±«Óătv

 
 

Faculty of Computer Science

CoReCS



At the Faculty of Computer Science, we care

about our culture of respect.
Ěý


Culture of Respect in the Faculty of Computer Science

We believe Equity, Diversity, Inclusion and Accessibility (EDIA) is fundamentalĚýto education. CoReCS committee supports diverse communities within the faculty of Computer Science and beyond by creating opportunities for all to learn, reflect, and converse on topics related to “Culture of Respect”, and increase the sense of belonging, welcoming and safe for all. Disespectful behaviourĚý- (e.g., misogyny*, racism, homophobia, ablism) - in our classrooms, on our campus and in our community is unacceptable.

±«Óătv’s Strategic Direction includes a commitment to foster a culture of inclusiveness and diversity. In January 2015, a committee to advance this aspect of ±«Óătv’s Strategic Direction was struck under Charter 5.2.

Learn more about ±«Óătv’s Diversity & Inclusiveness Strategy.

*Misogyny is defined as "Dislike of, contempt for, or ingrained prejudice against women." byĚý.) Learn more about ourĚýculture of respect at Dal.

Who we are

Mandate

To enhance the teaching, learning, social and working environment for everyone in the Faculty of Computer Science through respectful and bias-free behaviours through a process of advocacy, engagement, communication, and education using a non-performative, data-driven approach. Our committee recognizes that equity is an ongoing challenge within the field of Computer Science and seeks to be action oriented.

Principles

  • The approach of CoReCS will be educational, advocational, and future oriented. CoReCS will be actionable and avoid performative equity. CoReCS will leverage educational material and supports to achieve long-term progress towards a faculty of respect according to Equity, Inclusion, Diversity, and Accessibility (EDIA) paradigm.
  • The Committee recognizes the seriousness of this work and will move ahead through a process of consultation with and education by appropriate faculty internal expertise and university resources (i.e. Human Resources, Office of Human Rights & Equity Services, and Student Affairs).
  • The work of committee members will not be disciplinary. Thus, disciplinary or processes regarding a breach of respect within FCS will be handled through the existing processes available at ±«Óătv, such as through the Student Code of Conduct, the ±«Óătv Equity Policy, and/or Human Resources.
  • The committee will identify and analyze issues affecting the culture of respect in the Faculty of Computer Science via a data-oriented approach. Our committee will seek to report data transparently and be replicable. Therefore, the committee will be authorized to collect, and access current and historical anonymized data for the purpose of producing an annual report regarding EDIA issues (e.g. demographics, enrollment, scholarships, employment, reports, complaints, actions, etc.).
  • Operations by the committee and its members will be from an informed standpoint, drawing on appropriate and relevant internal and external resources as needed for advice and training.

Finding support

Maybe you:

  • have witnessed inappropriate behaviour
  • are not sure what is acceptable
  • are quite sure you heard inappropriate comments but are not sure what to do
  • need someone to talk to

Confidential points of contact:

Six suggestions for speaking up

Be ready

Promise yourself to not remain silent, know that it will happen again, summon your courage – whatever it takes. Practice things to say, open ended is good: “Why did you say that?” or “How did you develop that belief?” 

 

Identify the behaviour

Use reflective listening, avoid labeling, name-calling or blame. Describe the behaviour, don’t label the person. Ie: “Janice, what I hear you saying is that Mexicans are lazy” etc. 

 

Appeal to principles

This works well if the person is known to you like a friend, sibling, co-worker etc. “Joe, I have always thought of you as a fair-minded person, so it shocks me when I hear you say something like that.” 

 

Set limits

You cannot control another person, but you can control what happens in your space. “Please don’t tell racist jokes in my presence anymore” or “This classroom is not a place where I allow homophobia to occur” and then follow through. 

 

Find an ally / be an ally

Seek out like-minded people for support or support others in their challenges. Lead by example and inspire others to do the same. 

 

Be vigilant

Change happens slowly, but be prepared, and keep speaking up. Don’t let yourself be silenced.