| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 58.86 |
| Liaison | Jonathan Rausseo |
| Submission Date | April 10, 2013 |
| Executive Letter | Download |
University of Ottawa
PAE-7: Measuring Campus Diversity Culture
| Status | Score | Responsible Party |
|---|---|---|
|
2.00 / 2.00 |
Carole
Bourque Diversity and Inclusion Specialist Human Resources |
Has the institution assessed attitudes about diversity and equity on campus in a way that meets the criteria for this credit?:
A brief description of the assessment(s):
1)In the fall of 2011, uOttawa invited administrative staff and faculty to respond to “The Faculty and Staff Experience Survey”. For the first time, the questionnaire, administered confidentially and anonymously, invited respondents to self-identify on questions of age, gender (including transgender), Aboriginal status, ability, sexual orientation, and religion. This was the first time that the uOttawa sought to gather demographics of this nature.
2) Additionally, the University, under the Federal Contractor's Program through the Government of Canada, annually collects employment data on members of four designated groups: women, members of visible minorities, Aboriginal Peoples, and persons with disabilities. This data allows the University better assess whether members of some groups are being adequately represented across various positions, as well as to identify areas where representation is lacking, and finally to implement measures and programs which will work to increase representation and equity.
Year the assessment was last administered:
A brief description of how the results of the assessment(s) are used in shaping policy, programs, and initiatives:
1)The answers are correlated with the answers to questions that play a critical role in inclusion, i.e., Hiring and promotion processes at uOttawa are conducted fairly; I feel valued as an employee at uOttawa; I receive fair treatment, etc. The analysis is being conducted by Researchers at Lasi World Skills, Maria Rasouli, PhD and Matthew Kurtz, PhD.. Concurrently, Dr Rasouli and Dr Kurtz have also been conducting a thorough review of uOttawa’s hiring processes to assess its strengths and weaknesses in terms of inclusive recruitment and hiring policies, practices and procedures. Results and recommendations will be delivered to uOttawa in early September and will inform the development of new HR policies, practices and procedures.
2) Gaps in representation are analysed to in order to subsequently develop and implement solutions which would include greater inclusion and participation by certain groups. For example, prior to 2010, there were gaps in the representation of members of visible minorities. The Access uOttawa program was created to attract members of visible minorities
The website URL where information about the assessment(s) is available:
Data source(s) and notes about the submission:
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.