| Overall Rating | Silver |
|---|---|
| Overall Score | 52.37 |
| Liaison | Sergio Alza |
| Submission Date | April 5, 2024 |
Brock University
PA-5: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.33 / 2.00 |
Evan
Rodenburg Sustainability Data Analyst Facilities Management |
"---"
indicates that no data was submitted for this field
Part 1
Yes
Does the committee, office and/or officer focus on students, employees, or both?:
Both students and employees
None
A brief description of the diversity and equity committee, office and/or officer, including purview and activities:
The Human Rights and Equity Office acts as a resource for all Brock community members to provide information, education, systems navigation, guidance, advocacy, and support on issues related to equity, diversity, inclusion, human rights, harassment, discrimination, bullying and sexual violence. This includes harassment and discrimination on the basis of race, ancestry, place of origin, colour, ethnic origin, citizenship, ancestry, creed, sex, gender identification, gender expression, sexual orientation, age, marital status, family status, receipt of public assistance (in housing), record of offences (in employment) and disability, as well as personal or workplace harassment and bullying.
We recognize the importance of centering, amplifying, uplifting, and supporting members of underserved, equity-deserving, and equity-denied groups utilizing an intersectional, anti-oppressive, anti-racist, feminist, trauma-informed, strengths-based, and person-centered approach.
Our goal is to support transformational change and capacity building with individuals, departments, and the broader Brock community. We recognize that each person is on a unique equity, diversity and inclusion learning journey and are committed to strengthening the institution through cultural humility.
To make this vision a reality we commit to:
Notice, name and provide recommendations to dismantle systemic barriers for marginalized and equity-deserving groups through outreach, education, and advocacy.
Further ongoing opportunities to actively listen, receive feedback, engage in critical dialogues, and uplift the voices of equity-deserving members within the Brock community.
Deliver anti-oppressive, anti-racist, feminist, trauma-informed, accessible, culturally responsive supports, resources, workshops, events, programs, and educational training for all community members.
Promote a community of accountability through self-reflection, restorative, and transformative processes.
Further equity, diversity, and inclusion at Brock by fostering collaboration and partnerships throughout and beyond the institution in support of transformational change.
Provide guidance and support to develop policies, procedures, common and consistent language around what it means to be an accessible, inclusive, equitable institution.
HREO’s team of dedicated staff work towards creating a Brock community where everyone takes responsibility for promoting and protecting human rights; where everyone is valued and treated with dignity and respect; and, everyone’s human rights are a lived reality. The HREO team works with many other departments and services on campus to prevent harassment and discrimination from occurring and to quickly address incidents as they arise. They assist community members with issues of harassment and discrimination and help guide them to understand the range of options available to resolve the situation.
Within HRE, there are specialists working in the following areas: Gender and Sexual Violence Support and Education; Accessibility, Anti-Ableism and Inclusion; Anti-Racism and Human Rights; Intercultural Education; 2SLGBTQIA+ Issues; and, Complaint Receipt and Resolution.
Human Rights Task Force
Established to improve and advance human rights policies, processes, services and supports at Brock by providing recommendations to the President. In May 2017, the Human Rights Task Force Released Pushing Onward, the final report outlining 46 recommendations on six key themes for maintaining and advancing humans rights on Brocks campus. In subsequent years all 46 of the recommendations were addressed.
President’s Advisory Committee on Human Rights, Equity, and Decolonization (PACHRED)
Formed in 2018 in response to the recommendations of the Human Rights Task Force. PACHRED is tasked with advising the President on the recommendations of the Task Force’s final report and issues relating to human rights, equity, and decolonization. There are six Working Groups associated with PACHRED: Employment Equity; Sexual Violence Prevention; Decolonization; Anti-Racism; Anti-Ableism and Mental Health; and, 2SLGBTQ Issues.
Brock University also has resources dedicated to another important component in its Institutional Strategic Plan – that of Reconciliation and Decolonization. In addition to the Office of the Vice-Provost, Indigenous Engagement, there is Two Row Council and the Aboriginal Education Committee. Educational initiatives such as Orange Shirt Day, REDress Day and more are within the purview of this office, working in collaboration with HRE.
Creation of Gender and Sexual Violence Prevention and Response Committee
In January 2023, HRE created the Gender and Sexual Violence Prevention and Response Committee (GSVPRC) with the purpose to accept, review, and vote on the approval of funding submissions for the Campus Safety Grant (CSG), the Gender Affirmation Fund (GAF), and the Emergency Survivor Fund (ESF) on behalf of the HRE (note that applications for the GAF and ESF are anonymized before consideration by the GSVPR). They use an intersectional, anti-oppressive, trauma-informed, and harm-reduction approach to assess applications based on the grants’ criteria. The Chair of the standing committee is the Manager of GSV Intake and members include the Director of HRE, the Student Justice Coordinator, the GSV Support and Education Coordinator, the Chairs of PACHRED’s Sexual Violence Prevention Committee and if the 2SLGBTQ+ working group, a BUSU representative, a GSA representative, a HRE Advisor and the Executive Assistant for HRE. The GSVPR is overseen by and responsible to the director of HREO and/or senior member of HREO.
Resolution Services
The HREO provides a supportive and confidential space for community members who have experienced bullying, harassment, and/or discrimination to receive support, advocacy, systems navigation, and assistance through the dispute resolution process. The HREO receives disclosures and reports of breaches under the Respectful Work and Learning Environment Policy (RWLEP) and Sexual Assault and Harassment Policy (SAHP). These disclosures or reports are responded to through a complainant centred and survivor centred approach. The complainant and/or survivor will be provided with an understanding of all processes available to them to address their concern. These options include Personal Resolution, which is defined as confidential contact with HREO for advice on resolving a concern oneself, or by an individual choosing to take no action at this time; Informal Resolution, which may be facilitated through mediation, accommodation, and/or through a restorative justice process; or a Formal Complaint process, which, as of 2022-2023, is centrally managed through the University’s Investigations Manager, in the Office of Legal, Compliance and Privacy.
Trauma-informed Pedagogies Working Groups
During the 2022-2023 academic year, two working groups were formed to develop culturally responsive and trauma-informed pedagogy resources and supports for the Brock community. This interdisciplinary group brings t together experts from across campus, each representing different university stakeholder constituencies. To date, resources have been created and posted on the HREO website.
Assessment of Learning, Living and Work Environment Survey
Between 2019-2020, Brock University engaged in an Assessment of Learning, Living and Work Environment. The survey focused on collection and information to further advance Brock as a welcoming and inclusive university community. The project was created to study and review Brock’s day-to-day culture and atmosphere, as perceived by employees and students. The goals of the project were to identify successful initiatives, uncover any challenges facing members of our community, and develop strategies that build on the successes and address the challenges. It was an opportunity for the Brock community to describe personal experiences, observations, and to offer suggestions that might enhance the campus climate at Brock.
To ensure full transparency and to provide a more complete perspective, Brock contracted with Rankin & Associates Consulting, which has conducted more than 200 campus climate assessments across North America over the past 20 years. Brock was the first Canadian University to complete this campus climate assessment.
The primary purpose of this campus-wide assessment was to investigate the climate within Brock and to shed light on respondents’ personal experiences and observations of living, learning, and working at Brock. At a minimum, the results add empirical data to the current knowledge base and provide more information on the experiences and perceptions of the community as a whole and of the various identity groups within the Brock community. The data reveals that members of the Brock community who identify with identities usually seen as marginalized find the climate more difficult in every situation about which questions were asked. This creates a clear path forward for the University in creating change.
In 2023-2024, Brock is embarking on an equity census, and continues to analyse and reflect on the Assessment of Learning, Living and Work Environment results. These, in combination of the current census, will provide direction towards creating University change.
We recognize the importance of centering, amplifying, uplifting, and supporting members of underserved, equity-deserving, and equity-denied groups utilizing an intersectional, anti-oppressive, anti-racist, feminist, trauma-informed, strengths-based, and person-centered approach.
Our goal is to support transformational change and capacity building with individuals, departments, and the broader Brock community. We recognize that each person is on a unique equity, diversity and inclusion learning journey and are committed to strengthening the institution through cultural humility.
To make this vision a reality we commit to:
Notice, name and provide recommendations to dismantle systemic barriers for marginalized and equity-deserving groups through outreach, education, and advocacy.
Further ongoing opportunities to actively listen, receive feedback, engage in critical dialogues, and uplift the voices of equity-deserving members within the Brock community.
Deliver anti-oppressive, anti-racist, feminist, trauma-informed, accessible, culturally responsive supports, resources, workshops, events, programs, and educational training for all community members.
Promote a community of accountability through self-reflection, restorative, and transformative processes.
Further equity, diversity, and inclusion at Brock by fostering collaboration and partnerships throughout and beyond the institution in support of transformational change.
Provide guidance and support to develop policies, procedures, common and consistent language around what it means to be an accessible, inclusive, equitable institution.
HREO’s team of dedicated staff work towards creating a Brock community where everyone takes responsibility for promoting and protecting human rights; where everyone is valued and treated with dignity and respect; and, everyone’s human rights are a lived reality. The HREO team works with many other departments and services on campus to prevent harassment and discrimination from occurring and to quickly address incidents as they arise. They assist community members with issues of harassment and discrimination and help guide them to understand the range of options available to resolve the situation.
Within HRE, there are specialists working in the following areas: Gender and Sexual Violence Support and Education; Accessibility, Anti-Ableism and Inclusion; Anti-Racism and Human Rights; Intercultural Education; 2SLGBTQIA+ Issues; and, Complaint Receipt and Resolution.
Human Rights Task Force
Established to improve and advance human rights policies, processes, services and supports at Brock by providing recommendations to the President. In May 2017, the Human Rights Task Force Released Pushing Onward, the final report outlining 46 recommendations on six key themes for maintaining and advancing humans rights on Brocks campus. In subsequent years all 46 of the recommendations were addressed.
President’s Advisory Committee on Human Rights, Equity, and Decolonization (PACHRED)
Formed in 2018 in response to the recommendations of the Human Rights Task Force. PACHRED is tasked with advising the President on the recommendations of the Task Force’s final report and issues relating to human rights, equity, and decolonization. There are six Working Groups associated with PACHRED: Employment Equity; Sexual Violence Prevention; Decolonization; Anti-Racism; Anti-Ableism and Mental Health; and, 2SLGBTQ Issues.
Brock University also has resources dedicated to another important component in its Institutional Strategic Plan – that of Reconciliation and Decolonization. In addition to the Office of the Vice-Provost, Indigenous Engagement, there is Two Row Council and the Aboriginal Education Committee. Educational initiatives such as Orange Shirt Day, REDress Day and more are within the purview of this office, working in collaboration with HRE.
Creation of Gender and Sexual Violence Prevention and Response Committee
In January 2023, HRE created the Gender and Sexual Violence Prevention and Response Committee (GSVPRC) with the purpose to accept, review, and vote on the approval of funding submissions for the Campus Safety Grant (CSG), the Gender Affirmation Fund (GAF), and the Emergency Survivor Fund (ESF) on behalf of the HRE (note that applications for the GAF and ESF are anonymized before consideration by the GSVPR). They use an intersectional, anti-oppressive, trauma-informed, and harm-reduction approach to assess applications based on the grants’ criteria. The Chair of the standing committee is the Manager of GSV Intake and members include the Director of HRE, the Student Justice Coordinator, the GSV Support and Education Coordinator, the Chairs of PACHRED’s Sexual Violence Prevention Committee and if the 2SLGBTQ+ working group, a BUSU representative, a GSA representative, a HRE Advisor and the Executive Assistant for HRE. The GSVPR is overseen by and responsible to the director of HREO and/or senior member of HREO.
Resolution Services
The HREO provides a supportive and confidential space for community members who have experienced bullying, harassment, and/or discrimination to receive support, advocacy, systems navigation, and assistance through the dispute resolution process. The HREO receives disclosures and reports of breaches under the Respectful Work and Learning Environment Policy (RWLEP) and Sexual Assault and Harassment Policy (SAHP). These disclosures or reports are responded to through a complainant centred and survivor centred approach. The complainant and/or survivor will be provided with an understanding of all processes available to them to address their concern. These options include Personal Resolution, which is defined as confidential contact with HREO for advice on resolving a concern oneself, or by an individual choosing to take no action at this time; Informal Resolution, which may be facilitated through mediation, accommodation, and/or through a restorative justice process; or a Formal Complaint process, which, as of 2022-2023, is centrally managed through the University’s Investigations Manager, in the Office of Legal, Compliance and Privacy.
Trauma-informed Pedagogies Working Groups
During the 2022-2023 academic year, two working groups were formed to develop culturally responsive and trauma-informed pedagogy resources and supports for the Brock community. This interdisciplinary group brings t together experts from across campus, each representing different university stakeholder constituencies. To date, resources have been created and posted on the HREO website.
Assessment of Learning, Living and Work Environment Survey
Between 2019-2020, Brock University engaged in an Assessment of Learning, Living and Work Environment. The survey focused on collection and information to further advance Brock as a welcoming and inclusive university community. The project was created to study and review Brock’s day-to-day culture and atmosphere, as perceived by employees and students. The goals of the project were to identify successful initiatives, uncover any challenges facing members of our community, and develop strategies that build on the successes and address the challenges. It was an opportunity for the Brock community to describe personal experiences, observations, and to offer suggestions that might enhance the campus climate at Brock.
To ensure full transparency and to provide a more complete perspective, Brock contracted with Rankin & Associates Consulting, which has conducted more than 200 campus climate assessments across North America over the past 20 years. Brock was the first Canadian University to complete this campus climate assessment.
The primary purpose of this campus-wide assessment was to investigate the climate within Brock and to shed light on respondents’ personal experiences and observations of living, learning, and working at Brock. At a minimum, the results add empirical data to the current knowledge base and provide more information on the experiences and perceptions of the community as a whole and of the various identity groups within the Brock community. The data reveals that members of the Brock community who identify with identities usually seen as marginalized find the climate more difficult in every situation about which questions were asked. This creates a clear path forward for the University in creating change.
In 2023-2024, Brock is embarking on an equity census, and continues to analyse and reflect on the Assessment of Learning, Living and Work Environment results. These, in combination of the current census, will provide direction towards creating University change.
Part 2
Some
Estimated proportion of academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Some
Estimated proportion of non-academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Some
If trainings are made available, provide:
The HREO provides informative, preventative, and responsive training to students, staff, and faculty. We provide both introductory foundational Equity, Diversity and Inclusion trainings and customized workshops to meet the needs of the Brock community. Training and workshop topics include but are not limited to: 2SLGBTQIA+, Accessibility, Activism and Advocacy, Anti-Bias, Anti-Black Racism, Anti-Oppression, Anti-Racism, Bullying and Harassment in the Workplace, Consent, Cultural Safety and Humility, Discrimination, Duty to Accommodate, Gender Based Violence, Gender Identity and Expression, Inclusion, Intercultural Communication, Intersectionality, Microaggressions, Religious and Spiritual Accommodations, Sexual Diversity, Sexual Violence and Understanding the Human Rights Code.
The HREO is committed to supporting and creating a safe campus for all students, staff, and faculty by helping to change the social fabric and to prevent and respond to Gender and Sexual Violence (GSV) on Campus. This includes preventative and responsive training and workshops on topics connected to GSV as well as survivor centered and trauma-informed supports, safety-based services, academic and workplace accommodations, resources, and referrals for community members who disclose individual experiences of gender and sexual violence that are impacting their environment.
The HREO provides culturally responsive and affirming material supports to community members including free chest binders and breast forms for those in need, access to funding for legal name changes for trans, non-binary, two-spirited, and gender diverse community members and emergency supports connected to safety needs for community members who have individual experiences of gender and sexual violence that are impacting their environment.
The HREO contributes to building a welcoming, inclusive, affirming, and equitable campus community by offering both identity specific affinity options and intercultural, open to all drop-in programs, workshops, and events. This programming incorporates anti-oppressive, intersectional, and trauma-informed approaches while celebrating and promoting the flourishing and thriving of equity-deserving groups on campus. They provide safe and culturally responsive spaces run by Brock professional staff, student peer-to-peer staff, and internal and external community partners and resources.
Any faculty member sitting on a search committee to nominate a Canada Research Chair is required to take an Unconscious Bias workshop. The workshop includes a focus on cultural humility, prejudice, stereotyping as well as unconscious bias.
The HREO is committed to supporting and creating a safe campus for all students, staff, and faculty by helping to change the social fabric and to prevent and respond to Gender and Sexual Violence (GSV) on Campus. This includes preventative and responsive training and workshops on topics connected to GSV as well as survivor centered and trauma-informed supports, safety-based services, academic and workplace accommodations, resources, and referrals for community members who disclose individual experiences of gender and sexual violence that are impacting their environment.
The HREO provides culturally responsive and affirming material supports to community members including free chest binders and breast forms for those in need, access to funding for legal name changes for trans, non-binary, two-spirited, and gender diverse community members and emergency supports connected to safety needs for community members who have individual experiences of gender and sexual violence that are impacting their environment.
The HREO contributes to building a welcoming, inclusive, affirming, and equitable campus community by offering both identity specific affinity options and intercultural, open to all drop-in programs, workshops, and events. This programming incorporates anti-oppressive, intersectional, and trauma-informed approaches while celebrating and promoting the flourishing and thriving of equity-deserving groups on campus. They provide safe and culturally responsive spaces run by Brock professional staff, student peer-to-peer staff, and internal and external community partners and resources.
Any faculty member sitting on a search committee to nominate a Canada Research Chair is required to take an Unconscious Bias workshop. The workshop includes a focus on cultural humility, prejudice, stereotyping as well as unconscious bias.
Optional Fields
Additional documentation to support the submission:
---
Data source(s) and notes about the submission:
Human Rights and Equity Annual Report:
https://brocku.ca/human-rights/wp-content/uploads/sites/208/Human-Rights-and-Equity-22-23-Annual-Report-final.pdf
https://brocku.ca/human-rights/wp-content/uploads/sites/208/Human-Rights-and-Equity-22-23-Annual-Report-final.pdf
The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.