Clinical Psychology Program Recent Equity, Diversity and Inclusion Initiatives

The Clinical Program Training Committee has discussed ways we can do our part to eradicate systemic racism and bias. Some of these action items and initiatives are described below:

  • We aim to recruit under-represented, equity-deserving individuals and increase diversity in our student body. Although we strive for research excellence, whenever there are candidates with similar expertise, we choose the under-represented, equity-deserving candidate. Roughly 53% of our graduate students now self-identify as diverse (i.e., minority, disability, 2SLGBTQI+), a jump from previous years of 6%-15%.)
  • Clinical Student Applicant Selection – We have worked to consider different ways we can minimize systemic bias in our graduate selection process. 
  • We phrase graduate application materials and job ads so that we can increase diversity within our program and department. 
  • The department added a statement to the graduate application that, if applicants wish to do so, they may provide information about how they would contribute to diversity in our program.
  • In addition to traditional academic markers, the clinical program faculty also value and consider aspects of applicants’ life experiences and community engagement in their review of applicants.
  • The clinical faculty held a full-day retreat in April 2025. A key agenda item was integrating diversity into our curricula. Each faculty member will continue to incorporate diversity perspectives more explicitly in their course content.
  • We invite faculty who conduct diversity research to provide webinars and colloquia.
  • Our Clinical Proseminar milestone regularly covers diversity issues (e.g., in 2026, for example, we held brown bag talks on working with Indigenous Peoples and invited an Indigenous elder to speak to our students). 
  • Diversity is now more of a focus in each of the clinical graduate courses.
  • The Department has established an Equity, Diversity, and Inclusion (EDI) Committee committee. The initial purpose of Psychology’s EDI committee is to promote the implementation of Western’s Anti-Racism Working Group’s recommendations at the departmental level. In the longer-term, the Committee will adopt a broader focus for issues of equity, diversity, and inclusion (i.e., beyond concerns of racism, e.g., sexism, homophobia, ableism, etc.). 
  • The CSAC Committee has held townhall meetings to discuss diversity issues. 
  • The Clinical Program will offer a diversity course every two years (Psychology 9351: Cross-cultural Issues in Clinical Psychology). 
  • The Clinical Program has removed the GRE requirement for our program.
  • Through program-sanctioned hours, we provide students with greater exposure to diverse groups. 
  • In June 2020, the Psychology Department issued a statement about research conducted by the late Dr. J. Philippe Rushton. Together with CPA past-presidents, Dr. Dozois also wrote to CPA asking that Dr. Rushton’s Fellow status be revoked. Although CPA decided not to rescind Dr. Rushton’s Fellow status at the time, the CPA Board officially did so in 2025.
  • In 2020, the University of Western Ontario released its review of racism on campus in a report titled, President’s Anti-Racism Working Group Final Report. Since the release of that report, the university has:
    1. Required all students and employees to complete the Building Inclusivity Through Anti-Racism online module.
    2. Created an Anti-Racism Foundations Certificate Program: A program focusing on the history of racism in Canada, systemic barriers, and allyship for Indigenous, Black, and People of Colour.
    3. Developed an EDID Champion Program: An initiative where staff and students act as allies to promote inclusive, safe, and respectful campus culture.
    4. Initiated the Western B.L.U.E. Program (a Black Leadership University Experience program that provides paid leadership roles for 20 Black students annually).
    5. Launched a number of specific online workshops and modules on tackling anti-Asian, anti-Black, anti-Indigenous, and antisemitic racism.
    6. Made a number of structural and policy changes (e.g., establishing the Anti-Racism Working Group. In 2021, the university announced a $6 million investment to support new EDI initiatives.
    7. December 2024, Western released a strategic plan on Equity, Diversity, Inclusion, Decolonization and Accessibility (EDIDA), titled Advancing Inclusive Excellence, our collaborative roadmap to building a more equitable, diverse and inclusive Western community and campus. The overarching vision for the EDIDA Strategic Plan is to foster safe, accessible and equitable places, spaces and experiences where every person belongs and feels empowered to achieve their full potential.