| Overall Rating | Gold |
|---|---|
| Overall Score | 78.59 |
| Liaison | Beverley Ayeni |
| Submission Date | March 1, 2024 |
University of Toronto Mississauga
PA-7: Support for Underrepresented Groups
| Status | Score | Responsible Party |
|---|---|---|
|
3.00 / 3.00 |
Minali
Giani Sustainability Intern Facilities Management and Planning |
"---"
indicates that no data was submitted for this field
Non-discrimination statement
Yes
The non-discrimination statement, including the website URL where the policy is publicly accessible:
Text of the non-discrimination is as follows:
"STATEMENT ON PROHIBITED DISCRIMINATION AND DISCRIMINATORY HARASSMENT
PURPOSE
1. The University aspires to achieve an environment free of prohibited discrimination and harassment and to ensure respect for the core values of freedom of speech, academic freedom and freedom of research. The purpose of this Statement is to promote a greater awareness of the rights and responsibilities entailed by these aspirations and to describe the manner in which the University deals with prohibited physical and verbal harassment (apart from harassment based on sex or on sexual orientation, which are dealt with in Policy and Procedures: Sexual Harassment).
The approach taken in the Statement is to reiterate the University's commitment to the rights of freedom from prohibited discrimination and harassment and to the rights of freedom of expression and inquiry, to recognize that the task of implementing and respecting those values within the unique environment of the University is a delicate one that precludes the use of blunt instruments, and to describe the responsibilities of various members of the University community and the institutional arrangements available to fulfill the commitment to a working and learning environment free from prohibited discrimination and harassment.
FOUNDATION DOCUMENTS
2. The University of Toronto Statement on Prohibited Discrimination and Discriminatory Harassment is based upon the principles set out in the following foundation documents:
(a) The University of Toronto Statement of Institutional Purpose
(b) The University of Toronto Statement on Human Rights
(c) The Ontario Human Rights Code
(d) The University of Toronto Statement on Freedom of Speech
(e) The University of Toronto Employment Equity Policy
DISCRIMINATION AND HARASSMENT
3. In its Statement of Institutional Purpose the University affirms its dedication "to fostering an academic community in which the learning and scholarship of every member may flourish, with vigilant protection for individual human rights, and a resolute commitment to the principle of equal opportunity, equity and justice." This principle is further explained in the University's Statement on Human Rights which states that the University
acts within its purview to prevent or remedy discrimination or harassment on the basis of race, gender, sexual orientation, age, disability, ancestry, place of origin, colour, ethnic origin, citizenship, creed, marital status, family status, receipt of public assistance or record of offence.
4. The Ontario Human Rights Code provides that employees have a right to
freedom from harassment in the workplace by the employer or agent of the employer or by another employee because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, age, record of offences, marital status, family status or handicap.
The Human Rights Code further provides that occupants of accommodation have a right to
freedom from harassment by the landlord or agent of the landlord or by an occupant of the same building because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, age, marital status, family status, handicap or the receipt of public assistance.
5. Under the Human Rights Code, harassment is defined as "engaging in a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome." As well as being expressly prohibited as indicated above, such conduct may constitute discrimination when based on prohibited grounds.
6. In addition, the Human Rights Code provides that:
Every person has a right to equal treatment with respect to services, goods and facilities, without discrimination because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, marital status, family status, or handicap.
This provision has been interpreted to include the provision of education to students.
The Human Rights Code further requires that employees of the University be accorded equal treatment without discrimination on prohibited grounds, as well as according the right to equal treatment with respect to the occupancy of accommodation without such discrimination. Discrimination against employees on the basis of record of offences, and in respect of accommodation on the basis of receipt of public assistance is also prohibited.
7. According to the Human Rights Commission, offensive or threatening comments or behaviour which create a "poisoned environment" in the workplace or in the provision of services or accommodation, whether or not amounting to harassment, may violate the right to equal treatment without discrimination.
8. Accordingly, the University of Toronto and all members of its community are both morally and legally bound to foster a learning and working environment free from prohibited discrimination and harassment.
FREEDOM OF SPEECH ACADEMIC, FREEDOM AND FREEDOM OF RESEARCH
9. The University's commitment to a learning and working environment free from prohibited discrimination and harassment must take account of what the University of Toronto's Statement of Institutional Purpose has defined as "the most crucial of all human rights" within the unique context of the university, "the rights of freedom of speech, academic freedom and freedom of research". The Statement of Institutional Purpose also affirms that these rights (of freedom of speech, academic freedom and freedom of research) are meaningless unless they entail the right to raise deeply disturbing questions and provocative challenges to the cherished beliefs of society at large and of the university itself.
10. These rights are further explained in the University's Statement on Freedom of Speech.
RECONCILING COMPETING RIGHTS
11. The task of respecting the rights of freedom from prohibited discrimination and harassment together with freedom of expression and inquiry is difficult and complex, and raises issues which lie at the very core of the University's purpose and mission. Attempts to formulate a comprehensive code of conduct which defines precisely what is permitted and what is forbidden are impractical because of the difficulty of anticipating the range of possible conflicts and determining in advance the proper balance.
12. The University aspires to achieve an appropriate balance between these rights in order to maximize the capacity of every individual to flourish to the fullest extent possible. A detailed code or policy runs the serious risk of giving one right or value undue emphasis or priority, and thereby inhibiting and interfering with the ability of the University to live up to its highest aspirations.
RESPONSIBILITIES OF INDIVIDUALS
13. It is the responsibility of every member of the University community, including visitors and persons on campus in the conduct of University business to adhere to University policies and to support and promote its aim of creating a climate of understanding and mutual respect for the dignity and rights of each individual. It is the responsibility of every member of the University community to respect both the rights of freedom of expression, academic freedom and freedom of research, and the University's institutional commitment and obligation to provide a learning and working environment free from prohibited discrimination and harassment.
RESPONSIBILITIES OF ACADEMIC AND NON-ACADEMIC ADMINISTRATORS AND SUPERVISORS
14. The University confers particular responsibilities upon its administrators and supervisors to implement University policies and to work diligently within their departments or divisions towards fulfilling the University's institutional commitment to provide a learning and working environment free of prohibited discrimination and harassment. This includes the responsibility to foster a non-discriminatory environment, to inform those under their authority of their responsibilities to avoid prohibited behaviour, to monitor activities within their jurisdiction, and to deal effectively with reports of prohibited conduct.
THE RACE RELATIONS OFFICE
15. In furtherance of its commitment to a learning and working environment free from prohibited discrimination and harassment, the University has established a Race Relations Office. The mandate of the Race Relations Officer is to provide the President and other members of the University community with advice and assistance in fostering the principles of equal opportunity and equity.
RESPONSIBILITIES OF STUDENT LEADERS AND ORGANIZATIONS
16. While student leaders and organizations are not given specific institutional powers with respect to the implementation of University policies, they are encouraged to adopt policies and practices which will enhance the capacity of the University to provide a learning and working environment free of prohibited discrimination and harassment. In particular,
(a) newspapers publishing on the campuses of the University of Toronto are encouraged to develop a voluntary University of Toronto press council similar to the Ontario Press Council
b) college and residence student organizations are encouraged to promote an awareness of anti-discrimination and harassment policies and to review their activities in light of University policy.
INFORMATION AND EDUCATION
17. The University, through the offices of the Provost, the Race Relations Office, the Sexual Harassment Office, the Office of the Vice-President Human Resources, the Equity Issues Advisory Group and the Student Affairs Office, has a responsibility actively to foster a learning and working environment free of prohibited discrimination and harassment by providing all members of the University community with access to appropriate information regarding the University's policies in this regard. In particular, the University has the responsibility to:
(a) inform and remind administrators and supervisors of their responsibilities, provide supervisors and academic administrators with appropriate training, advice and information to fulfill their responsibilities, and
b) make available appropriate written materials to all members of the University community describing the University's policies regarding prohibited discrimination and harassment and the University's institutional arrangements for ensuring respect for such policies.
COMPLAINTS
18. Complaints of harassment based on sex or sexual orientation should in all cases be referred to the Sexual Harassment Office in accordance with the Policy and Procedures: Sexual Harassment.
As with any violation of University policy, complaints of discriminatory or harassing behaviour should, in the first instance, be directed to the administrative officer or supervisor responsible for the department or division in which the incident is alleged to have occurred. Complainants may also seek the advice and assistance of the Sexual Harassment Office in the case of harassment on the grounds of family or marital status, or the Race Relations Office in the case of harassment on the grounds of race, ancestry, place of origin, colour, ethnic origin, citizenship or creed. General advice about dealing with complaints of harassment may be sought from the Equity Issues Advisory Group, who may refer them to the appropriate office or assist directly in dealing with complaints of harassment based on age, handicap, receipt of public assistance or other grounds.
Administrative officers to whom concerns of harassment based on sex or sexual orientation are addressed should refer the complainant to the Sexual Harassment Officer. In the case of concerns based on other grounds, they are encouraged to seek the advice of the Convenor of the Equity Issues Advisory Group, the Sexual Harassment (for concerns based on family or marital status) or Race Relations office as the case may be and to make appropriate but discrete inquiries, take appropriate action if warranted, and report as appropriate on the disposition of the matter to the person who has referred the matter to her or him.
The Sexual Harassment Office, the Race Relations Office and the Convenor of the Equity Issues Advisory Group may also be asked to mediate any dispute should the complainant so wish. In dealing with incidents raised under this policy, administrative officers or supervisors shall act in accordance with the existing and applicable academic, administrative or disciplinary policies or procedures. Should a complaint result in adverse consequences for the person complained of, existing channels for questioning that decision will be available to that person. A complainant who is not satisfied with the handling of a complaint by the administrative officer responsible may pursue the matter with the person to whom that administrative officer reports or pursue the matter in accordance with the existing and applicable academic, administrative or disciplinary policies or procedures.
Members of the University community retain the right to bring a complaint directly to the Ontario Human Rights Commission in accordance with the provisions of the Ontario Human Rights Code.
19. Persons may seek enforcement of this policy without reprisal or threat of reprisal by any person acting on behalf of the University for so doing.
20. To better enable the University community, including the University's officers, to fulfill effectively its commitment to a learning and working environment free from prohibited discrimination and harassment, the Equity Issues Advisory Group shall make annual reports, through the President, to Governing Council assessing the efficacy of these policies."
The non-discrimination statement can be viewed at: https://governingcouncil.utoronto.ca/secretariat/policies/harassment-statement-prohibited-discrimination-and-discriminatory-harassment
"STATEMENT ON PROHIBITED DISCRIMINATION AND DISCRIMINATORY HARASSMENT
PURPOSE
1. The University aspires to achieve an environment free of prohibited discrimination and harassment and to ensure respect for the core values of freedom of speech, academic freedom and freedom of research. The purpose of this Statement is to promote a greater awareness of the rights and responsibilities entailed by these aspirations and to describe the manner in which the University deals with prohibited physical and verbal harassment (apart from harassment based on sex or on sexual orientation, which are dealt with in Policy and Procedures: Sexual Harassment).
The approach taken in the Statement is to reiterate the University's commitment to the rights of freedom from prohibited discrimination and harassment and to the rights of freedom of expression and inquiry, to recognize that the task of implementing and respecting those values within the unique environment of the University is a delicate one that precludes the use of blunt instruments, and to describe the responsibilities of various members of the University community and the institutional arrangements available to fulfill the commitment to a working and learning environment free from prohibited discrimination and harassment.
FOUNDATION DOCUMENTS
2. The University of Toronto Statement on Prohibited Discrimination and Discriminatory Harassment is based upon the principles set out in the following foundation documents:
(a) The University of Toronto Statement of Institutional Purpose
(b) The University of Toronto Statement on Human Rights
(c) The Ontario Human Rights Code
(d) The University of Toronto Statement on Freedom of Speech
(e) The University of Toronto Employment Equity Policy
DISCRIMINATION AND HARASSMENT
3. In its Statement of Institutional Purpose the University affirms its dedication "to fostering an academic community in which the learning and scholarship of every member may flourish, with vigilant protection for individual human rights, and a resolute commitment to the principle of equal opportunity, equity and justice." This principle is further explained in the University's Statement on Human Rights which states that the University
acts within its purview to prevent or remedy discrimination or harassment on the basis of race, gender, sexual orientation, age, disability, ancestry, place of origin, colour, ethnic origin, citizenship, creed, marital status, family status, receipt of public assistance or record of offence.
4. The Ontario Human Rights Code provides that employees have a right to
freedom from harassment in the workplace by the employer or agent of the employer or by another employee because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, age, record of offences, marital status, family status or handicap.
The Human Rights Code further provides that occupants of accommodation have a right to
freedom from harassment by the landlord or agent of the landlord or by an occupant of the same building because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, age, marital status, family status, handicap or the receipt of public assistance.
5. Under the Human Rights Code, harassment is defined as "engaging in a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome." As well as being expressly prohibited as indicated above, such conduct may constitute discrimination when based on prohibited grounds.
6. In addition, the Human Rights Code provides that:
Every person has a right to equal treatment with respect to services, goods and facilities, without discrimination because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, marital status, family status, or handicap.
This provision has been interpreted to include the provision of education to students.
The Human Rights Code further requires that employees of the University be accorded equal treatment without discrimination on prohibited grounds, as well as according the right to equal treatment with respect to the occupancy of accommodation without such discrimination. Discrimination against employees on the basis of record of offences, and in respect of accommodation on the basis of receipt of public assistance is also prohibited.
7. According to the Human Rights Commission, offensive or threatening comments or behaviour which create a "poisoned environment" in the workplace or in the provision of services or accommodation, whether or not amounting to harassment, may violate the right to equal treatment without discrimination.
8. Accordingly, the University of Toronto and all members of its community are both morally and legally bound to foster a learning and working environment free from prohibited discrimination and harassment.
FREEDOM OF SPEECH ACADEMIC, FREEDOM AND FREEDOM OF RESEARCH
9. The University's commitment to a learning and working environment free from prohibited discrimination and harassment must take account of what the University of Toronto's Statement of Institutional Purpose has defined as "the most crucial of all human rights" within the unique context of the university, "the rights of freedom of speech, academic freedom and freedom of research". The Statement of Institutional Purpose also affirms that these rights (of freedom of speech, academic freedom and freedom of research) are meaningless unless they entail the right to raise deeply disturbing questions and provocative challenges to the cherished beliefs of society at large and of the university itself.
10. These rights are further explained in the University's Statement on Freedom of Speech.
RECONCILING COMPETING RIGHTS
11. The task of respecting the rights of freedom from prohibited discrimination and harassment together with freedom of expression and inquiry is difficult and complex, and raises issues which lie at the very core of the University's purpose and mission. Attempts to formulate a comprehensive code of conduct which defines precisely what is permitted and what is forbidden are impractical because of the difficulty of anticipating the range of possible conflicts and determining in advance the proper balance.
12. The University aspires to achieve an appropriate balance between these rights in order to maximize the capacity of every individual to flourish to the fullest extent possible. A detailed code or policy runs the serious risk of giving one right or value undue emphasis or priority, and thereby inhibiting and interfering with the ability of the University to live up to its highest aspirations.
RESPONSIBILITIES OF INDIVIDUALS
13. It is the responsibility of every member of the University community, including visitors and persons on campus in the conduct of University business to adhere to University policies and to support and promote its aim of creating a climate of understanding and mutual respect for the dignity and rights of each individual. It is the responsibility of every member of the University community to respect both the rights of freedom of expression, academic freedom and freedom of research, and the University's institutional commitment and obligation to provide a learning and working environment free from prohibited discrimination and harassment.
RESPONSIBILITIES OF ACADEMIC AND NON-ACADEMIC ADMINISTRATORS AND SUPERVISORS
14. The University confers particular responsibilities upon its administrators and supervisors to implement University policies and to work diligently within their departments or divisions towards fulfilling the University's institutional commitment to provide a learning and working environment free of prohibited discrimination and harassment. This includes the responsibility to foster a non-discriminatory environment, to inform those under their authority of their responsibilities to avoid prohibited behaviour, to monitor activities within their jurisdiction, and to deal effectively with reports of prohibited conduct.
THE RACE RELATIONS OFFICE
15. In furtherance of its commitment to a learning and working environment free from prohibited discrimination and harassment, the University has established a Race Relations Office. The mandate of the Race Relations Officer is to provide the President and other members of the University community with advice and assistance in fostering the principles of equal opportunity and equity.
RESPONSIBILITIES OF STUDENT LEADERS AND ORGANIZATIONS
16. While student leaders and organizations are not given specific institutional powers with respect to the implementation of University policies, they are encouraged to adopt policies and practices which will enhance the capacity of the University to provide a learning and working environment free of prohibited discrimination and harassment. In particular,
(a) newspapers publishing on the campuses of the University of Toronto are encouraged to develop a voluntary University of Toronto press council similar to the Ontario Press Council
b) college and residence student organizations are encouraged to promote an awareness of anti-discrimination and harassment policies and to review their activities in light of University policy.
INFORMATION AND EDUCATION
17. The University, through the offices of the Provost, the Race Relations Office, the Sexual Harassment Office, the Office of the Vice-President Human Resources, the Equity Issues Advisory Group and the Student Affairs Office, has a responsibility actively to foster a learning and working environment free of prohibited discrimination and harassment by providing all members of the University community with access to appropriate information regarding the University's policies in this regard. In particular, the University has the responsibility to:
(a) inform and remind administrators and supervisors of their responsibilities, provide supervisors and academic administrators with appropriate training, advice and information to fulfill their responsibilities, and
b) make available appropriate written materials to all members of the University community describing the University's policies regarding prohibited discrimination and harassment and the University's institutional arrangements for ensuring respect for such policies.
COMPLAINTS
18. Complaints of harassment based on sex or sexual orientation should in all cases be referred to the Sexual Harassment Office in accordance with the Policy and Procedures: Sexual Harassment.
As with any violation of University policy, complaints of discriminatory or harassing behaviour should, in the first instance, be directed to the administrative officer or supervisor responsible for the department or division in which the incident is alleged to have occurred. Complainants may also seek the advice and assistance of the Sexual Harassment Office in the case of harassment on the grounds of family or marital status, or the Race Relations Office in the case of harassment on the grounds of race, ancestry, place of origin, colour, ethnic origin, citizenship or creed. General advice about dealing with complaints of harassment may be sought from the Equity Issues Advisory Group, who may refer them to the appropriate office or assist directly in dealing with complaints of harassment based on age, handicap, receipt of public assistance or other grounds.
Administrative officers to whom concerns of harassment based on sex or sexual orientation are addressed should refer the complainant to the Sexual Harassment Officer. In the case of concerns based on other grounds, they are encouraged to seek the advice of the Convenor of the Equity Issues Advisory Group, the Sexual Harassment (for concerns based on family or marital status) or Race Relations office as the case may be and to make appropriate but discrete inquiries, take appropriate action if warranted, and report as appropriate on the disposition of the matter to the person who has referred the matter to her or him.
The Sexual Harassment Office, the Race Relations Office and the Convenor of the Equity Issues Advisory Group may also be asked to mediate any dispute should the complainant so wish. In dealing with incidents raised under this policy, administrative officers or supervisors shall act in accordance with the existing and applicable academic, administrative or disciplinary policies or procedures. Should a complaint result in adverse consequences for the person complained of, existing channels for questioning that decision will be available to that person. A complainant who is not satisfied with the handling of a complaint by the administrative officer responsible may pursue the matter with the person to whom that administrative officer reports or pursue the matter in accordance with the existing and applicable academic, administrative or disciplinary policies or procedures.
Members of the University community retain the right to bring a complaint directly to the Ontario Human Rights Commission in accordance with the provisions of the Ontario Human Rights Code.
19. Persons may seek enforcement of this policy without reprisal or threat of reprisal by any person acting on behalf of the University for so doing.
20. To better enable the University community, including the University's officers, to fulfill effectively its commitment to a learning and working environment free from prohibited discrimination and harassment, the Equity Issues Advisory Group shall make annual reports, through the President, to Governing Council assessing the efficacy of these policies."
The non-discrimination statement can be viewed at: https://governingcouncil.utoronto.ca/secretariat/policies/harassment-statement-prohibited-discrimination-and-discriminatory-harassment
Bias response team
Yes
A brief description of the institution’s discrimination response protocol or team:
Equity, Diversity, and Inclusion work at U of T has evolved over many years with key champions — students, staff, faculty, and librarians — engaging and advocating for equitable and inclusive spaces at the University. These efforts with institutional supports and leadership have culminated in the establishment of the University’s Institutional Equity Office (IEO) within the Division of People Strategy, Equity & Culture.
Under the direction of the Executive Director, Equity, Diversity, and Inclusion, the IEO supports and guides the Anti-Racism & Cultural Diversity Office (ARCDO), the Sexual & Gender Diversity Office (SGDO), and the Accessibility for Ontarians with Disabilities Act (AODA) Office and works in partnership with the Office of Indigenous Initiatives (OII).
The initiatives of the IEO are based on seven pillars. One of which is Complaint Resolution Supports: Enable and support the right of every member of the University community to live, learn, and work free of discrimination and harassment.
Complaint Process about Prohibited Discrimination for Students:
The University provides a step-by-step process for students to file complaints regarding prohibited discrimination. The first two steps offer informal resolution options. If those options are unsuccessful, a formal written complaint can be made to an equity office. Upon receiving the complaint, an equity officer will determine which resources and options are best suited to the situation. If an investigation is determined to be warranted, an equity officer, in consultation with senior administration, will proceed with the investigation and the scope of the investigation will be set out. The decision will be advised by the
Governing Council Statement on Prohibited Discrimination and Discriminatory Harassment
Source: https://www.viceprovoststudents.utoronto.ca/student-resources/student-complaints/complaints-about-prohibited-discrimination/
Complaint Process about Prohibited Discrimination for Employees:
Workplace Investigations (WPI) is the central administrative office in the Division of People Strategy, Equity & Culture that collaborates with other support portfolios to respond to and resolve employee concerns and complaints.
WPI works closely with the University’s Divisional HR Offices, tri-campus Equity Offices, the Sexual Violence Prevention & Support Centre, and many other offices including departments, Divisions, and Faculties to manage complex complaints and to build resolution channels and support based on principles of inclusion.
Wellness is front of mind throughout the entire complaints process, and WPI encourages all staff and community members to engage with available supports to help them thrive.
WPI recognizes the importance of addressing issues in a timely, accessible, and transparent manner, ensuring that there are no reprisals for raising a concern or a complaint.
Other avenues of support:
If a concern or complaint relating to workplace incivility, harassment, or discrimination is raised by a staff member, that person may contact any equity office or Divisional HR Office on any campus that they are most comfortable speaking with, even if it is not their local HR Office.
Source: https://people.utoronto.ca/employees/workplace-complaints/concern-or-complaint/
Under the direction of the Executive Director, Equity, Diversity, and Inclusion, the IEO supports and guides the Anti-Racism & Cultural Diversity Office (ARCDO), the Sexual & Gender Diversity Office (SGDO), and the Accessibility for Ontarians with Disabilities Act (AODA) Office and works in partnership with the Office of Indigenous Initiatives (OII).
The initiatives of the IEO are based on seven pillars. One of which is Complaint Resolution Supports: Enable and support the right of every member of the University community to live, learn, and work free of discrimination and harassment.
Complaint Process about Prohibited Discrimination for Students:
The University provides a step-by-step process for students to file complaints regarding prohibited discrimination. The first two steps offer informal resolution options. If those options are unsuccessful, a formal written complaint can be made to an equity office. Upon receiving the complaint, an equity officer will determine which resources and options are best suited to the situation. If an investigation is determined to be warranted, an equity officer, in consultation with senior administration, will proceed with the investigation and the scope of the investigation will be set out. The decision will be advised by the
Governing Council Statement on Prohibited Discrimination and Discriminatory Harassment
Source: https://www.viceprovoststudents.utoronto.ca/student-resources/student-complaints/complaints-about-prohibited-discrimination/
Complaint Process about Prohibited Discrimination for Employees:
Workplace Investigations (WPI) is the central administrative office in the Division of People Strategy, Equity & Culture that collaborates with other support portfolios to respond to and resolve employee concerns and complaints.
WPI works closely with the University’s Divisional HR Offices, tri-campus Equity Offices, the Sexual Violence Prevention & Support Centre, and many other offices including departments, Divisions, and Faculties to manage complex complaints and to build resolution channels and support based on principles of inclusion.
Wellness is front of mind throughout the entire complaints process, and WPI encourages all staff and community members to engage with available supports to help them thrive.
WPI recognizes the importance of addressing issues in a timely, accessible, and transparent manner, ensuring that there are no reprisals for raising a concern or a complaint.
Other avenues of support:
If a concern or complaint relating to workplace incivility, harassment, or discrimination is raised by a staff member, that person may contact any equity office or Divisional HR Office on any campus that they are most comfortable speaking with, even if it is not their local HR Office.
Source: https://people.utoronto.ca/employees/workplace-complaints/concern-or-complaint/
Recruitment programs
Yes
Does the institution have programs specifically designed to recruit academic staff from underrepresented groups?:
Yes
Does the institution have programs designed specifically to recruit non-academic staff from underrepresented groups?:
Yes
If yes to any of the above, provide:
Students:
• The Black Access to Educational Excellence Initiative provides prospective black high school students with support at UTM to assist them in their university decision-making process. Prospective black students are personally introduced to current UTM black students, faculty, and a robust network of resources, dedicated to continually supporting them throughout their post-secondary studies. These initiatives include presentations on admissions, financial aid, student life & support; events such as parent night, March break Black mentorship, etc; and opportunities such as UTM Black ambassador, admissions advising, etc.
• As part of our efforts to make U of T more accessible and inclusive, The Indigenous Tuition Initiative began in October 2023. It covers the cost of tuition for students from nine First Nations whose territories are located on or adjacent to U of T’s campuses. In addition, Indigenous students from the continental United States are charged the domestic Ontario tuition rate in recognition of the Jay Treaty of 1794, which acknowledges the colonial nature of the border between the U.S. and Canada.
• The Access Strategy & Partnerships Office (ASPO), established April 2022, has a tri-campus mandate committed to supporting partners both internal and external to the university who support existing and prospective students to access and thrive in post-secondary education. The ASPO administers the Access Programs University Fund (APUF). The purpose of this fund is to provide financial resources to help local units develop new and/or enhance existing programs dedicated to providing opportunities and support for students who, without intervention, may not access or succeed in post-secondary education.
• The Access Programs University Funding (APUF) is a Provostial fund that directly supports the capacity of access programs at all three U of T campuses. This grant is intended to provide opportunities for creating outreach opportunities and pathways to post-secondary education for underrepresented groups by either developing new projects or scaling existing programs.
• SEE UTM Mentorship Program: SEE UTM is a collaboration between the University of Toronto, Mississauga, and the Peel District School Board aimed at making post-secondary education more accessible to high school students. This program will focus on students who come from underrepresented communities at the University of Toronto Mississauga and other post-secondary institutions. The aim of SEE UTM is to encourage program participants to view post-secondary education as a possibility through engagement with classes, experiential learning, and campus life at UTM. The students will be earning a post-secondary credit through their co-operative education placement with faculty supervisors and administrative staff within various departments.
• Centre of Student Engagement Community Mentorship Programs: The CSE's Community Mentorship programs provide youth (mentees) across Peel Region with UTM role models to develop a sense of community, identity and preparedness to thrive. UTM student mentors are matched with mentees from underrepresented communities, providing their insight, experience and guidance through virtual programming that is delivered weekly:
1. BIGs On-Campus Youth Mentorship Program: Bigs On-Campus Youth Mentoring program is a weekly interactive mentorship program to help elementary and high-school students across Peel and York Regions build their leadership skills, confidence and awareness for post-secondary education success.
2. Black Youth Mentorship Program: Black Youth Mentorship Program is an empowering and inspiring exploration of Blackness with Black underrepresented elementary and high-school students across the Peel and York Regions. Black UTM student mentors lead and facilitate virtual activities and workshops that encourage youth to develop a strong sense of community, identity and preparedness to thrive.
Academic staff:
The Integrated Talent Management team launched its Diversity in Recruitment Staff Manual this year, developed in collaboration with the Institutional Equity Office (IEO). Designed for hiring managers, interview panelists, and HR consultants and advisors, the manual shares best practices and inclusive hiring strategies for attracting highly qualified candidates with diverse lived experience and identities to the University. The toolkit follows the full recruitment lifecycle from start to finish and includes information and tips on how to improve current recruiting activities.
Non-academic staff:
The university uses many methods to recruit staff from underrepresented groups, these include job fairs, diversity internships, inclusive language in job postings, and we do institutional analysis of recruitment data to ensure we have representation for all groups. We also partner with external agencies and community groups to advertise our jobs, and to speak about our hiring practices.
An example of a diversity internship is one managed by the Division of People Strategy, Equity and Culture (PSEC). It is a central program for Human Resources called the Diversity Internship Program. This program provides a one-year paid position for recent human resources graduates who self-identity as Black, Indigenous, Racialized and persons with disabilities.
• The Black Access to Educational Excellence Initiative provides prospective black high school students with support at UTM to assist them in their university decision-making process. Prospective black students are personally introduced to current UTM black students, faculty, and a robust network of resources, dedicated to continually supporting them throughout their post-secondary studies. These initiatives include presentations on admissions, financial aid, student life & support; events such as parent night, March break Black mentorship, etc; and opportunities such as UTM Black ambassador, admissions advising, etc.
• As part of our efforts to make U of T more accessible and inclusive, The Indigenous Tuition Initiative began in October 2023. It covers the cost of tuition for students from nine First Nations whose territories are located on or adjacent to U of T’s campuses. In addition, Indigenous students from the continental United States are charged the domestic Ontario tuition rate in recognition of the Jay Treaty of 1794, which acknowledges the colonial nature of the border between the U.S. and Canada.
• The Access Strategy & Partnerships Office (ASPO), established April 2022, has a tri-campus mandate committed to supporting partners both internal and external to the university who support existing and prospective students to access and thrive in post-secondary education. The ASPO administers the Access Programs University Fund (APUF). The purpose of this fund is to provide financial resources to help local units develop new and/or enhance existing programs dedicated to providing opportunities and support for students who, without intervention, may not access or succeed in post-secondary education.
• The Access Programs University Funding (APUF) is a Provostial fund that directly supports the capacity of access programs at all three U of T campuses. This grant is intended to provide opportunities for creating outreach opportunities and pathways to post-secondary education for underrepresented groups by either developing new projects or scaling existing programs.
• SEE UTM Mentorship Program: SEE UTM is a collaboration between the University of Toronto, Mississauga, and the Peel District School Board aimed at making post-secondary education more accessible to high school students. This program will focus on students who come from underrepresented communities at the University of Toronto Mississauga and other post-secondary institutions. The aim of SEE UTM is to encourage program participants to view post-secondary education as a possibility through engagement with classes, experiential learning, and campus life at UTM. The students will be earning a post-secondary credit through their co-operative education placement with faculty supervisors and administrative staff within various departments.
• Centre of Student Engagement Community Mentorship Programs: The CSE's Community Mentorship programs provide youth (mentees) across Peel Region with UTM role models to develop a sense of community, identity and preparedness to thrive. UTM student mentors are matched with mentees from underrepresented communities, providing their insight, experience and guidance through virtual programming that is delivered weekly:
1. BIGs On-Campus Youth Mentorship Program: Bigs On-Campus Youth Mentoring program is a weekly interactive mentorship program to help elementary and high-school students across Peel and York Regions build their leadership skills, confidence and awareness for post-secondary education success.
2. Black Youth Mentorship Program: Black Youth Mentorship Program is an empowering and inspiring exploration of Blackness with Black underrepresented elementary and high-school students across the Peel and York Regions. Black UTM student mentors lead and facilitate virtual activities and workshops that encourage youth to develop a strong sense of community, identity and preparedness to thrive.
Academic staff:
The Integrated Talent Management team launched its Diversity in Recruitment Staff Manual this year, developed in collaboration with the Institutional Equity Office (IEO). Designed for hiring managers, interview panelists, and HR consultants and advisors, the manual shares best practices and inclusive hiring strategies for attracting highly qualified candidates with diverse lived experience and identities to the University. The toolkit follows the full recruitment lifecycle from start to finish and includes information and tips on how to improve current recruiting activities.
Non-academic staff:
The university uses many methods to recruit staff from underrepresented groups, these include job fairs, diversity internships, inclusive language in job postings, and we do institutional analysis of recruitment data to ensure we have representation for all groups. We also partner with external agencies and community groups to advertise our jobs, and to speak about our hiring practices.
An example of a diversity internship is one managed by the Division of People Strategy, Equity and Culture (PSEC). It is a central program for Human Resources called the Diversity Internship Program. This program provides a one-year paid position for recent human resources graduates who self-identity as Black, Indigenous, Racialized and persons with disabilities.
Mentoring, counseling and support programs
Yes
Does the institution have mentoring, counseling, peer support or other programs designed specifically to support academic staff from underrepresented groups on campus?:
Yes
Does the institution have mentoring, counseling, peer support or other programs to support non-academic staff from underrepresented groups on campus?:
Yes
A brief description of the institution’s programs designed specifically to support students, academic staff, and/or non-academic staff from underrepresented groups:
• Connections & Conversations: An affinity or resource group for racialized staff and faculty and their supporters. All UTM staff and faculty are invited to attend.
• QUTE (Queer U of T Employees): An employee resource group for lesbian, gay, bisexual, transgender and queer (LGBTQ) staff and faculty who work at the University of Toronto
• The University’s Positive Space Campaign: is a program that seeks to create and identify safer and more inclusive spaces for lesbian, gay, bisexual, transgender, transsexual, intersex, queer, questioning and two-spirit (LGBTTIQQ2S) students, staff, faculty, alumni and allies at the University of Toronto. Positive Space challenges the patterns of silence that continue to marginalize LGBTQ+ students, staff and faculty – even in environments with anti-discriminatory and inclusive policies. The most visible symbol of this campaign is the inverted rainbow triangle sticker that you will see in many places around campus.
Currently, each campus has a committee that works towards ensuring that working and learning environments are welcoming to LGBTQ+ students, staff, faculty and allies. Change cannot come from policy alone, but also comes from people acting together to ensure that all are welcome and respected.
• Resources for trans people: The university maintains a list of resources for trans people at U of T. There are resources for faculty, staff and students. This includes how to change name & gender on file, changing TCards and email addresses, all-gender washrooms on campus, accessing hormone replacement therapy, student counselling & mental health supports, and health plans for staff & faculty.
• Multi-faith spaces: UTM provides facilities for members of all faith communities to practice their religion, their traditions and rituals and accommodates a diversity of faith-based and spiritual practices.
• UTM Indigenous Centre: The Indigenous Centre at the University of Toronto Mississauga works to support Indigenous students, staff, and faculty at UTM as well as inspire future Indigenous students to a welcoming and inclusive UTM community. The Indigenous Centre works to promote equity and inclusion of Indigenous people among students, staff, faculty, and throughout the campus.
• QUTE (Queer U of T Employees): An employee resource group for lesbian, gay, bisexual, transgender and queer (LGBTQ) staff and faculty who work at the University of Toronto
• The University’s Positive Space Campaign: is a program that seeks to create and identify safer and more inclusive spaces for lesbian, gay, bisexual, transgender, transsexual, intersex, queer, questioning and two-spirit (LGBTTIQQ2S) students, staff, faculty, alumni and allies at the University of Toronto. Positive Space challenges the patterns of silence that continue to marginalize LGBTQ+ students, staff and faculty – even in environments with anti-discriminatory and inclusive policies. The most visible symbol of this campaign is the inverted rainbow triangle sticker that you will see in many places around campus.
Currently, each campus has a committee that works towards ensuring that working and learning environments are welcoming to LGBTQ+ students, staff, faculty and allies. Change cannot come from policy alone, but also comes from people acting together to ensure that all are welcome and respected.
• Resources for trans people: The university maintains a list of resources for trans people at U of T. There are resources for faculty, staff and students. This includes how to change name & gender on file, changing TCards and email addresses, all-gender washrooms on campus, accessing hormone replacement therapy, student counselling & mental health supports, and health plans for staff & faculty.
• Multi-faith spaces: UTM provides facilities for members of all faith communities to practice their religion, their traditions and rituals and accommodates a diversity of faith-based and spiritual practices.
• UTM Indigenous Centre: The Indigenous Centre at the University of Toronto Mississauga works to support Indigenous students, staff, and faculty at UTM as well as inspire future Indigenous students to a welcoming and inclusive UTM community. The Indigenous Centre works to promote equity and inclusion of Indigenous people among students, staff, faculty, and throughout the campus.
Support for future academic staff
Yes
A brief description of the institution’s programs to support and prepare students from underrepresented groups for careers as faculty members:
• The University of Toronto School of Graduate Studies Provost's Postdoctoral Fellowship Program: The University of Toronto Provost’s Postdoctoral Fellowship program provides funding to Graduate Faculties to increase opportunities for hiring postdoctoral fellows from underrepresented groups, specifically Indigenous and Black researchers. These fellowships will enable postdoctoral researchers to grow their scholarly profiles, undertake academic work at the University of Toronto, and strengthen the research environment at the University with diverse perspectives.
The Provost’s Postdoctoral Fellowship Program is available to engage seven postdoctoral fellows annually. Each award will provide $70,000 per year to the Faculty to support up to two years of a postdoctoral’s salary and benefits. This level of funding exceeds the median postdoctoral salary at the University of Toronto and is in keeping with Canada’s most prestigious postdoctoral awards.
• The Black Research Network (BRN) delivered workshops in January and May on Sharing Best Practices for Mentoring Diverse Junior Faculty and hosted a Welcome Social for Black researchers in September. These events support the BRN’s long‐term objective to enhance the academic trajectories of junior Black‐identifying faculty and scholars and encourage them to pursue their careers at U of T. Additionally, the BRN Ignite Grant provides small‐scale annual research funding to support Black faculty, researchers, librarians, and post‐doctoral scholars working across interdisciplinary fields. The BRN received more than 30 applications and awarded nine researchers a total of $53,000 in grants.
• The Department of Psychology established the Inclusion, Diversity, Equity, and Access Committee (IDEA) in 2021. Its purpose is to enhance inclusion, diversity, equity, and access for members of the UTM Psychology community by fostering an open and welcoming space where members can share, respect, and validate each other’s experiences in all their forms. The UTM Psychology IDEA Committee has implemented various initiatives, and one that particularly stands out focuses on supporting and preparing students from underrepresented groups for careers as faculty members:
An event and workshop series for underrepresented minority (URM) undergraduate students to learn more about careers in psychology from URM faculty, graduate students, and alumni at UTM.
The Provost’s Postdoctoral Fellowship Program is available to engage seven postdoctoral fellows annually. Each award will provide $70,000 per year to the Faculty to support up to two years of a postdoctoral’s salary and benefits. This level of funding exceeds the median postdoctoral salary at the University of Toronto and is in keeping with Canada’s most prestigious postdoctoral awards.
• The Black Research Network (BRN) delivered workshops in January and May on Sharing Best Practices for Mentoring Diverse Junior Faculty and hosted a Welcome Social for Black researchers in September. These events support the BRN’s long‐term objective to enhance the academic trajectories of junior Black‐identifying faculty and scholars and encourage them to pursue their careers at U of T. Additionally, the BRN Ignite Grant provides small‐scale annual research funding to support Black faculty, researchers, librarians, and post‐doctoral scholars working across interdisciplinary fields. The BRN received more than 30 applications and awarded nine researchers a total of $53,000 in grants.
• The Department of Psychology established the Inclusion, Diversity, Equity, and Access Committee (IDEA) in 2021. Its purpose is to enhance inclusion, diversity, equity, and access for members of the UTM Psychology community by fostering an open and welcoming space where members can share, respect, and validate each other’s experiences in all their forms. The UTM Psychology IDEA Committee has implemented various initiatives, and one that particularly stands out focuses on supporting and preparing students from underrepresented groups for careers as faculty members:
An event and workshop series for underrepresented minority (URM) undergraduate students to learn more about careers in psychology from URM faculty, graduate students, and alumni at UTM.
Optional Fields
Yes
Does the institution offer housing options to accommodate the special needs of transgender and transitioning students?:
Yes
Website URL where information about the institution’s support for underrepresented groups is available:
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Additional documentation to support the submission:
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Data source(s) and notes about the submission:
Information on the Black Access to Educational Excellence program can be found here: https://www.utm.utoronto.ca/future-students/apply/black-access-educational-excellence
Access Programs University Fund (APUF)
https://www.aspo.utoronto.ca/apuf-home/about-apuf/
Support, Engage, Experience University of Toronto Mississauga (SEE UTM)
https://www.utm.utoronto.ca/future-students/seeutm
Centre of Student Engagement Community Mentorship Programs
https://www.utm.utoronto.ca/utm-engage/volunteering/community-mentorship
Connections & Conversations
https://www.utm.utoronto.ca/edio/connections-and-conversations
QUTE (QUEER U OF T EMPLOYEES)
https://sgdo.utoronto.ca/resource/qute-queer-u-of-t-employees/#:~:text=Queer%20University%20of%20Toronto%20Employees,of%20social%20and%20networking%20events.
Black Research Network
https://brn.utoronto.ca/
The Department of Psychology Inclusion, Diversity, Equity, and Access Committee (IDEA)
https://www.utm.utoronto.ca/edio/equity-hub/edi-faculty-staff/edi-resources-academic-department/psychology-equity-resources
Indigenous Tuition Initiative:
https://registrar.utoronto.ca/finances-and-funding/indigenous-tuition-initiative/
Multi-faith spaces: https://www.utm.utoronto.ca/utm-engage/student-groups/multi-faith/spaces
All-gender washrooms: https://www.utm.utoronto.ca/equity-diversity/washrooms
UTM Indigenous Centre: https://www.utm.utoronto.ca/indigenous/
Positive space: https://positivespace.utoronto.ca/
UTM Equity, Diversity, & Inclusion office: https://www.utm.utoronto.ca/equity-diversity/
U of T Provost's Postdoctoral Fellowship program: https://www.utm.utoronto.ca/vp-research/provosts-postdoctoral-fellowship-program
Access Programs University Fund (APUF)
https://www.aspo.utoronto.ca/apuf-home/about-apuf/
Support, Engage, Experience University of Toronto Mississauga (SEE UTM)
https://www.utm.utoronto.ca/future-students/seeutm
Centre of Student Engagement Community Mentorship Programs
https://www.utm.utoronto.ca/utm-engage/volunteering/community-mentorship
Connections & Conversations
https://www.utm.utoronto.ca/edio/connections-and-conversations
QUTE (QUEER U OF T EMPLOYEES)
https://sgdo.utoronto.ca/resource/qute-queer-u-of-t-employees/#:~:text=Queer%20University%20of%20Toronto%20Employees,of%20social%20and%20networking%20events.
Black Research Network
https://brn.utoronto.ca/
The Department of Psychology Inclusion, Diversity, Equity, and Access Committee (IDEA)
https://www.utm.utoronto.ca/edio/equity-hub/edi-faculty-staff/edi-resources-academic-department/psychology-equity-resources
Indigenous Tuition Initiative:
https://registrar.utoronto.ca/finances-and-funding/indigenous-tuition-initiative/
Multi-faith spaces: https://www.utm.utoronto.ca/utm-engage/student-groups/multi-faith/spaces
All-gender washrooms: https://www.utm.utoronto.ca/equity-diversity/washrooms
UTM Indigenous Centre: https://www.utm.utoronto.ca/indigenous/
Positive space: https://positivespace.utoronto.ca/
UTM Equity, Diversity, & Inclusion office: https://www.utm.utoronto.ca/equity-diversity/
U of T Provost's Postdoctoral Fellowship program: https://www.utm.utoronto.ca/vp-research/provosts-postdoctoral-fellowship-program
The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.