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.

Because diversity counts on our campuses. We also believe we can and must do more to expand, enhance and celebrate our unique differences, helping to create an environment where all students and staff feel that they belong.

Employees are encouraged to participate and make your voices heard!

• It’s easy – the Diversity Self-Identification Survey takes about two minutes to complete.
• It’s voluntary – staff and students can choose to participate and chose which questions to answer.
• It’s confidential – only limited individuals will have access to information and only aggregate data will be reported.
• It’s impactful – your participation will help us assess diversity and representation within RRC Polytech, and in turn, support with informing future inclusive programming and initiatives.

Self-identify by filling out the survey on HUB, click here to access it. Please note that if you are not already logged in, you will be prompted to provide your College credentials (email and password).

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 re-completing the survey.

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

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

RRC Polytech aspires to reflect the diversity of employees, students and the community we serve. The collected data shows us the diverse demographics of who’s at RRC Polytech 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 Diversity Self-Identification survey.

Diversity language is an evolving field and therefore we have used terminology in this survey that is consistent with what is used by the Employment Equity Act (Canada) and Statistics Canada. Language was also shaped through consultations with the Canadian Centre for Diversity and Inclusion, other Canadian post-secondary institutions, and internal EDI working groups at the College. The five equity-deserving groups are:

• Women
• Indigenous Peoples: An Indigenous person is recognized as “one of the Aboriginal peoples of Canada” within the meaning of Section 35 of the Constitution Act, 1982, which further states that the “Aboriginal peoples of Canada includes the Indian, Inuit, and Métis peoples of Canada”. For the purposes of this survey the term First Nation will be utilized in place of Indian. For more information, visit Statistics Canada
• Persons with disabilities: A person with a disability includes someone who has a significant, recurring or long-term physical, intellectual or learning disability, a sensory challenge, chronic illness and/or a mental health issue which may hinder their full and effective participation in society on an equal basis with others. This also may include persons who, due to a disability, have been currently accommodated in the workplace or college life. For more information, visit Manitoba Human Rights commission.
• Racialized Persons: A Racialized person in Canada is someone (other than an Indigenous Person) who self-identifies as a Person of colour regardless of birthplace or citizenship (sometimes referred to as “visible minority” or racialized person in Canada’s Employment Equity Act and by Statistics Canada). For more information, visit Statistics Canada
• Persons of the 2SLGBTQIA+ community : A person of the 2SLGBTQIA+ community is someone who identifies Two-Spirit, Lesbian, Gay, Bisexual, Transgender, Queer and/or Questioning Intersex and additional sexual orientations and gender diverse identities. For more information on the terms, visit CCDI’s Glossary of Terms.

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 the survey. 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 equity-deserving group. You should identify yourself under all of the equity-deserving groups that apply to you.

For Persons with Disabilities, the sub-groups are:

• Chronic health condition (e.g., diabetes, chronic pain, chronic fatigue syndrome, kidney disease, seizure disorders)
• Mental health (e.g., anxiety, depression, eating disorder, mood disorder, schizophrenia, etc.)
• Hearing (Deaf or hard of hearing)
• Cognitive/ Neurological (e.g., Learning, remembering, or concentrating)
• Learning Disabilities (dyslexia, Attention-Deficit Hyperactivity Disorder (ADHD), autism spectrum disorder, alcohol-related neurodevelopmental disorder (ARND))
• Seeing (blind or visual impairment)
• Mobility/physical (e.g., Stair climbing or walking distances)
• Manual Dexterity (Using your hands or fingers, or doing other physical activities)

For Racialized Persons, the sub-groups are:

• Arab
• Black
• Chinese
• Filipino
• Japanese
• Korean
• Latin American
• South Asian (e.g., East Indian, Pakistani, Sri Lankan, etc.)
• Southeast Asian (including Vietnamese, Cambodian, Laotian, Thai, etc.)
• West Asian (e.g., Iranian, Afghan, etc.)
• Person of Mixed Origin (with at least one parent in one of the racialized groups listed above)

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 the survey.

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 terminology used in the Diversity Self-Identification survey is consistent with what is used by the Employment Equity Act (Canada) and Statistics Canada. Language was also shaped through consultations with the Canadian Centre for Diversity and Inclusion, other Canadian post-secondary institutions, and internal EDI working groups at the College.

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 significant, 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 an accommodation for a disability, please contact your immediate supervisor or the Supportive Employment Program at supportiveemployment@rrc.ca. If you require ASL-English interpreter or transcribing services to provide access, please complete the booking form.

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. For more information on the terms, visit the CCDI’s Glossary of Terms.

Sexual orientation refers to how a person characterizes their emotional and sexual attraction to others. Some terms include asexual, bisexual, gay, heterosexual, lesbian, queer, and Two-Spirit. For more information on the terms, visit CCDI’s Glossary of Terms.

We recognize that there are groups outside of the equity-deserving 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 and sexual identity questions in the Diversity Self-Identification survey are 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 equity-deserving groups.

This data will be used to set goals, develop action plans, and report on program as we live Commitment 2 of the strategic plan: Commit to Truth and Reconciliation. Pursue equity, diversity and inclusion in everything we do. It will also be used to inform strategies for improving the work and learning experience 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 equity-deserving 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 assess representation within our employee and student populations; continue to support corporate EDI action plans; inform the development of future events, programs, and policies; and, advance work on Truth and Reconciliation and Indigenous supports.

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