Carleton University’s success, now and into the future, must be built upon the best information, evidence, and data available about the experience of all our students, faculty, and staff through the lens of equity, diversity, inclusion and Indigenous ways of knowing and learning.

ABOUT THE SELF-IDENTIFICATION SURVEY

Why self-identify?

Because diversity counts on our campus. We 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. Your participation in the survey will help us assess diversity and representation within the Carleton community and help to inform future inclusive programming and initiatives. Completing the survey shows your commitment to diversity at Carleton, as well as a commitment to the EDI Action Plan.

The data will help us understand:

  • current and changing student, faculty and staff demographics
  • patterns and trends, as well as identify gaps or inequities in programs, research opportunities, employment, promotion and retention, to name a few areas
  • differences in student, faculty, and staff experiences, and
  • progress towards commitments within the EDI Action Plan.

Can I update or change my information once I have completed the survey?

Yes. We know that both the way in which people self-identify and people’s comfort level in providing this information can change over time. Because of this, you will be able to update your information at any time by re-completing the survey within Carleton Central.

Can I self-identify as belonging to more than one equity-deserving group?

Yes. You will be able to identify yourself under all the equity-deserving groups that apply to you.

The survey questions were designed to provide a more complete understanding of the representation of all four groups designated by the Federal Contractors Program: women, Indigenous peoples; persons with disabilities, and racialized persons (members of visible minorities); as well as include representation of creed, gender identity and 2SLGBTQIA identities. While individuals who identify as part of one or more of these communities are not a federally designated group, Carleton University recognizes the systemic discrimination and equity challenges faced by members of these respective groups.

Who can complete the survey?

Completing the survey is required for all employees of the Carleton Community, however, you have the ability to opt out of each self-identification question (i.e. Prefer not to answer). This survey contains the Federal Contractors Program – Employment Equity Questions, that were contained in its predecessor the Employment Equity Census, which is data the University has an obligation to report on. Students are encouraged to complete the survey to help us assess diversity within the Carleton Community and help to inform future equitable and inclusive initiatives.

There is one self-ID survey for students, staff, and faculty. Often students work within university departments or services while studying or become a member of staff or faculty after graduation. Therefore, one survey for all ensures the continuation of their self-identification portfolio with Carleton University. It’s important to establish equity within the survey delivery regardless of someone’s status within the university. This serves to improve the quality of the data.

How will the self-ID survey information be used?

The information will help to establish and acknowledge intersectional identities, systemic barriers, as well as identify gaps and trends to assist with the design of EDI initiatives. The data will be used to inform strategies for improving the work and learning experience for all of the Carleton community.

Why is the university asking me to disclose these details if they cannot be used to support me directly?

The university’s goal is to collect this data and present it on a disaggregated format to decision-makers to support the creation of new services and improve existing services based on our community. As this is a community-wide approach it increases the opportunity for systemic level changes that serve to benefit every Carleton community member.

PRIVACY AND CONFIDENTIALITY

Where is my information being stored?

The information you submit as a response to the survey will be stored in a secure database on campus (ie. Not in the cloud). No information will be saved within Carleton Central.

If the Self-ID Survey is confidential, why do I have to log in to complete it?

The survey responses are treated confidentially. Having a unique identifier (MC1) helps ensure data integrity and maintain the accuracy and completeness of this data over time. For example, it helps to reduce duplication as someone completes the survey multiple times or transitions from a student to staff/faculty position. 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.

Who has access to my information?

Carleton University is committed to ensuring your information will be kept confidential. Access to individual-level information is strictly restricted to Office of Institutional Research and Planning, and would only be accessed where required for reporting, data integrity, or technical purposes. An ITS System Administrator may request one-off access only if OIRP staff requires ITS support to troubleshoot a technical issue within the application and ITS access will end once the issue is resolved.

Data is collected in accordance with the following:

Will my instructor or supervisor know my responses?

No. Individual-level data will not be disclosed by the university in any way.

Could I be disadvantaged in any way by providing this information?

No. The information you provide is strictly confidential. Information will be presented in disaggregated formats and used to develop initiatives to develop programming that is beneficial to all individuals and to remove barriers faced by equity-deserving groups.

I am the only person in my program/department/Faculty who is from an equity-deserving group, won’t I be easily identified?

No, the data will not be reported for any level of detail or where there are less than five individuals. Any group with fewer than five individuals will be suppressed or have their data summarized and grouped in with the data from another group, protecting individuals from being identified.

What is the next step after the self-Identification data is collected?

The gathered data will be compiled and analyzed at a disaggregate level. This information will be used to assess representation within our community; continue to support CU’s EDI action plan; inform the development of EDI events, programs, policies, and support services.

I have questions about the privacy and confidentiality of the survey data that has not been answered here. Who can I contact to find out more information?

Please contact the Department of Equity and Inclusive Communities (EIC) with your questions. Where additional information is required, the EIC will reach out to other departments such as the OIRP and the University Privacy Office to seek the answer for you.

What is the Ontario Human Rights Commission’s stance on equity data collection?

Regularly collecting, tracking, and reporting data can help organizations to:

  • verify, monitor, measure and address gaps, trends, progress and perceptions proactively identify opportunities for improvement and growth
  • attract, retain and motivate diverse, well-qualified people
  • improve the quality of decision-making, service delivery and programming
  • enhance perceptions of being progressive leaders in their sector or industry
  • achieve organizational goals and strategic objectives
  • gain trust, develop effective, respectful consultations, and secure the support of key decision-makers and stakeholders
  • reduce exposure to possible legal action and human rights complaints.

Some reasons for collecting data:

  • to promote human rights equality for employees, taxpayers, customers, tenants, patients, students, union members, communities, boards of directors, shareholders and other audiences
  • to prevent or address systemic barriers to access and opportunity
  • to plan a special program
  • to improve equitable service delivery and programs
  • to promote equity and diversity initiatives
  • to increase workforce productivity
  • to attract new demographic markets
  • to promote an inclusive and equitable work culture to effectively thrive in an increasingly globalized, competitive business environment
  • to meet the requirements of federal employment equity legislation
  • to respond to persistent allegations of systemic barriers, or to respond to public perceptions of discrimination

For more information, see the Ontario Human Rights Commission’s Count me in! Collecting human rights-based data – Summary.

What is the Canada Research Chairs’ stance on equity data collection?

Canada Research Chairs recognizes the importance and supports the collection of disaggregated equity data. The program collects disaggregated self-identification data from all nominees and chairholders. The program uses the data to monitor levels of diversity, its policies, and processes for potential systemic barriers, and to ensure that institutions are meeting their equity targets. For transparency and to publicly report on progress, the program publishes aggregated data (where numbers are higher than five per designated group) on its website. The program also periodically shares the aggregated data with nominating institutions to help them monitor their efforts in meeting their targets.

For more details, see Frequently asked questions on Canada Research Chairs’ equity, diversity and inclusion requirements and practices.

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