Brock University supports freedom of association and collective bargaining through the recognition of employee unions and the negotiation of collective agreements covering a broad range of employee groups across the institution. The University maintains formal labour relations processes and works collaboratively with bargaining units representing faculty, staff, instructors, librarians, and other employee groups.

Examples include:

• Union Representation: Brock employees are represented through multiple labour organizations, including Brock University Faculty Association (BUFA), Canadian Union of Public Employees (CUPE), Ontario Secondary School Teachers’ Federation (OSSTF), and International Alliance of Theatrical Stage Employees (IATSE).
• Collective Agreements: Brock maintains collective agreements covering faculty members, professional librarians, support staff, maintenance and custodial employees, teaching assistants, part-time instructors, ESL instructors, clinical nursing instructors, Faculty of Education instructors, and theatre production staff.
• Collective Bargaining Framework: The University’s Office of People & Culture publicly maintains collective agreements and labour relations resources, supporting transparent labour-management relations and employee rights.
• Ongoing Labour Relations: Brock regularly engages in collective bargaining and agreement renewals with its bargaining units. Recent agreements have been negotiated and ratified with groups including BUFA, CUPE, and IATSE.

Through union recognition, collective bargaining, and formal labour relations processes, Brock University supports employee representation and labour rights across the institution.

Brock University is committed to maintaining a diverse, inclusive, and respectful work and learning environment that is free from discrimination and harassment. The University supports this commitment through institutional policies, complaint-resolution procedures, training and education initiatives, dedicated support services, and ongoing monitoring of discrimination and harassment concerns.

Examples include:

• Discrimination and Harassment Policy: Brock maintains a university-wide Discrimination and Harassment Policy that applies to all members of the University community and promotes a work and learning culture that values diversity, inclusion, dignity, and respect. The policy prohibits discrimination and harassment and outlines rights, responsibilities, support services, and complaint processes.
• Complaint Resolution Procedures: Brock’s Discrimination & Harassment Procedures establish formal processes for reporting, investigating, and resolving concerns related to discrimination and harassment. The procedures provide consultation, guidance, referral pathways, alternative dispute resolution options, and formal complaint mechanisms.
• Human Rights and Equity Office: The Human Rights and Equity Office (HREO) provides confidential support, education, guidance, and assistance to students, faculty, staff, and other community members experiencing discrimination, harassment, or identity-based harm.
• Training and Education: Brock delivers human rights, equity, anti-racism, accessibility, and harassment-prevention programming through the Human Rights and Equity Office. Annual reports document training, workshops, outreach activities, and educational initiatives designed to prevent discrimination and promote inclusion.
• Monitoring and Accountability: Brock publishes annual Human Rights and Equity reports and annual reports on human rights, harassment, discrimination, and hate incidents. These reports support transparency, accountability, trend monitoring, and continuous improvement.

Through policies, reporting mechanisms, education, support services, and ongoing monitoring, Brock University works to prevent workplace discrimination and foster an equitable and inclusive environment for employees and the broader University community.

Brock University is committed to preventing and reducing the risk of forced labour, child labour, and human rights abuses within its operations and supply chain. Through supplier standards, procurement practices, and annual reporting under Canada’s Fighting Against Forced Labour and Child Labour in Supply Chains Act (Bill S-211), Brock promotes ethical sourcing and responsible business conduct.

Examples include:

• Annual Report on Fighting Against Forced Labour and Child Labour in Supply Chains: Brock publishes an annual report outlining measures taken to prevent and reduce the risk of forced labour and child labour in its supply chain and procurement activities. The report affirms the University’s commitment to ethical sourcing, human dignity, and fair labour practices.
• Supplier Code of Conduct: Brock requires suppliers and subcontractors to operate in an ethical, legally compliant, and socially responsible manner. Suppliers must uphold human rights standards, protect workers, and comply with labour laws and internationally recognized practices.
• Prohibition of Child Labour: Brock’s Supplier Code of Conduct explicitly states that the University does not tolerate child labour and expects suppliers to comply with the fundamental standards of the International Labour Organization (ILO).
• Human Rights Expectations for Suppliers: Suppliers are expected to support internationally recognized human rights principles and avoid participation in human rights abuses throughout their operations and supply chains.
• Responsible Procurement Practices: Brock’s procurement framework requires purchasing activities to be conducted in a fair, transparent, accountable, and equitable manner, supporting responsible stewardship and ethical sourcing.

Through supplier standards, procurement oversight, and annual reporting on forced and child labour risks, Brock University works to promote ethical supply chains and reduce the risk of exploitative labour practices.

Brock University supports the rights of workers through policies and practices that promote workplace health and safety, equitable treatment, accommodation, labour rights, and ethical employment practices. The University provides mechanisms to protect employee well-being, address workplace concerns, and ensure compliance with applicable employment and human rights legislation.

Examples include:

• Health, Safety and Wellness Program: Brock maintains a dedicated Health, Safety and Wellness portfolio that provides resources, support, education, incident reporting systems, and occupational health and safety programs to promote safe and healthy working environments.
• Employment Accommodation Policy: Brock’s Employment Accommodation Policy commits the University to providing reasonable workplace accommodations and maintaining an inclusive environment free of barriers related to protected human rights grounds. The policy applies to employees and job applicants and covers all stages of employment.
• Collective Bargaining and Labour Rights: Brock recognizes multiple unions and maintains collective agreements covering faculty, librarians, support staff, maintenance employees, teaching assistants, instructors, and other employee groups. These agreements support employee representation, workplace protections, and collective bargaining rights.
• Ethical Supply Chain Standards: Through its Supplier Code of Conduct, Brock requires suppliers to uphold labour standards, prohibit child labour, respect human rights, and maintain safe working conditions throughout their operations and supply chains.

Through workplace accommodation, health and safety programs, labour relations frameworks, and ethical procurement standards, Brock University supports and protects the rights of workers both within the institution and throughout its supply chain.

Brock University supports equitable compensation and employment practices through institution-wide employment equity policies, collective bargaining agreements, transparent salary structures, and formal employment equity processes. These measures help ensure that compensation, recruitment, and advancement practices are administered fairly and consistently across employee groups.

Examples include:

• Employment Equity Policy: Brock maintains an institutional Employment Equity Policy that applies to hiring, retention, promotion, leadership, and training processes while supporting equitable employment opportunities and the removal of systemic barriers for equity-seeking groups.
• Joint Committee on Employment Equity (JCEE): The BUFA collective agreement includes formal Employment Equity provisions, General Employment Equity Plans, and oversight through the Joint Committee on Employment Equity.
• Transparent Salary and Classification Structures: Collective agreements governing faculty, librarians, support staff, maintenance staff, trades staff, and academic workers establish negotiated wage scales, salary classifications, and compensation frameworks that promote consistency and transparency.
• Equitable Recruitment and Advancement Processes: Brock’s employment equity procedures provide guidance for recruitment, selection, and workforce planning to support fair access to employment and advancement opportunities.

Through employment equity policies, collective bargaining frameworks, and transparent compensation structures, Brock University works to promote equitable employment practices across the institution.

Brock University supports workplace equity through the collection and analysis of workforce demographic data, employment equity planning, and institutional review processes designed to identify and address barriers affecting equity-seeking groups. The University uses workforce data and equity-focused assessments to inform decision-making and promote equitable employment practices.

Examples include:

• Equity Census Dashboard: Brock maintains an Equity Census Dashboard that provides demographic data on faculty, staff, and librarians and supports the identification of representation gaps and workforce trends.
• Employment Equity Policy: Brock’s Employment Equity Policy establishes institution-wide expectations related to equitable employment practices, representation, retention, promotion, and advancement opportunities.
• Equity Audits and Reviews: Brock and the Brock University Faculty Association (BUFA) have undertaken an equity audit of tenure and promotion processes to assess impacts on equity-seeking groups and support equitable career progression.
• Annual Equity Reporting: The University publishes Human Rights and Equity reports and maintains governance structures that support ongoing monitoring of employment equity initiatives and outcomes.

Brock University provides formal appeal and grievance mechanisms to ensure workplace concerns are addressed fairly and transparently. Under the Respectful Work & Learning Environment Policy, employees who are not satisfied with the outcome of a complaint or investigation may pursue further review through collective agreement grievance procedures or the Staff Grievance Procedure, ensuring due process and protection of employee rights.

Brock University supports freedom of association and collective bargaining by recognizing employee unions and maintaining collective agreements covering a broad range of employee groups across the institution. The University engages in formal labour relations processes and collective bargaining with employee representatives to establish terms and conditions of employment.

Examples include:

• Union Representation: Brock employees are represented through multiple bargaining units, including the Brock University Faculty Association (BUFA), Canadian Union of Public Employees (CUPE), Ontario Secondary School Teachers’ Federation (OSSTF), and International Alliance of Theatrical Stage Employees (IATSE).
• Collective Agreements: Brock maintains collective agreements covering faculty members, professional librarians, support staff, maintenance and custodial employees, teaching assistants, part-time instructors, ESL instructors, clinical nursing instructors, Faculty of Education instructors, and theatre production staff.
• Collective Bargaining: The University regularly negotiates and renews collective agreements with its bargaining units. Recent labour relations updates document successfully negotiated agreements with groups including BUFA, CUPE, and IATSE.
• Public Access to Labour Relations Information: Brock publicly provides access to collective agreements, bargaining-unit information, and labour-relations resources, supporting transparency regarding employee representation and workplace rights.

Through union recognition, collective bargaining, and formal labour relations processes, Brock University supports employee representation and labour rights across the institution.