Equity Case Studies Report - School of Social Work - University of ...

UBC school of social work equity and diversity strategic plan: A compilation of case studies 87
• Remove explicit and implicit expectations that members of specific minoritized groups
will educate other faculty members and teach courses on equity-related topics.
• Foster relationships with other programs and centres at the university to recruit potential
candidates.
• Establish relationships with community groups and agencies to recruit candidates who
may be interested in teaching and researching at the School of Social Work.
• Recognize and support the time and energy devoted by faculty and staff to equity and
diversity at the School, as this may take time from teaching and research. This is
especially important as a critical issue in increasingly moving towards diversity, equity,
and inclusiveness is positive incentives (George, Shera, & Tsang, 1998). As the
traditional merit system of academic institutions highlight research, publications, and
teaching as the criteria for promotions and tenure, it can often be difficult to make the
time, energy, and commitment to community outreach and service (George, Shera, &
Tsang, 1998).
• Continue to work on how legitimacy of working with the ‘community’ can be established
(George, Shera, & Tsang, 1998).
Student Outreach, Admission, and Support
• Develop affirmative action policies or guidelines, including criteria such as U of M
Faculty of Social Work’s equity admission criteria (refer to p. 60) and designated student
spaces for underrepresented groups.
• Increase outreach strategies, such as: advertising in community newspapers; sending
brochures to community organizations; hiring students as research assistants to go into