| Overall Rating | Silver |
|---|---|
| Overall Score | 51.59 |
| Liaison | Maria Mendes |
| Submission Date | Aug. 4, 2022 |
Red River College Polytechnic
PA-6: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
"---"
indicates that no data was submitted for this field
Has the institution engaged in a structured assessment process during the previous three years to improve diversity, equity and inclusion on campus?:
Yes
A brief description of the assessment process and the framework, scorecard(s) and/or tool(s) used:
In fall 2019, RRC Polytech launched the Equity, Diversity and Inclusion (EDI) Strategy that provided an overarching framework for the College to support the expansion and embedding of diversity and inclusion practices into our College culture and catalyze change. The strategy laid out the five EDI pillars to focus future work on - Recruitment and Selection, Training and Development, Retention and Engagement, External Partnerships and Outreach, and Student Success - as well four key deliverables for 2019-2022: Execute Self-Identification Campaign, Analyze staff and student diversity, demographical data, Launch the design of EDI Action Plans for the college, and Establish regular reporting of progress – for both EDI and Accessibility Action Plans.
Later in 2019, a campaign invited all staff and students to self-identify as belonging to one or more designated groups, including women, racialized persons, Indigenous peoples, and persons with a disability. The data gathered provided a consistent baseline for metrics and reporting.
In 2020, RRC Polytech established the Diversity Champions Network, made up of employees from across RRC who bring different backgrounds, perspectives, and thought-provoking questions to the table. Passionate about EDI, the Diversity Champions serve both an operational and advisory role in helping shape our corporate and departmental strategies. Each Diversity Champion supports an area at the College that either falls under an Executive Director or Dean and serves as a resource for staff in that area. They’ve also provided feedback on some of the EDI-related training developed at the College and are advocates for inclusion, always bringing up any concerns, gaps, or needs they observe at the College that they feel can be resolved.
In 2021, in order to transparent, accountable for this data, and to define benchmarks, RRC Polytech shared our analyzed employee equity data with staff for the first time. Having this data shows where gaps may exist and helps determine how strategies can be developed to address any concerns.
Also in 2021, the RRC Polytech EDI Corporate Action Plan, an evolving document that is updated annually to report on the progress the College has made. The plan is publicly available on the RRC Polytech Staff Forum and includes objectives within each of the five EDI Pillars are identified and include targeted results and progress updates.
During 2021, the Diversity Champions supported their department/program area leaderships teams as they developed departmental action plans around the five-pillars of the EDI Strategy and identified specific actions they will take throughout 2022 to advance EDI within and across all our campuses. Each Department Action Plan is shared publicly on the RRC Polytech Staff Forum and progress is being tracked.
Later in 2019, a campaign invited all staff and students to self-identify as belonging to one or more designated groups, including women, racialized persons, Indigenous peoples, and persons with a disability. The data gathered provided a consistent baseline for metrics and reporting.
In 2020, RRC Polytech established the Diversity Champions Network, made up of employees from across RRC who bring different backgrounds, perspectives, and thought-provoking questions to the table. Passionate about EDI, the Diversity Champions serve both an operational and advisory role in helping shape our corporate and departmental strategies. Each Diversity Champion supports an area at the College that either falls under an Executive Director or Dean and serves as a resource for staff in that area. They’ve also provided feedback on some of the EDI-related training developed at the College and are advocates for inclusion, always bringing up any concerns, gaps, or needs they observe at the College that they feel can be resolved.
In 2021, in order to transparent, accountable for this data, and to define benchmarks, RRC Polytech shared our analyzed employee equity data with staff for the first time. Having this data shows where gaps may exist and helps determine how strategies can be developed to address any concerns.
Also in 2021, the RRC Polytech EDI Corporate Action Plan, an evolving document that is updated annually to report on the progress the College has made. The plan is publicly available on the RRC Polytech Staff Forum and includes objectives within each of the five EDI Pillars are identified and include targeted results and progress updates.
During 2021, the Diversity Champions supported their department/program area leaderships teams as they developed departmental action plans around the five-pillars of the EDI Strategy and identified specific actions they will take throughout 2022 to advance EDI within and across all our campuses. Each Department Action Plan is shared publicly on the RRC Polytech Staff Forum and progress is being tracked.
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?:
Yes
Does the assessment process address student outcomes related to diversity, equity and success?:
Yes
Does the assessment process address employee outcomes related to diversity and equity?:
Yes
A brief description of the most recent assessment findings and how the results are used in shaping policy, programs, and initiatives:
Each Departmental Action Plan has identified departmental-specific objectives and actions for each of the five EDI Pillars (Recruitment and Selection, Training and Development, Engagement and Retention, External Partnerships and Outreach, and Student Success) outlined in the EDI Strategy. The objectives were developed by department/program area leadership teams, with support from their Diversity Champions, based most recent findings.
The Corporate and Departmental Action Plans are living documents that will continue to evolve as more objectives are met and more information is available from data from staff and student assessment processes.
The Corporate and Departmental Action Plans are living documents that will continue to evolve as more objectives are met and more information is available from data from staff and student assessment processes.
Are the results of the most recent structured diversity and equity assessment shared with the campus community?:
Yes
A brief description of how the assessment results are shared with the campus community:
In 2021, in order to transparent, accountable for this data, and to define benchmarks, RRC Polytech shared our analyzed employee equity data with staff for the first time. Information went out in All Staff News and blog posts and the is shared publicly on the RRC Polytech Staff Forum.
https://www.rrc.ca/staff/resources/diversity/employment-equity/equity-data/
In addition, progress towards the EDI Corporate Action Plan and the EDI Departmental Action Plans are shared publicly on the RRC Polytech Staff Forum.
- EDI Corporate Action Plan: https://www.rrc.ca/staff/resources/diversity/equity-diversity-and-inclusion-strategy/corporate-plan/
- EDI Departmental Action Plans: https://www.rrc.ca/staff/resources/diversity/equity-diversity-and-inclusion-strategy/departmental-action-plans/
https://www.rrc.ca/staff/resources/diversity/employment-equity/equity-data/
In addition, progress towards the EDI Corporate Action Plan and the EDI Departmental Action Plans are shared publicly on the RRC Polytech Staff Forum.
- EDI Corporate Action Plan: https://www.rrc.ca/staff/resources/diversity/equity-diversity-and-inclusion-strategy/corporate-plan/
- EDI Departmental Action Plans: https://www.rrc.ca/staff/resources/diversity/equity-diversity-and-inclusion-strategy/departmental-action-plans/
Are the results (or a summary of the results) of the most recent structured diversity and equity assessment publicly posted?:
Yes
The diversity and equity assessment report or summary (upload):
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Website URL where the diversity and equity assessment report or summary is publicly posted:
Optional Fields
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
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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.