University of Calgary
PA-6: Support for Underrepresented Groups

The non-discrimination policy is enshrined in the University Code of Conduct (http://www.ucalgary.ca/policies/files/policies/code-of-conduct_1.pdf) and complemented by the Employment Equity Policy and Harassment Policy. The Code of Conduct communicates the University's expectation with respect to the behavior of employees, academic staff members, students, postdoctoral scholars, appointees and staff members. These expectations are based on the principals of respect for the dignity of all, fair treatment of individuals, respect for academic freedom, respect for university resources and respect for individual property.

The Code of Conduct, the Harassment Policy, the Non-Academic Student’s Misconduct policy all have procedures in place to address these issues. These policies are available online. The duties of the Protected Disclosure Advisor are also outlined, this advisor undertakes misconduct investigations as required. These investigations are confidential but typical actions can include counseling, support, advocacy, reports to police, and disciplinary measures as provided for under policy procedures Additionally, The Student Ombuds Office offers a safe place for undergraduate and graduate students of the University of Calgary to discuss student related issues, interpersonal conflict, academic and non-academic concerns, and many other problems.

Students: Transition-year program for Aboriginal students. This program offers first-year university classes and additional advising, cultural support, peer support and tutorials. This transition-year program provides an opportunity for students, who are not fully admissible to faculties, to take university level credit courses designed to improve academic success and gain access to faculty based programs. This full-time university program qualifies for student loans as well as other sources of funding. International Student Services provides UCalgary International Students with programs and services which directly relates to their unique needs. These programs include the Global Friendship Program, the Global Families Program, a mentorship program, Language Bank program and international student advising, all tailored to the needs of international students. Staff: Employment equity is a process adopted by the University as an employer to identify and eliminate discrimination in employment procedures and policies, remedy the effects of past discrimination and ensure appropriate representation of the designated groups throughout an employer's workforce. Employment equity is compatible with the concept of diversity. Both approaches aim at achieving and valuing a workforce that reflects the diverse composition of Canadian society. The university reports on workplace equity annually. These reports include short and long-term goals for equitable hiring. These reports are published here: http://www.ucalgary.ca/hr/workplace_diversity_employment_equity Faculty: The University of Calgary is part of the Federal Contractors Program which requires us to establish an employment equity program. Employment equity programs are mandated federally by the Employment Equity Act and the Federal Contractors Program. The Employment Equity Act requires all federally-regulated companies, such as banks, airlines, and crown corporations, to report on the workforce distribution of the four targeted groups. The University participates in the Federal Contractors Program because our researchers bid on and receive research contracts with the Government of Canada. Workplace Diversity and Employment Equity Committee: The purpose of the committee is to advise the Associate Vice-President (Human Resources) on plans and initiatives to support our commitment to diversity and employment equity. The Associate Vice-President (Human Resources) is the senior official responsible for employment equity at the University of Calgary. The Director, HR Services will chair the Workplace Diversity and Employment Equity Advisory Committee. The terms of reference of the committee are to: • Communicate and promote the implementation of employment equity activities, • Assist in the promotion of the workforce survey, the review of employment policies and practices, the consolidation of employment equity activities and the development of a new Workplace Diversity and Employment Equity Plan, and • Identify specific needs of designated groups in the University’s workforce The Committee will consist of one representative of each of the University of Calgary Faculty Association and the Management and Professional Staff Association and two representatives of the Alberta Union of Provincial Employees Local 52 Additional members representing various university faculties or units and members of the designated groups under employment equity will be appointed by the Chair. The Committee will also include the Human Resources staff members representing analysts, advisors and partners, workforce administration, and recruitment and retention. Information on specific equity policies and practices can be found on the university’s Human Resources website: http://www.ucalgary.ca/hr/climate_equity

Academic advising is available to Aboriginal students through the Native Centre and / or the Student Success Centre. The Native Centre provides advising and assistance for general program advising and financial needs among other concerns through culturally-based community experts. The International Student Mentorship Program is a volunteer program that connects new international students (known as “mentees”) with current UCalgary students (known as “mentors”). The goal of this program is to welcome new international students to UCalgary and assist with their transition to the university and the City of Calgary. The UCalgary Women's Resource Center provides mentorship and leadership training to women on campus. Their mentorship program pairs female UCalgary students with women in the community in mentoring relationships which provides skills-based leadership training including communication, goal setting, and networking workshops. Additional resources are outlined on the university’s Human Resources site: http://www.ucalgary.ca/hr/climate_equity Staff and Faculty Mentoring, Counseling and Support Programs The University of Calgary provides free mentoring and counselling to all staff and faculty and have some specific programs that support those from underrepresented groups through the employee family assistance program. Services provided support employees with life stage transitions from marriage to birth of a child, parenting, family challenges, career changes, bereavement or planning your retirement. They can also help you deal with depression, anxiety, fear, addictions and provide immediate assistance in times of crisis. Counselling Services: Face-to-Face Counselling, Telephonic Support, Video Counselling, Online e-Counselling Online Resources: e-Learning Courses, Health Risk Assessment, Interactive Tools, Library of medical information and Health and Workplace Articles Plan Smart – Lifestyle and Specialty Counselling and Coaching: Life Balance Solutions: Childcare and Parenting/New Parent Support, Elder and Family Care, Financial Consultation, Legal Advisory, Relationship Solutions Health Smart Coaching: Smoking Cessation, Weight Loss and Weight Management, Nutritional Counselling Career Smart Counselling: Career Planning/Workplace Issue Counselling, Pre-Retirement Planning, Shift Worker Support Counselling Services are available face-to-face (flexible hours), by telephone, video or online. Counselling services are confidential and professional. Assessments and guidance are offered that may help with many personal challenges including, but not limited to: Stress management Depression and anxiety Alcohol/drug abuse Marital and relationship issues Family conflicts Gambling Violence/trauma Emotional/individual issues Bereavement and loss

Funding for Underrepresented Students Each year most teaching departments have varying numbers of graduate assistantships available to students. These appointments are apprenticeships for academic careers. Assistantships at the University of Calgary provide accommodations for students with disabilities, medical illnesses and for expectant parents. There are two kinds of assistantships as follows: • Graduate Assistantships (Teaching) assist with the instructional responsibilities of departments. • Graduate Assistantships (Non-Teaching) assist departments and/or professors with non-teaching responsibilities (e.g., research for a faculty member, paid out of operating funds). The Graduate Students’ Associate additionally has a number of support programs in place that support, connect and prepare students from underrepresented groups for success in their current and future academic careers: A number of bursaries are available in the fall and winter terms for graduate students from underrepresented groups. These bursaries are meant to ease the financial strain faced by current students who may be marginalized and to ensure academic success. Professional Development for Underrepresented Students The Faculty of Grad Studies offers a range of professional development opportunities that can support students from underrepresented groups to help them build skills that can be used now and that that they’ll need for their future career. The program, known as MyGradSkills, can help students identify and hone their transferable skills, and plan their career transition including those seeking a career as future faculty. The skills gained also support students in successfully completing their graduate degrees too. Graduate Research Networks (GRNs) are available to students from all walks of life to help them in establishing a sense community through research and support integration of students in networks that align with their research interests. This facility connects students in all areas and levels of graduate research. Since launching in June 2014, the GSA’s GRN policy has revolutionized academic involvement, social engagement and communication methods and strategies for helping graduate students be connected to their research community. The Taylor Institute for Teaching and Learning is dedicated to better understanding and improving student learning. The Taylor Institute brings together teaching development, teaching and learning research, and undergraduate inquiry learning under one roof. The Taylor Institute supports faculty, staff, and undergraduate and graduate students (some of whom are preparing for careers as faculty members). The Taylor Institute encourages participation in its programming from all communities, however many of its offerings are relevant to supporting and preparing students from underrepresented groups to prepare for their academic careers. For instance, the Taylor Institute is hosting an upcoming workshop on: “Identity in the Classroom: Exploring Instructor Impact: Research indicates that instructors associated with some identity groups (e.g., based on gender, race/ethnicity/culture, etc.) are differentially viewed in the classroom, leading to increased challenges in their teaching. This interactive workshop is designed to engage participants to: consider the impact of their identity on the learning environment and their interactions with students; discuss strategies to achieve credibility and boundaries in the classroom; and recognize how identity can be used as a source of strength and opportunity in teaching and learning practices and relationships. The workshop is geared to educators whose identities or credibility are challenged or whose expertise is undervalued, as well as those who hold societal power and privilege and wish to explore how that creates particular classroom dynamics and advantages. We will reflect on experience and explore the scholarly literature in this area.” Career Services at the University of Calgary has developed a series of workplace inclusion events that recognize the importance of representing and supporting the ever-changing workforce in Canada. As Career Services continues to work with students to address their career development as well as continuing to build partnerships with institutions in various sectors, a growing need has consistently emerged for workplaces to encourage diversity, develop cultural competencies, and support inclusion to recruit and retain talented students, recent graduates, and alumni. Through a series of workshops, the Inclusion in the Workplace series creates a dialogue around the growing need for employers (including postsecondary employers) to focus on attracting and retaining a more diverse workforce through creating a culture of support, inclusion, and respect. Five events are run in this series and address such underrepresented and marginalized groups including: women and gender equality; Indigenous; accessibility and disability; LGBTQ+; and finally, multicultural and multi-faith perspectives. Each event offers students in these marginalized groups an opportunity to connect with potential employers, academics or professionals working in their field of study who share the same values of inclusion and equality. The latest event called Women in Work event consists of a Women with PhDs panel that is sponsored by the Faculty of Graduate Studies and hosted by the Dean of Graduate Studies, Lisa Young to inspire other females in academia. International Students The Taylor Institute for Teaching and Learning has a workshop offering that supports international graduate students in their teaching: “Graduate Student Teaching Development: Introduction to Effective Communication for International Teaching Assistants at the University of Calgary. In this interactive session you will be introduced to the University of Calgary’s teaching and learning environment and invited to consider communication strategies that you can implement in various aspects of your TA role. We will explore characteristics of UCalgary classroom environments, and develop strategies to engage students, communicate concepts, and ask and answer questions effectively. Come to the workshop to develop and practice new strategies, meet people, and build your confidence.” The International Students’ Committee advocated to represent the needs of international students and students who are newly landed immigrants in Canada. Its mandate covers academic matters and culturally inclusive events. Students with Disabilities Student Accessibility Services at the University of Calgary has a mandate to work collaboratively and innovatively with the campus community to create an accessible, equitable and supportive learning and living environment that enhances each student's academic and personal development. Accessibility Services is currently collaborating with a number of other partners to support students with disabilities as they transition into the workplace. It is not their mandate to support this transition, however they see it as an emerging need for students with disabilities. The workshop could support students transitioning to work as a faculty member. Indigenous Students The Native Centre provides academic, personal, and cultural support services and programs to prospective and current First Nations, Métis, and Inuit students, and offers a welcoming and supportive learning environment for the whole campus community. The Native Centre provides academic program advising, ASSERT (A development and empowerment program that provides academic, cultural, and peer mentorship, the LYNX Career Program (The LYNX Program provides online career services for Aboriginal post-secondary students and graduates seeking meaningful employment and for employers seeking to hire qualified Aboriginal post-secondary students and graduates), and several additional programs. These programs could provide support to Native students seeking to have a career as a faculty member. There are also a number of department-specific initiatives such as the Department of Biological Sciences which has an Equity Issues Committee (EIC) that works to help ensure equal opportunity for all members of the Department, including undergraduates, graduate students, postdoctoral fellows, faculty and staff. To this end, the EIC collects and distributes information pertinent to the Department and identifies initiatives that may improve the work environment for all members. The EIC is concerned about any group whose identity might influence individuals’ opportunities to succeed in their careers. Finally, the Faculty Association of the University of Calgary and The Governors of the University of Calgary have publically stated that “the Governors, the Association, and the members of the Association shall not discriminate against any member of the academic staff by reason of race, political or religious affiliation or beliefs, colour, sex, sexual orientation, gender identity, physical characteristics, marital status, family relationships, age, ancestry or place of origin, or membership or activity in the Association as provided under the terms of this Agreement.”