Overall Rating Gold
Overall Score 74.20
Liaison Juanita Van Norman
Submission Date Aug. 5, 2022

STARS v2.2

University of Manitoba
PA-7: Support for Underrepresented Groups

Status Score Responsible Party
Complete 3.00 / 3.00 Tina Chen
Executive Lead
Equity, Diversity and Inclusion
"---" indicates that no data was submitted for this field

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

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

Respectful Workplace and Learning Environment (RWLE) policy: The University wishes to promote and support a community which embraces equity, diversity, and inclusion, provides for equality of opportunity, and recognizes the dignity of all people. Members of the University Community, including every student, staff, and faculty member, are entitled to a respectful work and learning environment that is:
- Free from Discrimination and provides for Reasonable Accommodation;
- Free from Harassment and Sexual Assault;
- Collegial and conductive to early resolution of conflict between members of the University Community.

A respectful work and learning environment is critical to the success and proper functioning of the University. Whether behaviour is viewed as respectful can be influenced by place, time, and context. The University wishes to encourage early resolution of conflict between members of the University Community, and to provide guidance to managers, Academic Staff and Unit Heads on addressing behaviour that falls short of Harassment or Discrimination, but that nevertheless has a negative impact on the work and learning environment for which they are responsible.

Managers, Academic Staff and Unit Heads must encourage a respectful environment within the work and learning environments for which they are primarily responsible. They are expected to identify and address issues of concern in a timely manner, recognizing the value of early intervention. The University will provide training and resources to assist managers, Academic Staff and Unit Heads to fulfil these expectations.

https://umanitoba.ca/about-um/respectful-work-and-learning-environment-policy

Some faculties have their own policies and procedures, for example, the Rady Faculty of Health Sciences has its own policy on equity, diversity and inclusion. The Rady Faculty also has the Speak up button, which is used to report incidents of discrimination, harassment, racism, and learner mistreatment.

https://umanitoba.ca/health-sciences/rady-faculty-health-sciences-policies#rady-faculty-of-health-sciences
https://umanitoba.ca/health-sciences/speak-up


Does the institution have a discrimination response protocol or committee (sometimes called a bias response team)?:
Yes

A brief description of the institution’s discrimination response protocol or team:

The UM Office of Human Rights and Conflict Management addresses concerns of harassment, discrimination, sexual assault and/or hate crimes. The Office holds individuals’ inquiries in strict confidence and offers a respectful and safe environment for informal discussion or concerns. They provide advice and assistance on informal resolution and formal complaint mechanisms. The Office is flexible about where and when to meet to accommodate specific needs of each individual.

The Office investigates formal complaints related to human rights harassment and discrimination, hate crime, bias incidents, personal and sexual harassment and sexual assault. They are the first contact and provide individuals with information about the Respectful Work and Learning Environment (RWLE) Policy, Sexual Assault Policy, and Sexual Assault Procedures, along with the options available to resolve their concern.
The Human Rights and Conflict Management Office (HRCMO) will:

(a) Provide advice and guidance to the University Community on how to best implement this Policy and the Procedure;
(b) Facilitate education and training opportunities for members of the University Community regarding their rights and obligations under this Policy and the Procedure;
(c) Conduct Preliminary Assessments of Formal Complaints;
(d) Provide information to both the Complainant and Respondent regarding opportunities and resources available to facilitate Informal Resolution of concerns and, where appropriate, coordinate communications between Complainants and Respondents on the understanding that such communications will not be provided to the Investigator if the matter moves to a Formal Complaint;
(e) Identify and track trends in matters relating to this Policy and the Procedure, and provide advice and guidance to the administration and the University Community on such trends; and
(f) Provide advice and guidance on potential amendments or revisions to this Policy and the Procedure

Human Rights Advisory Committee
The University Human Rights Advisory Committee consists of:
(a) The Associate Vice-President (Human Resources) or designate;
(b) The Vice-Provost (Students) or designate; and
(c) The Vice-Provost (Academic Affairs) or designate, provided that the designate holds an academic appointment with the University.
2.14 The mandate of the Committee is to:
(a) Hear appeals from Preliminary Assessment decisions, in accordance with the Procedure;
(b) Receive and review the HRCMO’s annual report under section 2.18 of this Policy;
(c) Provide advice and guidance on potential amendments or revisions to this Policy and the Procedure.

The Human Rights and Conflict Management Officer (HRCMO) will:
(a) Provide advice and guidance to the University Community on how to best implement this Policy and the Procedure;
(b) Facilitate education and training opportunities for members of the University Community regarding their rights and obligations under this Policy and the Procedure;
(c) Conduct Preliminary Assessments of Formal Complaints;
(d) Provide information to both the Complainant and Respondent regarding opportunities and resources available to facilitate Informal Resolution of concerns and, where appropriate, coordinate communications between Complainants and Respondents on the understanding that such communications will not be provided to the Investigator if the matter moves to a Formal Complaint;
(e) Identify and track trends in matters relating to this Policy and the Procedure, and provide advice and guidance to the administration and the University Community on such trends; and
(f) Provide advice and guidance on potential amendments or revisions to this Policy and the Procedure.


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

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

Does the institution have programs designed specifically to recruit non-academic staff from underrepresented groups?:
Yes

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

Students:

The UM Indigenous Student Recruitment Team:
The team in partnership with UCrew provide admissions presentation at high schools and Indigenous organizations within the province. This includes taking potential Indigenous students on campus tours, attending high school career fairs and speaking to prospective students about UM Indigenous programs.
https://umanitoba.ca/admissions/indigenous-student-admissions
http://umanitoba.ca/student/staffdir/recruitment.html
https://umanitoba.ca/admissions/indigenous-student-admissions#lets-get-you-started

ACCESS Program:
The ACCESS Program provides holistic support to students choosing to begin an academic journey. Students may qualify for ACCESS if there is a demonstrated personal, academic or financial need. This program is open to Manitoba residents who have experienced barriers to post-secondary education due to residence in remote locations, economic and/or cultural reasons. Preference is given to Indigenous peoples (Status, Non-Status, Inuit, and Métis), residents of Northern Manitoba, low-income earners, and newcomers. There is a Health Careers Access Program, Professional Health Program and Engineering Access Program as well.
https://umanitoba.ca/extended-education/programs-and-courses/pathways-degree-studies/access-program

Mahkwa omushki kiim:
Mahkwa omushki kiim works to create pathways to Indigenous Nursing Education (PINE) by offering a combination of academic, personal and cultural supports to prepare First Nations, Métis and Inuit students for entrance into the UM Bachelor of Nursing (BN) degree program and to assist them throughout the program.

The Indigenous Business Education Partners (IBEP):
IBEP provides a variety of services to Canadian Indigenous students in pursuit of their Bachelor of Commerce (Honours) or Asper MBA degree, including tutoring, access to bursaries & scholarships, and networking opportunities.

Staff and Faculty:

Indigenous Recruitment, Selection and Retention Strategy:
Designed to Increase the Representation of Indigenous Faculty and Staff at the University of Manitoba, this project will analyze historical recruitment data to enhance the UM’s ability to attract, hire and retain Indigenous employees and to identify any potential barriers. Based on the data analysis and feedback, the University will work towards comprehensive recruitment, selection and retention strategy, the creation of an Indigenous Staff Mentorship Program. In addition, the creation of a framework for how Indigenous communities are engaged and attract more Indigenous applicants and increase hiring and retention rates.

Human Resources (HR):
HR dedicates an advisor to support Indigenous recruitment initiatives and is available for consultation with all faculty and staff. This advisor helps faculty and staff increase Indigenous recruitment by advertising opportunities to the broader Indigenous community, providing training on inclusive hiring practices and is part of selection panels when determining hires. The advisor position supports staff and faculty Indigenous recruitment initiatives across the UM campuses.
http://news.umanitoba.ca/new-human-resources-advisor-position-supports-indigenous-recruitment-initiatives/

Rady Faculty of Health Sciences:
Within Rady, targeted outreach and selection methodologies will be used that avoid biases and barriers to address areas of under-representation of Historically Under-Represented Groups in the recruitment and selection process. Training for all search and selection committees will be provided to ensure the recruitment and retention of diverse faculty and staff, avoiding unintended bias and building strategies to build diverse candidate pools.
https://umanitoba.ca/health-sciences/rady-faculty-health-sciences-policies

The Diversity & Inclusion office within the University's Department of Human Resources has two hiring programs, one for faculty and another for staff. The primary objective in hiring academic staff is to provide the best possible educational programs for a diverse student body and to ensure the highest standards of achievement in research, scholarship, and creativity. Through a commitment to the Federal Contractors Program the University works to implement measures for the identification and removal of artificial barriers to the selection, hiring, promotion and training of designated groups, i.e. women, Indigenous peoples, persons with disabilities, and racialized persons; and to take steps to improve the employment status of these designated groups by increasing their participation in all levels of employment. The focus of hiring support staff is on incorporating culturally competent recruitment skills into our recruitment and selection process.


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

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

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

A brief description of the institution’s programs designed specifically to support students, academic staff, and/or non-academic staff from underrepresented groups:

The Indigenous Student Centre (ISC):
ISC has counselors available for all of the Indigenous community at the University of Manitoba. This includes undergraduate and graduate students, support staff and faculty members. The Centre’s psychologist offers one-on-one and couples counselling. Further information about mentoring and counselling for the Indigenous community at the University of Manitoba can be found here: http://www.umanitoba.ca/student/indigenous/personal_support.html

The University of Manitoba’s Accessibility Services offers a peer mentor program. The mentors offer valuable insights as well as experience being registered with Accessibility Services.
https://umanitoba.ca/student-supports/accessibility

Staff and Faculty can access mental health resources through the Employee and Family Assistance Program run by Human Resources and the Mental Health Wellness programs through the Live Well Initiative.

Wawatay:
Wawatay is a research-based program that offers Indigenous students the opportunity to obtain a science degree while gaining experience in research throughout their degree. There has been an increase in financial support (targeted bursaries) to students who face systemic barriers and who are underrepresented. https://umanitoba.ca/admin/governance/governing_documents/governance/sen_committees/495.html

Student Accessibility Services (SAS):
SAS and the University of Manitoba’s Accessibility Policy ensures that programs of study are accessible to potential students and provide support for students with disabilities to foster success for a positive academic future. Assistance provided by SAS includes exam accommodations, a notetaking program, assistive technology, and a peer mentoring program. SAS also assists with the creation of accessible documents and transportation needs to the Fort Garry campus.
https://umanitoba.ca/student-supports/accessibility

The International Centre (IC):
The University of Manitoba welcomes students from around the world to live and learn in Manitoba. The International Centre is the UM hub for all things global. Whether you are a student looking to explore, a faculty member looking for international partners or a researcher hoping to work with the UM, the IC has everything to support.
https://umanitoba.ca/international

Ongomiizwin
Ongomiizwin Indigenous Institute of Health and Healing offers resources and support to health professional programs. Its mandate is to provide leadership and advance excellence in research, education and health services in collaboration with First Nations, Metis and Inuit communities. Its work is guided by Knowledge Keepers and Elders and helps to achieve the health and wellness of Indigenous peoples.
https://umanitoba.ca/ongomiizwin/

Indigenous Scholars Program:
Covering a wide range of research and study, Indigenous faculty provide a diverse set of experiences and expertise to UM. Many Indigenous faculty produce and share knowledge(s) and research on matters that specifically impact Indigenous communities. Others are role models for Indigenous students and upcoming Indigenous researchers, creating interest in fields of study where Indigenous peoples have been historically underrepresented. These contributions are essential in shaping the landscape of learning at UM, as well as transforming the lives of both Indigenous and non-Indigenous peoples and communities.

The Employment Equity Act:
UM voluntarily complied with the Employment Equity Act. The Act has identified four designated groups; (1) Members of Racialized Communities, (2) Indigenous Peoples, (3) Persons with Disabilities and (4) Women, as traditionally underrepresented in the workforce. Members of the four designated groups when compared to other segments of the labour force have experienced higher rates of unemployment or underemployment, lower workforce participation rates, earn less income and are segregated in lower or low-status occupations.

The Office of Human Rights and Conflict Management (OHRCM):
OHRCM promotes a respectful working and learning environment in which individuals are treated equitably and diversity is valued. OHRCM recruited 11 UM students who identified as Indigenous, Black, and/or racialized to participate in a 40-hour pilot program aimed at creating opportunities for students to develop and practice outreach, presentation and public speaking skills while gaining field-related professional experience. As part of this pilot, the students were also asked to provide input and recommendations to help identify gaps and opportunities with respect to the OHRCM’s education, outreach and support from a student perspective. The OHRCM will continue to engage students in future outreach and education activities, building on the experiences of the pilot program. OHRCM understands that groups who face systemic societal marginalization have been disproportionality impacted by the COVID-19 pandemic. To address this inequity, in Fall 2020 the OHRCM worked with consultants and community members to create ‘Maintaining the Principles of Equity, Diversity, and Inclusion During COVID-19: A Handbook for Staff and Students at the University of Manitoba’, a handbook that provides key resources and upholds Equity, Diversity and Inclusion (EDI) principles to promote awareness and understanding of how to best support one another during the pandemic. https://news.umanitoba.ca/wp-content/uploads/2021/02/EDI_Covid_Handbook_UofM_FNL-accessible-20210202.pdf


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?:
Yes

A brief description of the institution’s programs to support and prepare students from underrepresented groups for careers as faculty members:

There have been several new financial support and awards for Indigenous students to complete Master's and PhD programs. There have been greater support for students and to encourage advanced degrees for underrepresented individuals (Indigenous and International), as well as women in Science, Technology, Engineering and Mathematics (STEM).

Doctoral Award for Indigenous Students:
This award is merit-based and given to Indigenous students who are enrolled in a Ph.D. program at the University of Manitoba. More information on the scholarship can be found here: https://bit.ly/2CQFdKg

Creating Pathways for Indigenous Achievement:
UM created the Indigenous Scholars Fund to support the recruitment of Indigenous Scholars who work in scholarly areas that advance our goals and priorities associated with Indigenous Achievement as stated in the UM Strategic Plan. Indigenous Scholars refer to scholars who are of Canadian Indigenous background (i.e. First Nations, Métis or Inuit), and specialize in topics relevant to Indigenous experience. UM also created new faculty positions for Indigenous Ph.D. students to enter tenure-track academia careers. More information on both the Scholars Fund and the new faculty positions can be found here: http://umanitoba.ca/admin/indigenous_connect/Indigenous-Scholars-Fund.html

Blackstein Momentum Program:
The UM Indigenous Student Centre offers the Blackstein Momentum Program, which helps Indigenous Ph.D. students with study resources, interpersonal skills training, learning support and cultural/spiritual care. http://umanitoba.ca/student/indigenous/blanksteinmomentum.html

Ph.D. Studies for Indigenous Scholars:
UM is recruiting Indigenous students for Ph.D. studies. Indigenous students will be able to contribute to the education of other persons in academia as well.
• Teaching Workshops: Intended for professional development in teaching and learning, are available to sessional instructors, instructors
• Teaching Assistance Workshops: Annual practical workshop for teaching assistants (TAs) where they receive practical advice on the role of the TA, dealing with common student issues, accommodating diversity, and a range of teaching strategies
• Teaching at UM: A Handbook: A 250+ page book containing a wealth of practical articles on teaching and learning
• Certification in Higher Education Teaching: Support graduate students as they prepare for the full range of academic responsibilities, as well as to develop skills and knowledge about teaching.


Does the institution produce a publicly accessible inventory of gender-neutral bathrooms on campus?:
Yes

Does the institution offer housing options to accommodate the special needs of transgender and transitioning students?:
Yes

Website URL where information about the institution’s support for underrepresented groups is available:
Additional documentation to support 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.