|Submission Date||May 12, 2021|
Universite du Quebec a Montreal
PA-7: Support for Underrepresented Groups
|1.42 / 3.00||
Service du développement organisationnel
Does the institution have a publicly posted non-discrimination statement? :
The non-discrimination statement, including the website URL where the policy is publicly accessible:
UQAM's institutional policies focus on harassment prevention rather than discrimination. However, the legal definition of harassment in Québec includes discriminatory harassment.
UQAM have a interethnic relations policy. The University wish to denounce, through this policy, racist behavior and condemn and fight direct or systemic discrimination as well as harassment based on origin, skin color, religion, culture or ethnic affiliation. Link : https://instances.uqam.ca/wp-content/uploads/sites/47/2018/05/Politique_no_28.pdf The University wishes to denounce, through this policy, racist behavior, condemn and combat direct or systemic discrimination as well as harassment based on origins, skin color, religion, culture or ethnicity.
We also have a non-discrimination statement is in the "Charte des droits et responsabilités des étudiantes et des étudiants de l'UQAM" (translation : Charter of Rights and Responsibilities of UQAM Students). Link : https://instances.uqam.ca/wp-content/uploads/sites/47/2017/06/Charte_droits_%C3%A9tudiants.pdf. In the principles section, we find the following right: Students have the right to the recognition and exercise, in full equality, of human rights and freedoms, without distinction, exclusion or justified preference, among others , on race, color, sex, sexual orientation, age, religion, political beliefs, ethnic or national origin, social condition, disability or the use of a means to alleviate this handicap (3rd paragraph).
As explained at the start of this section, in Québec, the legal definition of harassment in Québec includes discriminatory harassment, UQAM have a policy on respect for people, prevention and intervention in harassment. Link : https://instances.uqam.ca/wp-content/uploads/sites/47/2018/05/Politique_no_42.pdf. The University recognizes that all members of the university community
the right to be treated with dignity, fairness and mutual respect. All of them are susceptible to harassment. The University recognizes that the majority of harassment is directed at certain groups. These include women, more particularly when their experience is at the intersection of several forms of discrimination, people from sexual or gender minorities, racialized or racialized communities, Aboriginal communities, students, international students, as well as people with disabilities. The University therefore undertakes to take their specific needs into account. No reprisals or implicit or explicit threats of reprisals are tolerated against anyone who has consulted the Harassment Intervention and Prevention Office, obtained services there or contributed to this service offering by having filed a complaint or having been involved in handling a complaint. No form of bullying, whether in person, on social media or otherwise, is tolerated. The University will take the necessary measures, including any disciplinary or administrative procedure or appropriate sanction under applicable regulations, against any person who has committed or attempted to commit an act of retaliation or intimidation.
UQAM have a Student with disabilities welcoming and support policy. By this policy, the University recognizes, in full equality of opportunity, without discrimination or privilege, to students with disabilities, the right to benefit from all the resources of the campus and of the university community, in particular, educational, administrative and human resources to ensure the success of their study projects, under the best possible conditions. The exercise of this right is, moreover, dependent on the regulatory framework governing all of the University's activities. Link : https://instances.uqam.ca/wp-content/uploads/sites/47/2018/05/Politique_no_44.pdf
Does the institution have a discrimination response protocol or committee (sometimes called a bias response team)?:
A brief description of the institution’s discrimination response protocol or team:
The University wants to ensure that it supports, advises, accompanies and directs, adequately and diligently, people who are victims, witnesses or informed of situations relating to sexism, sexual violence and harassment (including discriminatory harassment). ). To achieve this objective, the UQAM Intervention and Prevention Office (BIPH) has a mandate to provide the university community with consultations, services, training, advice and awareness (https://harcelement.uqam.ca/interventions/traitement-des-situations/).
We have several administrative units that can support members of our university community living through these difficult situations (harassment, sexual assault, discrimination, etc.) or who were witnesses.
On the front line, we have the teams of security guards are also trained resource persons who can come to the aid of a person who has suffered of intimidation, harassment, discrimination or who has been sexually assaulted or who were witnesses. We also have all the members of the academic teams working in collaboration with the students as well as the members of human resources, unions and associations in collaboration with the employees. This first line has been trained and knows where the services are located to properly support people who have experienced bullying, harassment, discrimination or sexual assault or who were witnesses. The ombudsman is also a gateway to support people who have suffered these types of harassment or who were witnesses (https://protectriceuniversitaire.uqam.ca/). As UQAM is a city within a city, these multiple stakeholders make it easier to listen to community members and help them than a single front door with a single schedule.
The Harassment Intervention and Prevention Office is a major stakeholder in victim assistance. Their team is made up of the director of the unit, two counselors in prevention and resolution of harassment and sexual violence and a management assistant.
These four people support the victims in an accompaniment consisting of :
- or/and guiding
according to the needs and priorities expressed by the requesting person, as well as assisting her/him in the processes to be undertaken in order to prevent or put an end to a situation of harassment, sexism, discrimination or sexual violence (https://harcelement.uqam.ca/interventions/traitement-des-situations/). See the diagram in the attached file.
In addition, when the team is insufficient (outside office hours or heavy cases), the Center for assistance and the fight against sexual assault comes to help in cases of sexual assault by providing a reception and psychosocial care to detect, intervene or refer victims of sexual assault, sexual assault in a crisis; to provide immediate contact with a worker to people making a new request; assess the needs of customers wishing to follow up; as well as meeting the information and support needs of relatives of victims, it is a front-line service to better support victims, especially in crisis situations (http://rqcalacs.qc.ca/calacs.php).
Through its training offer, the BIPH aims to raise awareness and thus contribute to prevention. The Office of Intervention and Prevention in Harassment also provides intervention services such as support, awareness, facilitation, mediation, accommodation or provisional measures, restorative justice, intervention in the environment and the filing of a complaint.
The Harassment Intervention and Prevention Office (BIPH) oversees the application of the following university policies:
• Policy No. 16 to prevent and combat sexism and sexual violence : https://instances.uqam.ca/wp-content/uploads/sites/47/2019/04/Politique_no_16_2.pdf
• Policy No. 42 on respect for people, prevention and intervention in matters of harassment : https://instances.uqam.ca/wp-content/uploads/sites/47/2018/05/Politique_no_42.pdf
The Office team is also responsible for coordinating the activities of the institutional committees related to each of these two policies and reports annually to the UQAM Board of Directors.
We have also a team of 8 psychologists for UQAM students (https://vie-etudiante.uqam.ca/nous-contacter/coordonnees-horaire.html#soutien-psychologique, team: https://www.apps.uqam.ca/Application/SGSR/Repertoire/detail_L.aspx?P1=2&P2=8739&P3=700B) which gives them the possibility of having up to 5 therapy sessions and if additional sessions is necessary, the student is referred to the public health network to continue his journey. They can consult a professional to discuss an issue that has a significant impact on their studies or their life in general. Psychological support professionals are required to respect the code of ethics of their respective professional orders, particularly with regard to ethics and confidentiality.
The response protocol is :
Staff members who believe they are victims of discriminatory conduct or denial of rights on origin, skin color, religion, culture, ethnicity, can lodge a complaint with the staff department concerned. The complaint is handled in light of applicable laws and regulations, this policy and the applicable collective agreement or labor protocol. Link : https://harcelement.uqam.ca/interventions/porter-plainte/
Students who consider themselves as victims of discriminatory conduct or denial of rights for reasons of origin, skin color, religion, culture, ethnicity, can file a complaint with the university protector. The complaint is handled in light of applicable laws and regulations and this policy. Link: https://protectriceuniversitaire.uqam.ca/. Students can also use the services of the harassment intervention and prevention office. Link : https://harcelement.uqam.ca/interventions/porter-plainte/. The use of the university protector services or the Harassment intervention and prevention office depends on the nature of the discrimination. These two units work in collaboration.
Does the institution have programs specifically designed to recruit students from underrepresented groups?:
Does the institution have programs specifically designed to recruit academic staff from underrepresented groups?:
Does the institution have programs designed specifically to recruit non-academic staff from underrepresented groups?:
A brief description of the institution’s programs to recruit students, academic staff, and/or non-academic staff from underrepresented groups:
UQAM has had an Equal Access to Employment Program since 2007. This program aims to counter systemic discrimination in employment. As part of this program, the University must in particular analyze its workforce in order to determine, for each job category, the number of people belonging to each of the target groups (https://edi.uqam.ca/edi-en-milieu-de-travail/definitions-des-groupes-vises/).
The groups victims of discrimination targeted by the Access to Equal Employment Program (PAÉE) are: women; Aboriginal people, that is, the First Nations, Inuit and Métis of Canada; visible minorities; ethnic minorities, that is, people other than Aboriginals and people belonging to a visible minority, and whose mother tongue is neither French nor English; and people with disabilities.
Once the workforce analysis has been carried out, if any under-representation is observed, the University must define improvement targets as well as measures to achieve them. The most recent workforce analysis was carried out in 2020. The University has committed to implementing more than 50 measures by December 2023 in order to counter the observed under-representation.
In addition to this program, on November 30, 2020, UQAM submitted its most recent Action Plan for Equity, Diversity and Inclusion 2020-2024, for the Canada Research Chairs. By adopting this Action Plan, UQAM sets itself the goal of making concrete changes so that its professors and Canada Research Chair holders better reflect the diversity of our society. This includes addressing the under-representation of target groups among CRC holders: women, Aboriginal people, visible minorities and people with disabilities. More broadly, the University is committed to creating the conditions for a real change in organizational culture where diversity and inclusion are essential pillars for the achievement of its university mission.
Aiming to move closer to best practices in terms of inclusion, UQAM is adding a fifth population category targeted by this Action Plan. Indeed, by signing the Dimensions Charter in August 2019 (https://actualites.uqam.ca/2020/equite-diversite-et-inclusion-dans-les-chaires-de-recherche-du-canada), UQAM recognizes that the LGBTQ2S+ community may also face discriminatory obstacles. Link : https://www.nserc-crsng.gc.ca/NSERC-CRSNG/EDI-EDI/Dimensions-Charter_Dimensions-Charte_eng.asp
Does the institution have mentoring, counseling, peer support, academic support, or other programs designed specifically to support students from underrepresented groups on campus?:
Does the institution have mentoring, counseling, peer support or other programs designed specifically to support academic staff from underrepresented groups on campus?:
Does the institution have mentoring, counseling, peer support or other programs to support non-academic staff from underrepresented groups on campus?:
A brief description of the institution’s programs designed specifically to support students, academic staff, and/or non-academic staff from underrepresented groups:
Students with disabilities
Our team offers many services to students with disabilities. Accommodations are possible if taking their exams poses particular challenges. They can also request an interpreter if needed. They can get support in their loan and scholarship applications. Several UQAM infrastructures are designed with accessibility (https://carte.uqam.ca/#pointsdinteret/rampes_acces) in mind to facilitate their travel, their accommodation and ensure their safety.
https://vie-etudiante.uqam.ca/etudiant-situation-handicap/nouvelles-ressources.html, Events and workshop : https://vie-etudiante.uqam.ca/
The reception and integration advisor from UQAM's Student Life Services is available and committed to making a difference in the success of each Indigenous student within the UQAM community, in a sensitive approach, differents realities of First Peoples.
It can offer information, listening, guidance and support to students who are experiencing difficulties during their university career. It can also direct them to the appropriate services of UQAM and the city of Montreal. The service organizes social and cultural activities to allow students to connect with their cultures, break through isolation and create a support network, and they can plan learning support workshops. Link : https://vie-etudiante.uqam.ca/etudiantautochtone/nouvelles-ressources.html
UQAM is a higher education institution that is very happy to welcome international students. There are many resources available to help them, both before and after their arrival. There is an international student support team that will be happy to answer their questions. In addition, a series of webinars are available to provide the latest information on the situation in Montreal and related measures. Link : https://vie-etudiante.uqam.ca/etudiant-international/nouvelles-ressources.html
Peer helpers in students residences
The Peer Helpers Program has been set up for several years to help reduce the feeling of social and psychological isolation experienced by students living in UQAM Residences.
Family-study balance is a major challenge for many students who choose to pursue an academic project while assuming parental responsibilities. As the daily life of student and parent is punctuated by obstacles and unforeseen events, rigorous preparation, planning and organization are essential to successfully secure these roles while maintaining a healthy balance in all spheres of life. Link : https://vie-etudiante.uqam.ca/etudiant-parent/nouvelles-ressources.html and Link : https://vie-etudiante.uqam.ca/nouvelles/nouvelles-conseils-soutien/33-conseils-et-soutien/nouvelles/852-conciliation-famille-etudes.html
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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?:
A brief description of the institution’s programs to support and prepare students from underrepresented groups for careers as faculty members:
Does the institution produce a publicly accessible inventory of gender-neutral bathrooms on campus?:
Does the institution offer housing options to accommodate the special needs of transgender and transitioning students?:
Website URL where information about the institution’s support for underrepresented groups is available:
Additional documentation to support the submission:
Programs specifically designed to recruit students from underrepresented groupshttps://edi.uqam.ca/wp-content/uploads/sites/135/PlanActionEDI_CRC_UQAM_2020-11-30.pdf
Access to equal employment program : https://edi.uqam.ca/edi-en-milieu-de-travail/programme-dacces-a-legalite-en-emploi-2/
gender-neutral toilet : https://carte.uqam.ca/#pointsdinteret/toilettes_inclusives
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 firstname.lastname@example.org.