|Submission Date||Oct. 6, 2014|
Western's employment equity survey is a crucial component of Western's commitment to diversity. As such, all employees of the university (staff and faculty) are strongly encouraged to take the few minutes necessary to complete this confidential survey. The purpose of the survey is to provide an accurate picture of the composition of Western's workforce. This information is essential to develop employment equity programs at Western and to measure our progress towards creating an equitable workplace and building a diverse workforce. The accuracy of our employment equity database is also a critical criterion of Western’s compliance with federal regulations. Under the terms of the Federal Contractors Program, Western gathers and maintains data about four designated groups: women, visible minorities, aboriginal people, and persons with disabilities.
Diversity is one of the keys to Western's success. Over the years, the campus community has created over 60 clubs and student groups and initiated employment policies and services that are designed to help encourage and support Western's rich and inclusive environment. The University is committed to providing culturally sensitive and inclusive services to all students, faculty and staff, while embracing the multiculturalism which defines our campus body.
An assessment of our diversity on campus (and other measures) lies in our annual publication of a Performance and Activities Indicators Report, produced annually since 2005. This annual report includes data from three well-accepted comparative surveys based in the United States: The National Survey of Student Engagement (NSSE), the Graduate and Professional Student Survey, and the Consortium for Student Retention Data Exchange. These surveys ask a variety of questions pertaining to interactions with students of differing religious beliefs, ethnicities, political opinions, personal values, gender, perspectives etc), as well as how well our institution provides support in terms of diversity.
Western University requested that AASHE Staff correct a mistake in this reporting field for the reason specified below.Previous Value: As per the Manual of Administrative Policies and Procedures MAPP 1.35: Non-Discrimination/Harassment Policy, the Human Rights Officer (HRO) may: a. facilitate the development, implementation and ongoing management/coordination of the University’s policies and programs relating to discrimination and harassment including, but not limited to, this policy. b. provide support, education and advice to Academic and Administrative Leaders with respect to dealing with discrimination and harassment issues. c. provide information to individuals on the various support programs/mechanisms available to them (e.g. Employee Assistance Program, Student Development Services). d. as appropriate, review and address issues of climate and culture concerns, on request of the University (through the office of the Associate Vice-President, Human Resources). e. In June each year, provide an annual report to the President with a copy to the community. This report shall provide a statistical record of incidents occurring, including the results of alternate resolutions and dispositions of complaints.
Details can be found regarding the employee diversity and equity assessment in the 2013 version of the Equity and Human Rights Services Annual Report. http://www.uwo.ca/equity/doc/es_report_2013.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.