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Institutional Stewardship Initiatives

Non-Discrimination Policies

General

USask has anti-discrimination and harassment policies, created with the purpose of fostering a healthy and safe environment for working and learning that is free of discrimination and harassment. The policy applies to all members of the USask community including students and employees, employees who work on university administered grant or research-funded projects, student trainees, independent and dependent contractors, volunteers and visitors. USask also houses a Discrimination and Harassment Prevention Services office, which provides resources and training to prevent discrimination and harassment. The Discrimination and Harassment Prevention Services office also provides support and guidance in navigating the appropriate due processes for USask community members experiencing discrimination or harassment.

Admissions

A University level admissions policy outlines 5 principles, two of which are equity and diversity. The policy stipulates that "No applicant will be excluded from admission to the university based on prohibited grounds as described in the Saskatchewan Human Rights Code,' meaning that USask cannot discriminate in admissions based on religion, creed, marital status, family status, sex, sexual orientation, disability, age (18 or more), colour, ancestry, nationality, place of origin, race or perceived race, receipt of public assistance, or gender identity. The policy further stipulates that each college faculty council may allocate spaces for a designated groups (traditionally underrepresented groups) as identified by the Saskatchewan Human Rights Commission. Admission appeal mechanisms are available for applicants.

Accomodations

USask, under Saskatchewan Human Rights Code, has a policy regarding "duty to accommodate" - to provide a safe and accessible environment for all. This commits USask to providing reasonable accommodation for all students, faculty, and staff on protected grounds, including disability. Students may register with Access and Equity Services (AES) and receive academic accommodations and supports, facility and disability-related accommodations (e.g. classrooms, lab set up), as well as accommodations required based on other protected statuses such as religion, gender identity, and family status. Many accommodation costs are directly covered by the institution. Where this is not the case, employer-paid benefits plans offer extensive coverage for disability and paramedical needs. The student health plan provides similar coverage for students. There is also grant funding available for students with disabilities to cover needs such as assistive technology for personal use.

Anti-Harassment

USask has anti-discrimination and anti-harassment policies, created with the purpose of fostering a healthy and safe environment for working and learning that is free of discrimination and harassment. The policy applies to all members of the USask community including students and employees, employees who work on university administered grant or research-funded projects, student trainees, independent and dependent contractors, volunteers and visitors. USask also houses a Discrimination and Harassment Prevention Services office, which provides resources and training to prevent discrimination and harassment. The Discrimination and Harassment Prevention Services office also provides support and guidance in navigating the appropriate due processes for USask community members experiencing discrimination or harassment.

Diversity Officer

USask employs a "Senior Consultant, Diversity and Inclusion" (Liz Duret), as well as a “Special Advisor on EDI, Anti-Racism and Anti-Oppression” (Verna St. Denis) at the central level, while each of the USask colleges and schools also have equity, diversity and inclusion roles and committees at the local level. A working group and advisory committee exist to guide the development and implementation of USask’s Equity, Diversity, and Inclusion Framework for Action. Further, USask’s Anti-racism and Anti-Oppression Committee contributes to the development of policies, resources, and learning opportunities (courses, events, etc.) to engage the USask community in anti-racism and anti-oppression efforts.

Indigenous Strategy

USask's Indigenous strategy commits to reconciliation and decolonizing education, to create an environment in which all people, including those traditionally marginalized and underrepresented, can belong and flourish. The Gordon Oakes Redbear Centre was established as an intercultural centre to support and engage Indigenous and other underrepresented students, faculty, and staff, including opportunities for mentorship, peer support, and counselling. The Student Wellness Centre delivers peer support programming where students can build community and receive mentorship. There are general support groups as well as specific (e.g. "ASD Support Social" autistic peer group, and an international student therapy group), where natural mentorship develops between junior and senior students. These groups are well attended by a diverse mix of students. An Indigenous counselor is available to provide care through traditional ceremony and healing methods - e.g. smudging.

Disabilities Support

Students with disabilities can receive support through healthcare professionals at the Student Wellness Centre (Medical assessment, diagnoses, counselling, and primary medical care.) They may also register to receive specific supports through Access & Equity Services (AES) such as temporary or ongoing academic accommodations, support plans, and/or exceptions/exemptions. Parallel support programs exist through the Human Resources Office to provide support services to faculty and staff with disabilities.

Research Institutes, Centres, & Projects

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Research Impact

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Sample Courses

Examination of the system of collective labour law, including the certification process, organizing and other unfair labour practices, the duty to bargain in good faith, strikes, lockouts, picketing and essential service work stoppages. Attention will focus on, but will not be limited to the law of Saskatchewan.

Examines the historical, economic and political processes and practices of racialization, and the ways in which these processes and their effects become entrenched in our social and educational institutions. Theories and practices of integrative anti-racist education will be explored, including its applications in a variety of work places.

A course in Aboriginal people and the law, which includes the history and legacy of residential schools, the United Nations Declaration on the Rights of Indigenous Peoples, Treaties and Aboriginal rights, Indigenous law, and Aboriginal-Crown relations. This will require skills-based training in intercultural competency, conflict resolution, human rights, and anti-racism.

What does it mean to be Indigenous? In what ways are Indigenous politics similar and different in the Global North and Global South? Which political issues dominate the landscape of contemporary Global Indigenous politics? While the course examines contemporary Indigenous politics in Canada, it privileges a more global and comparative perspective to explore the connections between the Global South (e.g. Africa, Asia, Latin America) and Global North (e.g. Australia, Europe, United States). More specifically, the course is organized around key sections which consider the following: the contentious politics of defining Indigeneity, the diverse historical experiences of Indigenous peoples, the politics around land and natural resources, and global challenges around Indigenous peoples' struggles in the areas of cultural survival and human rights. The course concludes by using a case study approach to consider the above issues in greater detail in select political contexts across Africa, Latin America, North America and Oceania.

For a full listing of related courses, please visit the Office of Sustainability's sustainablity course inventory.

Key STARS Reporting Areas