ÌÇÐÄvlog¹ÙÍø

To promote safe, inclusive and respectful campuses and online learning environments free from any acts of discrimination, harassment, hate and racism.

To ensure transparency and consistency when responding to acts of discrimination, harassment, hate and racism, in compliance with applicable legislation.Ìý

This policy applies to students, employees, contractors, suppliers of services, volunteers and visitors online and in person.

The freedom to teach and undertake academic activities that are fundamental to pursuing truth, educating students and disseminating knowledge and understanding.

In exercising academic freedom, employees are responsible for adhering to legal parameters, institutional regulations, Ministry Directives, requirements of accrediting bodies and curriculum requirements.

Academic freedom carries with it the duty to use that freedom in a manner consistent with the scholarly obligations to base research and teaching on an honest search for knowledge.Ìý

An individual who files a complaint alleging a violation of this, or other ÌÇÐÄvlog¹ÙÍø policies, seeking ÌÇÐÄvlog¹ÙÍø’s response.

When a student notifies a person in a position of authority, Student Conduct or Security Services of an allegation under this policy.

When an employee notifies Human Resources, Security Services, their union or their supervisor of an allegation under this policy.

One or a series of action(s) or any behaviour based on a protected ground that results in the unfavourable, adverse or preferential treatment which negatively affects or could negatively affect the academic status of a student, the employment status of an employee or the provision of any service.

The process of making an official decision after a complaint or report of discrimination, harassment, hate or racism has been investigated. This includes findings of whether there has been a breach of the policy and a determination of whether any remedies, corrective actions or accountability measures are required.

The individual in senior leadership at ÌÇÐÄvlog¹ÙÍø, or their delegate, who is responsible for initiating an investigation under this policy and making a decision on sanctions following an investigation.

The right to speak, write, listen and challenge in adherence with legal parameters.Ìý

Engaging in a course of vexatious comments or conduct related to one or more of the protected grounds that is known or might reasonably be known to be unwelcome/unwanted, offensive, intimidating, hostile, or inappropriate, which adversely affects the employment or academic status of the individual.

The use of extreme language or a form of communication that expresses detestation for or vilifies an individual or group of individuals based on ability, colour, ethnicity, place of origin, race, creed, gender, or sexual orientation, among other protected grounds and social areas.

Learning or communicating with others through the internet or a computer network, including, but not limited to email, textÌýmessages, social media and software inside or outside the classroom.

Protected grounds are: age, ancestry, citizenship, colour, disability, ethnic family status, gender identity, gender expression, marital status (including single status), place of origin, race, receipt of public assistance (in housing only), record of offences (in employment only), sex (including pregnancy and breastfeeding) and sexual orientation.

Protected social areas are: accommodation (housing), contracts, employment, goods, services and facilities and membership in unions, trade or professional associations.

An ideology that either directly or indirectly asserts that one group is inherently superior to others. It can manifest in various ways, including social actions, practices or political systems that support discriminatory behaviors.

Individuals(s) against whom a complaint is being made.

Any event, project, delivery of educational content or other activity, which has been sanctioned by ÌÇÐÄvlog¹ÙÍø, including, but not limited to, co-op work terms, field placements, internships or virtual learning environments.

Includes, but is not limited to, current or prospective students as well as employees, visitors, volunteers, consultants and contractors and their employees while they are on ÌÇÐÄvlog¹ÙÍø property or engaged in ÌÇÐÄvlog¹ÙÍø activities off ÌÇÐÄvlog¹ÙÍø property or virtually.

The existence of policies, practices, procedures, actions or inactions that have an adverse impact associated with one of the protected grounds.Ìý

1. ÌÇÐÄvlog¹ÙÍø is committed to:
   • fostering an environment where every ÌÇÐÄvlog¹ÙÍø community member is free from all forms of discrimination, harassment, hate and racism
   • ensuring an environment that protects academic freedom
   • nurturing freedom of expression
   • providing clear processes for reporting and filing complaints of acts of individual and systemic discrimination, harassment, hate and racism
   • supporting constructive dialogue and facilitating understanding

1. The ÌÇÐÄvlog¹ÙÍø community is prohibited from exhibiting acts of discrimination, harassment, hate and racism.
2. Instances of intersection between alleged acts of discrimination, harassment, hate and racism and claims of freedom of speech or expression will be assessed on a case-by-case basis in accordance with relevant ÌÇÐÄvlog¹ÙÍø policies and applicable legislation.Ìý

1. ÌÇÐÄvlog¹ÙÍø provides students educational programs, support groups, mentorship and resources to help them self-advocate and understand their rights and responsibilities.
2. Supervisors are made aware of their responsibilities under this policy and under the Ontario Human Rights Code and the Occupational Health and Safety Act in creating and maintaining an environment free from discrimination, harassment, hate and racism.Ìý

1. Any member of the ÌÇÐÄvlog¹ÙÍø community who has witnessed, or who knows of, an act of discrimination, harassment, hate or racism perpetrated against another member of the ÌÇÐÄvlog¹ÙÍø community is encouraged to immediately disclose such incidents.
2. Disclosures can be made anonymously, which will be reviewed to the extent possible under applicable policies and legislation.
3. Where ÌÇÐÄvlog¹ÙÍø has become aware of an incident of discrimination, harassment, hate or racism, ÌÇÐÄvlog¹ÙÍø will take all reasonable steps to ensure the safety of the ÌÇÐÄvlog¹ÙÍø community.
4. Supervisors at ÌÇÐÄvlog¹ÙÍø will take immediate action to respond to acts of discrimination, harassment, hate or racism.
5. Where an incident of discrimination, harassment, hate or racism poses a risk to the safety of a member(s) of the ÌÇÐÄvlog¹ÙÍø community, precautions may include the provision of relevant information to those at risk, and to the police or other community resources, in accordance with ÌÇÐÄvlog¹ÙÍø’s policies and applicable legislation.

1. Complaints of acts of discrimination, harassment, hate or racism can be filed and will be informally resolved or investigated in accordance with the regulations and timelines provided in the relevant ÌÇÐÄvlog¹ÙÍø policies.
2. Where the respondent is a student, the Student Conduct Office is responsible for the intake and investigation of a complaint of discrimination, harassment, hate or racism.
3. Where the respondent is an employee, Human Resources is responsible for the intake and investigation of a complaint of discrimination, harassment, hate or racism.
4. Where the respondent is a contractor, supplier or visitor, they will be subject to ÌÇÐÄvlog¹ÙÍø’s complaint processes for acts of discrimination, harassment, hate or racism.
5. All contractual relationships entered by ÌÇÐÄvlog¹ÙÍø will be governed by a standard contract compliance clause stating that contractors must comply with this policy and theÌýOntario Human Rights Code, including co-operating in investigations.Ìý

1. Individuals and organizations found to have exhibited prohibited acts may face sanctions in accordance with the relevant ÌÇÐÄvlog¹ÙÍø policies.
2. A ÌÇÐÄvlog¹ÙÍø decision maker will determine, based on the findings of an investigation, whether a complaint is valid and whether the matter constitutes an act or acts of discrimination, harassment, hate or racism.
3. A ÌÇÐÄvlog¹ÙÍø decision maker may also find that the matter did not meet the threshold of being an act of discrimination, harassment, hate or racism but is another type of misconduct that contravenes ÌÇÐÄvlog¹ÙÍø’s policies.
4. If a ÌÇÐÄvlog¹ÙÍø decision maker finds there has been an act of discrimination, harassment, hate or racism, they will determine the appropriate sanction and/or course of action, in accordance with the corresponding ÌÇÐÄvlog¹ÙÍø policy.
5. Students may face discipline and non-punitive measures, up to and including expulsion in accordance with ÌÇÐÄvlog¹ÙÍø’s Student Code of Conduct.
6. Employees may face discipline, up to and including discharge in accordance with applicable policies, collective agreements and legislation.
7. Contractors, suppliers and visitors may face penalties, cancellation of contracts and other sanctions.
8. Appeals of a decision made in response to an instance of discrimination, harassment, hate or racism may be made in accordance with the applicable ÌÇÐÄvlog¹ÙÍø policy or collective agreement.

1. If a person, in good faith, discloses or files a complaint of discrimination, harassment, hate or racism that is not supported by evidence gathered during an investigation, that complaint will be dismissed.
2. Complaints that are found, following investigation, to be frivolous, vexatious or bad faith complaints, that is, made to purposely annoy, embarrass or harm the respondent, may result in sanctions and/or discipline against the complainant.

1. ÌÇÐÄvlog¹ÙÍø will report aggregate data to the Board of Governors and the Ministry of Colleges and Universities annually on complaints and investigations of acts of discrimination, harassment, hate or racism.
2. This policy will be reviewed every five years in accordance with the .Ìý

• Appendix: Reporting OptionsÌý

• Accessibility Policy
• Accessible Learning Services Policy
• Free Speech Policy
• Personal Safety and Security Threat Policy
• ÌÇÐÄvlog¹ÙÍø By-Law #1
• Sexual Violence Policy
• Student Code of Conduct
• Student Mental Health and Well-being Policy

• ÌÇÐÄvlog¹ÙÍø SAFE app

1. First point of contact for an incident of discrimination, harassment, hate or racism
   1. For those who have experienced or witnessed discrimination, harassment, hate or racism and/or want to file a report, their first point of contact can be any of the following resources:
      • For students (during the ÌÇÐÄvlog¹ÙÍø business day) – student.conduct@sencapolytechnic.ca, or a trusted member of the ÌÇÐÄvlog¹ÙÍø community
      • For employees (during the ÌÇÐÄvlog¹ÙÍø business day) – hr.help@senecapolytechnic.ca or union representative (if applicable) or supervisor
      • Security Services (available 24/7) – (416) 764-0911 security@senecapolytechnic.ca or the ÌÇÐÄvlog¹ÙÍø SAFE app
      • Police and Emergency Services (available 24/7) – dial 911
      • Anonymous disclosures –
   2. For those experiencing difficulty coping with or requiring accommodations resulting from an incident of discrimination, harassment, hate or racism, support is available:
      • Students: and – (416) 764-9700 senecacnas@senecapolytechnic.ca (during the ÌÇÐÄvlog¹ÙÍø business day)
      • Employees: hr.help@senecapolytechnic.ca (during the ÌÇÐÄvlog¹ÙÍø business day) and the Employee and Family Assistance Program (available 24/7) – 1(800) 268-5211Ìý

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Approval Date:ÌýJanuary 2025