5- Gender Equality
Here are the actions that UdeM and its community are implementing to support underrepresented groups, diversity and equity assessment, and diversity and equity coordination. Also, we promote a diverse and equitable environment to all minorities and underrepresented groups, including women.
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”
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.
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'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.
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.
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 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
Diversity and Equity Coordination
In accordance with the Rector's vision of equity, diversity and inclusion, a special advisor has been appointed at the University of Montreal. Marie Mc Andrew, Professor Emeritus of the Faculty of Education, produced a vision statement in 2019 that was formulated into five broad principles and 12 objectives. These objectives will be used to establish the action plan to be launched in 2020.
Until 2019, the mission of the Standing Committee on the Status of Women (Comité permanent sur le statut de la femme à l'Université) is to :
- Examine every aspect of the status of women at University of Montreal and identify specify needs;
- Make specific recommendations to the Vice-Rector for Academic Affairs to improve the status of women;
- Initiate, coordinate, and ensure the realization of activities intent on promoting the condition of women.
The mission of the Advisory Committee responsible for overseeing the cultural diversity adaptation policy (Comité consultatif chargé d'assurer le suivi de la Politique sur l'adaptation à la diversité Culturelle) is to:
- Promote the Cultural Diversity Adaptation Policy
- Stay tuned to the public debate on integration and adaptation, to consider it in its own reflections and to stimulate that debate;
- Evaluate the measures proposed by the ad hoc committee on inter-culturalism and any other measure aiming at applying the policy;
- Report to the University Assembly on the implementation of such measures and the policy in general.
The coordinator to diversity is in charge of:
- Developing strategies to promote the acquiring of cultural competence for employees (e.g. implementing the training program of the Office of Human Resources, coaching on unbiased hiring, promotion of the institutional policies regarding diversity, etc.)
- Organizing activities promoting inclusion and diversity within the University community (LGBT, people with disabilities, people with religious beliefs, etc.).
Institution’s cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
The Office of Human Resources (DRH; Direction des Ressources Humaines), according to its employment equity and equality policy offers trainings to its employees (with the participation of the Coordinator to diversity) on access to equality and daily management of diversity (e.g. diversity at work and reasonable accommodations).
Students have access, via the Humanitarian and Community Action committee (AHC; Action Humanitaire et Communautaire) of the Student Services, to recurrent activities addressing cultural diversity and intercultural exchanges (intercultural week, international and intercultural solidarity activities, etc.)
http://www.ahc.umontreal.ca/index.htm
Website URL where information about the institution’s diversity and equity office or trainings is available:
Equal Access to Employment and Education for Women Policy
Our university's policy on access to education and employment for women eliminates all barriers to the advancement of women, specifically regarding their recruitment in sectors in which they are underrepresented. Our university offers various measures to support women in their educational journey, such as scholarships awarded exclusively to women and childcare on campus.
For information:
Access to Childcare Facilities
Our university has accessible childcare facilities for students and staff, allowing recent mothers to attend university. Our university offers two childcare facilities on campus at a nominal cost.
Childcare services for students: https://www.faecum.qc.ca/services/halte-garderie-le-baluchon
Childcare services for staff: https://www.cpeudem.com/