| Overall Rating | Gold |
|---|---|
| Overall Score | 72.00 |
| Liaison | Jessica Krejcik |
| Submission Date | Dec. 22, 2021 |
Concordia University
PA-5: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.33 / 2.00 |
Lisa
Ostiguy Special Advisor to the Provost Office of the Provost and Vice-President, Academic |
Does the institution have a diversity and equity committee, office, and/or officer tasked by the administration or governing body to advise on and implement policies, programs, and trainings related to diversity, equity, inclusion and human rights?:
Does the committee, office and/or officer focus on students, employees, or both?:
A brief description of the diversity and equity committee, office and/or officer, including purview and activities:
In July 2018, the Special Advisor on Campus Life chaired the EDI Working Group with the aim of improving policies and processes to foster a safe, accessible, diverse, inclusive and respectful campus. The Working Group conducted extensive community consultations with respect to EDI at Concordia including a University-wide survey, scanned internal and external EDI practices, and other activities. The Working Group completed its work in November 2020 and issued 115 recommendations, organized into three pillars: recruiting and retaining a diverse community, supporting inclusive teaching, learning and research, and fostering an equitable, diverse and inclusive campus. One of the recommendations was to establish an Equity Office (launched in October 2020). This Office coordinates the implementation of the remaining recommendations in partnership with stakeholders and implicated units. The Equity Office also offers consultation services to the university community around equity, diversity, inclusion, and accessibility, develops and delivers University-wide training on related topics, supports and aligns existing and future EDI initiatives with university goals, responds and intervenes in situations where there may be EDI gaps, impediments, or concerns, and engages in policy development and review.
Estimated proportion of students that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Estimated proportion of academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Estimated proportion of non-academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
A brief description of the institution’s cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
A number of trainings related to Equity, Diversity and Inclusion awareness are offered at the university and available to staff, faculty and students.
Most of them are organized by the Access Centre for Students with Disability, the Black Perspectives Office, the Office of Indigenous Directions, the Equity Office, the Sexual Assault Resource Centre, the Centre for Teaching and Learning, the Office of the Provost, the Human Resources Department, and the Office of Rights and Responsibilities.
Subjects include equity, diversity, inclusion, and accessibility in recruitment, management, pedagogy, syllabi, and other university activities. Other topics also include accessibility, decolonization, intersectionality, power dynamics, and anti-discriminatory and anti-bias approaches, frameworks, and practices, sexual violence response and prevention, and rights and responsibilities.
A sexual violence awareness and prevention training was launched in August 2019 and is mandatory for all students, faculty and staff (compliance with Bill 151). Updated modules of this training are delivered annually.
Website URL where information about the institution’s diversity and equity office or trainings is available:
Additional documentation to support the submission:
Data source(s) and notes about the submission:
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