| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 59.78 |
| Liaison | Joseph Wasylycia-Leis |
| Submission Date | March 1, 2019 |
| Executive Letter | Download |
University of Winnipeg
PA-4: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.67 / 2.00 |
Stacey
Belding Human Rights and Diversity Officer Human Resources |
Does the institution have a diversity and equity committee, office, and/or officer tasked to advise on and implement policies, programs, and trainings related to diversity, equity, inclusion and human rights on campus?:
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:
The Human Rights and Diversity Office upholds the University's commitment to equity, social justice, mutual respect, diversity and the dignity of all people. The University recognizes that every member of the University community has the right to participate, learn and work in an inclusive and respectful work and learning environment that promotes equal opportunities and is free from discrimination and harassment. The Human Rights and Diversity Officer's duties include receipt, investigation and resolution of concerns and provision of advice and assistance to faculty, staff members, students and administrators, as well as co-chairing the University's Equity, Diversity and Inclusion Committee. The office also organizes information sessions on the Respectful Working and Learning Environment Policy, Accessibility, Employment and Equity, Diversity and Inclusion, and other relevant educational programs.
The Human Rights and Diversity Office:
*Provides education for faculty, staff, students by way of presentations regarding RWLE, sexual violence, employment equity and accessibility (AMA), and website (sexual violence hub, accessibility hub, HRDO website), as well as social media and other communications.
* Accepts complaints and inquiries under RWLE and Sexual Violence Policy from faculty, staff and students and assists with resolving complaints informally, screening and referring/deferring to investigation if appropriate. Focus is increasingly on informal resolution wherever possible, and work has been done to ensure that our informal resolution options include Indigenous conflict resolution mechanisms
* Assists with development of policy, including sexual violence, RWLE and accommodation.
* Co-chairs and attends committee meetings regarding sexual violence, employment equity, and accessibility issues.
* Assists faculty and staff with employment equity policy
*Administers a confidential voice mailbox to receive inquiries and complaints under the Respectful Working and Learning Environment Policy, and the Sexual Violence Prevention Policy
*Helps guide hiring processes to ensure employment equity.
*Serves as the Equity Officer in regards to Canada Research Chair Recruitment.
* Online AMA training is required for all staff.
Estimated proportion of students that has participated in cultural competence trainings and activities (All, Most, Some, or None):
Estimated proportion of staff (including administrators) that has participated in cultural competence trainings and activities (All, Most, Some, or None):
Estimated proportion of faculty that has participated in cultural competence trainings and activities (All, Most, Some, or None):
A brief description of the institution’s cultural competence trainings and activities for each of the groups identified above:
*Online mandatory accessibiility training
*In-person workshops regarding RWLE, sexual violence, accessibility, employment equity.
* International Women's Day, Take Back the Night, PRIDE - all have activities such as presentations, PRIDE march, film screenings.
* Indigenous Insights training is offered by Indigenous Affairs.
* HRDO website, AMA and Sexual Violence hubs.
* All new students receive Sexual Violence Prevention training, and training is provided to faculty staff and other students.
* All new faculty receive presentation containing an overview of equity and diversity inititaves on campus.
* Social media and postering campaign regarding sexual violence prevention, plus give aways for orientations. Faculty and Staff full day orientations cover key policies, and provide overviews related to building cultural competence. Increasing focus on education around "unconcious bias" as it relates to key decision making processes such as hiring (mandatory for individuals on Canada Research Chair hiring Committees).
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.