Human Rights at Trent

"Trent University is committed to providing an environment in which all members of the University community are treated with respect.”

Discrimination and Harrassment Policy (1995)

Frequently Asked Questions:

Q) What is the Purpose of Trent's Policy on Discrimination and Harassment?

The Policy affirms that all  members of the University community share a responsibility to:

• promote equity and fairness,
• respect and value diversity,
• prevent discrimination and harassment, and
• preserve the freedom of its members to carry out responsibly their scholarly work without threat of interference.

Q) What is the Main Message of the Policy?

Trent University prohibits any form of discrimination or harassment that constitutes a violation of a person's rights under the terms of this policy.

This policy applies to all members of the University community: students, academic and non-academic staff, librarians, and administrative staff. The University will take reasonable steps to inform all members of its community about this policy and to advise them about their rights and responsibilities under this policy.

Q) How Can I Tell That I'm being Discriminated Against?

Discrimination occurs when a person is treated differently, usually less favourably, by a policy, procedure, or practice, because of their membership in a particular group related to a prohibited ground.

Q) What are "Prohibited Grounds"?

The Ontario Human Rights Code provides that every person has the right to equal treatment without discrimination and harassment on the prohibited grounds of

• Race,
• Ancestry,
• Place of Origin,
• Colour,
• Ethnic Origin,
• Citizenship,
• Creed,
• Sex,
• Sexual Orientation,
• Age,
• Marital Status,
• Family Status,
• Disability,

In some cases:

• Language,
• Receipt of public assistance,
• Record of Offences.

Q) What is meant by “Systemic Discrimination”?

Systemic discrimination occurs when a policy, practice or procedure results in an individual or group being disadvantaged because of their membership in a particular group related to a prohibited ground.

Q) What is Harassment?

Harassment is a course of vexatious conduct or comments consisting of words or actions that disparage or humiliate a person based on a prohibited ground of discrimination and that is known, or ought reasonably to be known, to be unwelcome.

Q) What are everyone's Rights and Responsibilities?

Each member of the University community has rights and responsibilities related to ensuring the dignity and respect of every person and creating a climate of understanding and mutual respect.

Q) What is the point of Trent's Policy on Discrimination and Harassment?

The Policy exists to ensure that all members of the University can work, learn, and live in a University environment that is safe from discrimination and harassment.

THE POLICY:

• provides the policy statement of the University;
• defines the grounds upon which discrimination and harassment are prohibited (prohibited grounds);
• aims to resolve disputes involving discrimination and harassment in a thorough, fair, prompt and objective manner;
• aims to protect the rights of both the complainant and the respondent;
• encourages members of the University community to resolve discrimination and harassment situations between and among themselves;
• provides the processes available for resolving concerns with or without a written complaint.

The Policy applies to:

• to all members of the University – students, academic and non-academic staff;
• on-campus events, activities, etc.;
• off-campus University-sanctioned events, activities, etc.

The processes under the Policy do not apply if the matter:

• involves a violation of criminal law;
• is the subject of a grievance under a collective agreement;
• is the subject of a complaint with the Ontario Human Rights Commission or the Ontario Human Rights Tribunal, and/or
• where the complaint is determined to be more appropriately handled under another University policy.

In these cases any process that has been commenced under the human rights policy will stop and only recommence under certain circumstances.

Q) Does the Policy help me figure what I need to do if I am being harassed or discriminated against?

Yes. The Policy outlines the processes that can be followed if you feel you are experiencing discrimination or harassment and, in particular, what to do:

• if you want to speak to someone informally and confidentially about rights and processes under the policy (advice);
• if you want to try to resolve the matter informally, (assistance); and/or,
• if you want to file a written complaint about the matter (filing a complaint)

While the processes under the policy refer more to harassment concerns or complaints, they are also used to address issues of discrimination as well. You can contact the Office of Human Rights to discuss your rights and options under the Policy.

Q) Is there anyone to talk to if I don't want to file a Formal complaint?

Yes. The Human Rights Director will direct you to advice and/or assistance at the informal stage in a process and maintains records and pertinent statistics on the disposition of complaints.

The Human Rights Director provides an impartial, objective and confidential service to members of the University community on the University’s human rights policy, procedure and related matters.

The Human Rights Director only reports to University Secretary

The Human Rights Director is not an advocate for either party to a dispute.

Q) What if I decide to file a Formal Complaint?

While informal resolution is encouraged, there may be times where an individual wants to file a formal written complaint, with or without having tried to resolve the matter informally or speaking with the Human Rights Director.

In that case a written complaint needs to be filed directly with the Dean of Arts and Science if the matter involves an academic staff or librarian, and in all other cases, with the VP Administration within 9 weeks of the incident occurring.

The Dean or VP will receive the written complaint, determine if it is properly dealt with under the policy, and if so, provide it to the respondent to allow them an opportunity to respond in writing. Then the Dean or VP will determine the best way to proceed to reach a final disposition which may include mediation, fact-finding and/or investigation, etc.

The role of the Dean or VP Admin is to make sure that the University's responsibility to administer the Policy is properly discharged.

There are timelines and potential appeals in these processes, so make sure you review the Policy section 6, 7, 8 and 9 for more information.

Q) Am I Guaranteed Confidentiality?

Individuals may apply in confidence to the Human Rights Office.

All information that comes to the Human Rights Director will be held in confidence and will only be shared with the University Secretary

Q) Has the current Policy been reviewed?

The Office of Human Rights, Equity, & Accessibility is working with the Presidential Advisory Committee on Human Rights, Equity, & Accessibility to consult and update the present policy.