| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 54.78 |
| Liaison | Luc Surprenant |
| Submission Date | Dec. 20, 2019 |
Université de Montréal
PA-6: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
0.63 / 1.00 |
Karina
Adam Executive Director Human Ressources |
"---"
indicates that no data was submitted for this field
Has the institution engaged in a structured assessment process during the previous three years to improve diversity, equity and inclusion on campus?:
Yes
A brief description of the assessment process and the framework, scorecard(s) and/or tool(s) used:
In accordance with the Government of Quebec's Pay Equity Act, the Université de Montréal launches a periodic evaluation process to ensure that pay equity is maintained.
This evaluation is carried out in partnership with each of the unions every five years to identify whether events that have occurred in the institution since the previous year have created wage gaps between the equivalent female- and male-dominated job classes and, if so, to determine the adjustments required.
The display of results is reserved internally but is made accessible to employees. 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, 2018;
c) Evaluate the job categories;
d) Estimate the disparity in wages and determine adjustments if needed.
University students were invited to participate in the National Survey of Student Engagement (NSSE). This survey allows the assessment of diversity on campus and the interactions within a multicultural context:
NSSE participation:
2011, 2014 and 2017
Also, Marie Mc Andrew, Special Advisor on Equity, Diversity and Inclusion, began work in 2019 to produce an EDI action plan at the Université de Montréal. Its mandate is to address diversity as a whole and to touch on the five missions of the Université de Montréal: a place of learning, a living environment, a place of knowledge production, a workplace and a committed citizen institution in its community.
This evaluation is carried out in partnership with each of the unions every five years to identify whether events that have occurred in the institution since the previous year have created wage gaps between the equivalent female- and male-dominated job classes and, if so, to determine the adjustments required.
The display of results is reserved internally but is made accessible to employees. 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, 2018;
c) Evaluate the job categories;
d) Estimate the disparity in wages and determine adjustments if needed.
University students were invited to participate in the National Survey of Student Engagement (NSSE). This survey allows the assessment of diversity on campus and the interactions within a multicultural context:
NSSE participation:
2011, 2014 and 2017
Also, Marie Mc Andrew, Special Advisor on Equity, Diversity and Inclusion, began work in 2019 to produce an EDI action plan at the Université de Montréal. Its mandate is to address diversity as a whole and to touch on the five missions of the Université de Montréal: a place of learning, a living environment, a place of knowledge production, a workplace and a committed citizen institution in its community.
Does the assessment process address campus climate by engaging stakeholders to assess the attitudes, perceptions and behaviors of employees and students, including the experiences of underrepresented groups?:
Yes
Does the assessment process address student outcomes related to diversity, equity and success?:
No
Does the assessment process address employee outcomes related to diversity and equity?:
Yes
A brief description of the most recent assessment findings and how the results are used in shaping policy, programs, and initiatives:
Results (when necessary):
SERUM: Union of Research Employees of the Université de Montréal
Pay equity adjustment premium 2016 and 2017
Administrative Affairs Clerk
Preparation Technician
Marketing Communication Technician
Administrative Technician
Laundromat attendant
Maintenance clerk
Receptionist Clerk
SERUM: Union of Research Employees of the Université de Montréal
Pay equity adjustment premium 2016 and 2017
Administrative Affairs Clerk
Preparation Technician
Marketing Communication Technician
Administrative Technician
Laundromat attendant
Maintenance clerk
Receptionist Clerk
Are the results of the most recent structured diversity and equity assessment shared with the campus community?:
Yes
A brief description of how the assessment results are shared with the campus community:
Access to those reports is accessible (but restricted) to all employees.
Are the results (or a summary of the results) of the most recent structured diversity and equity assessment publicly posted?:
No
The diversity and equity assessment report or summary (upload):
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Website URL where the diversity and equity assessment report or summary is publicly posted:
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Optional Fields
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
More information about NSSE: http://nsse.indiana.edu
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.