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University of Manitoba, Canada

About the Diversity & Inclusion Company:
Equity is the guarantee of fair treatment, access, opportunity, and advancement for all students, faculty, and staff, while at the same time striving to identify and eliminate barriers that have prevented the full participation of some groups.
How this Equity, Diversity, Inclusion focused company manages EDI?:

 

University of Manitoba Diversity

University of Manitoba Equity, Diversity & Inclusion Strategy

Equity, Diversity & Inclusion (EDI) is a strategy, linked to all five institutional priorities identified in Taking Our Place, the University’s Strategic Plan:
•    Inspiring Minds through innovative and quality teaching,
•    Driving Discovery and Insight through excellence in research, scholarly work and other creative activities
•    Creating Pathways to Indigenous Achievement
•    Building Community that creates an outstanding learning and working environment
•    Forging Connections to foster high impact community engagement that build on the advantages of a diverse and inclusive workplace.

 

Here is the University of Manitoba’s definition of Equity, Diversity, & Inclusion

Equity
Equity is the guarantee of fair treatment, access, opportunity, and advancement for all students, faculty, and staff, while at the same time striving to identify and eliminate barriers that have prevented the full participation of some groups. The principle of equity acknowledges that there are historically underserved and underrepresented populations and that fairness regarding these unbalanced conditions is needed to assist equality in the provision of effective opportunities to all groups.

Diversity
Diversity includes all the ways in which people differ, and it encompasses all the different characteristics that make one individual or group different from another. It is all-inclusive and recognizes everyone and every group as part of the diversity that should be valued. A broad definition includes not only race, ethnicity, and gender the groups that most often come to mind when the term “diversity” is used — but also age, national origin, religion, disability, sexual orientation, socioeconomic status, education, marital status, language, and physical appearance. It also involves different ideas, perspectives, and values.

Inclusion
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 in words and actions for all people.

We rebuke Equity Diversity Inclusion Myths.

MYTH: Employment Equity means treating everyone the same.
REALITY: Employment Equity means treating everyone with fairness, taking into account people’s differences.

Sometimes Employment Equity means treating people the same despite their differences.  Sometimes it means treating them as equals by accommodating their differences.

DIVERSITY MYTH: Employment Equity results in ‘reverse discrimination’.
DIVERSITY REALITY: Employment Equity means everyone has equal employment opportunities – not just a select group.

DIVERSITY MYTH: Employment Equity is all about quotas.
DIVERSITY REALITY: Quotas are explicitly prohibited by the Employment Equity Act.

Employment Equity is not about quotas … it is about goals – flexible, rational targets that employers can use, like all business goals, as planning and evaluation tools.

DIVERSITY MYTH: Employment Equity means hiring unqualified people.
DIVERSITY REALITY: Employment Equity means providing all qualified and qualifiable individuals with equal employment opportunities, not just a select few.

The purpose of Employment Equity is to hire qualified candidates; it is not to hire unqualified workers just to reach some numerical goals.

DIVERSITY MYTH: Employment Equity threatens the seniority principle.
DIVERSITY REALITY: Employment Equity and seniority share a common goal: to make sure that employment opportunities are fair, without favoritism or discrimination.

Seniority rights acquired as a result of provisions in a collective agreement, or acquired as a result of established practices of an employer, are protected under the Employment Equity Act passed in 1995.  The Act specifically states that seniority provisions are deemed not to be employment barriers.

University of Manitoba EDI Initiatives

UCount!

All faculty and staff are encouraged to complete the Workplace Diversity Self-declaration. Information collected from the survey is not limited to particular groups or individuals; for optimal data, all employees should complete the form and provide this information.

Data from all faculty and staff is collected to assess whether the representation of groups in specific occupational groups across the University is consistent with their availability in the larger Canadian workforce. Those groups include women, racialized persons, Indigenous peoples, people with a disability and people of all gender identities and sexual orientations.

The self-declaration form is housed in VIP-JUMP and is confidential. There are six questions; your response is voluntary and your personal information remains confidential. Individual information will not be shared and data will be aggregated.

Becoming Culturally Competent is Realizing
• Cultures are not right or wrong, just different
• Each culture has its own logic
• Cultural generalizations do not explain the individual
• There may be 90% similarities between cultures, it’s how we deal with the differences that cause problems
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