Our goal is to foster a respectful and inclusive working and learning environment by creating awareness and belonging through education, events, and training. We have developed and gathered the information found on this page to assist the BCIT community.
Inclusion Lens for the Learning Environment
The RDI office and the BCIT Student Association (along with help from other stakeholders) have created a guide to help instructors create a more inclusive learning environment. The document will help instructors to review their course content through an inclusion lens so as to better identify and address barriers to inclusion within the materials. The guide will also provide information and resources on accessibility and universal design in the classroom. Finally, instructors will find a list of tips to include inclusivity.
Student Accommodation Requests (non-disability related)
BCIT recognizes that although a process exists to address accommodation requests for students with disabilities as well as a policy that outlines attendance, students may face circumstances that need additional consideration. This document outlines considerations for such requests and a process for making decisions and was created in partnership between BCIT’s Respect, Diversity, and Inclusion Office, Student Success, and the BCIT Student Association.
For accommodation requests that are disability related, please refer to Accessibility Services.
Discrimination and Harassment Scenario
This example will help you to:
- Recognize the signs of harassment and discrimination
- Consider the feelings and dynamics in conflict situations
- Consider the effects of conflict
- Identify the type of harassment and discrimination
- Consider how to handle typical conflict situations
Example – Facebook Scenario
If you feel you are being discriminated against or harassed:
- Tell the person
- Tell others
- Document the incident
- Report the incident
Retaliation against any of the parties involved in a complaint of discrimination, bullying and harassment will not be tolerated. BCIT’s Policy on Harassment and Discrimination provides that persons making frivolous or vexatious complaints shall be subject to disciplinary action.
Human Rights Fact Sheet
Everyone has the right to a learning and working environment free of discrimination and harassment. The Human Rights Code (BC) as well as BCIT’s Harassment and Discrimination Policy prohibit discrimination and harassment in the learning and working environment on the basis of personal characteristics. The Human Rights Code also prohibits discrimination in other areas of life, such as when accessing public services, facilities, or accommodation (e.g. hotels, restaurants, stores, recreation centres, government programs), or in the purchase or rental of your home. For further information please read our Human Rights Fact Sheet.
When communicating with our colleagues in person we interpret their words based on many factors such as tone of voice, facial expressions, and body language. Given that we do a lot of communicating via email, instant message, or video calls, it is important that we take care so as to avoid misunderstandings that may result from the lack of non-verbal or visual cues and remember that electronic communications should still relay the same respectful tone you would normally use.
Understandings of gender continually evolve. In the course of a person’s life, the interests, activities, clothing and professions, that are considered the domain of one gender or another, evolve in ways both small and large. This has perhaps never been more true than it is now. The data shows that today people have different understandings of gender than previous generations.
Creating a Culture of Consent
Consent is about someone enthusiastically, freely choosing to agree to do something with someone else. The best way to get that confirmation is to talk about it, ask questions, and be open to and mindful of your partner’s body language. If you’re unsure about doing something — even just a little bit — always ask first. If you don’t feel comfortable, in any form, at any time, you can always speak up and say “no.”
Here are the consent basics that everyone should know:
- The absence of a “no” is not the same as a “yes.”
- Consent can always be withdrawn.
- A “yes” to one thing does not mean “yes” to everything.
- If someone is under the influence of drugs or alcohol, for example, and is blacked out, unconscious, or unable to understand what is going on, they are unable to give consent.
- If a person feels like they can’t say “no” because they feel pressured or afraid of what could happen if they say “no” — that does not equal consent.
- If a person said “no” over and over again and only said yes after being worn down, guilted, manipulated, negotiated with, or yelled at — that does not equal consent.
Unconscious bias exists in each person, affecting our behavior from the classroom to the workplace. As a result, unconscious bias creates barriers to inclusion, performance, engagement, and, ultimately, innovation. While we cannot completely rid ourselves of unconscious bias, learning how to mitigate its impact is a skill that we can all learn.
As an employee and/or student of BCIT you have free access to LinkedIn Learning. One of the courses available is on Unconscious Bias.
BCIT Events Checklist
When hosting an event we would like you to keep this checklist in mind. Employees can also check the Multifaith Calendar found on the RDI Loop page and the BCIT Events Calendar when planning events.
BCIT Inclusive Committee Checklist
Whether you’re forming a new committee, team, or working group, or are part of an existing one it’s important to ensure the group is diverse, and reflective of the community within which we live and work. Diversity is about ensuring that the community is represented and there is variation in characteristics of people who are there. For example, diversity in race, gender, age etc. Inclusion is about ensuring those who are there are treated with respect, that barriers to full participation and equity are removed, and everyone’s experience and contributions are valued. Without inclusion, diversity is only performative and will not lead to real change. Beyond being the right thing to do morally, and often a legal requirement – there is a strong business case for having diverse and inclusive teams. Simply put, there is ample research to demonstrate that diverse and inclusive teams are more innovative, engaged, and creative in their work.
This checklist will assist you in your journey of increasing diversity and inclusion in your committee, team, or working group. This list is divided into two parts – the first is a starting point to help you along your journey. The second section sets out additional considerations for those further along in their journey. Neither list is all inclusive.
This booklet was created to help create an awareness in our staff and students at BCIT. It is a resource to assist them in being part of a respectful, diverse, and inclusive community. This is a living document and will be updated periodically. If you have any questions or comments please email firstname.lastname@example.org
From state-of-the-art recreation services, to accessibility services for students with acute or chronic health issues, in-person or virtual counselling appointments, and resources that help students de-stress, BCIT has student well-being front-of-mind. Make use of the many health and wellness supports that are available to you during your time at BCIT.
For more information please visit their website.
- Banaji, Mahzarin R. Blindspot : Hidden Biases of Good People. New York :Delacorte Press, 2013.
- Anderson, Kare, Getting What you Want, Toronto: Penguin Books Canada Ltd., 1993.
- Butler, Pamela, Self Assertion for Women, San Francisco: Harper and Row, 1981.
- Fisher, Roger and Ury, William, Getting to Yes: Negotiating Agreement Without Giving In, New York, Penguin Books, 1983.
- Kottler, Jeffrey A., Beyond Blame: A New Way of Resolving Conflicts in Relationships, San Francisco, Calif.: Jossey-Bass, 1994
- Miller, S., Wackman, D., Nunnally, E., Faline, C., Straight Talk: A New Way to Get Closer to Others by Saying What You Really Mean, New York: Signet, 1982.
- Scott, Gini Graham, Ph.D., Resolving Conflict, Oakland: Hew Harbinger Publications, Inc., 1990.
- Smith, Manuel, When I Say “No” I Feel Guilty, New York: Bantam Books, 1975.
- Weeks, Dudley, The Eight Essential Steps to Conflict Resolution: Preserving Relationships at Work, at Home and in the Community, New York: J. P. Tarcher-Perigee, 1994.