McGill University
PA-7: Support for Underrepresented Groups

From the Policy on Harassment and Discrimination Prohibited by Law (last reviewed May 2021):

"Statement of Principle:
"McGill University is committed to excellence in teaching, learning, and research and to fostering a community founded upon the fundamental dignity and worth of all of its members. The University recognizes that such excellence can only flourish in an equitable environment in which all members of the University, at all levels, regardless of the nature of their work or area of study are free from Harassment and Discrimination. The University is also committed to establishing clear and effective processes and resources for preventing and responding to Harassment and Discrimination.

"McGill acknowledges that, while Harassment and Discrimination can affect all members of the University community, members of underrepresented groups experience a disproportionate risk and impact in regard to these forms of misconduct, especially Discrimination. The University further recognizes that members of underrepresented groups may experience intersecting forms of systemic discrimination or barriers on grounds, for example, of gender, sexual orientation, gender identity and expression, race, religion, Indigenous identity, ethnicity, disability or class.

"Acts of Harassment and Discrimination are University offences subject to disciplinary measures.

"Statement of Responsibility:
"The University shall take measures aimed at creating and maintaining an environment free from Harassment and Discrimination.

"The University shall take reasonable action to prevent Harassment and Discrimination, and, whenever it becomes aware of such behaviour, to put an end to it. Nothing in this Policy relieves administrators from the responsibility of addressing situations of inappropriate behaviour in accordance with good management practices, regardless of whether a specific Report under this Policy has been received. Nothing in this Policy relieves the University from its obligations under the Labour Standards Act of Quebec.

"The University, through a designated office, shall strive to provide all members of the University an environment that is free of Harassment and Discrimination through the effective application and administration of this Policy. This will include offering educational initiatives aimed at raising awareness about and preventing harassment and discrimination and at informing the community about this Policy and the University’s processes related to this Policy, which may result in mediation or investigation of Reports.

"Particular onus is placed on those in positions of academic and administrative authority (e.g., Deans, Chairs and Directors, Managers) to be aware of this Policy and its Procedures, including what constitutes Harassment and Discrimination and how Reports of Harassment and Discrimination can be addressed. They are also required to implement and use appropriate and active management practices consistent with the achievement of the goals of this Policy.

"Each Member of the University Community shares responsibility for respecting the dignity of, and giving fair treatment to, all members of the University community. Moreover, each person is responsible for promoting and maintaining an equitable environment free from Harassment and Discrimination, as defined in Section 1."

https://www.mcgill.ca/secretariat/files/secretariat/policy_on_harassment_and_discrimination.pdf

The Office for Mediation and Reporting is part of the Equity Team located in the Office of the Provost and Vice-Principal (Academic). Below is a description of the OMR's mandate and support services.

"The Office for Mediation and Reporting (OMR) is responsible for receiving and responding to formal reports of discrimination, harassment, and sexual violence against members of the University community. The OMR offers confidential consultations to all members of the University community (students, staff, and faculty) to provide information on reporting processes as well as relevant University resources, support services, and training. We support the development and implementation of policies and practices that are effective, trauma-informed, and procedurally fair to respond to incidents of harassment, discrimination, and sexual violence."

Services offered:
- non-judgmental confidential consultations to students, faculty, and staff on matters of harassment, discrimination, and sexual violence. During consultation individuals can ask questions, get help to understand the processes available (mediation/investigation), and learn about their rights, support services, and related resources (https://www.mcgill.ca/omr/additional-resources)
- giving information on University resources and support services, and make appropriate referrals.
- conducting intake for reports of harassment, discrimination and sexual violence against members of the McGill community.
- providing formal investigation and mediation services.
- leading informational sessions on relevant policies and resources at McGill.

Impartiality:
"We maintain an objective approach in our work. We do not take sides or advocate for any particular individual. Rather, we listen to you and provide information on reporting processes and relevant resources and support services so that you can make informed decisions. We facilitate informal resolutions and individual and systemic investigations with the highest degree of objectivity, while adhering to principles of equity, diversity and inclusion."

Office for Sexual Violence Response, Support and Education (OSVRSE)
The OMR works closely with the Office for Sexual Violence Response, Support and Education (OSVRSE), which offers support to all members of the McGill community (students, faculty, and staff) who have been impacted by sexual violence, whether it be sexual harassment or assault, gender-based or intimate partner violence, or cyberviolence on or off campus. OSVRSE is committed to working towards the prevention of sexual and gender-based violence and fostering a culture of consent at McGill. Responding to and preventing sexual violence begins with critically exploring gender expectations, harmful social norms, and dynamics of power and privilege.
OSVRSE's education work includes:
- #ConsentMcGill campaign
- Workshops (Becoming an Active Bystander, How to Respond to Disclosures, Alcohol and Consent)
- Specialized training for all members of the McGill community
https://www.mcgill.ca/osvrse/our-office

Student recruitment:
"Branches helps students, from elementary-level to CEGEP, map their paths towards post-secondary education. Working with school boards, educators, families and McGill community members, we create responsive, sustainable programming that encourages young students to persevere in school and see themselves as lifelong learners. While our programs are all intersectional in delivery, we know that youth from underrepresented communities can face unique challenges. We deliver programming that creates a safe place for identity-based connection and mentorship."

The "Pick Your Path" programs through Branches include specific initiatives focused on supporting Black learner, Indigenous learners, and learners from other groups that face systemic barriers to post-secondary education. https://www.mcgill.ca/branches/programs/pyp-main

Source: https://www.mcgill.ca/branches/

Staff and Faculty recruitment:
McGill has a robust employment equity program overseen by a Senior Employment Equity Advisor and an Employment Equity Advisor. We offer regular training for all hiring managers and mandatory training for all members of academic search committees on running equitable searches aimed at increasing the diversity of our workforce. Specific commitments have been made, and progress seen, on goals to increase the numbers of Black and Indigenous staff and faculty. McGill is currently in the process of developing an accessibility strategy that will include a component on "workforce" and be focused on recruitment of employees with disabilities. Since 2017, McGill a number of special hiring initiatives designed to increase research excellence in the areas of Black and Africana Studies, and in Indigenous Studies, while simultaneously increasing the representation of Black and Indigenous faculty. Successful efforts have also been made to increase the representation of women in STEM and in more senior faculty positions. For more details see: https://www.mcgill.ca/senate/files/senate/06_d22-72_biennial_report_on_employment_equity.pdf

See also: https://www.mcgill.ca/equity/employment-equity-0

For students, specialized supports have been hired for Black students and 2SLGBTQ students. The First People's House is a specialized resource and support for Indigenous students.

For more information, see:
https://www.mcgill.ca/wellness-hub/local-wellness-advisor-supporting-black-students
https://www.mcgill.ca/wellness-hub/hub-clinical-services/hub-clinicians/local-wellness-advisors/local-wellness-advisor-2slgbtq
https://www.mcgill.ca/fph/welcome/meet-team

For faculty and staff, the Equity Team oversees a Black Staff Employee Resource Group (ERG) for Black support/admin staff members to meet fellow Black staff members. The Black Staff ERG, created in Summer 2021, consists of Black McGill employees looking for community, a sounding board, and opportunities to collaborate and share resources.
https://www.mcgill.ca/equity/resources/race-cultural-diversity

Human Resources runs the Professional Exchange Program (PEP), designed in response to the Action Plan to Address Anti-Black Racism Workforce Action Item #3: “Work to increase the representation of, and career opportunities for, Black administrative and support staff.”

The PEP seeks to:
- address the inequities and employment barriers that Black-identifying employees at McGill may experience,
- give them greater exposure to areas of professional interest and guide them in their future career development at the University,
Notably by:
- fostering better and stronger connections and
- providing access to coaching and experiential learning opportunities from McGill professionals.
Source: https://www.mcgill.ca/hr/abr

Finally, members of the Anti-Black Racism working group and Black staff assembled the Black Staff Toolkit in 2021-2022, a non-exhaustive list of compiled resources at McGill.
https://www.mcgill.ca/antiblackracism/files/antiblackracism/black_staff_toolkit.pdf

Financial, and/or other support programs for doctoral and post-doctoral students from underrepresented groups:

McGill Third Century Postdoctoral Research Fellowship (M3C):
This initiative allows McGill to make a pivotal contribution to developing a pipeline to the academy of emerging scholars who self-identify as members of underrepresented social groups. Researchers will address some of the most pressing issues in public health and health inequalities, Indigenous reconciliation, democratic engagement, climate change and sustainability, migration and refugee displacement, income inequality, racial injustice, and food and housing insecurity with this support.
https://www.mcgill.ca/equity/initiatives-workshops/m3c-postdoctoral-research-fellowships

Charles R. Drew Graduate Fellowships:
The Charles R. Drew Graduate Fellowships was launched in June 2021 in honour of one of McGill University’s most accomplished alumni: Charles R. Drew, MDCM’33, (1904–1950) an American surgeon and scientist who earned the title “Father of Blood Banking” for his trailblazing work on the long-term preservation of blood plasma. The fellowships aim to support Black students and increase their representation among McGill graduate students. The fellowships further seek to promote at McGill the values that Dr. Drew espoused and reflected throughout his lifetime: academic excellence, perseverance in the face of adversity, leadership, and a commitment to justice. The initiative is part of the university’s Action Plan to Address Anti-Black Racism, and is given with preference to graduates of Howard University or other HBCU institution.
Source: https://www.mcgill.ca/gps/funding/achievements/charles-r-drew-graduate-fellowships

Faculty of Law initiatives to support students from underrepresented groups:
McGill Law is committed to supporting Indigenous students and welcomes dialogue with interested prospective Master of Laws (LLM) and Doctor of Civil Law (DCL) applicants. First Nations, Inuit, and Métis persons are strongly encouraged to apply to the Faculty of Law, and are invited to self-identify on their uApply application form. Self-identification allows McGill to inform students about specific services and funding opportunities and to assess its progress in the recruitment and retention of Indigenous students. Self-identification is used not only in the recruitment process, put also for the purpose of assessing student services and supporting the ongoing retention of Indigenous students.

Indigenous research opportunities:
The Faculty of Law is host to a vibrant Aboriginal Law Students’ Association and the Centre for Human Rights and Legal Pluralism’s Aboriginal Human Rights Initiatives (see https://www.mcgill.ca/humanrights/research/indigenous-human-rights-initiatives)

Financial support:
In addition to our numerous sources of financial support, the Faculty of Law now offers funding packages to admitted Inuit, First Nations, and Métis students.
DCL students will receive $10,000/year in additional funding for three years; LLM students will receive a funding package of $10,000 for one year.
Indigenous students may also be eligible for other sources of financial support (see https://www.mcgill.ca/fph/scholarships-and-bursaries-0).
Source: https://www.mcgill.ca/law/grad-studies/admissions-guide/indigenous-applicants

McGill's Indigenous Bursary with Indspire:
This is an award ranging from $1,000- $10,000 based on demonstrated financial need, available to Indigenous students (including Masters and Ph.D. students) pursuing a degree program. Students may re-apply to Indspire in each year of study.
Source: https://www.mcgill.ca/fph/scholarships-and-bursaries-0

Other resources to support the submission:
Annual Report on Action Plan to Address Anti-Black Racism: https://www.mcgill.ca/antiblackracism/about/our-progress/annual-report:
Provost's Faculty Mentorship Network: https://www.mcgill.ca/equity/mentorship/provosts-faculty-mentorship-network
Report of the Equity, Diversity, and Inclusion Committee: https://www.mcgill.ca/boardofgovernors/files/boardofgovernors/14._gd22-31_report_of_edic.pdf
Annual Report on the EDI Strategic Plan: https://www.mcgill.ca/equity/initiatives-workshops/edi-strategic-plan