Discrimination & Harassment Complaints & Investigations

The Investigations Office is responsible for the oversight and administration of the complaint procedures under Brock’s Discrimination and Harassment Policy. This process ensures that all complaints are addressed in a way that is neutral, confidential, thorough, timely, and trauma-informed.

Our Role

The Investigations Office’s responsibilities include:

  • Receiving complaints of discrimination and/or harassment from Brock community members who are seeking an investigation.
  • Assessing complaints to determine whether an investigation should proceed.
  • Conducting investigations directly or appointing an impartial external investigator where appropriate.
  • Managing the process to ensure fairness and procedural integrity for all parties.
  • Distributing investigation reports to the Complainant, Respondent, the appropriate Decision-Maker, and relevant University offices. If an employee is found to have violated the Policy, the report will also be shared with People & Culture.

Submitting a 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.

You will be asked to provide the following information in the Complaint Intake Form:

  • The specific nature of the allegations;
  • The identity of the Respondent (the alleged individual);
  • The details of any incidents complained of;
  • The dates and details of any incidents complained of;
  • The names of any potential witnesses;
  • How you believe the Discrimination & Harassment Policy has been breached.

Complaints should normally be submitted within one (1) year of the incident(s) to which it relates. The Investigations Office may decline to investigate complaints filed more than one year after the incident(s) unless the delay was incurred in good faith, the reasons for the delay are significant, and proceeding would not cause substantial prejudice to any person affected.

Please note that by submitting the Complaint Intake Form you are requesting an investigation into your concerns. If you are not seeking an investigation, but instead are just looking for supports or accommodations, you can contact Office of Human Rights and Equity directly at [email protected].

Process after a complaint is submitted

Once a complaint is submitted, the Investigations Office will follow the relevant Discrimination & Harassment Procedures. The key steps are:

  • Complaint Assessment: The complaint will be assessed to determine whether the allegations should proceed to an investigation, based on the following factors: whether the University has jurisdiction, whether the alleged incident(s) fall within the scope of the Policy, and whether they would constitute discrimination or harassment. If the Investigations Office decides not to proceed with an investigation, the Complainant will be notified in writing.
  • Launching the Investigation: If the Investigations Office decides to proceed with an investigation, both the Complainant and Respondent will be notified and provided with details of the complaint. Both parties will also be notified of the identity of the investigator who has been appointed to conduct the investigation and will have the opportunity to challenge the appointment if they believe there is a potential conflict of interest or a reasonable apprehension of bias.
  • Investigation Process: Investigations will include interviews with the Complainant and Respondent and any relevant witnesses, as well as a review of any relevant documentary evidence. Both parties have the option to be accompanied by a support person or advisor throughout the process. The investigation shall normally be completed within eight (8) months. If it is expected to take longer, the Investigations Office will develop an investigation plan which will be shared with the Complainant and Respondent.
  • Investigation Outcome: At the completion of the investigation, the investigator will prepare an investigation report, which will be provided to the Complainant and Respondent, and submitted to the relevant Decision-Maker to make a finding on whether the Discrimination & Harassment Policy has been breached and, if so, to determine what discipline or remedies should be imposed.

If you have any questions about these procedures or form, please contact the Investigations Office at [email protected]. The Investigations Office can discuss these procedures with you in person or via email, phone call, Zoom, or Microsoft Teams.

Anonymous Disclosures

Anonymous disclosures of discrimination and harassment may be made through:

While these disclosures are reviewed, please note that they may not always lead to an investigation if there is not enough information to proceed and satisfy procedural fairness obligations.

Brock’s investigation standards

For more information about the principles, process and standards that Brock adheres to during the investigation process, please review the following links on the Investigations Office website: