Students have an important role to play in advocating for more diversity within scientific research
Science seeks to discover and explore why things work the way they do. With such a broad scope, science is a diverse field of study including disciplines such as biological, environmental, political and social sciences.
Though while the disciplines within science are diverse, the same is not always true of the people working within these disciplines or the people consulted as part of research.
Particularly, the lack of diversity in the context of science research participants is an ongoing issue that has gained more attention in recent years.
Designing good studies that yield findings transferable to the real world is crucial and having a diversity of participants is a big part of this.
Small and non-randomized sample populations of participants make it difficult to extend results to the general population as the conclusions of these studies are derived from trials on a very specific group of people.
Despite these issues with methodology being apparent, a trend of poorly designed studies is seen across research in the field of medicine and healthcare and is one of science’s fundamental pitfalls.
Historically, health research has neglected and harmed communities of colour, creating deep mistrust in science. As most current day studies lack diversity, the findings drawn from this area of research cannot always be applied to people of colour and create gaps in quality healthcare access for racialized and other marginalized communities.
Historically, health research has neglected and harmed communities of colour, creating deep mistrust in science. As most current day studies lack diversity, the findings drawn from this area of research cannot always be applied to people of colour and create gaps in quality healthcare access for racialized and other marginalized communities.
However, science is becoming more inclusive in terms of both the individuals conducting the research and the populations involved in the research, by bridging communities through trust and understanding. Although we are beginning to see more representative research being conducted as science and society progress, we have a long way to go.
Students preparing to enter the scientific community as contributors must be aware of the existing gaps in scientific representation. We are responsible for advocating for equity in research and committing to ethical practices that prioritize diversity and inclusion.
To create positive ripples of change within science, we need to be more considerate of diverse and intersecting identities and strive to include groups such as racialized individuals, women, members of the 2LGBTQIA+ community and other underrepresented groups in science research.
Though it may seem like members of the science community are the only ones who can enact change, we all hold the power to change how science is researched and practiced.
Science research is publicly funded, and rightfully so, as everyone is affected by science. Discoveries made in the lab have a direct consequence for society through policy and practice across of wide range of sectors and industries such as healthcare, food and agriculture and energy to name a few.
The bottom line is that inclusion and diversity in science and science research benefit everyone. As diversity continues to increase within the science community, the innovation and creativity of projects is also growing. Diverse voices, with unique lived experiences, present solutions to various issues that may have gone unnoticed before.
The bottom line is that inclusion and diversity in science and science research benefit everyone. As diversity continues to increase within the science community, the innovation and creativity of projects is also growing. Diverse voices, with unique lived experiences, present solutions to various issues that may have gone unnoticed before.
Academia does not thrive when confined and limited by single perspectives. Intertwining different disciplines, perspectives and voices, on the other hand, creates opportunities for intersectional collaboration and development – opportunities that are desperately needed to solve pressing issues such as climate change.
The scientific community's commitment to inclusion enriches science. It’s time we prioritize diversity in science and science research.
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C/O Ainsley Thurgood, Photo Assistant
After opening up virtually in September, BSSC opened in person for the first time during Black History Month
McMaster’s Black Student Success Centre aims to foster community, success and general well-being among Black students at McMaster. It first opened virtually on Sept. 27 and has been offering services online to Black students since then.
In February of this year, the BSSC opened its in-person services, officially running out of room M07 in the Peter George Centre for Living and Learning. Having an in-person space has allowed the BSSC to continue to grow the ways in which it is able to support Black students.
Jordan Lentinello, the administrative assistant of the BSSC, explained that having an in-person space has been vital for community building, which is one of the main goals of the BSSC.
“[You can] technically build community online and we've seen that happen time and time again, but it just feels different when it's in person,” said Lentinello.
“[You can] technically build community online and we've seen that happen time and time again, but it just feels different when it's in person."
Jordan Lentinello, Adminstrative Assistant of the BSSC
Lentinello added that online communities, while still beneficial, can make people experience screen fatigue and cannot always combat feelings of isolation. In contrast, the physical space strengthens the community experience and allows students to form friendships naturally. As well, the new in-person component of the BSSC makes it more accessible to students.
“So many folks are quite literally dropping in, discovering this space through word of mouth, which we've been really excited about,” said Lentinello.
Lentinello stressed that the BSSC is a student-driven space that is built to last, even as its current participants graduate and new students become part of it. This, Lentinello said, sets the BSSC apart from student groups on campus, which may be able to offer support for a period of time but may also struggle with continuity.
Lentinello stressed that the BSSC is a student-driven space that is built to last, even as its current participants graduate and new students become part of it.
According to Lentinello, having a space that is built to last is vital for fostering the success and well-being of Black students at McMaster.
“This creates consistency, this creates legacy and this creates a tangible impact and dedication to the success of the Black students,” said Lentinello.
“This creates consistency, this creates legacy and this creates a tangible impact and dedication to the success of the Black students."
Jordan Lentinello, Adminstrative Assistant of the BSSC
The BSSC is currently running a number of mental health related sessions, such as Black student athlete check-ins and Black student peer support services. More information about how to access these services can be found here.
C/O Jessica Yang
How nursing fails to accept and equip a diverse range of students
In Canada, healthcare is a highly selective field to pursue. Unfortunately, within such a selective process of selecting students, the student body is not fully representative of the population it’s supposed to help.
Tsinat Semagn, the president of the Canadian Black Nurses Alliance McMaster, shared how the small number of Black students present within her nursing cohort at McMaster leads her and her Black friends to become hyper-aware that they are among the only Black students in the program.
“The number of Black students in the McMaster site in my year is four out of 120 students, which is 3.3 per cent. This is the total number of students who were enrolled in the basic four-year Bachelor of Science in Nursing program in 2019,”
Tsinat Semagn
Nursing students participate in care scenarios three to five times per semester depending on their classes. Yet, within her three years as a nursing student, Semagn said that only once was a Black person used for these kinds of case studies.
“A lot of these scenarios are white people. There are a few Indigenous people but you rarely see diversity. There are very, very few Black patients represented in these care scenarios. I think I can only remember one time where we actually had a scenario, in my entire three years and we do three to five per semester, every semester . . . A week ago I did my first Black patient,” said Semagn.
Over a long span of time, these disparities in learning can lead to disparities in the healthcare provided to Black patients.
“In healthcare, there are studies that show that white physicians and healthcare professionals have this perception of Black patients, that Black people are stronger [and] don’t experience pain the way that other races do. So that of course affects their care,” said Semagn.
Within the health sciences program, to encourage equitable admissions, McMaster created the Equitable Admissions for Black Applicants process. It allows for self-identifying Black students to have their applications processed by a panel of Black faculty members, alumni and students. This came to be implemented because the faculty of health sciences noticed that black students were underrepresented in the program.
However, an admissions process like the EABA is not offered to nursing students. Moreover, nursing is one of the only faculty of health science programs that do not have a supplemental application.
“On top of [grades and the CASPR test], having a supplementary application where we are talking about life experience and bringing more of us and what we have to offer . . . being able to articulate that as a written [component] would be beneficial. They can see that this person has a lot to offer,” said Semagn.
Semagn noted that McMaster doesn’t promote a lack of diversity on campus. Instead, the university only mentions there are ways in which they can improve and allow for a more diverse atmosphere.
“I don’t know if I could say that I feel like McMaster as a whole is adding to [racial biases in the education system]. But I do know that there are some things that they are not doing — that they should be doing — to promote diversity,” said Semagn.
Programs like nursing at McMaster serve as an example where Black students are disproportionately underrepresented. In a field where lived experience affects patient care, lack of diversity fails to prepare them for the populations that they will meet in the future. It is up to universities, to decide to listen to the students and patients around them to better the systems they have created.
C/O Yoohyun Park
The newest safe space and friendly face for McMaster’s Black student-athletes
By: Acacia Lio, Staff Writer
In October 2020, a systematic review of the Black student-athlete experience within McMaster’s department of athletics was conducted due to reports of anti-Black racism from student-athlete alumni. A recommendation of this report was to increase representation among leadership. In addition to other beginning initiatives, the Black Student-Athlete Council was established to represent and advocate for McMaster’s Black student-athletes.
The mission of the council is as follows: to establish a safe learning environment for BIPoC student athletes, and students at McMaster University, to foster a culture of equity and inclusion at McMaster University, to educate others on anti-racism and allyship, and to establish a platform of outreach.
All student-athletes who identify as Black are automatically members of this council, but it is headed by a team of executive members, such as Internal and External Relations Director, Marissa Dillon.
“[We] attended a lot of [equity diversity and inclusion] discussions, giving our input as student-athletes as to how we feel the department could work better to promote more culture and inclusion [and] address the existence of anti-Black racism,” said Dillon.
Many of the executive members have a similar motivation for joining the council—helping to point the future of McMaster’s Black student-athletes in a positive direction. One member who was particularly passionate of this vision was External Relations Director, Brandon Bernard.
“[I want to] create a better future for a lot of the incoming Black students [at] McMaster. The past is the past, so we can’t dwell on it too much, but we can still learn from it. And in doing so, we can create a better future,” said Bernard
In addition, the executive members hope this council can become a safe space for Black student-athletes. Administrative Director, Enoch Penney-Laryea spoke to the motivation of the board members, stressing the importance of having a safe space.
“Part of the motivation for joining is just that we can make a difference and create a safe space where student-athletes could go if they’re having trouble with such things and have a group of people they can trust to help them navigate the spaces at McMaster,” commented Penney-Laryea.
Renelle Briggs, one of BSAC’s Marketing Directors, echoed the statement from Penney-Laryea, further stressing how critical a safe space is.
“One of the things I would love to see is [BSAC growing] into a safe space and community for people to come to. With everything on social media and with more awareness of this coming up, I think it’s good to have a space for people to come to where they can feel safe and know the people there are there to support them and help them,” said Briggs
Members of the BSACeach have personal goals they would like to achieve with their time on the council such as Penney-Laryea, who is striving to set a high standard for the future of the council.
“Because this is our first year I would like to establish a groundwork for documentation for what the club should look like. I think it’s a really good opportunity to set the standard high and to have concrete documentation that will last for years down the line,” explained Penney-Laryea.
Briggs also commented on the importance of the council’s future, explaining that she is proud to be a part of this team.
“I’m excited for all the leadership opportunities that have come up. I think that when I leave, when I graduate this year, it’s gonna be a great thing to look back on and something that I'm proud to have been a part of,” said Briggs
Additionally, BSAC has many initiatives planned for the year, including their launch event. This is something students can get excited for in the coming weeks.
“As of right now, the [event] that’s nearest would be our launch event. We’re hoping to do that some time mid-October. But we also have a plethora of other events that we have in the works,” said Bernard.
Some of the other upcoming events include alumni outreach and coordinating with different teams within the athletics department. In addition to these exciting events, BSAC should be something Mac students are on the lookout for in general this year as the much needed initiative establishes its roots and creates a more inclusive future.
Talking about race for the sake of talking about it only makes you guilty of virtue signalling
By: Zara Khan, Contributor
CW: racism
Perhaps you’re at a conference, class or even a meeting. Wherever you may be, I’m certain you’ve come across this strange ritual. Sometimes it’s expected, other times it’ll take you by surprise, but you’ll know it’s started when you hear a word like “equity.”
Then it begins. On one hand, the ritual begins where your white colleagues or classmates will spend a few hours or so emphatically declaring that “racism is bad” and that “we should do something about it” in various forms.
On the other hand, you, a person of colour, will sit there and nod your head, while everyone makes awkward eye contact with you. Whatever the case may be, if you’re anything like me, you’ll know that it’s a trap.
A trap? Yes. You see, these conversations aren’t meant for people like me. Rather, they are an opportunity others use to cleanse themselves of any harm they do as a white person. They rarely resonate with me.
Recently, while attending a virtual conference, I found myself part of another ritual, again. The topic of discussion? Equity in hiring and networking. I stayed silent. I knew that engaging would only leave me feeling frustrated. But, I caved and made a point.
I explained how I never had the opportunity to learn the social codes I needed to navigate predominantly white spaces. This left me feeling othered. “It is difficult to make a good first impression at an industry dinner if you’re too worried about what fork you should be using,” I said.
My point was met with an awkward silence. Though, perhaps in an effort to empathize, one person joked about how they too were unaware of the technicalities of cutlery usage. To be quite honest, I was upset.
Through sharing my experiences, I made myself vulnerable. I wanted to move the conversation in a different, more meaningful direction but I quickly realized that my point was more of a detour.
Issues of equity are often talked about like they are simply theoretical exercises and when I shared my lived experiences, others treated my comments as if they are out of scope. While we talked about systemic barriers during the conference, we did not talk about what those barriers might actually be. When I brought one up, the point was awkwardly swallowed and ignored.
Perhaps this explains my cynical view. These discussions feel like pointless exercises in alleviating white guilt, exercises I’m forced to sit through. So yes, I can’t help but roll my eyes every time I hear the word “intersectionality.”
Perhaps this explains my cynical view. These discussions feel like pointless exercises in alleviating white guilt, exercises I’m forced to sit through. So yes, I can’t help but roll my eyes every time I hear the word “intersectionality.”
Perhaps this explains my cynical view. These discussions feel like pointless exercises in alleviating white guilt, exercises I’m forced to sit through. So yes, I can’t help but roll my eyes every time I hear the word “intersectionality.”
Honestly, I don’t think this is intentional. I’d like to believe that these panels and discussions are held in good faith. But that doesn’t change the fact that I am simply frustrated by their lack of depth.
Consider the term “person of colour.” I have to confess, I dislike it. The vast majority of the world’s population are people of colour. There are far more differences between our experiences than the current discourse seems to acknowledge.
We are not a monolith. Yet, we are treated as such. Though there are some similarities, it’s fundamentally unfair to equate my experiences as a South Asian person to an Indigenous person’s experience.
Specificity is essential to having meaningful discussions. Rather than talking about people of colour as a whole, we could highlight the experiences of specific ethnicities. Rather than asking about what systemic barriers exist, we could pick one such barrier and consider its causes and effects.
Taking care to make sure that the terms we use allow for specificity should generate meaningful discussion and make space for relevant lived experiences.
Now, let’s consider how we can have more meaningful discussions during events like these. Honestly? We need to be listening more. During conversations like these, people seem to talk for the sake of talking, myself included. But if you really have nothing to contribute the best thing you can do is listen. Listen and learn.
During conversations like these, people seem to talk for the sake of talking, myself included. But if you really have nothing to contribute the best thing you can do is listen. Listen and learn.
This brings me to my second point: ask questions. This is the way you learn. Now, there’s an art to asking a question. You want to make sure that your question is appropriate. Say a classmate mentions that they’ve experienced a racially-motivated assault. Maybe don’t press for details. But, you might ask them about what they found most challenging about navigating the legal system afterwards.
Asking a question like this will perhaps teach you something you didn’t know. Ask questions that will clarify the gaps in your knowledge, ask questions that will force others to think. This is how we generate meaningful conversation.
Ultimately, we need to reframe how we approach discussions of equity. We should use them as opportunities. Opportunities to understand others, opportunities to solve problems. Yes, racism is bad. Yes, we should do something about it. But what should we do about it? We don’t seem to ask ourselves that question enough.
McMaster’s idea of equity protects the university rather than the students
CW: sexual violence, anti-Black racism
It’s time that we talk about equity and inclusion at McMaster University.
Throughout the summer, McMaster has been implicated in several issues. Since February 2020, multiple sexual violence allegations have arisen against faculty and one graduate student in the psychology, neuroscience and behaviour program. In addition, there have been many calls from students for Mac to remove Glenn De Caire as the director of parking and security services due to the controversy surrounding his actions during his time as the police chief of the Hamilton Police Services. In 2010, De Caire established the Addressing Crime Trends In Our Neighbourhood team which performed “street checks” on individuals. The McMaster Students Union has also passed a motion to call for the firing of Glenn De Caire and the removal of the special constable program.
Amidst all of these issues, the Equity and Inclusion office has been integral in addressing anti-Black racism, providing sexual violence reporting options and offering support to students. However, when you use a critical lens, the EIO has been unable to be fully equitable, unbiased and supportive of the student body if it is an office run by McMaster — the same university that has inflicted harm on its students.
However, when you use a critical lens, the EIO has been unable to be fully equitable, unbiased and supportive of the student body if it is an office run by McMaster — the same university that has inflicted harm on its students.
I have had personal experiences dealing with the EIO. On Mar. 7, 2019, the Director of Human Rights and Dispute Resolution, Pilar Michaud, contacted me to inform me that McMaster initiated a third-party investigation due to my public allegations against my perpetrator. This was something I did not agree to and had indicated that I did not want to proceed with a formal investigation to the sexual violence response coordinator a couple of months prior. Because the investigation also involved my residence representative position, my application was put on pause, and the EIO assured me that I would be able to interview after the investigation had concluded. Despite this, I was implicated in a 10-month long investigation (which meant that I was unable to even be considered for a residence rep position before Welcome Week had passed) where I had to discuss the detailed events of my sexual assault to a third-party investigator, who was also a white man.
During the investigation, I felt incredibly alone. I was told not to discuss any details related to my assault or the investigation to anyone who may be a potential witness to facts or details of what occurred. This severely restricted my support system, as I had discussed what happened to me with many of my friends and because of that, they could have been considered a witness for this investigation.
In a time that the EIO was supposed to support me, I felt scrutinized for speaking about my traumatizing experience and worried that somehow they would conclude that I inflicted harm on my perpetrator instead of the other way around. Although McMaster had concluded that my perpetrator had violated the sexual violence policy, the university refused to provide any details regarding what consequences he would face, other than that he cannot contact me — despite the fact that I did not ask for this sanction to be put in place. Why does the EIO think that being survivor-centric is creating sanctions that the survivor did not ask for?
Throughout my entire interview process, the most support I received were from my peers, not the EIO. All the EIO did was involve me in a traumatic investigation process and occasionally emailed me with a list of resources that I could access.
Throughout my entire interview process, the most support I received were from my peers, not the EIO. All the EIO did was involve me in a traumatic investigation process and occasionally emailed me with a list of resources that I could access.
It is also notable that the person who signed off the letter regarding the decision made for the investigation was Sean Van Koughnett, the dean of students and associate vice-president of students and learning. Van Koughnett is a white man whom I’ve never met — so why did he have a say in whether my allegations were true or not?
The fact that the EIO involved Van Koughnett, someone who has not held a formal role in sexual violence prevention, made it clear that they were not here to make a decision that was supposed to support my wellbeing. Had they truly wanted to help me, they would have had someone knowledgeable of sexual violence sign off on the decision instead.
Don’t get me wrong — the Equity and Inclusion Office has held meaningful events such as the “Let’s Talk About Race” workshop series and Black student virtual check-ins. However, a lot of their advocacy work falls short if they continuously fail to tangibly support students who want to report the harm that they have experienced at McMaster. Although I’d like to say that my experience with the office was an outlier, I know of many other students who have been failed by the EIO.
At the end of the day, EIO acts more like a corporate entity — it’s not here to protect students, it’s here to protect McMaster’s reputation.
By Christina Reed, Contributor
Every winter, many women in Hamilton find themselves without a safe, warm place to sleep.
Without protection from the elements, these women struggle to survive. As affordable housing in Hamilton becomes increasingly inaccessible, the number of homeless women in Hamilton in need of emergency shelters rises each year. According to a 2018 community profile from the Canadian Observatory on Homelessness, 65 per cent of the 386 individuals identified as experiencing homelessness in Hamilton spent the night at a shelter.
In Hamilton, a number of non-profit organizations collectively work to address the needs of women vulnerable to homelessness. Mission Services of Hamilton, a Christian charity centred around eradicating poverty, runs Willow’s Place, a year-round drop-in hub that provides safety and amenities during daytime hours. This includes access to showers, harm reduction services, a secure place to rest and opportunities to engage in creative and social activities. In the winter, Willow's Place provides extended hours, given that they secure sufficient donor support.
Carole Anne’s Place is an overflow women’s shelter run during the winter months by the Young Women’s Christian Association of Hamilton, a women-led service organization that focuses on health and wellness programs. Women coming to Carole Anne’s place are greeted with a hot meal, a safe bed to sleep in and hot coffee the following morning. Bus tickets are provided so that women can travel between Willow’s Place and Carole Anne’s Place.
Violetta Nikolskaya, Senior Program Analyst at the YWCA Hamilton and co-founder of the Women and Gender Equity Network at McMaster, said that working around the clock was key to working together and providing essential services.
“Our relationship was built on the collaboration of women's services — no one organization can do this alone,” she added.
“Our relationship was built on the collaboration of women's services — no one organization can do this alone,” said Violetta Nikolskaya, Senior Program Analyst at the YWCA Hamilton and co-founder of the Women and Gender Equity Network at McMaster
This is the fourth winter that Carole Anne’s Place has supported homeless women in Hamilton. The program originated from another Hamilton non-profit, Out of the Cold, which offers hot meals to those in need over the winter months.
Previously, Carol Anne’s Place had been funded by Out of the Cold and Hamilton-Niagara’s Local Health Integration Network, one of the 14 provincial authorities that governed public healthcare administration in 2019. Ontario’s 14 LHINs were replaced by a 12-member Ontario health agency board; as a result, the YWCA has lost access to previous funding.
There would be no provincial support for Carole Anne’s Place to open on Dec. 1. Without funding, Carole Anne’s Place would be unable to open this winter, leaving many homeless women with nowhere to go during dangerously cold nights. Willow’s Place, which relies on donations, would also be unable to expand their winter hours without further funding this year.
On Nov. 6, in a last-minute push, City Hall approved $128,000 in emergency funding to keep Carole Anne’s Place and Willow’s Place available this winter.
This is not a sustainable solution. Sam Merulla, the Ward 4 councillor who moved to provide the donation, sided with this point.
"It's not good management to have someone all the sudden come in at the eleventh hour and say 'we need a quarter of a million dollars?' It's not good governance," said Merulla to CBC.
"It's not good management to have someone all the sudden come in at the eleventh hour and say 'we need a quarter of a million dollars?' It's not good governance," said Merulla.
According to Nikolskaya, it is not uncommon for initiatives such as Carole Anne’s Place and Willow’s Place to struggle with sustainable core funding. The need to maintain emergency shelters in Hamilton is becoming more urgent with the rising number of homeless women in the city. Nikolskaya reports that emergency women’s shelters have been over capacity for the last several years, and she has witnessed the amount of women seeking refuge at Carole Anne’s Place increasing with every year.
In the winter of 2014-2015, Nikolskaya reports that only about five women would access Carole Anne’s programming per night. In the winter of 2018-2019, this number jumped to an average of 14 women per night, with some nights seeing as many as 20.
Often reaching maximum capacity, Hamilton's shelters have been turning away women in recent years. This is likely linked to the rising prevalence of homelessness in Hamilton and a lack of affordable housing.
While monetary donations play a huge role in supporting the YWCA and Mission Services, there are other ways to contribute. For example, donations of socks and underwear are also valuable. According to Nikolskaya, any contribution can be an impactful one in ensuring that no woman is left in the cold this winter.
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By Anonymous, Contributor
As a non-Chinese faculty member, I have been following events unraveling around the Student Representative Assembly’s decision to de-ratify the McMaster Chinese Students and Scholars Association. As an associate chair of my department, I interact with undergraduate students on a daily basis, which is why I was troubled to hear about how the Student Representative Assembly proceeded with the de-ratification of a student-run group on campus. Recent reports reveal that SRA representatives believed that they had placed Mac CSSA on probation for six months, while the group itself was not notified. Furthermore, Mac CSSA was de-ratified during a meeting on Sept. 22 for which the club was not given due notice.
From reading the SRA meeting minutes and watching live streams of the SRA proceedings, I was struck by the unanimity of it all. Many questions were raised but not discussed and many comments were made but not challenged. Some SRA members even mentioned the absence of Mac CSSA or any rebuttal document at the final de-ratification meeting. Yet, no one in that room tried to table the motion to de-ratify Mac CSSA. What would have changed if the proceedings had been delayed to allow for a chat with the Equity and Inclusion Office, to consult a lawyer and, at the very least, to allow CSSA members to attend the de-ratification meeting? By not properly engaging with opposing voices in the SRA chamber, the rush to judgement that occurred with the de-ratification of Mac CSSA seems to have emerged from a groupthink mentality.
Given my experience as an equity-seeking person myself, as a member of the LGBTQ+ community, watching this unfold has made me extremely emotional. By speaking with one voice, rushing to judgement and bypassing the regular procedures, the SRA’s actions threatened not a single group on campus, but the entire institution. This type of prosecution, though clearly not at the same level of magnitude, has shades of the Lavender Scare or even McCarthyism. In those times, as the guilt of the accused was decided prior to the public accusation, any irregular process to convict them was sufficient. Never mind that once accused, there was no chance of defense. Only after the Sept. 22 de-ratification and after Mac CSSA had initiated an appeal process themselves did the SRA give Mac CSSA a chance to answer questions regarding the allegations put forward to de-ratify them. The evidence presented by Mac CSSA in their appeal was dismissed and the SRA denied their appeal.
I’m not defending the actions of Mac CSSA and I’m not even saying that the MSU is wrong to censure a club. But I strongly believe that the cornerstones of our democracy are the right to a fair trial, the right to defend oneself and the right to be presumed innocent. In a fair system, if your arguments are valid, your evidence is sound and your process is unbiased, there is no reason to fear the presence of the accused. Particularly when dealing with an equity-seeking group, it is imperative to ensure that all the necessary steps of a process have been taken with care so there is no questions about the outcome. Even if the outcome may not be different, a fair and transparent procedure is necessary. The process is what protects our values. It is what protects us from fear-mongering, from undue influences and partisanship.
Joshua Marando has admitted that he made such mistakes with regards to CSSA “not being informed at the meeting” as well as the miscommunication of the “initial probation”. While he referred to them as “big oversights,” they were downplayed as “not intentional by any means,” implying to me that even a compromised process can be justified.
The SRA should not be allowed to get away with this. When we compromise procedural justice, even the most righteous of intentions can lead to significant unintended consequences. In this case, the irresponsible management of Mac CSSA’s de-ratification has had profound consequences. Due to my position as an associate chair, I interact with many Chinese undergraduates, graduate students, staff and faculty colleagues, all with varying views. This incident has led to the alienation of a large group of people who may have differing political views, but who are still important members of the McMaster community.
As a student government body that represents people with diverse backgrounds, it is critical for the MSU to maintain an impartial political stance, and treat everyone equally and fairly, which includes international students. The MSU should not forget that Mac CSSA is a club of their own fellow students. They are not some nameless and faceless foreign government entity that some SRA members may have implied in the height of their groupthink euphoria.
The Mac CSSA de-ratification reveals the kind of power the SRA has — in terms of club de-ratification, they are able to act as witnesses, judge, jury and executioner in a decision-making process. It must be made clear to them that such power comes with the trust of the McMaster community, which should be used to strive for equality and inclusivity, instead of dividing the campus by abusing it.
This should really be a wake-up call for the MSU that undue procedures can be a slippery slope that you cannot come back from. The step to de-ratify a club that consists of fellow students is a serious one and deserves thoughtful action. With that being said, this Mac CSSA-gate fiasco could provide an opportunity to establish precedents and norms to prevent it from happening again, similar to the development of the Miranda rights for people accused of criminal actions.
The MSU should really reflect on why they were so quick to compromise their own processes — what was their justification and what would have been the harm of following the correct procedures? The MSU should take measures to counteract groupthink by assigning a devil’s advocate or equity champion, by consulting a specialist before making a decision, by involving third-party members to get impartial opinions or by setting up a rule that the leadership should be absent from discussion to avoid overly influencing decisions.
The MSU should also be aware of the systematic barriers and implicit biases that may have played a role in their flawed procedures. They have an obligation to reach out to the less privileged groups of students to help them be a part of the community, to have a voice at the table, to communicate and connect and to be valued.
As David Farr, acting president of McMaster, recently said, “Equity, diversity, and inclusion are critical to our academic mission and vital for innovation and excellence.”
The MSU should play a leading role in that mission, rather than acting against it.
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From the Student Representative Assembly requiring a survivor to disclose their assault in order for the removal of a perpetrator on the assembly to news of rampant sexual assault within the McMaster Students Union Maroons, this past year has been filled with controversy.
Given the events of this year, and what has occurred in the past, it is shocking that the MSU lacks a formal human resources department.
HR departments exist to deal with workplace disputes and ultimately ensure that employees are aware of their rights as minimally outlined by the Ontario Employment Standards Act. This includes the creation, implementation and enforcement of policies and structures that support employee rights like formal complaint structures and disciplinary policies.
Currently, the only HR presence that exists within the MSU is through the operations coordinator, Maddison Hampel. Though Hampel has formalized HR training and experience, her role does not allow her to adequately support all HR functions of the MSU.
Unfortunately, the only HR-focused training for student employees ends at the mandatory online workplace health and safety training modules that all employees of McMaster University are required to complete.
The majority of student employees, myself included, have never even been formally introduced to Hampel or made aware of our employment rights during our training sessions.
If we had a formal HR department, it is extremely likely that the Maroons sexual assault allegations would have been dealt with appropriately.
In fact, with a proper HR department, policies for sexual assault and workplace harassment would likely already be in place, and be created by individuals with the expertise to do so.
A formal HR department could also allow for better and more comprehensive hiring practices wherein individuals who were previously reported to the department are properly dealt with and not re-hired for other positions within the MSU, a consistent problem of the institution.
At the very least, an HR department that is independent of the MSU could allow student workers to feel comfortable reporting any issues. As it stands, I report my workplace issues to my direct supervisors, but this gets complicated if my concerns are about individuals in positions of power.
An HR department can ensure supervisors are accountable for their actions and held to an expected level of professionalism.
Josh Marando, president-elect of the MSU for the 2019-2020 year, has acknowledged that the lack of a formal HR department is an issue. One of his platform points is to restructure the internal operations of the MSU.
According to his #BuildTogether platform, he plans to divide the current full-time staff position of operations coordinator to create a specific HR coordinator who is independent from the board.
While the operations coordinator’s role would be shifted to focus largely on supporting clubs and internal operations, the proposed HR coordinator is meant to “support our students through connecting with university programs that have a focus on equity and anti-discrimination.”
Though creation of an independent HR coordinator is an important first step, it is not enough. The MSU is comprised of over 40 full-time permanent staff and 300 part-time student staff. A singular HR coordinator cannot possibly support this vast number of employees.
The lumping of the HR coordinator role with equity and anti-discrimination programs can also be problematic. Certainly the future HR coordinator can and should consult with equity groups to ensure their policies are consistent with student needs, but it is important that the two ultimately remain separate.
This is because it is possible that issues concerning diversity and discrimination may arise from the HR department. This would then make it difficult for individuals to report issues to the same department where the issues stem from.
What the MSU needs is a full-blown autonomous HR department, with policies in place and trained personnel. Only through implementation of an HR department can the MSU truly account for the safety of its student employees.
It’s important to remember that students employed by the MSU are employees. They deserve the same respect and safety enforced by a HR department in any other workplace.
Honestly, student workers should be unionized to ensure their rights are defended. Until they are, the MSU must do a better job in the 2019-2020 year of protecting their employees through implementation of formal HR resources and personnel.
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By: Neda Pirouzmand
One of the key issues that the MSU points out in the “Health and Wellness” policy paper is that referrals from the Student Wellness Centre are not tailored to the needs of students.
The MSU suggests that the SWC neglects to account for how students will reach community referrals or how much it will cost them.
The policy paper brings forward a number of recommendations to combat these issues, proposing the SWC connect with MSU peer support services to provide support for McMaster’s diverse student population.
The MSU also recommends that the SWC offer harm reduction services and feedback opportunities to students.
The policy paper also includes recommendations for other university stakeholders, suggesting that professors and teaching assistants be required to undergo mental health first aid training.
According to this policy paper, McMaster off-campus resource centre resources are underused by students. The OCRC has not posted on Facebook since April 2017.
Another issue is that demand is overtaking supply in the student housing market. The quantity and quality of available housing opportunities is on the decline.
In light of these issues, the MSU recommends the city of Hamilton to proceed with its proposed investment of $347,463 to hire three full-time employees for a two-year rental licensing pilot project beginning in 2019 to annually inspect buildings in Hamilton.
The MSU also suggests that McMaster seek more public-private partnerships to improve the supply of nearby student housing.
This policy paper first notes that McMaster has a ten year plan to make its campus “car free,” which would reduce accessibility by moving the HSR bus stop from University and Sterling Street to the McMaster Go bus station.
According to the paper, another accessibility concern lies in the fact that most McMaster professors neither consider nor actively incorporate strategies and recommendations outlined in McMaster’s accessibility resources.
The paper also points out that learning materials are often inequitable and the university has significant work to do when it comes to promoting and implementing accessible pedagogy.
The MSU puts forward a number of recommendations to improve the university’s accessibility practices.
The paper argues that all professors teaching in rooms fitted for podcasting should post podcasts and use accessible formats for supplementary class material.
In addition, the paper suggests that intramurals reduce their pre-playoff participation requirement from 50 to 30 per cent, as students with disabilities may not be able to make all games.
According to the paper, student accessibility services should have an open catalogue for student notes, where students in need would not be limited to resources from one student.
The dominant issue highlighted in this policy paper is the fact that faculty staff and many student groups do not receive mandatory anti-oppressive practices training.
In addition, according to the paper, McMaster Security Services has been involved in the excessive carding and racial profiling of students.
Another issue concerns the fact that there exists no record-keeping system of student demographics in relation to enrollment and dropout rates by faculty.
Students are also largely unaware of the McMaster Religious, Spiritual, and Indigenous Observances policy.
Some recommendations in the paper call for McMaster to explore alternative enrollment application streams for underrepresented groups.
The paper also suggests that applicants looking for research funding from Mcmaster identify how their research will appeal to or account for marginalized populations.
According to the paper, McMaster should mandate equity and diversity requirements for all undergrads.
Chairs of hiring committees, security staff, teaching assistants and faculty members should undergo mandatory AOP training.
Another recommendation calls for the EIO to investigate carding and racial profiling trends centered around McMaster Security Services.
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