|Submission Date||Oct. 6, 2014|
PA-4: Diversity and Equity Coordination
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 and equity on campus?:
Does the committee, office and/or officer focus on one or both of the following?:
|Yes or No|
|Student diversity and equity||Yes|
|Employee diversity and equity||Yes|
A brief description of the diversity and equity committee, office and/or officer, including purview and activities:
Western’s formal commitment to employment equity dates back to 1988 when the University became a signatory to the Federal Contractors Program (FCP). The confirmation of Western’s commitment to the principles of employment equity is embodied in Western’s Employment Equity Policy, M.A.P.P 3.2. While all members of the campus community play a role in the success of employment equity, the President’s Standing Committee for Employment Equity (PSCEE) has specific responsibilities, which are outlined in the policy.
An Employment Systems Review is a requirement of the Federal Contractors Program (FCP) and looks at the impact of all formal and informal employment policies and practices on the representation of designated group members (women, Aboriginal people, persons with disabilities and members of visible minorities) within Western’s workforce.
The Employment Systems Review is focused only on those occupational groups where, after analysis of Western’s employment equity data, a significant under-representation of designated group members exists. For more information on the representation of designated groups at Western, please see the Workforce Analysis Summary Report, prepared by Equity & Human Rights Services:
The full-time equivalent of people employed in the diversity and equity office:
The website URL where information about the diversity and equity committee, office and/or officer is available:
Does the institution make cultural competence trainings and activities available to all members of the following groups?:
|Yes or No|
A brief description of the cultural competence trainings and activities:
Equity and Human Rights Services (EHRS) provide training or educational workshops on equity or human-rights issues. It is believed that on-going training is the most effective method of providing tools to all members of the community to share in the responsibility of creating a safe and supportive teaching, learning and working environment.
EHRS’s training and workshops are available to students, staff and faculty groups free of charge. The following is a sample of the workshops that this office provides:
- Harassment 101
- Bullying – Not just for the playground anymore!
- What? Me liable?! Harassment training for supervisors and managers!
- Diversity matters!
- Employment Equity at Western
The website URL where information about the cultural competence trainings is available:
Equity and Human Rights Services (EHRS) provides information on the University’s discrimination and harassment policies, employment equity and diversity and other human rights related issues. The service is here for students, staff or faculty members. EHRS are dedicated to making Western an equitable, safe and supportive environment for all members of the University community. Services are confidential except in specific circumstances.
The EHRS office is responsible for:
- Providing information, education and training on human rights and equity issues to all members of the Western community, individually or in groups
- Administering the University’s policies on harassment and discrimination, including giving advice to people who feel they have been harassed or discriminated against, receiving complaints under University policies or non-discrimination/harassment clauses in collective and employment agreements, and mediating such complaints
- Offering a resource centre for equity and human rights information and materials
- Facilitating and overseeing Western’s employment equity policies and initiatives
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.
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.