Gender Equality
Our societal impact focuses on gender equality as a fundamental human right, and a foundation for a peaceful, prosperous and sustainable world.
Through various initiatives, Lakehead University aims to create an inclusive and diverse environment that fosters gender equality and allows students to strive to create a brighter future and contribute to a more equitable and just society.
Student Access Measures
5.3.1 Tracking access measures
Does your university as a body systematically measure/track women's application rate and acceptance or entry rate?
Lakehead University systematically measures and tracks women's application, acceptance, and entry rates as part of its broader equity monitoring strategy. These metrics are incorporated into institutional frameworks, including the Strategic Plan (2025–30), Academic Plan (2024–26), and the Equity, Diversity, and Inclusion (EDI) Action Plan.
The metrics collectively provide evidence that the university actively measures female enrolment at both the broad population level and within specific programs, while also embedding gender tracking within a wider framework of equity, diversity, and student success. These commitments are articulated through the regular reporting of metrics throughout the year to Lakehead University’s Board of Governors, ensuring that gender equity and broader inclusion remain visible priorities at the highest levels of our institutional oversight.
The Student Population Demographics and Diversity metric (Metric 8) provides the foundation for understanding how Lakehead systematically measures the representation of women. By comparing the proportion of self-reported female students to census data for 15–24-year-olds, the university is actively ensuring that its student population reflects the gender balance of the wider community. This metric establishes that women’s participation is being measured as part of institutional diversity tracking. This correlation creates a baseline against which enrolment patterns can be evaluated over time, helping the university assess whether shifts in women’s application or entry rates are affecting the student population as a whole.
Lakehead Thunder Bay Campus:
% of Population Self-Identifying as Female | % of | % of Population Self-Reported Disabilities | Progress Towards Target | |
Northwestern Ontario | 49.5% | 25.5% | 3.2% | - |
2018/19 | 58.2% | 14.4% | 11.4% | Achieved target |
2019/20 | 58.2% | 15.2% | 12.8% | Achieved target |
2020/21 | 57.2% | 13.7% | 13.8% | Achieved target |
2021/22 | 56.9% | 13.1% | 11.7% | Achieved target |
2022/23 | 58.8% | 12.4% | 11.3% | Achieved target |
2023/24 | 57.1% | 12.4% | 15.0% | Achieved target |
Lakehead Orillia Campus:
% of Population Self-Identifying as Female | % of | % of Population Self-Reported Disabilities | Progress Towards Target | |
Northwestern Ontario | 48.0% | 4.7% | 2.5% | - |
2018/19 | 67.6% | 8.9% | 12.8% | Achieved target |
2019/20 | 67.4% | 7.4% | 11.9% | Achieved target |
2020/21 | 67.5% | 5.7% | 11.5% | Achieved target |
2021/22 | 68.4% | 5.6% | 10.0% | Achieved target |
2022/23 | 65.3% | 5.2% | 8.9% | Achieved target |
2023/24 | 65.5% | 5.1% | 12.9% | Achieved target |
The Underrepresented Students in Specific Programs metric (Metric 16) examines women’s enrolment in fields such as Engineering, Science, and Natural Resources Management, where women are often underrepresented. Metric 16 provides detailed tracking at the program level, with a focus on women as one of several underrepresented groups. By measuring enrolment annually and presenting women as one of the key underrepresented categories, Lakehead shows that it is systematically tracking not only overall gender representation but also program-level entry patterns.
Year | Percentage | Progress Towards Target |
Baseline | 48% | - |
2018/19 | 51% | Achieved target |
2019/20 | 54% | Achieved target |
2020/21 | 55% | Achieved target |
2021/22 | 58% | Achieved target |
2022/23 | 59% | Achieved target |
2023/24 | 63% | Achieved target |
2024/25 | 64% | Achieved target |
The Six-Year Graduation Rate metric (Metric 3) monitors women’s long-term outcomes and persistence, offering insight into student success beyond initial access. This measure supports Lakehead’s ongoing commitment to tracking equity in achievement and completion
Year | Graduation Rate (6-year) | Progress Towards Target |
2017/18 | 61.8% | - |
2018/19 | 62.9% | Achieved target |
2019/20 | 66.9% | Achieved target |
2020/21 | 64.5% | Achieved target |
2021/22 | 65.7% | Achieved target |
2022/23 | 64.5% | Achieved target |
2023/24 | 65.1% | Achieved target |
2024/25 | 61.7% | Below target |
Some of these indicators are also publicly reported through Common University Data Ontario and shared with faculties and departments on a regular and ad-hoc basis throughout the academic year to inform opportunities for continuous improvement and identify emerging leading practices.
Lakehead University's plans listed above articulate a commitment to equity, diversity and inclusion, which is in alignment with Lakehead's commitment to Universities Canada Inclusive Excellence Principles to increase participation of under-represented student groups. Through these indicators, Lakehead University is proactively building a campus that welcomes and reflects diverse identities, cultures, and perspectives.
Lakehead University employs a systematic framework of measurement that spans from entry and enrolment (with gender and underrepresented groups highlighted) to long-term academic outcomes. This data-informed approach ensures transparency in tracking women’s application and acceptance patterns while advancing equity goals that foster a campus which reflects the diverse identities and communities we serve.
5.3.2 Policy for women’s applications and entry
Does your university as a body have a policy (e.g. an Access and Participation plan) addressing women’s applications, acceptance/entry, and participation at the university?
Lakehead University encourages applications by women in subjects where they are underrepresented and is committed to advancing equality with respect to sex, sexual orientation, gender identity or expression through the inclusion of people of all genders, including women, in all aspects of our academic community.
To advance gender equality and diversity, Lakehead University fosters an environment that empowers women and underrepresented persons through a range of initiatives and programs which encompass:
- Recruitment and Admission: targeted outreach to encourage women’s application, mentorship and guidance to prospective female students
- Scholarships and Financial Support: financial incentives for women enrolled in underrepresented programs such as STEM
- Campus Culture and Community: offering academic support including tutoring and mentorship to support women’s success, fostering a community that allows female students to connect with peers, faculty and professionals
- Research and Leadership Opportunities: providing experiential learning opportunities and research opportunities that encourage women’s participation, and promote leadership development opportunities through workshops and seminars
- Data Collection and Monitoring: regular collection and analysis of women’s enrolment, retention and graduation to assess and monitor progress
Lakehead University’s Human Rights Policy (last reviewed in 2022) and Diversity Awareness Policy (established in 2010) address the inclusion of women and underrepresented persons in all aspects of university life. The policies make explicit that diversity (including gender diversity) enhances academic excellence. Lakehead supports the increased participation of women across the institution. These policies affirm:
Gender as a social category affecting access to education and opportunity.
Women as potentially marginalized and underrepresented within the curriculum and beyond.
Commits to a welcoming, inclusive environment that supports the full participation of all genders in teaching, research, and service.
By encouraging and supporting participation of the widest range of perspectives, Lakehead University continues to address the inequities and barriers that hinder people from learning and working to their full potential.
In addition, Lakehead University’s Employment Equity Policy (last reviewed in 2021) for staff and faculty “demonstrates the commitment to achieving equal employment opportunity, Lakehead University undertakes to initiate and maintain an employment equity program for its women employees that will effectively eliminate barriers to their full and equal participation in employment and will facilitate the educational and personal development of women in order to increase their legitimate access to non-traditional and/or leadership roles”.
These policies are publicly available on Lakehead University’s official website under the General and Human Resources sections.
Lakehead University is also committed to the Universities Canada Inclusive Excellence Principles, demonstrating its active role as a champion of equity, diversity and inclusion on our campuses. More information can be found here.
5.3.3 Women’s access schemes
Does your university as a body provide women's access schemes (e.g. mentoring, scholarships, or other provisions)?
Lakehead University offers various access schemes to support women's participation in higher education, including mentoring, scholarships and other provisions.
Current Lakehead students have access to both peer and academic mentoring through a network of student volunteers and Lakehead staff who create an environment where students can continue to explore their potential through academic and social engagement.
Targeted support is also available to prospective students through outreach activities by student clubs and partnerships operating at Lakehead University. The Girls Club offered through Superior Science and operated by undergraduate students at Lakehead University, provides hands-on STEM activities and mentorship to girls.
Lakehead also offers programs to support girls in sports. Girls sports camps, including the Lakehead Basketball Skills Academy focused on youth girls basketball development. Thunderwolves Varsity coaches and players lead sessions where the focus is on skill acquisition and decision making in an inclusive and challenging training environment. Lakehead is a partner in INSPIRE, which encourages female students from across the City of Thunder Bay to try out new sports in an effort to get more girls enrolled in physical activities.
Lakehead University provides over $11 million annually to all students in the form of scholarships, bursaries and awards. For female students, Lakehead University offers targeted scholarships available throughout the year that can be accessed here. These include entrance scholarships for women in engineering, business, health and behavioural sciences, and forestry. Lakehead also offers bursaries for women based on financial need and other access factors.
In addition, Lakehead University students can access support through the Student Health and Wellness Office or resource centres such as the Pride & Gender Equity Centre, which offers:
Peer Support
Babysitting Co-Op
Condoms, Dental Dams, Pads
Resource Library
Workshop and Discussion Groups
Referrals
5.3.4 Women’s access schemes
Does your university as a body provide women's access schemes (e.g. mentoring, scholarships, or other provisions)?
Lakehead University’s current undergraduate and graduate enrolment includes 55% female students, with 20% enrolled in science, technology, engineering and math (2024 Fall). Lakehead University's Strategic and Academic Plans include commitments to increase the participation of underrepresented student groups, including females in specific programs, including science, technology, engineering and math (STEM).
To advance gender equality and diversity, and encourage women’s applications in subjects where they are underrepresented, Lakehead University is committed to building an environment that empowers women and underrepresented persons through a range of initiatives and programs, including:
- Recruitment and Admission: targeted outreach to encourage women’s application, mentorship and guidance to prospective female students
- Scholarships and Financial Support: financial incentives for women enrolled in underrepresented programs such as STEM
- Campus Culture and Community: offering academic support including tutoring and mentorship to support women’s success, fostering a community that allows female students to connect with peers, faculty and professionals
- Research and Leadership Opportunities: providing experiential learning opportunities and research opportunities that encourage women’s participation, and promote leadership development opportunities through workshops and seminars
- Data Collection and Monitoring: regular collection and analysis of women’s enrolment, retention and graduation to assess and monitor progress
Student Access Measures
5.6.1 Policy of non-discrimination against women
Does your university as a body have a policy of non-discrimination against women?
Lakehead University’s Sexual and Gender-Based Violence Policy recognizes that “gender-based violence is a form of discrimination that may include sexual, physical, psychological, or economic harm inflicted against persons because of their gender, gender identity, or gender expression”. This policy was established in 2016 and last updated in June 2023. Guided by this policy, Lakehead has developed actionable goals to reduce discrimination and promote gender equity, such as mandatory gender-sensitivity training for staff and the inclusion of gender equity metrics in annual reporting.
Lakehead University is committed to fostering a safe, inclusive, and equitable environment where all members of the University community can fully participate without fear of sexual and gender-based violence. The policy:
Recognizes sexual and gender-based violence as a human rights violation
Acknowledges systemic roots in colonialism, power imbalance, and discrimination
Addresses intersectional impacts, including sexism, racism, ableism, homophobia, and transphobia
Commits to anti-oppression practices in all prevention and response efforts
Lakehead University’s Human Rights Policy and Procedures were last reviewed in 2022, and includes guidance on:
Implementation of human rights and sexual/gender-based violence responses
Information, consultation, education, and training to the University community
Investigation and resolution responses related complaints and reports
Serves as the first point of contact for affected individuals and receives all disclosures and referrals
Additionally, Lakehead has developed actionable goals to reduce discrimination at the university, further reinforced through the university's Employment Equity Policy, last reviewed in 2021.
These policies are publicly available on Lakehead University’s official website under the General and Human Resources sections.
5.6.2 Non-discrimination policies for transgender people
Does your university as a body have a policy of non-discrimination for transgender people?
As part of Lakehead University’s Equity, Diversity and Inclusion goals, the university is committed to enhancing support and visibility for transgender students and staff, including regular review of policies and inclusive education initiatives.
Through the Sexual and Gender-Based Violence Response Policy (last reviewed in 2023), Lakehead is committed to maintaining a healthy, safe environment for all members of our diverse community, promoting an atmosphere of healthy attitudes and behaviours towards sexuality, sex and gender roles. This policy includes the following provisions:
Recognizes transphobia and gender-based violence as human rights violations
Provides remedies, support services, and accommodations for trans individuals
Applies to all university community members and activities
Enforced by the Office of Human Rights and Equity for implementation and support
Lakehead also has a policy that ensures non-discrimination and equal treatment for transgender individuals, through the Name and Gender Identifier Change Policy (last reviewed in 2021), which recognizes the ability to self-define one's own name and gender identity as core aspects of self-determination, dignity and freedom without changing their legal name. This policy:
Respects the right to self-identify name and gender
Applies to all members of the university community
Ensures record changes are accessible and non-intrusive
Aligned with national and international human rights standards
These policies are publicly available on Lakehead University’s official website under the General and Human Resources sections.
5.6.3 Maternity policy
Does your university as a body have a maternity policy that supports women’s participation?
Lakehead University’s commitment to Equity, Diversity and Inclusion includes creating an academic and work environment supportive of parental and caregiving responsibilities, with a focus on supporting women’s continued participation in academic and professional life during and after maternity leave.
Maternity leaves are outlined in Section 1.1 of the Workplace Leaves of Absences Policy (last reviewed in 2020-2021). The policy ensures access to protected leave, continued benefits eligibility, and clear procedures for requesting time off, helping to support women’s participation in the workforce. The policy includes:
Maternity and parental leave entitlements following provincial legislation
Other leave requests are supported unless operational needs prevent it
Employees may maintain benefits coverage during leave
Policy applies equitably and supports a safe return to work
Similarly, graduate students may request academic leave related to childbirth, adoption, and caregiving responsibilities. Students can also request a leave of absence as either biological or adoptive parents, or while they are caring for a newborn or newly-adopted child of any age. There is no maximum number of maternal leaves that students or staff can request.
Lakehead University has also implemented a Disconnecting from Work Policy (established in 2022) to prioritize the mental health of its employees, promote a healthier work-life balance, and support continued participation in the workforce. This helps create a supportive environment for parents, including mothers returning from maternity leave, by respecting boundaries between work and personal life. The policy includes the following provisions:
Not engaging in work-related communications, including emails, telephone calls, video calls or the sending or reviewing of other messages, so as to be free from the performance of work outside of standard work hours
Complements formal leave policies by reducing burnout and overwork
Reinforces a culture that values employee well-being
These policies are publicly available on Lakehead University’s official website under the General and Human Resources sections.
5.6.4 Childcare facilities for students
Does your university as a body have accessible childcare facilities for students which allow recent mothers to attend university courses?
Lakehead University Thunder Bay campus is home to the Nanabijou Child Care Centre and provides childcare for children ranging from infancy to school age (up to age 72 months). Preference is given to Lakehead University students, staff, faculty and alumni.
Childcare costs are one of the many barriers that hinder students in post-secondary education. The Lakehead University Student Union has created a childcare grant called the Childcare Bursary, which is used to support students, recent mothers and caregivers needing assistance with childcare expenses to attend university courses.
5.6.5 Childcare facilities for staff and faculty
Does your university as a body have childcare facilities for staff and faculty?
The Nanabijou Child Care Centre is located on the Lakehead Thunder Bay campus and provides childcare for children ranging from infancy to school age. This service is available to staff and faculty working at Lakehead University. Preference is given to Lakehead University students, staff, faculty and alumni.
5.6.6 Women’s mentoring schemes
Does your university have women’s mentoring schemes, in which at least 10% of female students participate?
Lakehead University has been acknowledged as an “equity powerhouse” for its dedication to serving diverse learners including supporting women’s participation through mentoring schemes and outreach programs. Such initiatives include:
The Academic Skills Mentor Program runs group support sessions that students can attend to help develop their Academic Writing, Time Management, Study Skills, Homework Sessions, and Exam Prep. Each session is set up differently based on the topic, which includes presentations, games, study sessions, or any combination of those.
Go Eng Girl provides opportunities for young women in Grades 7 and up, as well as their parents, to meet role models, participate in hands-on activities and learn about the wide range of undergraduate programs available in engineering and career options for engineering graduates.
Lakehead University's Women in Law Club acts as a central forum for law students to connect, discuss important issues, and give back to their community. The club is focused on working towards equality for women in law whether it be women in legal practice, women studying law, or criminalized women. We have formed partnerships with the Elizabeth Fry Society as well as with the Northwestern Ontario Women's Centre. Volunteer opportunities will be available with both groups.
INSPIRE is a one-of-a-kind event designed to connect Grade 8 girls with community organizations that promote physical activity and sports held at Lakehead University. This exciting event aims to inspire young girls to explore new activities and discover the many benefits of lifelong physical fitness.
Lakehead Women in Sports Association focuses on promoting women-identifying and non-binary athletes in sport and recreation.
The SHINE Program is a six-week exercise program tailored for women by women. Participants will be encouraged to engage in exercise at the campus gym three times a week for 30 minutes, as informed by their private facility tour and exercise guide/handout.
Participants will be randomly assigned to either a control or intervention condition, with intervention participants being paired with a peer mentor (senior student with exercise expertise and trained in a two-hour workshop on motivational interviewing) who will join them in one weekly exercise session and virtual communication between sessions.
Numerous student societies and access initiatives at Lakehead University include mentorship schemes and create inclusive spaces that bring together learners from diverse backgrounds. Together, these initiatives help foster a supportive and welcoming community for women across the university.
5.6.7 Track women’s graduation rate
Does your university as a body have measurement/tracking of women’s likelihood of graduating compared to men’s, and schemes in place to close any gap?
In 2024, 57% of Lakehead University credentials awarded were to females in undergraduate and graduate programs. Where data show disparities, targeted interventions such as tutoring, mentoring, or peer support programs are introduced or expanded to improve female student outcomes.
As part of Lakehead University’s strategic enrolment management planning aimed at reducing gender disparities and barriers to entry, Lakehead measures, tracks and monitors completion rates for several cohort groups, including women, Indigenous, first-generation, transfer students, those receiving financial aid, and other underrepresented groups.
Lakehead University’s Strategic Plan articulates this commitment through specific metrics including the six-year graduation rate, the enrolment of underrepresented students in specific programs, and the expansion of work-integrated learning opportunities. Together, these measures provide a framework for monitoring student success, identifying potential gaps between women and men, and implementing strategies to promote equitable outcomes across the institution.
Lakehead University monitors the six-year graduation rate (Metric 3) for first-time, full-time undergraduate students as a key measure of student success. While the current reporting captures overall outcomes, the Strategic Plan emphasizes the importance of disaggregating this data by gender and other equity-deserving groups to better identify and address achievement gaps. By tracking these patterns and implementing targeted supports, Lakehead works to ensure that women and other underrepresented students have the same likelihood of graduating as their peers, thereby advancing equity in degree completion.
Year | Graduation Rate (6-year) | Progress Towards Target |
2017/18 | 61.8% | - |
2018/19 | 62.9% | Achieved target |
2019/20 | 66.9% | Achieved target |
2020/21 | 64.5% | Achieved target |
2021/22 | 65.7% | Achieved target |
2022/23 | 64.5% | Achieved target |
2023/24 | 65.1% | Achieved target |
2024/25 | 61.7% | Below target (impacted by COVID-19) |
Lakehead University tracks the enrolment of Underrepresented Students in Specific Programs (Metric 16), which includes women, Indigenous students, persons with disabilities, and visible minorities in traditionally male-dominated fields such as Engineering, Science, and Natural Resources Management. By specifically including women in its definition of underrepresented groups, Lakehead monitors participation trends and has seen steady increases in representation over recent years. This enrolment tracking is an important step in closing gender-based gaps, as greater representation in these programs helps to strengthen women’s likelihood of remaining in and graduating from fields where they have been historically underrepresented.
Year | Percentage | Progress Towards Target |
Baseline | 48% | - |
2018/19 | 51% | Achieved target |
2019/20 | 54% | Achieved target |
2020/21 | 55% | Achieved target |
2021/22 | 58% | Achieved target |
2022/23 | 59% | Achieved target |
2023/24 | 63% | Achieved target |
2024/25 | 64% | Achieved target |
Lakehead has expanded Work-Integrated Learning (WIL) Opportunities (Metric 18) such as such as co-ops, placements, and practicums provide students with practical connections to their field of study and support career readiness, which in turn improves persistence to graduation. WIL opportunities are available to women and men, and are impactful in increasing confidence, engagement, and the likelihood of graduating in disciplines where gender gaps exist. By embedding WIL into the student experience, Lakehead strengthens outcomes for all students while contributing to closing any gender-based differences in graduation rates.
Year | Percentage | Progress Towards Target |
Baseline | 63.5% | - |
2018/19 | 64.2% | Achieved target |
2019/20 | 66.3% | Achieved target |
2020/21 | 84.3% | Achieved target |
2021/22 | 82.2% | Achieved target |
2022/23 | 87.7% | Achieved target |
2023/24 | 88.3% | Achieved target |
Lakehead University’s Equity, Diversity and Inclusion (EDI) Action Plan further outlines the university's commitment to collecting, sharing and acting on this information to inform data-driven decision-making supporting student success of various underrepresented groups including women.
Lakehead University offers various supports and schemes to support student success including free access to the Academic Support Zone available to all students providing tutoring and writing support, academic advising, study plan tools, tools to manage test anxiety and other resources to support women's and men's graduation rates.
5.6.8 Policies protecting those reporting discriminations
Does your university as a body have a policy that protects those reporting discrimination from educational or employment disadvantage?
Lakehead University has instituted policies designed to safeguard the interests of its staff, faculty and students who report instances of discrimination. These policies are structured to ensure that those reporting discrimination are not subjected to any form of educational or employment disadvantage. These policies include:
The Human Rights Policy (last updated in 2022) guarantees protection against any retaliatory actions for individuals who report discrimination.
The policy applies to all students, employees, and volunteers in every university-related activity, with the Office of Human Rights and Equity responsible for education, prevention, and managing reports and complaints.
Complaints can be addressed through alternative resolution or formal investigation and adjudication, following principles of procedural fairness, confidentiality, and natural justice for all parties.
Remedies focus on restoring affected individuals and preventing recurrence, with an appeal process and regular five-year reviews to ensure accountability and continuous improvement.
The Employee Code of Conduct (last updated in 2014) establishes guidelines for maintaining the code’s standards and outlines the procedures for investigating allegations.
Any concerns regarding adherence to these policies can be addressed to Lakehead University’s Office of Human Rights and Equity. This dedicated office is committed to preventing and responding to discrimination and serves as a platform for staff, faculty, and students to raise concerns if their rights have been violated.
These policies are publicly available on Lakehead University’s official website under the General and Human Resources sections.
Lakehead University is committed to fostering a safe and supportive reporting environment, ensuring that individuals who report discrimination are protected from any form of retaliation or disadvantage.
5.6.9 Paternity policy
Does your university as a body have a paternity policy that support women's participation by ensuring that non-gestational parents can participate in childcare duties?
Paternity leaves are encompassed in Section 1.2 of Lakehead University’s Workplace Leaves of Absences Policy (last updated in 2020-2021). Students can also request a leave of absence as either biological or adoptive parents, or while they are caring for a newborn or newly-adopted child of any age. There is no maximum number of parental leaves that students or staff can request. Lakehead University aims to normalize and support shared parental responsibilities by ensuring equal access to parental leave and flexible work/study arrangements for all parents, regardless of gender.
Lakehead University recognizes the importance of equitable childcare responsibilities and supports the involvement of both parents in childcare duties. The university’s policies are designed to facilitate active participation from all parents in caregiving roles. The approach underscores our commitment to fostering an inclusive environment where both parents can balance professional responsibilities with family life.
Lakehead University has also implemented a Disconnecting from Work Policy (established in 2022) to prioritize the mental health of its employees while promoting a healthier balance between work and personal life. This policy helps support active participation in the workforce, ensuring that all employees can fully engage in their family responsibilities without compromising their professional roles.
These policies are publicly available on Lakehead University’s official website under the General and Human Resources section.