Wilfrid Laurier University
PA-6: Support for Underrepresented Groups

6.1 Prevention of Harassment and Discrimination
This online version is for convenience; the official version of this policy is housed in the University Secretariat. In case of discrepancy between the online version and the official version held by the Secretariat, the official version shall prevail.

Approving Authority: Board of Governors

Original Approval Date: February 12, 1991

Date of Most Recent Review/Revision: June 22, 2017

Office of Accountability: Office of the President

Administrative Responsibility: Office of Dispute Resolution

PURPOSE
1.01 Wilfrid Laurier University (“Laurier”) is devoted to learning, research, scholarship, creativity, in a student-centred environment. The university is committed to fostering a study and workplace culture that is supportive of professional and personal development and free from discrimination and harassment.

1.02 Each member of the campus community is responsible for helping to create an environment that promotes mutual respect and understanding for the dignity and rights of others. It is in this environment that work and learning can best be accomplished and the purpose for this policy.

DEFINITIONS
Several of the following definitions are taken from legislation governing the subject matter of this policy. The legislation supersedes this policy; to the extent the relevant legislation is amended, the definitions below will be read as likewise amended until such time as the policy is updated.

2.01 Direct Discrimination
Direct Discrimination describes an act, behaviour or practice of treating a person unequally on the basis of a Prohibited Ground.

2.02 Prohibited Grounds
The Prohibited Grounds are the protected categories listed under the Human Rights Code (Ontario) ("OHRC"), which, as of the effective date of this policy, are: race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity, gender expression, age, record of offences*, marital status, family status, and disability.

*The Prohibited ground identified as record of offenses is limited only to discrimination of employment.

2.03 Systemic Discrimination
Systemic Discrimination, referred to as “constructive discrimination” in the Human Rights Code, is most commonly known as systemic discrimination because it is discrimination inherent in, or the result of, the organization’s informal or formal policies, practices or procedures.

Systemic Discrimination occurs when a requirement, qualification, or factor results in the exclusion, restriction or preference of a group identified by a prohibited ground.

2.04 Workplace Harassment
As defined by the Occupational Health and Safety Act (OHSA) workplace harassment means engaging in a course of vexatious comment or conduct against a worker in the workplace that is known or ought reasonably to be known to be unwelcome, or workplace sexual harassment.

Workplace harassment often involves repeated words or actions, or a pattern of behaviours, against a worker or group of workers in the workplace that are unwelcome.

Harassment does not include:

i) interpersonal conflict or disagreement;

ii) reasonable action taken by an employer or supervisor relating to the management and direction of workers or the workplace.

2.05 Workplace Sexual Harassment
As defined by the OHSA, workplace sexual harassment is engaging in a course of vexatious comment or conduct against a worker in a workplace because of sex, sexual orientation, gender identify, or gender expression, where the course of comment or conduct is known or ought reasonably known to be unwelcome, or making a sexual solicitation or advance where the person making the solicitation or advance is in a position to confer, grant, or deny a benefit or advancement to the worker and the person knows or ought reasonably to know that the solicitation or advance is unwelcome.

Workplace sexual harassment may also include unwanted attention or remarks of a sexually oriented nature or unwelcome remarks based on gender which are not of a sexual nature, but which are demeaning or degrading.

Workplace sexual solicitation or sexual advance includes an implied or expressed promise of reward for complying with a sexually oriented request made by a person in a position to confer, grant or deny a benefit or advancement.

Every member of the Laurier community has a right to be free from reprisal or threat of reprisal for rejecting a sexual solicitation or advance, where the reprisal is made, or threatened by, a person in a position to confer, grant or deny a benefit or advancement.

When an individual has power over another, decision-making can be impacted and mutual consent may be called into question should a complaint of harassment and/or discrimination arise either during or after a relationship has ended.

2.06 Workplace Harassment
Workplace Harassment is engaging in course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome. The conduct need not be based on the Prohibited Grounds.

2.07 Poisoned Environment
Where harassing or discriminatory behaviours are severe and/or pervasive and cause unreasonable interference with a person’s study or work environment, a poisoned environment may be created. A poisoned work or learning environment is one that is intimidating, hostile and/or offensive. A poisoned environment can arise from even a single incident. It may be created by the comments or actions of any person, regardless of his or her status. The comments or conduct do not have to be directed at a particular individual.

A person need not be the target of the behaviours to feel the effects of certain harassing or discriminatory behaviours at their place of work or study.

JURISDICTION/SCOPE
3.01 This policy will apply to all members of the university community in their interactions with other members of the university community. This includes all faculty, staff and students, student groups (Wilfrid Laurier University Graduate Student Association, Wilfrid Laurier University Students’ Union), as well as volunteers and contractors retained by the university. The university will address workplace harassment from any source including members of the public.

3.02 Contracts may be subject to cancellation should a breach of this policy occur.

3.03 Behaviour which involves interactions of members of the Laurier community will be considered and addressed whether or not it occurs during normal working/school hours or on campus (e.g. work or academic related travel, research in the field, academic placements).

POLICY
4.01 Every member of the Laurier community has a right to equal treatment to and freedom from discrimination and harassment based on the Prohibited Grounds with respect to employment and the receipt of education and related services and facilities.

4.02 This policy also addresses the requirements of the ("OHSA") as it relates to workplace harassment and workplace sexual harassment.

4.03 All persons involved in allegations of discrimination and/or harassment are to be treated fairly and impartially and maintain the rights, privileges and protections afforded to them under legislation, University policies and applicable collective agreements. Every person has the right to seek remedy through the Ontario Human Rights Commission or Tribunal, or through the assistance of the police. University proceedings may be suspended pending the outcome of those interventions. This policy does not limit or supersede collective agreements, the ("OHRC") or the ("OHSA"), as it relates to Workplace Harassment.

4.04 The University will take appropriate steps to fairly investigate and respond to allegations of discrimination and/or harassment in accordance with the procedures relating to this Policy.

4.05 This policy does not impact bona fide special programs designed and implemented to relieve hardship or economic disadvantage or to assist disadvantaged persons or groups in achieving equal opportunity.

https://www.wlu.ca/about/governance/assets/resources/6.1-prevention-of-harassment-and-discrimination.html

Office of Dispute Resolution and Support.

Procedures Relating to the Prevention of Harassment and Discrimination Policy 6.1 - https://www.wlu.ca/about/governance/assets/resources/procedures-relating-to-the-prevention-of-harassment-and-discrimination-policy-6.1.html

Procedures Relating to the Prevention of Harassment and Discrimination Policy 6.1
This online version is for convenience; the official version of this policy is housed in the University Secretariat. In case of discrepancy between the online version and the official version held by the Secretariat, the official version shall prevail.

Approving Authority: Board of Governors

Original Approval Date: N/A

Date of Most Recent Review/Revision: June 22, 2017

Administrative Responsibility: Office of Dispute Resolution

Parent Policy: 6.1, Prevention of Harassment and Discrimination

1.00 CONSULTATION WITH THE OFFICE OF DISPUTE RESOLUTION AND SUPPORT
1.01 Any member of the university community may consult with Office of Dispute Resolution and Support (“ODRS”) in order to discuss situations which may or may not constitute harassment and/or discrimination. Members who believe that they are experiencing harassment and/or discrimination are encouraged to seek supports available through the ODRS or other sources of support including human resources, and union or association representatives. During consultation with the ODRS informal resolution possibilities as well as emotional, academic and departmental supports will be explored.

1.02 If the concern falls outside of this policy’s jurisdiction, or could be more appropriately dealt with elsewhere, the individual will be referred to the appropriate office.

2.00 RIGHT TO REPRESENTATION AND SUPPORT
2.01 At any interview or proceeding related to a complaint under this policy, individuals may bring union/ association representation or a support person.

3.00 FILING A COMPLAINT
3.01 Following consultation, if the concern has not been resolved, the individual bringing forward the concern may choose to file a complaint. In filing a complaint, the Resolution Request Form must be completed and submitted to the ODRS. That form can only be found in the office of the ODRS.

3.02 Upon receipt of the Resolution Request Form, the ODRS will determine whether the complaint may go forward, considering the timeliness of the complaint and whether the issues noted in the complaint are within the jurisdiction of the university to resolve and within the scope of this policy.

3.03 The ODRS will provide complaint details to the individual(s) named in the complaint (the “respondent(s)”). The respondent(s) may provide a written response to the complaint, which should be filed with the ODRS as soon as reasonably possible, and in accordance with timelines established by the ODRS.

3.04 The Office of Dispute Resolution and Support is available to provide guidance on the preparation of a complaint or response to a complaint.

3.05 The ODRS will determine if interim measures are required to facilitate resolution of a complaint.

3.06 Allegations of discrimination and harassment are very serious and must be handled accordingly. Great care should be taken when filing a complaint. The University has an obligation to address all complaints once filed.

4.00 EARLY RESOLUTION
4.01 The Senior Advisor, Dispute Resolution and Support, or designate, will meet or speak with all parties in the complaint to discuss the issues in an effort to seek understanding and develop mutually satisfying solutions. Solutions may include voluntary mediation, facilitated conversation or other resolution mechanisms. Early intervention and resolution are encouraged. Participants must remain free from reprisal during these confidential resolution meetings, if meaningful resolution is to occur. These conversations, or mediation sessions cannot be relied upon for future discipline.

4.02 All members of the university are expected to cooperate with and participate in resolution efforts.

4.03 If a resolution is achieved, the details will be documented and set out in a written agreement that must be reviewed and signed by all parties. The agreement may be created by the ODRS, or an appointed mediator. A copy of the signed resolution agreement will be provided to all parties and may be provided to university administrators as reasonably necessary to implement the terms of the resolution. The Senior Advisor, Dispute Resolution and Support, or designate, will monitor the implementation of the terms of the resolution agreement.

4.04 A copy of the terms of the resolution shall be confidentially retained in the files of the ODRS and shall not be placed in official student or employee files. Files will be confidentially destroyed after 5 years.

5.00 INVESTIGATING A COMPLAINT
5.01 An investigation may be required when other efforts to resolve the complaint have not been successful or are not appropriate.

5.02 Investigator(s) shall be appointed by the university and investigation shall occur as promptly as possible. Investigator(s) may include individuals internal or external to the university, but in no event will an individual in a reporting relationship to the complaint(s) or respondent(s), or who may have a conflict of interest, be appointed as an investigator.

5.03 The investigator(s) shall receive a copy of the complaint, response and any relevant documents. Where mediation or other early resolution strategies were conducted, no information shall be provided to the investigator other than a notation that the parties participated in mediation or other informal or early resolution strategies. The investigator will interview the complainant(s), respondent(s) and any applicable witnesses or individuals with knowledge of the events being investigated.

5.04 All members of the university community are expected to cooperate with and assist in the investigation. All relevant and applicable information should be provided.

5.05 Members of the university community will not be penalized for filing a complaint in good faith or participating in an investigation.

6.00 INVESTIGATION REPORT
6.01 Following completion of the investigation, the investigator(s) shall provide a written report that will be securely maintained in the Office of Dispute Resolution and Support. The report will include:

a) a finding on each allegation in the complaint;

b) sufficient detail to outline the rationale for the finding(s);

c) as appropriate, recommendations on actions or sanctions relating to the issues in the complaint or more general workplace or conflict resolution issues.

6.02 The complainant and respondent shall receive a written summary of the investigator’s report including the outcome of the investigation of the complaint and steps to be taken by the university arising from the complaint. Witnesses will not be identified to either the complainant or respondent.

7.00 ACTION OR SANCTION
7.01 In the event the investigation finds the complaint (in whole or in part) is upheld, the university will undertake reasonable steps to address the complaint, which may include sanctions or other appropriate actions.

7.02 The objective of any action or sanction is two-fold: (i) to prevent the continuation or repetition of the conduct; and (ii) to restore the complainant to the position he/she would have been in had the discrimination or harassment not occurred. The interests of the university community will also be considered when contemplating appropriate sanctions.

7. 03 All written records of the complaint, investigation and recommendations shall be confidentially retained in the Office of Dispute Resolution and Support. Information will be included in an employment or official file only if there is a sanction or other disciplinary action. All sanctions or discipline are subject to applicable grievance processes.

8.00 GENERAL PROVISIONS
8.01 Responsibility to respond: The University and its administrators or others with supervisory responsibility must respond promptly to alleged, known or apparent incidents of discrimination and harassment, whether or not a complaint has been filed.

8.02 Confidentiality: University managers, supervisors and staff as well as the complainant(s) and respondent(s) who, by virtue of their position, are privy to information or in possession of documentation pertaining to a complaint shall hold such information in confidence. Confidentiality shall not prevent the university from fulfilling its responsibilities under the Human Rights Code, Occupational Health and Safety Act, or other applicable legislation, or where there is a concern relating to the safety or security of individuals.

8.03 Academic Freedom: Wilfrid Laurier’s University’s Prevention of Discrimination and Harassment Policy is not intended to inhibit academic freedom. It reminds all members of the university that in exercising our freedoms, we all have a responsibility to respect the rights and freedoms of others, including the right to study and work in an environment which is free of discrimination and harassment.

8.04 Time lines for filing Complaints: In the absence of exceptional circumstances, a complaints should be filed as quickly as possible. Failure to promptly report may negatively impact resolution or investigation efforts.

8.05 Frivolous or Vexatious Complaints: The University may take disciplinary action against those who make allegations of harassment or discrimination which are reckless, malicious, or not in good faith.

Students:
The Laurier Access to University (A2U) program, through Laurier’s Faculty of Arts in partnership with The Working Centre, assists non-traditional learners—new Canadians, Indigenous people, those dealing with disabilities, older unemployed workers—who wish to pursue higher education but who face different challenges from students enrolling directly out of high school. For more information see article attached below.

Applicants who identify as an Indigenous student will be given consideration for admission to Laurier programs if they fall within 5% of the established cut-off during each phase of the admissions cycle to a minimum of 70%. In order to be considered within the 5% window, applicants must provide a written statement outlining any work experience, achievements, educational goals and why they believe they will be successful at postsecondary studies.

In 2010, the Indigenous Education Council (IEC) was created to promote a positive educational experience and success of Indigenous students at Laurier. The IEC is comprised of university administrators, faculty, students and Indigenous community members. It is committed to developing and supporting Indigenous educational aspirations through curriculum, programs, services and research at Laurier that meet the needs of both the Indigenous and non-Indigenous students, faculty and staff at Laurier. The IEC assists and advises Laurier in identifying and articulating priorities for programs and services intended to increase the successful recruitment, retention and graduation of Indigenous students. The IEC provides leading advice regarding priorities for allocation of government and institutional funding for Indigenous initiatives.

Staff and faculty:
Laurier has taken numerous actions in the past three year to support diversity and inclusion programs.
A university like Laurier empowers and mobilizes a full spectrum of ideas, talent, perspectives and experiences, which builds a more innovative, prosperous and inclusive community.
Staff and faculty at Laurier are working together and collaborating with community organizations, business leaders and governments to reduce barriers to equity, diversity and inclusivity on campus and in society.
The university recognizes the vital importance of a diversity of identity and thought, with room for a variety of ideas, geographies, cultures and views. Diversity strengthens the university as a whole. It increases our skills, competencies and knowledge, improves our morale, broadens our curriculum, and makes us far more attractive to an increasingly broad pool of students and employees.
Wilfrid Laurier University formally recognized these benefits when it adopted its first Employment Equity Policy in 1989. Since then, Laurier has broadened and strengthened its commitment towards employment equity in number of different ways.
- Hiring a strategic recruitment consultant to evaluate the recruitment, selection and employment branding and outreach processes to embed best practices in equity.
- a recruitment review process was initiated to identify both strengths and challenges in the current recruitment process for administrative and management staff positions, focusing on increased employment equity training to hiring managers and enhanced outreach initiatives.
- Implementing an applicant equity survey to gather equity related data from applicants for staff and management positions to help measure success in attracting and hiring employees from underrepresented groups
- Administering an employment equity survey to all staff and full-time faculty during the onboarding process to understanding its current workforce to create and foster an inclusive workplace and to create employment systems that support the workforce as a whole. Laurier collects data on the four federally designated groups: women, persons with disabilities, Indigenous persons and racialized persons. Laurier also collects data on LGBTQ2S+ persons as persons belonging to this group are identified as disadvantaged in employment and are included in its proactive employment equity practices.
- Launched a partnership with NationTalk, a leading Indigenous network with the goal of facilitating progress and prosperity for the Indigenous community and Canada as a whole. Through partnering with NationTalk, all of Laurier’s externally advertised job opportunities for faculty and staff will automatically be distributed to NationTalk’s network of over 15,000 Indigenous community and business leaders.
- Enhanced community partnerships from an employment perspective with Grand River Employment and Training ON Six Nations and Mississaugas of New Credit Employment Centre. Laurier is an employer representative at the GREAT Job Fair and Missisaugas of New Credit Job Fairs. Laurier was the only post-secondary institute to attend the Grand River Employment and Training Job Fair as an employer in the fall of 2017.
- Laurier increased partnerships with Employment Ontario and community based organizations such as the Working Centre, Lutherwood and YMCA Immigration Services, to increase access to opportunities for individuals who are unemployed and/or underemployed as well as new immigrants within the region.
- Laurier is a member of the Waterloo Region Immigration Partnership Working Group, focused on increasing employment opportunities for new immigrants within the region. Laurier was an employer representative at the Global Skills Conference Job Fair.

The Diversity & Equity Office includes a number of centres which each focus on different traditionally marginalized groups. These centres include:

Centre for Women & Trans People (CWT) which strives to build a community of people and ideas that challenge and examine gender inequalities. The CWT provides a safe space where women and trans people can feel safe and affirmedand offers an extensive collection of academic, community and informational resources and referral services, as well as opportunities to actively engage in awareness campaigns.

The Association of Black Students (ABS) emphasizes empowerment, solidarity and progress within the Laurier and KW community by encouraging people to become aware and involved with the movement of overcoming social and racially-based inequalities. ABS encourages students to support and empower one another to be agents of change.

Rainbow Centre is a safe and inclusive space that is available to all students, staff, faculty and visitors who want to learn more about the Queer Community. The Centre is open to Queer identified persons as well their allies and assists in providing awareness training, programming, and support to the Laurier Community.

Laurier's Employee and Family Assistant Program offers specialized counseling and peer to peer support for staff and faculty from underrepresented groups.

The Employee and Family Assistance Program (EFAP) is confidential, professional counselling services for eligible Laurier employees and their dependents. They are free, voluntary and high-quality services provided by Homewood Health Inc. Homewood Health has extensive experience supporting employees in the postsecondary education sector and addressing the specific challenges they face while leading students to academic excellence. Staff and faculty can specifically request counsellors who are racialized, or women. Staff and faculty with access to Laurier's benefits program can also access the Glebe Centre for counsellors from a specific spiritual tradition

https://www.wlu.ca/news/news-releases/2016/june/laurier-the-working-centre-and-hallman-foundation-extend-access-to-university-education.html