Equity, Diversity and Inclusion Data and Reports

About our EDI Dashboard

Diversity is essential to inclusive excellence in research, teaching and learning. A diversity of voices, experiences and perspectives fuels novel ideas, critical thinking, faster problem-solving, better decision-making, higher employee engagement, and drives creativity and innovation. A diverse talent pool creates the opportunity for new insights and answers to some of the biggest challenges of our time. The University of Calgary is committed to fostering equitable pathways to achieving inclusive excellence across campus. 

The UCalgary EDI dashboard has been created through a partnership between the Office of Equity, Diversity and Inclusion and the Office of Institutional Analysis. This partnership was established because high-quality data can help us reveal the gap between the Canadian population and the student body, faculty, staff, and university leadership. Data can also help institutions like ours avoid a one-size-fits-all approach to EDI measures as it tracks and validates when policies and procedures are making a measurable difference.
 
Data represents a snapshot or moment in time. Therefore, they do not offer insight into all aspects of the hidden barriers and biases some groups may experience in the institution. 

For the data collected within the UCalgary EDI dashboard, there is currently no information tracking intersections of members of more than one equity-deserving group. As a result, these numbers also do not reveal the personal experiences of those who make up our campus community. 

The information within our EDI dashboard represents a solid beginning. As we further refine and develop the dashboard, we will expand its data tracking abilities and dive further into the demographics within our university to help guide our EDI work.

Dr. Malinda S. Smith, vice-provost (equity, diversity and inclusion)

Dr. Malinda S. Smith, vice-provost (equity, diversity and inclusion)

Photograph by: Stephanie Jager




Overall representation of UCalgary employee and student groups for 2016

Notes/Sources:

Self-identification data for employee groups extracted from administrative data and Employment Equity Survey (EES); depending on the employee group, 2016 response rates for the EES ranged from 61.3% to 83.2%; percentages are expressed as a percentage of the overall employee group population. For more in-depth information please refer to the EDI Dashboard.

Student data (including Indigenous self-identification) was extracted from administrative data.

Percentages based on counts fewer than five have been suppressed.

*Data on persons with disabilities within Canadian population derived from Statistics Canada Canadian Survey on Disability, 2017.

Please note that data on employee and student categories in this infographic may differ slightly from data presented in the EDI Dashboard due to differences in group definitions and data sources used across reports.

Overall representation of UCalgary employee and student groups for 2020

Notes/Sources:

Self-identification data for employee groups extracted from administrative data and Employment Equity Survey (EES); depending on the employee group, 2020 response rates for the EES ranged from 63.5% to 79.3%; percentages are expressed as a percentage of the overall employee group population. For more in-depth information please refer to the EDI Dashboard.

Student data (including Indigenous self-identification) was extracted from administrative data.

Percentages based on counts fewer than five have been suppressed.

*Data on persons with disabilities within Canadian population derived from Statistics Canada Canadian Survey on Disability, 2017.

Please note that data on employee and student categories in this infographic may differ slightly from data presented in the EDI Dashboard due to differences in group definitions and data sources used across reports.