• Related Documents:  Discrimination and Harassment Procedure; Academic Integrity Policy; Accessibility Statement of Commitment; Accommodation for Employees with Disabilities Policy; Academic Accommodation of Students with Disabilities; Accommodation of Student Religious, Indigenous and Spiritual Observance; Animals on Campus Policy; Employment Equity Policy; Grade and Standing Appeal Policy;  (google doc) Housing & Residence Life Community Standards (external link) ; Privacy and Access to Information Policy; Respectful Workplace Policy; Sexual Violence Policy;  (PDF file) Statement on Freedom of Speech;  (PDF file) Student Code of Non-academic Conduct.
  
• Owner: Vice-President, Equity and Community Inclusion 
  
• Approver:  Board of Governors
• Approval Dates:  April 1999, November 2011, June 2025

I. Introduction

1. Toronto Metropolitan University (the “University”) is committed to fostering learning, working, and living environments free from Discrimination and Harassment. This commitment and shared responsibility of all University Community members is consistent with the University’s obligations under the Ontario Human Rights Code. The Ontario Human Rights Code is paramount over other laws and has significant importance. 
2. The Discrimination and Harassment Policy (the “DHP” or “Policy”) recognizes the dignity and equal rights of every person and the right to be free from Discrimination and Harassment in education, employment, housing, services, goods and facilities, and contracts on the basis of the following protected grounds, aligned with the Ontario Human Rights Code: 

• Age
• Ancestry
• Citizenship
• Colour
• Creed
• Disability
• Ethnic origin
• Family status
• Gender identity 
• Gender expression
• Marital status 
• Place of origin
• Race
• Receipt of public assistance*
• Record of offences**
• Sex
• Sexual orientation

*Receipt of public assistance applies only in the area of housing in alignment with the Ontario Human Rights Code. 

**Record of offences applies only in the area of employment in alignment with the Ontario Human Rights Code.

1. The University is committed to preventing Discrimination and Harassment through education and awareness, proactively identifying and addressing Systemic Discrimination within university environments and responding to incidents of Discrimination and Harassment through a complaint resolution process that is trauma-informed, procedurally fair and holds those who have breached the Policy accountable.

II. Purpose

1. The purpose of the Discrimination and Harassment Policy is to establish the University’s commitment to promoting and protecting human rights and creating a human rights-centred university through awareness and education, prevention and systemic barrier removal, appropriate handling of reports or complaints of incidents of Discrimination and Harassment, including by providing remedies to address its harmful impacts and holding those who cause harm accountable. 
2. This Policy is intended to: 
   1. Comply with all legislative requirements, including the Ontario Human Rights Code (external link) , the Occupational Health and Safety Act (external link) , the Ministry of Training, Colleges and Universities Act (external link) , and related legislation and regulations.
   2. Outline the University’s statement of values and commitments to raise awareness and provide education to community members about the shared responsibility to prevent and address Discrimination and Harassment in university environments. 
   3. Confirm the University’s commitment to identifying and removing systemic barriers that undermine equal access to education, employment and other opportunities for all community members. 
   4. Outline a procedurally fair and trauma-informed complaint resolution process for responding to complaints and reports of Discrimination and Harassment, including early intervention, alternative resolution, or investigation and decision-making processes.
   5. Outline remedies to address impacts of Discrimination and Harassment and accountability measures for those who are found to have breached this Policy.

III. Application and Scope 

1. This Policy applies to all members of the University Community and seeks to protect the right to be free from Discrimination and Harassment in all aspects of University life in accordance with the social areas covered under the Ontario Human Rights Code, including but not necessarily limited to education, employment, housing, services, goods and facilities, and contracts. 
2. The complaint resolution process under this Policy and Procedures applies to University Community members who are alleged to have engaged in a breach(es) of the Policy where there is a connection to the University’s learning, working, and/or living environments and when the incident(s) occurred: 
   1. On campus: Including University property, buildings and spaces either rented or owned, equipment or infrastructure, whether as part of the University’s main or satellite campus(es).
   2. Off-campus:
      1. Engaging in University-related activities, including:
         1. Academic activities such as a course, co-op placement, or experiential learning opportunity;
         2. Co-curricular activities, including student club or varsity athletic events;
         3. Employment-related activities or events.
      2. Using University-related information technology platforms and infrastructure or engaging in other University-affiliated online environments, including:
         1.  University-owned or run property or equipment, including but not limited to telephones, cellular phones, computers and computer networks.
         2. University email accounts, D2L Learning Brightspace, Zoom or Google meeting spaces.
         3. University-affiliated social media accounts.
         4. Social media platforms or online communication groups created and used by  University Community members for the purposes of participating in University-related activities, such as students in program, course or study groups or employees in work-related networking groups. 
3. The complaint resolution process under this Policy and Procedures may also apply to  University Community members who are alleged to have engaged in breaches of the Policy in other off-campus or online environments. In determining whether this Policy applies, Human Rights Services will consider all relevant factors, including:
   1. The nature of the alleged incident(s) and its connection to and impact on University Community member(s) and the University’s learning, working, or living environments;
   2. Potential risk to a University Community member(s) and/or the University Community;
   3. Other relevant contextual factors
4. This Policy and Procedures may continue to apply even if a person's relationship with the University changes or terminates. The complaint resolution process under this Policy may be initiated or completed even if the respondent is no longer a current University Community member.
5. If a conflict arises between the provisions of this Policy and Procedures and any relevant collective agreement, the terms of the collective agreement prevail unless the collective agreement is in conflict with the University’s legislative obligations.

IV. Definitions

“Discrimination” means any form of unequal and adverse treatment or impact on an individual based on one or more of the Protected Grounds, whether denying benefits or imposing burdens or other disadvantages.

Discrimination can be based on multiple Protected Grounds or the intersection of Protected Grounds and require consideration of intersectionality, which is the complex and cumulative way in which the effects of multiple forms of Discrimination, for example, racism, sexism, and ableism, may combine, overlap or intersect rather than being isolated and distinct.

Discrimination may be intentional or unintentional, explicit or subtle. A protected ground only needs to be one factor in the unequal treatment, and it does not need to be the primary or dominant factor. Discrimination may take many forms, including Direct Discrimination, Constructive Discrimination or Systemic Discrimination, and may result from a failure to uphold the Duty to Accommodate. 

1. “Protected grounds” are personal identity characteristics that are recognized under the Ontario Human Rights Code as the basis for Discrimination and Harassment. They include and are defined as follows:
   1. “Age” means a person’s years of life since birth. 
   2. “Ancestry” means a line of people from whom one is descended, which can include family or ethnic descent. 
   3. “Citizenship” means the formal status of national citizenship. Citizenship as a protected ground protects against discrimination based on Canadian citizenship, non-Canadian citizenship and citizenship of another country.
   4. “Colour” means a person’s skin colour as a physical feature, which is typically encompassed by the concept of race. Colour as a protected ground also protects against Discrimination based on skin tone or shade, including differential treatment of those with darker complexions. 
   5. “Creed” means religious and non-religious systems of belief that shape a person’s identity, worldview, and way of life. 
   6. “Disability” means the following, as defined by the Ontario Human Rights Code: 
      1. any degree of physical disability, infirmity, malformation or disfigurement that is caused by bodily injury, birth defect or illness and, without limiting the generality of the foregoing, includes diabetes mellitus, epilepsy, a brain injury, any degree of paralysis, amputation, lack of physical coordination, blindness or visual impediment, deafness or hearing impediment, muteness or speech impediment, or physical reliance on a guide dog or other animal or on a wheelchair or other remedial appliance or device,
      2. a condition of mental impairment or a developmental disability,
      3. a learning disability, or a dysfunction in one or more of the processes involved in understanding or using symbols or spoken language,
      4. a mental disorder, or
      5. an injury or disability for which benefits were claimed or received under the insurance plan established under the Workplace Safety and Insurance Act, 1997.
      • The protected ground of disability includes the right to equal treatment without Discrimination because a person has or has had a disability or is believed to have or have had a disability.
      • The social model of disability defines disability as the result of environmental barriers, such as attitudinal barriers, inaccessible information or built environments, and other barriers that impact a person’s full participation in society on an equal basis with others.
   7. “Ethnic origin” means a group of people having a common heritage or ancestry, or a shared historical past, often with identifiable physical, cultural, linguistic and/or religious characteristics. 
   8. “Family status” means the status of being in a primary caregiver relationship, such as a parent with caregiving responsibilities for a child, or being a child with caregiving responsibilities for a parent. This includes non-biological parents or caregivers. 
   9. “Gender expression” means how a person expresses or presents their gender, which can include their outward appearance, body language, voice and/or chosen name and pronouns.
   10. “Gender identity” means a person’s internal and individual experience of their gender along the gender spectrum, which may be the same as or different from their sex assigned at birth.
   11. “Marital Status” means the status of being married, single, widowed, divorced or separated and includes the status of living with a person in a conjugal relationship outside marriage.
   12. “Place of origin” means a person’s birthplace.  
   13. “Race” means racial categories are socially constructed and are based on geographic, historical, political, economic, social and cultural factors, as well as physical traits, even though none of these can scientifically  be used to classify groups of people. Race as a protected ground is often considered together with other related grounds, such as ancestry, citizenship, colour, ethnic origin and place of origin. 
   14. “Receipt of Social Assistance”* means a person’s status of receiving social assistance, which commonly refers to Ontario Works or the Ontario Disability Support Program, Old Age Security, Ontario Student Assistance Program, Employment Insurance, etc. *The protected ground of receipt of public assistance applies only in the area of housing.  
   15. “Record of Offences”** means a person’s criminal record containing a conviction for (a) an offence in respect of which a pardon has been granted under the Criminal Records Act (Canada) and has not been revoked, or (b) an offence in respect of any provincial enactment. **The protected ground of record of offences applies only in the area of employment.
   16. “Sex” means the legal status assigned to a person at birth based on their external genitalia and/or reproductive organs, such as female, male, or intersex. It also includes the stereotypical social roles that are imposed on people in connection with their sex. Sex as a protected ground includes protection from Discrimination on the basis of pregnancy and breast/chest-feeding. 
   17. “Sexual Orientation” means how a person defines their sexuality, including but not limited to lesbian, gay, bisexual, heterosexual, pansexual, asexual, and queer.
2. “Direct Discrimination” means unequal and adverse treatment of an individual based on a protected ground(s). It often arises from negative attitudes, biases and stereotypes relating to groups identified by Protected Grounds. 
3. “Constructive Discrimination” (also known as Adverse Effect Discrimination) means where a rule, requirement, policy, or practice appears to treat everyone equally, but instead results in the disadvantage, restriction or exclusion of a group identified by a protected ground(s). There may be a defence to an allegation of Constructive Discrimination where the rule, requirement, policy, or practice is reasonable and justifiable in the circumstances, and where individual accommodations are provided based on Protected Grounds up to the point of undue hardship.
4. “Systemic Discrimination” means patterns of behaviour, policies, or practices that are part of an organization's structure that create barriers or perpetuate disadvantages for individuals or groups in relation to Protected Grounds. 
5. “Duty to Accommodate” means the requirement to accommodate people up to the point of undue hardship in relation to the Protected Grounds, which requires the accommodation provider to make appropriate changes to rules, requirements, policies, practices, and physical environments to remove barriers that a person experiences in connection to one or more of the Protected Grounds. The most common Protected Grounds for which individuals may require accommodation are: 

• Disability
• Creed
• Family Status
• Sex (pregnancy)
• Gender identity
• Gender expression

Accommodation does not mean lowering or fundamentally altering the essential aspects of academic or employment-related requirements or objectives.

Principles of accommodation include respect for dignity, individualization, and the promotion of inclusion and full participation. The Duty to Accommodate has both a procedural and substantive component. 

• The procedural component is the requirement for the accommodation provider to consider and investigate the accommodation request in good faith and in a thorough and timely manner. This should include meaningful interactions between the accommodation provider and the accommodation seeker, including the accommodation seeker providing relevant information to support the request, and the accommodation provider maintaining privacy and confidentiality, to the extent possible.
• The substantive component is the requirement to determine and provide the most appropriate accommodation in the circumstances to meet the needs of the accommodation seeker, up to the point of undue hardship; this will not necessarily be the preferred or “perfect” accommodation.  
• Accommodation will not be required if it will result in undue hardship, which is based on the following considerations: 
  • Cost
  • Outside sources of funding, if any
  • Health and safety requirements, if any.

“Harassment” means a course of unwanted and vexatious comments or conduct connected to one or more of the Protected Grounds where the person responsible for the comments or conduct knows or ought reasonably to know that they are unwelcome. Typically, Harassment involves a series of multiple incidents; however, a single egregious incident may in some circumstances constitute Harassment. 

“Sexual Harassment” means a course of unwanted comments or conduct of a sexually oriented nature where the person responsible for the comments or conduct knows or ought reasonably to know that these are unwelcome. Sexual Harassment may also consist of unwelcome comments or conduct based on gender or that promote gender-based violence, which are not of a sexual nature but are demeaning, such as derogatory gender-based jokes or remarks.

“Hate Activity” means comments or actions against an individual or group motivated by or advocating for hate against them based on any of the Protected Grounds. This may include speech, symbols, slurs, or other expressions of hatred or vilification. 

“Poisoned Environment” means an objectively hostile or intolerable environment based on one or more of the Protected Grounds created by serious wrongful behaviour that is sufficiently severe and/or pervasive. Typically, a poisoned environment exists when such behaviour is persistent or repeated; however, a single egregious incident may, in some circumstances, create a poisoned environment. 

The comments or conduct that create a poisoned environment do not have to be directed at a particular individual and the negative effects of such an environment may be experienced by both those who do and do not identify with the particular targeted group in relation to the Protected Grounds.  

“Reprisal” means retaliation or threatening or attempting to retaliate against a person for making a disclosure, a complaint or report of Discrimination or Harassment, cooperating with or participating in a complaint resolution process or otherwise pursuing their rights under this Policy.

“University Community” includes:

1. University students, faculty, staff, contractors, volunteers, and guests. 
   1. Students include all currently enrolled students, including full-time and part-time undergraduate, graduate and postgraduate students, including Chang School students, as well as former students if they were enrolled at the time of the alleged incident of Discrimination or Harassment. 
   2. Faculty includes tenure and tenure-track faculty, librarians, professional counsellors, limited term faculty, contract lecturers, as well as adjunct, clinical and visiting faculty.
   3. Staff includes all non-faculty employees, including full-time, part-time and casual employees and student-staff.

“University” means Toronto Metropolitan University.

V. Values and Guiding Principles

1. Alignment of University Policies
   1. This Policy is to be read in alignment with other relevant University policies, including the Sexual Violence Policy, Student Code of Non-academic Conduct (Policy 61), and the Respectful Workplace Policy. It is also informed by the University’s Accessibility Statement of Commitment and the Statement on Freedom of Speech. 
   2. The Discrimination and Harassment Policy is aligned with the Ontario Human Rights Code, which has primacy over all other University policies. Therefore, if another University policy is inconsistent with the Discrimination and Harassment Policy, this Policy prevails. 
2. Equity, Diversity, Inclusion, and Belonging
   1. The University is committed to equity, diversity, inclusion and belonging. The University is a diverse community and each person’s experiences are shaped by many factors, including their intersectional identities (including in connection with the Protected Grounds in this Policy), as well as their history and lived experiences, including their experiences of colonization, intergenerational trauma, systemic oppression and socioeconomic status. Addressing Discrimination and Harassment requires an understanding of these unique and interconnected experiences.
   2. The University is committed to ensuring that its prevention efforts, support services and complaint resolution processes apply a trauma-informed approach and an anti-oppression framework. In addition, complaint resolution processes will comply with the principles of natural justice and procedural fairness.
3. Addressing Systemic Barriers and Discrimination
   1. The University is committed to proactively identifying and addressing Systemic Discrimination within University environments, including, for example:
      1. Actively working to prevent and remove systemic barriers in University policies, procedures and practices.
      2. Ensuring that the complaint resolution process under this Policy includes accountability measures that both attempt to remedy harm to individuals as a result of Discrimination and Harassment, and also explore opportunities for broader organizational changes to prevent recurrences and combat Systemic Discrimination. 
   2. The University may create special programs as outlined in the Ontario Human Rights Code, where the purpose of the program is to help create opportunities for groups with experience of historical disadvantage, marginalization and Discrimination. In order to be a special program, the program must fulfill at least one of the following conditions:
      1. Relieve hardship or economic disadvantage, or
      2. Help disadvantaged people or groups achieve, or try to achieve, equal opportunity, or
      3. Help eliminate Discrimination.
4. Freedom of Expression and Academic Freedom
   1. Freedom of expression is the cornerstone of education at the University and has its foundation in the Canadian Charter of Rights and Freedoms, which protects freedom of thought, belief, opinion and expression.
   2. As outlined in the University’s Statement on Freedom of Speech, the University unequivocally embraces the free exchange of ideas and the ideal of intellectual engagement within a culture of mutual respect. To achieve and sustain this ideal, University Community members must have freedom of thought and expression and the freedom to consider, inquire, and write or comment about any topic without concern for widely held or prescribed opinions.
   3. This Policy is not intended to inhibit freedom of expression or academic freedom. However, in exercising such freedom there is a responsibility on all University Community members to respect the rights of others to learning, working and living environments at the university that are free from Discrimination and Harassment, as outlined in this Policy.

VI. Education and Support

1. Awareness, Prevention, Education, and Training
   1. Prevention through education and training is necessary to fulfill our shared responsibility to create and maintain University environments free of Discrimination and Harassment. As part of this commitment, the University provides a range of educational and community-building activities that increase awareness and foster widespread understanding of human rights issues and our collective responsibility to identify and address such issues when they arise in our community.
   2. Human Rights Services will provide regular, substantive, and ongoing training opportunities for University senior administrators and leaders, as well as faculty, staff, and students, regarding their rights and responsibilities under this Policy.  University Community members shall attend and meaningfully participate in human rights training, especially if they hold leadership or supervisory roles at the University and, therefore, have increased responsibilities to ensure compliance with the Policy. Leaders should also arrange for human rights training to be provided to their teams as part of ongoing performance management and professional development. 
2. Support for People Affected by Discrimination and Harrassment
   1. University Community members who have experienced Discrimination and Harassment can seek support and resources from the University, regardless of whether the incident is connected to the University or whether they commence or participate in a complaint resolution process under this Policy.  
   2. Human Rights Services can help connect individuals to supports based on their needs and circumstances:
      1. For students: 
         1. Office of Student Care; and,
         2. Centre for Student Development and Counselling (CSDC).
      2. For faculty/staff: 
         1. Human Resources, including Workplace Wellbeing Services; and,
         2. Employee and Family Assistance Program, if eligible.
   3. The University may also refer people affected by Discrimination and Harassment to other relevant internal or external support and resources, such as medical, legal and community services, Indigenous Elders, religious or spiritual advisors, Community Safety and Security, or the police. 

VII. Complaint Resolution Process: Policy and Principles

1. Policy Breaches
   1. It is a breach of this Policy to engage in Discrimination or Harassment based on any one or more of the Protected Grounds or to create a poisoned environment. 
   2. It is also a breach of this Policy to fail to adhere to confidentiality requirements, fail to comply with interim measures, engage in threats or acts of Reprisal, and/or fail to comply with accountability measures issued under this Policy. 
2. Time Period to File a Complaint 
   1. A complainant must normally make a complaint of Discrimination or Harassment within twelve (12) months of the last alleged incident. However, Human Rights Services may accept a complaint beyond this time period where there are extenuating circumstances that prevented a complaint from being made within the twelve (12) month time period.
3. Complaint Resolution Process
   1. Human Rights Services manages the complaint resolution process outlined in the Procedures under this Policy to address complaints and reports of Discrimination and Harassment at the University. The complaint resolution process focuses on fairness, proportionality, timeliness, and accountability, and it will also take into account the needs and interests of those involved and the protection of human rights within the broader University Community. 
   2. Every member of the University Community has a right to claim and enforce their rights under this Policy, to provide evidence and to participate in proceedings under this Policy and Procedures, without Reprisal or threat of Reprisal. 
   3. Human Rights Services will encourage efforts to resolve concerns through early intervention, alternative resolution and restorative justice approaches, where appropriate. It will also facilitate fair and impartial investigation and decision-making processes, as required.
4. Shared Responsibility for Addressing Discrimination and Harassment
   1. The University and its senior administrators, such as deans, vice-presidents, vice-provosts, the provost and the president, as well as others with supervisory responsibility, have a legal and policy-based responsibility to respond promptly to known or apparent incidents of Discrimination and Harassment, whether or not a complaint has been made, and to exercise authority to prevent and/or address the repetition of such behaviour.
   2. Senior administrators and others with supervisory responsibility are expected to consult with Human Rights Services to assess the appropriate response to alleged incidents of Discrimination and Harassment in accordance with the Policy and Procedures. 
   3. Where an investigation and decision-making process under this Policy and Procedures results in a finding that a senior administrator or others with supervisory responsibility knew of an incident of Discrimination or Harassment and did not take appropriate action to address it, they may be subject to accountability measures under this Policy and Procedures or other applicable University policies.
   4. All University employees (other than University health care providers) who receive disclosures or information about alleged incidents of Discrimination and Harassment are required to report the information to Human Rights Services to determine if it may be necessary to initiate a complaint resolution process under this Policy and Procedures.
5. Maintenance of Statistics and Reporting
   1. Human Rights Services will maintain annual statistics about the implementation and effectiveness of this Policy and Procedures, including but not necessarily limited to the following: 
      1. The number of complaints received from students, faculty and staff, including the number that proceed through the complaint resolution process. 
      2. The types of complaints received, including the nature of the allegations and the Protected Grounds engaged. 
      3. The manner in which the complaints were resolved through the complaint resolution process and the outcomes of the process. 
      4. The timeline for the resolution of complaints.
   2. Statistics and information about the implementation and effectiveness of the Policy will be provided annually to the Board of Governors and the Minister of Colleges and Universities.  The University will take reasonable steps to ensure the information provided in the annual report does not reveal information that should properly remain confidential or otherwise disclose personal information or compromise personal privacy in a manner inconsistent with the University’s obligations under the Freedom of Information and Protection of Privacy Act.

VIII. Roles and Responsibilities Under this Policy

1. The University Community
   1. Make themselves aware of the Policy and their responsibilities under the Policy.
   2. Participate in the wide variety of education and training programs available on campus.
   3. Respect an individual’s right to confidentiality if an incident of Discrimination or Harassment is disclosed to them; refer them to Human Rights Services for guidance about reporting options under this Policy and Procedures.
   4. Understand and comply with their responsibility to report alleged incidents of Discrimination and Harassment to Human Rights Services. 
   5. Cooperate in a complaint resolution process, if requested. This includes, but is not limited to, responding to communications from Human Rights Services in a timely manner, participating in good faith in investigation interviews and providing documentary or other evidence, as requested. 
   6. Report to Community Safety and Security if they witness an emergency or immediate safety or security concerns at TMU.
2. The University Executive
   1. Maintain and communicate an ongoing commitment to promoting and protecting human rights and addressing Discrimination and Harassment at the University.
   2. Foster a culture of equity, diversity, inclusion and belonging at the University.
3. The Vice President, Equity and Community Inclusion
   1. Lead Human Rights Services in the interpretation and application of this Policy and its Procedures.
   2. Inform and provide strategic advice and direction to the University Executive on Discrimination and Harassment trends and systemic issues, as well as human rights best practices, crisis/issues management, and program development for ensuring compliance with this Policy and relevant legislative requirements.   
   3. Report annually to the University’s Board of Governors and the Minister of Colleges and Universities about the implementation and effectiveness of this Policy. 
4. Human Rights Services
   1. Provide advice, consultation and training on the shared responsibility of all University Community members to promote and protect human rights at the University and about the complaint resolution process under this Policy and Procedures.
   2. Manage the complaint resolution process under this Policy and Procedures, including inquiries, consultations, early interventions, alternative resolutions, and investigations related to Discrimination and Harassment.
   3. Coordinate with other University administrative units where appropriate and necessary to facilitate the application and implementation of this Policy and Procedures.
   4. Develop and implement a human rights awareness, prevention, education and training strategy for the University.  
   5. Provide strategic advice to the Vice-President, Equity and Community Inclusion on Discrimination and Harassment trends and systemic issues, as well as human rights best practices, crisis/issues management, and program development for ensuring compliance with this Policy and relevant legislative requirements.
5. Human Resources 
   1. Coordinate with Human Rights Services to support complaint resolution processes regarding complaints that fall within the application and scope of this Policy, as well as the Respectful Workplace Policy and/or the Occupational Health and Safety Act. 
   2. Provide individualized care and trauma-informed support for staff and faculty complainants and respondents under this Policy as well as any impacted employees, as appropriate.
   3. Support Human Rights Services in liaising with relevant employee unions. 
6. Faculty Affairs
   1. Work with Human Resources to ensure that supports are in place for academic employees participating in complaint resolution processes under this Policy, as appropriate. 
   2. Support Human Rights Services to liaise with relevant academic employee unions. 
7. The Office of Student Conduct
   1. Coordinate with Human Rights Services to support complaint resolution processes regarding complaints that fall within the application and scope of this Policy, as well as the Student Code of Non-Academic Conduct. 
8. The Office of Student Care
   1. Provide individualized care and trauma-informed support for student complainants, respondents, and other impacted students under this Policy, as appropriate. 
9. Community Safety and Security
   1. Ensure that all Community Safety and Security staff are trained on this Policy and Procedures, trauma-informed services and processes, and the impact of identities on how an individual experiences Discrimination and Harassment.
   2. Share information with Human Rights Services about all incidents of potential Discrimination or Harassment reported to or observed by Community Safety and Security staff. 
   3. Provide appropriate services and support to University Community members, such as safety planning, risk assessments and referrals to Human Rights Services. 
   4. Coordinate with and assist Human Rights Services as requested in supporting the complaint resolution process under this Policy and Procedures, including regarding the application of interim and accountability measures, where appropriate. 
10. Faculty and Academic Departments and Schools
    1. Liaise with Human Rights Services to provide training on Discrimination and Harassment and the rights and responsibilities of University Community members under this Policy.
    2. Report alleged incidents of Discrimination and Harassment to Human Rights Services to determine if it may be necessary to initiate a complaint resolution process under this Policy and Procedures.
11. Student-Led Governing Bodies
    1. Liaise with Human Rights Services to provide training on Discrimination and Harassment and the rights and responsibilities of students under this Policy. 
    2. Work in collaboration with University staff, including but not limited to the Vice-President, Equity and Community Inclusion and Director, Human Rights Services to communicate student concerns regarding Discrimination and Harassment and work to rectify them.

IX. Policy Review

1. This Policy will be reviewed every five years with meaningful consultation with members of the University Community, including students and members of equity-deserving groups.