York University
PA-7: Support for Underrepresented Groups

York University has approved multiple policies that define multiple forms of discrimination and harassment, and outlines possible sanctions. This includes:

Employment Equity Statement of Commitment https://www.yorku.ca/secretariat/policies/policies/employment-equity/ 
Which states:

"York University is committed to eliminating discrimination in employment on the grounds of race, creed, colour, ethnic origin, citizenship, age, sex, sexual orientation, marital status, family status, nationality, ancestry, place of origin, handicap and record of offenses. This commitment is in accordance with the provisions of the Canadian Charter of Rights and Freedoms, the Ontario Human Rights Code, the Ontario Labour Relations Act, and collective agreements."

Human Rights https://www.yorku.ca/secretariat/policies/policies/human-rights-policy-and-procedures/

Which states:
"York University affirms its commitment to human rights, and, in particular, to the principle that every member of the York community has a right to equal treatment in services (including education, facilities, or, accommodation (hereinafter “housing”), contracts, and employment, without harassment or discrimination on the grounds prohibited by the Ontario Human Rights Code, as amended. This Policy maintains the prohibition on discrimination or harassment on the basis of race or colour from any preceding policy."

Student Rights & Responsibilities http://oscr.students.yorku.ca/student-conduct
Which states: 

"The right to participate in activities for students at the University, withouth harassment, intimidation, discrimination, disruption or acts of violence."

The Division of Equity, People and Culture is committed to build a stronger, more equitable and healthier workplace environment at York University. The Division of EP&C is responsible for discrimination response, through protocol from the Centre of REI. 1. The Centre for REI responds to concerns, and complaints under provincial human rights legislation and related York policies and procedures, including but not limited to questions of discrimination on the grounds of age, race, citizenship, creed, disability (incl. mental health and addictions), family status, marital status, gender identity/expression, sex, and sexual orientation. Options for complaint resolution may include: - Informal Resolution: Includes information gathering and clarification, or early resolution (i.e. apology). - Mediation or Alternative Dispute Resolution: Face to face or other forms of mediation and dispute resolution such as facilitated meetings/discussions, etc. - Formal Complaint and Investigation: Assisting complainant with the formal written complaint and informing of the process. 2. The York University Ombudsperson, appointed by the President, is a respected, credible and knowledgeable individual whose ethical standards are above reproach and whose experience with institutional process is both wide and long. The role of the York University Ombudsperson is to provide an impartial and confidential service to assist current members of York University (students, faculty and staff) and in some instances non-community members who have been unable to resolve their concerns about University authorities' application of York University policies, procedures and/or practices. 3. The Security Services Review is a commitment and action identified in the University’s Action Plan on Black Inclusion, following consultations with members of York University Black and racialized community. The Security Services Review will be led by an internal expert panel comprised of individuals with experience and knowledge of anti-racism, justice, equity, diversity, and inclusion, law enforcement and social policy, with lived experiences working with the York community and a desire to be allies in advancing this work.

References:
Website: The Office of the Ombudsperson https://www.yorku.ca/unit/ombuds/
Website: Vice-President Equity, People and Culture https://www.yorku.ca/vpepc/

STUDENTS

1. Indigenous Students: York University is committed to supporting Indigenous success through our Indigenous-focused programs and course content, financial awards and the Centre for Indigenous Student Services (CISS). York also has a dedicated Indigenous Recruitment Officer to guide potential students through the admissions process. 

2. The Faculty of Education's Access Initiative seeks to address systemic barriers to equal access and opportunities. The Initiative recognizes student applicants who may be subjected to differential treatment in society and its institutions based on their social identities, including: - Indigenous Persons (First Nations, Métis, Inuit, Status, Non-Status) - Disabled People/People with disabilities - Racialized Persons - Other minoritized Persons

FACULTY 3. Committee on Equity, Diversity & Inclusion for Faculty Recruitment The Canada Research Chairs Program recently launched its Equity, Diversity and Inclusion Action Plan, in response to concerns about equity and diversity raised during the program’s 15th-year evaluation. As part of the plan, all institutions with an allocation of five or more chairs (including York University) are required to develop an equity, diversity and inclusion action plan (institutional plan), which describes how the institution will sustain the participation, and/or address the under-representation, of individuals from the four designated groups (FDGs: women, persons with disabilities, Aboriginal Peoples and visible minorities) within their allocation of chairs.

STUDENTS, STAFF AND FACULTY 4. The 'Action Plan on Black Inclusion' plan review recruitment/ admissions, hiring, retention and advancement practices of the university with an anti-Black racism, equity and inclusion lens to remove barriers to access and inclusion. View page 3 of the plan to learn more: https://www.yorku.ca/abr/wp-content/uploads/sites/295/2021/12/211207-YorkU-VPEPC-Action-Plan-on-Black-Inclusion-Report-EN-final.pdf

STUDENTS, STAFF AND FACULTY 1. To address anti-Black racism, York University developed a Framework, followed by the Action plan on Black Inclusion. This document outlines the activities the University will undertake to combat anti-Black racism. Many activities are included under the objectives of providing mental health support and community engagement opportunities. An example is the Black Excellence at York University (BE YU) program, which provides Black students with the supports they need to transition to university and maximize their student experience on the path to graduation. Through workshops, specialized events, mentoring, academic advising and more, BE YU is designed to champion the academic, professional and personal success of York’s Black student community. 2. The Centre for Human Rights, Equity and Inclusion promotes and builds a respectful, equitable, diverse, and inclusive university community. The Centre strives to provide and assure excellence in the fair resolution of human rights-related conflicts and complaints from faculty, staff, and students. They also provide provide workshops, training, community events, and knowledge exchange opportunities that support staff, students and faculty in navigating current REI trends and topics, showcases community thought-leaders and support the development of a culture of respect, equity, diversity and inclusion at York University. 3. York University will host the 2023 Congress of the Humanities and Social Sciences, in partnership with the Federation for the Humanities and Social Sciences. Nearly 8,000 scholars, graduate students, and practitioners in the humanities and social sciences (HSS) will come together and share their research. Congress is the largest academic gathering in Canada, and one of the largest in the world. In the theme ""Reckoning and Re-Imaginings"", we respond to the call for reflection and action by centering the experiences, knowledges and cultures of Indigenous and Black communities as valuable and critical modes of thought fundamental to the realization of racial and climate justice. STAFF AND FACULTY FOCUSED INTIATIVES 1. The Employee Family Assistance Program (EFAP) is available to all York staff, faculty and their dependents. The EAP is a confidential service that can help solve a number of problems and challenges, such as work or personal related difficulties. STUDENT SPECIFIC INITIATIVES 1. The Centre for Indigenous Student (CISS) Services strives to create a sense of belonging and to support the academic, spiritual, physical, and emotional well-being of a diverse Indigenous student population. The centre provides a safe community space that offers culturally appropriate support services and programs to facilitate students' success throughout their post-secondary studies. 2. The Student Centre for Health & Wellbeing hosts focused support group counselling and sessions for the following underrepresented groups: 2SLGBTQIA+ Support Group, Gay Men's Support Group, Queer Women's Support Group, Racialized Students Support Group and the The Trans & Non-Binary ""Creating Your Gender Journey"" Workshop. 3. Based out of the Faculty of LA&PS, the Advancing YU is a unique program that will match select alumni who are achieving success in their chosen fields, with third- and fourth-year Black and/or women students for mentorship and skills development. Students will also receive financial compensation for their participation."

Provost’s Postdoctoral Fellowships for Black and Indigenous Scholars: This program was created to address under-representation of Black and Indigenous scholars in many disciplines and fields of research and associated careers. The Provost’s Postdoctoral Fellowships for Black and Indigenous Scholars begin provides collegial resources, supervision, mentorship, and funded time to successful applicants to seek their chosen careers. These positions are open to Black and Indigenous scholars seeking careers inside or outside of Academe, or both. Successful candidates will pursue the development of a proposed project, but they will also work with their supervisor and other mentors to avail themselves of opportunities provided to present and discuss their works in progress with faculty, students, alumni and the public en route to dissemination in appropriate peer-reviewed fora. The types of knowledge mobilization most useful to the project, the scholar, and the career possibilities help to define in an individualized way the shapes that career development may take.