Brock University systematically measures and monitors gender-disaggregated student data throughout the student lifecycle, including application, admission, enrolment, retention, and graduation outcomes. These data are used to assess participation rates and educational outcomes for students who identify as women, identify trends, evaluate progress toward institutional equity goals, and inform evidence-based decision-making. By tracking women’s access to and success within higher education, Brock can identify potential barriers, evaluate the effectiveness of programs and supports, and develop targeted initiatives that advance gender equity across the institution. This ongoing monitoring supports accountability and helps ensure that women have equitable opportunities to access, participate in, and succeed in higher education.

Brock University maintains a formal policy of non-discrimination in student admissions. The 2024–2025 Undergraduate Calendar – Admissions states that all prospective students are encouraged to apply and are considered based on evidence of probable success in their chosen program. Its Admissions Policy Statement explicitly extends Brock’s non-discrimination commitment to sex, providing direct student-admissions protection against sex-based discrimination.

Brock reinforces this admissions policy through targeted measures that support women’s access, application, and entry to higher education:

• Admissions Accessibility Policy: First-year undergraduate applicants who meet Brock’s minimum acceptable admission average but fall below the required average for their chosen program may be considered through Brock’s special consideration process. Applicants who have experienced a significant personal circumstance beyond their control that affected their academic performance can request individualized consideration, provided they meet the applicable requirements.
• Discrimination and Harassment Policy: this policy applies to all aspects and personnel at the university and promotes equity and inclusion across the university.
• Gender-disaggregated access monitoring: Brock systematically tracks women’s application, acceptance or entry, and graduation measures. This monitoring allows the University to identify gender-based trends in access and student progression and provides evidence that women’s access to Brock is being actively measured rather than addressed solely through a general non-discrimination commitment.
• Scientifically Yours: Brock uses science-focused outreach to encourage secondary-school students, particularly young women, to continue studying science and consider science-related university and career pathways. This provides targeted encouragement before university application and supports women’s entry into fields in which they have historically been underrepresented. Brock publicly identifies encouraging women and girls to pursue STEM careers as part of its SDG 5 activities.
• Women in STEM outreach and events: Brock connects women and girls with women researchers and professionals who discuss their educational pathways, career opportunities, and challenges in science, technology, engineering, and mathematics. These activities provide prospective and current students with visible women role models and information about pathways into STEM education and careers.
• Targeted scholarships for women: Brock identifies scholarships specifically supporting women, including the Marion and Ren Henderson Scholarship, awarded to a female student entering university with high academic achievement, and the CFUW St. Catharines Scholarship, awarded to a first-generation undergraduate female student demonstrating academic excellence. These awards provide targeted financial support for women entering and participating in higher education.
• Women in Leadership: Brock’s Women in Leadership group provides mentoring, networking, and leadership-development opportunities for women in formal and informal leadership positions and seeks to increase and improve opportunities for future women-identifying leaders. This complements Brock’s admissions and financial-access measures with continued support for women’s participation and advancement after entry.

Together, Brock’s formal non-discriminatory admissions policy, individualized admissions consideration, gender-disaggregated access monitoring, targeted scholarships, STEM outreach, and women-focused mentoring demonstrate a coordinated approach to supporting women’s application, entry, and continued participation in higher education.

Brock University is committed to advancing gender equality and supporting women’s access to higher education through a combination of mentorship, leadership development, financial assistance, and targeted support services. These programs are designed to reduce barriers to participation, foster student success, and create opportunities for women to develop academically, professionally, and personally throughout their educational journey.

Examples of initiatives supporting women’s access to higher education include:

• Women in Leadership (WIL): A mentoring and networking initiative that supports women in formal and informal leadership roles while helping develop the next generation of women leaders through mentorship, professional development, and participation in the Niagara Leadership Summit for Women.
• Targeted Scholarships for Women: Brock offers awards including the Marion and Ren Henderson Scholarship and the CFUW St. Catharines Scholarship, helping reduce financial barriers to post-secondary education and supporting women’s academic success.
• Laura Sabia Entrepreneurial Award: Financial support that assists women and other underrepresented students in pursuing their academic and professional goals.
• Individualized Support Planning: Through Brock’s Gender and Sexual Violence Support and Education team, students can access survivor-centred, trauma-informed support, including safety planning, advocacy, referrals, and assistance navigating academic accommodations to support continued participation in their studies.
• Emergency Survivor Fund: Provides emergency financial assistance for expenses such as childcare, temporary housing, transportation, medical costs, and personal safety measures, helping students overcome immediate barriers that could otherwise interrupt their education.
• Gender-Based and Sexual Violence Prevention Education: Mandatory consent and gender-based violence education for incoming students helps foster a safe, respectful, and inclusive learning environment that supports the success and well-being of women and gender-diverse students.

Through these initiatives, Brock University addresses financial, academic, safety, and leadership barriers that can affect women’s participation in higher education. By combining mentorship opportunities, targeted scholarships, emergency financial assistance, academic supports, and violence prevention programming, Brock creates a comprehensive framework that enables women to access, persist in, and succeed within higher education.

Brock University encourages women and girls to pursue studies and careers in disciplines where they have historically been underrepresented, including science, technology, engineering, mathematics (STEM), leadership, and sport-related fields. Through outreach programming, mentorship opportunities, leadership development initiatives, and targeted support programs, Brock works to increase participation and success for women across a range of academic disciplines.

Brock University is committed to maintaining a diverse, equitable, and inclusive work and learning environment where all members of the University community are treated with dignity and respect. Through its Discrimination and Harassment Policy, last amended in October of 2025, Brock prohibits discrimination and harassment on the basis of protected grounds under the Ontario Human Rights Code, including sex, gender identity, gender expression, pregnancy, family status, marital status, and sexual orientation.

Brock’s policy applies to all students, faculty, staff, visitors, volunteers, contractors, and members of the University community, and extends to on-campus activities, University-sponsored events, and online environments connected to the University’s work and learning environment.

Examples of Brock’s commitment to preventing discrimination against women include:

• Discrimination and Harassment Policy: Prohibits discrimination and harassment on the basis of sex, gender identity, gender expression, pregnancy, family status, and other protected grounds.
• Human Rights and Equity Office: Provides education, guidance, support, and resolution options related to discrimination, harassment, and human rights concerns.
• Discrimination and Harassment Procedures: Establishes formal procedures for reporting, resolving, and investigating complaints of discrimination and harassment.
• Complaint Resolution Mechanisms: Individuals may pursue personal resolution, alternative resolution, mediation, facilitated negotiations, systemic reviews, or formal complaint processes depending on the nature of the concern.
• Education and Prevention Initiatives: Brock provides training, awareness initiatives, and support services designed to prevent discrimination and harassment and promote an inclusive campus culture.
• Institutional Accountability: The University maintains clear responsibilities and reporting pathways through Human Rights and Equity, Student Affairs, People and Culture, and Campus Safety Services to address discrimination and harassment concerns.

Through its policies, reporting mechanisms, educational initiatives, and human rights supports, Brock University works to ensure that women can study, work, and participate in university life free from discrimination and harassment.

Brock University maintains a comprehensive policy of non-discrimination for transgender people through multiple institutional frameworks. The Discrimination and Harassment Policy, last amended in October of 2025, 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 provides formal pregnancy and parental leave protections across multiple employee groups through its collective agreements. These agreements establish job-protected pregnancy and parental leave and related employment protections, demonstrating that maternity leave is embedded within Brock’s employment framework rather than being limited to a single employee group.

Examples include:

• Brock University Faculty Association (BUFA): The current collective agreement between Brock University and BUFA, effective July 1, 2026 to June 30, 2029, establishes pregnancy and parental leave under Article 34 – Leaves of Absence, specifically Article 34.08 – Pregnancy and Parental Leave. The agreement also includes related Supplemental Income Benefit provisions, providing additional financial support for eligible employees during qualifying periods of leave.
• CUPE Local 4207, Unit 4: The current collective agreement is effective February 6, 2026, to December 31, 2028. Under Article 20 – Leaves of Absence, Article 20.03 – Pregnancy and Parental Leave, pregnancy and parental leave must be granted in accordance with Ontario’s Employment Standards Act. Importantly, the agreement also explicitly provides that seniority continues during pregnancy or parental leave, protecting employees’ employment standing while they are away.
• CUPE Local 4207, Unit 5: The collective agreement, effective February 26, 2025, to August 31, 2027, similarly includes Article 20 – Leaves of Absence, Article 20.03 – Pregnancy and Parental Leave. It guarantees pregnancy and parental leave in accordance with Ontario’s Employment Standards Act and provides for the continuation of seniority throughout the leave period.

Together, these agreements demonstrate that Brock provides formal pregnancy and parental leave protections across multiple categories of employees. The provisions protect employees’ ability to take pregnancy and parental leave while maintaining employment continuity, with protections including continued seniority and, for eligible BUFA members, supplemental income benefits.

Brock University supports student parents and caregivers by providing access to on-campus childcare services and family-focused programming that help students balance academic responsibilities with family commitments. Through the Rosalind Blauer Centre for Child Care, childcare spaces are prioritized for Brock students, followed by Brock employees and members of the broader community, helping ensure student parents have access to the support needed to pursue their educational goals.

Examples of childcare and family supports available to students include:

• Rosalind Blauer Centre for Child Care: A licensed childcare centre located on Brock University’s campus that provides care for infants, toddlers, preschool-aged children, and school-aged children. The centre serves Brock students, faculty, staff, and members of the broader community, with priority placement provided to Brock students.
• Support for Student Parents: The availability of on-campus childcare assists student parents in balancing childcare responsibilities with coursework, research, experiential learning opportunities, and campus engagement.
• Brock offers year-round children’s programming, including after-school clubs, PD Day camps, holiday camps, youth fitness programs, and summer camps that provide additional family-friendly supports for student parents and caregivers.
• Brock Summer Camps: Summer camp programs for children from kindergarten through secondary school provide educational, recreational, aquatics, sports, fitness, and enrichment opportunities while helping families meet childcare needs during school breaks.

Through prioritized childcare access for students, along with accessible childcare services and family-focused programming, Brock University helps create an inclusive and supportive learning environment for students with caregiving responsibilities.

Brock University supports faculty and staff with access to on-campus childcare services and family-focused programming that help employees balance professional responsibilities with caregiving commitments.

Examples of childcare and family supports available to faculty and staff include:

• Rosalind Blauer Centre: A licensed childcare centre located on Brock University’s campus that provides care for infants, toddlers, preschool-aged children, and school-aged children. The centre serves Brock students, faculty, staff, and members of the broader community. It is a part of the Niagara Region’s fee-subsidy program. 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.
• Support for Employee Caregivers: The availability of on-campus childcare assists faculty and staff in balancing caregiving responsibilities with teaching, research, administration, and other professional duties.
• Kids and Camps Programs: Brock offers year-round children’s programming, including after-school clubs, PD Day camps, holiday camps, youth fitness programs, and summer camps that provide additional support for faculty and staff with school-aged children.
• Brock Summer Camps: Summer camp programs provide educational, recreational, aquatics, sports, fitness, and enrichment opportunities for children while helping employees meet childcare needs during school holidays and summer breaks.

Through accessible childcare services and family-focused programming, Brock University supports faculty and staff in balancing work and family responsibilities while fostering a more inclusive and family-friendly workplace.

Brock University supports women through mentoring, leadership development, networking opportunities, and peer-support initiatives designed to advance participation, retention, and success in higher education and professional careers. These programs connect women with mentors, role models, researchers, community leaders, and fellow students while fostering inclusive and supportive learning environments.

Brock University tracks and publicly reports student retention and graduation outcomes by gender as part of its institutional planning and continuous improvement processes. Gender-disaggregated data is monitored annually by the Institutional Planning and Data Governance (IPDG) team to identify trends, evaluate student success, and support evidence-based initiatives that advance gender equity across the University.

The reporting completed by IPDG 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 policies and procedures that protect individuals who report discrimination, harassment, and other forms of improper activity. Through confidential reporting mechanisms, formal complaint procedures, and anti-reprisal protections, the University supports community members who come forward with concerns and helps ensure they can do so without fear of retaliation.

Examples include:

• Safe Disclosure Policy: Brock’s Safe Disclosure Policy provides confidential and, where appropriate, anonymous mechanisms for reporting suspected improper activity and explicitly protects individuals who make good-faith disclosures from reprisal. The policy applies to employees, students, volunteers, contractors, and suppliers.
• Safe Disclosure Procedures: Brock offers multiple reporting channels, including an independent third-party reporting service, to support confidential disclosures and investigations while protecting the identity of individuals who report concerns wherever possible.
• Discrimination and Harassment Policy: Brock maintains a university-wide Discrimination and Harassment Policy that outlines rights, responsibilities, support services, complaint processes, and resolution mechanisms for incidents involving discrimination or harassment.
• Multiple Reporting and Support Pathways: Individuals may seek guidance and support through Human Rights and Equity, Student Affairs, the Office of People and Culture, and Campus Safety Services, helping ensure concerns can be reported through accessible and appropriate channels.
• Institutional Accountability: Brock publicly reports on complaints, response mechanisms, and prevention efforts related to discrimination, harassment, racism, and hate through annual Human Rights and Equity reporting processes.

Through anti-reprisal protections, confidential reporting mechanisms, formal complaint procedures, and dedicated support services, Brock University works to ensure that individuals can report discrimination and harassment safely and without fear of retaliation.

Brock University provides formal pregnancy and parental leave protections across multiple employee groups through its collective agreements. These agreements establish job-protected pregnancy and parental leave and related employment protections, demonstrating that maternity leave is embedded within Brock’s employment framework rather than being limited to a single employee group.

Examples include:

• Brock University Faculty Association (BUFA): The current collective agreement between Brock University and BUFA, effective July 1, 2026 to June 30, 2029, establishes pregnancy and parental leave under Article 34 – Leaves of Absence, specifically Article 34.08 – Pregnancy and Parental Leave. The agreement also includes related Supplemental Income Benefit provisions, providing additional financial support for eligible employees during qualifying periods of leave.
• CUPE Local 4207, Unit 4: The current collective agreement is effective February 6, 2026, to December 31, 2028. Under Article 20 – Leaves of Absence, Article 20.03 – Pregnancy and Parental Leave, pregnancy and parental leave must be granted in accordance with Ontario’s Employment Standards Act. Importantly, the agreement also explicitly provides that seniority continues during pregnancy or parental leave, protecting employees’ employment standing while they are away.
• CUPE Local 4207, Unit 5: The collective agreement, effective February 26, 2025, to August 31, 2027, similarly includes Article 20 – Leaves of Absence, Article 20.03 – Pregnancy and Parental Leave. It guarantees pregnancy and parental leave in accordance with Ontario’s Employment Standards Act and provides for the continuation of seniority throughout the leave period.

Together, these agreements demonstrate that Brock provides formal pregnancy and parental leave protections across multiple categories of employees. The provisions protect employees’ ability to take pregnancy and parental leave while maintaining employment continuity, with protections including continued seniority and, for eligible BUFA members, supplemental income benefits.