| Overall Rating | Platinum |
|---|---|
| Overall Score | 87.91 |
| Liaison | Pierre Lemay |
| Submission Date | Dec. 19, 2022 |
Université Laval
PA-6: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Pierre
Lemay Development Advisor Office of the Vice Rector, External and International Affairs and Health |
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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:
• In keeping with its EDI action plan, Université Laval collected data through Institut ÉDI2 in 2020 to specifically analyze systemic issues and barriers for people who identify with target groups. The entire faculty (1,447 people, April 2020) was invited to participate in the data collection initiative via a one-on-one interview or focus group. A total of 77 faculty members, 29 faculty administrators, and 10 EDI experts took part.
Université Laval began drafting its EDI Policy in 2021. Public consultations were held and members of the university community were invited to submit their comments or express their views on EDI issues in the university context. More than 250 people spoke at the consultations (https://nouvelles.ulaval.ca/2021/02/08/consultation-sur-la-politique-en-matiere-dequite-de-diversite-et-dinclusion-621a31b73d017f9b91bc71ddaf478e4c).
Université Laval began drafting its EDI Policy in 2021. Public consultations were held and members of the university community were invited to submit their comments or express their views on EDI issues in the university context. More than 250 people spoke at the consultations (https://nouvelles.ulaval.ca/2021/02/08/consultation-sur-la-politique-en-matiere-dequite-de-diversite-et-dinclusion-621a31b73d017f9b91bc71ddaf478e4c).
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:
• The systemic biases and barriers that were identified during the consultations were divided into four categories: Université Laval’s EDI governance and climate; the faculty pipeline and recruitment; faculty onboarding, integration, and retention; and Canada Research Chairs. Each category was presented in a summary table with a description of the biases and barriers and testimonials where applicable. The measures and actions in the Université Laval Action Plan were updated to better respond to the realities and issues of the university community.
The public consultations on the EDI policy were an opportunity to get feedback to ensure that Université Laval is addressing the issues the university community is grappling with every day. Changes were made to the policy where appropriate.
For staff only, EDI sociodemographic data is also collected for underrepresented and historically marginalized groups. A report and action plan available internally only to staff (Rapport PAÉE 2020–2023) includes measures aimed at remediation, equal opportunity, consultation, and information. “The PAÉE aims to ensure a diverse and discrimination-free workplace that is fair and inclusive. While the PAÉE specifically addresses human resources matters, including staffing, there are a number of actions that go much further and will help strengthen the culture of inclusion for our entire university community.” One of the objectives of the PAÉE is to ensure that people from under-represented groups are equitably represented in the different types of jobs at the University.
The public consultations on the EDI policy were an opportunity to get feedback to ensure that Université Laval is addressing the issues the university community is grappling with every day. Changes were made to the policy where appropriate.
For staff only, EDI sociodemographic data is also collected for underrepresented and historically marginalized groups. A report and action plan available internally only to staff (Rapport PAÉE 2020–2023) includes measures aimed at remediation, equal opportunity, consultation, and information. “The PAÉE aims to ensure a diverse and discrimination-free workplace that is fair and inclusive. While the PAÉE specifically addresses human resources matters, including staffing, there are a number of actions that go much further and will help strengthen the culture of inclusion for our entire university community.” One of the objectives of the PAÉE is to ensure that people from under-represented groups are equitably represented in the different types of jobs at the University.
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 results of the EDI community consultation process are presented in the EDI action plan. On pages 9 to 16, the methodology used and the results obtained are presented.
The rest of the action plan presents a reflection on these results and several other observations in order to conclude with concrete actions to be undertaken.
The EDI Action Plan is updated as new consultations are conducted.
The EDI Action Plan containing the results of the consultations is available at this address: https://www.services-recherche.ulaval.ca/system/files/Documents/Financement/Chaires%20CRC/EDI/plan-action-edi-crc.pdf
This document is accessible through our EDI web pages:
- https://www.ulaval.ca/equite-diversite-inclusion/documents-officiels
- https://www.services-recherche.ulaval.ca/financement/trouver-du-financement-en-recherche/subventions-individuelles-et-en-equipe/chaires-de-recherche-du-canada/equite-diversite-et-inclusion-chaires-de-recherche-du-canada
The rest of the action plan presents a reflection on these results and several other observations in order to conclude with concrete actions to be undertaken.
The EDI Action Plan is updated as new consultations are conducted.
The EDI Action Plan containing the results of the consultations is available at this address: https://www.services-recherche.ulaval.ca/system/files/Documents/Financement/Chaires%20CRC/EDI/plan-action-edi-crc.pdf
This document is accessible through our EDI web pages:
- https://www.ulaval.ca/equite-diversite-inclusion/documents-officiels
- https://www.services-recherche.ulaval.ca/financement/trouver-du-financement-en-recherche/subventions-individuelles-et-en-equipe/chaires-de-recherche-du-canada/equite-diversite-et-inclusion-chaires-de-recherche-du-canada
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):
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Website URL where the diversity and equity assessment report or summary is publicly posted:
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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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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.