Equity Policy

Last Updated February 23^rd, 2011

The Management Undergraduate Society (MUS) will seek to represent, protect and promote the views of its members.

1. Definitions
   1. ‘Oppression’: the exercise of power by a group of people over another group of people with specific consideration of cultural, historical, and living legacies
   2. ‘Privilege’:a benefit, right, advantage, or immunity usually allocated to and held by a small, "dominant" group of persons to the disadvantage of others
   3. ‘Marginalization’: the creation of a dominant group of people which is defined as the “normal” group, creating classes of people who do not fit into the dominant group. These groups are thus “at the margins” of society, and deemed not belonging to society or not worthy of certain rights or privileges
   4. ‘Disadvantage’: situation occurring occurs when a group or person is denied equal treatment, access to resources and opportunities, respect, and/or safety of person
   5. ‘Complaint’: formal written declaration of a violation of the Equity Policy to the Equity Officers
   6. ‘Appellant’:the person or group which has experienced the alleged discrimination and/or harassment
   7. ‘Respondent’: the person or group which has been accused of committing an action which may be defined as harassment or discrimination as defined in this policy
   8. ‘Discrimination’: the differential treatment of an individual, typically to their disadvantage
   9. ‘Harassment’: an overt act of discrimination
   10. ‘Minority’: a group or individual having little power or representation relative to other groups within society
2. Scope
   1. This policy shall apply to:
      1. The members of the MUS as per Article II of the MUS Constitution
      2. Activities and events hosted, funded, and promoted by the MUS and the affiliated clubs and services
      3. Written or graphic material that is published, distributed, endorsed or funded by the MUS
   2. Neither this policy in general, nor its definitions in particular, shall be applied in such a way as to detract from the right of members to engage in open discussion of potentially controversial matters
   3. No individual student or student group shall have the effect of limiting dialogue on legitimate topics provided that such discussion is conducted in a respectful, non-coercive, collegial manner that conforms to the policy on discrimination and harassment set out in Section 4 of this policy
3. Policy Statement
   1. The MUS has a responsibility as a leader, representative, and service provider to a diverse membership to conduct itself by the highest standards of respect, fairness, integrity, safety and equitable treatment for all persons
   2. At the forefront of this responsibility are respect for personal and professional integrity, dignity, academic freedom, diversity, personal and social property, and safety
   3. The MUS shall strive to create a community that exceeds social standards of equitable treatment, creating a safe haven for all of its members where collegial debate and marginalized ideas can flourish in a culture of respect
   4. To support this responsibility as well as the MUS mission statement, representation, and leadership, the MUS will promote a functional anti-oppressive environment achieved through:
      1. Recognizing that systematic processes and cultural biases disadvantage certain groups of people on the basis of irrelevant personal characteristics
      2. Taking proactive steps to challenge and acknowledge the current and historical processes and biases that affect the safety and well being of these disadvantaged groups
      3. Acknowledging that certain groups of socially privileged people knowingly or unconsciously benefit from this process and do not have the same experience of disrespect and exclusion as those in disadvantaged groups
      4. Taking proactive steps to challenge the actions, attitudes, and assumptions that result from this social privilege
   5. The MUS condemns harassment or discrimination of disadvantaged groups on the basis of, but not limited to gender, gender expression, age, race, ethnic or national origin, religion, sexuality or sexual orientation, mental or physical abilities, language, size, or social class
      1. The MUS regards harassment or discrimination on the basis of these considerations as serious offences
         1. This does not prevent any program or activity whose purpose is to improve the conditions of a specific disadvantaged individual or group from conducting events or activities
   6. The MUS will actively support projects and policies that aim to end discrimination or to promote accessibility and inclusiveness in their community. In accordance with this, the MUS and its affiliated clubs and services will not affiliate or collaborate with organizations known to promote or engage in the previously mentioned discrimination or harassment
4. Protocol
   1. The purpose of the Ombudsperson shall be to ensure the awareness and the respect of student rights as well as the advocacy of equity issues at Desautels
   2. The Ombudsperson shall be a(n):
      1. Advocate concerning equity issues
      2. Confidential resource person for students regarding their rights and responsibilities at McGill University
   3. The Ombudsperson shall:
      1. Report at least bi-weekly to the Executive Council
      2. Present a report monthly to the Board of Directors
      3. Meet monthly with SSMU Equity Commissioner and other faculty Equity Commissioners
      4. Be available to answer students’ concerns regarding grievances and equity issues in general
      5. Keep students informed about their rights and responsibilities and promote their respect
   4. Upon selection, the Ombudsperson will be publically advertised
5. Complaints
   1. All complaints shall be submitted in writing, or addressed in writing to the Ombudsperson
   2. A complaint can be submitted anonymously
   3. All complaints submitted will be investigated, provided the appellant party is willing to assist the Ombudsperson in a capacity that will not put their personal safety of the safety of any other individual or group at risk
      1. The Ombudsperson shall investigate any information that is not explicitly confidential
      2. Complaints will be investigated primarily by the Ombudsperson; in certain cases, the SSMU Equity Committee, and/or the faculty Executive Committee will be consulted for further investigation and procedural matters
   4. All complaints will be resolved as per the stipulations in section 6
   5. The Ombudsperson will be given a page on the Management Undergraduate Society Website with their contact information, an online complaint form and a copy of the Equity Policy
6. Discipline and Resolution of Complaints
   1. Acts of discrimination and harassment will be considered an offence and subject to disciplinary action
   2. Disciplinary action in the case of Management Undergraduate Society volunteers is a human resources matter and is at the discretion of the Executive Council and Human Resources Director
   3. Disciplinary actions and resolutions include, but are not limited to:
      1. Letter(s) of apology
      2. Suspension of the respondent from their position within the Management Undergraduate Society and its affiliated clubs, services, or publications
      3. Suspension of financial support by the Management Undergraduate Society for clubs, services, or publications that violate this policy
      4. Dismissal of the respondent from their position within the Management Undergraduate Society
      5. In the case of more serious violations, the complaint may be referred to the administrative powers of the University, or to an external legal source
7. Documentation – Equity Log
   1. Any formal decision and/or action shall be documented in writing and provided to the appellant and to the respondent
   2. A copy of the report must be signed by the Ombudsperson and a witness, confirming that the report was received by both appellant and respondent
   3. A copy of all written complaints shall be kept in the Equity Log
   4. Any informal action undertaken shall be noted in the Equity Log, along with that signature of the Ombudsperson
   5. The Equity Log will be a Confidential Document
8. Limitations
   1. No complaint shall be considered with respect to an incident of discrimination or harassment, which occurred more than one calendar year prior to the complaint
   2. Nothing in this Policy precludes either party from exercising any recourse available external to the Management Undergraduate Society