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

OET provides leadership and coordination for UM’s foundational commitment to advance equity, diversity, inclusion, and accessibility for our community. The new position was created to lead strategic coordination and collaboration between UM units and individuals responsible for anti-ableism, accessibility, and age-inclusivity, and to build institutional capacity in these areas.

“This new role signals UM’s commitment to advancing anti-ableism, accessibility, and age-inclusivity in a systemic and sustained way,” says Tina Chen, Vice-Provost (Equity). “As Anti-Ableism and Age-Inclusivity Specialist, Angie will lead the development of strategic frameworks and action plans, as well as the coordination of university-wide education and training, supporting a more connected and intentional approach to accessibility and inclusion.”

Angie joined the OET team on June 9, bringing extensive education and experience in accessibility and anti-ableism practice, policy, programs, and services. She holds an undergraduate degree in Community Rehabilitation and Disability Studies from the University of Calgary and a Master in Public Administration from the University of Manitoba.

Her professional background includes a range of program and policy development. Most recently, she held the position of Manager of Accessibility Policy at Canada Post. Prior to that, she worked in neurodevelopmental services with the Winnipeg Regional Health Authority (Mental Health and Addictions), in adult disability services with the Province of Manitoba, and for more than a decade with New Directions delivering social services to children, youth, adults, and families.

In addition to her professional experience, Angie is an active community volunteer. She currently serves as a member of the Technical Committee for Accessibility Standards Canada and as Chair of the Accessibility and Inclusion Advisory Committee of the City of Winnipeg’s Human Rights Committee of Council.

Describing her approach to this new role, Angie sees herself as a connector – an enabler of change. “In the few short weeks that I’ve been here, I’ve seen that there is already important work happening across the university in accessibility and inclusion,” she says. “Part of my role will be to help amplify those efforts so others can learn from them and adopt similar initiatives, while also identifying areas where we can grow together.”

She adds, “As a place committed to learning, curiosity, and innovation, UM is uniquely positioned to develop and implement practices rooted in anti-ableism, accessibility, and inclusion. Each year, we welcome new people to the UM community who bring fresh ideas and perspectives while still considering the voices of current community members. That combination of diversity and energy can drive meaningful, lasting change – and I’m excited to be a part of it.”

Anti-ableism resources

Visit OET’s anti-ableism webpage for a variety of resources including:

• Results from the Dismantling Ableism Survey, part of the project Dismantling Ableism for Persons with Disabilities: Institutional Action and Accountability. The survey gathered insights from UM community members who identify as disabled or as having chronic health conditions.
• Educational resources, created by Cade Kuehl, PhD candidate and coordinator for the above project, to support learning around key concepts and definitions related to anti-ableism.

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.

This initiative is part of a process of diversifying the University Art Collections by including contemporary artworks by members of systemically marginalized communities who are underrepresented in the collection.

Help create transformational change. Apply to be a committee member today!

Project Summary

The Diversifying the UM Art Collection Program will continue the transformational work begun by the Indigenous Student-Led Indigenous Art Purchase Program. A committee will be recruited from the University of Manitoba community for Winter Term 2025 and will consist of 5 to 7 students or staff who identify as belonging to the 2SLGBTQIA+ community.

Committee members will meet artists and curators, visit studios, and select artwork to be acquired by the University of Manitoba University Art Collections. These new acquisitions of contemporary 2SLGBTQIA+ community artworks will be placed on display in public and semi-public spaces at UM, as possible.

Who We’re Looking For

• Current students at the University of Manitoba, from any faculty, who identify as belonging to the 2SLGBTQIA+ community.
• Current non-academic staff at the University of Manitoba, from any unit, who identify as belonging to the 2SLGBTQIA+ community.
• Preference will be given to individuals who are committed to equity work with understanding of intersectionality.
• Knowledge and experience working with the 2SLGBTQIA+ community, as well as established community relationships are assets.
• An interest in art, and contemporary 2SLGBTQIA+ art and artists.
• Experience in arts related fields is not necessary.

Program Details

• The Diversifying the UM Art Collection Program will run during Winter Term 2025 (January to April). Each subsequent term that the committee runs, a new committee will be recruited to reflect the targeted underrepresented group.
• The program will be intensive across Winter Term 2025, from January until March 31, 2025. A time commitment of one meeting per week is anticipated. Please consider this time commitment and whether it is conducive with other commitments and responsibilities before submitting your application.
• Committee members may engage with artists, curators, and select artworks for acquisition.
• Committee members will receive an honorarium.

Application Deadline: Tuesday, January 7, 2025

Apply now

Have questions? Please contact equity@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.

Sponsored by the office of Equity Transformation, this is the third year of the fund. Tina Chen, Vice-Provost (Equity) says, “It is exciting to see the diversity and creativity that comes from community-led initiatives for Black flourishing, and the ways in which these initiatives redefine our community. We look forward to receiving many applications that celebrate Black Life in the UM community.”

Promoting Black Flourishing Fund: Eligible Projects

• Projects may include, but are not limited to: 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 timeline:

• Application deadline is October 25, 2024. However, applications will continue to be accepted after October 25 and reviewed on a rolling basis as funds allow. 
• Award funds must be spent by March 31, 2025.

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

See also the Promoting Black Flourishing Fund webpage

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

The micro-certificate consists of three courses: EDIA 0102: Expansions, EDIA 0104: Actions, and EDIA 0106: Reflections. Rooted in competency-based education, the courses focus on critical reflection of the learner’s knowledge, skills and lived experience and building capacity for participation in transformative practices, processes, and policies to advance EDIA at UM and beyond. Importantly, the EDIA micro-certificate is offered at no cost to the learner.

A commitment to our community

The micro-certificate is part of a broader strategic response to the recommendations of the President’s Task Force on Equity, Diversity, and Inclusion and other reports calling for enhanced education and training for staff, faculty, and students in EDIA.

Developed through extensive consultation with a wide range of groups and individuals holding diverse social identities, roles, areas of expertise, and lived experiences, the program complements other education and training initiatives related to anti-oppression, social justice, Truth and Reconciliation, decolonization, and Indigenization.

“This program is unique in Canada, emphasizing the development of individual competencies that will transform how our community learns and takes action together,” says Tina Chen, Vice-Provost (Equity). “The EDIA micro-certificate marks a significant milestone, demonstrating the university’s commitment to investing in our community to ensure actions are based in on-going learning as we strive to make real progress towards addressing inequities, narrowing gaps resulting from ableism, racisms, sexism, homo and trans-phobia, and other systemic oppressions, and working for meaningful diversity and a vibrant community. It also demonstrates the tremendous enthusiasm for this continued work from across the University of Manitoba.”

Celebrating progress

That enthusiasm was evident at the July 4 launch event celebrating this critical movement toward building individual and collective transformation at UM. Hosted by the Office of Equity Transformation and the Division of Extended Education, the event featured remarks from collaborating partners within UM as well as the Honourable Renée Cable, Manitoba Minister of Advanced Education and Training. Attendees also heard from two participants of the first cohort of the EDIA: Foundations course, who shared stories of personal and professional growth from the experience.

“We are witnessing the beginning of a transformation,” says Ute Kothe, Dean of the Division of Extended Education. “Learners are asked to develop and implement projects that improve equity and accessibility at UM. In the next years, we will celebrate transformative change creating vibrant and inclusive communities across our campuses, resulting from actions taken by the thoughtful and passionate learners from this program.”

How to apply

To register for the EDIA Micro-certificate program, applicants must complete the pre-requisite course, EDIA 0100: Foundations. Applications for the next EDIA: Foundations opens to UM staff, faculty and students on July 22 to August 8.

Learn more about the EDIA Micro-certificate.

“We were once again excited to see tremendous enthusiasm for this initiative,” says Diane Hiebert-Murphy, Provost and Vice-President (Academic). “We received over 60 applications from a variety of academic and administrative units. The quality of ideas put forward and the collaborative nature of the projects reflect our stated vision to boldly lead change together.”

SISF targets small-scale short-term projects, ranging in cost between $10,000 and $100,000 which could be completed by March 31, 2025. A complete list of funded projects is available on the Strategic Initiatives Support Fund intranet page. We look forward to sharing more with the community on the outcomes of these projects as they move us forward in creating knowledge that matters, empowering learners, and reimagining engagement.

Celebrating our progress: Project outcomes from SISF 2023-24

As the newly funded projects get underway, many projects from last year’s SISF fund have been completed. While their strategic goals were aligned to UM’s previous strategic plan, the project outcomes nonetheless drive us forward toward many common priorities. Here are three examples of impact from the SISF 2023-24.

Project: Inclusive Hiring and Hiring in Good Ways

Lead unit: Human Resources

UM aspires to create belonging rooted in human rights and dignity of all. This vision is reflected in our current and previous strategic plans, as well as other guiding documents such as the President’s Task Force on EDI report and the Indigenous Senior Leadership Report. This project contributed to those efforts to build an outstanding learning and working environment for all, and specifically, to create pathways for Indigenous achievement.

The Human Resources department partnered with CultureAlly to enhance Equity, Diversity, Inclusion (EDI) and Indigenization and De-colonization in its hiring and retention processes. The EDI consultant provided an external perspective on UM hiring practices, identifying gaps and highlighting strategies to engage, hire and retain diverse talent.

The project led to the development of two workshops relating to hiring staff, “Inclusive Hiring Practices” and “Hiring in Good Ways.”  The “Inclusive Hiring Practices” workshop was rolled out this spring, with six sessions offered. The training leads participants in exploring their implicit bias and how it can impact decision making, as well as teaching mitigating tactics and strategies to address bias in the hiring process.

“Many of the workshop attendees commented on the importance of this opportunity to learn about practical steps and the resources available to support those involved in hiring to follow inclusive practices,” says Sandra Woloschuk, associate director, Learning & Organizational Development. Additional in-person sessions will be offered this Fall term and an on-line self-directed version of the workshop is being developed. Watch for upcoming offerings of the workshop on the Learning and Organizational Development intranet page.

The second workshop, “Hiring in Good Ways,” currently in development, will emphasize the importance of addressing discriminatory practices in hiring that specifically impact Indigenous candidates. Together, these trainings will provide a foundation of knowledge that supports UM’s institutional efforts for consistent and widespread integration of inclusive hiring practices.

Project: Period Poverty and Equity, on Campus and Beyond

Lead units: Faculty of Arts and the Centre for Human Rights Research

The “Period Poverty and Equity” project brought together a collaborative team of faculty and staff to address the issue of period poverty, period equity and menstrual stigma. The research team describes the experience of menstruation as an issue of discrimination due to the financial burden posed by the need for menstrual supplies.

The project, involving members from the Faculty of Arts, Faculty of Social Work and the Office of Sustainability, set out to identify barriers and advocate for equitable solutions for period equity. It aligned with strategic goals to create an outstanding learning and working environment and to forge connections for high-impact community engagement.

The research team conducted a physical audit of all sources of menstrual supplies on UM campuses and an online survey to understand the menstruation experience of UM students, staff and faculty. They also hosted several on-campus events, such as a panel featuring renowned experts on menstrual justice. Their final report outlined several recommendations, including that the University of Manitoba offer free menstrual supplies throughout its campuses. At this time the University is reviewing the recommendations.

Find the full report Period Poverty and Equity on Campus and Beyond.

Menstrual product dispenser in washroom. Photo credit: The Manitoban

Project: A Framework for Experiential Learning with-and-for UM Faculties

Lead unit: The Centre for the Advancement of Teaching and Learning 

Building on previous commitments to build capacity and infrastructure for Experiential Learning (EL), this project worked to develop a framework to guide the development, integration and enhancement of EL across the university. Increasing EL experiences at UM is a central pillar of our strategic goal to inspire minds through innovative and quality teaching.

The Office of Experiential Learning held consultations with faculty and instructors aimed at creating a collective vision for Experiential Learning at UM. These consultations resulted in important dialogue across faculties and helped identify the barriers to integrating EL in academic courses from the faculty perspective. Though not yet fully developed, the consultations led to greater understanding of the systems, policies and supports required to implement an Experiential Learning Framework at UM.

In addition, the project led to the development of an EL Faculty Advisory Committee to increase faculty involvement in institutional-level EL initiatives, as well as membership growth in the EL Community of Practice.

Example of Experiential Learning. Project: Art, Community and Resistance 2019, Chiloe, Chile.

These projects are examples of the significant impact of our faculty and staff working together to advance our strategic priorities. Together, UM is making meaningful change in our province and the wider world.

UM’s Pride celebrations are a reflection of UM’s continued allyship, enthusiasm and support for the 2SLGBTQIA+ community. Take the opportunity to gather and celebrate our pride with UM’s diverse communities!

UM Pride events

Friday, May 24

Campus Pride Week Kick-off

Where: Room 200 – Faculty of Education
Time: 10:30 to 11:30 a.m.

Join us as we kick-off UM Campus Pride 2024. The event will feature special guest speakers and the unveiling of UM’s new pride visual experience. Everyone is invited to a reception with tea, coffee, snacks and other light refreshments.

Monday, May 27

U of Them Climbing Club

Where: Bouldering Room, Frank Kennedy Centre
Time: 6 to 10 p.m.

UM Recreation Services continues to create welcoming and safe spaces for the 2SLGBTQAI+ community. Come try out bouldering, offered every Monday with the U of Them climbing group. There is a drop-in fee of $21.

Thursday, May 30

Pride button making

Where: First floor, UMSU University Centre (near UMSU Service Centre)
Time: 11 a.m. to 2 p.m.

UMSU with the Rainbow Pride Centre (RPC) will once again host a button making day! Drop by any time between 11 – 2 to create your own unique buttons to show off at Pride. Pride-themed snacks and drinks will also be served.

Sunday, June 2

Winnipeg Pride Parade

Meet time: 10:45 a.m.
Meeting location: Memorial Boulevard

Parade: 11 a.m. to 12:30 p.m.
Parade route: North on Memorial Boulevard, East down Portage Avenue to the Forks.

By registering to walk or roll in the parade with UM, you’ll receive the newly re-designed UM Pride merchandise while supplies last. Come early to get your fan, t-shirt, buttons or bubbles. Bring your friends, family, pets and join our UM community as we dance to DJ tunes, celebrate amongst the bubbles and enjoy being part of the largest crowd in the parade!

Following the parade, all are welcome to enjoy the onsite entertainment, vendors and festival events.

Register to participate today!

The Listening, Learning, Leading series, organized by the Office of Equity Transformation, creates space on our campuses for engagement and discussion on difficult and complex topics. It aims to build foundations for understanding, beyond polarization.

“As a university, UM must model what it means to move into complexity,” says Tina Chen, Vice-Provost (Equity). “We can and should take a leadership role to establish spaces for active listening and learning without expectation of agreement or resolution. Anti-Muslim racism, antisemitism, anti-Black, anti-Indigenous, anti-Asian and other forms of racism are perpetuated through dehumanization, simplified generalizations, and lack of understanding of the ways historical and ongoing hatred and discrimination impact people and communities. Providing opportunities for listening and learning builds a foundation for understanding and acceptance of diversity of opinion and of people, and helps create accountable and inclusive communities.”

There are two upcoming events in the Listening, Learning, Leading series, taking place at the Fort Garry campus.

Centering Humanity: Human Rights Frameworks in times of Violence, Discrimination and Hatred

March 28, 2024 at 2:30 to 4 p.m.

Moderator, Tina Chen, will lead discussion from a panel of experts:

• Karen Sharma, Executive Director, Manitoba Human Rights Commission
• Nathan Derejko, Mauro Chair in Human Rights and Social Justice, University of Manitoba
• Art Miki, CM, OM, Japanese-Canadian activist, former MB Citizenship Judge
• Lionel Steiman, Senior Scholar, History, University of Manitoba (TBC)

Register for the ‘Centering Humanity’, March 28 session now.

Teaching Israel-Gaza War and the Middle East: A Conversation with Tami Jacoby

April 11, 2024 at 12 to 1 p.m.

Dr. Jacoby, UM professor of Political Studies, has been teaching Middle East politics and the Arab-Israeli conflict for roughly 30 years. She has published widely on Middle East-related topics and spent considerable time studying, working and living in Jerusalem.

Register for the ‘Teaching Israel-Gaza War and the Middle East’, April 11 session now.

Registration is required for both events and all panelists, participants and audience members will agree to the Community Accountability Guidelines at the time of registration. To ensure a safe space for dialogue, recording of events by attendees will not be permitted.

Learn more about the Listening, Learning, Leading series, and other opportunities for your learning journey at the Office of Equity Transformation Learning and Engagement webpage.