Overview – Discrimination and Harassment Policy and Procedures

Brock University is committed to providing a safe, respectful, and inclusive environment that is free from discrimination and harassment. If you have experienced or witnessed discrimination or harassment, you have the right to support and resolution under the Discrimination and Harassment Policy and Procedures. This webpage provides a brief overview of what is covered by the Policy and the options individuals have for addressing concerns about discrimination and harassment.

 

What is discrimination?

Discrimination is differential treatment of an individual based on a personal characteristic protected by the Ontario Human Rights Code which has an adverse impact on the individual or group. Protected characteristics includes race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, gender identification, gender expression, age, marital status and family status.

What is harassment?

Harassment is a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome. Single acts of sufficient severity may also constitute harassment.  Harassment includes human rights harassment (harassment based on a personal characteristic recognized under the Ontario Human Rights Code), sexual harassment and workplace harassment.

Where to Get Support and Guidance – Anyone with concerns about discrimination or harassment may consult   for information, guidance, and options for resolution.

In addition, the following offices are also available to provide information about the Policy and the resolution options:

Resolution Options – Depending on the nature of the concern, the following resolution options are available:

  • Personal Resolution: if you want to resolve the matter personally, HRE may provide you with information and suggest strategies.
  • Alternative Resolution: if you want to resolve the matter through a supported dispute resolution process, HRE may work with you and the individual(s) involved to reach agreement on a resolution through techniques such as mediation, facilitated negotiations, and Indigenous dispute resolution practices.
  • Systemic Review: if your concern relates to broader systemic issues, HRE may conduct a review of University practices and policies and make recommendations to the appropriate area.
  • Complaint: if you would like to file a complaint regarding discrimination or harassment, please contact the Office of Human Rights and Equity at [email protected] for a consultation and to request the Complaint Intake Form. The complaint will be reviewed by the Investigations Office in consultation with other relevant offices, to determine whether it meets the threshold for investigation and falls within the Policy’s scope. If so, an investigation will be conducted by an impartial investigator, a report will be provided to the relevant decision maker, and a decision will be made on whether the Policy has been breached and what the outcome should be.
  • Referral: if your concern is determined to be outside the scope of the Policy (e.g. it doesn’t meet the threshold for harassment or discrimination, it concerns questions of workplace management or course management more appropriately dealt with by the Office of People and Culture or a Dean, it concerns a question of appropriate workplace or learning accommodations), it may be referred to another unit.

Policy protections

  • Retaliation against anyone using this Policy is prohibited, the University will put in place reasonable measures to protect individuals from retaliation and may sanction individuals who engage in retaliation.
  • Confidentiality must be respected throughout the process. All participants in any procedures under the Policy have a duty to maintain confidentiality and not disclosure any information except to their support person or representative. Information disclosed to the University will only be shared with individuals who have a need to know the information for the purposes of administering the Policy.
  • Frivolous, vexatious or bad faith allegations are a violation of the Policy and may be investigated and sanctioned where appropriate.

The full Discrimination and Harassment Policy and Procedures are available on the https://brocku.ca/policies/. For more information, please contact Human Rights and Equity – [email protected]