Overall Rating Gold
Overall Score 84.99
Liaison Pierre Lemay
Submission Date Dec. 12, 2019
Executive Letter Download

STARS v2.1

Universite Laval
PA-6: Support for Underrepresented Groups

Status Score Responsible Party
3.00 / 3.00 Pierre Lemay
Development Advisor
Office of the Vice Rector, External and International Affairs and Health
"---" indicates that no data was submitted for this field

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

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

Université Laval has a publicly posted regulation on preventing and fighting harassment. https://www.ulaval.ca/fileadmin/Secretaire_general/Reglements/Reglement_pour_prevenir_et_contrer_le_harcelement_a_l_UL_2016-CA-2016_22.pdf
Please see in the section « Règlements » of the « Règlement pour prévenir et contrer le harcèlement à l'Université Laval »

There is also an Institutional Policy to Support Students with Disabilities https://www.ulaval.ca/notre-universite/documents-officiels.html. Please see “ Politique institutionnelle de soutien aux étudiants et étudiantes en situation de handicap »

Université Laval implements also a variety of equal employment programs. Please see https://www.rh.ulaval.ca/equite-diversite-et-inclusion-en-emploi, and more specifically the section “Programme d’égalité en emploi”.

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?:

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

Université Laval set up Centre de prévention et d’intervention en matière de harcèlement (Harassment Prevention and Resolution Centre, CPIMH). https://www2.ulaval.ca/services-ul/harcelement/accueil.html

The Harassment Prevention and Intervention Center (CPIMH) is responsible for supporting Université Laval's action and commitment to creating and maintaining an environment, for all its members and for third parties, conducive to the achievement of its teaching and research missions, as well as a to an harmonious work environment, study and service delivery, free from harassment, where everyone has the right to respect, dignity and protection of his physical and psychological integrity.

CPIMH specialists welcome and support people who witness or have experienced situations of bullying, disrespect, or any form of discrimination. People who come to the CPIMH receive personalized listening and support and are offered solutions adapted to their needs and the level of severity of the situation. They also receive information on specialized external resources (community organizations, information on off-campus remedies).

The Center for the Prevention and Prevention of Sexual Violence (CIPVACS, https://cipvacs.ulaval.ca/cipvacs/) is responsible for bringing together all of the services and resources available in the area of ​​sexual violence in a known and easily accessible location on campus. Victims can consult it in order to report a situation and start a formal reporting or complaint process. CIPVACS offers a specialized service to people who have experienced sexual and gender-based violence, oriented towards supporting victims and witnesses of gender-based, homophobic and transphobic violence.

Knowing that the main victims of sexual violence on university campuses are women and people of sexual diversity, CIPVACS has developed a personalized approach to offer them an adequate response. A sexologist (operations coordinator) is available to the university community.

Beyond the treatment of complaints and reports, in confronted to situations of discrimination, the CPIMH and the CIPVACS apply a problem-solving approach (facilitation, conciliation) generally involving all the people who contributed to the problem with the aim of resolving disputes, to raise awareness, education and change of mentalities. Thus, rather than targeting consequences directed only at those who committed the acts, the approach aims to resolve disputes and support social change. Beyond the application of internal facilitation and conciliation processes, mandates can be given externally to specialized mediators. Also, academic accommodation measures (postponement of exams and postponements of work, and administrative (postponement and / or time limits for payment of tuition fees, change of rooms in residences and / or termination of lease in residences) are allocated in order to limit the consequences and facilitate the resilience process of the people served.

The CPIMH and the CIPVACS maintain partnerships with specialists from Laval University and external organizations. For example, the Arc-en-Ciel Alliance (association for sexual diversity), Divergenres (Association for gender diversity), CALACS (Center for help and fight against sexual assault), CAVAC ( Help Center for Victims of Crime) and Quebec City Police Services.

If necessary, the CPIMH / CIPVACS refers and supports people who consult with various social and legal organizations: Center de justice de proximité de Québec, Educaloi (NGO of legal information in a clear and accessible language), Juripop (Clinic legal framework for accessibility to justice for particular clienteles with modest and marginalized incomes) Center for the prevention of radicalization leading to violence (CPRMV).

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

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

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

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

For students :
Université Laval offers admission scholarships and financial aid for underrepresented groups:
aboriginal students: https://www.ulaval.ca/futurs-etudiants/candidats-membres-des-premieres-nations-et-inuits
Students with disabilities: https://www.aide.ulaval.ca/situation-de-handicap/services/aide-financiere-privee/
students : https://www.bbaf.ulaval.ca/bourses-detudes/etudiants-etrangers/resume-financement-etudiants-etrangers/

For staff :
In terms of employment equity, higher institutions in our Province of Québec are subject to laws and regulations, both provincial and national. These laws and regulations were put in place to correct the situation of groups victims of discrimination, in particular women, members of cultural communities, people with disabilities and indigenous people.
At Université Laval, here are some examples where we go beyond law, regulation and directives, examples that demonstrate Université Laval’s commitment to diversity and underrepresented groups during the recruitment process.
Université Laval has a diversity statement which is included in all job postings to encourage people from diversity or underrepresented groups to apply. This statement highlights specific measures that are available for people with disabilities, both when recruiting and when working in our institution. It encourages any applicant to self-identify as a member of one of these groups. To support its engagement towards equity, diversity and inclusion (EDI), Université Laval created a network of EDI representatives in each faculty with emphasis on recruitment and attraction for these underrepresented groups. Continuous training and sensitization are provided to employees in this network. Also, every selection committee must include at least one person from underrepresented groups as well as the faculty representative in EDI. Moreover, all members of the selection committee must undergo a mandatory training on unconscious biases and prejudices.
A partnership have been set up with ROSEPH (Grouping of Specialized Organizations for the employment of People with disabilities) for attracting and keeping people with disabilities and underrepresented groups in employment with organizations from Québec City, that also include the reception and integration of immigrants and visible minorities.
The Office of the Vice-Rector, Human Resources, in collaboration with Université Laval partners, offers newly hired professors from another country, assistance from Reloc Québec, an organization that provides relocation services to newcomers. As a complement, the Service de placement de l’Université Laval (SPLA) and the Clinique de counseling et d’orientation de l’Université Laval offer occupational integration and job search assistance services for their spouses, along with francization courses for both teachers and their spouses, if needed.
This document is unavailable online because it is sent to new teachers who need these informations. Details can be found here : https://www.rh.ulaval.ca/votre-expertise-au-coeur-de-nos-vies

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

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

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

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

The "Bureau de la vie étudiante" (Student office) does provide foreign students support and counsels for their cultural shock, adaptation and other issues regarding their status, along with social activities and twinning program : https://www.bve.ulaval.ca/etudiants-etrangers/programme-de-jumelage/presentation-du-programme-de-jumelage/

Government supported programs are promoted actively by a UL branch in order to support women inscriptions in science programs. http://www.education.gouv.qc.ca/references/concours-prix-et-distinctions/chapeau-les-filles-et-son-volet-excelle-science/

Université Laval has a welcome program (meetings) and training opportunities for new faculty (a version is also available for staff). Those meetings are focused on underrepresented groups' specific and general needs, especially from foreigners. In one such training session on intercultural communication, participants learn to better understand and interact more effectively with people from different cultures.

Université Laval offers a French program to help new faculty from another country and their spouses adjust to life in Quebec City. The university covers the tuition fees for French as foreign language courses pursuant to its policy on French use and the faculty’s collective agreement.
A guide was produced and distributed to help teachers adopt inclusive pedagogical approaches : https://www.enseigner.ulaval.ca/sites/default/files/guide_app_inclusive.pdf

Accommodations for people with disabilities during the recruitment process and in the workplace are provided (also for Faculty)

The Université Laval Personnel Assistance Program offers free and confidential consultation meetings with experienced psychologists. All staff members living with personal or professional problems that affect their work, health or privacy may benefit from this service. Psychologists do adapt their practice to answer specific needs and issues of underrepresented groups.

Université Laval, along with the federation of students associations (CADEUL), provides kindergarden access to its community (students and staff). Since winter 2015, a new kindergarden service was provided (Le petit campus) in priority to students with atypic schedules and short duration needs. It does so to provide assistance to young families or single parents. https://cpelapetitecite.ulaval.ca/

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:

First Nations students:

The Interuniversity Center for First Nations Studies and Research (CIÉRA) offers two scholarships for indigenous students at Université Laval.

1) CIÉRA - Université Laval graduate scholarship program is offered to indigenous students newly registered at the master or doctoral level and aims to encourage academic perseverance at the graduate level while promoting research. Within a year after receiving their scholarship, funded students are required to present their research as part of “CIÉRA's lunches”, the CIÉRA Annual Symposium or any other activity organized by the center, which encourages the development of research capacities and contributes to the preparation of a career in the academic environment.

2) CIÉRA - Université Laval persistence support scholarship program is offered to indigenous students of Université Laval, available for students registered in doctoral studies. It aims to encourage persistence in school while promoting belonging to the community or to their nation. As for the other scholarship, funded students make a presentation on the subject of their choice during one of the activities organized by the center. This initiative promotes research and the learning of skills related to a university career.

Quota and Indigenous Programs

Certain quota-based programs also have places reserved for Aboriginal students, notably the doctorate programs in medicine and pharmacy, thus helping to prepare these students for university careers.

Université Laval also supports the Indigenous students association (AEA) in their mission. https://www.facebook.com/pages/category/Local-Business/Association-%C3%A9tudiante-autochtone-de-lUniversit%C3%A9-Laval-330309301166715/

Women in programs where they are underrepresented:
Thanks to a partnership with the Foundation of the Association of Women Graduates of Universities - Quebec Section (AFDU), Université Laval also offers several scholarships designed specifically for women in programs where they are unrepresented, with the objective of promoting higher education among women in these programs.

• AFDU Québec grant - forestry,
• AFDU Québec scholarship in agriculture and food sciences
• AFDU Québec scholarship in science and engineering
• AFDU Québec scholarship in physical sciences

Université Laval also supports a “student parent association” (APETUL) that offer help, yearly market, book and toys lending, representation and other activities to their members, often underrepresented.

International students:

Université Laval offers the “Citizen of the World Scholarship program – excellence” for foreign students who are applying for admission in a regular doctoral program (terminal degree). The scholarships offered are of $ 30,000 and have the objective of promoting academic excellence and helping to prepare these students for university careers.

Université Laval also offers the “Citizen of the World Scholarship program – commitment” for foreign students applying for a new doctoral degree (terminal degree). The objective of this scholarship is to support talented students who demonstrate exceptional leadership and commitment in various fields of activity during their higher institution studies. The scholarships are worth $ 30,000. This program aims to recognize and foster leadership, innovation and civic engagement among international students who shine for their exceptional involvement, competence and influence thus representing inspiring models for members of the university community. Students must demonstrate the pursue of their engagement on a yearly basis to get the totality of the scholarship. This scholarship’s objective being on promoting renewable leadership and commitment, it helps to prepare these students for university careers.

For doctorate and PhD, free professional development courses are offered by the Faculty of Graduate and Postdoctoral Studies that allow students to acquire professional skills essential for successful professional integration. These courses are especially designed for underrepresented groups and for students with difficulties to adapt to the job reality in Quebec, for a wide variety of reasons. These courses focus on teaching a diversity of qualified professionals ready to contribute to socio-economic development and prepared to share their knowledge, competencies and expertise in the job market. Moreover, a specific module is given within these courses about professional aspirations of First Nations doctorates and of indigenous realities.
Details : https://www.fesp.ulaval.ca/competences

Over the past few years, Université Laval has also taken several measures to demonstrate the importance it places on equality, in order to encourage job seekers from undergraduate groups to apply for our jobs. For example, Université Laval communicates its values of equality in job postings offered on campus and promotes self-identification to any underrepresented group to all applicant in order to benefit from corrective measures, if candidacies are of equal value.

In addition to the advantageous working conditions offered to staff, efforts are being made to promote a better integration for people who are part of any targeted groups and also with managers who must deal with an increasingly large and more diverse workforce. For example, Université Laval offers training related to employment equality, including training in accommodation at work, recruitment and selection without discrimination, and intercultural communications. It also developed a section on employment equality on the staff intranet.

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?:

The website URL where information about the programs or initiatives is available:

Additional documentation to support the submission:

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.