Overall Rating Silver
Overall Score 54.78
Liaison Luc Surprenant
Submission Date Dec. 20, 2019

STARS v2.2

Universite de Montreal
PA-7: Support for Underrepresented Groups

Status Score Responsible Party
Complete 1.33 / 3.00 Luc Surprenant
Consultant, Sustainable Development
Vice rector's office, Finances and Infrastructures
"---" indicates that no data was submitted for this field

Does the institution have a publicly posted non-discrimination statement? :
Yes

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”

https://secretariatgeneral.umontreal.ca/public/secretariatgeneral/documents/doc_officiels/reglements/enseignement/regl20_9-politique-droits-etudiantes-etudiants-universite-de-montreal.pdf

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.

https://secretariatgeneral.umontreal.ca/public/secretariatgeneral/documents/doc_officiels/reglements/administration/adm10_16-politique-contre-harcelement.pdf


Does the institution have a discrimination response protocol or committee (sometimes called a bias response team)?:
Yes

A brief description of the institution’s discrimination response protocol or team:

The Harassment Intervention Office (or 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:
- advises members of the academic community.
- processes requests for assistance or receives complaints from members who, after exhausting domestic remedies at their disposal, consider themselves victims of errors, injustices, inequity or discrimination by the university administration.
- works to improve academic practices of justice and equity.
- reports annually on its activities to the University Council.
- When domestic remedies have been exhausted without success, the Ombudsman may conduct an investigation.
- When a complaint is well-founded, it intervenes with the persons responsible and makes recommendations.
- When it comes to the conclusion that the complaint is unfounded, it informs the person and closes its file.

Report of 2017-2018 :
https://ombudsman.umontreal.ca/fileadmin/ombudsman/Documents/RA_ombudsman_2017-2018.pdf


Does the institution have programs specifically designed to recruit students from underrepresented groups?:
Yes

Does the institution have programs specifically designed to recruit academic staff from underrepresented groups?:
No

Does the institution have programs designed specifically to recruit non-academic staff from underrepresented groups?:
No

A brief description of the institution’s programs to recruit students, academic staff, and/or non-academic staff from underrepresented groups:

Launched in 2000, Project SEUR ( Educational, University and Research Awareness) encourages high school and college students to stay in school by allowing them to explore different educational and career opportunities. It focuses primarily on disadvantaged and/or multi-ethnic urban areas and newcomers, and aims to enhance the ethnic, cultural and socio-economic diversity of future cohorts of university students.

This institutional project, sponsored by the Université de Montréal, has several components (2019-2020 projects):
- Access Medicine
- Health Sciences
- School perseverance
- Conferences and specialized meetings
- Immersion Stays
- 1,000 sciences
- Douance
- Heading for the university
http://seur.qc.ca/


Does the institution have mentoring, counseling, peer support, academic support, or other programs designed specifically to support students from underrepresented groups on campus?:
Yes

Does the institution have mentoring, counseling, peer support or other programs designed specifically to support academic staff from underrepresented groups on campus?:
No

Does the institution have mentoring, counseling, peer support or other programs to support non-academic staff from underrepresented groups on campus?:
No

A brief description of the institution’s programs designed specifically to support students, academic staff, and/or non-academic staff 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/


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?:
No

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?:
Yes

Does the institution offer housing options to accommodate the special needs of transgender and transitioning students?:
No

Website URL where information about the institution’s support for underrepresented groups is available:
Additional documentation to support the submission:
---

On the campus plan, select Services and "Toilettes non genrées" (gender-neutral bathrooms)

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 and complete the Data Inquiry Form.