| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 45.40 |
| Liaison | Luc Surprenant |
| Submission Date | Dec. 2, 2016 |
| Executive Letter | Download |
Université de Montréal
PA-5: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
0.50 / 1.00 |
Karina
Adam Executive Director Human Ressources |
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 Université de Montréal, in conformity with the Loi sur l’équité salariale (pay equity act), assessed in 2015 the disparity in wages between men and women employed by the institution. Corrective measures were proposed for each problematic sector.
The Direction des Ressources Humaines (DRH; Office of Human Resources) was in charge of that assessment :
a) Assess all new job categories and those who had their responsibilities and tasks modified;
b) Validate the gender predominance of every job category as of December 31st, 2015;
c) Evaluate the job categories;
d) Estimate the disparity in wages and determine adjustments if needed.
University students were invited to participate in various surveys, such as the National Survey of Student Engagement (NSSE) and the Canadian University Survey Consortium (CUSC). These surveys allow the assessment of diversity on campus and the interactions within a multicultural context :
NSSE participation:
2011 and 2014
CUSC participation:
2008 : all undergraduate students
2009 : graduating students
2010 : 1st year students
2012 : graduating students
2013 : 1st year students
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:
Here are the results for each sector and the adjustment made (when necessary):
- Syndicat des Chargés-es de Cours de l'UdeM (SCCCUM; lecturers union)
Following the salary equity assessment, no category of female predominance has a pay equity adjustment in the pay equity plan for employees of (SCCCUM).
- Syndicat Général des Professeurs et Professeures de l'Université de Montréal (SGPUM; professors union)
Following the salary equity assessment, no category of female predominance has a pay equity adjustment in the pay equity plan for employees of (SGPUM; employees union).
- Association des Médécins Cliniciens Enseignants de Montréal (AMCEM; doctor and clinician teachers union)
Following the salary equity assessment, no category of female predominance has a pay equity adjustment in the pay equity plan for employees of (AMCEM).
- Syndicat des Employé(e)s de la Recherche de l'Université de Montréal (SERUM; research employees union)
Since May 1st, 2015, the following position received a salary adjustment :
Commis aux affaires administratives, Technicien(ne) préparateur, Technicien(ne) communication marketing and Technicien(ne) en administration.
- Syndicat représentant les techniciens en mécanique du bâtiment (SCFP-FTQ - section locale 4338; mechanic technicians union)
Following the salary equity assessment, no category of female predominance has a pay equity adjustment in the pay equity plan for employees of (SCFP-FTQ - section locale 4338).
- Syndicat des employés-es de soutien de l'UdeM (SEUM-1244; support staff union)
Following the salary equity assessment, no category of female predominance has a pay equity adjustment in the pay equity plan for employees of (SEUM-1244).
- Syndicat des employés-es d'entretien de l'Université de Montréal (SEEUM; maintenance employees union)
Following the salary equity assessment, no category of female predominance has a pay equity adjustment in the pay equity plan for employees of (SEEUM).
Access to those reports is restricted to employees.
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:
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:
Data source(s) and notes about the submission:
More information about NSSE: http://nsse.indiana.edu
More information about CUSC: http://www.cusc-ccreu.ca
More information about NSSE: http://nsse.indiana.edu
More information about CUSC: http://www.cusc-ccreu.ca
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.