| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 45.40 |
| Liaison | Luc Surprenant |
| Submission Date | Dec. 2, 2016 |
| Executive Letter | Download |
Université de Montréal
PA-6: Support for Underrepresented Groups
| Status | Score | Responsible Party |
|---|---|---|
|
1.92 / 3.00 |
Luc
Surprenant Consultant, Sustainable Development Vice rector's office, Finances and Infrastructures |
Does the institution have a publicly posted non-discrimination statement? :
The non-discrimination statement, including the website URL where the policy is publicly accessible:
The following statement is in the Politique sur les droits des étudiantes et étudiants de l’Université de Montréal (policy on the right of students of Université de Montréal):
“Students have the right to equality in treatment by the University. That right cannot be restrained by discrimination based on race, skin color, ethnic origins or nationality, civil state, religion, political opinion, language, sex/gender, sexual orientation, pregnancy, age, social situation, sickness, disability.”
“No one may harass students on the grounds enumerate in the first paragraph”
Moreover, the policy against harassment lists the four fundamental principles that must be respected:
1- Right to a healthy environment
“Every person has the right to study or work in an environment exempt from any form of harassment.”
2- Obligation of mutual respect
“Each person must be considered equal in value and dignity therefore each own to each other mutual respect” (Commission des droits de la personne du Québec: Orientation face au harcèlement en milieu de travail, 1987)
3- Priority to prevention
Harassment prevention constitutes a priority in the present policy. The means for prevention must consider the specific needs of the different members of the University community.
4- Equity and reparation
Dealing with harassment situations rests on equity and compensation for damages principles.
Does the institution have a discrimination response protocol or committee (sometimes called a bias response team) to respond to and support those who have experienced or witnessed a bias incident, act of discrimination or hate crime?:
A brief description of the institution’s discrimination response protocol or team (including examples of actions taken during the previous three years):
The Bureau d'intervention en matière de harcèlement (BIMH) is responsible for prevention and intervention regarding harassment. It provides the following services :
- information and confidential advice to people who consider they face harassment in the context of their studies or work at the University, as well as managers informed of a harassment situation in their unit;
- Meeting, with the consent of the victims who communicte with the BIMH, with the persons involved in order to find an acceptable agreement and intervene in their environment (mediation, training, crisis intervention);
- delivery of formal complaints;
- organization and participation in outreach activities, training sessions, and outreach.
Moreover, there is an ombudsman whose “mission is to ensure a fair and equitable treatment by the University administration for all experiences of each member of the University community.” In that sense, the ombudsman must:
- Treat the assistance demand of members having exhausted domestic remedies available to them, to be victims of errors, injustices, unfairness or discrimination by the university administration.
- Work to improve academic practices of fairness and equity in the formulation of the regulation proposed changes to the university.
Report of 2014-2015 :
http://www.ombuds.umontreal.ca/documents/RA2014-2015-Ombudsman_000.pdf
Does the institution have programs specifically designed to recruit students from underrepresented groups?:
Does the institution have programs specifically designed to recruit staff from underrepresented groups?:
Does the institution have programs specifically designed to recruit faculty from underrepresented groups?:
A brief description of the institution’s programs to recruit students, staff and/or faculty from underrepresented groups:
The Université de Montréal subscribes to various regulations (provincial and federal) regarding the representativity of diversity within its structures. It follow the programmes d'accès à l'égalité et d'équité en emploi (access programs to equality and employment equity) that target three areas of intervention:
1. To ensure the constant updating of the representation of target groups among the workforce;
2. To implement proactive recruitment and hiring from the target groups;
3. To ensure compliance and, if necessary, to improve our policies and management practices that are already inclusive and free from discrimination. To continuously educate and train managers and staff on access to equality and daily management of diversity.
The Université de Montréal also reports the results of those evaluations to the Commission des droits de la personne et des droits de la jeunesse (Commission on Human Rights and Youth Rights).
Provincial Act respecting(in respect to??) equal access to employment in public bodies:
http://legisquebec.gouv.qc.ca/fr/ShowDoc/cs/A-2.01
Federal Employment Equity Act:
http://laws.justice.gc.ca/fra/lois/e-5.401/
Does the institution have mentoring, counseling, peer support, academic support, or other programs to support students from underrepresented groups on campus?:
Does the institution have mentoring, counseling, peer support or other programs to support staff from underrepresented groups on campus?:
Does the institution have mentoring, counseling, peer support or other programs to support faculty from underrepresented groups on campus?:
A brief description of the institution’s programs to support students, staff and/or faculty from underrepresented groups:
STUDENTS:
- Indigenous students
Ok8APi is an association whose mission is to bring together indigenous people and the community of the Université de Montréal in order to fight prejudice and discrimination against aboriginal people, to promote the integration of aboriginal students in University life, and to encourage the equal sharing of knowledge and culture.
https://cercleok8api.wordpress.com/a-propos/
- Parents:
The Action humanitaire et communautaire (AHC; Humanitarian and Community Action) offers support to student-parents via its Programme études-famille (studies-family program). This group aims to inform students of the activities and resources available to them. It is also a platform for exchange with other student-parents.
http://www.ahc.umontreal.ca/etudesfamille/ressources.htm
- Persons with disabilities:
The Service aux étudiants en situation de handicap (SESH; Student with Disabilities Service) offers services to students with disabilities like educational and physical assistance, oral interpreters, sign language or Pidgin; note-taking; transcription; adaptive technology; equipment loan.
http://carrefoursae.umontreal.ca/soutien/situation-de-handicap/
- Foreign students
The Bureau des étudiants internationaux (BEI; Office of International Students) offers assistance for immigration procedures, integration activities, social activities, in order to facilitate their integration.
http://carrefoursae.umontreal.ca/soutien/etranger/
- Other non-traditional students (workers, retired persons, etc.)
In collaboration with the Centre étudiant de soutien à la réussite (CESAR; Student Support Centre for Success), individual consultations are offered (academic and professional information, academic and professional orientation, etc.) after regular hours to accommodate students taking evening courses.
http://carrefoursae.umontreal.ca/soutien/
EMPLOYEES/FACULTY MEMBERS
Mentoring, support and specific needs for employees/faculty members are managed according to the needs (e.g. adapting the workplace of employees with disabilities; support to foreign employees to help them in their applications for work permits or permanent residence; etc.).
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?:
A brief description of the institution’s programs to support and prepare students from underrepresented groups for careers as faculty members:
Does the institution produce a publicly accessible inventory of gender-neutral bathrooms on campus?:
Does the institution offer housing options to accommodate the special needs of transgender and transitioning students?:
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:
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.