|Submission Date||Nov. 14, 2018|
Ecole de Technologie Superieure
PA-6: Support for Underrepresented Groups
|1.08 / 3.00||
Does the institution have a publicly posted non-discrimination statement? :
The non-discrimination statement, including the website URL where the policy is publicly accessible:
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):
The Student services has a strict Complaint Management Protocol. The student that formulates a complaint is accompanied all the way through the process. Here is how the protocol works : 1) Receipt of the complaint and/or referral of students to appropriate services. 2) Offer psychological support 3) Follow up.
For employees, it is either the Human Resources Department and/or their respective unions that can receive and process these type of complaints.
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:
ÉTS subscribes to an equal access to employment program for women, visible minorities, ethnic minorities, Aboriginal people and people with disabilities, as it is a public body that is covered by the Act on Equal Access to Employment in Public Bodies. When hiring, appointing and promoting, the École de technologie supérieure undertakes to:
- give preference to a competent person who is a member of any of the under-represented target groups. To this end, ÉTS intends to apply an overall preferential appointment rate of at least 50% for all five groups targeted in job groups where there is under-representation, until the representation objective is achieved, while respecting the collective agreements in effect.
- Maintain the neutralisation of all job titles by using both male and female form or a gender-neutral term and avoid the use of the sentence indicating that the masculine includes the feminine or that its use only serves to lighten the text.
- Maintain systematically the mention in all job postings that the organization has an equal access to employment program and that members of the groups concerned, by appointing them, are encouraged to submit their applications;
- Maintain the diversification of recruitment sources from organizations specializing in employment integration for all target groups, particularly visible and ethnic minorities.
- Develop a control mechanism to ensure that all applicants complete the self-identification questionnaire.
- Validate employment application forms and interview guides to ensure that they are free of discrimination and comply with s. 18.1 of the Charter of Human Rights and Freedoms;
- Confidential monitoring of voluntary departures
- Apply a program to welcome and integrate new employees
- Disseminate information about the training process to all staff
- Flexibility of family-related leave and other mechanisms provided for in the collective agreement, including the availability of on-site childcare, the possibility of a gradual return following maternity or sick leave, and a program to assist employees.
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:
Counselling and mentoring available for students with special needs and for international students. Social groupments to integrate girls in engineering at ÉTS (email@example.com) and peer education to bring awereness about the LGBT+ community (firstname.lastname@example.org). The orientation of new students offered by Student Services allows a better integration of all.
For Students with special needs: - Individual meeting to assess needs and personalized follow-up throughout the student's university journey.
- Diversified workshops on different themes related to learning strategies. Twice per sesmester, lasting one hour over lunchtime.
o Principles of memorization
o Planning and time management
o Exams preparation
o Effective note-taking
o Reading strategy
o Use of the software Antidote to assist in the correction
- Peer-to-peer support for students: Study group on the 7 most failed/abandoned general courses. Mentoring offered throughout the semester (tutors available for 3 hours multiple times per week).
- Individual tutoring services
- Note-taking services
- ESH exam organization services for the implementation of overtime according to the student's needs (space reservations and exam supervisors)
- Specialized program of 13 weeks for students with a diagnosis of ADHD (3 hours/week): NEUROFOCUS program
For foreign students (17.7%): Preparation for arrival
Personalized welcome sessions for new international students each semester. ( 5-6 semester / semester)
Webinars offered in preparation before the arrival of new students (8 webinars / semester)
Information email sent to all new students admitted. (4 emails/student)
Period of availability without appointment
Studying without breaking the bank workshop
Working and Studying Workshop
Workshop: 10 ways to enjoy winter
Workshop on document renewal (en)
Document Renewal Workshop (fr)
Twinning Program :
150 participants per semester
An evening meeting
Linguistic Café once a week: there are about thirty students per lunch break
International Education Week: A week of activities organised by Recruitment department, communications services and the co-op education department
Cultural activity programming proposed by the student ambassador. (example winter 2018)
Visit of the Chinese lanterns
Beer brewing workshop with Génie Ale
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:
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:
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 and complete the Data Inquiry Form.