Toronto Metropolitan University
PA-7: Support for Underrepresented Groups

The main TMU “non-discrimination” statement is in the Discrimination and Harassment Prevention Policy, as follows: Toronto Metropolitan 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 TMU 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: · Race · 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 · Disability * The protection for record of offences applies only in the area of employment. 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 ground of discrimination. Discriminatory and harassing behaviours are offensive, degrading and illegal. Every member of the Toronto Metropolitan 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 discipline. Those found to have been harassed or discriminated against on the basis of a prohibited ground will be entitled to a remedy. URL: https://www.torontomu.ca/policies/policy-list/dhp-policy/

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 TMU, Human Rights Services (HRS) works with members of the TMU community to prompt a study, work and living environment free of discrimination and harassment. Our services are available to all members of the TMU community including students, staff, faculty and visitors. Human Rights Services provides free and confidential complaint resolution services for students, staff, faculty and other TMU 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 TMU community. Support and referral are provided in situations involving sexual harassment, sexual assault and as requested. The process for dealing with complaints of discrimination and harassment is documented online and there is a link from the policy to the process. This web page also has links to supports available for employees and students. https://www.torontomu.ca/humanrights/complaint-resolution-process/discrimination-harassment/#:~:text=Overview%20of%20the%20process,the%20process%20will%20be%20initiated.

The Registrar’s Office works with Faculties and academic departments and schools to recruit students from under-represented groups. These are tailored based on under representation in specific programs and Faculties and established partnerships. There are also specific programs, such as the Faculty of Engineering and Architectural Science outreach programs with kids, parents and teachers from grade 3 onwards, seeking to create a broader pool of potential TMU engineering students. OVPECI and the Office of the Vice Provost Faculty Affairs (OVPFA)work to integrate EDI into the hiring process for academic staff including through education of members of hiring committees, including on dealing with implicit biases, and tools such as the Guide to Hiring Diverse Faculty. In addition, OVPECI and OVPFA work together to incorporate EDI into collective agreement provisions (such as the requirement for an equity representative on hiring committees), including those related to hiring, and jointly established applicant diversity self-identification, and how that information is used in the hiring process. For non-academic staff, there is also applicant diversity self-identification, established jointly with OVPECI and HR, along with protocols for how to use the information in the hiring process. Human Resources Talent Acquisition staff also develop tailored outreach recruitment strategies and actions based on specific data on underrepresentation. 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. TMU University Now 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 TMU Aboriginal Work program has been developed to recruit more Indigenous employees among the non-academic staff.

TMU 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.torontomu.ca/equity/community-networks-and-committees/ Some examples: Black Faculty and Staff Community Network - TMU’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 TMU 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 TMU 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 TMU Muslim Employee Community Network is a group of TMU 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 TMU community; and connecting with other community networks on common and intersecting issues As part of the Black History Awareness series at TMU, 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.torontomu.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 TMU 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. TMU 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 TMU and the Aboriginal Community. Access TMU is TMU’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.

https://www.torontomu.ca/housing/future-students/applying/all-gender/ https://www.torontomu.ca/equity/community-networks-and-committees/