an important discussion and integral part of the university community. HR has developed tools and language within hiring practices and performance reviews that include inclusive actions and behaviors as benchmark standards; managers are working more closely with their HR partners to ensure they are considering inclusivity in their language and communications; and there has been a significant uptick in directors and senior managers requesting inclusivity training for their departments.

Employees have shared that they have an increased awareness of inclusive practices within their work teams and that they more often consider and take action based on the needs of others. We’ve also seen increased awareness and usage of programs and resources on campus that support inclusivity, such as the AccessAbility Office, the United Nation’s HeForShe Campaign, the Employee and Family Assistance Program, the equity office, gender neutral restrooms, the conflict management and human rights office, the GLOW Centre for Sexual and Gender Diversity, the “Making Spaces” program (safe spaces for LGBTQ+) and student leadership workshops exploring inclusivity.

A Catalyst for Culture Change

University of Waterloo’s Principles of Inclusivity certificate program acts as a catalyst to shape an organizational culture that celebrates differences and values diversity by creating an opening and welcoming environment for all. The university’s focus on inclusivity has facilitated a culture of organizational and personal growth — increasing creativity and performance, raising awareness of non-typical problem-solving, building institutional mindfulness, helping to remove barriers, bridging policies with everyday actions, and creating opportunities for institutional partnerships and collaboration. At University of Waterloo, inclusivity is an expectation for every member of the campus community, and our work, our people and our institution are better because that foundation has been laid.

About the authors: Annette Denny is organizational and human development coordinator at University of Waterloo. Katrina Di Gravio is director of organizational and human development at University of Waterloo.