Equity, Diversity and Inclusion (EDI)

MBP fully embraces the University of Toronto statement on equity, diversity and inclusion (EDI). In that context, all members of the department will:

• incorporate consideration of EDI in student recruitment, training, and evaluation as well as faculty recruitment, retention, and promotion, toward the goal of greater diversity in the MBP faculty and in the professions pursued by MBP graduates, reflecting broader society.
• identify unconscious bias disadvantaging specific groups and develop strategies to mitigate its impact in all departmental activities.
• encourage open discussion of EDI issues that is respectful and evidence-based.

The Medical Biophysics Equity, Diversity and Inclusion committee meets regularly to discuss and address issues related to EDI within the department. This committee also develops outreach workshops and hosts EDI seminars which all MBP students and faculty are encouraged to attend.

If you would like to know more about the MBP EDI Committee, please review the Terms of Reference.

To learn how to get involved, or if you have any questions, please email MBP EDI Committee Chair Dr. Jean Chen.

View Upcoming EDI Seminars/Workshops.

• Implicit Association Test
• Leading for EDI in Higher Education Online Course
• Unconcious Bias Lecture by Prof. Maydianne Andrade
• Allyship workshop talk by Dr. Bojana Stefanovic 
  • Allyship workshop slides
• Inclusive Practices in Research Workshop slides

The MBP EDI committe has created an online form that MBP learners, staff and faculty can use to make the department aware of personal interactions that either fall outside the norms of professional behavior or are exceptionally positive, inclusive and inspiring. While the University has policies and procedures in place that deal with harassment, a range of behaviours do not meet this definition of mistreatment, yet can affect one’s well being and ability to function in a learning environment.

The Department seeks to become better informed about particularly positive or negative behaviours that are experienced or witnessed by members of the department. This information will be used to improve departmental policies and procedures and develop new educational offerings that promote positive personal interactions. When preferred, disclosures can be made anonymously: doing so does not in any way limit the rights of the individual to seek recourse through other mechanisms, but it will confound our ability to ensure proper support mechanisms are in place for the person making the disclosure.

This form is NOT FOR EMERGENCIES. If you are concerned about impending harm to yourself or others you should call 911 or seek immediate assistance. You should submit a form only after safety is ensured.

Fill out the disclosure form.

We are determined to continue educating ourselves on the many academic and societal structure gaps that exist and we want to hear your thoughts on what the department can do to be more inclusive of minority groups. Please share your thoughts here.

Departmental/University of Toronto EDI Resources

• The MBP EDI Committee ran a department-wide survey on demographics and initiatives in the fall of 2018. Faculty can see these results by logging in to QUERCUS. 
• University of Toronto Strategies for Recruiting an Excellent & Diverse Faculty Compliment

EDI-Related Articles

• Advancing Women in Science, Medicine and Global Health. The Lancet. Volume 393, Number 10171. p493-610, e6-e28.
• 'The Art of Leadership for Women' Conference Summary, April 12, 2019.
• Athena SWAN is an Ugly Duckling. Times Higher Education.
• Canadian Science Community Gathers Momentum in Improving Gender Equity. The Scientist.
• New Initiatives Offer Jobs, Funding to Women Only. The Scientist. 
• What You Don't Know: The Science of Unconcious Bias. Association of American Medical Colleges.
• Equity, Diversity, and Inclusion Committees: Getting Started Guide (UBC)
• CKC 2021 KOFWST Session: How to manage COVID-19 burnout