Diversity: includes all the different characteristics that make one individual or group different from another. While diversity is often used in reference to ethnicity and gender, we embrace a broader definition of diversity that also includes age, national origin, religion, disability, sexual orientation, socioeconomic status, education, marital status, language, and physical appearance. Our definition also includes diversity of thought: ideas, perspectives, and values.

Inclusion: is the act of creating environments in which any individual or group can be and feel welcomed, respected, supported, and valued to fully participate. An inclusive and welcoming climate embraces differences and offers respect for all people.

Equity: is fair treatment, access, opportunity, and advancement for all people, while at the same time striving to identify and eliminate barriers that have prevented the full participation of some groups. Improving equity involves increasing justice and fairness within the procedures and processes of institutions or systems, as well as potentially the distribution of resources.

We believe that what we’re doing is working when it comes to fostering an environment where our diversity is one of our greatest strengths, but we also believe we can and must do more to expand and enhance initiatives supporting our College community, as well as acknowledge and celebrate the unique differences that makes Red River Colleges so special.

Employees will have the opportunity to voluntarily self-identify as belonging to one or more designated group(s). The information collected from this analysis will illustrate the composition of our college and support the development of inclusive future strategies, programming, policies and practices.

Employees are encouraged to participate and make your voices heard!

• It’s easy – it takes about two minutes to complete.
• It’s confidential – only limited individuals will have access to your information for reporting purposes.
• It will help us see our representation and diversity within our college.
• It will help improve access to programs, services, and learning and working experiences for the RRC community.
• Only aggregate data will be reported – your responses will be combined with other responses to ensure confidentiality.

Log into HUB and complete the Diversity Self-Identification form.

Yes. We know that both the way people self-identify and people’s comfort level in providing this information can change over time. Because of this, you can update your information at any time by resubmitting the form.

No employees on extended leaves of absence are not asked to complete this form. They will be able to complete the form upon their return to work.

If you require accessible accommodations, please email diversity@rrc.ca.

RRC aspires to reflect the diversity of its students and the community we serve. The collected data shows us the diverse demographics of our student population and will help us better support our college community in realizing their academic, research and employment goals.

No, this is a voluntary process. However, all individuals are encouraged to complete the form.

Diversity is an evolving field, however, the Employment Equity Act identifies and defines four groups:

• Women
• Persons with a Disability(s)
• Indigenous Person (Aboriginal Peoples as per the terminology of the Employment Equity Act)
• Racialized Persons (Visible Minorities as per the terminology of the Employment Equity Act)

We have referenced the Employment Equity Act (Canada) to support our commitment to creating a workplace that is fair and equitable.

Employment Equity is a program that is designed to remove barriers to employment for Indigenous people, persons with disabilities, racialized persons, and women. Like many equity initiatives, employment equity is ongoing and works to identify and eliminate employment barriers that may exist in procedures and policies. An employment equity program attempts to achieve:

• A workforce that reflects the diversity of the available labour force
• Employment systems, policies and practices that support the equitable recruitment, retention and promotion of designated group members
• Employment systems that ensure inclusive access to employees in developing their abilities and making the best contribution possible to the workplace

Yes, self-identification is about making your representation known and the information collected from the survey is not limited to particular groups or individuals. For optimal results, all individuals should complete this form. Policies and programs that support diversity and inclusion is developed to benefit all employees and students.

Yes. If you identify as being a member of more than one designated group. You should identify yourself under all of the designated groups that apply to you.

Yes. When filling out the self-identification form you will be able to pick more than one Indigenous ancestry if applicable.

Yes, in order for us to analyze our college-wide representation at this point in time we ask that all employees and students update their self-identification information by completing this form.

Diversity language is an evolving field. How you identify is personal and the choices provided in the self-identification form may not fit with how you see yourself as an individual. The existing terminology comes primarily from the federal government’s Employment Equity legislation. When designing this form we have considered the legislation as well as current self-identification terminology used by post-secondary institutions across Canada.

As difficult as it may be to group people in this manner, we cannot assess our equity, diversity and inclusion progress without this data. It is important to note that we are asking you to consider whether you identify as part of these groups to help the College understand the diversity of its students, faculty and staff.

A person with a disability includes someone who has a recurring or long-term physical, intellectual or learning disability, a sensory impairment, chronic illness and/or a mental/emotional health issue which may hinder their full and effective participation in society on an equal basis with others. Learn more ›

The information from this analysis will be used for statistical and analytical purposes. If you require accommodation in the workplace, please contact your direct supervisor.

Yes.  All persons with disabilities, including those who have been accommodated in the workplace can identify as a person with a disability.

Gender identity refers to one’s internal and psychological sense of themselves as female, male, both or neither. A person’s self-concept of their gender may be the same as or different from their sex at birth (male, female or intersex). A person may also define their gender identity as being more fluid than either male or female. In other words, their gender identity may encompass parts of masculinity, femininity and/or other non-traditional gender expressions.

We recognize that there are groups outside of the four designated groups, which have historically been discriminated against in society in ways that limit their full and active participation in society. The inclusion of the gender identity question in this form is intended to signify the College’s recognition and its commitment to creating an inclusive and discrimination-free environment.

No. The information you provide on the form is stored in a strictly confidential database. Information will be presented in summary formats and used to develop initiatives to develop programming that is beneficial to all individuals and to remove barriers faced by designated groups.

This data will be used to set equity, diversity and inclusion goals; develop action plans; and report on progress. It will also be used to inform strategies for improving the work and learning experience and climate for all employees and students.

The survey responses are treated confidentially, but are not anonymous. Having a unique identifier helps ensure data integrity and maintain the accuracy and completeness of this data over time. In addition, it allows us to analyze the representation of designated groups in job categories and academic programs, helping us identify and address potential barriers to equity and inclusion.

Yes, we are committed to ensuring your information will be kept confidential. The data you provide will be stored in a strictly confidential database and will not be used for any other purpose. Only select individuals who require access to this raw data to perform their jobs from Human Resource Services, Student Services and the Research team will have access to this information. When reporting on this data, all analytics will be aggregated and stripped of identifying information. Data will be summarized in broad categories (ex. job categories, departments, academic programs etc.) which will ensure the privacy of individuals.

No, we will ensure that information is reported at an Executive Director/Dean level. Data will be combined and summarized to ensure confidentiality.

At the conclusion of the Self-Identification campaign, the gathered data will be compiled and analyzed at an aggregate level. This information will be used to support the development of comprehensive Equity, Diversity and Inclusion action plans for the college.

For more information, please email diversity@rrc.ca.