Arts EDI

Knowing where to turn for assistance when your home community is experiencing a serious issue such as political upheaval, social unrest, or a natural disaster can be difficult. Get resources to help you deal with a social, political, or environmental crisis while you’re studying at UCalgary.

1. Decide if the situation is life-threatening or a critical incident.

If you feel that the event poses a threat to your life or the life of another, immediately call 911.

Even if the event is not life-threatening, it could still be a critical incident. While everyone experiences the world differently, and there is no single definition, critical incidents are unexpected and unusual events that are perceived by an individual as being threatening or traumatic. An example of a critical incident related to racism is a threat of violence.

If the situation is determined to be a critical incident with safety concerns, call Campus Security: 403.220.5333. They will assist with identifying and addressing immediate safety concerns.

2.  In all situations that are deemed NOT to be life-threatening or a critical incident

Students have three options available:

1. ConfidenceLine: this is an independent, third-party service, arranged for by the University, that ensures student anonymity. ConfidenceLine can be reached 24/7 toll-free at 1-800-661-9675.
2. Contact the University of Calgary’s Protected Disclosure Advisor at 403-220-4086 or by email at disclose@ucalgary.ca.
3. Report concerns to the THE UNIT HEAD?

Please note, faculty and staff members are not professionally trained to respond to reports of discrimination or harassment and therefore have been asked to not engage in discussions with students about their concerns or complaints. CLARIFY PER UNIT: The Director/Head havs received training to appropriately receive and act upon student complaints and concerns, and can do so with the assurance of student confidentiality.

• Office of Indigenous Engagement
• Writing Symbols Lodge
• ii’ taa’poh’to’p: Indigenous Strategy
• Territorial Acknowledgement

• Helping Students in Distress
• Wellness Services

• PASS – Post Alcohol (& Cannabis) Support Space
• Substance Abuse Support

When responding to students

When responding to student reports of discrimination or harassment, it is critical that faculty and staff members be familiar with up-to-date requirements and procedures. We encourage all employees to review the following information carefully, and to seek additional information, as required, about the University of Calgary’s policies and resources in this area.

1. Determine if it is a life-threatening situation or a critical incident

If a student approaches you to report an act of discrimination or harassment, first assess whether or not it constitutes a life-threatening situation. In the event of a life-threatening situation, immediately call 911.

Second, assess whether or not the situation constitutes a critical incident. Please note that everyone experiences the world differently and there is no single way to define a critical incident. However, generally a critical incident is an unexpected and unusual event perceived by an individual as being threatening or traumatic. An example of a critical incident related to racism is a threat of violence.

If the situation is determined to be a critical incident with safety concerns, call Campus Security: 403.220.5333. They will assist with identifying and addressing immediate safety concerns.

As soon as possible thereafter, report the situation to the school director or department head. 

In all situations that are deemed NOT to be life-threatening or a critical incident

2. Direct students to the school director or department head. 

If a student approaches you to report an act of discrimination or harassment that is neither life-threatening nor a critical incident, inform them that they have multiple effective options:

1. Direct them to the list of resources available at the University of Calgary. These can be found in the Resources for students block above.
2. Assist them in contacting the school director or department head.

Faculty and Staff are not professionally trained to respond to reports of discrimination or harassment and therefore are asked to not engage in discussions with students about their concerns or complaints. Doing so could worsen the situation. Instead, inform students that they have a range of effective options, and that the school director or department headr have received training to appropriately receive and act upon their complaints and concerns, which they can do with the assurance of confidentiality. Ensure that students have the contact information of the school director or department head.

3. Follow up

Follow up with within 24-48 hours to ensure the student was successfully schedule a meeting with the school director or department head.

4. Be proactive

Reacting to reports of discrimination appropriately is important, but faculty and staff can also be proactive by foregrounding anti-discrimination issues. Part of this approach includes ensuring students are aware of the resources available to them to report acts of discrimination.

The Canadian Association of University Teachers' Equity and Diversity Council is a standing committee that advises the CAUT Council. It has four working groups: Academic Staff with Disabilities Working Group, Lesbian, Gay, Bi-Sexual, Transgendered, Queer and 2-Spirited Academic Staff Working Group, Racialized Academic Staff Working Group and Women Academic Staff Working Group. View the issues and campaigns within CAUP, including equity-related issues.

“It is the role of the Faculty Association ... to ensure individual faculty members have equal access to justice, and that proper policies and procedures are in place to ensure that this goal is achieved. A ‘fair environment’ that discourages favouritism and protects faculty members from arbitrary decisions is the essential foundation of an intellectually independent and open university.” The Faculty Association website provides a general overview of faculty employment at the University of Calgary and also includes hiring issues of Sessional Lecturers.

The AUPE local 52 is the union that represents staff at the University of Calgary. The mission statement can be found on their website. Fair and equitable treatment of everyone is expected. The Statement of Principles of Conduct includes 7 points that include items pertinent to equity. These principles apply to the University community, not just staff or AUPE members. The AUPE center is located in Science A, Rm 128.