Anti-racism: Moving beyond acknowledgment toward meaningful, systemic change

UM student Sammi Oni calls anti-racism work at UM “essential.” She is in her third year of the finance and accounting major in the Asper School of Business.

She says the strategy is important to her because “it recognizes the everyday realities that racially-marginalized students navigate and commits to doing better. It pushes our community to move beyond acknowledgment toward meaningful, systemic change.”

Sammi Oni.

“It gives me hope that we’re building a university where inclusion isn’t just a principle but a practice.” – Sammi Oni, student

Oni is also a Fellow in Equity, Anti-Oppression and Social Justice, a student program offered by the Office of Equity Transformation. Her Fellows project focuses on supporting the development of Black Studies at UM and contributing to institutional work that advances equity and social justice on campus.

Oni says this anti-racism work gives her hope. It “helps shape a campus environment where belonging isn’t something you have to fight for,” she says.

“It gives me hope that we’re building a university where inclusion isn’t just a principle but a practice.”

A strategy to support our commitments to equity and social justice

The UM Anti-Racism Strategy sets an ambitious goal of combatting institutional racism and moving towards racial justice. It advances anti-racism and Reconciliation for transformative change and to foster a vibrant community.

Roy Albright Obah.

Student Roy Albright Obah is another participant in the Fellows in Equity, Anti-Oppression and Social Justice program. For his project, he is working with Human Resources in the review of the Employment Equity Policy.

He says, “As a Black international student, this work reassures me of the institution’s commitment to meaningful change and to ensuring that all students feel seen, supported, and valued. It affirms my confidence in UM’s efforts to address inequities in a practical and intentional way.”

Tina Chen, Vice-Provost (Equity), says that an institutional endorsement of the strategy is also a significant step at a time when some post-secondary institutions are shrinking away from anti-racism, anti-oppression and equity, diversity, inclusion and accessibility (EDIA) work. Chen leads UM’s Office of Equity Transformation (OET), which oversees the strategy.

Learn more about the UM Anti-Racism Strategy The strategy is informed by past and ongoing work by many community members, including: Office of Equity Transformation, the UM Anti-Racism Task Force, Anti-Racism Policy Committee, Office of Human Rights and Conflict Management, and Rady Faculty of Health Sciences Dismantling all Forms of Racism Policy.

A commitment to ‘being the kind of institution our community deserves’

Michael Robertson is the current chair of the UM Board of Governors, which endorsed the strategy.

He says, “The Anti-Racism Strategy is an expression of the University of Manitoba’s commitment to being the kind of institution our community deserves — one where dignity and opportunity are shared by all.”

“The strategy moves us closer to the equitable, responsive university Manitobans expect and need.” – Michael Robertson, Chair, Board of Governors

Michael Robertson.

Robertson is a passionate advocate for equity and community service and sees the new strategy as integral to the university. A former partner at Cibinel Architecture Ltd. for over a decade, he currently works as a consultant as an expert in Indigenous design and community development. In 2024, he was awarded the UM’s Distinguished Alumni Award in Community Service.

“This work matters deeply to me because universities only fulfill their mission when everyone can learn, teach and thrive without barriers,” he says. “The strategy moves us closer to the equitable, responsive university Manitobans expect and need.”

Vice-Provost (Equity) Tina Chen agrees. She says, “It’s important to be intentional and specific in taking meaningful anti-racist actions to dismantle systemic racism and to mitigate the harms caused by all forms of racism.”

She notes that the UM Anti-racism Strategy is based on enduring principles of human rights and is informed by community input and ongoing work done at the community level over many years. 

Amplifying the significance of racial justice for the entire UM community

Going forward, Chen says, “Our commitment to anti-racism and Reconciliation is a collective responsibility; all community members have a role to play.”

She adds, “We want to enhance the visibility of ongoing anti-racism efforts and provide a framework to continue this work.

“The strategy foregrounds shared humanity, equity, and care, as it calls people in through a focus on learning, dialogue and actions necessary to advance anti-racism at UM.”

Learn more about the UM Anti-Racism Strategy 

UM Anti-Racism Learning Framework

Earlier this year, UM introduced the Anti-Racism Learning Framework, a comprehensive educational pathway designed to support our community to participate in dismantling racism in all its forms.

As part of this commitment—and in alignment with provincial legislation—all UM employees are required to complete annual anti-racism training. The provincial anti-racism course, launched in April, is a foundational component of the framework. Faculty, staff, and student employees must complete the course no later than December 31, 2025.

Office of Equity Transformation (OET)

Find resources and opportunities to get involved and learn more about work being done by or in partnership with the Office of Equity Transformation (OET), which was established in 2023. The office supports UM’s commitment to accessibility, diversity and meaningful participation for all by providing leadership and coordination to address systemic inequities and to build community that’s rooted in equity.

Students, staff and faculty are invited to apply from Nov. 10 to Dec. 1.

“Clearly, systemic oppression in all of its forms is still alive and well. We all have to do our part to keep working to change inequitable systems,” says Robin Attas, EDIA Specialist, Extended Education.

“The responsible thing to do is to step up and do our part. Do it for the people you love. Do it for your children, family, friends, and colleagues. If you want to help, learn more by taking this course.”

EDIA: Foundations provides a framework to make sense of the world and a place to learn with each other, she says. The course and three-course micro-certificate are offered to the UM community at no cost to learners.

“Our numbers are strong. We have participants from every faculty and many units on campus. It’s amazing how much it has grown, and it is amazing to see this continue.”

Attas invites UM community members including students, staff and faculty to join the UM’s growing EDIA learning community and apply for the course. And those who have already taken it can invite their peers.

EDIA learner, Jasmine Brar, recommends the program.

“We all need to understand our experiences and our barriers we face in our daily lives. If we move those barriers, there is so much we can achieve,” says Brar.

EDIA 0100: Foundations and the Micro-certificate in Equity, Diversity, Inclusion and Accessibility (EDIA) are offered by Extended Education in partnership with the Office of Equity Transformation and with the support of the UM President’s Office as part of UM’s efforts to improve equity and access across UM campuses by educating and empowering UM staff, students and faculty to contribute to individual and collective transformation.

“The University of Manitoba remains firmly committed to Equity, Diversity, Inclusion and Accessibility (EDIA). It is in our Strategic Plan,” Attas says. “This is one way UM, and Extended Education, demonstrate that commitment.”

Apply now

EDIA 0100: Foundations course applications are open from Nov. 10 to Dec. 1.

Learn how to apply to the EDIA: Foundations course

What is an Affinity Group?

Affinity groups bring together individuals who share a common identity or lived experience. This may include, but is not limited to, race, Indigeneity, gender, sexuality, disability, chronic health conditions, newcomer status, first-generation university students, family structures and religion. Groups may also reflect intersectional identities and lived experiences.

The group is tied to one’s personal identity rather than membership to a specific club or organization.

About the program

The program sets aside dedicated times for specific affinity groups to gather in supportive spaces for study and quiet work. These sessions are designed to foster connection, mutual support and empowerment, helping participants strengthen their sense of belonging within the UM community.

Sessions will take place in the Brown Lab at the Elizabeth Dafoe Library, coordinated by the Office of Equity Transformation. Each session will be two hours and will be facilitated by a host who will welcome participants, lead introductions and explain the format. Sessions will conclude with an optional reflection period, giving participants an opportunity to share progress, challenges or insights.

“The Affinity Group Work-on-Site Program is about reimagining spaces at UM to empower and support people to form community rooted in their personal identities,” says Tina Chen, Vice-Provost (Equity). “We know finding time in busy work and study schedules to interact with others can often be a barrier to community building, which is why this program brings people together in an informal setting to work alongside others with shared lived experiences. We look forward to welcoming faculty, staff and students to the various sessions.”

Program details

Students, staff and faculty are all welcome to participate!

Registration is not required. Simply show up at the designated time with your work/study materials or laptop, prepared to work alongside members of your shared community.

Flexibility is built in: Individuals can arrive or leave as needed, provided that they do so respectfully and without disruption.

The Dafoe Library is fully accessible, with universal design toilets rooms. The Brown Lab has fluorescent lighting.

The program schedule is on the Affinity Group Work-on-Site Spaces webpage.

Have questions?

Find more information on the webpage, including:

• Guidelines and expectations of participants
• How to sign up to host an affinity group session
• How to share your feedback

For additional questions, accommodations or support, please contact the Office of Equity Transformation at equity@umanitoba.ca.

Through the Diversifying the UM Art Collection program, 15 artworks by 11 artists were procured during the summer of 2025. The program is the second project of this type at UM, following the Indigenous Student-Led Art Purchasing Project (ISLAPP) launched in 2023, and is a partnership with UM’s Office of Equity Transformation (OET).

Kay Maskiw-Connelly (they/them) [BAHons/12, MA/16, MBA/25] coordinated the 2SLGBTQIA+ cohort as part of their fellowship in Equity, Anti-Oppression and Social Justice through the OET, and they were also part of the art selection committee. For the master’s student working on their third degree at UM, being involved was more than a leadership opportunity; it was a way to make space and a chance to help others feel seen.

“An art project is really the perfect way for the university to normalize and raise awareness about queer identities, and queer relationships,” Maskiw-Connelly says. “There are still some folks who are not very accepting, and I think a lot of the time, it’s just this fear of the unknown.”

Kay Maskiw-Connelly

Maskiw-Connelly believes engaging with 2SLGBTQIA+ art can help inform new perspectives. “When there are these beautiful paintings like “Embrace” by Laura Lewis [BFAHons/18] which shows a female couple embracing—I think that shows people who haven’t witnessed a queer relationship that [they’re] very similar to a heteronormative relationship in the sense that there is this loving, respectful relationship between two people. Hopefully seeing that shows them that the university is an inclusive space and there are different forms of love and all of them are valid. Hopefully that creates more understanding and respect between people.”

The project recruited eight people who identify as part of the 2SLGBTQIA+ community to sit on the art selection committee— primarily students and a couple of non-academic staff members. Each person researched artists individually and then the group met virtually to make recommendations and view artist portfolios together.

According to Maskiw-Connelly: “The committee feels like it was an honor to get to choose these artworks collaboratively…that they were part of such a big project where the administration is investing this money and saying ‘we trust you enough to decide for us to represent your own community.’ That’s really empowering.”

With their selections, the group focused on queer artists who are local or Canadian. Their goal was to acquire a variety of artworks of diverse mediums, and some of the themes they explored were identity, relationships and representation.

Once they had narrowed down their considerations, Maskiw-Connelly would reach out to see if the artists were interested in selling their artwork to the university and having it displayed on campus. They also confirmed that all the artists were comfortable with being identified as members of the 2SLGBTQIA+ community.

“I think every single one of them said they were honoured to have their artwork on campus,” Maskiw-Connelly says. “Especially those who had studied at UM; it really felt very personal for them.”

The final selections include a wool blanket, photographs, digital drawings, paintings, prints, pottery and beadwork on canvas. The pieces are now with the UM Art Collection Registrar to go through the formal acquisition process and when that step is complete, they will be installed in secure areas on campus.

While the 2SLGBTQIA+ version of the project is wrapping up, the legacy will continue— through the increased representation of queer art on UM campuses, and through the relationships developed during the project.

“I was bullied a lot for my identity and really hid it for many, many years and for various reasons in various spaces,” Maskiw-Connelly says. “Meeting a lot of different [2SLGBTQIA+] people creates a sense of community and a sense of safety because the more people you know on campus, you feel like, oh— I could always go check in with that person if I needed support, and I know there are people on campus who are safe people to go to. I think for a lot of students—especially if they are undergrads who may not know a lot of people, may not have come out until recently or may still be living kind of secretly or quietly— joining projects like this is a really great opportunity to connect with other community members.”

Help create transformational change: apply for the 2025-26 committee

The 2025-26 Diversifying the UM Art Collection committee will consist of 5 to 7 students and non-academic staff who identify as Black or racially marginalized. Committee members will meet artists and curators, visit studios, and select artwork by Black or racially marginalized artists to be acquired by the University of Manitoba University Art Collections. These new acquisitions will be placed on display in public and semi-public spaces at UM.

Deadline for expression of interest: October 3, 2025

Apply now

Have questions? Please contact equity@umanitoba.ca.

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

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.

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.