10- Reduced Inequalities

Here are the actions taken by the Université de Montréal to support underrepresented groups, diversity and equity.

Support for Underrepresented Groups

The non-discrimination statement 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_incivilite_harcelement_discrimination_racisme.pdf

Institution’s discrimination response protocol or team:

The Respect for Persons Office for the prevention of and fight against harassment, discrimination, racism and sexual violence (or Bureau du respect de la personne) 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.

https://respect.umontreal.ca/accueil/

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 2021-2022:
https://ombudsman.umontreal.ca/fileadmin/ombudsman/Documents/RA/Annuel_ombudsman_UMontreal_2021-22_protege.pdf

Report of 2022-2023:
https://ombudsman.umontreal.ca/fileadmin/ombudsman/Documents/RA/Annuel_ombudsman_UMontreal_2022-23_protege.pdf

Institution’s programs to recruit students, academic staff, and/or non-academic staff from underrepresented groups:

Launched in 2000, Cap Campus 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.

https://capcampus.umontreal.ca/accueil/

Goal 1 of the EDI plan is to recruit more students from underrepresented groups.

Identify and address barriers to equitable access to higher education affecting students from underrepresented groups at the University or in certain disciplines

1.1 To better understand the student population already attending the Université de Montréal
1.2 To identify the various causes of under-representation of certain groups
1.3 Increase the presence of under-represented groups among applicants and applicants and address various barriers to their admission

Institution’s programs designed specifically to support students, academic staff, and/or non-academic staff from underrepresented groups:

Goal 2 of the EDI Action Plan is to ensure better retention of students from underrepresented groups.

Support the retention and success of students with academic, personal, or social vulnerabilities

2.1 Increase knowledge of the academic success profile and educational experience of vulnerable or under-represented groups
2.2 Increase the responsiveness of services that support success to the needs of diverse students
2.3 Support the inclusion of diversity in the educational relationship and in classroom and in classroom activities

The University's Student Life Services has developed several programs over the past years to support the student experience and improve retention. Some services are targeted to students from underrepresented groups, including a First Peoples Student Center as well as an International Student Office.

Scholarships for students with disabilities
Scholarships for students with disabilities provide financial support for students who may have to make considerable efforts to overcome their medical condition. In 2021, a total of 22 scholarships of $2,000 per semester were awarded for a total of $44,000. Applications for the scholarships were accepted in more than 95% of the cases.

The University's EDI Action Plan includes several initiatives aimed at recruitment, integration, and onboarding, specifically in Goals 4, 5, and 6.

The University provides training and support resources to all staff to enable them to be supported when needed.

As an example, for First Peoples, the KWE-KWE committee provides a cultural safety net that allows First Peoples employees and students to be supported through challenges encountered in their journey at the University.

Although a formal committee is not formed, similar support is provided for students and employees with disabilities. This support, clearly identified and known to many, allows for, among other things, accommodation requests and the necessary accompaniment for a healthy pursuit of education and employment.

In addition, the Respect for Persons Office is mandated to raise awareness among all members of our institution about the risks of harassment, sexual violence and discrimination. To this end, it organizes awareness and training campaigns and supports the members of our community when problematic situations arise.

Finally, our benefits program includes an employee and family assistance program that includes psychological and career support.

For a more detailed overview of what is offered to our employees, please consult the following document (pages 21, 50, 74, 86, 95 and 134): https://1drv.ms/b/s!AiEjnXJXtLq9ixl7YL7P1pkvg45C?e=QO7Bsr

Description of the institution’s programs to support and prepare students from underrepresented groups for careers as faculty members

In our action plans, and more specifically in objectives 1, 2 and 7, many of the initiatives are aimed at recruiting, integrating, and supporting our student community.
A student support team offers, according to certain criteria, scholarships to national and international students, as well as punctual help in case of temporary difficulties.

Academic employees
The University's EDI Action Plan includes several initiatives aimed at recruitment, integration, and onboarding, specifically in Goals 4, 5, and 6.

Also, it should be noted that an academic leadership development program is in place to support our managers in maintaining an inclusive work environment for our faculty.

Finally, a study is currently underway to better understand the specific support needs of our faculty. The report that is expected to be submitted in the coming months will propose recommendations that will address the challenges faced by all academic staff and particularly those who are underrepresented.

Website URL where information about the institution’s support for underrepresented groups is available: https://plancampus.umontreal.ca/montreal/

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

Web page dedicated to EDI: https://www.umontreal.ca/diversite/
Web page dedicated to First Peoples: https://www.umontreal.ca/premierspeuples/

Assessing Diversity and Equity

Assessment process and the framework, scorecard(s) and/or tool(s) used:

The University has had EDI action plans in place for nearly twenty years and submits a copy of its action plan to the Commission Québécoise des Droits de la Personnes every three years. The last action plan was submitted in April 2020.

Since 2019, the University has decided to go even further in its commitment to EDI and relations with First Peoples and this is why it has decided to involve its entire community and expanded its EDI action plan to all of the University's missions and not only to the Human Resources component. These include EDI in research, training content, student profile and our relationship with the Montreal communities.
This commitment has resulted in a diagnosis that has allowed us to identify our strengths and areas for improvement, a Vision Statement that guides all of our actions and finally two action plans, one in EDI and one specifically for First Peoples. These two action plans support all of our initiatives to make the University an open, inclusive and diverse place to live, study, research and work.

On the University's website, you will find all the documentation supporting our commitment.
A web page dedicated to EDI: https://www.umontreal.ca/diversite/
A web page dedicated to First Peoples: https://www.umontreal.ca/premierspeuples/

Vision Statement: https://www.umontreal.ca/public/www/documents/Enonce_de_vision_EDI_2019.pdf
Diagnosis: https://www.umontreal.ca/public/www/images/diversite/documents/EDI-Diagnostic_avril_2020.pdf
EDI Action Plan: https://www.umontreal.ca/public/www/images/diversite/documents/UdeM_PlanDAction_EDI_final.pdf
EDI Year 1 Report: https://www.umontreal.ca/public/www/images/diversite/documents/UdeM_RapportEDI_AN_1__VF.pdf
RPP Action Plan: https://www.umontreal.ca/public/www/images/autochtones/UdeM_PlanDAction_PremiersPeuples_final.pdf
Year 1 RPP Report: https://www.umontreal.ca/public/www/images/autochtones/UdeM_RapportPPP_Suivi_An1_final.pdf

Description of the most recent assessment findings and how the results are used in shaping policy, programs, and initiatives:

"The University's diagnosis and vision statement present all relevant information.
https://www.umontreal.ca/public/www/images/diversite/documents/EDI-Diagnostic_avril_2020.pdf
https://www.umontreal.ca/public/www/documents/Enonce_de_vision_EDI_2019.pdf
The University has had EDI action plans in place for nearly twenty years and submits a copy of its action plan to the Commission Québécoise des Droits de la Personnes every three years. The last action plan was submitted in April 2020.

Description of how the assessment results are shared with the campus community :

" Year 1 Report: Relationship with First Peoples: https://www.umontreal.ca/public/www/images/autochtones/UdeM_RapportPPP_Suivi_An1_final.pdf
Year 1 Report: EDI: https://www.umontreal.ca/public/www/images/diversite/documents/UdeM_RapportEDI_AN_1__VF.pdf

All follow-up reports on the implementation of action plan initiatives are shared with our entire student, employee and faculty community as well as our external stakeholders.
The following internal websites contain all information of interest to a wide audience.
A web page dedicated to EDI: https://www.umontreal.ca/diversite/
A web page dedicated to First Peoples: https://www.umontreal.ca/premierspeuples/.

The diversity and equity assessment report or summary (upload): UdeM_RapportEDI_AN_1__VF.pdf

Website URL where the diversity and equity assessment report or summary is publicly posted :
https://www.umontreal.ca/diversite/

Additional documentation to support the submission :
UdeM_RapportPPP_Suivi_An1_final.pdf

More information about NSSE: http://nsse.indiana.edu

EDI Plan and Non-Discrimination Policy

The Université de Montréal has had EDI action plans in place for nearly twenty years and submits a copy of its action plan to the Commission québécoise des droits de la personne every three years.

Since 2019, the University expanded its EDI action plan to all of its missions, including research, training, student profiles and its relationship with the local community. This commitment has resulted in a diagnosis that identified areas for improvement, a vision statement that guides all its actions and finally an EDI action plan.

Link to the University’s diagnosis : https://www.umontreal.ca/public/www/images/diversite/documents/EDI-Diagnostic_avril_2020.pdf

Link to the University’s vision statement : https://www.umontreal.ca/public/www/documents/Enonce_de_vision_EDI_2019.pdf

The University’s EDI plan

Goal 1 : Identify and address barriers to equitable access to higher education affecting students from underrepresented groups

Goal 2 : Improve the retention and success rate of students with academic, personal and social vulnerabilities

Goal 3 : Maximize the contribution of training programs to preparing students in all disciplines to interact and work in contexts of diversity

Goal 4 : Be an inclusive work environment representative of the community in which it is rooted

Goal 5 : Be an inclusive environment free from discrimination and representative of its community

Goal 6 : Diversify and promote equity in research

Goal 7 : Strengthen partnerships with vulnerable and underrepresented communities within the University and further involve alumni and donors

Goal 8 : Make sure that the University’s action plan on equity, diversity and inclusion has a structural impact on the University’s transformation

Link to the full plan : https://www.umontreal.ca/public/www/images/diversite/documents/UdeM_PlanDAction_EDI_final.pdf

The University’s non-discrimination policy

All students have the right to equal treatment by the University. That right cannot be restrained by discrimination based on race, skin color, ethnic origins or nationality, marital status, religion, political ideology, language, gender, sexual orientation, pregnancy, age, social circumstance (including family responsibilities), sickness, disability.

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

All students and employees also have the right to a respectful environment free from harassment, discrimination and racism.

Link to the full policy : https://secretariatgeneral.umontreal.ca/public/secretariatgeneral/documents/doc_officiels/reglements/administration/adm10_16-Politique_incivilite_harcelement_discrimination_racisme.pdf

Response to discrimination incidents

The University’s Bureau du respect de la personne is responsible for preventing and intervening when harassment incidents are reported. It provides the following services:

● Provide confidential advice to people who report harassment incidents on campus

● Meet, with the victims’ consent, with everyone involved in these incidents to find an acceptable outcome (mediation, training, intervention)

● Deliver formal harassment complaints

● Organize and participate in outreach activities and training sessions

For more information : https://respect.umontreal.ca/accueil/

Moreover, the University’s ombudsman has the mission to ensure a fair and equitable treatment by the University’s administration to each member of its community. In that sense, the ombudsman:

● advises members of the academic community

● processes assistance requests and receives complaints from members of the community, who, after exhausting all remedies at their disposal, consider themselves victims of errors, injustices, inequity or discrimination by the University’s administration

● improves academic practices of justice and equity

● reports annually on its activities to the university council

● conducts investigations when remedies have been exhausted without success

● intervenes with the people involved and makes recommendations when a complaint is well founded

● informs those involved when it concludes that the complaint is unfounded and closes the complaint

Link to the Université de Montréal’s ombudsman annual report: https://ombudsman.umontreal.ca/fileadmin/ombudsman/Documents/RA/Annuel_ombudsman_UMontreal_2022-23_protege.pdf

Measuring progress

Year 1 report of the action plan: https://www.umontreal.ca/public/www/images/diversite/documents/UdeM_RapportEDI_AN_1__VF.pdf

All follow-up reports are shared with the University’s community as well as with external stakeholders.

Programs to recruit students and staff from underrepresented groups

Launched in 2000, Cap Campus is a program that encourages high school and college students to graduate and explore different educational and career opportunities. It focuses primarily on disadvantaged and ethnic groups, and aims to enhance the ethnic, cultural and socio-economic diversity of future university students.

For more information : https://capcampus.umontreal.ca/accueil/

The University’s Services à la vie étudiante developed several programs over the years to support the student experience and improve retention. Some services are targeted to students from underrepresented groups, including a First Peoples Student Centre as well as an International Student Office.

Scholarships for students with disabilities

The University provides scholarships to students with disabilities. In 2021, 22 scholarships of $2,000 per semester were awarded. More than 95% of applications were accepted.

Reconciliation and decolonization

The University’s action plan on reconciliation and decolonization advocates for a stronger involvement from first nations in all aspects of this process. It also aims to develop a more culturally inclusive environment and a balance between indigenous knowledge and languages.

Link to the action plan : https://www.umontreal.ca/public/www/images/autochtones/UdeM_PlanPPP_2024_2029.pdf

Measuring progress

Year 1 report of the action plan: https://www.umontreal.ca/public/www/images/autochtones/UdeM_RapportPPP_Suivi_An1_final.pdf

For more information on the University’s commitment to EDI : https://www.umontreal.ca/diversite/

For more information on the University’s commitment to first nations : https://www.umontreal.ca/premierspeuples/

DEI trainings and activities

The University’s Direction des ressources humaines offers training to its staff on access to equality and daily management of diversity (e.g., diversity at work and accommodations).

Students have access, via the University’s humanitarian and community action committee, to activities that address cultural diversity and intercultural exchanges.

For more information : http://www.ahc.umontreal.ca/index.htm

For more information on the University’s commitment to diversity: https://www.umontreal.ca/diversite/

The University’s STARS report card on diversity and equity coordination : https://reports.aashe.org/institutions/university-of-montreal-qc/report/2022-12-23/PA/diversity-affordability/PA-5/

The University’s STARS report card on assessing diversity and equity : https://reports.aashe.org/institutions/university-of-montreal-qc/report/2022-12-23/PA/diversity-affordability/PA-6/

The University’s STARS report card on support for underrepresented groups : reports.aashe.org/institutions/university-of-montreal-qc/report/2022-12-23/PA/diversity-affordability/PA-7/

Diversity and Equity Coordination

In accordance with the Université de Montréal’s vision of EDI, a special advisor to EDI was appointed: Prof. Marie Mc Andrew, professor emerita at the Faculté des sciences de l’éducation. Prof. Mc Andrew produced a vision statement in 2019 that was formulated into five principles and 12 objectives. These objectives are used to establish the University’s EDI action plan.

Until 2019, the University’s Standing Committee on the Status of Women’s mission was to:

● examine every aspect of the status of women at the University and identify specific needs

● make specific recommendations to the vice-rector for academic affairs to improve the status of women

● initiate and coordinate activities intended to promote women’s rights

Equal Access to Employment and Education for Women

The Université de Montréal’s policy on women’s access to education and employment eliminates all barriers to the recruitment of women in sectors in which they are underrepresented. The University offers various measures to support women in their educational journey, such as scholarships awarded exclusively to women and childcare on campus.

Link to the full policy :

https://secretariatgeneral.umontreal.ca/public/secretariatgeneral/documents/doc_officiels/reglements/administration/adm10_24-politique-acces-egalite_en_emploi-education-pour-femmes.pdf