Overall Rating Gold
Overall Score 67.36
Liaison Allison Maxted
Submission Date Feb. 17, 2022

STARS v2.2

Mohawk College
PA-7: Support for Underrepresented Groups

Status Score Responsible Party
Complete 2.00 / 3.00 Nicolai Strabac
Sustainable Programs and Services Coordinator
Sustainability Office/Facilities Services
"---" indicates that no data was submitted for this field

Does the institution have a publicly posted non-discrimination statement? :

The non-discrimination statement, including the website URL where the policy is publicly accessible:
"The college has a number of policies that address harassment and discrimination. Each policy includes a procedure and process for reporting and addressing complaints, issues, situations, where to seek advice and consultations through both formal and informal processes. The policies are formatted and include key elements including: Purpose, Application and Scope, Definitions, Principles, Roles and Responsibilities, Accountability and Compliance, Policy Revision, Attachments (which include Processes and Procedures) and Specific Links to related policy documentation.

The college values transparency and communication of its Vision, Mission and Values and Strategic Plan. The About Mohawk page has a panel that links directly to these elements under the Leadership and Administration panel. Accessing information about the college’s strategic plan as well as Executive and Senior Leadership team can also be found on this panel. The Mission, Vision and Values of the institution clearly reflect an environment that is focused on inclusivity, accountability with a focus on Equity Diversity and Inclusion in its previous and upcoming Strategic Plan.

All policies can be found through multiple entry points which link to the Corporate
Policies webpage and can be accessed through the Working at Mohawk Portal within MyMohawk or via the Mohawk landing page.

Employees and Students:

Respectful Workplace (Harassment and Discrimination) Policy: https://www.mohawkcollege.ca/about-mohawk/leadership-and-administration/policies-and-procedures/corporate-policies-and-27
“Mohawk College is committed to ensuring a working and academic environment that recognizes the dignity and worth of all employees and students and in which all individuals are treated with respect. Therefore, the College will uphold the rights and responsibilities of the Ontario Human Rights Code (“Code”) and the workplace harassment provisions of the Occupational Health & Safety Act (“OHSA”). Employees are personally responsible for their behaviour and conduct at all times and the College equally expects every employee to conduct themselves at work in a way which supports the College’s commitment.”

The College treats all incidents and complaints of harassment or discrimination seriously whether they are made informally or formally. The College will act on all incidents and complaints in accordance with Appendix A- Harassment and Discrimination Complaints Procedure to ensure that they are resolved quickly and fairly. Employees who are found to have harassed or discriminated against another individual, who have created a poisoned environment, or managers who do no act properly to end harassment or discrimination may be subject to disciplinary action up to and including termination. This includes any employee who:
- interferes with the resolution of harassment or discrimination complaint;
- retaliates against an individual for making a harassment or discrimination complaint or participating in the complaint resolution process;
- breaches the confidentiality of a harassment or discrimination inquiry or investigation

Sexualized Assault and Sexualized Violence Policy:
Mohawk College is committed to preventing and addressing all forms of sexual assault and sexualized violence (herein referred to as sexualized violence) within the College Community. All members of this community (i.e. all students, employees, governors, volunteers, appointees, contractors/suppliers and invited guests) have a right to study, work and socialize in an environment free from all forms of sexualized violence. The primary purpose of this policy and related procedures is to ensure that those affected are believed, appropriately supported and accommodated, and to set out the way in which the College responds to and addresses sexualized violence. It also makes it clear that the College’s process of investigation provides procedural fairness. The College is committed to creating a welcoming, inclusive and safe campus culture in which sexualized violence is not tolerated. This includes working to eliminate sexualized violence through ongoing education, awareness and preventive activities and providing support to anyone in our College Community who has been affected by sexualized violence. The College recognizes that individuals affected by these acts may experience emotional, academic or other difficulties, and will provide appropriate supports, services and academic or workplace accommodations. This policy aims to encourage those who have been affected by or witnessed incidents of sexualized violence to make a report. The College will assess and respond to all disclosures and reports of sexualized violence and investigate as required.
The College recognizes that sexualized violence can occur between individuals regardless of sex, sexual orientation, gender identity, gender expression, relationship status, and other grounds for discrimination identified in the Ontario Human Rights Code. The College also recognizes that because a person’s ability to offer or refuse consent is affected by the interplay of power, identity, and privilege between those involved, sexualized violence and its consequences disproportionately affect members of society that experience marginalization, persistent patterns of inequality, and/or intersecting forms of systemic discrimination.
This Policy is currently under review and revision and is under the purview of the Chief Equity and Inclusion Officer to ensure the college is meeting MTCU guidelines. A task force made up of individuals from Security Services, Human Resources and the Student Rights and Responsibilities Office provide support and consultations on the revision and review process. Revisions will be sent to the Board of Governors for approval in January 2022 for approval.

EDI Plan: https://www.mohawkcollege.ca/equity-diversity-and-inclusion
The college has committed to ensuring the principles of the EDI Action Plan that follow closely the Mohawk College Strategic Plan are fully implemented throughout the college. The EDI department has a web page what lays out the goals and objectives that include the following:
Attract and Retain Talent Reflective of the Community
Create an Inclusive Workplace
Strengthen Inclusive Competencies
Develop and Implement Equity and Inclusion Framework
Expand the Use of Universal Design for Learning and Use of Accessible Tools
Advance employee’s knowledge and skills creating accessible spaces and documents

“As a college, we are committed to nurturing an equitable, diverse and inclusive environment for everyone who learns and works at Mohawk. We believe the rich diversity among our students and the communities we serve should be reflected within our workforce, and that as educators we have a responsibility to act and show leadership in advancing the principles of equity, diversity and inclusion in our community.
Our Equity, Diversity and Inclusion Action Plan is the result of a year-long process of research, consultation and collaboration between departments and individuals at all levels of the organization. It is a plan that builds on our successes to date and contains specific actions leading to outcomes that can be measured and verified over time.
Mohawk College’s EDI Action Plan will remain a work-in-progress and frequently be reassessed to ensure it is meeting its objectives. This is a plan that will take time to implement. EDI is a strategic priority for the college and it will take the collective efforts of every employee and the broader college community to make its vision a reality.”

Student Behaviour Policy:
“The purpose of this policy is to outline the principles of expected student behaviour in keeping with the College’s mission and shared values. It is intended to guide student behaviour, to respect and protect the rights and responsibilities of all students and staff at Mohawk College and to support staff in managing inappropriate student behaviour. It also outlines a range of responses including restorative measures and disciplinary sanctions that can be implemented depending on the severity and pattern of the behaviour in question.”

The college has committed to ensuring a respectful and safe learning environment for all students. The Student Behaviour Policy is in place to provide guidance on behavior as well as a process for addressing complaints or incidents that occur between students and between students and faculty or staff. The Office of Equity and Inclusion along with the Student Rights and Responsibilities Office work together to address incidents and complaints as they are reported in via the webpage. The reports are then triaged and the appropriate subject matter expert responds to the student to start the consultation/investigation process. The SBP includes detailed information on what is consider inappropriate behavior as well as addresses the level of risk and appropriate actions in relation to the behaviours. Both the complainant and the respondent are contacted to address the incident/complaint separately, and their rights and dignity are kept in tact throughout the process. The goal at the end of the process is to ensure that the issues have been addressed and any restorative measures or sanctions are applied appropriately and fairly for both the complainant and respondent. This policy is in line with the college expectations for all staff and students as included in the Respectful Workplace Policy.

Student Human Rights Policy: https://www.mohawkcollege.ca/about-mohawk/leadership-and-administration/policies-and-procedures/corporate-policies-and/student-4

The Student Human Rights Policy is similar to the Student Behaviour Policy in that it reinforces a respectful college environment where students can expect to pursue their education in an environment that is free from harassment and discrimination. The policy reinforces the Ontario Human Rights Code Protected Grounds and provides procedures and processes for reporting and addressing incidents of harassment or discrimination both on and off campus. Cases are currently received by the Student Rights and Responsibilities Office and triaged from there to the appropriate subject matter expert and managed to conclusion. At all times the rights and dignity of the reporting party or responding party are upheld and if the affected student wishes to make a report to the Ontario Human Rights Tribunal they are free to do so without penalty or reprisal. Reporting procedures include both informal and formal processes and are attached to the Student Behaviour Policy when determining which sanctions or restrictions need to be applied while an investigation is underway or at the conclusion of the process"

Does the institution have a discrimination response protocol or committee (sometimes called a bias response team)?:

A brief description of the institution’s discrimination response protocol or team:
"Implementation of online reporting tool:
To support the work of the college in identifying incidents and complaints related to Human Rights, Sexual Assault and Sexualized Violence and Student Conduct/Behaviour, the Student Rights and Responsibilities Office has implemented an online reporting tool. Employees, students and community members who have a complaint or experience an incident with any member of the campus community can utilize the tool to both report and seek support for remediation. The online tool will enable the department to ensure accuracy and validity when producing reports for any governing body. It will also provide a greater level of security and privacy and enable the Student Rights and Responsibilities Office to provide ongoing supports for students impacted by sexualized violence by having a direction connection to the work of Security Services.

BIRT: Behaviour Incident Response Team: This is a team of professionals from the Student Rights and Responsibilities Office, EDI Office, Security Services and other professionals at the institution who work to resolve more difficult situations or cases that might be of an ongoing or repetitive nature in terms of student conduct or behaviour. The goal is to ensure a successful resolution and rehabilitation of student behaviour.

EDI Task Forces: The college has committed to the formation of 5 Task forces what will be representative of the college community in identifying barriers to inclusivity and accessibility within the college community. The task forces will meet regularly to discuss, review, inform and make recommendations on current policy, procedures and practices that need to be changed in order to create a more equitable and welcoming environment for both staff and students. These task forces will specifically engage underrepresented groups including: Indigenous, Black and Racialized, Women, 2SLGBTQIA+, and those with disabilities.

Divisional Priorities: Each of the three major areas within the college have been tasked with developing an action plan for implementing EDI principles into the design, development, and delivery of programs and services at the college. These priorities are in line with the EDI Action Plan to removing barriers to education, employment and learning.

AODA Steering Committee, Accessibility Advisory Committee and Sub-Committees: The committees are working towards full implementation of the Act (2025). https://www.mohawkcollege.ca/about/accessibility/our-commitment/what-aoda The steering committee works in partnership with and is guided by the Accessibility Advisory committee. The steering committee is made up of senior officials at the college who have the ability to move forward and act on the recommendations of the advisory body. The AODA Steering Committee is led by the Chief HR Officer for the college as well as the Chief EDI Officer for the college. Together they provide oversight of the Accessibility Advisory Committee to monitor progress, risk, timelines and quality. The Accessibility Advisory Committee is a voluntary advisory body made up of students, staff, alumni, faculty, and community members. Their role is to provide recommendations to the Steering Committee for implementation. The Sub Committee then takes the recommendations and operationalizes within the college. Currently the focus of the college has been on Universal Design for Learning and Built Environment"

Does the institution have programs specifically designed to recruit students from underrepresented groups?:

Does the institution have programs specifically designed to recruit academic staff from underrepresented groups?:

Does the institution have programs designed specifically to recruit non-academic staff from underrepresented groups?:

A brief description of the institution’s programs to recruit students, academic staff, and/or non-academic staff from underrepresented groups:
Within the Student Recruitment portfolio, College in Motion offers a suite of services to youth and adults across the regions we serve. With dedicated advisors conducting onsite appointments at high schools, alternative education and adult learning centres and community agencies, we provide 1 on 1 support to those aspiring to post secondary pathways. Since 2012, this model has provided services to over 10,000 individuals within priority neighborhoods (with lower than average high school graduation and post secondary participation rates). Since 2014, we have had 316 graduates with and additional 500 students currently enrolled at the college. We provide additional transition supports to help navigate the path to paying for college, and accessing needed services. We have been active in working with ESL learners, Indigenous populations, LGBTQ, person with disabilities, and individuals with socio-economic barriers. We work closely with Ontario Works, EO funded-agencies, Crown Wards, specialized treatment centres, and youth programs. In addition to the service model, we offer events and activities for these equity groups to familiarize themselves with the college experience. We also are fortunate that Mohawk College offers a menu of academic preparatory programs that allow individuals to take shallower first steps towards an Ontario College Diploma, or Ontario College Advanced Diploma.

Employees (Faculty and Staff)
Mohawk College is committed to promoting equal opportunities and providing an inclusive place of employment. The College aims to ensure its workforce reflects the diversity of the community it serves. As part of an inclusiveness commitement, Mohawk College commits to attracting and retaining talent reflective of the community by putting processes and systems in place that remove barriers in all Human Resources policies and practices. This will be done to ensure that Mohawk employees are representative of the diversity within the Hamilton community.

Mohawk College also has a ""Recruiting and Selection"" policy to ensure that the college is promoting equal opportunitites, providing an inclusive place of work, and creating a workforce reflective of the diversity in the community. This includes staff and faculty recruitment.The policy can be found here under the Human Resources section: https://www.mohawkcollege.ca/about-mohawk/leadership-and-administration/policies-and-procedures/corporate-policies-and/view.

Bundled Arrows Initiative
Led by Mohawk College, the Bundled Arrows Initiative is a regional collaboration between Aboriginal communities that works to create a Regional Indigenous Education Plan. Key objectives include: expanding curriculum design and development, cross-cultural awareness building and Aboriginal faculty recruitment and training.

City School by Mohawk
City School by Mohawk is a community-based initiative that aims to break down barriers to education and employment. Offering tuition-free courses, it works with community partners to develop specialized training programs that encourage gradual steps to a post-secondary pathway. It encourages and fosters life-long learning by removing barriers, making education accessible to all.

Does the institution have mentoring, counseling, peer support, academic support, or other programs designed specifically to support students from underrepresented groups on campus?:

Does the institution have mentoring, counseling, peer support or other programs designed specifically to support academic staff from underrepresented groups on campus?:

Does the institution have mentoring, counseling, peer support or other programs to support non-academic staff from underrepresented groups on campus?:

A brief description of the institution’s programs designed specifically to support students, academic staff, and/or non-academic staff from underrepresented groups:
"Indigenous Education and Student Services Centre
At the Indigenous Education and Student Services Centre staff can help with launching student college experience, access to resources for indigenous students and access to cultural events. Some of their programs include: Elder as Resource, Indigenous Peer Tutoring, Student workshops, Indigenous self-identification, Indigenous Student awards and more.The Elders as Resource program offers additional spiritual and cultural support to Indigenous students, staff and faculty of Mohawk College. Mohawk also has a Facilitated Admission Process for Indigenous Students that gives individual consideration to Indigenous Students applying to oversubscribed programs at the college.

Mohawk International offers a full set of services designed to help ensure international students have the support they need to begin their educational journey through the International Square. It offers support in permits and visas, academic, health, housing, awards and scholarships and career pathways. Every international student is provided a ""Check-in session"" where they go through all their documentation and the supports available for them at the College when they arrive.

The Language and Culture Centre (LCC) is a place to meet new friends, get involved through volunteer experiences, join in for social and cultural events throughout the year and participate in short term ESL programming. Every year the LCC specifically hosts welcoming events and orientation for international students. This centre also hosts a number of international student clubs. In September, the LCC held an Airport Welcoming event to make sure international students felt supported when arriving to Hamilton. The LCC is open to all faculty and staff as well.

Mohawk College's Accessible Learning Services (ALS) works in collaboration with students, faculty and support staff to create a barrier-free learning environment. Together, ALS identifies and implements accommodations and strategies to ensure that all students can have an equal opportunity to achieve their educational goals and employees to reach their professional goals. Services are available to students and employees (faculty and staff) with disabilities at all campuses.

The Learning Technology and Education Centre
The LTEC is an open access lab and quiet work space for students registered with Accessible Learning Services to collaborate, study, and access their Adaptive Technology. The Centre also offers accommodation guides for students, parents and employees (staff and faculty). https://www.mohawkcollege.ca/student-life-at-mohawk/accessible-learning-services/accessible-learning-services-resources

Social Inc. is a place where human rights are respected. We celebrate social inclusion and work toward erasing discrimination. This process includes identifying and confronting oppression. We do this by supporting students, staff and faculty with a physical positive space located in G112 at Fennell and delivering a message of harmony outside of our safe space.

Mohawk College offers an Employee and Family Assistance Program (EFAP) that provides employees (faculty and staff) and families with confidential support to help resolve work, health and life challenges. This includes support and counselling for health and well-being, family and relationships, addictions, diseases and conditions and mental health.

Mohawk College also offers a mentorship program where employees (faculty and staff) can work alongside other employees of the college. In fact, the College offers a Women in Technology and Trades program where staff, faculty and students from all backgrounds, genders and races can be involved. It offers mentoring and coaching, networking opportunity and career exploration services.

The Health Centre of at Mohawk offers counselling and other support services to all staff, faculty and students such as mental health counselling, yoga therapy, physiotherapy, nautropathic services and more."

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?:

Website URL where information about the institution’s support for underrepresented groups 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.