Two long weeks after The Silhouette released an article regarding the gaps within the McMaster Students Union sexual violence disclosure processes, MSU President Ikram Farah finally released a statement.
The statement, which reads as a rambling pat on the back, condemns sexual violence and commits to a systematic review of the Maroons and the MSU as a whole, something that two Maroons representatives brought forward when they suggested a full audit of the service back in September 2018.
In the fall, a regularly scheduled service audit was conducted in which Maroons representatives made it known that an additional reporting tool would be useful. They also noted that the MSU’s workplace policy on harassment, discrimination and sexual violence should be more survivor-centric.
In response, the MSU vice president (Administration), Kristina Epifano, developed an online reporting tool and reportedly consulted with volunteers, staff and experts to update the workplace policy. But once released, it was discovered that this online reporting tool was not nearly as thorough or inclusive as the Maroons representatives had hoped.
Additionally, there is no evidence that the board of directors made any effort to lay the groundwork for investigation of sexual assault within the Maroons.
These Maroons representatives spent six months advocating for a full service review of the Maroons that focused on sexual assault. It was only when they made a public report to The Silhouette that the MSU president pledged to begin investigating sexual assault within the service.
Farah’s statement comes two weeks too late and six months after the fact that the two Maroons representatives reported the culture of sexual assault within the Maroons to Epifano.
The fact is that over the course of the two weeks following release of our article, the Maroons were actively hiring new representatives and ignoring the calls to action from the McMaster community.
Though Farah stated that Maroons events will be suspended for the time being while the review is underway, it is unclear whether the Maroons will be involved in Welcome Week this fall.
There’s a lot to say about the statement. We could mention that within the statement, Farah makes a note that she personally has not found any “actual reports” of sexual violence within the Maroons team this year. While she does acknowledge that the lack of reporting does not mean that harassment or assault hasn’t occurred, this tangent is absolutely unnecessary and self-praising.
What’s more is Farah’s claim that the MSU’s “practices and disclosure protocols are exemplary of the sector.”
What does exemplary mean if the practices and disclosure policies have not been consistent, thorough nor inclusive before these past few months? In what way is taking two weeks to release a statement regarding the matter exemplary?
Within the MSU, the lines between personal and professional are constantly blurred. Given that the MSU has consistently protected individuals accused of sexual assault, it is no surprise that survivors may not feel comfortable disclosing their sexual assault.
Whether the perpetrator was a member of the Student Representative Assembly or a presidential candidate, the MSU has continuously failed to support survivors.
This is indicative of a larger issue within the MSU: there is no independent human resources department to respond to complaints and initiate reviews.
Maroons representatives spent six months advocating for change, and it took two weeks and dozens of community members, volunteers and MSU employees taking to social media to demand a response from the Maroons coordinator and have the MSU commit to a full service review.
In order to properly address sexual assault at a systemic level, the MSU needs to overhaul its sexual assault policy and oversight process.
The MSU has proven time and time again that it is poorly equipped to properly respond to sexual assault allegations. It is left entirely up to the board of directors to ensure that policies are upheld, but they are not trained or qualified to respond to issues of this magnitude.
The MSU needs an independent HR department to consistently and proactively address concerns so that students do not have to turn to public disclosure in order to initiate a review process.
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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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With tuition and living costs on the rise, obtaining a post-secondary education can be extremely costly. One of the higher costs of education are textbook fees; a first year life sciences student can expect to pay $825.15 in new textbooks.
To reduce the overall cost and increase the accessibility of post-secondary education, open educational resources were created.
OERs are any type of educational materials that are in the public domain or introduced with an open license. They can be freely used, shared or adapted by anyone.
There are many benefits of open education. For students, the use of OERs can alleviate the stresses associated with exorbitant textbook costs.
In addition to cost-saving benefits, there are correlations between the use of OERs and higher grades, and the use of OERS and lower course withdrawal rates. Even more, accessible OERs can remove barriers for students with print disabilities.
The use of OERs also avoids the problems characteristic of traditional textbooks. Problems such as bundled content, use of access codes that control and limit access to material and the assignment of “updated” textbook editions made for the sole purpose of profit generation are resolved by the use of OERs.
With all the benefits, it begs the question why hasn’t McMaster University done more to push for OERs?
Recently, McMaster professor Catherine Anderson created the first open-access linguistics textbook with support from the university and a $15,000 grant from eCampusOntario’s open textbook initiative. While this is a great accomplishment, Anderson’s textbook is not enough to create open education on campus.
The McMaster Students Union has advocated for OERs in the past. Last year, they ran the #TextbookBroke campaign with the support of the Ontario Undergraduate Student Alliance. This campaign aimed to encourage instructors to adopt OERs in efforts to address textbook affordability.
The 2018 McMaster University budget submission form also recommends that the university invest $50,000 to support professors in adopting or creating OERs that are specific to McMaster courses.
The document contains many suggestions for the university, moved forward by the MSU. However, in light of the recent changes to post-secondary education funding made by the Ford government, it is unclear if any of the MSU’s recommendations, let alone a $50,000 fund for OERs, will materialize.
But beyond advocacy efforts by the MSU, the university has yet to provide legitimate support for open education. According to Olga Perkovic, co-chair of the McMaster OER committee, the committee’s workings are not supported financially or with policy.
This is in contrast with Queen’s University, who are at the forefront of open education in Ontario. The OER committee at Queen’s is a top-down movement, that is, their provost specifically made open education a priority, which involved providing financial and infrastructural support.
According to the MSU budget submission, other Canadian universities including the University of Alberta, Simon Fraser University and the University of Calgary have thousands of dollars in funding allocated for OERs.
McMaster ought to follow suit and prioritize open education for its students. To do so would mean to commit dedicated funds alongside time and efforts to ensure faculty members have the capacity to implement OERs in the classroom.
In the meantime, instructors can help support the open movement by using open materials in their courses whenever it is possible. There are many available collections of OERs for instructors to use. For example, the non-profit organization eCampusOntario hosts a provincially-funded open textbook library that carries hundreds of textbooks and other educational resources from a variety of disciplines.
Students can also support the open movement through discussing implementation of OERs with their instructors, uploading and encouraging their peers to upload their research onto McMaster’s institutional repository MacSphere and contacting the committee to recommend a president to ensure open education is a priority of the incoming president.
To stay up to date on the happenings of McMaster’s OER committee, the group’s meeting minutes are publicly available through McMaster LibGuides.
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By: Drew Simpson
The Division of Labour exhibit portrays sustainable ways of creating art while also looking at the difficulties of creating a sustainable art career. Housed in the Workers Arts and Heritage Centre’s main gallery space until April 20 and accompanied by a panel discussion, Division of Labour warns of the scarcity of resources, labour rights and living wages of artists.
Division of Labour also serves as an educational tool to communicate and start discourse around the issues regarding sustainability. The Socio-Economic Status of Artists in the greater Toronto and Hamilton area discussion, which was facilitated by Divisions of Labour curator, Suzanne Carte, and included panelists Sally Lee, Michael Maranda and Angela Orasch, encouraged artists to be vocal and seek action.
“People want to be around artists, but they really don’t. If they were living in the reality that a lot of artists are living in, it would not be favourable. What they want is the pseudo creative lifestyle. They want to be around beautiful things and smart people, but they don’t really want to be assisting with making sure artists are making a living wage and that artists are being supported financially,” explained Carte.
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For emerging artists, this exhibits presents a valuable learning experience as it informs them of community issues. This topic is particularly important since emerging artists are often asked to work for free, often under a pretense that the work will add to their portfolios or lead to exposure. However, Carte argues that asking artists to work for free devalues the work they do.
“Because you are emerging, and because you’re new to the practice does not mean that any institution, organization or individual business, whatever it might be, can take advantage of you and use it as exposure… it’s not about gaining experience — I can gain experience on the job. I can gain experience while being compensated for what I do,” explained Carte.
While Carte encourages individuals to stand up for themselves, she understands that many artists may not be in a position to be able to reject sparse opportunities. She, alongside the panelists at the discussions, further discussed ways emerging and established artists can fight for their rights.
Lee gave an overview of organizations and advocacy groups that focus on bettering labour and housing situations and are making communities aware of gentrification and the living experiences of artists in Hamilton and Toronto.
Maranda added that lobbying for bigger grants or funding is not enough. The community also needs to be advocating for the improvement of artists’ economic status through establishing a basic or minimum hourly wage, affordable rent and transportation.
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Recently, Maranda was a quantitative researcher for the Waging Culture survey. The survey investigated home ownership in Hamilton compared to Toronto. Maranda concluded that Hamilton artists are less reliant on the private market and contribute more to the public art community.
The survey also suggested an artist migration from Toronto to Hamilton due to Hamilton’s lower rent and higher artist home ownership. This leads to a domino effect as real estate agents and developers follow the migration and aid gentrification.
Orasch stated that real estate agents and developers have secretly attended similar panel discussions. The panelists speculated they do so to learn how to market housing to artists. However, the overall sentiment was that they crossed into an artist-designated space to further exploit artists.
“Developers are taking advantage of the language that we have been able to construct for ourselves, to be able to be attractive to other artists or other individuals who feel as though they want an “artsy” experience out of life,” explained Carte.
Lee emphasized how all these surveys and discussions need to reach key decision makers. The Division of Labour exhibit and the panelists at the discussion have repeatedly stressed that talk is merely educational, the true goal is action and change.
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Statistics Canada data suggests that persons with disabilities, Indigenous and racialized identities are vastly underrepresented in workforces in Canada. To help marginalized students and alumni seek employment, the Student Success Centre launched the Career Access Program for Students, a suite of services offered in collaboration with the Student Accessibility Centre and Maccess.
CAPS focuses on skill building and career development through career advising, strategic goal setting and personal branding. Students also work on creating an employment action plan that is customized to meet their needs.
The program is for students and alumni that identify as persons with disabilities, First Nations, Metis and Inuit persons, members of racialized communities, First Generation students and LGBTQA2S+ students.
Students and alumni can book one-on-one appointments through OSCARPlus, participate through events, or utilize online resources to learn about financial accommodations for students with disabilities, wellness support services, a transit accessibility initiative and campaigns to promote diverse practices.
The SSC also introduced a new position.
Katherine Hesson-Bolton started her position as the diversity employment coordinator in July 2018.
Her initial goals were finding her way around campus alongside first-year students, reading reports, developing a network with faculties, students, campus services and partners and identifying service gaps and needs.
Hesson-Bolton’s role places her in a unique position as a connecting link between McMaster and the greater community.
She regularly meets with employers in hopes of coming away with jobs and opportunities for students while also having conversations around diversity hiring and removing barriers.
She then is able to provide employers with on-campus and external resources, such as ones coming from Pride at Work Canada, to help them address diversity and inclusion in the workplace.
“It’s really about having a conversation with the employer to hear what their needs are, what McMaster students’ needs are, and then finding that fit… So it’s really about relationship building on both sides,” said Hesson-Bolton.
“It also comes back to reaching back to those campus partners, whether it’s student accessibility services or Indigenous services,” said Hesson-Bolton. “I also work a lot with and involve students on campus because it’s really important to get students’ perspective and their feedback.”
Hesson-Bolton also strategizes with employees on branding. Some employers have identified that they want to focus on inclusion, but do not know how to identify and address the needs of new employees.
“You may have employers who will want to hire students with disabilities. And the question back is ‘have you thought about how your workplace is set up? What are your policies, procedures, your staff education, so that the new employee feels included?’,” said Hesson-Bolton.
Hesson-Bolton starts the conversation by discussing meeting the needs of new hires, whether that be identifying the accommodations that would allow persons with disabilities to work, establishing prayer spaces or recognizing that always having social events in establishments that serve alcohol may exclude some individuals.
Hesson-Bolton also has important conversations with students and alumni around disclosure in the workplace and accommodation plans.
She also provides a space for students to talk about their frustrations, experiences with discrimination, while also connecting them to mentors and peers with similar lived experience.
There is a strong need for university services to support students entering the workforce and address the barriers to diversity and inclusion. The CAPS program and the role of the diversity employment coordinator are just getting started.
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The month of March is an exciting time for Canadian university sports. Varsity teams across Canada spend most of March battling it out in arduous tournaments to bring national recognition to their university.
Especially during this time of year, it is easy to get swept up in the action, focusing solely on medals won or opportunities squandered, and the human side of the athletic community can be quickly forgotten. While all student-athletes at McMaster grind it out over the school year to bring home another banner, many members of the McMaster athletic community also dedicate their time to another important cause.
McMaster Athletes Care is a volunteer program whose vision is to “utilize sport as a tool to teach valuable life skills and empower youth to believe in their dreams”. In addition to community events such as January’s annual Think Pink Week, the program gives Mac athletes an opportunity to volunteer in the Hamilton community.
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From hospital visits and bringing kids to Marauders home games, MAC hosts weekly volunteer visits to the Living Rock Youth Resources program, the Kiwanis Boys and Girls Club of Hamilton, and the Routes Youth Centre. During these weekly visits, volunteers will utilize gym space to get kids active.
“It’s a really easy way to get volunteer hours to just sign up and go play sports, which is not really volunteering — it's a lot of fun,” said MAC’s Living Rock coordinator Mike Cox. “It’s a productive procrastination where, if you watch two hours of Netflix, I feel like I don't really get anything done and I feel kind of bad about that. But if you go and volunteer, you're giving your time and it's a nice break.”
Mike Cox has been involved with MAC for the last few years, initially volunteering as a member of the men’s lacrosse team to earn volunteer experience in pursuit of a teaching career. Cox eventually found himself making the weekly visits to Living Rock, a program for at-risk youth, and it became more than just a fun way to give back to the community.
“It's a reality check too, to go out and to do all that stuff,” Cox said. “It just kind of makes your bed a little warmer and your food taste a little better and all that stuff, so I know that it puts things into perspective. I started out doing it because I needed volunteer hours but like once you get out there, it kind of sucks you in and obviously I've been there ever since.”
Upon returning to Mac for a master’s degree in mathematics last year, Cox took over as MAC’s Living Rock coordinator. Enthusiastically organized by McMaster’s Coordinator for Community and Alumni Engagement, Nicole Grosel, the executive committee is full of members like Cox, each committed to coordinating the various events of the program.
Living Rock focuses on an older age group compared to the other weekly visits, so while it can be a challenge to get the older kids to participate in physical activity, which is the program’s main focus, the quality time spent with the members of these programs is still important to them.
“It feels good to see these people who stop coming for good reasons, like they don't have to be there because they found an apartment or because they've found a better job or they moved on,” Cox said. “It's a cool feeling to kind of see them through all that stuff and see where they started and see where they ended up.”
In addition to giving kids an outlet and an additional support system, getting varsity athletes to interact with kids in the community serves MAC’s goal of inspiring and motivating kids. In addition to showing them the importance of living a physically active life, student-athletes can share opportunities that can come from playing high-level sports, like scholarships and important relationships.
“Volunteering is always important and all of those kids they appreciate it, and I know they do. It's just good for McMaster and it's good for your soul,” Cox said. “To show that the athletes do have, amongst their busy schedules, that we can give back a little bit and show that McMaster Athletics isn't just about winning championships, it's about showing that we can give back and that we can recognize that we're very fortunate people.”
Not only does MAC help student-athletes appreciate their position, but it also allows some of the lesser-covered sports to gain some recognition as important parts of the Marauders community, such as the women’s lacrosse team who brought in a sizeable donation for a clothing drive and logged the most volunteer minutes for Think Pink Week.
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Giving student-athletes from any sport a fun and easily accessible way to give back to the community, MAC continues to be a great service that deserves to be recognized as an invaluable resource for the Hamilton community. While giving student-athletes an opportunity to appreciate their own lives, MAC is helping to inspire a new generation of athletes.
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By: Rida Pasha
It is unsurprising that there is an increase in mental health issues among university students, especially here at McMaster University. Whether it is stress, relationships, family or work, there are numerous factors that can contribute to developing mental health issues.
While professional help is encouraged, such as therapy or counselling, these services can be very expensive for the average student.
Though McMaster prides itself on the mental health resources it provides, such as those at the Student Wellness Centre, it is commonly known that the university has much room for improvement.
One of the ongoing concerns at the SWC is the amount of time it takes to actually see a counsellor.
The lack of counsellors present at McMaster has been an issue for a while and though various students have advocated for the SWC to hire more counsellors in order to meet the demand, it is important that any counsellors hired reflect the student population at McMaster.
The university is home to various groups of people that come from diverse backgrounds and communities. Not only is it important for students to see more representation at the SWC, it is also important to acknowledge that many students feel more comfortable seeking help from counsellors that they can relate to.
For a university that is home to thousands of students of colour and members of the LGBTQA2S+ community, it is essential that the SWC hire more counsellors that are able to relate and provide a sense of understanding to these students’ struggles.
As someone who is an Indian immigrant that grew up in Canada, I personally would feel more prompted to seek counselling if I knew there were Asian professionals that had a similar background to mine.
I would feel more encouraged to discuss details of my life such as my culture and heritage, which is something that my counsellor could likely relate to without misunderstanding.
Additionally, as it can be difficult for international students to adjust to Canadian culture, they may wish to seek counselling. As it stands, there are not many services specified for international students concerning mental health and wellness.
If the SWC were to hire more counsellors aimed at improving the mental health of these international students, more students may be inclined to use their services to improve their mental health and overall experience at McMaster.
According to the Centre for Addiction and Mental Health, 34 per cent of Ontario high school students have indicated psychological distress on a moderate to serious level and these levels are only bound to increase during university.
Though McMaster has attempted to provide services aimed at improving mental health and wellness, it is time the university took active change.
It is vital that McMaster acts to not only increase the number of counsellors, but also to increase the diversity of counsellors available for the numerous groups of students who call McMaster home.
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By: Steffi Arkilander
Content Warning: Contains mentions of sexual assault
McMaster University has a strong reputation among Ontario universities for offering a variety of diverse student-oriented resources and supports. However, McMaster has consistently failed in making support for sexual violence survivors accessible and effective.
On Aug. 19, I was sexually assaulted by someone I trusted, just a few weeks before I started my second year at McMaster. I decided to give university resources a chance and reached out to the sexual violence response coordinator, Meaghan Ross, in October.
I needed academic accommodations to support the extensive and difficult emotional turmoil I was experiencing. My grades were falling and I was not ready to write any tests. To receive academic accommodations, I had to use Ross in my letter for Student Accessibility Services, which meant disclosing my sexual assault to numerous administrative individuals.
Unfortunately, getting registered with SAS is a long process and often my deferred midterms fell on days where I had other assessments or midterms. As a result, instead of my work being manageably spread out, my work and emotional distress were compounded together.
In December, I decided to report my assault to the university. Not only was it unfair to me to have to constantly interact with my perpetrator, but it was also unfair to other students that had to interact with him. But when I contacted the McMaster Students Union and the Residence Life Office, I learned that undergoing the reporting processes is an extensive and exhausting endeavour.
The process forces you to disclose your story to multiple organizations, to staff and non-survivors and brings your sexual assault to the public forefront. Even if my perpetrator is removed from positions without contact from me, he will know I caused his removal and that I decided to take action. Moreover, people will be able to piece my story together. While I am personally okay with this, many others are not.
Thus, to receive accommodations,such as an apology or to remove him from a position, I took the informal route that is offered through the McMaster University sexual violence protocol. To my disappointment, this route requires survivors to detail the incident. This creates an incredibly re-traumatizing experience and gives your perpetrator access to your disclosure, allowing them to reject the requested accommodations.
This process has clearly become incredibly legal, despite pursuing the university route in order to avoid legal involvement. As this process is painfully slow, my perpetrator continues to hold positions of power and interact with the student body without consequence. My perpetrator is free to roam campus while I am forced to anxiously avoid him.
My story is not uncommon. In fact, in comparison to other survivors, the university has responded well. Students generally don’t report their sexual assaults because of the university’s response; the survivor often feels interrogated and is led to hope for an unsatisfactory compromise with their perpetrator.
Survivors need to be prioritized. MacLean’s nationwide survey found that 29 per cent of McMaster students were not educated on how to report a sexual assault and 24 per cent of students weren’t educated on McMaster’s services that support survivors. This needs to change.
The system should be more navigable and transparent, so that survivors are more likely to reach out for help. Reporting assaults needs to be standardized university-wide so that survivors do not need to recount their experience to multiple organizations.
Training does not teach perpetrators not to assault people. My perpetrator has attended over five trainings on anti-oppressive practices and sexual violence throughout university.
Instead, training needs to emphasize on supporting survivors, and tangible means by which we can all work to dismantle the barriers impeding support mechanisms. The fact that only three in 1000 assaults results in conviction only becomes horrifyingly real when you have to support a survivor or become one yourself.
Survivors have nothing to gain from reporting, only lots to lose. So please believe us.
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By Kian Yousefi Kousha
All through summer, I was thinking about my transition to McMaster University. I thought about meeting people, finding friends, learning lessons and getting advice. Welcome Week painted all of my thoughts with a colour of reality. It started with hearing customized chants in the move-in day and it ended with jumping up and down at Majid Jordan’s concert.
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Between the start and the end, there was lots of middle, which were filled with valuable lessons. With that said, Welcome Week would not be alive without its empathetic, energetic and earnest representatives who were the authors of those valuable lessons. For instance, most of them highlighted the significance of getting involved with the McMaster community. On the other hand, I was told that being a student should always be my first priority during my time at university. In addition, the sessions held by the Student Success Centre taught me that asking for help does not signify weakness. Moreover, it was mentioned that students ought to use all the resources available so that they can get the most out of their time at McMaster University.
To name a few, I was introduced to the Student Wellness Centre and the Student Health Education Centre, which their main purpose is to become an oasis for students during any physical or mental illnesses.
Some outdoor yoga for the last weeks of summer! 🧘♀️🧘♂️ https://t.co/ZvLzKYYBMd
— Student Wellness (@McMasterSWC) September 4, 2018
Equally important, I believe that Welcome Week was the most successful in helping students like me to feel less homesick. As an only child, I could never imagine that I would feel welcome in any other place except my own home. Nevertheless, Welcome Week taught me and all of its participants that home is not a place. It is a feeling that stems from love, friendship and respect. This happened through a myriad of icebreaker events such as Mac connector and Faculty Fusion, which created a sense of belonging between the first years as they felt a part of the 2022 family.
After all, classes have started and all first years have officially become a Marauder. The events of Welcome Week have most certainly prepared students for their first year and eased their transition from their high school or home country to McMaster University. Now it is the time for the students to utilize their learned lessons as a means to success so that we all can proudly say: one, we are from Mac, two, a little bit louder, three, I still can’t hear you, four more more more.
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