The Human Rights Office serves the entire University community. Our officers are here to listen in confidence and will do everything they can to provide you with the advice and guidance you need.
- Advisory services to address specific situations or for services or faculties that are dealing with a problem;
- Intervention tailored to the situation (in concert with the stakeholders);
- Receipt and processing of formal complaints;
- Organisation of, and participation in, informational, training and awareness activities.
Resources on campus
- Student Federation (may be able to refer you to certain resource centres)
- Canadian Human Rights Commission
- Ontario Human Rights Commission
- The Human Rights Tribunal of Ontario
- Group intervention
Discrimination & harassment: Informal & formal processes
A consultation involves a conversation between a party and a discrimination and harassment prevention officer. This discussion allows the officer to provide information on our services so the party can make informed choices about a complaint and dispute resolution options. During a consultation, the party is invited to share their perspective on the situation so that the officer can help the party identify possible options for resolving the conflict.
Mediation is a voluntary communication process in which a mediator helps parties participate in open discussions and find mutually acceptable solutions to deal with the issues at hand. The mediator is a neutral facilitator who will help the parties reach a settlement. However, the mediator does not have a duty to assert or protect the legal rights of any party, raise any issues not raised by the parties or decide who should participate in the mediation. All parties sign a participation agreement at the outset of mediation process. When mediation results in an agreement between the parties, minutes of settlement are drafted to record the details of the final resolution and are signed by all parties.
Coaching is a one-on-one approach between a trained conflict coach and an individual aimed at helping the individual develop the skills and confidence needed to resolve future conflicts on their own. Coaching is a voluntary process involving a series of meetings tailored to the individual’s situation and experience. Each session is focused on a set of goals and uses a guided process that can help the individual resolve a specific conflict or improve their conflict resolution skills.
Facilitation is a process during which parties voluntarily work towards a resolution with the help of an impartial facilitator, who guides an open and honest dialogue between the parties. The facilitator does not force the parties to accept a particular resolution but rather allows participants to maintain control of a difficult conversation while guiding them to communicate more effectively and move forward towards an agreement.
Group intervention is a process developed together with a group of individuals involved in a conflict. The discrimination and harassment prevention officer is responsible for the process, while the group maintains control over the issues discussed and any actions taken. The goal of a group intervention is to encourage participants to talk about their underlying needs and interests related to a workplace conflicts and to provide a safe environment for doing so. Aimed at resolving the conflict, group intervention requires the involvement and approval of those who hold authority within the group to ultimately bring about positive and appropriate changes in the work environment.
Staff education and training is an important element in creating a high-performing organization that makes the most of its human resources. The Human Rights Office provides training to help members of the University community reach their individual goals and to help the University achieve its organizational goals. The Office provides a variety of training programs in accessibility, harassment and discrimination and diversity and inclusion.
Test your knowledge on sexual harassment.