| Overall Rating | Silver |
|---|---|
| Overall Score | 63.24 |
| Liaison | Victoria Ho |
| Submission Date | Feb. 8, 2024 |
OCAD University
PA-6: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Amanda
Hotrum Director Office of Diversity, Equity & Sustainability Initiatives |
"---"
indicates that no data was submitted for this field
Has the institution engaged in a structured assessment process during the previous three years to improve diversity, equity and inclusion on campus?:
Yes
A brief description of the assessment process and the framework, scorecard(s) and/or tool(s) used:
Employment Equity Survey (ongoing)
https://www.ocadu.ca/services/odesi/employment-equity/faqs
Presidential Task Force on the Under Representation of Racialized and Indigenous Faculty and Staff included 14 recommendations. [Implementation of these recommendations is embedded within the OCAD U President's scorecard]
https://www.ocadu.ca/Assets/documents/Presidential+Task+Force+on+the+Under-Representation+of+Racialized+and+Indigenous+Faculty+and+Staff.pdf
In 2021, the University was in compliance with the Accessibility for Ontarians with Disabilities Act (AODA) and filed a formal report confirming how OCAD U meets the AODA requirements.
https://www.ocadu.ca/services/odesi/employment-equity/faqs
Presidential Task Force on the Under Representation of Racialized and Indigenous Faculty and Staff included 14 recommendations. [Implementation of these recommendations is embedded within the OCAD U President's scorecard]
https://www.ocadu.ca/Assets/documents/Presidential+Task+Force+on+the+Under-Representation+of+Racialized+and+Indigenous+Faculty+and+Staff.pdf
In 2021, the University was in compliance with the Accessibility for Ontarians with Disabilities Act (AODA) and filed a formal report confirming how OCAD U meets the AODA requirements.
Does the assessment process address campus climate by engaging stakeholders to assess the attitudes, perceptions and behaviors of employees and students, including the experiences of underrepresented groups?:
Yes
Does the assessment process address student outcomes related to diversity, equity and success?:
Yes
Does the assessment process address employee outcomes related to diversity and equity?:
Yes
A brief description of the most recent assessment findings and how the results are used in shaping policy, programs, and initiatives:
1. OCAD University’s Presidential Task Force on Under-representation published a report in April 2017 which summarizes recommendations for OCAD University with the specific objective of raising the percentage of racialized and Indigenous employees in all areas and at all levels of the University, and in doing so also seek to increase diversity in the curriculum
The Task Force consulted with university stakeholders including students, faculty, sessional faculty, staff, managers, administrators and alumni to develop the report with recommendations that form the basis of a University Action Plan.
The recommendations include an equity statement which lays out our university’s
commitment to equity and fourteen actions which are the results of extensive consultation and best practice analysis.
The goal of the action plan is an OCAD University in which the demographics of staff, faculty and administrators better represent the diverse students who make up our community and our international networks. The action plan will provide a work environment and culture which will foster equity, collaboration and result in a breadth of cultural knowledge and creative expression.
2. The Presidential Taskforce found evidence of under-representation in staff and faculty and has resulted in changes in recruitment and selection practices such as with the faculty cluster hirings of Black and Indigenous faculty.
Bi-annually, directors report on how they have achieved AODA standards within their department to the VP Finance & Admin.
3. 2022 consultation to update Respectful Work and Learning Environment Policy (RWLEP). During this period, there was constituent engagement of many stakeholder groups such as through Student Union, the Faculty Equity Committee, the faculty and staff unions OCADFA, OPSEU. The feedback was used to revise the and update the RWLEP.
The Task Force consulted with university stakeholders including students, faculty, sessional faculty, staff, managers, administrators and alumni to develop the report with recommendations that form the basis of a University Action Plan.
The recommendations include an equity statement which lays out our university’s
commitment to equity and fourteen actions which are the results of extensive consultation and best practice analysis.
The goal of the action plan is an OCAD University in which the demographics of staff, faculty and administrators better represent the diverse students who make up our community and our international networks. The action plan will provide a work environment and culture which will foster equity, collaboration and result in a breadth of cultural knowledge and creative expression.
2. The Presidential Taskforce found evidence of under-representation in staff and faculty and has resulted in changes in recruitment and selection practices such as with the faculty cluster hirings of Black and Indigenous faculty.
Bi-annually, directors report on how they have achieved AODA standards within their department to the VP Finance & Admin.
3. 2022 consultation to update Respectful Work and Learning Environment Policy (RWLEP). During this period, there was constituent engagement of many stakeholder groups such as through Student Union, the Faculty Equity Committee, the faculty and staff unions OCADFA, OPSEU. The feedback was used to revise the and update the RWLEP.
Are the results of the most recent structured diversity and equity assessment shared with the campus community?:
Yes
A brief description of how the assessment results are shared with the campus community:
The Presidential Task Force Report is available on the OCAD U website and a Committee of faculty, staff, University leadership, and students regularly meet to ensure progress on the recommendations.
The Office of Diversity, Equity & Sustainability Initiatives (ODESI) shares out initiatives and outcomes through presentations in meetings to Faculty Senate, Board of Governor, and Senior Leadership.
The Office of Diversity, Equity & Sustainability Initiatives (ODESI) shares out initiatives and outcomes through presentations in meetings to Faculty Senate, Board of Governor, and Senior Leadership.
Are the results (or a summary of the results) of the most recent structured diversity and equity assessment publicly posted?:
Yes
The diversity and equity assessment report or summary (upload):
Website URL where the diversity and equity assessment report or summary is publicly posted:
Optional Fields
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
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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.