| Overall Rating | Gold |
|---|---|
| Overall Score | 79.01 |
| Liaison | Lindsay Walker |
| Submission Date | Feb. 14, 2023 |
Humber College
PA-6: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Lindsay
Walker Sustainability Manager Facilities Management |
Has the institution engaged in a structured assessment process during the previous three years to improve diversity, equity and inclusion on campus?:
A brief description of the assessment process and the framework, scorecard(s) and/or tool(s) used:
EDI Taskforce:
In its 2018-2023 Strategic Plan, Humber College committed to continue to build a diverse and inclusive community of exceptional students, faculty and staff. The EDI Taskforce established in January 2019, held its first meeting on March 1, 2019. The Taskforce, comprised of students, faculty, support staff, administrative employees, alumni, industry and community partners. An approved Implementation Plan comprising of four program areas and five streams with key deliverables has guided the work of the Taskforce:
1. Access & Equity: Students and Employees
2. Curriculum and Programs
3. Campus Culture
4. College-Wide Communication and Engagement.
Humber’s Equity, Diversity, and Inclusion (EDI) Taskforce formally launched the College’s Institutional EDI Framework and Strategy on April 14, 2022. The work of the EDI Taskforce will end in March 2023 and will culminate in a final report for the Humber Community. You can learn more about the work the EDI Taskforce is currently and will be doing herehttps://hrs.humber.ca/hr-resources/human-rights-equity-and-inclusion/equity-diversity-and-inclusion-edi/edi-taskforce.html
Assessment Processes:
Every year, Humber’s Student Success Survey (HSSS) and Employment Equity Questionnaire are released for both students and employees, respectively. The HSSS was developed in consultation with students to help Humber plan services and programs that support success. The questions focus on student experience at Humber, student academic and career goals, the challenges students may be facing while attending college and demographic questions to help us understand and support student diversity. The Centre for Human Rights, Equity & Inclusion invites all full-time, part-time, contract and sessional employees to complete the Employment Equity Questionnaire. Having up-to-date knowledge of our workforce representation will allow the College to identify where under-representation exists, and to target its efforts toward removing barriers that may exist in the College’s employment systems.
Does the assessment process address campus climate by engaging stakeholders to assess the attitudes, perceptions and behaviors of employees and students, including the experiences of underrepresented groups?:
Does the assessment process address student outcomes related to diversity, equity and success?:
Does the assessment process address employee outcomes related to diversity and equity?:
A brief description of the most recent assessment findings and how the results are used in shaping policy, programs, and initiatives:
Humber College voluntarily complies with the Employment Equity Act. As part of the Institutional EDI Framework and Strategy, in the Fall of 2021, Humber College retained an external consultant, Employment Matters Consulting, to conduct an Employment Systems Review (ESR) to identify and remove barriers to access, mobility and employee engagement. In so doing, Humber can attract the new and diverse talent necessary to improve its organizational performance. The ESR supports Humber’s commitment that no person is denied employment opportunities for reasons based on gender, disability, race, Indigeneity or sexual and gender diversity. The ESR provides a reasonable explanation for the patterns of underrepresentation of the designated groups in Humber’s workforce, as revealed by the workforce analysis. The ESR is intended to ensure that all of Humber’s employment systems, Human Resources policies, infrastructure and employment practices are implemented in a manner which promotes fairness and equity.
The report and its findings have been and will continue to be shared across the College.
The Human Resources & Organizational Effectiveness (HROE) leadership team has reviewed the findings and is developing, and prioritizing key activities required to deliver on the recommendations by developing a 5-year work plan with accountabilities.
Are the results of the most recent structured diversity and equity assessment shared with the campus community?:
A brief description of how the assessment results are shared with the campus community:
Results are summarized and posted publicly on our website.
Employment Equity Statistics for Full-time employees at Humber for 2020-2021 is available at:
https://hrs.humber.ca/human-rights-equity-diversity/services/employment-equity/instilling-equity-at-humber.html
The Humber Student Success Survey (HSSS) survey results is available at: http://humber.ca/strategicplanning/studentsurveyresults
Are the results (or a summary of the results) of the most recent structured diversity and equity assessment publicly posted?:
The diversity and equity assessment report or summary (upload):
Website URL where the diversity and equity assessment report or summary is publicly posted:
Website URL where information about the institution’s diversity and equity assessment efforts is available:
Additional documentation to support the submission:
Data source(s) and notes about 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 or simply email your inquiry to stars@aashe.org.