Polytechnique Montréal
PA-7: Support for Underrepresented Groups

In the Déclaration des droits et responsabilités des étudiants de Polytechnique Montréal (Polytechnique Montréal Declaration of Student Rights and Responsibilities), article 2.5 begins as follows:

"Every student has a right to a quality environment and, among other things, relations with members of the Polytechnique community free from harassment or discrimination based on race, colour, ethnic or national origin, civil status, religion, political convictions, language, gender, sexual orientation, pregnancy, age, social condition (including family matters), personal disability
or the use of any means to cope with such a disability."

There is also a "Règlement contre le harcèlement" (Harassment Regulation) that applies to the entire community (students and employees).

On December 13, 2018, the Board of Directors of Polytechnique Montréal adopted a policy on sexual violence, in accordance with the Act to Prevent and Combat Sexual Violence in Higher Education Institutions. It was updated in April 2019.

These documents may be consulted here:
https://www.polymtl.ca/conduite/en/students-rights-and-responsibilities
https://www.polymtl.ca/carrefour-actualite/en/news/polytechnique-montreal-adopts-policy-sexual-violence

Students can obtain support from the Registrar or the Service aux étudiants de Polytechnique (Polytechnique Student Services) in any situation. The regulation against harassment describes the procedure to file a complaint, for both students and employees. Since 2017, a social worker joined the Students Services team.

For students, the complaint is filed and given to the Service aux étudiants. The Secrétariat general analyses the complaint and provides legal advice. If social consideration is needed, the student (whereas is the victim or has experienced a bias) will meet with the social worker. If required, the social worker will organise a meeting with Polytechnique’s psychologist, or he/she can refer to external resources if deemed appropriate.

For employees, the complaint is usually directly filed and given to the Secréteriat general, which will provide legal advice. If the employee wants additional support they can call the Programme d’aide aux employés (Employee assistance program).

If the situation is more complex, students or staff may bring it up with the Ombudsman. (For details on Polytechnique's ombudsman: http://www.polymtl.ca/ombudsman/)

Polytechnique has now a well established Bureau d’intervention et de prévention des conflits et de la violence (conflict and violence prevention and response office). This office :
- Welcomes, informs and advises any member of Polytechnique Montréal in connection with conflicts or violence in complete confidentiality;
- Handles reports, complaints and receives information;
- Develops prevention strategies, organizes, delivers and offers training and awareness-raising activities aimed at combating violence and resolving conflicts;
- Directs members to other resources, if necessary.

As women represent respectively only 14% and 15% of engineers in Canada and in Quebec and 30% of graduates at Polytechnique Montreal, they are considered as an underreprensented group. Polytechnique strongly advocates increasing women's role in engineering and this commitment was made even firmer since the tragedy of December 6, 1989, when 14 women were killed at the institution. To encourage women to pursue engineering studies, Polytechnique takes part in events such as "Des filles et des sciences, un duo electrisant" (Girls and science, an electrifying team) to promote engineering studies for girls in schools. Polytechnique also offers a major scholarship to a woman though its "Bourse de l'ordre de la rose blanche" (Order of the white rose scholarship; http://www.polymtl.ca/aide-financiere/bourses/bourse-de-lordre-de-la-rose-blanche).

Polytechnique Montréal endorses equal access and an equity employment programs for women, aboriginal people, visible and ethnic minority and people with disabilities. This program is for all employees, academic and non-academic staff. This statement is outlined in every job offer to encourage people from underrepresented groups to apply. https://www.polymtl.ca/carriere/equite-diversite-et-inclusion-edi

Since 2017, Polytechnique has also adopted an action plan for diversity and equity for the Canada research chairs "Chaires de recherche du Canada : agir pour la diversité". The latest version of this action plan was issued in 2019.

Mentoring, counseling, peer support, academic support is available for all students at the Services aux étudiants de Polytechnique. Specialised advisors are available for international students and for students with disabilities. For details: https://www.polymtl.ca/sep/nos-services

With regards to employees, mentoring, support or specific needs (adaptation for employees with disabilities for instance) are always managed when necessary. Furthermore, specifically for women academic staff, there is a program Leadership for Women and they have access to a renowned training by "L'effet A" (The "A" Effect): "The Leadership Challenge is a training that accompanies women managers wishing to strengthen and assume their leadership style to better approach the constantly changing world of work. Our innovative approach allows managers to anchor their leadership in their core values ​​and to propel their career through contact with inspiring women and leaders."