| Overall Rating | Silver |
|---|---|
| Overall Score | 52.37 |
| Liaison | Sergio Alza |
| Submission Date | April 5, 2024 |
Brock University
PA-7: Support for Underrepresented Groups
| Status | Score | Responsible Party |
|---|---|---|
|
1.67 / 3.00 |
Evan
Rodenburg Sustainability Data Analyst Facilities Management |
"---"
indicates that no data was submitted for this field
Non-discrimination statement
Yes
The non-discrimination statement, including the website URL where the policy is publicly accessible:
Brock University has a published Respectful Work and Learning Environment Policy, Sexual Assault and Harassment Policy, and Accessibility Policy.
The Respectful Work and Learning Environment Policy:
Brock University is committed to building and maintaining a diverse and inclusive community where our students, Staff, Faculty, course participants, volunteers and visitors can work and learn in an environment that respects the dignity and worth of members of the Brock community.
The purpose of the Respectful Work and Learning Environment Policy (the “Policy”) is to:
• Develop and support a work and learning culture that values diversity and inclusion, fosters respect, and does not tolerate prejudice, Discrimination, or Harassment;
• Outline rights, responsibilities and types of behaviour which fall within the scope of the Policy;
• Make provision for support services, including training and awareness initiatives, to promote a respectful work and learning environment; and
• Outline procedures for handling and resolving complaints when the Policy is breached by Discrimination or Harassment.
Sexual Assault and Harassment Policy
Sexual Violence is a spectrum of nonconsensual sexual contact and behaviour which includes sexual assault, sexual harassment, stalking, sexual exploitation, indecent exposure, and voyeurism. Brock University (the “University”) recognizes that Sexual Violence is a serious and complex issue that can adversely affect Brock Community Members. The University unequivocally prohibits and will not condone, tolerate, or ignore any form of Sexual Violence that affects the work and learning environment at the University. The University also recognizes that Sexual Violence can have serious and lasting effects on the physical, mental, and emotional welfare of Survivors. The University will provide access to supports, services, and appropriate accommodation for Brock Community Members who are affected by Sexual Violence.
The purpose of the Sexual Assault and Harrassment Policy is to:
promote a safe and inclusive environment that is free of Sexual Violence;
provide Survivors with a procedure to report incidents of Sexual Violence to the University;
create a decision-making process that meets the requirements of procedural fairness and holds those who have committed Sexual Violence accountable; and,
meet legal requirements under the Ministry of Training, Colleges and Universities Act, the Ontario Human Rights Code, the Occupational Health and Safety Act, and other applicable laws and legislation.
The Accessibility Policy:
Brock University recognizes that the Ontario Human Rights Code has primacy over the Accessibility for Ontarians with Disabilities Act and that the Integrated Accessibility Standards Regulations do not diminish the University’s legal obligations toward persons with disabilities that arise under the Human Rights Code. Brock University is committed to:
The removal of systemic, physical, attitudinal, technological barriers that act to prevent or impede the full participation and inclusion of people with disabilities.
Understanding that disability discrimination is based as much on perceptions and stereotypes of anticipated, past or present disabilities as on the existence of actual functional limitations.
Ensuring the University will make efforts to view disability as a flexible concept that is impacted by social and environmental barriers that prevent full participation.
Understanding the distinct type of disadvantage people with mental health and other non-evident disabilities experience and working to ensure distinct and systemic barriers to equal participation are removed and not replaced.
Recognizing that persons with a disability may have additional personal characteristics protected under human rights grounds and that the University will engage in an intersectional approach to the provision of accessibility.
Ensuring reasonable accommodations are provided in a timely manner and uphold the dignity, individualization, integration and full participation of persons with disabilities.
https://brocku.ca/policies/wp-content/uploads/sites/94/Respectful-Work-and-Learning-Environment-Procedures.pdf
The Respectful Work and Learning Environment Policy:
Brock University is committed to building and maintaining a diverse and inclusive community where our students, Staff, Faculty, course participants, volunteers and visitors can work and learn in an environment that respects the dignity and worth of members of the Brock community.
The purpose of the Respectful Work and Learning Environment Policy (the “Policy”) is to:
• Develop and support a work and learning culture that values diversity and inclusion, fosters respect, and does not tolerate prejudice, Discrimination, or Harassment;
• Outline rights, responsibilities and types of behaviour which fall within the scope of the Policy;
• Make provision for support services, including training and awareness initiatives, to promote a respectful work and learning environment; and
• Outline procedures for handling and resolving complaints when the Policy is breached by Discrimination or Harassment.
Sexual Assault and Harassment Policy
Sexual Violence is a spectrum of nonconsensual sexual contact and behaviour which includes sexual assault, sexual harassment, stalking, sexual exploitation, indecent exposure, and voyeurism. Brock University (the “University”) recognizes that Sexual Violence is a serious and complex issue that can adversely affect Brock Community Members. The University unequivocally prohibits and will not condone, tolerate, or ignore any form of Sexual Violence that affects the work and learning environment at the University. The University also recognizes that Sexual Violence can have serious and lasting effects on the physical, mental, and emotional welfare of Survivors. The University will provide access to supports, services, and appropriate accommodation for Brock Community Members who are affected by Sexual Violence.
The purpose of the Sexual Assault and Harrassment Policy is to:
promote a safe and inclusive environment that is free of Sexual Violence;
provide Survivors with a procedure to report incidents of Sexual Violence to the University;
create a decision-making process that meets the requirements of procedural fairness and holds those who have committed Sexual Violence accountable; and,
meet legal requirements under the Ministry of Training, Colleges and Universities Act, the Ontario Human Rights Code, the Occupational Health and Safety Act, and other applicable laws and legislation.
The Accessibility Policy:
Brock University recognizes that the Ontario Human Rights Code has primacy over the Accessibility for Ontarians with Disabilities Act and that the Integrated Accessibility Standards Regulations do not diminish the University’s legal obligations toward persons with disabilities that arise under the Human Rights Code. Brock University is committed to:
The removal of systemic, physical, attitudinal, technological barriers that act to prevent or impede the full participation and inclusion of people with disabilities.
Understanding that disability discrimination is based as much on perceptions and stereotypes of anticipated, past or present disabilities as on the existence of actual functional limitations.
Ensuring the University will make efforts to view disability as a flexible concept that is impacted by social and environmental barriers that prevent full participation.
Understanding the distinct type of disadvantage people with mental health and other non-evident disabilities experience and working to ensure distinct and systemic barriers to equal participation are removed and not replaced.
Recognizing that persons with a disability may have additional personal characteristics protected under human rights grounds and that the University will engage in an intersectional approach to the provision of accessibility.
Ensuring reasonable accommodations are provided in a timely manner and uphold the dignity, individualization, integration and full participation of persons with disabilities.
https://brocku.ca/policies/wp-content/uploads/sites/94/Respectful-Work-and-Learning-Environment-Procedures.pdf
Bias response team
Yes
A brief description of the institution’s discrimination response protocol or team:
The University has a variety of policies, procedures and codes of conduct that prohibit Brock community members from harassing, bullying, or discriminating against others. HREO staff work with individuals to advise on policies and approaches that works best for a given situation. Procedures for concerns raised under the Sexual Assault and Harassment Policy and Respectful Work and Learning Environment Policy can be found here:
https://brocku.ca/policies/wp-content/uploads/sites/94/Respectful-Work-and-Learning-Environment-Procedures.pdf
Concerns can also be raised under the Student Code of Conduct, the Ombuds Office, or through the Office of People and Culture.
https://brocku.ca/policies/wp-content/uploads/sites/94/Respectful-Work-and-Learning-Environment-Procedures.pdf
Concerns can also be raised under the Student Code of Conduct, the Ombuds Office, or through the Office of People and Culture.
Recruitment programs
Yes
Does the institution have programs specifically designed to recruit academic staff from underrepresented groups?:
Yes
Does the institution have programs designed specifically to recruit non-academic staff from underrepresented groups?:
No
If yes to any of the above, provide:
HREO organizes an annual Ability Empowerment Day which invites disabled high school students from across Ontario to attend a virtual event aimed at educating and providing tools of empowerment for students with Disabilities. Originally developed by Brock Students, HREO has annually supported this program, and helped to structure this into an annual event. While this event is not specifically targeted as a recruitment event, it is supported by Brock’s Recruitment Office, and engages students in empowering activities, including the promotion of post-secondary education by experiencing a series of online mini-lectures and activities created, through the use of Universal Design for Learning, by Brock Faculty and Staff.
Academic Staff:
In November, 2022, Brock University joined nearly 50 other universities and colleges across Canada in signing the Scarborough Charter, which identifies key barriers to Black inclusion and approaches to identifying and responding to them, including the recruitment of Black faculty in clusters. The Charter was endorsed by Brock’s Senate.
https://brocku.ca/brock-news/2022/01/brock-supports-increasing-faculty-diversity-through-cluster-hire-of-black-scholars/
This follows targeted efforts by Brock University in 2021 to hire four new Indigenous Faculty members for tenure-track positions in Women’s and Gender Studies/Sociology; Canadian Indigenous History; and Indigenous Educational Studies, the latter for which two scholars were sought.
https://brocku.ca/brock-news/2021/04/brock-university-seeking-indigenous-scholars-to-join-teaching-faculty-community/
In 2017, Brock University signed the Dimensions: Equity, Diversity and Inclusion Canada charter. Dimensions EDI is focused on addressing barriers in post-secondary research particularly faced by members of underrepresented or disadvantaged groups such as women, Indigenous peoples, persons with disabilities, members of visible minority or racialized groups and members of LGBTQ2IA+ communities.
Brock University’s Canadian Research Chair – Equity, Diversity, and Inclusion Plan demonstrates Brock’s shared commitment to achieving great equity, diversity, and inclusion (EDI). Following the provisions of the Employment Equity Act, a central consideration within the Canada Research Chairs Program is the need to engage in proactive employment practices that are barrier-free, accommodate difference, address under-representation, and correct the conditions of disadvantage in employment experienced by members of particular demographic groups. The federally designated employment equity-seeking groups are women, persons with disability, Indigenous peoples, and members of visible minorities. Through the Collective Agreement Between Brock University and the Brock University Faculty Association (referenced as the BUFA Collective Agreement), Brock also recognizes lesbian, gay, bisexual, transgender, and queer (LGBTQ) persons as a designated employment equity seeking group.
Academic Staff:
In November, 2022, Brock University joined nearly 50 other universities and colleges across Canada in signing the Scarborough Charter, which identifies key barriers to Black inclusion and approaches to identifying and responding to them, including the recruitment of Black faculty in clusters. The Charter was endorsed by Brock’s Senate.
https://brocku.ca/brock-news/2022/01/brock-supports-increasing-faculty-diversity-through-cluster-hire-of-black-scholars/
This follows targeted efforts by Brock University in 2021 to hire four new Indigenous Faculty members for tenure-track positions in Women’s and Gender Studies/Sociology; Canadian Indigenous History; and Indigenous Educational Studies, the latter for which two scholars were sought.
https://brocku.ca/brock-news/2021/04/brock-university-seeking-indigenous-scholars-to-join-teaching-faculty-community/
In 2017, Brock University signed the Dimensions: Equity, Diversity and Inclusion Canada charter. Dimensions EDI is focused on addressing barriers in post-secondary research particularly faced by members of underrepresented or disadvantaged groups such as women, Indigenous peoples, persons with disabilities, members of visible minority or racialized groups and members of LGBTQ2IA+ communities.
Brock University’s Canadian Research Chair – Equity, Diversity, and Inclusion Plan demonstrates Brock’s shared commitment to achieving great equity, diversity, and inclusion (EDI). Following the provisions of the Employment Equity Act, a central consideration within the Canada Research Chairs Program is the need to engage in proactive employment practices that are barrier-free, accommodate difference, address under-representation, and correct the conditions of disadvantage in employment experienced by members of particular demographic groups. The federally designated employment equity-seeking groups are women, persons with disability, Indigenous peoples, and members of visible minorities. Through the Collective Agreement Between Brock University and the Brock University Faculty Association (referenced as the BUFA Collective Agreement), Brock also recognizes lesbian, gay, bisexual, transgender, and queer (LGBTQ) persons as a designated employment equity seeking group.
Mentoring, counseling and support programs
Yes
Does the institution have mentoring, counseling, peer support or other programs designed specifically to support academic staff from underrepresented groups on campus?:
Yes
Does the institution have mentoring, counseling, peer support or other programs to support non-academic staff from underrepresented groups on campus?:
No
A brief description of the institution’s programs designed specifically to support students, academic staff, and/or non-academic staff from underrepresented groups:
Students
The Student Justice Centre (SJC) hosts a Black, Indigenous, People of Colour (BIPOC) Support Drop-In along with a Disabled Students Support Drop-In throughout the year as a high impact practice. These Drop-In programs are organized by SJC support staff and are open to all students from racialized and disabled identities seeking resources, support, and a safe space to be themselves.
The GSV Program offers a Peer-to-Peer (P2P) drop-in space and peer support service where students can seek support, educational resources, and referrals to on and off campus organizations as a high impact practice. It is a multipurpose and inclusive space in which students can hang-out, play board games, have snacks, study, read and relax.
The HREO provides experiential work and learning opportunities for student staff through opportunities in the SJC and the GSV team to act as peer support. In addition, HRE accepts volunteer, internship, and practicum students to support experiential skill development and professional experience in their areas of study, interest, and passion.
Various student clubs are also available for students to join which provide peer collectivism and allyship for students from underrepresented groups.
Academic Staff
The Women and Leadership initiative aims to discuss the current situation for women in leadership roles at Brock, to consider ways to support women in formal and informal leadership positions and encourage the next generation of potential women leaders. Black Community Forum at Brock (BCFaB) also provides a cultural safe space for Black employees at Brock. Both of these programs are open to all employees.
The Student Justice Centre (SJC) hosts a Black, Indigenous, People of Colour (BIPOC) Support Drop-In along with a Disabled Students Support Drop-In throughout the year as a high impact practice. These Drop-In programs are organized by SJC support staff and are open to all students from racialized and disabled identities seeking resources, support, and a safe space to be themselves.
The GSV Program offers a Peer-to-Peer (P2P) drop-in space and peer support service where students can seek support, educational resources, and referrals to on and off campus organizations as a high impact practice. It is a multipurpose and inclusive space in which students can hang-out, play board games, have snacks, study, read and relax.
The HREO provides experiential work and learning opportunities for student staff through opportunities in the SJC and the GSV team to act as peer support. In addition, HRE accepts volunteer, internship, and practicum students to support experiential skill development and professional experience in their areas of study, interest, and passion.
Various student clubs are also available for students to join which provide peer collectivism and allyship for students from underrepresented groups.
Academic Staff
The Women and Leadership initiative aims to discuss the current situation for women in leadership roles at Brock, to consider ways to support women in formal and informal leadership positions and encourage the next generation of potential women leaders. Black Community Forum at Brock (BCFaB) also provides a cultural safe space for Black employees at Brock. Both of these programs are open to all employees.
Support for future academic staff
No
A brief description of the institution’s programs to support and prepare students from underrepresented groups for careers as faculty members:
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Optional Fields
No
Does the institution offer housing options to accommodate the special needs of transgender and transitioning students?:
Yes
Website URL where information about the institution’s support for underrepresented groups is available:
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Additional documentation to support the submission:
Data source(s) and notes about the submission:
HRE: https://brocku.ca/human-rights/
EDI Action Plan: https://brocku.ca/research-at-brock/wp-content/uploads/sites/73/Brock-University-CRC-EDI-Action-Plan-2019-public.pdf
EDI Action Plan: https://brocku.ca/research-at-brock/wp-content/uploads/sites/73/Brock-University-CRC-EDI-Action-Plan-2019-public.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.