The Black at UTM’s Strategic Framework focuses on addressing anti-Black racism, advancing racial equity, and creating empowering spaces of belonging for the University of Toronto Mississauga’s Black staff, students, faculty, instructors, custodians, and librarian communities.

The Black at UTM Strategic Framework is not just a standalone initiative, it’s an integral part of UTM’s Strategic Framework. It’s grounded on seven priorities, listed below, which come together to redress anti-Black racism, foster holistic Black inclusion, and guide the institution’s initiatives in engagement, policymaking, and people strategy. This alignment with UTM’s Strategic Framework in the areas of encouraging collaboration and belonging, underscores the importance of our Black community in the larger vision of UTM.

This framework matters for our Black students, staff, faculty, instructors, librarians, and custodial staff. The Black at UTM Strategic Framework isn’t itself a plan; it’s UTM’s guide for continuous planning, dialogue, and reflection on issues impacting our Black communities. It is designed to change, giving UTM and our partners the flexibility to adapt, be responsive, and be accountable. It articulates a shared purpose and vision for promoting Black Flourishing and Inclusive Excellence at the University of Toronto Mississauga.

• Expand the Black Leadership Advisory Committee as a forum to improve equity policies, propose new anti-racist initiatives, and drive positive change.
• Amplify work by the Black Spaces and Belonging Committee, connecting its recommendations with other campus-wide space plans and processes.
• Engage Black students and employees intentionally on decision-making task forces and other major groups that shape the campus’ long-term direction.

• Update, and share models from, the Black Inclusion and Excellence Dashboard annually to assess campus-specific progress on U of T’s 58 commitments against anti-Black racism.
• Engage managers, directors, and senior leaders as champions and allies, including through events and partnership opportunities with the Black Initiatives Office.
• Extend Black @ UTM’s presentation series, aiming to reach every team on campus to share priorities, discuss responsibilities, and identify opportunities for collaboration.

• Leverage U of T’s employment equity survey to inform recruitment, retention, and professional development programs for Black faculty, staff, and librarians.
• Share results of U of T’s student equity census annually, including with academic departments to guide anti-racist recruitment and retention plans.
• Promote broad access to, and awareness of, other campus-specific equity data to support gap analyses, shape strategic planning, and quantify credible successes.

• Establish new, and sustain existing, funding streams for pilots, projects, and events aligned with the 58 recommendations of U of T’s Anti-Black Racism Task Force.
• Create, and fundraise for, awards and scholarships to recognize outstanding contributions of Black students, researchers, and employees.
• Continue to leverage, and incentivize the use of, U of T’s diversity in academic hiring fund and provost’s postdoctoral fellowship.

• Launch, and resource sustainably, the new Centre for Black Excellence and Belonging as a designated campus space for community connection.
• Promote racially attuned approaches to Black mental health and wellness, as grounded in values, histories, and lived experiences of Black communities.
• Strengthen Black-centered campus, tri-campus, and alumni networks to share best practices, make meaningful connections, and navigate U of T effectively.

• Expand opportunities for community building and intercultural understanding, extending momentum from Black on the Shelf, Inua Learning Circles, and other events in the Black @ UTM series.
• Share anti-racist teaching and research resources, including workshops through the Teaching and Learning Collaborative and Black Research Network.
• Host the Black Flourishing and Inclusive Excellence Summit annually as a forum to share ideas, coordinate partnerships, and implement anti-racist priorities.

• Create stories, campaigns, and other communications consistently, including profiles on the Black @ UTM website, that celebrate Black excellence, experiences, and impact.
• Incorporate existing works by, and new commissions for, Black artists across campus spaces, as guided by our special advisor for public art.
• Develop leadership programs that support equitable career progression, including through secondments, special projects, and other opportunities for Black employees in roles beyond EDI.

Click here to download the Black at UTM Strategic Priorities as a PDF.