| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 45.28 |
| Liaison | Cynthia Philippe |
| Submission Date | May 12, 2021 |
Université du Québec à Montréal
PA-6: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
0.00 / 1.00 |
Cynthia
Philippe Sustainability advisor Service du développement organisationnel |
"---"
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:
1.A quantitative analysis exercise led to a workforce portrait that shows under-representation of First Nations people, visible minorities, ethnic minorities and persons with disabilities. This exercise is based on self-identification statistics collected in June 2020 and concluded with the adoption of an action plan. The sub-representations describe the gap between the availability rate of a group within the recruitment pool, and their representation at UQAM. Targets are set by the Quebec Human Rights and Youth Rights Commission based on the availability rate of each group by job category. The availability rate used is based on Canadian census statistics, in particular on the graduation rate and the number of people in the labor market by job category, within the UQAM recruitment pool. This pool includes the province of Quebec for demanding PhD positions or more.2. A consultation process with faculty (in 2018-2019) as well as consultations with students (in 2019-2020) led to the adoption of recommendations to make education more inclusive at school. 'UQAM. (Reference framework = Brodeur and UNESCO report)
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?:
No
Does the assessment process address student outcomes related to diversity, equity and success?:
No
Does the assessment process address employee outcomes related to diversity and equity?:
No
A brief description of the most recent assessment findings and how the results are used in shaping policy, programs, and initiatives:
Results of the assessment with the objectifs of the action plan
Taget group UQAM representation Under representation UQAM objectif (gap)
Women : 2'246 women 5 women 3/5
Indigenous : 9 people 17 people 7/17
Visible minorities : 289 people 619 people 203/619
Ethnic minorities : 147 people 316 people 97/316
People with disabilities : 61 people 119 people 39/119
Next steps
- When revising policies, UQAM advocates an inclusive approach involving consultation with members of the university community.
- Set up a twinning project for UQAM staff members, in particular people from target groups or groups victims of employment discrimination. The pairings would take place at different times in a professional career, either: upon arrival at UQAM, upon returning from a prolonged absence (sick leave, maternity leave, disability, etc.) or even during projects. specials aimed at developing new skills.
- Improve practices that promote the reception and integration of new employees and new assignments.
- The trainings mentioned will cover in particular:
- prejudices concerning the five target groups and certain other groups victims of
discrimination in the workplace;
- unconscious biases and how these can become a systemic obstacle in the selection process.
Taget group UQAM representation Under representation UQAM objectif (gap)
Women : 2'246 women 5 women 3/5
Indigenous : 9 people 17 people 7/17
Visible minorities : 289 people 619 people 203/619
Ethnic minorities : 147 people 316 people 97/316
People with disabilities : 61 people 119 people 39/119
Next steps
- When revising policies, UQAM advocates an inclusive approach involving consultation with members of the university community.
- Set up a twinning project for UQAM staff members, in particular people from target groups or groups victims of employment discrimination. The pairings would take place at different times in a professional career, either: upon arrival at UQAM, upon returning from a prolonged absence (sick leave, maternity leave, disability, etc.) or even during projects. specials aimed at developing new skills.
- Improve practices that promote the reception and integration of new employees and new assignments.
- The trainings mentioned will cover in particular:
- prejudices concerning the five target groups and certain other groups victims of
discrimination in the workplace;
- unconscious biases and how these can become a systemic obstacle in the selection process.
Are the results of the most recent structured diversity and equity assessment shared with the campus community?:
No
A brief description of how the assessment results are shared with the campus community:
UQAM is subject to the Act respecting equal access to employment. This law aims for equitable representation of groups that are frequently victims of discrimination, namely women, Aboriginal people, visible minorities, ethnic minorities and persons with disabilities.
In order to meet its legal obligations, UQAM must report periodically to the Commission des droits de la personne et des droits de la jeunesse as well as implement an Equal Access to Employment Program (https: // www .cdpdj.qc.ca / fr / our-services / activities-and-services / more-about-access-legal-employment-programs).
On August 14, 2020, UQAM submitted a report to the Commission and undertook to implement a series of measures aimed at supporting equal access to employment. These actions are described in the attached document and include feedback received from unions and professional associations last summer.
The results are communicated through the various communication channels:
- UQAM news: https://www.actualites.uqam.ca/2020/equite-diversite-et-inclusion-dans-les-chaires-de-recherche-du-canada
- Email communications to the university community
- Specific communication with the employees unions and associations
- EDI website: www.edi.uqam.ca
In order to meet its legal obligations, UQAM must report periodically to the Commission des droits de la personne et des droits de la jeunesse as well as implement an Equal Access to Employment Program (https: // www .cdpdj.qc.ca / fr / our-services / activities-and-services / more-about-access-legal-employment-programs).
On August 14, 2020, UQAM submitted a report to the Commission and undertook to implement a series of measures aimed at supporting equal access to employment. These actions are described in the attached document and include feedback received from unions and professional associations last summer.
The results are communicated through the various communication channels:
- UQAM news: https://www.actualites.uqam.ca/2020/equite-diversite-et-inclusion-dans-les-chaires-de-recherche-du-canada
- Email communications to the university community
- Specific communication with the employees unions and associations
- EDI website: www.edi.uqam.ca
Are the results (or a summary of the results) of the most recent structured diversity and equity assessment publicly posted?:
No
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:
Action plan + assessment : https://edi.uqam.ca/wp-content/uploads/sites/135/PlanActionEDI_CRC_UQAM_2020-11-30.pdf
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.