Nova Scotia Community College
PA-6: Support for Underrepresented Groups

Support programs include offering a full-range of mentoring, counseling, peer support, affinity groups, academic support systems specific to diverse groups across its 13 Campuses.
 Across 13 campuses, Nova Scotia Community College employs 12 Learning Strategists who are part of the campus Student Services team. The Learning Strategists support approximately 1,250 students with disabilities college-wide.
 The Learning Strategists invite all new incoming students who have self-identified as having a disability to plan academic accommodations, strategies, supports, and resources that the student might require to succeed in the program. Over the course of the program, the Learning Strategists work with students to help them develop learning and advocacy skills and support their education journey.
 Learning Strategists coordinate test accommodation, tutoring, assistive technology and note-taking services on campus.
 Students applying to NSCC with an Individual Program Plan (IPP) on their high school transcript are required to participate in additional assessment of entry-level academic skills.
 Learning Strategists lead outreach initiatives to connect with prospective students, such as offering parent nights at various NSCC campuses and by participating in regional career and education fairs focused on persons with disabilities.
 Learning Strategists also present Student Assistance information sessions to prospective and current students to promote funding options for people with disabilities that link to accessibility services.
 Faculty work with Disability Services to ensure that their curriculum meets the needs of all learners.
Disability Services: www.disabilityservices.nscc.ca
Academic Accommodations Policy & Procedures: http://www.nscc.ca/about_nscc/policies_procedures/index.asp
 Four NSCC campuses host a 14-week trades and technology exploration program for underemployed or unemployed women called Women Unlimited. Participants who successfully complete the program are guaranteed a seat in an NSCC Trades and Technology program of their choice. Women Unlimited allows participants the opportunity to not only explore programs and courses in Trades and Technology, but also job shadow with local employers. http://www.nscc.ca/services/women_unlimited.asp
 NSCC International supports students coming from countries around the world to study at NSCC. The NSCC International office with experienced and culturally competent staff can provide resources to international students in finding accommodations and getting settled at NSCC. Each year NSCC International publishes a guidebook for international students. http://international.nscc.ca/
 Four Student Services Advisors & African Canadian Supports support African Canadian students across NSCC’s 13 campuses. The Advisors provide support to students that include but are not limited to academic advising, advocacy, and peer tutoring. The SS Advisors & African Canadian Supports also organize cultural events on campus and link students to community resources. NSCC publishes an African Canadian Student Services Resource Guide. http://www.nscc.ca/services/african_canadian_student_services.asp
 The SS Advisor & African Canadian Supports host career exploration workshops at various campuses for African Canadian youth, exposing them to a wide range of career training programs and to mentors from their community.
 NSCC has an agreement with the African Canadian Services Division of the Nova Scotia Department of Education that provides a free tutoring service for African Canadians on campus and within the community.
• NSCC has an agreement with the African Canadian Services Division of the Nova Scotia Department of Education that provides an emergency fund (up to $500.00) per African Nova Scotian student
 NSCC offers an Afri-centric adult learning option for African Canadians who want to complete their high school diploma. The African Canadian Transition Concentration is part of the Adult Learning Program. While completing credits for their high school diploma, students are linked to African Canadian role models and mentors and have the opportunity to discuss topics such as racism, power, privilege, and politics in a safe setting. http://www.nscc.ca/learning_programs/programs/PlanDescr.aspx?prg=ALP&pln=ALPLEVEL3
 NSCC reserves one seat per program section for African Canadian and Indigenous students to promote greater participation from community members. http://www.nscc.ca/admissions/applying/who_can_apply.asp
 Five Student Services Advisors & Indigenous Supports positions support Indigenous students across NSCC’s 13 campuses. The Advisors provide support to students that include but are not limited to academic advising, advocacy, and peer tutoring. The coordinators also organize cultural events on campus and link students to community resources. NSCC publishes an Aboriginal Student Services Resource Guide.
 http://www.nscc.ca/services/first_nations_student_services.asp
 NSCC has signed a Memorandum of Understanding with Irving Shipbuilding Inc. to create a Centre of Excellence. The Centre of Excellence is intended to provide pathways and equitable access to training and opportunities in the marine industry, with a specific focus on African Nova Scotians, Persons with Disabilities, Aboriginal People, and Women in Non-Traditional Occupations.
 NSCC distributes approximately 200 bursaries and scholarships annually to approximately 800 recipients. Of those 800 award disbursements, 74 are specifically designated or stipulate that preference is given to students representing diverse groups. www.nscc.ca/awards
 The School of Trades and Technology in collaboration with campus staff annually host an affinity group for Women in Trades and Technology (WITT). The WITT group is a supportive network and a platform for first and second year students to connect and hear from guest speakers from industry.

The College endeavors at all times to provide an environment that is supportive of working and learning and of the equitable treatment of all members of its community. Discrimination or harassment, including sexual harassment and bullying are prohibited by the College. To this end, the College provides:
• A responsive Respectful Workplace and Learning Environment policy with associated procedures for staff and students:
o NSCC has both informal and formal processes, each with associated procedures, for the resolution of conflicts or complaints within the Policy. Both are designed to resolve complaints in a timely and responsive manner. 
o Any member of the College community may raise an issue or make a complaint regarding a violation of the Policy. Such a complaint may be made verbally or in writing to the Respectful Workplace and Learning Environment Specialist (RWLE Specialist), or to any NSCC manager.
o Complainants are encouraged to attempt to resolve a situation as early as possible and at the lowest, most appropriate level possible.
o Most conflict, even complaints of discrimination and harassment can be resolved informally through the use of supportive interventions and informal alternative dispute resolution.
o Serious consideration of the Alternative Dispute Resolution (ADR) process is the first step in the resolution of any conflict or dispute. It is well recognized that early resolution and/or the use of ADR techniques provides for a speedier and more satisfying resolution to disputes or conflicts.
o Formal Resolution will be used when allegations fall under the Nova Scotia Human Rights Act and cannot be resolved informally or, an employee chooses not to resolve it informally.
o ADR processes can also be appropriate at various stages during the resolution of a formal complaint and should be utilized as needed.
o In all cases, reasonable efforts at informal resolution should be made by all parties.

• A Respectful Workplace and learning Environment Specialist:
o An individual may contact the RWLE Specialist directly at any time to discuss their concerns. Upon being approached to discuss a concern under this policy, the RWLE Specialist will provide options for support. This may include:
♣ Offering a neutral point of view in conflict analysis;
♣ Contacting the respondent to outline the issue, referring the respondent to the Policy and Procedures and providing a review of the processes available;
♣ Encouraging and supporting dialogue between parties;
♣ Encouraging parties to seek advice or assistance from other subject-matter experts to assist them in making an informed decision ( i.e. Union Representatives, Human Resources, supervisors and managers, Faculty and Academic Chairs, Student Services staff, EFAP);
♣ Exploring with the party experiencing the conflict, what, if any, role the manager or supervisor has or can play in the resolution of the situation.
♣ Reviewing the Respectful Workplace and Learning Environment (Discrimination & Harassment) Policy and Procedures and explaining the formal complaint process as required.
♣ Referring the matter to the Director of Diversity and Inclusion for further consideration.
♣ Consultation with the Director of Human Resources if resolution through the informal process appears impossible or inappropriate.
♣ Providing a full spectrum of ADR intervention services for consideration and delivery, if appropriate including conflict coaching, facilitated conversation and mediation.
• Consultation with the RWLE Specialist is confidential and shall remain so unless: the individual wishes to pursue her or his concerns further, or within the constraints of existing legislation and policy if there are reasonable grounds to believe that person's or other persons' health and safety is at serious risk (see Confidentiality).

Respectful Workplace and Learning Environment (RWLE) Specialist is responsible for the administration of the Respectful Workplace and Learning Environment Policy and procedures. Specific responsibilities/examples of action include:
• Liaising with campuses and departments to build awareness through education on the policy and procedures, conflict resolution and alternative dispute resolution process.
• Developing strategies, workshop and learning opportunities to facilitate the prevention and elimination of organizational conflicts, discrimination, harassment and bullying,
• Taking a leadership role in providing advice on policy provisions, addressing and providing assistance to resolve concerns and complaints.
• Ensuring informal complaints are processed in a fair, efficient and transparent manner.
• Providing a full spectrum of ADR intervention services in response to complaints, including: conflict coaching, facilitated conversation and mediation.
• Maintaining confidential records of informal complaints lodged in accordance with the Policy.