Dalhousie University
PA-7: Support for Underrepresented Groups

See here for Statement on Prohibited Discrimination and a summary of the complaints procedure: https://www.dal.ca/dept/university_secretariat/policies/human-rights---equity/prohibited-discrimination-.html

Dalhousie University is committed to safeguarding its students and employees against all forms of prohibited discrimination in the course of work or study or participation in University-sponsored organizations, activities and programs.The University operates in accordance with the Nova Scotia Human Rights Act. The Act prohibits discrimination in certain activities including the provision of or access to services and facilities, accommodation, publications and employment. discrimination is defined as making “a distinction, whether intentional or not, based on a characteristic, or perceived characteristic . . . [see list below] that has the effect of imposing burdens, obligations or disadvantages on an individual or class of individuals not imposed upon others or which withholds or limits access to opportunities, benefits and advantages available to other individuals or classes of individuals in society.” The Act prohibits discrimination based on the following grounds or characteristics:
(i) age
(ii) race
(iii) colour
(iv) religion
(v) creed
(vi) sex
(vii) sexual orientation
(viii) physical disability or mental disability
(ix) an irrational fear of contracting an illness or disease
(x) ethnic, national or aboriginal origin
(xi) family status
(xii) marital status
(xiii) source of income
(xiv) political belief, affiliation or activity
(xv) association with an individual or a class of individuals having characteristics referred to in (i) to (xiv)
The Human Rights Act contains provisions which exempt the application of the Actin certain circumstances; these exemptions include bona fide qualifications, reasonable limits prescribed by law, mandatory retirement, affirmative action programs and other exemptions stated in theAct. These exemptions apply at Dalhousie and are reflected in collective agreements, the Federal Contractors’ Program, affirmative action programs approved by the Nova Scotia Human rights Commission and other University policies and initiatives.

Some Dalhousie collective agreements define additional characteristics, on the basis of which members of the employee group in question shall not be subject to discrimination.

Harassment based on any of the above grounds is considered a form of discrimination and therefore is prohibited under the act. In the case of employees, this will normally fall under the prohibition of discrimination in employment. With respect to students, the applicable provision of the act is that which prohibits discrimination in the provision of access to services or facilities. The act also explicitly prohibits sexual harassment, and Dalhousie University has a separate policy on sexual harassment.

Dalhousie is committed to addressing complaints of discrimination at the University. Students and employees who experience prohibited discrimination in the course of work or study or participation in University-sponsored organizations, activities and programs are encouraged to bring forward complaints as soon as possible after the events which gave rise to the complaints. employees should make their complaints known to the administrative Head of their unit or to the Human rights & equity advisor. Students should make their complaints known to the dean of the Faculty in which
they are enrolled or to the Vice-President (Student Services). Complaints against employees of the University will be addressed according to the Statement on Prohibited discrimination Complaints Procedure using informal resolution alternatives or a formal process. Complaints of discrimination by students will be addressed through the Code of Student Conduct. Where it is determined that prohibited discrimination has occurred, appropriate remedial or disciplinary action will be implemented in accordance with any relevant collective agreement, policy handbook, Code of Student Conduct or other applicable process for employees and students.

Should a complainant not be satisfied with the way his or her complaint has been addressed by the University, he or she can utilize the complaint procedures of the Nova Scotia Human rights Commission.

Complaints of sexual harassment should be addressed to the advisor, Harassment Prevention/Conflict Management in accordance with the provisions of the University’s Sexual Harassment Policy.

Notwithstanding the existence of this policy, every person has the right to seek assistance from the Human rights Commission or when a criminal act is involved, the police, even when actions are being taken under this policy.

Dalhousie University is committed to safeguarding its students and employees against all forms of prohibited discrimination and personal harassment. As such, Human Rights & Equity Services (HRES) operates in accordance with the Nova Scotia Human Rights Act as well as Dalhousie’s policies that fall within the mandate of the office. HRES provides trauma informed, survivor centered confidential advisory service while managing cases in relation to the Dalhousie University Statement of Prohibited Discrimination, the Personal Harassment Policy, Sexual Violence Policy and the Employee Accommodation Policy.

Human Rights & Equity Services (HRES) oversees the discrimination complaints process. An overview of this process, including informal resolution alternatives and the formal complaints process, is described in the Statement on Prohibited Discrimination: https://www.dal.ca/dept/university_secretariat/policies/human-rights---equity/prohibited-discrimination-.html

HRES acknowledges the concept of intersectional discrimination and recognizes that people’s lives involve multiple interrelated identities, and that marginalization and exclusion may exist because of how these identities intersect.

When appropriate HRES outcomes are remedial in nature. This may involve coaching, conflict resolution and/or educational processes as a way to build knowledge and strengthen skills to effect both attitudinal and behavioural change.

Human Rights & Equity Services Advisors are available to both complainants and respondents throughout the complaint procedure.

Complaint Process Information (quick guide): https://cdn.dal.ca/content/dam/dalhousie/pdf/dept/hres/human_rights_equity/Complaint%20Process.pdf

Dalhousie's Transition Year Program - https://www.dal.ca/faculty/open/programareas/univ-access-advising/transition-year-program.html - Dalhousie University and community leaders have forged a path of inclusiveness and diversity. The TYP began in 1970 with a mandate to “increase the access and the successful participation of Black and Aboriginal students at Dalhousie University.

IB&M program in the Faculty of Law, IMOTEHP Strategic Enrolment Management work included a focus on EDI as a key task under the D&I Strategy

Dalhousie’s Human Resources department partners with the university community to advance Dalhousie’s mission to attract, support, and reward the best faculty and staff.

Human Resources has created a new program named Talent Pathways. This program will build and deliver a temporary staffing service to the University community focused on employing self-identified members of equity seeking groups. The Advisor coordinating the program will build, maintain and leverage ongoing and new relationships with community partners that provide services for diverse and marginalized groups to recruit and place talent in temporary employment at Dalhousie. The second phase of this program is a facilitation process for current employees seeking development opportunities, such as secondments or temporary assignments, with a focus on internal equity-seeking candidates

The Talent Management team has defined goals and strategic priorities, including to increase promotion of internal candidates for leadership roles, again with a focus on under-represented groups designated by Dalhousie’s Employment Equity Policy. A data analytics tool has been developed to measure key recruitment metrics, particular for equity seeking candidates, and gain process improvement insights for hiring the best faculty and staff. Work is being conducted to embed Dalhousie Core and Leadership Competencies throughout all HR processes, including performance support, career development as well as the recruitment process to reduce barriers and foster an engaged workforce.

"Dalhousie University is committed to fostering a collegial culture grounded in diversity and inclusiveness. The university encourages applications from Aboriginal people, persons with a disability, racially visible persons, women, persons of minority sexual orientations and gender identities, and all candidates who would contribute to the diversity of our community. For more information, please visit www.dal.ca/respect."

Page 10 From the Respect report outlines commitments.: https://cdn.dal.ca/content/dam/dalhousie/pdf/cultureofrespect/PORR-Spring2017.pdf.

Dalhousie’s Academic Staff Relations (ASR) team bases faculty recruitment on two of Dalhousie’s Strategic Priorities: To attract and retain outstanding academics (2.2); and to foster a collegial culture grounded in diversity and inclusiveness (5.2).

In 2011, ASR began the Dalhousie Diversity Faculty Awards (DDFAs), a recruitment initiative designed to increase the number of faculty members who come from historically underrepresented groups. Each year, funding is designated for units to pursue new faculty appointments through targeted hires—career-stream positions that are restricted to applicants from all or some of Dalhousie’s equity-seeking groups (women, racially visible persons, persons with a disability, Aboriginal/Indigenous persons, and persons belonging to a minority sexual orientation or gender identity). To date, Dalhousie has awarded 11 DDFAs, and searches are currently underway for two more. In addition, units sometimes engage in targeted hires outside of the DDFA program.

Outside of targeted hires, Academic Staff Relations conducts training on equity and diversity in recruitment, which includes a section on unconscious bias and discussion of the systemic barriers faced by members of underrepresented groups. These training sessions are mandatory for committees recruiting for senior leadership positions and Canada Research Chairs, and are strongly encouraged for all other faculty recruitment committees. ASR is compiling a list of professional and academic associations for members of equity-seeking groups, and search committees are required to distribute advertisements in any of these venues that are relevant for the particular discipline.

The teams in Dalhousie’s HR Data Analytics, Talent Management and ASR have recently put together a new tool to illustrate key recruitment metrics, especially those that relate to equity-seeking groups. This tool allows new insights based on the analysis of this information, and will allow informed and targeted process improvement in the recruitment of faculty members from equity-seeking groups.

Human Rights and Equity Services connects faculty, staff and students to the appropriate services/offices on campus depending on the type of support required. These include: Black Student Advising Centre, Indigenous Student Centre Elders in Residence, South House Sexual and Gender Resource Centre, Student Access Services, Bissett Centre for Student Success, Human Resources, Student Health and Wellness, Dalhousie Student Advocacy Service, Employee Family Assistance Program, Security Services, etc.

LGBTQ2SIA+ COLLABORATIVE - Emerging from discussions between Human Rights & Equity Services (HRES), DalOUT and South House Sexual and Gender Resource Centre, the LGBTQ2SIA+ Collaborative (Collaborative+) is a forum for communication between, and collaboration among, campus stakeholder groups engaged in efforts to foster a climate of respect and inclusion for LGBTQ2SIA+ students, staff and faculty.

Sister2Sister - Human Rights & Equity Services works with others to provide programming specifically designed for racialized, female identified women on campus.

The objectives for the Sister2Sister program are:
• Provide racialized, female identified students of Dalhousie the opportunity to enhance their leadership skills
• Contribute to the commitment of Dalhousie to creating a culturally safe space for racialized, female students of Dalhousie
• Supporting sisters in the struggle via “Sister Speak”
• Supporting and empowering women of color on campus
• Developing and sharing resources and tools for racialized students

Dalhousie Black Faculty and Staff Caucus
https://www.dal.ca/sites/dbfc/about.html :The mission of the Caucus is to promote a greater sense of community, advocate progress and maintain ongoing support for all Black faculty and staff at Dalhousie University in an effort to enhance cultural diversity within the University and support the academic mission of Dalhousie University.

Indigenous Advisory Council provides supports and advice.

The Indigenous Blacks & Mi'kmaq (IB&M) Initiative at the Schulich School of Law was established in 1989 to increase representation of Indigenous Blacks and Mi'kmaq in the legal profession in order to reduce discrimination. The Initiative involves community outreach and recruiting; providing student financial and other support; developing scholarships in the areas of Aboriginal law and African Canadian legal perspectives, and promoting the hiring and retention of graduates.

https://www.dal.ca/faculty/law/indigenous-blacks-mi-kmaq-initiative.html

This program is specifically for students with a core objective of the program is promoting and hiring graduates. Here is a recent article about the program: https://www.dal.ca/news/2018/05/28/catalysts-for-change.html

Hiring and retention includes encouraging graduates to consider an academic career as well as jobs in the community. At least 8 of our 200 plus graduates have taken up positions at Dalhousie (six faculty/instruction positions).