Comprehensive policies are in place related to women’s applications, acceptance, entry, and participation at the university. The Discrimination and Harassment Policy establishes a foundational commitment to developing and supporting a working and learning culture that values diversity and inclusion, fosters respect, and does not tolerate prejudice, discrimination, harassment, or bullying based on gender identification.

Building on this foundation, the Employee Equity Policy specifically acknowledges that voices from designated groups—including women—are critical to the pursuit, creation, and dissemination of knowledge. The policy honours Brock’s commitment to excellence while ensuring fair and equitable employment processes for all, actively addressing historic under-representation among Equity Seeking Groups. Women are explicitly identified as one of these priority groups, alongside Indigenous peoples, persons with disabilities, members of visible minorities and racialized groups, LGBTQ2+ persons, and other designated groups.

The Brock University Faculty Association’s collective agreement reinforces this commitment through Article 20, which focuses on increasing the proportions of women and other designated groups in the Bargaining Unit through appointments to probationary, tenured/permanent, and limited-term positions.

Brock University demonstrates a strong commitment to advancing gender equality through comprehensive women’s access programs that encompass mentoring, scholarships, and targeted support provisions. The university’s Women in Leadership (WIL) program exemplifies this dedication by supporting women in both formal and informal leadership positions while actively encouraging the next generation of female leaders. Through monthly meetings and exclusive invitations to the Niagara Leadership Summit for Women, participants benefit from an inclusive environment that celebrates female leaders and facilitates critical conversations surrounding women’s issues. This initiative creates valuable networking opportunities where women and allies can connect, share common goals and challenges, and engage with like-minded community leaders.

Complementing these mentoring initiatives, Brock offers targeted financial support through women-specific scholarships. The Marion and Ren Henderson Scholarship recognizes female students entering university with high academic achievement, while the CFUW St. Catharines Scholarship specifically supports first-generation undergraduate female students who demonstrate academic excellence. These scholarships address financial barriers that might otherwise prevent talented women from accessing higher education. Additionally, Brock’s equity-deserving student awards and bursaries, such as the Laura Sabia Entrepreneurial Award, provide further resources to support women’s educational pursuits. By combining mentorship opportunities with substantial financial assistance and leadership development programs, Brock creates a comprehensive ecosystem that enables women to access, succeed in, and lead within higher education, ultimately contributing to broader societal gender equality.

Brock University actively encourages applications by women in subjects where they are under-represented through a comprehensive suite of targeted outreach initiatives and collaborative programming. The university regularly hosts Women in STEM events that bring together panelists and presenters from Brock and partner institutions to raise awareness about gender disparities in science fields and foster meaningful dialogue around achieving gender equality in STEM disciplines. These events serve as powerful platforms for showcasing role models and discussing strategies to dismantle barriers that discourage women from pursuing scientific careers.

Beyond awareness-raising, Brock demonstrates its commitment through direct action via Scientifically Yours, a distinctive two-day residential workshop designed specifically for young women in grades 10 and 11. This immersive program encourages participants to continue their studies and pursue careers in science and mathematics by providing hands-on opportunities to work on science and math projects, network with science professionals, and attend panel discussions with current Brock students who share their experiences navigating STEM fields. By engaging students at this critical juncture in their academic journeys—when many young women begin to question whether they belong in science—Scientifically Yours creates an affirming environment that challenges stereotypes and builds confidence.

Through these university outreach efforts and collaborations with community partners, Brock not only promotes gender equality within its own academic community but actively works to transform the pipeline of women entering STEM fields. These initiatives reflect a sustained institutional commitment to creating a more inclusive and representative scientific community, ensuring that talented young women see themselves reflected in the future of discovery and innovation.

Brock University has a comprehensive policy framework ensuring equal treatment and protection for women across campus. Through its Discrimination and Harassment Policy, Brock explicitly prohibits discrimination based on gender and other protected characteristics. The policy defines discrimination as differential treatment based on personal characteristics—including gender—that adversely impacts individuals or groups, creating a clear institutional commitment against gender-based discrimination.

This framework aligns with Brock’s core values of equity, diversity, inclusion, and Indigeneity, recognizing that meaningful knowledge creation requires an academic community where all individuals are valued and respected. The university’s Employment Equity Policy further reinforces these principles, ensuring women have the right to equal treatment and freedom from harassment across employment, education, and campus services in accordance with Ontario’s Human Rights Code.

Brock’s policy explicitly addresses gendered and sexual violence, declaring such conduct unacceptable and not tolerated within the university community. The institution commits to treating all students, staff, and faculty—regardless of gender—with compassion, dignity, and respect. By developing and supporting a work and learning culture that values diversity, fosters respect, and maintains zero tolerance for prejudice, discrimination, harassment, or bullying, Brock demonstrates its institutional dedication to non-discrimination against women.

This comprehensive approach extends beyond policy statements to create actionable protections, ensuring that women at Brock can pursue their academic and professional goals in an environment free from gender-based discrimination. The policy’s scope encompasses all aspects of university life, from classroom interactions to workplace dynamics, establishing clear expectations and accountability mechanisms for maintaining an equitable campus community.

Brock University maintains a comprehensive policy of non-discrimination for transgender people through multiple institutional frameworks. The Discrimination and Harassment Policy explicitly addresses harassment on the basis of sexual orientation and gender identity, defining it as any behaviour relating to an individual’s sex, sexual orientation, gender identity, or gender expression that creates an intimidating, hostile, or offensive environment. The policy specifically prohibits rejecting or excluding individuals or groups because of their sexual orientation or gender identity, establishing clear protections against discrimination.

Brock demonstrates its commitment to gender equality through practical resources, including a Transgender Inclusion Guide that outlines non-discrimination provisions alongside supportive services. The university’s Employment Equity Policy further reinforces these protections across hiring and workplace practices. These policies reflect Brock’s ongoing commitment to creating an inclusive environment for transgender community members.

Brock’s dedication extends to tangible support through initiatives like the Gender Affirmation Fund, which provides financial assistance for gender-affirming needs. The university’s Human Rights and Equity Office coordinates educational programming and support services specifically designed to address the needs of transgender students, staff, and faculty. Through regular policy reviews, comprehensive training programs, and accessible complaint mechanisms, Brock ensures that its non-discrimination protections remain robust and responsive. This multi-layered approach—combining formal policy, practical resources, and dedicated support services—positions Brock as an institution actively working to ensure transgender individuals can study, work, and thrive in an environment free from discrimination and harassment.

Brock University maintains comprehensive maternity policies that actively support women’s participation across the institution. The university provides a supplemental top-up maternity benefit for eligible ongoing full-time employees receiving Employment Insurance benefits, offering 95% of regular wages less applicable EI weekly earnings for a portion of the maternity leave period. These provisions demonstrate Brock’s commitment to reducing financial barriers that might otherwise discourage women from pursuing or maintaining their careers during this significant life transition.

Through collective agreements with campus unions including the Canadian Union of Public Employees and the Ontario Secondary School Teachers’ Federation, Brock ensures that pregnancy and parental leave rights align with the Ontario Employment Standards Act. Members are entitled to up to seventeen weeks of pregnancy leave, with an additional thirty-five weeks of parental leave for those who have taken pregnancy leave. For members not entitled to pregnancy leave, up to thirty-seven weeks of parental leave is available following the birth or arrival of a child. These policies recognize that women can begin their pregnancy leave at any time within seventeen weeks before the expected birth date, providing flexibility to accommodate individual circumstances and health considerations.

Brock University provides accessible childcare facilities that enable student parents to attend university courses. The Rosalind Blauer Centre for Child Care, which opened in September 1995, offers an enriched learning environment for children from birth to five years of age. The centre prioritizes access by placing children of Brock students first in enrollment, followed by staff and faculty, and then community members, ensuring that student parents receive priority access to these essential services. This prioritization demonstrates Brock’s commitment to supporting student mothers in completing their education by removing barriers to attendance. The centre provides comprehensive programs including infant care, toddler programs, junior preschool, and senior preschool, enabling student mothers to attend classes while their children receive quality care on campus. Additionally, the centre operates the innovative Kinder-Forest School Program, which serves as an alternative to Junior Kindergarten by incorporating outdoor learning experiences in smaller class sizes, taking children into the forest on campus twice weekly. This nature-based approach provides enriching experiences that connect young learners to their environment.

The centre is a licensed childcare provider participating in the Niagara Region’s fee-subsidy program, allowing eligible student families to receive financial support, where the Region may cover all or some of the childcare costs. This partnership ensures that access to quality early childhood education remains financially attainable

Brock further supports student parents through financial assistance programs, including awards and bursaries specifically designed to help student families access childcare services. By maintaining comprehensive on-campus childcare facilities with priority enrollment and financial support options, Brock removes significant barriers to education for student parents, particularly mothers, allowing them to pursue their academic goals while ensuring their children receive high-quality early childhood education in a convenient, campus-based setting.

Brock University provides accessible childcare facilities for staff and faculty through the Rosalind Blauer Centre for Child Care, which has served the campus community since September 1995. The Centre offers comprehensive childcare services for children from birth to five years of age, including specialized infant programs, toddler programs, junior preschool, and senior preschool. Admission follows a priority system that serves Brock University students, staff, and faculty first before opening to community members, ensuring that the University’s employees and learners have preferential access to these essential support services.

Located on campus within the Niagara Region, the Centre is a licensed childcare provider participating in the Niagara Region’s fee-subsidy program, allowing eligible staff and faculty families to receive financial assistance, where the Region may cover all or some of the childcare costs. This access to subsidized care supports work-life balance by reducing the financial barriers associated with childcare.

The Centre’s innovative Kinder-Forrest School Program provides an alternative to Junior Kindergarten, offering smaller class sizes and taking children outdoors into the campus forest twice weekly. This outdoor learning approach creates enriching experiences that connect young learners to nature.

The Rosalind Blauer Centre exemplifies Brock’s dedication to fostering a healthy work-life balance by providing faculty and staff with resources to thrive both professionally and personally. Having these facilities directly on campus allows parents at the university to fulfill their academic or professional responsibilities with greater peace of mind, reducing the stress and logistical challenges of off-campus childcare arrangements.

Brock University has established women’s mentoring schemes designed to support female students and professionals across the Niagara Region. The Deborah Rosati Women in Leadership Mentorship Program fosters an inclusive mentorship community that transcends geographic barriers and academic disciplines. This initiative pairs local and international professionals to enhance career development and foster meaningful connections.

Through this group, Brock hosts regular meetings featuring panelists from diverse backgrounds, including collaborative efforts with the Niagara Workforce Planning Board, who discuss the transformative impact mentoring can have on women’s professional trajectories. These gatherings aim to support women in both formal and informal leadership positions while supporting the growth of the next generation of women in leadership. The program provides structured opportunities for female students to connect with established professionals, gain industry insights, and develop the skills necessary for leadership roles. All women and allies are invited and encouraged to participate in these initiatives, creating a welcoming environment that promotes gender equality and professional advancement. By fostering these mentorship relationships, Brock demonstrates its commitment to supporting women’s academic and career success while building a stronger, more inclusive community that empowers female leaders across various sectors and stages of their professional journeys.

Brock University systematically measures and tracks the likelihood of women graduating compared to men and has strategies in place to address any gaps. The Department of Institutional Planning, Analysis and Performance (IPAP) publishes an annual Retention and Graduation Report that provides comprehensive retention statistics, including women’s graduation completion rates. This data-driven approach enables the university to monitor gender-based differences in academic outcomes and identify areas requiring intervention. The reporting completed by IPAP directly informs the Human Rights and Equity Office, helping to identify barriers to student success and wellness that may disproportionately affect women. These insights inform evidence-based recommendations for funding, bursaries, and scholarships specifically designed to support students from equity-deserving groups.

Brock University maintains a comprehensive policy that protects those reporting discrimination from educational or employment disadvantage. The Safe Disclosure Policy establishes a robust framework to provide a mechanism for the University community to confidentially and, when required, anonymously disclose concerns about suspected improper activity, while explicitly protecting individuals who make good faith disclosures of suspected improper activity from reprisal.

This protection extends across Brock’s entire community, applying to all employees, students, volunteers, contractors, and suppliers. The policy ensures that anyone who comes forward with concerns about discrimination or other improper activities can do so without fear of educational penalties or employment consequences. Most recently revised in 2021, the policy underwent another comprehensive review in April 2024, demonstrating Brock’s ongoing commitment to maintaining current and effective protections.

Complementing this framework, the Human Rights and Equity Office serves as a vital resource for all Brock community members, providing information, education, assistance, and advice on issues related to human rights, harassment, discrimination, and bullying. The Safe Disclosure Policy helps inform the work of this office, ensuring that no one faces barriers when raising concerns about discrimination.

Together, these mechanisms reflect Brock’s dedication to fostering an environment where equity and fairness are protected through clear policies and accessible support services. The university’s approach recognizes that effective protection against discrimination requires not only strong policies but also the assurance that those who speak up will be safeguarded throughout the process, creating a culture where concerns can be raised safely and addressed appropriately

Brock University has established a comprehensive parental leave policy statement under which paternity leaves are addressed. This policy fully supports women’s participation by ensuring that non-gestational parents can actively participate in childcare duties. The university’s parental leave framework provides equitable access to leave provisions for all employees who become parents, whether through birth or adoption. Through collective bargaining agreements with campus unions including the Canadian Union of Public Employees and the Ontario Secondary School Teachers’ Federation, Brock guarantees parental leave of up to 18 months in accordance with Ontario’s Employment Standards Act. This policy explicitly supports non-gestational parents by providing the same leave entitlements as gestational parents, thereby enabling fathers and non-birthing parents to fulfill their childcare responsibilities. The university further demonstrates its commitment through supplemental financial support, offering eligible ongoing full-time employees a top-up benefit of 95% of regular wages (less Employment Insurance benefits) for a portion of the period of leave. By ensuring that paternity and non-birthing parent-leave is accessible and financially viable, Brock actively promotes gender equity in caregiving responsibilities and supports women’s continued participation in the workforce.