| Overall Rating | Platinum |
|---|---|
| Overall Score | 87.91 |
| Liaison | Pierre Lemay |
| Submission Date | Dec. 19, 2022 |
Université Laval
PA-5: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.67 / 2.00 |
Pierre
Lemay Development Advisor Office of the Vice Rector, External and International Affairs and Health |
"---"
indicates that no data was submitted for this field
Part 1
Yes
Does the committee, office and/or officer focus on students, employees, or both?:
Both students and employees
None
A brief description of the diversity and equity committee, office and/or officer, including purview and activities:
The University recognizes the benefits of diversity and promotes a plurality of thought and opinion. In this spirit, the committee is composed of individuals who represent the diversity and richness of the University community, taking into account intersectionality.
The primary mandate of the Institutional Committee is to
- Recommend to the University Executive Committee an institutional EDI strategy
- Ensure the implementation of sustainable development in EDI
- Evaluate EDI initiatives and report to the Executive Committee
The EDI Committee has the authority to form subcommittees or initiative teams to carry out specific mandates and to invite anyone it deems useful to accomplish its work.
Example of action
- Implementation of an action plan allowing the University to fulfill its mission as an institution of higher learning for members of Aboriginal communities.
- Harassment Prevention and Intervention Centre
- Sexual Assault Prevention and Intervention Centre
- Mandatory sexual assault training
- EDI training offerings, including mandatory training on unconscious bias in the context of equity, diversity and inclusion for all members of the university community (student community, staff and managers)
More information : https://www.ulaval.ca/equite-diversite-inclusion/comite-institutionnel-edi
The primary mandate of the Institutional Committee is to
- Recommend to the University Executive Committee an institutional EDI strategy
- Ensure the implementation of sustainable development in EDI
- Evaluate EDI initiatives and report to the Executive Committee
The EDI Committee has the authority to form subcommittees or initiative teams to carry out specific mandates and to invite anyone it deems useful to accomplish its work.
Example of action
- Implementation of an action plan allowing the University to fulfill its mission as an institution of higher learning for members of Aboriginal communities.
- Harassment Prevention and Intervention Centre
- Sexual Assault Prevention and Intervention Centre
- Mandatory sexual assault training
- EDI training offerings, including mandatory training on unconscious bias in the context of equity, diversity and inclusion for all members of the university community (student community, staff and managers)
More information : https://www.ulaval.ca/equite-diversite-inclusion/comite-institutionnel-edi
Part 2
Most
Estimated proportion of academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Most
Estimated proportion of non-academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Most
If trainings are made available, provide:
1.(ALL) SV training (https://cipvacs.ulaval.ca/formation-obligatoire/, in French only)
The first mandatory training module is “Prévenir les violences à caractère sexuel dans notre communauté universitaire” (Preventing Sexual Violence in our University Community). The training takes about 45 minutes. It goes over the Policy to Prevent and Combat Sexual Violence at Université Laval and defines key terms like consent and sexual violence. Experts give advice on dealing with problematic situations and provide helpful resources.
The second module, “Ensemble contre la banalisation des violences à caractère sexuel” (Fighting the Trivialization of Sexual Violence Together), is available on the same site and is about 20 minutes long. It presents sexual violence scenarios based on actual events that were reported at different universities but trivialized by victims, witnesses, or perpetrators.
There is also a third module: 3. “Ensemble pour réfléchir sur les normes sociales sexuées et genrées et les violences à caractère sexuel” (Looking at Gender and Sexual Social Norms and Sexual Violence Together)
The third module in the mandatory sexual violence prevention training program addresses gender and sexual social norms and explores their impact on manifestations of sexual violence.
In the form of a sexually, culturally, and gender diverse roundtable, participants discuss the perceived impacts of social norms on consent and sexual violence.
Module 3 is an opportunity to reflect on why we adhere to and internalize these social norms. Let’s come together to consider the impact these norms have on our relationships, our understanding of consent, and our responses to sexual violence.
2.(ALL) Le racisme systémique (Systemic Racism) (https://vimeo.com/561860227), La diversité sexuelle et de genre (Sexual and Gender Diversity) (https://vimeo.com/646898694), La fétichisation raciale (Racial Fetishization) (https://vimeo.com/561903632)
As part of the “Le respect, rien de moins” (Respect, Nothing Less) awareness campaign, Université Laval’s Centre de prévention et d’intervention en matière de harcèlement (Harassment Prevention and Resolution Centre, CPIMH) worked with different content experts to address issues experienced by diverse groups.
The “Le respect, rien de moins” campaign aims to raise awareness in the university community about the different forms harassment can take, promote respectful and harassment-free behaviour, and empower community members to respond civilly in the face of disrespect.
3.(STAFF) Inclusive writing training
All staff members are trained on the principles of inclusive writing. A guide covering the basic concepts has also been developed and made available to the entire university community (in French only). https://www.ulaval.ca/sites/default/files/EDI/Vfinale_Guide%20de%20r%C3%A9daction%20inclusive%20(2021-12-13).pdf
4.(STAFF) L’approche pédagogique inclusive (The Inclusive Approach to Teaching) (https://www.enseigner.ulaval.ca/ressources-pedagogiques/l-approche-pedagogique-inclusive, in French only)
Bringing an inclusive approach to your courses may mean diversifying your teaching and learning methods, varying your testing strategies, revisiting your course website, or changing the way you teach, while respecting the educational intent of the course and without lowering the academic bar.
5.(STAFF) Le racisme comme phénomène humain et sociétal (Racism as a Human and Societal Phenomenon)
Understand the history of racism and other forms of discrimination within institutions and our society. Learn some of the basic concepts of systemic racism.
6.(STAFF) Introduction à l’histoire et aux réalités autochtones (Introduction to Indigenous History and Realities)
Develop historical knowledge of colonization and assimilation and put the impacts of the genocide on the Indigenous peoples of Canada in general, and Québec in particular, in a contemporary context.
7.(STAFF) Recruter sans discriminer (Recruitment Without Discrimination)
Explore key concepts related to human rights in the workplace. Identify sections of the Charter that apply to your workplace. Learn about discriminatory practices in the hiring process.
8.(STAFF) Le racisme vu sous l’angle des droits de la personne (Racism from a Human Rights Perspective)
Recognize manifestations of racism and place them on a continuum. Identify the five grounds for discrimination associated with racism and the human rights impacted by various manifestations of racism. Learn about recourses available under the Charter of Human Rights and Freedoms and other legal instruments. Identify potential courses of action to prevent and counter racism in your community.
9.(STAFF) Communication interculturelle : de la bienveillance à l’inclusion (Intercultural Communication: From Compassion to Inclusion)
Acquire knowledge and reflect on how you carry your culture to better understand cultural diversity and facilitate interactions.
10.(STAFF) Nos biais inconscients en contexte d’équité, de diversité et d’inclusions à l’Université Laval (Our Unconscious Biases in the Context of Equity, Diversity, and Inclusion at Université Laval)
This introductory training is a first step in making us aware of our unconscious biases so we can ensure an inclusive and equitable work and study environment where we all can thrive. This training is provided and individually tailored to students, faculty and staff, and managers.
The first mandatory training module is “Prévenir les violences à caractère sexuel dans notre communauté universitaire” (Preventing Sexual Violence in our University Community). The training takes about 45 minutes. It goes over the Policy to Prevent and Combat Sexual Violence at Université Laval and defines key terms like consent and sexual violence. Experts give advice on dealing with problematic situations and provide helpful resources.
The second module, “Ensemble contre la banalisation des violences à caractère sexuel” (Fighting the Trivialization of Sexual Violence Together), is available on the same site and is about 20 minutes long. It presents sexual violence scenarios based on actual events that were reported at different universities but trivialized by victims, witnesses, or perpetrators.
There is also a third module: 3. “Ensemble pour réfléchir sur les normes sociales sexuées et genrées et les violences à caractère sexuel” (Looking at Gender and Sexual Social Norms and Sexual Violence Together)
The third module in the mandatory sexual violence prevention training program addresses gender and sexual social norms and explores their impact on manifestations of sexual violence.
In the form of a sexually, culturally, and gender diverse roundtable, participants discuss the perceived impacts of social norms on consent and sexual violence.
Module 3 is an opportunity to reflect on why we adhere to and internalize these social norms. Let’s come together to consider the impact these norms have on our relationships, our understanding of consent, and our responses to sexual violence.
2.(ALL) Le racisme systémique (Systemic Racism) (https://vimeo.com/561860227), La diversité sexuelle et de genre (Sexual and Gender Diversity) (https://vimeo.com/646898694), La fétichisation raciale (Racial Fetishization) (https://vimeo.com/561903632)
As part of the “Le respect, rien de moins” (Respect, Nothing Less) awareness campaign, Université Laval’s Centre de prévention et d’intervention en matière de harcèlement (Harassment Prevention and Resolution Centre, CPIMH) worked with different content experts to address issues experienced by diverse groups.
The “Le respect, rien de moins” campaign aims to raise awareness in the university community about the different forms harassment can take, promote respectful and harassment-free behaviour, and empower community members to respond civilly in the face of disrespect.
3.(STAFF) Inclusive writing training
All staff members are trained on the principles of inclusive writing. A guide covering the basic concepts has also been developed and made available to the entire university community (in French only). https://www.ulaval.ca/sites/default/files/EDI/Vfinale_Guide%20de%20r%C3%A9daction%20inclusive%20(2021-12-13).pdf
4.(STAFF) L’approche pédagogique inclusive (The Inclusive Approach to Teaching) (https://www.enseigner.ulaval.ca/ressources-pedagogiques/l-approche-pedagogique-inclusive, in French only)
Bringing an inclusive approach to your courses may mean diversifying your teaching and learning methods, varying your testing strategies, revisiting your course website, or changing the way you teach, while respecting the educational intent of the course and without lowering the academic bar.
5.(STAFF) Le racisme comme phénomène humain et sociétal (Racism as a Human and Societal Phenomenon)
Understand the history of racism and other forms of discrimination within institutions and our society. Learn some of the basic concepts of systemic racism.
6.(STAFF) Introduction à l’histoire et aux réalités autochtones (Introduction to Indigenous History and Realities)
Develop historical knowledge of colonization and assimilation and put the impacts of the genocide on the Indigenous peoples of Canada in general, and Québec in particular, in a contemporary context.
7.(STAFF) Recruter sans discriminer (Recruitment Without Discrimination)
Explore key concepts related to human rights in the workplace. Identify sections of the Charter that apply to your workplace. Learn about discriminatory practices in the hiring process.
8.(STAFF) Le racisme vu sous l’angle des droits de la personne (Racism from a Human Rights Perspective)
Recognize manifestations of racism and place them on a continuum. Identify the five grounds for discrimination associated with racism and the human rights impacted by various manifestations of racism. Learn about recourses available under the Charter of Human Rights and Freedoms and other legal instruments. Identify potential courses of action to prevent and counter racism in your community.
9.(STAFF) Communication interculturelle : de la bienveillance à l’inclusion (Intercultural Communication: From Compassion to Inclusion)
Acquire knowledge and reflect on how you carry your culture to better understand cultural diversity and facilitate interactions.
10.(STAFF) Nos biais inconscients en contexte d’équité, de diversité et d’inclusions à l’Université Laval (Our Unconscious Biases in the Context of Equity, Diversity, and Inclusion at Université Laval)
This introductory training is a first step in making us aware of our unconscious biases so we can ensure an inclusive and equitable work and study environment where we all can thrive. This training is provided and individually tailored to students, faculty and staff, and managers.
Optional Fields
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Additional documentation to support the submission:
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Data source(s) and notes about the submission:
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