Overall Rating Silver
Overall Score 58.27
Liaison Alice Goupilleau
Submission Date July 19, 2023

STARS v2.2

Université Téluq
PA-5: Diversity and Equity Coordination

Status Score Responsible Party
Complete 1.06 / 2.00 Martin Blais
Conseiller aux ressources académiques
Service des ressources académiques
"---" indicates that no data was submitted for this field

Part 1 

Does the institution have a diversity and equity committee, office, and/or officer tasked by the administration or governing body to advise on and implement policies, programs, and trainings related to diversity, equity, inclusion and human rights?:
Yes

Does the committee, office and/or officer focus on students, employees, or both?:
Employees

None
A brief description of the diversity and equity committee, office and/or officer, including purview and activities:
In an overall perspective of organizational development and structuring, a proposal has been put forth to extend the diversity, equity, and inclusion (DEI) process to all TÉLUQ employees and to student recruitment activities.
The Committee’s mandate is to develop and implement a strategy and action plan defining and framing Université TÉLUQ’s DEI objectives. The Committee is responsible for carrying out the following actions:
- Conducting an internal DEI assessment;
- Establish Université TÉLUQ’s DEI objectives;
- Prepare an action plan to meet the expectations of the Canada Research Chairs Program;
- Evaluate, revise and document recruitment processes to include good DEI practices;
- Establish a permanent governance structure for ongoing monitoring and evaluation of DEI measures;
- Draft and implement an internal policy on DEI management;
- Consult with the various stakeholders involved in the changes (unions, work teams, etc.)

Part 2 

Estimated proportion of students that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Some

Estimated proportion of academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Most

Estimated proportion of non-academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Most

If trainings are made available, provide:

A brief description of the institution’s cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
The university offers prevention activities and training on sexual violence to all members of the university community. This includes two trainings, one on sexual violence and one on Université TÉLUQ’s sexual violence-related policy.
By law, every member of the university community is required to take these two trainings.
Together to Prevent and Fight Against Sexual Violence: This 30-to-40 minute training aims to introduce the concepts related to sexual violence.
https://www.preveniretcombattrevacs.ca/course/view.php?id=7&redirect=true

Preventing and Fighting Against Sexual Violence: The TÉLUQ Policy. This 20-minute training session focuses on the institutional policy and services offered by Université TÉLUQ with regard to the prevention of sexual violence.

Optional Fields 

Website URL where information about the institution’s diversity and equity office or trainings is available:
https://www.teluq.ca/site/universite/equite-diversite-inclusion.php

Additional documentation to support the submission:
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Data source(s) and notes about 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 or simply email your inquiry to stars@aashe.org.