Overall Rating Silver
Overall Score 54.27
Liaison Stephanie MacPhee
Submission Date Dec. 9, 2020
Executive Letter Download

STARS v2.1

Ryerson University
PA-6: Support for Underrepresented Groups

Status Score Responsible Party
Complete 2.00 / 3.00
"---" indicates that no data was submitted for this field

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

The non-discrimination statement, including the website URL where the policy is publicly accessible:

Discrimination and Harassment Prevention Policy can be found here: https://www.ryerson.ca/policies/policy-list/dhp-policy/

Discrimination and Harassment Prevention Policy -
Ryerson University is committed to fostering a collegial study and work milieu that is free of discrimination and harassment and one in which all individuals are treated with respect and dignity. Every member of the Ryerson University Community has a right to equal treatment with respect to employment and with respect to the receipt of education services and related services and facilities without discrimination or harassment on the basis of the following grounds: rce, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity and gender expression, age, record of offences, marital status, family status, and disability.

A right to freedom from discrimination and harassment is also infringed where someone is treated unequally because she/he is in a relationship, association or dealing with a person or persons identified by a prohibited grounds of discrimination.

Discrimination and harassing behaviours are offensive, degrading and illegal. Every member of the Ryerson University Community is responsible for creating an environment which is free of discrimination and harassment. Individuals acting on their own and/or on behalf of the University and the University itself can be held responsible under this Policy and in law for discriminatory and harassing acts. Those found to have engaged in such conduct on the basis of a prohibited ground will be subject to discipling. Those found to have been harassed or discriminated against on the basis of a prohibited ground will be entitled to a remedy.


Does the institution have a discrimination response protocol or committee (sometimes called a bias response team) to respond to and support those who have experienced or witnessed a bias incident, act of discrimination or hate crime?:
Yes

A brief description of the institution’s discrimination response protocol or team (including examples of actions taken during the previous three years):

Rather than having a response protocol or team, Canadian universities have Human Rights Offices that handle any bias type of offense that is in violation of the Human Rights Code for that specific Canadian province.

At Ryerson, Human Rights Services (HRS) works with members of the Ryerson community to prompt a study, work and living environment free of discrimination and harassment. Our services are available to all members of the Ryerson community including students, staff, faculty and visitors.

Human Rights Services provides free and confidential complaint resolution services for students, staff, faculty and other Ryerson members based on the Discrimination and Harassments Prevention Policy and Sexual Violence Policy.

Human Rights Services manage all human rights inquiries, consultations, investigations and alternative resolutions:
Provide information about the options available to address human rights concerns such as consultation, conciliation and investigation.
Offer free and confidential complaint resolution services for human rights and sexual violence issues. When a concern does not fall within our jurisdiction, we will refer you to the appropriate services.
Conciliation through mediation is available when parties involved agree that an alternate resolution is possible and preferable to an investigation.
Investigation of complaints where appropriate, including a written report to the decision-maker.
Education is available through core and customized workshops, seminars and speakers to promote awareness of human rights issues, the law, and the rights and responsibilities of all members of the Ryerson community.
Support and referral are provided in situations involving sexual harassment, sexual assault and as requested.


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

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

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

A brief description of the institution’s programs to recruit students, staff and/or faculty from underrepresented groups:

Transition Foundations Program
The Transition Foundations Program is a part-time program designed to facilitate a pathway to post-secondary education for mature learners (21+).

Veterans Transition to Education (VTE)
The VTE program provides academic and non-academic peer assistance to the veteran community and currently serving soldiers.

Aboriginal Foundations Program
The program is designed for Aboriginal community members who seek to broaden their opportunities towards academic success.

Ryerson University Now (RUN) Program
The RUN Program aims to encourage high school students and community members to participate in post-secondary education by offering them a credit course from The Chang School.
There is also the Canada Research Chairs Program, Dimensions and Aboriginal Faculty related initiatives that have recently been put in place to increase the recruitment of Aboriginal, Women, Racialized employees, Persons with Disabilities and 2SLGBTQ+ to academic positions.

For staff positions, the Ryerson Aboriginal Work program has been developed to recruit more Indigenous employees among the non-academic staff.


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

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

Does the institution have mentoring, counseling, peer support or other programs to support faculty from underrepresented groups on campus?:
Yes

A brief description of the institution’s programs to support students, staff and/or faculty from underrepresented groups:

Ryerson has a variety of Community Networks across the campus that give visibility to a diversity of voices and create inclusive spaces to address barriers and foster community engagement. The Networks include Employees with Disabilities, Immigrant Employees, Latino/Hispanic Network, Positive Space for 2SLGBTQ+ employees, and Aboriginal Employees.
More information can be found here: https://www.ryerson.ca/equity/community-networks-and-committees/

Some examples:
Black Faculty and Staff Community Network - Ryerson’s Black Employee Community Network is made up of faculty and staff who self-identify as Black. Their mandate is to foster mutual support for our members. Through mentorship and networking, they work to provide an organized support system that will enhance the academic mission and cultural diversity at the university. The network’s purpose is to: create an open environment where issues of inequity and injustice can be identified, challenged and discussed; support the recruitment, retention, providing academic excellence, and facilitating the graduation of Black students; and promote the professional development and career advancement of Black faculty and staff expand and strengthen relationships of Black faculty and staff.

Immigrant Employees Community Network - The Immigrant Employees Community Network includes Ryerson faculty and staff who self-identify as immigrants. Members bring a range of diverse perspectives and experiences of living and working as immigrants in Canada. Their goal is to create a network for Ryerson employees who self-identify as an immigrant to gather and share relevant information, and support each other. The group meets on a regular basis on a range of topics determined by member interest, including but not limited to: providing peer support and mentoring; identifying and sharing useful resources and tools; collaborating with and accessing other community network groups and experts on issues of common interest and concern. This is an employee-driven group made of faculty and staff members who function as a steering body with various working groups which develop the mandate, goals, and events of the network.

Muslim Employee Community Network - The Ryerson Muslim Employee Community Network is a group of Ryerson University employees who identify as Muslim, working together to foster an environment of mutual respect and awareness. Through their community networking, they provide an organized support system to members of the Muslim community. Their goal is to support employees who self-identify as Muslim by: consulting on and creating awareness around inequities facing Muslim community members; providing a safe space to discuss issues; holding events open to the wider Ryerson community; and connecting with other community networks on common and intersecting issues

As part of the Black History Awareness series at Ryerson, the Viola Desmond Awards showcases talent from students, staff and faculty while raising awareness of the diverse and often little-known stories and contributions of past and present Women of African descent in Canada.
https://www.ryerson.ca/equity/initiatives/viola-desmond/

Our series, Soup and Substance, aimed at discussing equity, diversity and inclusion topics that impact under-represented groups, faculty, staff and students on campus. Winter semester 2020, we engaged in conversation with powerful women at Ryerson who are demonstrating a commitment to the principles of social justice, allyship and innovation. In April 2020, we held a session titled “Handling the Glass Cliff: Women and leadership during uncertain times (virtual panel discussion)”. Panelists discussed strategies and tools they are employing to lead during the COVID-19 pandemic and shared insights into the pressures they face as women when the stakes are high. They also discussed the glass cliff, a phenomenon in which women are more likely to be appointed to precarious leadership roles in times of crisis or economic downturn whereas their male counterparts are appointed to stable and high-performing organizations.

Ryerson Aboriginal Student Services - also known by its acronym R.A.S.S. - provides a culturally supportive environment to promote academic excellence and serves as a place to balance academic learning with traditional teachings and culture.
The role of our office is to provide specialized services for First Nations, Metis and Inuit students on campus and to develop a mutually productive relationship between Ryerson and the Aboriginal Community.

Access Ryerson is Ryerson’s campus-wide accessibility initiative with the goal of identifying, removing and preventing barriers to inclusion for persons with disabilities, faculty, staff and students. It has as its foundation a set of principles and values which underpin it and guide the work that it does.


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?:
No

A brief description of the institution’s programs to support and prepare students from underrepresented groups for careers as faculty members:

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Does the institution produce a publicly accessible inventory of gender-neutral bathrooms on campus?:
Yes

Does the institution offer housing options to accommodate the special needs of transgender and transitioning students?:
Yes

The website URL where information about the programs or initiatives is available:
Additional documentation to support 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 and complete the Data Inquiry Form.