University of Winnipeg
PA-6: Support for Underrepresented Groups

https://www.uwinnipeg.ca/respect/respect-policy.html Excerpt: The University is committed to and actively supports equal opportunity, 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 prohibits discrimination and harassment. The University does not condone behaviour that is likely to undermine the dignity or productivity of any of its members, and prohibits any form of discrimination or harassment, whether it occurs on University property or in conjunction with University related activities. The University and all members of the University community, particularly those in leadership roles, share the responsibility of establishing and maintaining a climate of respect within this community and of addressing any situation(s) in which respect is lacking. Many employees are also protected from discrimination by their union collective agreements. This is a sample from the UWFA Collective Agreement: ARTICLE 8: NON-DISCRIMINATION AND FREEDOM FROM HARASSMENT Non-Discrimination and Freedom from Harassment 8.01 Except where otherwise provided for by this Agreement, the Parties agree that there shall be no discrimination, harassment, interference, restriction or coercion exercised with respect to any employee in regard to any matter including but not limited to salaries, rank, appointment, promotion, tenure, permanency, reappointment, dismissal, leaves, employee benefits, or any other terms and conditions of employment except for such distinction, exclusion, limitation or protection as may meet the criteria of a bona fide occupational requirement under law. 8.02 The Parties to this Agreement have a duty not to harass or discriminate, as defined, in legislation and in the University of Winnipeg Respectful Learning and Working Environment Policy, and shall not behave in a manner that produces, contributes to or perpetuates a learning or working environment that tolerates harassment or discrimination. 8.03. The Parties to this Agreement declare that they do not condone harassment or discrimination as defined in the University of Winnipeg Respectful Learning and Working Environment Policy. Allegations of harassment or discrimination will be dealt with in accordance with procedures established by the Employer in the University of Winnipeg Respectful Learning and Working Environment Policy. 8.04 The protection from discrimination and harassment includes the protection from retaliation on any grounds identified in the policy for a Member having taken action under the policy either as a complainant or grievor, or for assisting a complainant or grievor in taking action under the policy, or for acting as a witness or advocate on behalf of an employee in a legal or other proceeding to obtain a remedy for a breach of nondiscrimination This is a sample from the AESES Collective Agreement: ARTICLE 18 NON-DISCRIMINATION 18.1 The Parties accept the principle of equality of opportunity for all in respect to an Employee's terms and conditions of employment, advancement and membership in the Association based on bona fide qualifications. Therefore, the Parties agree that with respect to the foregoing, except as otherwise provided in this Collective Agreement or by statute, there shall not be discrimination, interference, restriction or coercion exercised or practised on any Employee on the basis of ancestry (including colour and perceived race), nationality or national origin, ethnic background or origin, religion or creed (or religious belief, religious association or religious activity), age, sex, (including pregnancy, the possibility of pregnancy, or circumstances related to pregnancy), gender-determined characteristics or circumstances, sexual orientation, marital or family status, source of income, political belief, political association or political activity, physical or mental disability or related characteristics or circumstances, or activity in the Association. ARTICLE 18 NON-DISCRIMINATION 18.1 The Parties accept the principle of equality of opportunity for all in respect to an Employee's terms and conditions of employment, advancement and membership in the Association based on bona fide qualifications. Therefore, the Parties agree that with respect to the foregoing, except as otherwise provided in this Collective Agreement or by statute, there shall not be discrimination, interference, restriction or coercion exercised or practised on any Employee on the basis of ancestry (including colour and perceived race), nationality or national origin, ethnic background or origin, religion or creed (or religious belief, religious association or religious activity), age, sex, (including pregnancy, the possibility of pregnancy, or circumstances related to pregnancy), gender-determined characteristics or circumstances, sexual orientation, marital or family status, source of income, political belief, political association or political activity, physical or mental disability or related characteristics or circumstances, or activity in the Association.

Education and resources are provided to hiring committees, and they consult with the HRDO and HR, Employment Equity policy; a comprehensive Employment Equity program is being developed, Unconcious Bias online module and training available. There are a variety of initiatives offered through the Aboriginal Student Services Centre to assist with recruitment and retention of Indigenous students. For instance, the Transition Year Program (TYP) has been created to assist new Aboriginal students in building the academic and personal coping skills that will foster post-secondary success. The TYP Coordinator assists prospective Aboriginal students with the application process.

Students: *The Aboriginal Student Services Centre (ASSC) has been created to maintain a safe, educational and culturally sensitive environment for all Aboriginal students (First Nation, Metis and Inuit) as they pursue their academic studies at The University of Winnipeg. The ASSC strives to provide continuous student support and resources that will foster resilience in students to succeed from the application process to Convocation. *In collaboration with the students, faculty, and staff at The University of Winnipeg, Accessibility Services (AS) and the Accessibility Resource Centre (ARC) facilitate and promote the ongoing development of an accessible learning environment which provides students with disabilities or medical conditions the opportunity to participate fully in all aspects of campus life. *International Student Services at The University of Winnipeg offers a wide variety of services to UWinnipeg international students.

The Indigenous Summer Scholars Program (ISSP) is a response to the strategic directive of Indigenization set by the University of Winnipeg (UW) in 2016: to welcome Indigenous students, Indigenous ways of knowing and knowledge, and to increase the number of Indigenous faculty members. The ISSP is hosted by UW’s Faculty of Graduate Studies and invites senior undergraduate students and recent graduates of undergraduate programs who identify as Indigenous Peoples of Canada to participate on projects with researchers at UW. Through this research experience, students will also explore the possibilities of graduate studies. As part of an orientation week, scholars first attend a series of workshops, events, and cultural activities designed to provide scholars with an introduction to research, Indigenous methodologies, and graduate studies. In the following 11 weeks, scholars take part in experiential learning on scholarly research projects alongside UW faculty researchers, with whom the scholars have been matched based on each scholar’s previous education, experience, and research interest.

In response to the STARS Staff review feedback we received, we Included specific language from the Indigenous Summer Scholars Program.