|Overall Rating||Silver - expired|
|Submission Date||Dec. 20, 2019|
Université de Montréal
PA-5: Diversity and Equity Coordination
|1.33 / 2.00||
Special Advisor on Equity, Diversity and Inclusion
Does the institution have a diversity and equity committee, office, and/or officer tasked by the administration or governing body to advise on and implement policies, programs, and trainings related to diversity, equity, inclusion and human rights?:
Does the committee, office and/or officer focus on students, employees, or both?:
A brief description of the diversity and equity committee, office and/or officer, including purview and activities:
In accordance with the Rector's vision of equity, diversity and inclusion, a special advisor has been appointed at the Université de Montréal. Marie Mc Andrew, Professor Emeritus of the Faculty of Education, produced a vision statement in 2019 that was formulated into five broad principles and 12 objectives. These objectives will be used to establish the action plan to be launched in 2020.
Until 2019, 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 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, people with religious beliefs, etc.).
Estimated proportion of students that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Estimated proportion of academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Estimated proportion of non-academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
A brief description of the institution’s cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
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 Student Services, to recurrent activities addressing cultural diversity and intercultural exchanges (intercultural week, international and intercultural solidarity activities, etc.)
Website URL where information about the institution’s diversity and equity office or trainings is available:
Additional documentation to support the submission: