| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 45.40 |
| Liaison | Luc Surprenant |
| Submission Date | Dec. 2, 2016 |
| Executive Letter | Download |
Université de Montréal
PA-4: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.33 / 2.00 |
Andrée
Labrie Coordonnatrice de la diversité Vice-rectorat aux ressources humaines et à la planification |
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indicates that no data was submitted for this field
Part 1
Yes
Does the committee, office and/or officer focus on students, employees, or both?:
Both students and employees
None
A brief description of the diversity and equity committee, office and/or officer, including purview and activities:
The mission of the Comité permanent sur le statut de la femme à l'Université (Standing Committee on the Status of Women) is to :
a) Examine every aspect of the status of women at Université de Montréal and identify specify needs;
b) Make specific recommendations to the Vice-Rector for Academic Affairs to improve the status of women;
c) Initiate, coordinate, and ensure the realization of activities intent on promoting the condition of women.
The mission of the Comité consultatif chargé d'assurer le suivi de la Politique sur l'adaptation à la diversité culturelle (Advisory Committee responsible for overseeing the cultural diversity adaptation policy) is to:
a) Promote the Politique sur l'adaptation à la diversité culturelle (Cultural Diversity Adaptation Policy
b) Stay tuned to the public debate on integration and adaptation, to consider it in its own reflections and to stimulate that debate;
c) Evaluate the measures proposed by the ad hoc committee on inter-culturalism and any other measure aiming at applying the policy;
d) Report to the University Assembly on the implementation of such measures and the policy in general.
The coordinator to diversity is in charge of:
a) Developing strategies to promote the acquiring of cultural competence for employees (e.g. implementing the training program of the Office of Human Resources, coaching on unbiased hiring, promotion of the institutional policies regarding diversity, etc.)
b) Organizing activities promoting inclusion and diversity within the University community (LGBT, people with disabilities, religious people, etc.)
Part 2
Some
Estimated proportion of staff (including administrators) that has participated in cultural competence trainings and activities (All, Most, Some, or None):
Some
Estimated proportion of faculty that has participated in cultural competence trainings and activities (All, Most, Some, or None):
Some
If trainings are made available, provide:
The Direction des Ressources Humaines (DRH; Office of Human Resources), according to its employment equity and equality policy offers trainings to its employees (with the participation of the Coordinator to diversity) on access to equality and daily management of diversity (e.g. diversity at work and reasonable accommodations).
Students have access, via the Action Humanitaire et Communautaire (AHC; Humanitarian and Community Action committee) of the Service aux étudiants (SAE; Student Services) , to recurrent activities addressing cultural diversity and intercultural exchanges (intercultural week, international and intercultural solidarity activities, etc.)
http://www.ahc.umontreal.ca/index.htm
Optional Fields
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
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