8- Decent Work and Economic Growth
Here are the actions taken by the Université de Montréal to ensure a safe workplace and decent working conditions for its employees.
Employee compensation
Living wage in Montreal (based on a family of four) : $18/hour
Information provided by the Institut de recherche et d’informations socio-économiques : https://iris-recherche.qc.ca/publications/revenu-viable-2023/
Percentage of the Université de Montréal’s employees who receive a living wage (excluding benefits) : 100%
Percentage of the living wage provided to the institution’s lowest paid employees : 125%
Description of the minimum total compensation provided to the University’s lowest paid employees or pay grade
The first level of class 1 technicians are the lowest paid employees at the University. They are members of the Syndicat des employé·e·s de l’Université de Montréal 1244. According to their collective agreement, they have the right to the following benefits:
● Group insurance (health, dental, life, accident)
● Pension plan
● Tuition waivers (for themselves and their family)
The collective agreement is publicly available here : https://rh.umontreal.ca/fileadmin/ressourceshumaines/documents/conventions_et_ententes/Convention_collective_1244.pdf#page=149
The University’s STARS report card on employee compensation : reports.aashe.org/institutions/university-of-montreal-qc/report/2022-12-23/PA/wellbeing-work/PA-12/
Wellness Program
The Université de Montréal’s Employee Assistance Program is a confidential and voluntary support service that helps employees find various solutions to the challenges they face at any stage in their life. Access is immediate and confidential, and support is offered in ways that are best suited to their circumstances. For example :
● Achieving well-being : Stress management, mental health concerns, grief and loss, dealing with crises
● Managing relationships and family : communication, separation/divorce, parenting
● Dealing with workplace challenges : stress management, performance, work-life balance
● Dealing with addictions : alcohol, drugs, tobacco, gambling
● Getting legal advice : family law, separation/divorce, child custody
● Receiving financial guidance : debt management, bankruptcy, retirement
Since 2019, the University is participating in a long-term study of the Observatoire sur la santé et le mieux-être au travail. Thanks to the involvement of its employees, the University will be able to deploy a health and wellness program that truly meets their needs.
The University’s STARS report card on wellness program : https://reports.aashe.org/institutions/university-of-montreal-qc/report/2022-12-23/PA/wellbeing-work/PA-14/
Workplace Health and Safety
The Université de Montréal uses CSA Z1000 as a nationally recognized occupational health and safety management system.
The University’s OHSMS is managed by the University’s Direction de la prévention et de la sécurité. This OHSMS includes: OHS policy, analysis of different OHS risks, establishment of safe work procedures, OHS training activities, internal OHS inspections and audits to correct non-conformities, continuous improvement of OHS processes.
The annual number of recorded incidents of work-related injuries or illnesses is 57 out of a full-time equivalent workforce of 6,569 employees.
This number is defined by the Commission des normes, de l’équité, de la santé et de la sécurité du travail, the governing body responsible for the application of labour laws in Quebec, as the number of incidents/accidents that required a response from the University from May 1, 2021 to August 30, 2022.
The annual number of recorded incidents of work-related injury or illnesses per 100 full-time equivalent employees is 0.87.
For more information : http://dps.umontreal.ca/accueil/
The University’s STARS report card on workplace health and safety : https://reports.aashe.org/institutions/university-of-montreal-qc/report/2022-12-23/PA/wellbeing-work/PA-15/
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
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 :