This appointment means UM will help guide strategy, outreach, and educational efforts across the continent, working closely with the Global Network Secretariat to shape global initiatives.

The designation aligns directly with MOMENTUM, UM’s strategic plan and our commitment to fostering a vibrant community rooted in equity, diversity, human dignity, inclusivity, respect, well-being, and care for one another. Becoming the North American lead reinforces UM’s dedication to lifelong learning, intergenerational engagement, and research that addresses the needs of an aging society.

Decades of leadership in aging research and advocacy

UM has been at the forefront of aging-related work for decades as demonstrated by establishing Canada’s first research centre on aging in 1982. The Centre on Aging has earned a national and international reputation for excellence in research.

UM was the first Canadian university – and among the first globally – to endorse the age-friendly university principles launched by Dublin City University and joined the official AFU Global Network in 2016.

Through the Centre on Aging, UM has demonstrated leadership in interdisciplinary research, community engagement, and age-friendly programming. Early research with citizen scientists shaped thinking around how universities can enable older individuals to engage fully in academic life. UM has actively encouraged other universities to join the AFU network, providing tools and guidance to support their efforts.

“The University of Manitoba is an ideal candidate for this leadership role, building on UM’s long-standing excellence in research and related activities that promote global age-friendly cities and environments,” says Tina Chen, Vice-Provost (Equity). “We are also committed to embedding an age-inclusivity lens across all priority areas to foster a truly supportive environment for students, staff, and faculty of every age.”

Meet the new regional co-leads

Michelle Porter
Director of the Centre on Aging and Professor in the Faculty of Kinesiology and Recreation Management.
Porter has been a driving force behind UM’s age-friendly initiatives since 2015. Her research spans physical activity and aging, ageism, and mobility, and she has held leadership roles in national organizations like Active Aging Canada. She was instrumental in UM becoming Canada’s first AFU and brings decades of expertise in aging research and advocacy.

Angie Conrad
Anti-Ableism and Age-Inclusivity Specialist in the Office of Equity Transformation.
Conrad joined UM in 2025, bringing extensive experience in accessibility policy and program development from roles at Canada Post and the Manitoba government. Her work focuses on dismantling systemic barriers and fostering inclusive frameworks, making her a strong advocate for age-inclusive practices within the university.

Current Age-Friendly Programming at UM

“For years, UM has provided a great range of opportunities for people of all ages through employment, research participation, lifelong learning, recreational and wellness programs, cultural or sporting events, and intergenerational engagement,” says Michelle Porter. “Our commitment to age-friendly principles is helping to break down barriers and welcome a growing community of older learners – and that is very encouraging to see.”

Here are some initiatives aligned with the Ten AFU Principles:

• Age-Friendly University Hub: An online resource showcasing UM’s commitment to age-inclusivity and providing tools for learners and educators.
  

  Sofia Clunie, Extended Education, talks with an attendee of the Age-Friendly University Showcase 2025.

• Micro-certificate in Facilitating Older Adult Learning: Launched in 2022, this program trains teachers and professional care workers to better serve older adults.
• Adult Companionship Services Directory: The directory connects older adults and their caregivers within the UM community with students offering support through companionship services.
• ESSENCE project: Informed by consultations with Senior Scholars and Professors Emeriti, a number of new programs and benefits were rolled out in Fall 2025 to increase engagement of UM’s Emeriti and Senior Scholars.
• Retirement Readiness resources: The Road to Retirement self-directed course on UM Learn helps staff and faculty navigate the non-financial aspects of retirement and a peer network allows for social connection and conversation about the impact of this significant life transition.
  

  Jasmine Brar, Rady Family Centre, at Age-Friendly University Showcase

• Age-Friendly University Showcase: Hosted by the Centre on Aging in conjunction with their annual spring research symposium, the AFU Showcase features programs, resources and opportunities for the UM community and the general public.
• Other time-limited projects: Initiatives such as technology training, an inter-generational art project, and campus wayfinding. 

Looking Ahead: Expanding Age-Friendly Practices Across North America

“There is more potential for UM to grow as a leader in this space, helping advance the adoption of age-inclusive practices beyond individual AFU universities to broader engagement across the region,” says Angie Conrad.

UM’s leadership role will amplify its influence in shaping inclusive education and research, ensuring that learners of all ages feel welcomed and supported.

This confidential, voluntary survey is your opportunity to share what it’s like to live, learn and work at the University of Manitoba.

Do you feel like you belong? Do you enjoy being on campus? Do you feel supported in your academic or professional journey? Is UM living up to its commitments?

Why participate?

This survey is part of UM’s long-term commitment to fostering a vibrant community for all, as outlined in MomentUM: Leading Change Together, UM’s Strategic Plan.

We know that experiences differ across our diverse community. Your voice helps ensure those differences are seen, understood and addressed.

Your input will help the university:

• Identify areas of systemic inequity and opportunities for improvement
• Measure and track progress on strategic goals
• Ensure accountability to the UM community

Building on progress

The first version of this survey was conducted in 2020 as part of the President’s Taskforce on Equity, Diversity, and Inclusion.

Real outcomes stemming from the 2020 survey include:

• Creation of the Office of Equity Transformation
• Appointment of Tina Chen, our inaugural Vice-Provost (Equity)
• Launch of the EDIA: Foundations course
• Introduction of the Promoting Black Flourishing Fund

Going forward, the survey will be repeated every two years, enabling us to track meaningful progress over time. Data drives change, and UM is committed to using this data responsibly to guide institutional transformation.

Participate and give back

As a thank you, for every 1,000 participants, the UM Food Bank will receive $500, up to a total of $4,000.

How to take the survey

• All UM community members should have received an email on September 15 with a direct link to the survey.
• If you are a student, you can also find the survey by logging into Aurora and looking under the “Resources” section.
• If you are a staff or faculty member, the survey link can be found on the UM Community Experience Survey intranet page (UMNetID required).

Thank you for helping us build a more supportive and equitable UM community!

Need assistance?

If you need help accessing the survey, please contact Jennifer Dengate, Director of EDI Research and Projects, at Jennifer.Dengate@umanitoba.ca.

If you have general questions about this survey, please feel free to contact the Office of Equity Transformation at UMCES@umanitoba.ca.

The Scarborough Charter on anti-Black racism and Black Inclusion is a historically important document developed by post-secondary institutions across the country to declare their commitment to take action against anti-Black racism and to foster Black inclusion in higher education and communities. As a signatory to the Charter, UM affirms the overarching principles of Black Flourishing, Inclusive Excellence, Mutuality, and Accountability.

Taking action on these principles requires: recognizing the diversity and complexity of Black peoples, including Black peoples across the gender spectrum, Black persons with disabilities, and Black peoples in 2SLGBTQIA+ communities; supporting and affirming all Black voices; and investing in Black initiatives at UM.

Eligible projects

• community-building initiatives
• events
• guest speakers/public dialogue
• celebration of Black excellence
• creative projects or exhibits
• film-screenings or performances
• community engagement

The fund does not support individual research projects; teaching release; course materials or fees; conference travel; or individual professional development costs.

Projects or initiatives delivered primarily by non-UM organizations are not eligible for funding.

Application timelines

There are two rounds of funding.

The deadline to apply for Round 1 is September 22, 2025.

The deadline for Round 2 is November 28, 2025.

Award funds must be spent by March 31, 2026.

Application requirements

• Lead individual(s), including name, position and UM email address
• Organization(s) or group(s) involved, where applicable
• Self-identification as Black, Black Canadian, African, Afro-Caribbean, or Caribbean
• University of Manitoba affiliation
• Project title and project description (250 words maximum)
• Description of how the project contributes to Black flourishing at UM (250 words maximum)
• Timeline
• Budget, including any received or requested funding from other sources
• Status of any projects previously funded through the Promoting Black Flourishing Fund

Apply now for the Promoting Black Flourishing Fund!

For further information, contact the Office of Equity Transformation at equity@umanitoba.ca

UM celebrates Pride to reaffirm our commitment to be a welcoming, inclusive environment for all. It’s a time to show visible allyship and support for two-spirit, lesbian, gay, bisexual, transgender, queer, intersex, asexual, and other sexual and gender identities (2SLGBTQIA+).

Let us know what you’re planning

If you are organizing events for Pride Week (May 23 to June 1) or throughout Pride Month, please let us know. Submit your event details through the UM Pride Events form so we can promote a comprehensive calendar of celebrations happening across our campuses.

Pride Winnipeg Parade – Save the date!

Join the UM community as we once again walk together in the Pride Winnipeg Parade on Sunday, June 1. Sign up today and show your UM Pride!

For information about all UM Pride community events, visit the 2SLGBTQIA+ community webpage.

UM employees — including all full-time and part-time faculty and instructors, support staff, administrative staff, and student workers — are encouraged to complete the foundational anti-racism course in UM Learn by June 1, 2025, and must complete it no later than December 31, 2025.

This anti-racism training course is part of the ongoing learning journey for anti-racism and the collective work of dismantling all forms of racism at UM.

The training aligns closely with UM’s commitment to anti-racism and social justice, as outlined in UM’s 2024-2029 strategic plan, MomentUM: Leading Change Together and the recently released Truth and Reconciliation Framework. The UM Anti-Racism Learning Framework provides additional context and can be found on the UM anti-racism website.

Full information for employees is available on UM Intranet (including how to access the training module in UM Learn), in the Human Resources section, under HR equity, diversity and inclusion strategy, in Workshops and training.

About the anti-racism training course and annual requirement

The anti-racism training course in UM Learn was created by the Government of Manitoba; it includes slides, videos, resources, and an optional personal self-reflection journal.

Course time will vary, but it will take approximately two to three hours to complete, depending on the time spent on self-reflection. The course does not need to be completed in one sitting and can be paused and resumed as needed.

According to the provincial legislation, annual anti-racism training must be completed by December 31 of each calendar year.

Once you, as a UM employee, complete this foundational course, you can meet the government-mandated annual training requirement in future years by repeating this course — or by completing the UM refresher module plus self-reported completion of another UM anti-racism learning opportunity. Full details on this option will be available in Fall 2025.

Note that completion of this training module in UM Learn is automatically noted on your employee record in VIP. Periodic reports are also provided to supervisors.

ACTION: Next steps

• Review information about the mandatory anti-racism training course (UM Intranet).
• Plan to complete the course in UM Learn by June 1, 2025.
• The annual training must be completed no later than Dec. 31 of each year.

Other helpful links:

• Introducing UM’s Anti-Racism Learning Framework (UM Today)
• UM’s commitment to anti-racism: Mar. 21 message to UM community from Tina Chen, Vice-Provost (Equity), and Angie Bruce, Vice-President (Indigenous)
• Anti-racism at UM (Office of Equity Transformation website), including the Anti-Racism Learning Framework

Questions?

Check the guide in UM Intranet; many questions are answered there. Employees may direct questions to their immediate supervisors.

Additional general questions about how this anti-racism training is being implemented at UM may be directed to your unit lead or to antiracism_training@umanitoba.ca; technical questions can be directed to antiracism_training@umanitoba.ca

Run by the Office of Equity Transformation, the fellowship program ensures student voices, vision and experiences are valued and are embedded in the university’s work to advance social justice, equity, accessibility and anti-oppression. The program offers a nine-month paid fellowship for students from diverse backgrounds giving them the opportunity to lead efforts in building a more vibrant and inclusive campus community.

“Fellows in our previous cohorts have contributed unique, fresh, and critically engaged perspectives to advancing equity and anti-oppression at UM,” says Tina Chen, Vice-Provost (Equity). “Their participation and leadership as students in a range of projects is invaluable to advancing UM’s commitments and strengthening our institution’s capacity for transformative, systemic change.”

Cohort 3 will run from September 2025 to May 2026. All students are eligible to apply.

Applicant criteria:

• Demonstrated commitment to community engagement, advocacy or activism, academic or non-academic learning or work in equity, anti-oppression and social justice initiatives
• Openness to advancing equity, anti-oppression and social justice by working collaboratively with diverse groups of individuals
• Interest in institutional or organizational change rooted in equity and anti-oppression frameworks
• Preference for individuals from systemically marginalized groups

Find more information on the Fellows in Equity, Anti-Oppression and Social Justice webpage.

Information session:

Want to learn more about the program before applying? Attend a virtual information session!

Date: Wednesday, April 23, 2025

Time: 12:30 p.m.

Register for the Information Session (A zoom link will be shared upon registration.)

Ready to apply?

Complete the Fellows in Equity, Anti-Oppression application form.

Application deadline: Friday, May 2, 2025.

Christian, Jewish, and Muslim law students, to be specific. Together. Breaking bread, talking about, how their faith gets them through each day, where to find the best places to study, Professor Irvine’s Property Law class. A Robson Hall classroom was filled with laughter, smiles, the beginning and deepening of friendships, and searches for napkins, cutlery and extra plates.

It was the Dean of Law’s idea, according to three students in leadership roles from each group: Meseret Alem Bowles (3L), Christian Legal Fellowship (CLF); Emily Kalo (1L), Jewish Law Students’ Association (JLSA); and Yomna Eid (2L), Robson Muslim Law Students’ Association (RMLSA).

A Manitoba student chapter of the Canadian national organization Christian Legal Fellowship has existed at Robson Hall for a long time, but for the first time in known memory, a Muslim Law Students’ Association, and a Jewish Law Students’ Association were officially formed last fall – unbeknownst to and independently of each other.

When first Eid and then Kalo independently approached Dr. Richard Jochelson, Dean of Law, about forming their respective group in November and December of 2024, he immediately saw an opportunity for growing community and finding common ground. Here, for the first time in the law school’s history, were the three Abrahamic faiths forming student groups to support others of their respective beliefs. Why not bring them together?

Dr. Richard Jochelson, Dean of Law, welcomes Christian, Jewish and Muslim Law Students’ Association members to an inaugural gathering between the three groups. Photo: Christine Mazur

A Welcoming Space

“When the idea for Breaking Bread Together emerged, it struck me as a powerful opportunity to embody the very best of what legal education can offer—a space to foster connection across difference, grounded in shared values and mutual respect,” said Jochelson. “At its core, the legal profession demands more than knowledge; it requires an ethic of collegiality. We are called to engage with one another through dialogue, empathy, and principled disagreement. This event reflected the kind of professional culture we strive to cultivate at Robson Hall: dialogue, listening, shared purpose and freedom to disagree without making each other invisible.”

“I think that it made a lot of sense for our groups to come together, not only because of the clear historic ties, but also the shared values all of us as law students [have],” said Kalo. “We’re pursuing law degrees because we’re passionate about the justice system or international law, human rights, all of these different value points, but fundamentally we also have our own identity-based values. It’s clear in conversations that the three of us have had but also in terms of our religions that there’s clear community values and identity values that are ties. [This event is] an opportunity to get together and really dive deep into not only our passion for law but also our passion for our communities and our identity.”

When she first came to Robson Hall from Ottawa, Eid said she felt doubly isolated – not just as an out-of-province student, but also what seemed like the only Muslim in her class. Now in her second year, she recalled, “In first year, I only met one other Muslim at Robson – and that was by chance. I saw Humaira Jaleel, our MLSA Visible Minority Rep, speak at an event about her work with Healthy Muslim Families to support the Muslim community, and I remember feeling a quiet sense of relief – like, okay, I’m not the only one here. Everybody at Robson has been incredibly friendly, and I have made great life-long friends, but when religion and spirituality are a big part of your life, you can’t help but miss that deeper connection.”

The CLF has always welcomed students of different faiths, creating a space where religion is valued and embraced at Robson Hall. Eid explained, “Even before our group was formed, the CLF created a welcoming environment for Muslim students to connect with others who were grounded in their faith.”

Last year, Eid didn’t feel it was the right time to start a Muslim student group with so few students, but this year, she was surprised to find there were many Muslim students across all years. “We had the numbers to form a proper group and have an executive team. This year felt like the right time to start it.”

The group now has 12 active members.

When the JLSA was ratified as an official student group, Kalo said they needed to identify priorities in terms of what the group hoped to achieve over each year, and noted that building relationships was number one.

“That was something we spoke extensively to Dean Jochelson about,” she said. “That’s why when the CLF reached out, it was the perfect kind of kick-starter to doing that – the idea that fundamentally, we hoped Robson can be a place for interfaith relationships to really thrive and grow and not just on a superficial level but on a concrete level where conversations can be had and disagreements can even be shared but fundamentally that relationship is maintained.”

With each being in a different year of law school, the three student leaders didn’t know each other before organizing the event they called, “Breaking Bread Together”.

Bowles shared the perspective of the Christian Legal Fellowship on being asked by the Dean to organize a welcoming get-together. “As the host of this initiative, CLF is honoured and privileged to be the peacemaker as we’re directed by our faith. CLF executive members are looking forward to continuing this partnership into the future and continue welcoming students of all faiths. I personally wish to also commend many of the CLF members that have welcomed the Muslim and Jewish students to Robson Hall long before this initiative came into existence. It goes to show the values that CLF holds.”

“Meseret reached out to myself and Emily, sharing that the Dean suggested this event,” said Eid. “We all came together to start planning, and the faculty kindly sponsored the event.”

“Laurelle Harris, the Director of Equity and Transformation, played a key role in supporting our group during our early stages,” said Eid. “When our group first started in November, I met with her to touch base, share the concerns Muslim students were feeling, and explain why this group was so important for the law school community.”

“She mentioned that the Jewish student group had just been created and was surprised that both groups hadn’t existed before,” Eid added. “She said if Emily hadn’t started the Jewish group, she would have suggested it herself — both groups were long overdue at Robson.”

Fostering Conversations

 “The hope is that through fostering this relationship, [we can] create a brave space where, when necessary, we can have these conversations and come at it from a place of mutually trying to understand one another,” said Bowles.

“I think all of us independently and in our communities are having these conversations but I think part of the desire to do something like this was a desire to have those broader conversations to share different perspectives,” said Kalo. “As lawyers, we’re trained to critically think […] and recognize perspectives other than our own but also we’re taught that law is not just […] about the strict law and the word on the paper but it’s also a human practice and there has to be empathy and relational aspects to it. The hope is that as we develop these relationships those conversations can be had, not only more naturally but also more honestly. We’re friends, we’re law students and colleagues and it doesn’t feel like two sides of the aisle coming together – it just feels like law students coming together.”

When thinking about current world events, Eid shared how deeply it affected her and others and recalled not having anyone to talk to about it. “It would just occupy your mind. I remember going to class and hardly being able to focus because of what’s happening in the world. It contributed to that isolation I was mentioning. So having a group rally around you and provide a forum to express those concerns on your mind, while also serving as a platform to communicate students’ needs and aspirations within academic circles, was significant.”

The Dean has been clear about his position of the law school not issuing any particular position on any conflict happening in the world currently between different faiths, and has weathered out a storm of public comment as a result.

The three law students support his position and understand the reason for not making any statements on behalf of the law school regarding taking any sides. “He’s been very honest and quite clear about that position,” said Kalo, “but also that that position is not meant to shut down dialogue and conversation, it’s actually meant to foster it and allow us to talk about these things and not feel like we’re being stifled on either side or in either way by the institution.

“That’s been reiterated to us, obviously acknowledging that there’s lines when it comes to racism or discrimination that won’t be crossed, and that the university does have a hard stance on those things,” she added, “But that in terms of politics, the nature of being in law school is also being able to talk politics and discuss those things.”

Eid agreed that not having difficult conversations with fellow law students would only do a disservice to everyone. “We should have a safe intellectual space to freely express our differing views, civilly and professionally, and it’s okay to agree to disagree,” she said. “Most media portrayals of religious groups focus on the differences among us, but I believe, and this is why I founded the group, that there are more things that connect the three Abrahamic religions than what differentiates us.”

“Beyond the clichés of the usual interfaith dialogue, we don’t intend to focus on specific religious beliefs when we meet,” she continued. “This is more about being law students grounded in religion, connecting that to our profession, and learning how to engage with people of different faiths in our careers while promoting cultural awareness. The richer, more intellectual conversations happen when we recognize the similarities upfront.”

Laurelle Harris, K.C., Director of Equity & Transformation and the Internationally Trained Lawyer Program with Dr. Richard Jochelson, Dean of Law. Photo by Christine Mazur

The students shared that Laurelle Harris had been doing listening circles with law students with the goal of bringing the separate groups of students together as a “Robson Hall” community. “Creating these different safe spaces for independent communities to come and share, but also then creating intersectional opportunities [is] the ultimate vision,” said Kalo. “That’s also the vision that we have when we’re talking about our three groups working together […] having intersectional opportunities to embrace our faiths and communities and cultures. That seems at least to me the direction that Robson is ultimately trying to go in as well.”

At the event itself, about seven JLSA, 12 RMLSA, and 8 CLF members attended. The Dean did a land acknowledgement and said a few words about the importance of supporting each other and promoting acceptance. Then, while waiting for the food to arrive, students from each group were invited to answer each other’s questions about how aspects of their respective faiths influence or motivate their legal studies and how they envision their career paths.

The conversations that were held over the meal are their own private business, but they can safely be speculated to have ranged from how their faith gets them through each day, to finding the best places to study, to Professor Irvine’s Property Law class.

The students plan to make this gathering an annual event. Further, a new faith-based committee is being formed within the Manitoba Law Students’ Association (MLSA), aimed at advocating for faith communities and promoting inclusivity within student life at Robson Hall.

The two recently shared their own experiences with racism and their motivation to continue anti-racism work, and reflected on its significance to our community.

To advance that work, UM is providing meaningful learning opportunities for UM students, staff, and faculty at various stages of their learning journeys about racism and anti-racism.

UM’s Anti-Racism Learning Framework outlines an educational pathway to guide us as a community and individually as we work to dismantle racism in all its forms and to foster a vibrant community for all. The framework supports UM’s commitments to anti-racism and social justice as outlined in our strategic plan, MomentUM: Leading Change Together, and complements the Truth and Reconciliation Framework.

Join the work of fostering a vibrant community, advancing reconciliation for transformative change, and building a stronger, more inclusive UM for all.

Watch:”UM’s commitment to anti-racism: A campus for all.”

Personal experiences and systemic and structural racism

Sometimes racism speaks and makes itself known. But racism isn’t always loud. Sometimes it’s in the way doors quietly close, opportunities slip away, or voices go unheard.

Angie Bruce shares an emotional story going back to age 11, when she was in grade six. As she was having learning difficulties, her teacher pulled her aside and asked her if she had been drinking, playing into harmful racial stereotypes. Later, thanks to interventions by her mother, Bruce was diagnosed with dyslexia and got the learning supports she needed. But the effects stayed with her.

Tina Chen remembers walking home from elementary school through the park. Encountering older kids, she heard them call out with a racial slur used for Chinese people, and sounds they thought mimicked Chinese language.

 In those moments, she says, “there would be an intense feeling of fear, of shame, of anger.” Some of those feelings still linger, adds Chen.

“It’s for those reasons, here at the University of Manitoba, I’m committed to making this a place where we all know we belong,” she says.

Watch: Experiences and motivation for anti-racism work.

Racism is hurtful and harmful. It diminishes dignity. For anyone who experiences racism at any level, racialized hatred and race-based stereotypes can feel intensely personal; racism can be internalized and carried for a lifetime.

And the harms of racial discrimination are wider than the significant emotional effects.

Racism can affect mental health; it “also has impacts on equality and opportunities…. Such widespread inequities are not the result of individual racist actions and beliefs alone, but of deeply entrenched systemic racism,” as stated in this Discussion Paper on Systemic Racism from the Canadian Human Rights Commission.

As the commission notes, “Racism and racial discrimination can be manifested explicitly or implicitly, directly or indirectly, at individual, institutional, and structural and systemic levels.”

Unlearning racism, dismantling racist structures, advancing anti-racism

This annual occasion on March 21, the International Day for the Elimination of Racial Discrimination, recognizes not only the historical injustices and prejudices fueled by racial discrimination — but the ongoing nature of racial discrimination.

In Canada, Indigenous peoples, racially marginalized people, and marginalized religious communities face racism and discrimination regularly. Institutions such as universities are inextricably linked to Canada’s colonial legacy, with racial inequities manifested through policies, practices and culture.

It’s why the work of anti-racism, including UM’s Anti-Racism Learning Framework, is so necessary.

Learn more about UM’s Anti-Racism Learning Framework

Read the Mar. 21 message to UM community from Tina Chen, Vice-Provost (Equity), and Angie Bruce, Vice-President (Indigenous).

Join the ongoing learning journey for anti-racism and the collective work of dismantling racisms at UM. Join the work of fostering a vibrant community, advancing reconciliation for transformative change, and building a stronger, more inclusive UM for all.

“This work is not only important; it’s essential.”  – President Michael Benarroch

In its first year, the Social Justice Hub is supporting three groups of student organizers in developing campaigns that build community and address challenges faced by the QTBIPOC community (queer and trans Black, Indigenous, People of Colour), anti-xenophobia, and accessibility/disability community.

At the Social Justice Hub Open House on December 10, UM community created artwork for the theme, “A different world is possible,” which invited students and staff to portray the just world they hope to work towards.

Through the Social Justice Hub, students gain knowledge on how to put anti-oppression and EDIA into action and develop skills through training workshops and hands-on campaigns. Organizer teams are exploring how they can create safer spaces for QTBIPOC, challenge xenophobia and racism experienced by international students, and advocate for a sensory-friendly campus for neurodivergent students.

Having the chance to address inequities that directly affect students and their communities is one of the most impactful parts of the Social Justice Hub, and plays an important role in the development of future leaders and change-makers.

Elinam Okae-Yeboah, a fourth-year student in Women and Gender Studies and English, reflected on the impact of participating in the QTBIPOC team: “The university has many commitments to equity, diversity, and inclusion, but it seems like the administration falls short when it comes to making material change or decisions that will support marginalized students. I think the Social Justice Hub is important because it provides marginalized students with the training that can help them advocate for themselves.”

The wider UM community is invited to participate in the Social Justice Hub by attending our upcoming events. Join us for the Social Justice Hub Drop-Ins on the last Thursday of each month from 3:30 to 5:00 p.m. to engage in critical conversations on community organizing and social justice work. Register in advance or drop-in.

Upcoming Social Justice Hub Drop-Ins:

• February 27, 3:30 p.m. to 5:30 p.m. – Self-care is community care, community care is self-care (CEL Office 203 – 55 Chancellors Circle)
• March 27, 3:30 p.m. to 5:00 p.m. – Group agreements, safer spaces, and relational accountability (CEL Office 203 – 55 Chancellors Circle)
• April 24, 3:30 p.m. to 5:00 p.m. – The revolution will be from bed (virtual) 

To receive notifications about other Social Justice Hub events, sign-up for our mailing list and follow @CELumanitoba on Instagram to learn about more upcoming workshops, programs and events from Community Engaged Learning.

UM Today asked several members of the UM community for their thoughts on the significance of this month. Hear what they said and read on to learn about UM’s commitment to Black flourishing and anti-racism, including planned BHM events.

Reflecting on BHM: In their own words

Ghislaine Alleyne, a change and improvement specialist at UM, thinks of Black History Month as “our time to share, celebrate and understand Black histories and our current reality.”

She adds, “It is an opportunity to celebrate our achievements and influence on culture. It is also an opportunity to teach and learn about the impact of the trans-Atlantic slave trade and chattel slavery—the roots of anti-Black racism—on our communities. This year, in particular, as we see a rise in racism and anti-immigrant sentiment in Canada and the U.S. (and in many other countries), we must reflect on what that means and how we can work to oppose it in all forms.”

Alleyne cites this quote from the late, renowned Black American author and activist James Baldwin, “To accept one’s past—one’s history—is not the same thing as drowning in it; it is learning how to use it.” The quote is from Baldwin’s book of essays, The Fire Next Time, which explores the roots of racism and the possibility of change, delving into religion, justice, and the Black experience in America.

For Afua Mante, assistant professor of soil science, celebrating Black history month is “our opportunity as Canadians to: reflect and confront our past on our active participation in enslaving black people, including children, from the sub-Saharan Africa during the trans-Atlantic slave trade; create the ethical space for black people to share their truth; confront anti-black racism; acknowledge the immense contribution of black people throughout the life of Canada; and carry out our ethical and constitutional responsibility in recognizing each other as equal and work together to protect, celebrate, and navigate our multiculturalism, which is the hallmark of our Canadian heritage and identity.”

Mante is a presenter at a Black History Month panel organized by Faculty of Agricultural and Food Sciences on the topic, “Canadians and Black history: Navigating our multiculturalism to strengthen our True North.” The event takes place Feb. 4 (more information below).

Black History Month for Melissa Gayle is “a time of reflection, pride, and celebration, a moment to honour the excellence and resilience of Black individuals who have shaped history and left a lasting impact on the world. It is an opportunity to acknowledge their achievements, celebrate their contributions, and reflect on the work still needed to ensure Black people are fully recognized as equals in society,” she says.

“It is also a time to recommit to creating spaces where Black communities are supported and empowered to thrive,” she adds. Gayle is program coordinator and assistant to the director at the James W. Burns Leadership Institute, Asper School of Business.

Read on for BHM events taking place over the next month.

UM BHM events

Many interesting events take place during Black History Month—a sampling of 2025 events is listed below.

Also check out the 2025 UM Promoting Black Flourishing Fund projects and events, many of them student events. This annual fund provides one-time funding to support initiatives by Black members of the UM Community and Black UM-affiliated groups and organizations.

UM KEYNOTE EVENT

Anti-racism and the ‘fierce urgency of now’: Courage, mutuality and accountability

Dr. Malinda S. Smith, Associate Vice-President (Research-EDI), political science professor, University of Calgary. Weaving together legacies of Canadian hidden figures in the academy, such as Violet King, Sophia B. Jones, Ivy Lawrence Maynier, Frank Wright and Kenneth Melville, this keynote highlights principles of mutuality and accountability and our shared responsibility to combat racisms.

Date: Friday, Feb. 14
Time: 1 to 2:30 p.m.
Location: Theatre B, Basic Medical Sciences Building (hybrid event)
 

OTHER UM BHM EVENTS

Race, resistance and freedom: Black feminist thought on settler colonialism
The Distinguished Visitors Lecture Series presents: Dr. Sarah Riley Case, McGill University
Date: Tuesday, Jan. 28
Time: 12 p.m.
Location: Room 204 Robson Hall

Movie screening: Bob Marley: One Love
Includes a panel discussion and guest speaker Nadine Powell
Date: January 29
Time: 11 a.m. – 2 p.m.
Location: Landmark Cinemas, Grant Park
 

Changing the Narrative Bookclub, organized by ACMP and curated in support of Black Student Collective, meets to discuss chapter 8 of A Certain Amount of Madness: The Life, Politics and Legacies of Thomas Sankara (reading materials at link).

Date: Friday, Jan. 31
Time: 6 to 7:15 p.m.
Location: Rm 409 of the Tier Building
 

Celebrating Black excellence in health care

Hosted by the Black and Racialized Student Support Group in collaboration with the College of Nursing’s Anti-Racism Committee. Featuring cultural dance, a vibrant fashion show, spoken word performance and keynote address by the Hon. Uzoma Asagwara, Deputy Premier and Minister of Health, Seniors, and Long-Term Care.

Date: Monday, Feb. 3
Time: 11:30 a.m. to 1:30 p.m.
Location: Helen Glass Atrium (Nursing), Fort Garry campus
 

Canadians and Black history: Navigating our multiculturalism to strengthen our True North

Panel discussion organized by Faculty of Agricultural and Food Sciences.

Date: Tuesday, Feb. 4
Time: 2:30 to 4:30 p.m.
Location: Carolyn Sifton Lecture Theatre, 130 Agriculture Building, 66 Dafoe Road

3rd annual anti-Black racism as a mental health concern

Working in solidarity: Confronting Structural Discrimination and Mental Health Inequities.

Organized by Dr. Warren Clarke, UM professor of anthropology, with guest speaker Dr. Wendell Nii Laryea Adjetey (McGill University), and several panelists including these from UM: Dr. Tina Chen, Vice-Provost (Equity); Dr. Heidi Marx, dean, Faculty of Arts: and Dr. Peter Donahue, dean, Faculty of Social Work. Free. In-person and online.

Date: Friday, Feb. 7
Time: 6 to 8:30 p.m.
Location: Round House Auditorium, 319 Elgin, Red River College, and ZOOM
 

Panel: Why anti-racism matters to data / Why data matters to anti-racism

This panel will explore data collection, governance and analysis in the context of social practices, knowledge frameworks, and power relations. (Office of Equity Transformation Data Justice Series)

Date: Thursday, Feb. 13
Time: 1 to 2:30 p.m.
Location: Concourse Lounge, University College, Fort Garry campus
 

Black History Month celebration: Empowering voices: Amplifying Black narratives in leadership

Organized by the Afro-Caribbean Mentorship Program (ACMP), this event features keynote address by the Hon. Uzoma Asagwara, Deputy Premier and Minister of Health, Seniors, and Long-Term Care, and catering by D&M Flava.

Date: Friday, Feb. 28
Time: 5 to 9 p.m.
Location: Manitou a bi Bii daziigae, 319 Elgin, Red River College, and ZOOM

For more events, also see the Black History Manitoba February 2025 events calendar

BHM stories and resources

Stories

Dr. June Marion James reflects on Black History Month: The acclaimed Black physician and previous UM Distinguished Service Alumni Award recipient on the challenges and successes throughout her life and medical career.

Reflecting B(l)ack and moving forward: A legacy of a life well lived

‘It’s not just a moment’: Professor Warren Clarke on the mental health effects of anti-Black racism

UM endorses the Scarborough Charter to address anti-Black racism and foster Black inclusion

Resources

• The UM Black Alliance, or UMBA officially formed in 2019 and addresses challenges and honours the important history, people and experiences of UM’s Black communities.
• The Racial Equity and Inclusion Alliance (REIA): A student-led organization under the University of Manitoba Students’ Union (UMSU) which aims to empower racialized identities on campus
• UM Black Student Union: A community organization strengthening and supporting the Black community at UM.
• Black Students Community at UM: An UMSU community group for Black Students at the University of Manitoba.
• Changing the Narrative Bookclub (Black Students Collective)

Education and awareness

• Canadian Black history(BHMWinnipeg)
• Black history and human rights(Canadian Human Rights Museum)
• Being Black in the Prairies(CBC Interactives / Omayra Issa & Ify Chiwetelu)
• Being Black in Canada(CBC)
• Black History Month(Government of Canada)

Anti-racism at UM

UM is committed to being a community where anti-racism is embraced. This momentum is endorsed in UM’s latest strategic plan, MomentUM: Leading Change Together, in fostering a vibrant community. It’s propelled by the equity and anti-oppression work by UM community members and the Office of Equity Transformation, and through UM’s Anti-Racism Task Force, formed in February 2022. Read more on UM’s Anti-Racism website and learn about the steps we’re taking to ensure UM is a place where everyone has the opportunity to thrive.

In 2022, UM announced it signed the Scarborough Charter on anti-Black racism and Black Inclusion, a historic document that commits UM to combat anti-Black racism and foster Black inclusion in higher education and communities, based on four principles: Black flourishing, inclusive excellence, mutuality, and accountability. 

In August 2020, UM’s Rady Faculty of Health Sciences passed the first anti-racism policy of any faculty or post-secondary institution in Canada, developed with the faculty’s Office of Equity, Diversity and Inclusion anti-racism working group. Read the UM learning module for the Disruption of all forms of racism policy.