³Ô¹ÏÍø

SDG 5: Gender Equality

Achieve gender equality and empower all women and girls.

³Ô¹ÏÍø is steadfast in our commitment to a more inclusive world where gender equality is realized, and all women and girls can fully participate in society and reach their full potential. We engage in a range of initiatives that promote gender equality on our campuses and beyond, working to advance SDG 5.

Highlights of Progress

The work that ³Ô¹ÏÍø completed in 2023 to advance SDG 5.

Hina Shaheen aims to inspire women in STEM following completion of PhD at ³Ô¹ÏÍø

As the first woman to complete the requirements for a PhD in Mathematical and Statistical Modelling at ³Ô¹ÏÍø, Hina Shaheen hopes to inspire other women considering post-secondary education in science, technology, engineering and mathematics (STEM) fields.

³Ô¹ÏÍø hosts programming during 16 Days of Activism Against Gender-Based Violence

³Ô¹ÏÍø is committed to fostering a university culture where gender-based and sexual violence is not tolerated and survivors are believed and supported with compassion, dignity and respect. Between Nov. 25 and Dec. 10, ³Ô¹ÏÍø hosted programming in support of 16 Days of Activism Against Gender-Based Violence.

³Ô¹ÏÍø alumna Ashley Stephenson blazes a trail for women in baseball as coach with Blue Jays affiliate the Vancouver Canadians

Following a glittering sports career in Canadian baseball and hockey, former ³Ô¹ÏÍø Golden Hawk star Ashley Stephenson (BA ’05) is blazing a trail for women within professional baseball.

Herron named 2023 Outstanding Woman of ³Ô¹ÏÍø

Chloe Herron, a fourth-year women's rugby student-athlete and psychology major, was named the , presented by RBC.

International Women’s Day Luncheon features ³Ô¹ÏÍø women leading sustainable solution

³Ô¹ÏÍø and the Waterloo Chapter of the International Women’s Forum, an organization dedicated to advancing women’s leadership globally, marked International Women’s Day (March 8) with the return to an in-person luncheon event celebrating women’s leadership in sustainability and planetary health.

³Ô¹ÏÍø Centre for Women in Science marks 10 years of research, advocacy and mentorship

The ³Ô¹ÏÍø Centre for Women in Science celebrated 10 years of facilitating research by women scientists and about women scientists in order to develop and implement evidence-based strategies.

Research Centres

³Ô¹ÏÍø research centres advancing SDG 5.

³Ô¹ÏÍø Centre for Women in Science

Launched in 2012, the (WinS) is proud to champion women in science, technology, engineering and mathematics (STEM). The centre is building an inclusive scientific community through research, action and communication. Its ultimate goal is to make the centre redundant.

Initiatives

³Ô¹ÏÍø initiatives in 2023 that advanced SDG 5.

Women’s application rate and acceptance rate

³Ô¹ÏÍø’s Institutional Research Office systemically measures and tracks women’s applications and acceptance rates. Some indicators are publicly reported through .

³Ô¹ÏÍø’s Strategic Action Plan and Academic Plan include commitments to diversify its student body and increase representation of students historically underrepresented on campus. This includes women. ³Ô¹ÏÍø’s Equity, Diversity and Inclusion (EDI) Strategic Plan highlights the use of an EDI Data Specialist to systematically collect, analyze and track demographic student data. The EDI Data Specialist develops and implement plans to address differential outcomes identified through data analysis with a view to identifying and reducing barriers to student success and wellness, including funding, bursaries and scholarships for students and student-athletes from equity-deserving groups.

Women's applications, acceptance/entry and participation at the university

³Ô¹ÏÍø is committed to ensuring that our university student body represents the diversity of the Canadian population and is accessible to all sectors of society. The recently launched ³Ô¹ÏÍø Strategy sets the foundation for the institution’s success. A key metric of the plan is measured diversity within the student body across key demographics. The university encourages applications from all qualified persons including women, members of visible minorities, First Nations, Métis and Inuit, persons with disabilities, and sexual and gender minorities.

³Ô¹ÏÍø's Policy 6.1 Prevention of Harassment and Discrimination and Sexual Misconduct further affirms ³Ô¹ÏÍø’s commitment to EDI and Indigeneity as part of its core values, and understands that the effective creation and dissemination of new knowledge must take place in an academic community that is free from harassment, discrimination and sexual misconduct, where all members of our community have equal opportunity to be successful.

The prohibits discrimination against any person because of age; ancestry, colour, race; citizenship; ethnic origin; place of origin; creed; disability; family status; marital status (including single status); gender identity, gender expression; receipt of public assistance (in housing only); record of offences (in employment only); sex (including pregnancy and breastfeeding); and sexual orientation. ³Ô¹ÏÍø complies with the act when it considers students for admission, participation, promotion and graduation.

³Ô¹ÏÍø’s Policy 8.4 Employment Equity outlines ³Ô¹ÏÍø’s commitment to creating a culture of inclusion where women, among other equity deserving groups, feel accepted and experience a sense of belonging to ensure equal participation in the university.

Women's access schemes (i.e. mentoring, scholarships or other provisions)

³Ô¹ÏÍø offers a range of mentoring and targeted support schemes to support the success of women at the institution. These include:

• A variety of scholarships targeted toward women.
• (WILL) has a primary focus to promote EDI while fostering the continuous growth and development of female students interested in various areas of business. WILL's student-to-student mentorship program partners ³Ô¹ÏÍø students who possess similar interests and goals. Both mentors and mentees work closely together to foster a relationship that benefits the growth and development of each other.
• The  works to cultivate a culture on campus that respects and promotes EDI and social justice in all aspects of ³Ô¹ÏÍø – from classrooms to residence communities.
• The  is a Waterloo campus student service that builds a community of people and ideas to challenge and examine gender-based inequities. To instigate change, this inclusive space for all people who identify as women offers an extensive collection of academic and community resources and referral services, and opportunities to engage in awareness campaigns.
• The (LBWC) is a designated, safe(r) space for self-identified women on the Brantford campus. LBWC provides space, hosts events and runs awareness campaigns throughout the year. Activities can include guest speakers, workshops, discussion groups, peer support groups, film series and book clubs.

Initiatives to encourage applications by women in subjects where they are underrepresented

Of students who choose to self-identify, 53 percent of ³Ô¹ÏÍø's current undergraduate enrolled are female identifying student, according to data. Our Strategic Action Plan, Equity, Diversity and Inclusion Plan, and Strategic Academic Plan outlines our commitments to increase the participation of diverse student groups, including women, particularly in fields were they are currently underrepresented. ³Ô¹ÏÍø is home to a number of initiatives to increase the participation of women in these fields:

• Launched in 2012, the (WinS) is proud to champion women in science, technology, engineering and mathematics (STEM). The centre is building an inclusive scientific community through research, action and communication. Indeed, its ultimate goal is to make the centre redundant. WinS engages in a variety of initiatives to increase female participation in STEM fields, including the highly successful photo exhibit featuring legendary giraffe researcher Anne Innis Dagg and ‘Building Equitable Trades’. Additionally, WinS members give numerous presentations about STEM and women in STEM, including  and  for the external community. WinS provides to support women students in science and math-focused fields, and conducts research about gender parity in science and mathematical social sciences.
• ³Ô¹ÏÍø hosts the , Shohini Ghose. The goal of her program is to promote excellence in science through EDI. Ghose's program focuses on:
  • Increasing the participation of women in science and engineering at all levels through a research-based program of assessment, action and communication;
  • Building and maintaining an inclusive environment where all individuals and communities in science and engineering are supported and celebrated;
  • Identifying and addressing systemic barriers and biases faced by underrepresented groups in science and engineering;
  • Creating and normalizing a culture of inclusion in which all people, and not just a few, work together to maintain a community free of harassment and discrimination; and
  • Connecting women and underrepresented groups in science and engineering, provincially and nationally.

• ³Ô¹ÏÍø offers a variety of scholarships targeted toward women.

Policy of non-discrimination against women

³Ô¹ÏÍø is committed to EDI and Indigeneity as part of its core values, and understands that the effective creation and dissemination of new knowledge must take place in an academic community that recognizes the dignity and value of all students, staff and faculty members. The university is committed to fostering a learning, scholarly and workplace environment that is free from harassment, discrimination and sexual misconduct.

³Ô¹ÏÍø’s Policy for the Prevention of Harassment and Discrimination and Sexual Misconduct affirms that women within the ³Ô¹ÏÍø community have a right to equal treatment and freedom from harassment, discrimination and sexual misconduct based on the Protected Grounds of the Ontario Human Rights Code with respect to employment and the receipt of education and related services and facilities. ³Ô¹ÏÍø’s Policy on Gendered and Sexual Violence outlines that ³Ô¹ÏÍø is committed to fostering a university culture where:

• Gendered and sexual violence is unacceptable and not tolerated;
• All students, staff and faculty will be treated with compassion, dignity and respect;
• There are a range of supports available to survivors that are responsive to their intersecting identities, lived experiences and healing needs;
• All members of the university community have access to education about gendered and sexual violence;
• Individuals and groups who commit acts of gendered and sexual violence are held accountable through university procedures that follow principles of fairness; and
• Survivors will not be blamed for having experienced gendered and sexual violence.

Policy of non-discrimination for transgender people

³Ô¹ÏÍø’s gender inclusivity initiatives seek to ensure that all members of the university community have an inclusive experience at ³Ô¹ÏÍø. ³Ô¹ÏÍø strives to be a place in which all individuals can express their authentic selves and recognizes that respect and support for transgender and gender diverse people are central to their success and well-being.

"A thriving community where all members of the university can reach their potential" is a key component of ³Ô¹ÏÍø’s 2019-2024 Strategic Plan for EDI. Part of this strategy is to develop and maintain an inclusive environment where everyone can experience a powerful sense of belonging. To support transgender and gender diverse members of the ³Ô¹ÏÍø community, there are a number of programs and initiatives in place, including:

• ³Ô¹ÏÍø offers a for those seeking a documented or legal name change. Being identified by the correct name contributes to an individual's autonomy, dignity and safety. 
• The offers gender-affirming health-care options.
• ³Ô¹ÏÍø recognizes that everyone has a right to use the washroom in accordance with their gender identity and/or gender expression. The works to address barriers to washroom access on campus.
• Current ³Ô¹ÏÍø students seeking non-medical gender-affirming technology can participate in the , which offers one free binder or chest form for eligible participants, as well as asynchronous education on the types of available non-medical gender-affirming technologies and how to use them safely and effectively to suit individual needs.

³Ô¹ÏÍø’s Policy for the Prevention of Harassment and Discrimination and Sexual Misconduct affirms that transgender and gender diverse members of the ³Ô¹ÏÍø community have the right to equal treatment and freedom from harassment, discrimination and sexual misconduct based on the Protected Grounds of the with respect to employment and the receipt of education and related services and facilities.  Additionally, ³Ô¹ÏÍø Employment Equity Policy affirms ³Ô¹ÏÍø's commitment to created a culture of inclusion where all employees, including those who identify as transgender, feel accepted and experience a sense of belonging.

Women's mentoring programs

³Ô¹ÏÍø offers a variety of mentorship opportunities offering support to all women at the university. These include:

• (WILL) has a primary focus to promote equality, diversity and inclusion while fostering the continuous growth and development of female students interested in various areas of business. WILL's student-to-student mentorship program partners ³Ô¹ÏÍø students who possess similar interests and goals. Both mentors and mentees work closely together to foster a relationship that benefits the growth and development of each other.
• The  is a Waterloo campus student service that builds a community of people and ideas to challenge and examine gender-based inequities. To instigate change, this inclusive space for all people who identify as women offers an extensive collection of academic, community and resources and referral services, and opportunities to engage in awareness campaigns.
• The  is a designated, safe(r) space for self-identified women on the Brantford campus. LBWC provides space, hosts events and runs awareness campaigns throughout the year. Activities can include guest speakers, workshops, discussion groups, peer support groups, film series and book clubs.
• ³Ô¹ÏÍø’s Women's Faculty Colleagues provide support, information and events related to issues affecting female faculty members, and offer direct support and advice to female faculty around equity issues. Working closely with the associate vice-president: EDI, women's faculty colleagues:
  • Provide support and information to all faculty members on issues affecting women-identified faculty (i.e. pregnancy/maternity leaves, reasonable course assignments, available support around harassment/discrimination, etc.);
  • Act as mentors to women-identified faculty to advise and assist on concerns about equity issues; and
  • Initiate activities within the university to promote discussion and understanding of issues affecting women-identified faculty.

Graduation rate of female students

³Ô¹ÏÍø’s Office of Institutional Research and EDI Data Specialist collect, analyze and track demographic student data, including graduation rates of women. In 2023, 58% of ³Ô¹ÏÍø credentials were awarded to females in undergraduate and graduate programs.

³Ô¹ÏÍø's EDI Data Specialist develops and implements plans to address differential outcomes, including graduation rates, identified through data analysis with a view to identifying and reducing barriers to student success and wellness, including funding, bursaries and scholarships for students and student-athletes from equity-deserving groups.

³Ô¹ÏÍø excels at creating a culture of engagement that develops the whole person and builds reciprocal community relationships by fostering a highly personalized, equitable, diverse and inclusive community in which all members can experience the powerful sense of belonging that has distinguished ³Ô¹ÏÍø throughout its history. It has many programs in place to ensure the success of women at the institution, from application all the way to graduation. These include scholarships, , the , , the , the  and the .