Nova Scotia Community College
PA-7: Support for Underrepresented Groups

NSCC values a respectful learning and working environment. We all share the responsibility to treat each other, and those who enter the College, with respect and consideration. This policy ensures shared understanding and expectations of how the College defines safe and positive behaviours in the learning and working environment.
The College will endeavour at all times to provide an environment that is supportive of learning and working and of the equitable treatment of all members of its community. NSCC is committed to:
1. Recognize the dignity and worth of every person and every member of the College community and their right to be free from bullying, discrimination and harassment.
2. Enable early communication, education and awareness of expected behaviours as well as unacceptable behaviours and the shared responsibility of students and employees to maintain a positive and civil community.
3. Prevent bullying, discrimination and harassment.
4. Provide collaborative, efficient, clear and timely approaches for dealing with concerns that arise out of this Policy.
5. Build a healthy learning and working environment by improving and restoring relationships and community.
6. Take reasonable precautions to maintain confidentiality, to the greatest extent possible, in the resolution of concerns raised through the Respectful Community Policy.

https://www.nscc.ca/about/publications/policies-procedures/policies/respectful-community-policy.asp

In response to concerns under this policy, the College’s intention is to be restorative in approach and outcomes as appropriate. The purpose of a restorative approach is to build a healthy learning and working environment by improving and restoring relationships between people and community. Restorative practices are used to foster a respectful learning and working environment by strengthening relationships between people and the community they share.

In addition to our Respectful Community Policy, the College has a number of other policies and procedures that help create a shared understanding and set expectations of community members:
Employee code of conduct
Student community standards
Safe disclosure policy
Campus housing community standards
Sexual Violence Policy

Through the office of Human Rights, Equity and Inclusion, staff are available to provide the following supports:
• Promote an environment that's welcoming and inclusive by supporting a respectful community that’s free from sexual violence, racism, discrimination and harassment.
• Encourage open dialogue on complex issues related to race, class, ability, gender, sexual orientation, privilege and other dimensions of equity.
• Create safer spaces that invite participation, encourage the sharing of stories and the voicing of larger societal contexts.
• Lead NSCC’s sexual violence prevention and education efforts and response to incidents of sexual violence.
• Provide guidance on the evaluation of risk, interpretation of policy and conflict competent resolution of concerns.
• Provide a spectrum of interest-based, restorative, culturally responsive conflict resolution options to resolve concerns.


The College is committed to fostering and promoting a respectful workplace and learning environment as expressed in the Respectful Communities (Discrimination & Harassment) Policy (the “Policy”). The College will use reasonable efforts to resolve complaints or violations of the Policy of which it is aware and to restore the working or learning environment. These General Procedures apply to all Complaints.

Specific Procedures governing Informal and Formal Proceedings are set out in the PDF attached. Consideration of the response protocol give consideration to confidentiality, support through out the process, retaliation and temporary measures taken.

Supported Approach
a) When a concern raised under this policy may be high risk and/or require more significant
support or fact-finding, the individual raising the concern or, in the case of concerning
behaviour(s) in a class or work setting, the Faculty, Academic Chair or Manager must
contact:
i. Student Services (for concerns involving only students);
ii. Human Resources (for concerns involving any employee) or;
iii. Office of Diversity & Inclusion (for concerns involving either students or
employees) for additional guidance.
b) In these circumstances, Managers, Student Services (for students), Human Resources
(for employees) or Respectful Communities Consultants (students and employees) can
provide support in documenting information required to ensure the College has all the
information needed to review the concern.
c) Considerations may include a number of factors including but not limited to:
i. Does the concern fall under other related College policies or codes of conduct?
ii. Is the concern unlawful, a violation of human rights or have other legal
considerations?
ii. Is there a risk to safety, health and/or wellness?
iv. What social dynamics and relationships need to be considered?
v. Is the concern complex and/or multifaceted?
vi. What is the impact on individuals and community?
vii. What are the privacy and confidentiality considerations?
d) Supported approaches include options that range from more relational (e.g. conflict
coaching, mediation) to more administrative (e.g. shuttle diplomacy, fact-finding) in
nature. Relational options focus on connection, participation, and developing,
maintaining and restoring positive relationships. The more administrative options are
less flexible and may have less emphasis placed on relationships as part of the
process. Some (e.g. fact-finding) are very structured with little input from those
involved, with potential outcomes determined by the College.
Led by Student Services (students), Human Resources (employees) and/or the Office of
Diversity and Inclusion (students and employees)

NSCC’s Employment Equity Policy states its commitment to equitable recruitment and selection processes. Nova Scotia Community College (NSCC) is committed to principles of diversity and inclusion because it enriches the College and nurtures a culture of excellence. A diverse College community inspires innovation and excellence in teaching, and learning, engagement and performance.

NSCC’s three collective agreements have provisions that allow for the designation of positions as being available to applicants who self-identify as being from designated underrepresented groups for the purpose of ensuring that employees have a fair and equitable opportunity to participate in and take advantage of all aspects of their employment experience.

'The College shall cultivate diversity by implementing proactive initiatives in order to increase the representation of designated group members at the College. The College may designate up to ten (10) competitions per academic year for positions in the (Faculty) bargaining unit for members of diverse groups (African-Nova Scotians, aboriginal peoples, other racially visible persons, persons with disabilities, and women in teaching assignments in which women have been traditionally under-represented at the College.'

'The College may designate up to two (2) competitions per academic year for positions in the (Professional Support) bargaining unit for members of diverse groups (African-Nova Scotians, aboriginal peoples, other racially visible persons, persons with disabilities, and women in assignments in which women have been traditionally under-represented at the College.'

'... during each fiscal year (April 1 - March 31) the College may designate up to seven (7) competitions for vacant positions in the (Operational Support) bargaining unit for members of diverse groups (African-Canadians, aboriginal peoples, other racially visible persons, persons with disabilities, and women).'
The College has a comprehensive Employment Equity Plan in place and is a participant in the Federal Contractors Program which holds the College to a high standard of progress in terms of equitable representation in its workforce.

NSCC’s School of Access, Education and Language is a champion for Educational Equity and creates pathways that builds capacity within industries and communities. The School helps to lead the work for creating a new way forward for Nova Scotians to access programming that is flexible, relevant and inclusive to improve educational attainment and labour market attachment for all members of our diverse communities.

The School of Access, Education and Language is home to over 2,000 learners and a variety of programing. Those specifically targeting the recruitment and education of learners from underrepresented groups include:
Adult Learning Program (Adult High School Diploma for Adults (19 years of age or older and out of High School for 1 or more years) who did not complete High School),
Adult Learning Program – Africentric Learning Option
Achieve (Transition program for young adults with cognitive disabilities),
Limitless (formally incarcerated individuals), and
Poqji-kina'masulti'kw tel-kina'mujik mijua'ji'jk (Mi'kmaw Early Childhood Education)

The School of Access also includes the Irving Shipbuilding Centre of Excellence which provides training and bursaries for Indigenous and Black students, and women in non-traditional occupations entering the shipbuilding professions.

Women Unlimited programming assists women with barriers to employment by exploring, preparing, obtaining and maintaining employment in the trades and technology fields.

Advising for Indigenous Students - NSCC Indigenous Supports advisors are a resource for students of First Nation, Metis and Inuit descent. Advisors work with the campus community to offer prospective and current students culturally specific supports, as well as host Indigenous Student gatherings, cultural events, and other culturally relevant activities.

Advisors introduce indigenous learners to resources on campus and in the community, offer help with the College application process, support career planning and learning choices, assist with tutor-matching, provide information and guidance on applying for bursaries and scholarships, connect with funding agencies, identify possible funding sources (including emergency supports) provide connections with other Indigenous learners and promote events and experiences that honour and celebrate Indigenous heritage.

Advising for African Canadian/African Nova Scotia Students - NSCC African Canadian Supports advisors work with the campus community to offer prospective and current students culturally specific supports, as well as host African Canadian student gatherings, cultural events, and other culturally relevant activities. The African Canadian Supports Advisors provide similar supports as the Indigenous Supports Advisors except specifically serving African Canadian students through an Afrocentric philosophy and promoting events and experiences that honour and celebrate African heritage.

Supports for Student with Disabilities – Student Accessibility Specialists support students with a learning, physical, mental, sensory or chronic disability, with customized accommodation planning and other supports.
Student Accessibility Specialists:
- Find ways to address barriers
- Request academic accommodations
- Use assistive technology to read textbooks, write papers and study
- Access tutoring or note-taking
- Obtain electronic textbooks
- Apply for funding for disability-related equipment or services
- Arrange physical access to NSCC buildings, classrooms, learning spaces and equipment
- Explore additional resources on campus and in the community
- Support students to self-advocate

Women Unlimited programming assists women with barriers to employment by exploring, preparing, obtaining and maintaining employment in the trades and technology fields.

Counselling and 24 hour support is available to all employees including those from underrepresented groups through the College’s Employee and Family Assistance Program.

NSCC has established several Employee Resource Networks (ERN) which provide an avenue for peer support for employees who self-identify as community members. Established networks include:
2SLGBTQ+ ERN
African/Black Nova Scotian ERN
Indigenous ERN
People of Colour ERN
Persons with Disabilities ERN

The Office of Human Rights, Equity and Inclusion leads and supports various educational and awareness activities that highlight the value and importance of diversity, equity, inclusion, and the promotion of a respectful working and learning environment throughout the College. The development of recent complementary roles and initiatives include: establishing an Executive Director, Human Rights, Equity and Inclusion, hiring a Senior Advisor, Persons with Disabilities and 2SLGBTQ+ to join the Senior Advisor, Mi’kmaq and Indigenous Initiatives and Senior Advisor, Black Nova Scotian Initiatives; and adding leads for Sexual Violence Prevention and Response and Respectful Communities.

The Senior Advisor, Mi'kmaq and Indigenous Initiatives is accountable for the development, coordination, monitoring, and evaluation of NSCC's Mi'kmaq and Indigenous Strategy. The position supports Mi'kmaq First Nation members and other Indigenous employees & learners, works to foster partnerships with Indigenous communities and advances Mi’kmaq and Indigenous education and reconciliation initiatives. The newly hired Senior Advisor, Persons with disabilities and 2SLGBTQ+ spearheads the College’s response to Access by Design 2030, the provincial framework on achieving the goal of a fully accessible province.

Services available through the Office Human Rights, Equity and Inclusion (HREI) include offering advice, education, promotion of activities, events and observances and professional services related to accessibility, diversity, equity, inclusion and conflict resolution. The office works collaboratively with Human Resources to promote Employment Equity as we strive to eliminate inequities experienced by equity-seeking groups in relation to employment at the College. There is a renewed commitment at NSCC to enhance hiring processes, interview practices, and modify community engagement approaches for developing talent pools for all areas of the College. Several enhancements to recruitment and selection processes have been implemented. Further, Human Resources and the Office of HREI offer training sessions to all hiring managers on Employment Equity, as well as Unconscious Bias and Cultural Competence in hiring.

https://nscc.sharepoint.com/services/Pages/Respectful-Community-Policy-and-Procedure.aspx

https://www.nscc.ca/about/publications/policies-procedures/policies/educational-equity-policy.asp