The fight against systemic racism in Canadian higher education, spurred by seismic events in 2020, has yielded a complex and evolving landscape. The tragic deaths of George Floyd in the United States and Regis Korchinski-Paquet in Toronto, both occurring amidst police involvement, sent shockwaves across Canada, igniting a powerful public demand for institutional accountability. In the wake of this widespread outcry, numerous Canadian universities responded by creating dedicated anti-racism positions, signalling a nascent commitment to confronting deeply entrenched inequities. It was against this sombre backdrop that the Scarborough Charter emerged in 2021, a groundbreaking initiative designed to institutionalize this commitment.
Developed by a consortium of academics, the Charter serves as a pledge for signatory institutions to proactively identify and dismantle the injustices and barriers that disproportionately affect Black students, faculty, and staff. It mandates sustained, tangible action rather than mere symbolic gestures. Five years into its implementation, the Charter’s impact presents a nuanced picture, characterized by both progress and persistent challenges.
The Charter’s Evolution and Reach
The anti-racism coalition initially comprised 40 member institutions and has steadily expanded its national footprint. Its most recent addition, the 63rd member, is the Université de l’Ontario français, notable as the sole francophone signatory. This inclusion holds significant potential to encourage other French-language postsecondary institutions, particularly in Quebec, to embrace the Charter’s principles and join the collective effort to combat anti-Black racism. The strategic importance of this expansion lies in its capacity to foster a more inclusive and equitable academic environment across Canada’s diverse linguistic and cultural landscape.
However, alongside this growth, a discernible trend has emerged: the collective momentum to actively combat anti-Black racism has, in many instances, quietly diminished. Critically, many of the specialized anti-racism advisory roles established in the immediate aftermath of the 2020 events have since been eliminated.
Malinda Smith, Associate Vice President Research (Equity, Diversity and Inclusion) at the University of Calgary and Vice-Chair of the Scarborough Charter’s Board of Directors, articulated this concern with poignant clarity. "I know already that many of those anti-racism advisors are no longer in those roles," Dr. Smith stated. "It’s a cautionary note about whether we are walking the talk. They’re just indispensable one moment, and disposable another." This sentiment underscores a recurring pattern where institutional responses to social justice movements can be ephemeral, prioritizing immediate visibility over long-term, structural change.
Dr. Smith further highlighted a persistent deficiency within the higher education sector: "Many universities have never had Black senior leaders. This is 2026. You see that students experience microaggressions in the classroom. We’re saying enough is enough. We in universities are going to come together for our mutual interests and try to tackle this problem." Her remarks point to the critical need for leadership diversity as a tangible measure of progress and a vital component in addressing the lived experiences of Black individuals within academic institutions.
Establishing a Framework for Accountability: The Secretariat
Recognizing that the transformation of university environments into truly inclusive spaces is an arduous, long-term endeavour, the Charter’s administration has proactively implemented a structured approach to oversight. For the past two years, a dedicated three-person secretariat, spearheaded by John Ariyo, has been instrumental in guiding and monitoring the implementation of the Charter’s core principles. This secretariat functions as a crucial catalyst, offering support to member universities and facilitating regular virtual convenings for their equity, diversity, and inclusion (EDI) counterparts.
These facilitated meetings have fostered a collaborative community that actively engages with a spectrum of political and economic challenges impacting higher education. Beyond the pervasive issue of budgetary constraints affecting postsecondary institutions, the political climate, including the reverberations of certain political shifts and the amplification of specific political ideologies, has contributed to an anti-EDI backlash. This backlash, originating in various contexts, has extended its influence to Canadian universities, posing an additional hurdle for anti-racism initiatives.
Mr. Ariyo emphasized the secretariat’s vital role in navigating this often unpredictable environment. "In this unpredictable climate, the secretariat stands as a vital pillar, helping to galvanize each institution’s commitment to anti-racism, especially when staff reorganizations compromise the resources dedicated to EDI," he stated. This highlights the secretariat’s function as a stabilizing force, providing consistent support and strategic guidance, particularly during periods of institutional flux or external pressure.
Measuring Progress: Towards Standardized Data and Meaningful Evaluation
A fundamental question that arises when assessing the impact of such initiatives is the methodology of measuring success. "When institutions claim that their efforts are paying off, how do they actually measure that success, and compared to what?" Dr. Smith posed. This question cuts to the heart of ensuring genuine progress and accountability.
Historically, universities have relied on self-reported data, often focusing on qualitative metrics such as human resources, the development of inclusive programming, and initiatives aimed at nurturing the talents of Black students and staff. The Charter’s inaugural progress report, covering the 2023-24 academic year, compiles this information. However, as Dr. Smith noted, this data is fragmented, presenting challenges for comprehensive evaluation.
To address this critical data gap, the secretariat is set to launch a new portal by the end of the year. This platform will aggregate standardized data concerning Black populations within the university sector. Mr. Ariyo described this forthcoming tool as a "compass," designed to enable institutions to "compare apples to apples" and identify structural progress with greater clarity. Dr. Smith expressed optimism that this standardized data will also serve to counter skeptical claims that inclusive practices might hinder academic success. "In fact, diversity fuels excellence," she asserted, aligning with a growing body of research that demonstrates the multifaceted benefits of diverse learning and working environments.
Broader Societal Context: Persistent Disparities
The challenges faced within academia are inextricably linked to broader societal inequities. Statistics Canada data provides a stark reminder of the persistent undervaluation of skills and qualifications among Black individuals, irrespective of their educational attainment or background. In 2025, the agency reported that a significant proportion (27.5%) of African-born Black immigrants are overqualified for their current positions, with nearly half (46.1%) holding a bachelor’s degree or higher. Furthermore, Caribbean-born Black immigrants demonstrated a higher employment rate (77.6%) compared to Black Canadians with multi-generational roots in the country (64.8%). These statistics underscore the ongoing need for systemic interventions that address not only academic environments but also the wider labour market and immigration systems.
Sustaining the Vision: A Long-Term Commitment
The Scarborough Charter is demonstrating a clear commitment to its long-term mission through strategic operational and organizational development. The Charter has initiated the process of obtaining charitable status, a move that is expected to broaden its funding avenues and enhance its capacity for sustained impact. In a significant step towards greater visibility and influence, the secretariat recently relocated to Carleton University in Ottawa in March. This strategic positioning places it in close proximity to federal decision-makers, facilitating engagement on policy and funding initiatives relevant to equity and inclusion in higher education.
Pauline Rankin, Carleton University’s Provost and Vice-President (Academic), welcomed the secretariat, stating that its presence reinforces "our long-standing commitment to . . . equity and social justice." She expressed hope that the secretariat’s proximity will not only encourage more Black students to consider Carleton but also invigorate ongoing initiatives led by, for, and with Black communities on campus. This collaboration exemplifies a proactive approach to embedding EDI principles within institutional culture and operations.
The Charter’s administration shares this vision of continuous expansion and is actively working to increase its cohort of signatories. This ongoing recruitment aims to build a stronger, more unified front in the collective pursuit of dismantling anti-Black racism and fostering truly equitable and inclusive academic environments across Canada. The journey is far from over, but the establishment of the Scarborough Charter and its evolving mechanisms for accountability signal a determined, albeit challenging, path forward.
