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It is with great pleasure that FAUW's Status of Women and Equity Committee announces the winner of the 2017 Equity and Inclusivity Award: the ��ݮ��Ƶ Aboriginal Education Centre.

The Equity and Inclusivity Award is a celebration of members of our community whose actions have demonstrated an exemplary commitment to improving equity, inclusivity, and/or diversity at the University of ��ݮ��Ƶ.

ان أعضاء الهيئة التدريسية في جامعة واترلو (FAUW) تود ان تعبر عن حبها و تعاطفها مع كل الذين تضرروا بأحداث العنف التي جرت ليلة الأحد الماضية في المركز الثقافي الاسلامي في كوبيك.
الى عوائل و أصدقاء الضحايا، و أعضاء المركز، و زملائنا في كوبيك، و زملائنا المسلمين، أصدقائنا و جيراننا هنا في واترلو، ان أعضاء الهيئة التدريسية في جامعة واترلو (FAUW) قد احزنتهم هذه الحادثة.

The Vice-President Academic & Provost has issued a memo, the language of which was agreed-upon by FAUW at Faculty Relations Council (FRC), establishing new guidelines for handling conflicts of interest on hiring committees.

The memo can be found on the Memos & Reports page of the Provost Office website

A story in the Daily Bulletin earlier this week reflected on the careers of Robert and Mary Snyder. Bob was the first president of the Faculty Association and an associate professor the Department of Physics. "Ma and Pa Snyder," as they were known, retired in 1990. Bob died this past September.

The full story is in the January 24 Daily Bulletin. A list of all past FAUW presidents is available on our website.

�ճ����Course Evaluation Project Team (CEPT) was formed in May 2014 to “explore the potential for a new course evaluation model that is informed by best practices and meets the needs of students, faculty, staff and administrators.”

The team released a draft report on November 8, 2016, including a proposed course evaluation tool, and requested feedback from the University community.

Sally Gunz, FAUW President, and Ian Orchard, Vice President Academic & Provost (VPAP), have issued a joint memorandum of agreement formalizing regular salary anomaly reviews, following one of the recommendations of the May 2016 Salary Anomaly Working Group Report.

Changes to the Memorandum of Agreement regarding performance reviews were approved by the University Board of Governors on October 25. 

The changes include switching to a two-year schedule for tenured/continuing faculty, and new transparency requirements such as Faculty performance review addenda being approved by Faculty Council and published online.

We are pleased to announce the results of the referendum on changes to the Memorandum of Agreement regarding biennial performance reviews for tenured/continuing faculty members. 

The changes have been approved by a significant majority of voters and will now go to the University Board of Governors on October 25 for final approval.

Voter turnout was 54% and 88% of members who voted were in favour of the changes.

Updated: The changes have been endorsed by FAUW members and approved by the University Board of Governors.

FAUW and UW administrators at the Faculty Relations Committee have negotiated a set of very positive but substantive changes to Article 13 (Faculty Salaries, Annual Selective Increases and Member Evaluation Procedures) of the Memorandum of Agreement (MoA). The changes will:

One of FAUW's major initiatives is our Status of Women and Equity Committee (SWEC), which engages in educational and advocacy activities related to the status of women and with broader equity issues such as those arising from gender, ethnicity, race, sexual orientation, disability, religion, age, or gender identity.

SWEC recently launched the U��ݮ��Ƶ Equity Update, a biweekly newsletter that brings together a range of events and opportunities across campus and in the community related to the committee's mandate.