H2 – Equity Diversity and Inclusion

Originator: Vice President, Human Resources & Sustainability
Approver: President’s Council
Effective: June 14, 2016
Replaces: H2 – Cultural and Racial Harmony and Equity, May 1994

1. Preamble

The College is recognized globally and is committed to developing an inclusive and diverse organization that embraces the communities it serves.

2. Policy

To imbed Equity, Diversity and Inclusion, the College will be proactive and innovative in implementing strategies, programs, action plans, and conducting research.

3. Commitments and Principles

3.1 The College is committed to:

1. embedding Equity, Diversity and Inclusion throughout every area and level of the College;
2. creating a culture that fosters critical self-reflection, where every member of the College is accountable for learning about and appreciating diversity among students, employees and community stakeholders;
3. providing an environment that is supportive, accessible, welcoming, safe, and free of stigma, harassment and discrimination in the College community;
4. discovering new approaches to Equity, Diversity and Inclusion and building on past lessons and successes; and
5. implementing an employment equity program.

3.2 “Equity, Diversity and Inclusion” means:

1. Understanding values and leveraging diverse perspectives, life experiences, cultures and worldviews as contributors to the intellectual, social and economic growth and development of our community; and
2. enhancing an inclusive and diverse working and learning environment for students, employees, and community stakeholders.

3.3 Equity, Diversity and Inclusion:

1. will refer to multiple aspects depending on the individual and circumstances;
2. goes beyond basic statutory requirements, and requires special measures and accommodation of diversity; and
3. is essential to the role of a responsible citizen.

4. Definitions

4.1

“College Community” includes Red River College Polytechnic students, employees, volunteers, College Board Members and contractors. Other individuals present on College grounds or participating in College activities are also expected to adhere to the terms of this policy as it relates to their area of work for or on behalf of the College. 4

4.2

“Culture” is the knowledge, values, beliefs and customs shared by a group which can result in differences in thinking, behaving or working.

4.3

“Designated Groups” refers to disadvantaged employment equity groups including: Indigenous persons, persons with disabilities, visible minorities, and women.

4.4

“Diversity” is defined as cultural differences in values, beliefs, and behaviors learned and shared by groups of interacting people defined by nationality, ethnicity, gender identity, age, physical characteristics, sexual orientation, economic status, education, profession, religion, organizational affiliation, and any other grouping that generates identifiable patterns.

4.5

“Equity” means addressing disadvantages or barriers to participation encountered by individuals based on their group status, cultural backgrounds or personal circumstances. Equity does not mean treating everyone the same, despite these differences, but making sure individuals have access to the same opportunities.

4.6

“Education Equity” means education that is based on the principles of acceptance and inclusion of students. Students see themselves reflected in curriculum, physical surroundings, and the broader environment.

4.7

“Employment Equity” means achieving a workplace which reflects the percentage of designated group members available to work (as indicated by Statistics Canada) through the elimination of employment barriers and the adoption of policies and practices and programs designed to improve representation of Designated Group members at all levels.

4.8

“Inclusion” is a state of being valued, respected, and involved. It is recognizing the needs of each individual and ensuring the right conditions are in place so that each person has the opportunity to achieve his or her full potential. Inclusion is reflected in an organization’s culture and practices, in addition to its programs and policies.

4.9

“Intercultural Competence” is the ability to interact effectively and appropriately with people from diverse cultural backgrounds. It is the ability to recognize, acknowledge, respect and incorporate an understanding of world views and the impact on relationships. Culture is defined broadly and not limited to national or ethnic affiliations, but may also represent race, language, gender identity, sexual orientation, socio-economic status, age, physical and cognitive abilities, spiritual beliefs, marital/parental status.

4.10

“Workplace Equity and Diversity Strategy” is a document that serves as a framework for a College-wide approach towards workplace equity and diversity, and includes a series of strategic short and long term goals and actions. This document is reviewed periodically to ensure they continues to align with the vision, mission and goals of the College’s Strategic Plan.

5. Guidelines

5.1

All College policies, practices and programs will consider this policy and its purpose.

5.2

The College will not condone or tolerate any prohibited form of prejudice, racism, harassment, or discrimination.

5.3

Systemic barriers to Equity, Diversity and Inclusion will be actively sought out and eliminated.

5.4

Equity, Diversity and Inclusion will be considered when selecting and working with external stakeholders.

5.5

Ongoing review and assessment of the Workplace Equity and Diversity Strategy will be undertaken to evaluate its impact.

6. Responsibilities

6.1

All members of the College Community are responsible for:

1. educating themselves on matters relating to Equity, Diversity and Inclusion;
2. developing intercultural competence to interact effectively and appropriately with people from diverse cultural backgrounds.
3. creating and maintaining a working and learning environment that respects and values the rights and dignities of all individuals;
4. considering the obstacles and opportunities of Designated Group members; and
5. reporting any activity or conduct that is contrary to this policy or its purpose to a least one of the following individuals: relevant Manager, Human Resource Consultant, Workplace Equity and Diversity Coordinator or to the Discrimination and Harassment Office (where conduct is contrary to the Discrimination and Harassment Policy)

6.2

The College Executive will be responsible for the approval of the Workplace Equity and Diversity Strategy, and for supporting employment and educational equity throughout the organization.

6.3

The Office of the Workplace Equity & Diversity Coordinator will be responsible for developing a Workplace Equity and Diversity Strategy, providing guidelines and support for its implementation, monitoring progress, and submitting an annual report to RRC Polytech President and Board. The Office of the Workplace Equity & Diversity Coordinator will also be responsible for advocating for a barrier free workplace for Designated Group members throughout the organization.

6.4

Deans and Directors will be responsible for supporting their Managers and Chairs in developing and implementing specific actions to realize the Workplace Equity and Diversity Strategy for their areas.

6.5

Managers and Chairs will be responsible for developing and implementing specific actions to realize the Workplace Equity and Diversity Strategy for their areas, with the support of guidelines developed by the Office of the Workplace Equity & Diversity Coordinator.

6.6

The Workplace Equity and Diversity Advisory Committee will be responsible for assisting and advising the Workplace Equity and Diversity Coordinator in the development and implementation of a Workplace Equity and Diversity Strategy.

6.7

Diversity and Intercultural Services will be responsible for providing inclusive and culturally respectful services and support programs to students to assist in developing intercultural competence to interact effectively and appropriately with people from diverse cultural backgrounds.

6.8

Teaching Excellence, Innovation and Research (TEIR), and Staff Learning and Development will be responsible for collaboratively providing supports to employees to assist in developing intercultural competence to interact effectively and appropriately with people from diverse cultural backgrounds, address cross-cultural challenges in the classroom, and create and maintain an inclusive and respectful learning environment.

Related Legislation and Policies

The United Nations Universal Declaration of Human Rights
The Human Rights Code c.c.s.m. c. H175

H1 – Discrimination and Harassment
S1  Student Code of Rights and Responsibilities

Collective Agreement between MGEU and Red River College Polytechnic
Red River College Polytechnic Equity, Diversity & Inclusion Strategy