Equity, Diversity, & Inclusion

To identify areas of strength and areas that need improvement within the department in terms of EDI, we conducted a series of surveys and peer-run focus groups. Both faculty and staff completed online surveys and undergraduates, graduate students and postdocs participated in focus groups. Each focus group included 3-5 members of the target group and consisted of a peer facilitated set of EDI related discussion topics. We would like to thank all of the participants for helping us identify topics areas in which to focus our future EDI efforts. These discussions directly shaped our departmental EDI Action Plan and will guide our work over the next several years.

Results of the BMB 2021 ISAT Assessment: BMB 2021 ISAT Aggregate Results

In collaboration with the UBC EDI Office and the FoM REDI program we developing a departmental EDI Action Plan aimed at addressing EDI related topics identified in our surveys and focus groups.

Upcoming BMB EDI Events & Programs

• Work Learn Program
• Mentorship Program
• Astell Award

And more is on the way… Check out the Events and Initiatives page for more.

If you have a disability or chronic/episodic medical condition (new or existing) you can reach out to the Centre for Workplace Accessibility to confidentially discuss what support may be available to support your equitable participation in the workplace, including funding for accessibility solutions. You do not need to disclose any information to us to engage in a confidential discussion with them and they will not disclose any information to us without your explicit consent.

You can contact the CWA via phone at 604-822-8139 or email at workplace.accessibility@ubc.ca.

*Employees whose employment is dependent on their status as a student (Graduate Research Assistants, Teaching Assistants) continue to receive service from the Student Centre for Accessibility”

Equity is recognizing that each person is different and therefore allocating the exact resources and opportunities needed to reach an equal outcome.  

• Ensuring that everyone is given equal access to resources and opportunities to utilize their skills and talents
• Identifying and removing long-standing, structural barriers to success
• Understanding that people have different levels of disadvantage and privilege
• Recognizing that, because not everyone starts from the same place, treating people equally may not equate to treating everyone the sameEquity is not always Equality as demonstrated below. You wouldn’t expect people of different heights to reach the same shelf without a stool to even the height differences. Similarly, not everyone has the same opportunities or advantages throughout life.

This graph illustrates the difference between equity and equality. However, as a metaphor for building true equity and inclusion in science it is rather lacking. Click here for a more in-depth discussion of these types of graphics or to build your own!

The sum of the ways that people are both alike and different. When we recognize, value, and embrace diversity, we are recognizing, valuing, and embracing the uniqueness of each individual.

• Having a diverse community, with people from a broad range of backgrounds represented in all areas and at all levels

An environment in which all individuals are treated fairly and respectfully.

• Individuals are valued for their distinctive skills, experiences, and perspectives
• A sense of belonging that is respectful of people for who they are as individuals and within a team
• Feeling supported to enable us to do our best

Do you need advice on your research? Career planning? Work/life balance? Etc?

Join the BMB graduate student mentorship program: https://forms.gle/ZVsf63RvBeesJETY6

The Biochemistry and Molecular Biology (BMB) mentorship program matches grad student mentees BMB with mentors from within BMB to build meaningful connections with a professional, career, and scientific focus. This initiative aims to foster a sense of community within the BMB program with an emphasis on Equity, Inclusion, and Diversity.

The BMB mentorship program at a glance:

What: Mentees will be paired with a mentor and have the opportunity to ask questions, gain knowledge, network, and learn about opportunities surrounding the many possible careers and scientific disciplines within BMB. 

When: October 2024 – April 2025.

Where: Up to you! Zoom, your favorite coffee spot, lab space, library – meeting pace and location are set at the convenience of you and your mentor.

Why: Share and learn knowledge, contribute to the BMB community, meet new people, make the world a better place! 

• Work Learn Program
• Mentorship Program
• Astell Award

The BMB Equity, Diversity and Inclusion (EDI) committee is looking for new BMB undergraduate, graduate student and postdoc member.s The EDI committee works to evaluate EDI needs within the department, hold EDI related events, and provides EDI related education and training for the department. The committee is composed of representatives from every level of the department – undergraduate, graduate, postdoc, staff and faculty. The position will involve attending monthly meetings, helping organize EDI-related programs and events for the department, and providing your thoughts and feedback on EDI. The position is for a minimum of 1 year with potential for extension. This is a great opportunity to share your unique perspectives, background and skills with the committee to promote a more equitable, diverse and inclusive environment within the department.

If you are interested in joining, please email Dr. Annie Ciernia (annie.ciernia@ubc.ca) and enclose the following by Oct 1, 2024:

1. CV/resume (max 1 page)
2. Cover letter (max 1 page) that covers the following two topics:

                        1. Your prior experiences working in EDI (if you have any)

                        2. Why you would like to contribute to the committee

Please direct any questions on the application process, etc to Dr. Annie Ciernia (Chair of the BMB EDI Committee): annie.ciernia@ubc.ca