|Submission Date||Aug. 16, 2018|
University of Manitoba
PA-5: Assessing Diversity and Equity
|0.50 / 1.00||
Office of Sustainability
Has the institution engaged in a structured assessment process during the previous three years to improve diversity, equity and inclusion on campus?:
A brief description of the assessment process and the framework, scorecard(s) and/or tool(s) used:
The University of Manitoba Diversity and Inclusion Office within the University's Department of Human Resources promotes and champions equity and diversity requiring continuous engagement from all members of the University community. Together, the goal is to achieve the initiatives outlined in the University's strategic plan, Taking Our Place: Increase student, staff, faculty and leadership diversity that reflects society, especially with respect to the inclusion of women, Indigenous peoples, people with disabilities, gender and sexual minorities, and racialized communities. The goal of Diversity and Inclusion (D & I) is to ensure that all job applicants, faculty and staff have fair and equitable access to employment opportunities in hiring, training and advancement. No person should be denied employment opportunities for reasons unrelated to ability and employment decisions at the University are based on job performance, skills, knowledge and abilities relevant to specific positions. The D & I office conducted campus wide conversations with Deans to collect information, offer support, and address any areas of concern. The D & I Working Group advises and supports the program with consultations and advice on all Diversity and Inclusion initiatives.
Data for female, Indigenous, persons with disabilities, and racialized community member employees self-identified was provided from all seven departments. The employment data was compared to the statistics for labour market availability. The four assessed groups are those identified in the Employment Equity Act as traditionally underrepresented in the work force, however the University recognizes there are other groups outside the four assessed that have also historically been discriminated against.
The Human Resources Annual Report also breaks down the base salaries of each employment group within the University. If the duties and responsibilities of a position change, the position may be sent for review to determine if it should reside at a different classification level. In addition, all newly created positions must be classified into an appropriate range.
Does the assessment process address campus climate by engaging stakeholders to assess the attitudes, perceptions and behaviors of faculty, staff, administrators and students, including the experiences of underrepresented groups?:
Does the assessment process address student outcomes related to diversity, equity and success (e.g. graduation/success and retention rates for underrepresented groups)?:
Does the assessment process address employee outcomes related to diversity and equity (e.g. pay and retention rates for underrepresented groups)?:
A brief description of the most recent assessment findings and how the results are used in shaping policy, programs and initiatives:
The Canadian Labour Market Availability for females, Indigenous peoples, persons with a disability, and racialized community members is 54%, 5.7%, 4.5%, and 17.1%, respectively. In comparison, the University of Manitoba's employment equity can be summarized as 57% female, 4% Indigenous peoples, 3% persons with disabilities, and 12% members of racialized communities. This data demonstrates that the University of Manitoba needs to continue its efforts to promote and champion diversity and inclusion with respect to its workforce.
Furthermore, the University has increased its total number of employees while maintaining a low turnover rate. The number of academic staff has increased from 3831 positions to 4129 with a total increase of 8454 to 8487 from 2010 to 2016. The voluntary turnover rate in 2016 was 6.7% (resignations and retirements) and only 4.7% resignations only. In 2016, 62 faculty and staff members celebrated 25 years of service, 67 celebrated 30-35 years, and 11 celebrated 40 years.
This report primarily provided workforce analytics, however future reports can have additional metrics from previous years to develop year-over-year trends.
Are the results of the most recent structured diversity and equity assessment shared with the campus community?:
A brief description of how the assessment results are shared with the campus community:
The University's diversity, equity, and inclusion data is summarized in the annual Human Resources Report which is available in PDF form on the Human Resources website. The document was also shared via the University's news page UMToday.
Are the results (or a summary of the results) of the most recent structured diversity and equity assessment publicly posted?:
The diversity and equity assessment report or summary:
The website URL where the report or summary is publicly posted:
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.
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.