Working Towards Inclusivity in Chemistry Toronto

Promoting equity, diversity, and inclusion within the chemistry community through awareness, engagement, and advocacy

FAQ

What is WICTO?

We are a student-led organization part of the CWIC network for advocacy and education on issues of equity, diversity, and inclusion within the Chemistry community and the broader STEM community. Our work is rooted in the ambition of dismantling oppressive systems that persist within the academy to make our department and university a more just and safe space for all.

What is the history of WICTO?

Our group was founded in 2014 by a small gathering of graduate students looking to make changes and develop a community of women in the field of chemistry. We are a constantly growing and evolving group and seek inclusion in the STEM community for all equity-seeking groups. In 2020 we changed our name from "Women in Chemistry Toronto" to Working towards Inclusivity in Chemistry Toronto to reflect our ongoing commitment to an intersectional approach to advocacy.

What are equity, diversity, and inclusion?

Equity, diversity, and inclusion (often referred to simply as "EDI") lie at the foundation of a safe, just, and respectful workplace or community.

Equity refers to the fair treatment of all people. Equity does not equal equality. Rather, it is the larger goal of removing the barriers – both visible and invisible - that individuals may face that keep them from gaining access to the same opportunities as others. Many of these barriers are systemic and rooted in white supremacy, which means that they cannot be addressed through changes to individual behaviour alone.

A cartoon image depicting the difference between equality, equity, and the removal of systemic barriers. In the first image, all three people are given the same size box to see over the fence regardless of whether it met their needs. In the second image, all are given an appropriately sized box if necessary to see over the fence. In the third image, the fence inhibiting their view is removed, and all can see just as well as the other without an additional need for support.

Image source: https://www.cawi-ivtf.org/sites/default/files/publications/advancing-equity-inclusion-web_0.pdf

Diversity refers to recognizing, respecting, and valuing differences among individuals. These can include differences in race, gender, sexuality, age, physical ability, health status, religious or spiritual affiliation, and body size, to name a few.

Inclusion means to create an environment where all individuals feel respected, accepted, and valued.

Equity, diversity, and inclusion work together – one cannot work without the other two. Equity eliminates barriers to allow for more diversity, and inclusion ensures that diverse voices are retained, valued, and advanced. Valuing diversity is critical to building inclusive and equitable workplaces.

How does EDI manifest in the workplace?

Practices built around EDI can help to create a safer, fairer, and more productive workplace for everyone. EDI can be implemented into many activities at the university, including:

  • Hiring and recruitment (e.g., ensuring that job postings are shared and circulated to reach diverse range of potential applicants)
  • Networking and scientific collaboration (e.g., introducing a new group member to a colleague)
  • Research (e.g., correctly citing and crediting another person’s work)
  • Teaching and training (e.g., ensuring that students have an internet connection to access class materials)
  • Mentorship (e.g., respecting differences in personal priorities and career goals)
  • Writing (e.g., being cognizant of gender-biased language when writing recommendation letters, see Schmader, et al.)
  • Seminars (e.g., using large text and including closed-captioning in presentations for individuals that are hard-of hearing)
  • Promotion & tenure (e.g., embracing parental leaves when assessing research productivity)
  • Professional Development (e.g., compensating workshop organizers and facilitators for their labour)
  • Social events (e.g., inquiring as to people’s dietary needs prior to an event where food will be served)
  • Designing workspaces (e.g., ensuring that classrooms are wheelchair accessible)
  • Utilities and building operations (e.g., designating single-occupancy and gender-neutral washrooms)

Making changes to these practices in the workplace can address some of the barriers facing equity-seeking groups. Addressing changes to the many individual interactions we have in our workplace can help to reduce biases and discriminatory practices

What can I do to work towards EDI in my workplace or community?

On privilege:

On EDI best practices:

Other reading:

  • The Equity Myth: Racialization and Indigeneity at Canadian Universities by Frances Henry, Enakshi Dua, Carl E. James, Audrey Kobayashi, Peter Li, Howard Ramos, and Malinda S. Smith.
  • The Intersectionality Wars by Jane Coaston, interview with Kimberlé Crenshaw https://www.vox.com/the-highlight/2019/5/20/18542843/intersectionality-conservatism-law-race-gender-discrimination
  • Inferior by Angela Saini
  • Superior by Angela Saini
  • Athena Unbound: The Advancement of Women in Science and Technology by Brian Uzzi
  • The Skin We're In by Desmond Cole
  • The Alchemy of Us by Ainissa Ramirez