|Submission Date||Aug. 16, 2018|
|3.00 / 3.00||
Office of Sustainability
The University wishes to promote and support a community which embraces diversity and inclusion, provides for equality of opportunity, and recognizes the dignity of all people.
Members of the University Community, including every student and employee, are entitled to a respectful work and learning environment that is:
(a) Free from Discrimination and provides for Reasonable Accommodation;
(b) Free from Harassment; and
(c) Collegial and conducive to early resolution of conflict between members of the University Community.
A respectful work and learning environment is critical to the success and proper functioning of the University. Whether behaviour is viewed as respectful can be influenced by place, time, and context.
The University wishes to encourage early resolution of conflict between members of the University Community, and to provide guidance to managers, Academic Staff and Unit Heads on addressing behaviour that falls short of Harassment or Discrimination, but that nevertheless has a negative impact on the work and learning environment for which they are responsible.
Managers, Academic Staff and Unit Heads must encourage a respectful environment within the work and learning environments for which they are primarily responsible. They are expected to identify and address issues of concern in a timely manner, recognizing the value of early intervention. The University will provide training and resources to assist managers, Academic Staff and Unit Heads to fulfil these expectations.
The University of Manitoba’s Office of Human Rights and Conflict Management addresses concerns of harassment, discrimination, sexual assault and/or hate crimes.
The Office holds individuals inquiries in strict confidence, and offers a respectful and safe environment for informal discussion or concerns. The Office provides advice and assistance on informal resolution and formal complaint mechanisms. The Office is flexible about where and when to meet to accommodate specific needs of each individual.
The University of Manitoba’s Office of Human Rights and Conflict Management investigates formal complaints related to human rights harassment and discrimination, hate crime, bias incidents, personal and sexual harassment and sexual assault.
The Office of Human Rights and Conflict Management is the first contact, and gives individuals information about the Respectful Work and Learning Environment (RWLE) Policy, Sexual Assault Policy, and Sexual Assault Procedures, along with the options available to resolve their concern.
The formal process involves meetings, written complaints, and allowing the respondent to see and respond to the complaint. University personnel, such as administrators, union representatives and witnesses may also be involved. This process results in a formal record of the outcome, and if there is found to be a breach of the Policy, a record will be logged in the respondent's official personnel file and appropriate disciplinary actions will be taken.
If an individual complainant chooses the informal process, staff at the Office of Human Rights and Conflict Management will facilitate that process. This generally involves individual meetings with both the complainant and the respondent. These sessions are guided by an advisor who is experienced in getting the individual to talk and reach a resolution. This resolution process provides a safe and confidential place for individuals to discuss a problem and resolve it in a manner that supports an ongoing work relationship
Human Rights Advisory Committee
The University Human Rights Advisory Committee consists of:
(a) The Associate Vice-President (Human Resources) or designate;
(b) The Vice-Provost (Students) or designate; and
(c) The Vice-Provost (Academic Affairs) or designate, provided that the designate holds an academic appointment with the University.
2.14 The mandate of the Committee is to:
(a) Hear appeals from Preliminary Assessment decisions, in accordance with the Procedure;
(b) Receive and review the HRCMO’s annual report under section 2.18 of this Policy;
(c) Provide advice and guidance on potential amendments or revisions to this Policy and the Procedure.
The Human Rights and Conflict Management Officer (HRCMO) will:
(a) Provide advice and guidance to the University Community on how to best implement this Policy and the Procedure;
(b) Facilitate education and training opportunities for members of the University Community regarding their rights and obligations under this Policy and the Procedure;
(c) Conduct Preliminary Assessments of Formal Complaints;
(d) Provide information to both the Complainant and Respondent regarding opportunities and resources available to facilitate Informal Resolution of concerns and, where appropriate, coordinate communications between Complainants and Respondents on the understanding that such communications will not be provided to the Investigator if the matter moves to a Formal Complaint;
(e) Identify and track trends in matters relating to this Policy and the Procedure, and provide advice and guidance to the administration and the University Community on such trends; and
(f) Provide advice and guidance on potential amendments or revisions to this Policy and the Procedure.
The University of Manitoba’s Indigenous Student Recruitment team and UCrew provide admissions presentation at high schools and Indigenous organizations, taking potential Indigenous students on campus tours, attending high school career fairs and speaking to prospective students about the University of Manitoba’s Indigenous programs.
The University of Manitoba’s Accessibility Services and the University of Manitoba’s Accessibility Policy ensures that programs of study are accessible to potential students with disabilities.
Staff and Faculty:
The University of Manitoba’s Human Resources Department dedicates an advisor to support Indigenous recruitment initiatives and is available for consultation with all faculty and staff.
This advisor helps faculty and staff increase Indigenous recruitment. The advisor also advertises to the broader Indigenous community, provides training on inclusive hiring practices and is part of selection panels. The advisor position supports staff and faculty Indigenous recruitment initiatives across the U of M campuses.
The University of Manitoba’s Accessibility Services and the University of Manitoba’s Accessibility Policy ensures that employment opportunities are accessible to potential employees with disabilities.
The University of Manitoba Access Program (UMAP) provides opportunities for individuals who have not had the opportunity for successful university experience due to social, economic, geographic and cultural barriers, or a lack of formal education. Preference is given to Aboriginal people, residents of Northern Manitoba and low income earners. The program provides personal and academic counselling, tutorial services, credit courses on study skills and exam preparation, and financial assistance in the form of bursaries.
The Diversity & Inclusion office within the University's Department of Human Resources has two hiring programs, one for faculty and another for staff. The primary objective in hiring academic staff is to provide the best possible educational programs for a diverse student body and to ensure the highest standards of achievement in research, scholarship, and creativity. Through commitment to the Federal Contractors Program the University works to implement measures for the identification and removal of artificial barriers to the selection, hiring, promotion and training of designated groups, i.e. women, Aboriginal peoples, persons with disabilities, and racialized persons; and to takes steps to improve the employment status of these designated groups by increasing their participation in all levels of employment. The focus of hiring support staff is on incorporating culturally competent recruitment skills to our recruitment and selection process.
Indigenous Recruitment, Selection and Retention Strategy Designed to Increase the Representation of Indigenous Faculty and Staff at the University of Manitoba
This project will analyze historical recruitment data in order to enhance the U of M's ability to attract, hire and retain Indigenous employees and to identify any potential barriers. Based on the data analysis and feedback, the University will work towards a comprehensive recruitment, selection and retention strategy and create a framework for how we engage Indigenous communities, attract more Indigenous applicants and increase our hiring and retention rates. We will also develop an Indigenous Staff Mentorship Program.
The Employment Equity Act has identified four designated groups; Members of Racialized Communities, Indigenous Peoples, Persons with Disabilities and Women, as traditionally underrepresented in the workforce. Members of the four designated groups when compared to other segments of the labour force have experienced higher rates of unemployment or underemployment, lower workforce participation rates, earn less income and are segregated in lower or low status occupations. The University of Manitoba complies voluntarily to Employment Equity.
The Indigenous Student Centre (ISC) has counselors available for all of the Indigenous community at the University of Manitoba. This includes undergraduate and graduate students, support staff and faculty members. The Centre’s psychologist offers one-on-one and couples counselling. Further information about mentoring and counselling for the Indigenous community at the University of Manitoba can be found here:
The University of Manitoba’s Accessibility Services offers a peer mentor program. The mentors offer valuable insights as well as experience being registered with the Accessibility Services.
The Access Program, Indigenous Student Centre, Peers, Student Counselling Centre, and other programs provide support and counselling programs for students.
Staff and Faculty can access mental health resources through the Employee and Family Assistance Program through Human Resources and Mental Health wellness programs through the Live Well Initiative.
Doctoral Award For Indigenous Students:
Previously named PSAS – this award is merit-based and given to Indigenous students who are enrolled in a Ph.D. program at the University of Manitoba. More information on the scholarship can be found here:
Creating Pathways for Indigenous Achievement:
The University of Manitoba offers an Indigenous Scholars Fund to support Indigenous scholars who require financial assistance while pursuing doctoral studies. The University of Manitoba also created new faculty positions for Indigenous Ph.D. students to enter into tenure-track academia careers. More information on both the Scholars Fund and the new faculty positions can be found here:
Blackstein Momentum Program:
The University of Manitoba’s Indigenous Student Centre offers the Blackstein Momentum Program, which helps Indigenous Ph.D. students with study resources, interpersonal skills training, learning support and cultural/spiritual care.
PSAS: Ph.D. Studies for Aboriginal Scholars: The University is recruiting Aboriginal students for Ph.D. studies. Aboriginal students will be able to contribute to the education of other persons in academia as well.
• Teaching Workshops: Intended for professional development in teaching and learning, are available to sessional instructors, instructors
• Teaching Assistance Workshops: Annual practical workshop for teaching assistants (TAs) where they receive practical advice on the role of the TA, dealing with common student issues, accommodating diversity, and a range of teaching strategies
• Teaching at the University of Manitoba: A Handbook: A 250+ page book containing a wealth of practical articles on teaching and learning
• Certification in Higher Education Teaching: Support graduate students as they prepare for the full range of academic responsibilities, as well as to develop skills and knowledge about teaching.
Accessible Washrooms - Public are gender-neutral: https://umanitoba.ca/student/saa/accessibility/media/washrooms.pdf
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 and complete the Data Inquiry Form.
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 and complete the Data Inquiry Form.