Provost

The University of Toronto is increasing funding for PhD and SJD (doctor of juridical science) students across its three campuses in an effort to alleviate students’ financial stress, advance equity, increase access to doctoral research opportunities and boost research outcomes.

Beginning next fall, all current and incoming students in the funded cohort (the first four or five years) of PhD and SJD programs will be guaranteed an annual base funding package of $40,000 including tuition – one of the highest base funding packages in Canada.

The move is designed to place PhD students on a stronger financial footing so they can better focus on their research endeavors, boosting ��˾��ֱ��’s competitiveness in attracting top talent and, ultimately, strengthening the university’s research enterprise and contributions to knowledge creation and economic growth in Canada.

“Our PhD students are at the heart of the University of Toronto’s success in driving cutting-edge research and innovation across disciplines. Their creativity, intellectual prowess and dedication are vital to the university’s mission of generating solutions to the most pressing challenges of our time,” said Trevor Young, ��˾��ֱ��’s vice-president and provost.

“At the same time, financial pressures can have a detrimental impact on students’ well-being and ability to advance their research. By increasing our financial support, we hope to alleviate some of that pressure and improve the graduate student experience, ensuring that our programs can continue to recruit and retain the next generation of exceptional scholars.”

An estimated 2,800 domestic and international PhD students – more than half of the funded cohort – will see their funding increase under the new measure.

The new funding commitment comes as governments around the world increasingly recognize research as an engine of economic innovation. In its 2024 budget, Canada’s federal government made a significant reinvestment in the country’s research and talent. This included $1.8 billion over five years to the federal granting councils and $825 million to federally funded graduate scholarships, raising the value of doctoral scholarships to $40,000.

The federally supported scholarships, however, are competitive – most students do not receive them. The new funding commitment from ��˾��ֱ�� raises the minimum level that all PhD and SJD students receive.

“I have always loved ��˾��ֱ��, and it has allowed me to excel to places that I could only dream of. However, many times I deeply struggled to balance my academic aspirations with the intense demands of living and studying,” said Tina Keshavarzian, a PhD candidate in the Temerty Faculty of Medicine's department of medical biophysics whose research focuses on using single-cell sequencing, data science and machine learning to understand how cancers become more aggressive. The increased funding, she said, “can provide the stability students need to engage in their research and research community, leading to better academic outcomes and shorter times to completion. 

“When students feel supported and fulfilled, it creates a positive ripple effect in their academic teams and the entire university ecosystem.”

The updated base funding package will be primarily supported by funds from divisional sources – such as research grants, fellowships and other funding streams administered by individual faculties and graduate units – with additional support from the university’s central budget to soften the financial impacts on some academic divisions.

“I want to acknowledge, the tremendous leadership from deans across the university” said Joshua Barker, vice-provost, graduate research and education & dean of the School of Graduate Studies. “Increasing graduate funding for our PhD and SJD students is truly a collaborative effort, one that requires commitment from all our partners – graduate units, faculty members, the university advancement teams and the university’s senior leadership. Together, we can meet this challenge and provide the support our graduate students deserve.”

��˾��ֱ�� has also launched a PhD scholarship matching program that seeks to create 250 new PhD awards as part of the Defy Gravity fundraising campaign. A donor’s $100,000 gift, combined with ��˾��ֱ�� matching funds, will create a $250,000 endowed award, which will generate an annual income of approximately $10,000. This will combine with other sources of funding to increase the pool of funds available for PhD students.

“PhDs are our most research-intensive degrees and the students who pursue them spend a lot of time at the university,” Barker said. “Their work has helped make ��˾��ֱ�� the highest ranked university in Canada and one of the world’s top research institutions – and a large number of our PhDs go on to work across Canada in both academia and the private sector, strengthening the country’s economy and innovation landscape.

“Investing in our PhDs means investing in Canada’s future.”

Barker noted the new funding initiative comes on the heels of extensive research and consultations. He pointed to ��˾��ֱ��’s annual Graduate Student Experience in the Research University (gradSERU) surveys, in which a substantial number of respondents cited financial pressure as an obstacle to their academic progress.

In fall 2022, ��˾��ֱ�� convened a Graduate Funding Working Group – chaired by Barker and comprising faculty members, divisional leaders and students – to examine the graduate funding landscape and make recommendations. The working group issued its report the following year, outlining its considerations and recommendations.

“We've heard the feedback, and the institution is now stepping up to do what's necessary to invest in our PhD students' well-being and success,” Barker said.

Keshavarzian, a member of the tri-campus working group who previously directed Temerty Medicine's graduate representation committee, said the working group was key to understanding and addressing the concerns of graduate students across ��˾��ֱ��'s three campuses.

“This structure has allowed us to bring together diverse perspectives and create solutions at a university-wide level, rather than fragmenting the responsibility among various departments,” said Keshavarzian, who earned her honours bachelor of science degree at ��˾��ֱ�� before returning for graduate studies. “I’m incredibly proud to be part of an institution willing to take on such hard work, aligning resources and leadership to address challenges systematically.

“This collaborative approach has helped ensure that our university remains responsive to the needs of graduate students and committed to creating an environment where they can thrive both academically and personally.”

��˾��ֱ�� launches new Institutional Equity Commitments website

ksoobria — Tue, 13 Feb 2024 16:10:33 +0000

��˾��ֱ�� launches new Institutional Equity Commitments website ksoobria Tue, 02/13/2024 - 11:10

The University of Toronto community has a new website that enhances the way it tracks institutional progress on addressing recommendations from its equity, diversity and inclusion (EDI) working groups and task force.

Launched in December 2023, the Institutional Equity Commitments website outlines the commitments ��˾��ֱ�� has made in response to recommendations from the Anti-Black Racism Task Force, Antisemitism Working Group and Anti-Asian Racism Working Group; provides status updates on each initiative; and shares articles, photos, and resources that bring this work to life. 

“The university is committed to building on the strong foundation for change laid in the reports of our EDI working groups and task force,” said ��˾��ֱ�� President Meric Gertler. “It is also imperative that our actions be transparent and accessible to all members of our community. We hope that the new Institutional Equity Commitments website will foster an increased awareness of what we have achieved together so far and inspire participation in the many initiatives yet to come.” 

Developed through collaboration among the Office of the President, the Office of the Vice-President & Provost and the Office of the Vice-President, People Strategy, Equity & Culture, the Institutional Equity Commitments website is an evolution of a pilot project that began in 2021. The pilot version, known as the Commitments Dashboard, was created to track the implementation of Anti-Black Racism Task Force recommendations and later expanded to include Antisemitism Working Group recommendations. Over the years, there has been a growing need to enhance the existing site. 

“Guided by our community’s feedback, we have designed a site that is easier to navigate and clearly demonstrates institutional accountability while celebrating our shared progress,” said ��˾��ֱ��’s Vice-President, People Strategy, Equity & Culture Kelly Hannah-Moffat.

The updated website has a redesigned look and enhanced user experience, including featured stories, progress snapshots, and status updates on the recommendations. Visitors can filter the entire page by specific report. Additionally, divisions or offices responsible for reporting progress on each commitment are now identified. 

“The nature of equity work is that it is an ongoing journey, characterized by continual growth and change,” said Jodie Glean-Mitchell, executive director, equity, diversity and inclusion.

“The newly revised Institutional Equity Commitments website provides the university with a tool to put EDI accountability into action as we engage our collective responsibility to foster an equitable and inclusive university.”    

Members of the ��˾��ֱ�� community are encouraged to explore the new site and consider how the working group recommendations might inform change in their own areas of the university. Feedback on the site and stories about local progress on EDI commitments are also welcome and can be submitted using the feedback form.  

“We are fortunate to have a very engaged community of students, faculty, librarians and staff who make important contributions to this work, and we’re glad to have their continued input,” said Trevor Young, ��˾��ֱ��'s vice-president and provost. “Our ongoing goal is to better deliver and report on the institutional commitments we've made to equity and to improve transparency and accountability.”

��˾��ֱ�� launches new Institutional Equity Commitments website

(photo by Johnny Guatto)

Melinda Mattos 

Off

‘Incredible leadership’: ��˾��ֱ�� provost Cheryl Regehr leaves an enduring legacy

Christopher.Sorensen — Tue, 19 Dec 2023 20:26:44 +0000

‘Incredible leadership’: ��˾��ֱ�� provost Cheryl Regehr leaves an enduring legacy

Christopher.Sorensen Tue, 12/19/2023 - 15:26

Cutline

(photo by Nick Iwanyshyn)

Rahul Kalvapalle

Topic

Our Community

Presidential and Provostial Task Force on Student Mental Health

Academics

Cheryl Regehr

Factor-Inwentash Faculty of Social Work

Faculty

Faculty of Arts & Science

Graduate Students

Meric Gertler

Provost

Undergraduate Students

Subheadline

In her 10 years as vice-president and provost, Regehr championed student well-being, inclusive excellence and teaching innovation

Champion of student success and wellness. Advocate for inclusive excellence. Compassionate leader in times of crisis.

This is how members of the University of Toronto community describe Cheryl Regehr as she prepares to step down as vice-president and provost at the end of the year – leaving a legacy that will shape ��˾��ֱ�� for generations to come.

At a recent reception, ��˾��ֱ�� President Meric Gertler said Regehr has “always put the University of Toronto first” regardless of whether she was supporting students, strengthening diversity or guiding the university community through the COVID-19 pandemic – “the worst public health crisis in a century.”

He added that Regehr’s commitment to student success and well-being was the “North Star” that guided her efforts, citing her stewardship of the transformation of mental health service delivery at the university.

“This is typical of [Provost Regehr’s] work over the past decade – acknowledging a pressing challenge, developing an action plan driven by collegial consultation and expert leadership, embracing recommendations, outlining an ambitious agenda for change, and then rolling up her sleeves to get it done with equal measures of creativity, determination and charm.”

After spending a decade leading the university’s academic mission, Regehr will return to a full-time research and teaching role as a professor in the Factor-Inwentash Faculty of Social Work on Jan. 1. She will be succeeded as ��˾��ֱ��’s provost by Professor Trevor Young of the Temerty Faculty of Medicine.

Regehr was first appointed vice-president and provost in September 2013, before being reappointed in January 2015 and one more time in January 2020 – racking up awards and honours along the way. She previously served as vice-provost, academic programs and as dean of the Factor-Inwentash Faculty of Social Work, where she has been a faculty member since 1999.

Regehr’s work on championing teaching excellence, experiential learning, and building a caring and supportive environment for students stand out among her many signature achievements.

Her office created the “teaching stream” professorial ranks to emphasize the importance of teaching to ��˾��ֱ��’s academic mission, devised funding streams to support teaching innovation and launched an array of teaching fellowships and awards. It also opened the doors to many opportunities for students to gain first-hand experience in subjects through summer abroad, co-op and work-study programs.

An expert in mental health, trauma and social work practice, Regehr also recognized the unique pressures faced by university-aged youth and advanced efforts to harmonize student mental health services across the three campuses. That included more funding for mental wellness and establishing a partnership with the Centre for Addiction and Mental Health (CAMH) to create pathways for students requiring treatment for complex mental health problems.

As a result, ��˾��ֱ�� students can now more easily access same- or next-day counselling in-person as well as 24-7 virtual support – part of a broader push to create a “stepped model of care” that prioritizes individually tailored treatment over lengthy assessments.

“I’m extremely proud of the work we have done on student mental health,” Regehr said in a recent interview for ��˾��ֱ��’s Defy Gravity campaign. “Youth today are under immense pressure, and the pandemic exacerbated some of those stresses … in response to this, we’ve completely redesigned our mental health services to try to make sure that students who are struggling can get the assistance they need more quickly and responsively.”

Sandy Welsh, ��˾��ֱ��’s vice-provost, students, said Regehr’s student focus stemmed just as much from her academic expertise as it did from a “deep sense that we need to listen to our students and can always do better for them” – including thinking constantly about improving every aspect of the student experience.

“There’s this creativity and thoughtfulness that she has. For example, she thinks about how our students move through and inhabit our three campuses,” said Welsh, adding that Regehr’s interest went far beyond ensuring there were ample spots to study. “There was a focus and encouragement to all three campuses and all the academic divisions to think about creating spaces where a commuting student who’s on campus all day can just sit in a comfortable place and relax.

“For Provost Regehr, the centre of her work is always, ‘How is this helping students?’”

In that vein, Regehr also accelerated ��˾��ֱ��’s efforts to welcome more students from underrepresented backgrounds – with the number of access and outreach programs at ��˾��ֱ�� growing from 30 to more than 135 since 2018. “We can only be great if we ensure that every single excellent student here in the city of Toronto believes the University of Toronto is a place for them, a place where they belong,” Regehr said during the launch of one of those programs, SEE ��˾��ֱ��, in 2019.

Similar strides were made when it comes to making sure ��˾��ֱ��’s faculty members better reflect the community in which ��˾��ֱ�� resides, with Regehr overseeing the creation of the Diversity in Academic Hiring Fund that has resulted in the addition of 190 faculty from underrepresented groups – mostly Black and Indigenous – and post-doctoral fellowship programs for Black and Indigenous scholars.

Regehr also played a key role in advancing the university’s reckoning with various forms of racism, including collaborating with Indigenous community members to build a new Office of Indigenous Initiatives to strengthen reconciliation efforts. During her tenure, ��˾��ֱ�� set up working groups to examine anti-Black racism, anti-Asian racism, antisemitism and Islamophobia on campus and provide recommendations to support the university’s response.

When the COVID-19 pandemic struck in early 2020, Regehr oversaw ��˾��ֱ��’s efforts to provide academic continuity and supports as the university pivoted to a virtual learning environment.

“As we moved to remote, it meant figuring out new ways of managing things and continuing to support everyone as they tried to continue with their activities – and [Provost Regehr] provided incredible leadership through that,” said Vivek Goel, who served as special adviser to ��˾��ֱ��’s president and provost on the pandemic and is now president of the University of Waterloo.

Regehr’s responsibilities as provost were carried out alongside distinguished scholarly work. During her 10 years in the role, she authored or co-authored more than 50 papers (including a paper describing ��˾��ֱ��’s response to the pandemic, co-authored with Goel), and editions of four books.

“While I have continued to do research while I’ve been provost, I’m looking forward to focusing even more on this,” Regehr told the Defy Gravity campaign. She noted her work will explore topics like the impact of workplace stress and trauma on decision-making and cyber-violence against public service professionals.

Welsh said Regehr’s compassion and thoughtfulness were evident in the work environment she cultivated at ��˾��ֱ��.

“She is just a beautiful combination of being direct around the priorities you need to focus on, but also encouraging your ideas and having compassion and understanding for the people that work with her and the challenges they may face,” Welsh said.

“I’ve learned a lot from her about what it means to be an academic administrator and a senior leader at the university. I’m going to miss her.”

Melanie Woodin, dean of the Faculty of Arts & Science, said academic leaders across ��˾��ֱ��’s three campuses regarded Regehr with “widespread admiration.”

“Whenever we’re together, we inevitably end up in a conversation about the amazing qualities of our provost, Cheryl Regehr,” Woodin said during a recent event to honour the provost.

Regehr, for her part, told attendees at the same event she relished working with the expansive ��˾��ֱ�� community during her many years in Simcoe Hall.

“I have loved being part of this incredible group of brilliant people,” she said. “Academic leaders, staff, faculty… and our students – our wonderful students – all of us working together as a team to ensure we achieve our mission of being a world-class institution with a local heart.”

Trevor Young appointed ��˾��ֱ��’s vice-president and provost

Christopher.Sorensen — Tue, 27 Jun 2023 20:19:58 +0000

Trevor Young appointed ��˾��ֱ��’s vice-president and provost

Christopher.Sorensen Tue, 06/27/2023 - 16:19

Cutline

(photo by Nick Iwanyshyn)

Tabassum Siddiqui

Topic

Our Community

Temerty Faculty of Medicine

Toronto Academic Health Science Network

Cheryl Regehr

Meric Gertler

Provost

Trevor Young, dean of the Temerty Faculty of Medicine and an internationally recognized scholar on bipolar disorder and the molecular basis of mood disorders, has been appointed the University of Toronto’s new vice-president and provost.

Approved Tuesday by ��˾��ֱ��’s Governing Council, Young’s appointment is for a five-year term, effective Jan. 1, 2024 to Dec. 31, 2028.

Currently also serving as ��˾��ֱ��’s vice-provost, relations with health-care institutions, Young is a professor in the Temerty Faculty of Medicine’s departments of psychiatry, and pharmacology and toxicology, and a senior scientist at the Centre for Addiction and Mental Health.

He previously served as ��˾��ֱ��’s acting provost from July to December 2021.

“As dean of the Temerty Faculty of Medicine, Professor Trevor Young has demonstrated exceptional leadership on many fronts, from launching transformational academic programs to developing important initiatives around equity, diversity and inclusion,” said ��˾��ֱ�� President Meric Gertler. “He also played a key role overseeing the university’s relationship with its health-care partners – and, as the university’s acting provost, helped lead the University of Toronto through a challenging period during the pandemic.

“I look forward to having Professor Young join the vice-presidential team and to continue working closely with him on advancing the university’s mission.”

Young, who will succeed current Vice-President and Provost Cheryl Regehr, said his time as acting provost spurred his interest in taking on the role on a longer-term basis.

“It means a lot to me to be able to give back to the university, which has been like a second home for me in many ways,” he said. “The fact that I can contribute by making an impact as provost is really significant to me.”

Since being appointed dean at the Temerty Faculty of Medicine in January 2015, Young launched a new foundational curriculum for MD students, introduced several interdisciplinary education and research programs, advanced system-wide equity, diversity and inclusion initiatives with partner hospitals and other health sciences faculties, and led the renewal of medical sciences laboratory space.

He also advanced the Temerty Faculty of Medicine’s position as the lead contributor to Ontario’s regulated health professional workforce and made significant progress in areas of equity, diversity and inclusion through his support of curricular innovation and new initiatives such as the Diversity Mentorship Program and the Black Student Application Program.

As vice-provost, Young has overseen the university’s relationships across the Toronto Academic Health Science Network, a thriving research enterprise comprised of nine fully affiliated teaching hospitals and four associate member hospitals.

“Temerty is a big, multi-departmental faculty, which has helped prepare me to take on a leadership role of this scale and complexity,” Young said. “During my time as dean, I learned how important it is to make sure that you include a lot of voices and listen closely to seek out opportunities for solutions.”

The recipient of numerous awards, Young has led several large clinical programs, including the mood disorders program at Hamilton Psychiatric Hospital, which received the American Psychiatric Services Gold Achievement Award. In 2009, he was made a fellow of the Canadian Academy of Health Sciences.

Young received his MD from the University of Manitoba and his PhD at the Institute of Medical Science at ��˾��ֱ��, where he completed his residency training. He was a research fellow at Johns Hopkins School of Medicine and has been a professor of psychiatry and behavioural neurosciences at McMaster University; professor and head of the department of psychiatry at the University of British Columbia; and professor and chair of ��˾��ֱ��'s department of psychiatry.

“I've had the experience of being a ��˾��ֱ�� student, a faculty member and in leadership,” Young said. “I've had a chance to see lots of different sides of the university and hear perspectives from the community – and that will serve me well for this role as provost, which has oversight over so many areas.”

In January, President Gertler shared that Regehr, a professor and former dean of the Factor-Inwentash Faculty of Social Work, planned to step down as vice-president and provost at the end of the year. First appointed to the role in 2013, her many accomplishments include improving ��˾��ֱ��’s equity and outreach programs, supporting faculty diversity, excellence and leadership, securing enhanced supports for graduate students and advancing student mental health.

“I want to thank Professor Regehr for her exceptional leadership and dedication to student success and academic excellence,” President Gertler said. “Her achievements in this integral role will continue to resonate at the university for many years to come.”

As provost, Young said he plans to build on Regehr’s work while drawing on his background in mental health and his role as chair of the Presidential and Provostial Task Force on Student Mental Health.

“I really want to continue to work on student mental health and accessibility – I think we’ve done a remarkable job of improving that, but I think we have to do even more,” he said.

“I also want to look at how we approach AI in all the work we do in teaching and research, especially given the fact that we’ve had such a remarkable impact on the field coming from Geoffrey Hinton and others here. And finally, I’d like to look at how the three campuses can work even better together.”

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Trevor Young

��˾��ֱ�� marks entrustment of Antisemitism Working Group Report

Christopher.Sorensen — Mon, 14 Feb 2022 21:25:23 +0000

��˾��ֱ�� marks entrustment of Antisemitism Working Group Report Christopher.Sorensen Mon, 02/14/2022 - 16:25

Rahul Kalvapalle

Topic

Our Community

Anti-Semitism

Temerty Faculty of Medicine

Kelly Hannah-Moffat

Diversity and Inclusion

Equity

Faculty of Arts & Science

Faculty of Law

Meric Gertler

Provost

The University of Toronto released a video to mark the entrustment of the Antisemitism Working Group’s final report and affirm the university’s commitment to tackling anti-Semitism in all its forms.

The report outlines eight recommendations to tackle antisemitism and religious discrimination on campus while also addressing the extent and limits of academic freedom in a university setting.

All of the recommendations – which range from developing measures to respond to harassment to addressing definitions of antisemitism and providing kosher food on campus – were accepted by university leadership when the report was released in December, 2021.

“The principles of equity, diversity and inclusion are fundamental to the institutional identity and academic mission of the University of Toronto,” said ��˾��ֱ�� President Meric Gertler during the virtual entrustment ceremony.

“As an integral part of that commitment, we are profoundly opposed to antisemitism, which remains an unwelcome source of discrimination, harassment and violence in our society, and a threat to free societies everywhere.”

President Gertler thanked the members of the Antisemitism Working Group, as well as individuals and organizations at ��˾��ֱ�� and beyond who took part in the working group’s consultations and surveys, for making “a vital contribution to the university.”

He noted ��˾��ֱ��’s institutional response to the report outlines a concrete plan of action to implement all eight recommendations. “We’re hopeful it will ensure that all members of the Jewish community feel safe and welcome on our campuses. This, in turn, will strengthen the ability of the University of Toronto to fulfil its academic mission,” President Gertler said.

The Antisemitism Working Group was established in December 2020 to examine antisemitism on campus, craft a framework to inform ��˾��ֱ��’s response to the issue and recommend ways to improve education about – and responses – to the various manifestations of antisemitism.

This entrustment marking the official handover of the working group’s final report to university administration, was emceed by Jodie Glean, interim executive director, equity, diversity and inclusion.

“Over the course of the pandemic the world has been called to grapple with and address the many forms of systemic inequities, racism and discrimination that continue to impact the lives and livelihoods of many communities,” Glean said in her introductory remarks. “We must activate our collective responsibility to foster inclusive and respectful environments so that we may all share in and experience the sentiment of belonging across the tri-campus.”

Glean welcomed the eight recommendations outlined in the working group’s report, saying they provide the university with a “critical tool and guide” to address antisemitism.

The group – chaired by Arthur Ripstein, a University Professor in the Faculty of Law and the department of philosophy in the Faculty of Arts & Science – consulted with students, faculty, staff and librarians on how to foster an environment that’s welcoming to members of the Jewish community.

Ripstein said the recommendations are designed to help the university make progress in coming to terms with antisemitism – not a direct response to specific incidents.

“Our aim was to make recommendations for the ways in which the university can deal with problems of antisemitism in light of its distinctive place in society – a place that is, on the one hand, dedicated to equity and inclusion for everyone, and on the other hand, committed to fundamental principles of free speech and academic freedom,” Ripstein said.

Kelly Hannah-Moffat, ��˾��ֱ��’s vice-president, people strategy, equity and culture, said that antisemitism at ��˾��ֱ�� takes many forms, from blatant to subtle.

“As the report shows, antisemitism can mean perpetuating stereotypes of what it means to be Jewish, it can be demanding that all members of the Jewish community adhere to a single set of beliefs or values, it encompasses faith-based discrimination as well as racism,” she said.

Hannah-Moffat outlined some of the steps that the division of people strategy, equity and culture will take to promote equity, expand education and protect the safety and well-being of members of the Jewish community. They include: providing workshops and training led by the Anti-Racism and Cultural Diversity Office (ARCDO) to address antisemitism and promote inclusive practices; working with partners inside and beyond ��˾��ֱ�� to provide programming to promote the well-being of Jewish community members; engaging in a critical review of ��˾��ֱ��’s Statement on Prohibited Discrimination and Discriminatory Harassment s and sharing resources pertinent to the responsibilities of employers to accommodate religious observances.

“We will be accountable and communicate our progress in implementing the recommendations of the Antisemitism Working Group report,” Hannah-Moffat said.

In addressing the topic of academic freedom, the working group’s report says ��˾��ֱ�� must emphasize that members of its community are entitled to take the positions they wish on difficult and controversial questions, and that their positions must not impede their ability to participate in activities or access resources at the university.

“In our community, the principle of academic freedom, which involves the right to investigate, speculate and comment without reference to prescribed doctrine, is core to scholarship,” said Trevor Young, dean of the Temerty Faculty of Medicine who was acting vice-president and provost when the final report was delivered. “Academic freedom lies at the heart of the open debate that advances knowledge across the disciplines, and we uphold its protection.

“We are grateful to the working group for recognizing that academic freedom can indeed exist alongside our efforts to build a more inclusive space for Jewish members of our community.”

‘Extraordinary times’: Art installation to capture ��˾��ֱ��’s mass vaccination effort

mattimar — Tue, 21 Dec 2021 17:20:52 +0000

‘Extraordinary times’: Art installation to capture ��˾��ֱ��’s mass vaccination effort

mattimar Tue, 12/21/2021 - 12:20

Cutline

Nine paintings by Greg Ellwand, a staff member at the vaccine clinic hosted on the St. George campus, document ��˾��ֱ��'s effort to support the province's COVID-19 immunization campaign and will be put on display next year (photo by Johnny Guatto)

Topic

Temerty Faculty of Medicine

Leslie Dan Faculty of Pharmacy

University Health Network

Vaccines

On a quiet day in the COVID-19 vaccine clinic hosted on the University of Toronto’s St. George campus earlier this year, Greg Ellwand, a staff member, picked up his iPad and began sketching the scene around him.

“When there was a lull, I’d start talking to my colleagues and find out who they are and what they do,” he recalls. “While I did that, I’d start sketching.

“It happened in the little spaces between reality.”

What began as a pastime for Ellwand soon turned into a focused project to document an unprecedented moment in ��˾��ֱ��’s history when all three campuses, local public health authorities and hospital partners came together to help with Canada’s largest mass-vaccination drive.

Nine of Ellwand’s paintings will be put on display next year as part of a planned art installation. The works reflect what it was like to receive a vaccine at the St. George clinic, located in the Exam Centre on McCaul Street, that was run by the University Health Network, ��˾��ֱ�� and Sinai Health. The clinic recently re-opened to deliver third shots amid the Omicron wave.

To date, university-hosted vaccine clinics on the St. George, ��˾��ֱ�� Mississauga and ��˾��ֱ�� Scarborough campuses have delivered nearly 420,000 doses to their local communities in Toronto and Peel Region.

“I’m so proud of the members of the ��˾��ֱ�� community for offering their time and expertise to support the province’s mass vaccination effort,” said Trevor Young, acting vice-president and provost, and dean of the Temerty Faculty of Medicine.

“It’s a great example of how our incredible faculty, staff and students came together during this unprecedented time.”

Greg Ellwand conducted check-ins at the clinic and was later tapped to document the effort after his iPad sketches were noticed by the clinic’s manager (photo by Johnny Guatto)

From day one, the operation of the ��˾��ֱ��-hosted clinics was – and continues to be – a team effort.

At the St. George clinic, health-care workers administered vaccines according to the province’s guidelines alongside staff from ��˾��ֱ��’s Leslie Dan Faculty of Pharmacy, who prepared doses and ensure cold chains are properly maintained throughout the vaccine’s transport.

The exam centre clinic also relied on staff from the Standardized Patient Program in the Temerty Faculty of Medicine to help with check-ins, registration, health screenings and other administrative tasks. The program recruits and trains people to portray the role of a patient. It allows students to learn in a clinical environment as well as practice physical exam and communication skills.

Susan Camm, the clinic manager and clinical team lead at ��˾��ֱ��’s Health & Wellness, says she was amazed by the “enthusiastic and committed” group.

“Most of the improvements, regarding process, operation and flow, came from that team,” she says.

As a member of the program, Ellwand was charged with conducting check-ins at the clinic – until Camm noticed his sketches and saw an opportunity to document the clinic’s work.

“It took someone like Susan Camm to see the possibilities,” Ellwand says. “I wish the world was full of more people like her.”

After Camm saw his drawings, Ellwand’s role officially changed to artist-in-residence. He started going to work – not to conduct check-ins, but to observe and draw what he saw.

“I felt the weight of responsibility in it being a historical event,” he says.

The university’s effort to support the country’s mass vaccination effort began at ��˾��ֱ�� Mississauga, which opened the doors to the first ��˾��ֱ��-hosted mass vaccination clinic on March 1 – near the height of the pandemic’s third wave. Working in collaboration with Trillium Health Partners and Peel Public Health, staff administered 335,000 doses to local members of the community over the course of five months. A few weeks later, the St. George clinic was up and running – and went on to deliver 55,000 doses before winding down eight months later. ��˾��ֱ�� Scarborough, meanwhile, worked with the Scarborough Health Network to deliver nearly 27,500 doses at weekly pop-up clinics in Highland Hall.

The university also hosted a vaccine clinic pow wow and pop-up clinics in June to provide Indigenous Peoples with a culturally safe place to receive their vaccinations. Volunteers danced and played hand drums while community members received their shots inside Varsity Stadium. More recently, ��˾��ֱ�� partnered with the Ontario Ministry of Health and Metrolinx to bring a mobile vaccine clinic to the St. George Campus over the fall.

��˾��ֱ�� faculty, staff and students also helped run pop-up clinics in hot spots across the city.

Much like the vaccine clinics themselves, the planned art installation that’s meant to commemorate the effort on the St. George campus has taken a team to put together.

Funding was made provided by ��˾��ֱ��’s Facilities & Services – with Camm noting Ron Saporta, chief operating officer, property services and sustainability, sponsored the installation and has been “incredibly supportive” of the idea from day one.

To create the installation itself, Ellwand has been working closely with Sherry Chunqing Liu, a first-year student in the master of visual studies program at the John H. Daniels Faculty of Architecture, Landscape, and Design. Liu has spent many afternoons in the exam centre, observing the traffic flow of the building, drafting floor plans and measuring spatial dimensions.

“The overarching narrative is twofold – one is about Ellwand’s creative process from sketching what he was experiencing to later incorporating more futuristic, vibrant and imaginative elements,” Liu says. “Another aspect is about the spatial dialogues among the artworks, the experience of members of the clinic, and the viewer of this exhibition.”

Sherry Chunqing Liu, left, a master of visual studies student at the John H. Daniels Faculty of Architecture, Landscape, and Design, is working with Ellwand, right, to create an installation (photo by Johnny Guatto)

Liu hopes that when visitors see the artwork, it “can evoke contemplation or even interpretation around what happened in this space during the time of the clinic.”

Ellwand says he first sketched in black and white, but later was inspired to incorporate colour and space as a theme in his artwork.

“In the early days of the clinic, it felt like we were flying a spaceship in the blackness of the unknown,” he says.

Ultimately, he wants people to have fun with his work. “People can let their imagination run a little wilder.”

When Camm first asked Ellwand to take on the artist-in-residence role, she had no idea that an art installation would be the result.

“When we started, no one was vaccinated. The workers were exposing themselves to the public every day, which was not without risk,” she says. “I think his artwork really captures the essence of our work and the experience.”

Ellwand, who has returned to work at the reopened St. George clinic, says he’s excited for the public to see his art when the installation is finally ready.

“The clinic was here during extraordinary times,” he says. “My paintings honour those who put themselves on the front lines.”

��˾��ֱ�� cancels in-person exams, delays in-person classes due to Omicron variant

rahul.kalvapalle — Wed, 15 Dec 2021 21:52:53 +0000

��˾��ֱ�� cancels in-person exams, delays in-person classes due to Omicron variant

rahul.kalvapalle Wed, 12/15/2021 - 16:52

Cutline

(Photo by Johnny Guatto)

Topic

Undergraduate Students

The University of Toronto will not be holding in-person exams effective Dec. 16 and will delay most in-person learning until Jan. 31 to help curb the spread of COVID-19 amid the emergence of the Omicron variant.

Online exams will proceed as scheduled and some in-person exams may move to online delivery. Individual divisions will be in contact with students and instructors to confirm arrangements, ��˾��ֱ�� said in a message to community members Wednesday.

As for the winter semester, the university said classes will resume virtually on Jan. 10 – except for some courses in health sciences and placements that will resume in person.

��˾��ֱ�� is also requiring employees in roles that do not provide essential or front-line services to work remotely until Jan. 31.

“We are taking these steps to protect the health and safety of our community, which is always our top priority,” said ��˾��ֱ�� President Meric Gertler. “We are listening to our students, staff, faculty and librarians, and acting out of an abundance of caution as we confront this latest phase of the pandemic.

“We know how important in-person teaching and learning is for community members, and we look forward to welcoming them back on campus in the new year. In the meantime, we encourage everyone to get their shot and do their part to slow the spread of this new variant.”

President Gertler added that ��˾��ֱ�� will do whatever it can to support students living in residence on its three campuses.

“Throughout the pandemic, the university has shown its commitment to supporting the success and wellbeing of its students, wherever they may be living and studying,” he said. “This effort continues through this latest phase of COVID-19.”

��˾��ֱ��’s decision, made in consultation with public health authorities and its own experts, comes in the wake of a series of recent announcements by the Ontario government aimed at curbing the spread of the Omicron variant. That includes making third vaccination doses available to people aged 18 and over as of Dec. 20 as long as three months has passed since their second dose. The province is also cautioning against social gatherings and encouraging employers to allow employees to work from home if possible.

Trevor Young, ��˾��ֱ��’s acting vice-president and provost, said halting in-person exams and delaying most in-person classes was necessary in the face of the highly transmissible Omicron variant.

“The decision to cancel or defer in-person exams and delay in-person learning was not made lightly, but it is a necessary step to safeguard the health of our students and all members of the ��˾��ֱ�� community in light of the emergence of the latest variant of concern,” said Young, who is also dean of the Temerty Faculty of Medicine.

“We will continue to monitor developments and are committed to resuming in-person academic activities once it is safe to do so – and in keeping with the latest evidence and public health guidelines.”

Young added that all members of the university community must still upload proof of vaccination to UCheck if they’re going to campus for any reason in the winter term.

Kelly Hannah-Moffat, ��˾��ֱ��’s vice-president, people strategy, equity and culture, said that, with the latest provincial announcement, all ��˾��ֱ�� employees should work remotely until Jan. 31, with the exception of those who must work on campus, including employees who provide in-person student support or who are needed for specific in-person research activities.

“Over the course of the pandemic, we have worked to continually adapt our policies and strategies as public health guidelines evolve,” said Hannah-Moffat. “Given what we know about the potential risks posed by the Omicron variant, we believe it is necessary to make an adjustment once again to our return to campus plans in order to keep our community safe.”

Hannah-Moffat added that all university employees are required to upload proof of vaccination to UCheck, regardless of whether their roles require them to be on campus.

��˾��ֱ�� is also reminding the community of the federal government’s global travel advisory that recommends Canadians avoid non-essential travel outside of the country.

Inbound travel is also subject to various restrictions, including barring entry of foreign nationals who have been in certain countries during the 14-day period prior to their entry into Canada. And, effective Jan. 15, all foreign nationals – including international students over the age of 18 and temporary foreign workers with work permits – must be fully vaccinated with a Health Canada or WHO-approved vaccine to enter Canada.

��˾��ֱ�� accepts all recommendations of Anti-Semitism Working Group

Christopher.Sorensen — Wed, 08 Dec 2021 16:11:17 +0000

��˾��ֱ�� accepts all recommendations of Anti-Semitism Working Group

Christopher.Sorensen Wed, 12/08/2021 - 11:11

Cutline

(Photo by David Lee)

Topic

Faculty of Arts & Science

The University of Toronto’s Anti-Semitism Working Group has delivered its final report and made a series of recommendations to tackle anti-Semitic racism and religious discrimination on campus – all of which have been accepted by the university.

The report’s eight recommendations also address definitions of anti-Semitism, the extent and limits of academic freedom in a university setting and the provision of kosher food on campus.

Arthur Ripstein

“Anti-Semitism is an ancient but still present and problematic form of hatred,” said Arthur Ripstein, chair of the working group and a University Professor of law and philosophy. “Our aim in drafting this report is to make realistic and actionable recommendations of the ways that the university can move forward in addressing it and to ensure that ��˾��ֱ�� is a place where Jewish members of the community feel safe and welcome.”Comprising student, staff and faculty representatives, the working group conducted extensive consultations across the three campuses. Its findings draw on nearly 700 survey responses, more than 200 email submissions, six focus groups and several interviews with Jewish student organizations, as well as one with Jewish faith leaders.

The Anti-Semitism Working Group was established last December by ��˾��ֱ��’s president, provost and vice-president, human resources and equity (now people strategy, equity and culture) to review programming, activities, processes and practices in place at the university, as well as to make recommendations to support the university’s response to anti-Semitism.

The review comes at a time when incidents of anti-Semitism are sharply on the rise in broader society. In July, the chief commissioner of the Ontario Human Rights Commission warned that there had been “an alarming increase in antisemitic acts” during the pandemic.

Ripstein recounts that the university has a troubling history of anti-Semitism. In the 19th century, Jews were not able to become faculty members, and through to the middle part of the 20th century some faculties had quotas on the number of Jewish students that could be admitted.

“The situation for Jewish members of the university has improved considerably since that time,” said Ripstein. “But there are still situations in which they are made to feel unwelcome or harassed. Our aim is to address those issues in ways that are sensitive to the particular position of the university as a place of learning and as a place of academic disagreement.”

Each of the working group’s recommendations focuses on ways the university can make itself a more inclusive and equitable place. That includes calling for the university to apply its equity, diversity and inclusion policies consistently, and procedures to ensure that anti-Semitism is treated in the same way as other forms of racism and religious discrimination. Other recommendations include:

The university should focus on problems and issues specific to the distinctive context of the university as a place in which difficult and controversial questions are addressed. In so doing, it should not adopt any of the definitions of anti-Semitism that have recently been proposed because of concerns about their applicability to a university setting.
Academic units, administrative units and student organizations in which enrolment is mandatory must not make participation in their activities or access to their resources conditional on taking a particular position on any controversial question.
The university should issue regular communications about its approach to controversial events, emphasizing that it will not enforce content-based restrictions on such events but that such events must be held in a respectful, safe and open manner.
The university must develop measures for responding to various forms of social exclusion, harassment, micro-aggressions and bullying (including online instances) for all equity-deserving groups and apply these consistently.
The university and its divisions and academic units should apply the Policy on Scheduling Classes and Examinations and Other Accommodations for Religious Observances consistently, avoiding scheduling mandatory events on significant Jewish holidays and permitting Jewish members of the university to participate fully in a range of accommodations.
The university should ensure kosher food is readily available on its campuses.

In response, ��˾��ֱ�� President Meric Gertler, Acting Vice-President & Provost Trevor Young and Vice-President, People Strategy, Equity and Culture Kelly Hannah-Moffat said they were pleased to accept all the working group’s recommendations.

“We are profoundly opposed to anti-Semitism,” the university leaders said in their official response to the report. “We are determined to ensure that our campuses are places where members of the Jewish community feel that they are safe, included and respected as members and friends of the ��˾��ֱ�� community.”

They also thanked the members of the working group, as well as all those who took part in the consultations. “Through their consultations and deliberations, and through their report, [the working group has] made an extremely valuable contribution to the University on behalf of its Jewish community," they said.

The working group report examined the tensions between the essential need for a culture of respect and inclusion and the university’s unique position in society, where, in the words of the Statement of Institutional Purpose, “the most crucial of all human rights are the rights of freedom of speech, academic freedom, and freedom of research.”

Within this context, the working group recommended that the university not adopt the International Holocaust Remembrance Association (IHRA) definition of anti-Semitism. “The reason that we are not recommending the adoption of the IHRA, or other definitions, is that all of them are designed for different purposes,” explained Ripstein. “They are not suitable to the distinctive context of the university. Adoption of them would not integrate with the requirements on us and our other existing policy commitments.”

The university’s senior leaders confirmed that a definition of anti-Semitism will not be adopted: “We appreciate that some members of the University community as well as external stakeholders may be disappointed … We also acknowledge and appreciate the working group’s principled and thoughtful reasoning on this point."

The working group report noted that free speech and academic freedom requirements mean that unpopular views must not lead to any form of sanctions or exclusion from the university experience. Also, academic units should not pressure or require individuals to endorse or oppose political causes, the report said.

The institutional response highlights several ways in which individuals will be reminded of their responsibilities, including through proactive communications and training that address anti-Semitism. There will also be a review of existing policies and guidelines to ensure that they respond to the particular challenge of addressing racism and faith-based hatred that’s found on social media.

The university will provide progress updates on the implementation of the report’s recommendations on its Anti-Racism Strategic Tables webpage.

��˾��ֱ�� moves up one spot to 22nd globally in latest Shanghai university rankings

rahul.kalvapalle — Thu, 19 Aug 2021 13:08:32 +0000

��˾��ֱ�� moves up one spot to 22nd globally in latest Shanghai university rankings

rahul.kalvapalle Thu, 08/19/2021 - 09:08

Cutline

(photo by Daria Perevenzentsev)

Topic

Shanghai Ranking Consultancy

The University of Toronto has climbed one spot to 22^nd in the prestigious Academic Ranking of World Universities, achieving its highest position globally since the ranking began in 2003.

The annual rankings by ShanghaiRanking Consultancy also saw ��˾��ֱ�� retain its position as Canada’s top university while ranking sixth among public universities in North America and 11^th among public universities globally.

The 2021 edition of the rankings looked at more than 2,000 universities around the world and assessed them based on research impact, quality of faculty and quality of education, among other measures.

“The University of Toronto is proud to once again be named one of the top 25 schools globally in the Academic Ranking of World Universities,” said Trevor Young, ��˾��ֱ��'s acting vice-president and provost. “These rankings reflect our outstanding reputation as a leading public research university, and are a result of our continued excellence in research and scholarship across a wide variety of disciplines.

“I would like to congratulate the efforts of our exceptional faculty and alumni, whose commitment to advancing knowledge and tackling pressing global challenges is a source of inspiration for all of us.”

The annual rankings are based on six weighted measures related to the research and academic performance of universities. They include: the number of alumni and faculty winning Nobel Prizes and Fields Medals; the number of highly-cited researchers in 21 broad subject categories; the number of papers published in the prestigious journals Nature and Science; articles cited in major citation indices; and each institution’s per capita academic performance.

The top five universities in the 2021 ranking remained unchanged since 2017. Harvard University ranked first followed by Stanford University, the University of Cambridge, the Massachusetts Institute of Technology (MIT) and the University of California, Berkeley.

Three other Canadian universities were ranked in the top 100: the University of British Columbia (42^nd), McGill University (67^th) and McMaster University (92^nd).

Overall, ��˾��ֱ�� continues to be the highest-ranked Canadian university and one of the top-ranked public universities in the five most closely watched international rankings: Times Higher Education’s World University Rankings, QS World University Rankings, ShanghaiRanking Consultancy’s Academic Ranking of World Universities, U.S. News & World Report’s Best Global Universities and National Taiwan University World University Rankings.

Why ��˾��ֱ��'s Office of Indigenous Initiatives is offering cultural competency training

geoff.vendeville — Fri, 01 Mar 2019 05:00:00 +0000

Why ��˾��ֱ��'s Office of Indigenous Initiatives is offering cultural competency training

geoff.vendeville Fri, 03/01/2019 - 00:00

Cutline

John Croutch is a cultural competency training officer in ��˾��ֱ��'s Office of Indigenous Initiatives (photo by Geoffrey Vendeville)

Topic

Truth and Reconciliation

John Croutch is used to getting awkward, even insulting, questions about his heritage.

The son of an Ojibwe mother and German-Canadian father, he says he often hears offhand and hurtful remarks about Indigenous Peoples. He gets questions about his background that put him in the position of defending his Indigeneity. These comments aren't always mean-spirited, he says. More often than not, they stem from an ignorance of issues facing Indigenous Peoples in Canada.

Croutch, who works out of the University of Toronto's Office of Indigenous Initiatives, wants to help fill in gaps in people's knowledge of Indigenous communities and help them recognize any implicit bias they may have. The office is beginning to lead day-long cultural competency training workshops across the university.

Croutch gave ��˾��ֱ�� News details of the workshop.

In a YouTube video, you speak about encountering bias. Can you tell me how you experienced it?

I grew up in Parry Sound but my reserve is Wikwemikong First Nation. I have an Indigenous mother – my mother is Ojibwe – and a German-Canadian father. My two brothers look like my mother. They look Indigenous. But I could pass for a European. As a result, I became privy to other people’s racism. People, not knowing I am Indigenous, would say things in front of me about Indigenous Peoples. And these comments made me feel awful.

I was born in the 1960s when residential schools were still open. People openly said hurtful things about Indigenous people, especially women.

How did these remarks affect you?

You internalize the belief system that Indigenous people are inferior. And when people say, 'Well, you’re not 100 per cent Indigenous,’ that makes you feel inferior too. You have to constantly defend yourself and your Indigeneity.

What's the goal of the cultural competency workshop?

It's to make people realize that we all have different world views, different belief systems, different spiritual practices and different cultures. These differences don't make someone less than. In fact, diversity adds to the value of our society by bringing different ideas into the mix.

Who can take the workshop?

It's for anyone in the ��˾��ֱ�� community across the three campuses, including student groups. The ideal group size is 40 people. Those who are interested can email us at icct@utoronto.ca.

What's involved?

We cover as much as we can in a short period of time about the history of relationships with settler society. Over time that relationship changed from allies and trading partners to people who were forced off the land, put on reserves and eventually sent to residential schools to be assimilated. These prejudices and stereotypes have been embedded in Canadian structures and institutions.

What kind of exercises do you do during the session?

We use a timeline where we put out the different pieces of legislation that were passed: the Gradual Civilization Act, the Indian Act, when Indigenous people were given the right to vote. We ask participants to put them in order, and they don't do a very good job.

What we're doing is instilling in people the idea that they don't know much about us. It's to encourage them to ask themselves: Where do my implicit biases come from? Most people don't have explicit biases – they don't mean to be racist. That's my belief, anyway.

What are some of the most common questions you get?

The top one is: ‘This all sounds so terrible. So what's the solution?’ I say, 'Well, you're part of it. What we're doing today is a little piece of it.' But the solution is very complicated. I can't tell you in one paragraph what the solution is. We have to restructure all of our institutions, the way we think about Indigenous Peoples – and that's just the beginning.

How does the workshop fit within the broader context of truth and reconciliation in Canada?

What we have to understand about truth and reconciliation is that the truth part has to be learned and understood and respected before reconciliation can happen. And reconciliation, that's not our job. That's the rest of society's job. To gain the understanding and knowledge of the past and come to grips with why Indigenous people are in the socio-economic conditions they are in.

What are some additional resources you recommend for people who want to know more about Indigenous communities?

The Office of Indigenous Initiatives is going to put up a website soon with a list of resources.

In the meantime, there are lots of books out there. I think there's one here that's a nice primer [he pulls The Inconvenient Indian by Thomas King off the shelf]. It's written in an almost tongue-in-cheek fashion and I think that's what many people need as a primer. Something that's not too doom and gloom.

For other perspectives, I'd recommend Clearing the Plains by James Daschuk and Seven Fallen Feathers by Toronto Star journalist Tanya Talaga. These books all contain truths that Canadians need to know.

Without this knowledge, there can be no reconciliation.

Provost

��˾��ֱ�� to increase base funding for PhD students to $40,000 per year

Read more at the School of Graduate Studies

��˾��ֱ�� launches new Institutional Equity Commitments website

‘Incredible leadership’: ��˾��ֱ�� provost Cheryl Regehr leaves an enduring legacy

Trevor Young appointed ��˾��ֱ��’s vice-president and provost

��˾��ֱ�� marks entrustment of Antisemitism Working Group Report

‘Extraordinary times’: Art installation to capture ��˾��ֱ��’s mass vaccination effort

��˾��ֱ�� cancels in-person exams, delays in-person classes due to Omicron variant

��˾��ֱ�� accepts all recommendations of Anti-Semitism Working Group

��˾��ֱ�� moves up one spot to 22nd globally in latest Shanghai university rankings

Why ��˾��ֱ��'s Office of Indigenous Initiatives is offering cultural competency training