Concordia University
PA-7: Support for Underrepresented Groups
| Status | Score | Responsible Party |
|---|---|---|
|
3.00 / 3.00 |
Lisa
Ostiguy Special Advisor to the Provost Office of the Provost and Vice-President, Academic |
"---"
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:
From Concordia’s Code of Rights and Responsibilities (BD-3)
“The Code of Rights and Responsibilities has, as its grounding principles, the values of civility, equity, respect, non-discrimination and an appreciation of diversity as manifested within the University and within society-at-large.
All Members of the University, as defined in Section III of the Code, may reasonably expect to pursue their work, studies and other activities related to University life in a safe and civil environment. As such, neither the University nor any of its Members shall condone any conduct which adversely affects the University or any of its Members.
All Members have the freedom of conscience and religion; freedom of thought, belief, opinion and expression; freedom of peaceful assembly and freedom of association, the whole subject to the limits recognized by law and University policies and procedures.”
https://www.concordia.ca/content/dam/common/docs/policies/official-policies/BD-3.pdf
Also, Concordia’s Sustainability Policy (BD-7) has equity and diversity as one of its guiding principles defined as “a practice of equity and respecting diversity through solidarity with global and local socially discriminated communities”.
https://www.concordia.ca/content/dam/common/docs/policies/official-policies/BD-7.pdf
“The Code of Rights and Responsibilities has, as its grounding principles, the values of civility, equity, respect, non-discrimination and an appreciation of diversity as manifested within the University and within society-at-large.
All Members of the University, as defined in Section III of the Code, may reasonably expect to pursue their work, studies and other activities related to University life in a safe and civil environment. As such, neither the University nor any of its Members shall condone any conduct which adversely affects the University or any of its Members.
All Members have the freedom of conscience and religion; freedom of thought, belief, opinion and expression; freedom of peaceful assembly and freedom of association, the whole subject to the limits recognized by law and University policies and procedures.”
https://www.concordia.ca/content/dam/common/docs/policies/official-policies/BD-3.pdf
Also, Concordia’s Sustainability Policy (BD-7) has equity and diversity as one of its guiding principles defined as “a practice of equity and respecting diversity through solidarity with global and local socially discriminated communities”.
https://www.concordia.ca/content/dam/common/docs/policies/official-policies/BD-7.pdf
Bias response team
Yes
A brief description of the institution’s discrimination response protocol or team:
The Office of Rights and Responsibilities (ORR) is in charge of the university response to discrimination and harassment as described in the Code of Rights and Responsibilities. The Office of Rights and Responsibilities provides supports to those who have experienced or witnessed an act of discrimination or bias using informal procedures such as clarifying perceptions, shuttle diplomacy, meditation and providing strategies for resolution. The Office also works to address and resolve complaints through formal procedures, including hearings, investigations, measures and sanctions.
Other parts of the ORR's mandate include:
- offer support, advice and information to students, faculty and staff regarding what to do about behaviour that violates the Code.
- coordinate procedures to manage risks and/or threats, and provide guidance to the university in handling urgent cases.
- aim to restore harmony, collegiality and cooperation following situations of conflict.
- offer workshops and training sessions on topics such as addressing harassment, discrimination, sexual misconduct or violence, and other threatening or violent conduct.
Other parts of the ORR's mandate include:
- offer support, advice and information to students, faculty and staff regarding what to do about behaviour that violates the Code.
- coordinate procedures to manage risks and/or threats, and provide guidance to the university in handling urgent cases.
- aim to restore harmony, collegiality and cooperation following situations of conflict.
- offer workshops and training sessions on topics such as addressing harassment, discrimination, sexual misconduct or violence, and other threatening or violent conduct.
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?:
Yes
If yes to any of the above, provide:
Several programs and departments across the university have recruitment programs targeted at students from groups that are historically underrepresented in their program or department. For example, women in STEM (see link below).
https://www.concordia.ca/admissions/undergraduate/requirements/cegep-students/women-in-stem.html?utm_source=vanity&utm_campaign=womeninstep
Otsenhákta Student Centre offers a number of special resources and support avenues for Indigenous students who are seeking to apply to Concordia. We also offer a number of scholarships and bursaries for Indigenous students at Concordia.
https://www.concordia.ca/students/otsenhakta/applying.html
https://www.concordia.ca/students/otsenhakta/support/awards-bursaries.html
Concordia University is committed to employment equity within its community and aims to recruit diverse staff and faculty. Participation in mandatory training on the importance of equity, diversity and inclusion, and on the potential negative impact of unconscious bias on the career paths of individuals from underrepresented groups before starting the hiring process is required of all Department Hiring Committees involved in the search process.
The President’s Task Force on Anti-Black Racism has an Employment initiatives sub-committee. Their responsibilities include:
a. researching models of support and resources for Black staff, including best practices with respect to hiring and supports for career advancement
b. examining employment initiatives and developing recommendations that target and specifically encourage Black community hiring. Identify departments and services in need of greater representation
c. researching best practices of other Canadian universities in encouraging recruitment, facilitating networking, recognizing the additional emotional labour of Black staff and offering adequate support for Black staff.
Concordia has best practices for Department Hiring Committee (DHC) composition to posting a job ad. They address the principles of including diverse perspectives in the decision making process, broadening the applicant pool, giving candidates of all backgrounds a fair opportunity to make their best case for the position in question, and reducing the potential impact of unconscious bias.
Concordia also has an Equity, Diversity and Inclusion Action Plan for the Canada Research Chairs Program. See:https://www.concordia.ca/content/dam/research/docs/CRC/EDI-Action-Plan_approved.pdf
https://www.concordia.ca/admissions/undergraduate/requirements/cegep-students/women-in-stem.html?utm_source=vanity&utm_campaign=womeninstep
Otsenhákta Student Centre offers a number of special resources and support avenues for Indigenous students who are seeking to apply to Concordia. We also offer a number of scholarships and bursaries for Indigenous students at Concordia.
https://www.concordia.ca/students/otsenhakta/applying.html
https://www.concordia.ca/students/otsenhakta/support/awards-bursaries.html
Concordia University is committed to employment equity within its community and aims to recruit diverse staff and faculty. Participation in mandatory training on the importance of equity, diversity and inclusion, and on the potential negative impact of unconscious bias on the career paths of individuals from underrepresented groups before starting the hiring process is required of all Department Hiring Committees involved in the search process.
The President’s Task Force on Anti-Black Racism has an Employment initiatives sub-committee. Their responsibilities include:
a. researching models of support and resources for Black staff, including best practices with respect to hiring and supports for career advancement
b. examining employment initiatives and developing recommendations that target and specifically encourage Black community hiring. Identify departments and services in need of greater representation
c. researching best practices of other Canadian universities in encouraging recruitment, facilitating networking, recognizing the additional emotional labour of Black staff and offering adequate support for Black staff.
Concordia has best practices for Department Hiring Committee (DHC) composition to posting a job ad. They address the principles of including diverse perspectives in the decision making process, broadening the applicant pool, giving candidates of all backgrounds a fair opportunity to make their best case for the position in question, and reducing the potential impact of unconscious bias.
Concordia also has an Equity, Diversity and Inclusion Action Plan for the Canada Research Chairs Program. See:https://www.concordia.ca/content/dam/research/docs/CRC/EDI-Action-Plan_approved.pdf
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?:
Yes
A brief description of the institution’s programs designed specifically to support students, academic staff, and/or non-academic staff from underrepresented groups:
The following offices are offering services and resources to support underrepresented groups:
- Access Centre for Students with Disability: the ACSD reduces barriers to academic participation in the University, raises awareness about students with disabilities and engages in community-building to further promote an inclusive environment at Concordia.
-Otsenhákta Student Centre (formerly the Aboriginal Student Resource Centre): The Otsenhákta Student Centre is the new name for the Aboriginal Student Resource Centre (ASRC). It was chosen by Concordia’s Indigenous Directions Leadership Council (IDLC) after a renaming contest among First Nations, Inuit and Métis students. The centre is an on-campus resource for First Nations, Métis and Inuit students. It helps students succeed and achieve their highest academic potential by working with them to make the most of the many resources available at the university. Students avail of advising, workshops, and access to an Elder.
- Sexual Assault Resource Centre: SARC offers support services to Concordia students, staff and faculty who have been affected by sexual violence. Through education and raising awareness, SARC is committed to preventing sexual violence on campus and beyond.
- Multi-Faith and Spirituality Centre: the MFSC is a home on campus for all those who wish to celebrate the human spirit in the widest sense of the word, whether they are spiritual, secular or religious.
- Concordia University Student Parents Centre: the CUSP provides an accessible space to study but also a place to share interests and develop a support network. It helps student parents achieve their academic goals.
- International Students Office: ISO is here to ease international students' transition to Concordia University and help ensure they have a successful academic and personal experience within a welcoming environment.
-Black Perspectives Office: provide resources, support, connect and advocate for Black perspectives, initiatives and scholarship at Concordia.
-Equity Office: The Equity Office will serve as an umbrella unit to develop and implement the EDI action plan, coordinate and harmonize EDI resources and initiatives across the university and provide services and support to the community. That support involves working with groups whose mandate includes addressing systemic discrimination.
- Access Centre for Students with Disability: the ACSD reduces barriers to academic participation in the University, raises awareness about students with disabilities and engages in community-building to further promote an inclusive environment at Concordia.
-Otsenhákta Student Centre (formerly the Aboriginal Student Resource Centre): The Otsenhákta Student Centre is the new name for the Aboriginal Student Resource Centre (ASRC). It was chosen by Concordia’s Indigenous Directions Leadership Council (IDLC) after a renaming contest among First Nations, Inuit and Métis students. The centre is an on-campus resource for First Nations, Métis and Inuit students. It helps students succeed and achieve their highest academic potential by working with them to make the most of the many resources available at the university. Students avail of advising, workshops, and access to an Elder.
- Sexual Assault Resource Centre: SARC offers support services to Concordia students, staff and faculty who have been affected by sexual violence. Through education and raising awareness, SARC is committed to preventing sexual violence on campus and beyond.
- Multi-Faith and Spirituality Centre: the MFSC is a home on campus for all those who wish to celebrate the human spirit in the widest sense of the word, whether they are spiritual, secular or religious.
- Concordia University Student Parents Centre: the CUSP provides an accessible space to study but also a place to share interests and develop a support network. It helps student parents achieve their academic goals.
- International Students Office: ISO is here to ease international students' transition to Concordia University and help ensure they have a successful academic and personal experience within a welcoming environment.
-Black Perspectives Office: provide resources, support, connect and advocate for Black perspectives, initiatives and scholarship at Concordia.
-Equity Office: The Equity Office will serve as an umbrella unit to develop and implement the EDI action plan, coordinate and harmonize EDI resources and initiatives across the university and provide services and support to the community. That support involves working with groups whose mandate includes addressing systemic discrimination.
Support for future academic staff
Yes
A brief description of the institution’s programs to support and prepare students from underrepresented groups for careers as faculty members:
Financial support for doctoral studies for students from underrepresented groups:
Indigenous Graduate Scholarships
Concordia offers “top-up” funding to Indigenous graduate students who have been awarded scholarships. There are 10 doctoral and 20 master’s scholarships annually, each valued at $10,000, with the doctoral scholarship offering $10,000 per year for up to four years. Departments may nominate students upon their acceptance to a graduate program. Only Indigenous students from Indigenous communities and nations from Canada and the U.S. are eligible.
Concordia Indigenous Graduate Awards
The awards are tenable within the first two years of a Master’s program or the first four years of a Doctoral program and it is renewable through competition within the limits of the terms of tenure.
See: https://www.concordia.ca/students/otsenhakta/support/awards-bursaries/ccsg.html
Indigenous Graduate Scholarships
Concordia offers “top-up” funding to Indigenous graduate students who have been awarded scholarships. There are 10 doctoral and 20 master’s scholarships annually, each valued at $10,000, with the doctoral scholarship offering $10,000 per year for up to four years. Departments may nominate students upon their acceptance to a graduate program. Only Indigenous students from Indigenous communities and nations from Canada and the U.S. are eligible.
Concordia Indigenous Graduate Awards
The awards are tenable within the first two years of a Master’s program or the first four years of a Doctoral program and it is renewable through competition within the limits of the terms of tenure.
See: https://www.concordia.ca/students/otsenhakta/support/awards-bursaries/ccsg.html
Optional Fields
No
Does the institution offer housing options to accommodate the special needs of transgender and transitioning students?:
No
Website URL where information about the institution’s support for underrepresented groups is available:
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Additional documentation to support the submission:
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Data source(s) and notes about the submission:
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