| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 74.59 |
| Liaison | Chris Adam |
| Submission Date | Sept. 7, 2020 |
| Executive Letter | Download |
Dawson College
PA-6: Support for Underrepresented Groups
| Status | Score | Responsible Party |
|---|---|---|
|
1.83 / 3.00 |
Chris
Adam Coordinator Sustainability Office |
Does the institution have a publicly posted non-discrimination statement? :
The non-discrimination statement, including the website URL where the policy is publicly accessible:
Dawson College recognizes that all its employees and students are entitled to a respectful and harmonious work and/or study environment free from violence, discrimination, all forms of harassment, and the abuse of power, where respect of the individual’s dignity, physical and psychological integrity are safeguarded. To this end, Dawson College will take all reasonable measures to prevent incidents of violence, discrimination, harassment and the abuse of power, and, when informed of such incidents whether informally or formally in writing, will intervene to address them.
Policy to Stem Violence, discrimination, harassment, and abuse of power specifically states:
https://www.dawsoncollege.qc.ca/human-resources/policies-procedures/
3.02 Discrimination: Direct, indirect or systemic unfair treatment of a person or class of persons in comparison to others because of race, colour, sex, pregnancy, sexual orientation, civil status, age except as provided by law, religion, political convictions, language, ethnic or national origin, social condition, a handicap or the use of any means to palliate a handicap which deprives them of equal rights or privileges in the workplace or place of study.
3.03 Discriminatory harassment: Vexatious or contemptuous behaviour that manifests itself by comments, actions or gestures related to race, colour, sex, pregnancy, sexual orientation, civil status, age, religion, political convictions, language, ethnic or national origin, social condition, a handicap or the use of any means to palliate a handicap that are repetitive, hostile or unwanted. This behaviour affects the individual’s dignity, psychological or physical integrity and leads to a harmful work or study environment for this person.
3.04 Psychological harassment: Vexatious behaviour that manifests itself by comments, actions or gestures that are repetitive, hostile or unwanted. This behaviour affects the individual’s dignity or psychological or physical integrity and leads to a harmful work or study environment for this person.
The management policy also outlines the following: "Effective human resource management recognizes the College’s obligation to respect the individual and collective rights of College employees, notably those that are outlined in the Quebec and Canadian charters of human rights, under laws, regulations and the Quebec Civil Code, and within the collective agreements and personnel policies to which the College is a party."
https://www.dawsoncollege.qc.ca/human-resources/policies-procedures/
Does the institution have a discrimination response protocol or committee (sometimes called a bias response team) to respond to and support those who have experienced or witnessed a bias incident, act of discrimination or hate crime?:
A brief description of the institution’s discrimination response protocol or team (including examples of actions taken during the previous three years):
HR employees receive bias training. When an incident is filed or an employee has a personal problem, Dawson's Employee Assistance Program has a variety of counseling, medical support and/or psychological support mechanisms that help support the employee. This can be assessed by the individual themselves or through a recommendation from a Response Team that has been convened to help with incidents. For example, an incident may influence ability to work, cause high levels of anxiety, cause relationship issues, financial issues or substance abuse. All of these situations can be addressed and help provided through the Response Team. Document link: https://www.dawsoncollege.qc.ca/human-resources/employee-assistance-program/All employees at Dawson are unionized and each union has its own protocol and committees to review grievances, including any act of discrimination. The College also has an Obudsman office where students can make reports or through the Health Services Department. Staff related discrimination claims follow the following protocol listed on the Dawson web site: https://www.dawsoncollege.qc.ca/wp-content/external-includes/spdocs/documents/bog-hr-01-stem-violence-discrimination-harassment-and-abuse-of-power.pdf
Does the institution have programs specifically designed to recruit students from underrepresented groups?:
Does the institution have programs specifically designed to recruit staff from underrepresented groups?:
Does the institution have programs specifically designed to recruit faculty from underrepresented groups?:
A brief description of the institution’s programs to recruit students, staff and/or faculty from underrepresented groups:
Dawson has visits to local high schools and invites guidance counsellors to the College to review the support mechanism on site. We have a separate program and facility space for Indigenous students that supports them and guides them through college life. First Peoples' College Transition program: https://www.dawsoncollege.qc.ca/journeys/
First Peoples' Activities: https://www.dawsoncollege.qc.ca/first-peoples-initiative/
First Peoples' Friendship Centre offers daily activities
First People's Student Association: The student association is run by students. This is an opportunity to bring activity and awareness to the college.
Does the institution have mentoring, counseling, peer support, academic support, or other programs to support students from underrepresented groups on campus?:
Does the institution have mentoring, counseling, peer support or other programs to support staff from underrepresented groups on campus?:
Does the institution have mentoring, counseling, peer support or other programs to support faculty from underrepresented groups on campus?:
A brief description of the institution’s programs to support students, staff and/or faculty from underrepresented groups:
A) Kiuna is a First People's College recognized by the Quebec Education Ministry that Dawson has formally mentored and supported through a signed partnership since its inception in 2006. It was formed and is directed by the Conseil en Education des Premieres Nations (CEPN), representing Quebec's 22 First-peoples groups.
Kiuna College: https://kiuna-college.com/eng/
https://kiuna-college.com/eng/creative-efforts/
https://www.dawsoncollege.qc.ca/ssap/projects/akwekonskatnemaamuu-journeys-in-leadership/
This independent First-Peoples College was developed with their specific needs, their worldview, their cultures and their languages (ref.: partnership agreement document 2006). Dawson's responsibility is to help with pedagogical design, quality assurance (adhering to ministerial criteria), facilitating the respect of internal community politics and that of separate First-Peoples groups and their chiefs.
B) The Dawson College First Peoples’ Centre provides comprehensive services, including academic, para-academic and cultural support, for Indigenous (First Nations, Metis, and Inuit) students. In addition, the First Peoples’ Centre provides access to Indigenous resources, college-wide. The Centre offers a peaceful, culturally sensitive environment where students can learn, study, socialize, and find community. The Dawson First Peoples Centre supports indigenous students with many programs, including wellness and counseling.
https://www.dawsoncollege.qc.ca/first-peoples-initiative/wp-content/uploads/sites/142/dawson_first_peoples_infosheet_2016-003.pdf
Workshops on decolonization and special guest lectures by First Peoples are hosted by the Dawson Peace Centre regularly has workshops and guest lectures about First people's issues and decolonization: https://www.dawsoncollege.qc.ca/peace-centre/2018/10/11/onkwakara-cultural-appropriation-with-stephen-puskas/
https://www.dawsoncollege.qc.ca/peace-centre/speakers-corner/
Queer & Peace: https://www.dawsoncollege.qc.ca/peace-centre/2017/12/11/queer-peace-vernissage-jan-25th/
Dawson INSPIRE SOLUTIONS project on reconciliation: https://inspire.dawsoncollege.qc.ca/dawson-initiatives/reconciliation-stories-a-dawson-peace-project-winter-2015/
C) Hearing impaired students have paid interpreters joining them in all classes; visually impaired students have access to talking book services; special equipment and separate exam areas are available for hundreds of students with documented special needs; students and staff in wheelchairs have dedicated building evacuation help from staff.
Does the institution have training and development programs, teaching fellowships and/or other programs that specifically aim to support and prepare students from underrepresented groups for careers as faculty members?:
A brief description of the institution’s programs to support and prepare students from underrepresented groups for careers as faculty members:
N/A
Does the institution produce a publicly accessible inventory of gender-neutral bathrooms on campus?:
Does the institution offer housing options to accommodate the special needs of transgender and transitioning students?:
The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:
Data source(s) and notes about the submission:
Indigenous Library Resources: https://library.dawsoncollege.qc.ca/first-peoples-research-guide/
Indigenous Library Resources: https://library.dawsoncollege.qc.ca/first-peoples-research-guide/
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.