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Guideline under the Discrimination and Harassment Prevention Policy: Anti-Racism / Anti-Hate

A.    Background 

Toronto Metropolitan University (“TMU” or the “University”) is committed to fostering learning, working and living environments that are free of discrimination and harassment. This includes compliance with the University’s obligations under the Ontario Human Rights Code and Occupational Health and Safety Act, as well as Bill 166: Strengthening Accountability and Student Supports Act, 2024, which recently amended the Ministry of Training, Colleges and Universities Act and set out new requirements for publicly-assisted colleges and universities related to addressing and combating racism and hate. The purpose of this Guideline is to address any interim compliance issues required by January 31, 2025, in accordance with the Anti-Racism/Anti-Hate Directive issued by the Ministry of Colleges and Universities in September 2024.

TMU’s Discrimination and Harassment Prevention Policy addresses the University’s human rights commitments, including all community members’ rights to equal treatment and our shared responsibility to create and maintain environments free of discrimination and harassment across all areas of university life. The Policy includes protection against all forms of discrimination and harassment connected to one or more of the protected grounds outlined in the Ontario Human Rights Code, including but not limited to age, creed, disability, race, sexual orientation, etc. In so doing, the Policy already satisfies the vast majority of the legislative requirements introduced by Bill 166 regarding racism and hate, including specifically those outlined in the Ministry of Colleges and Universities Anti-Racism/Anti-Hate Directive released in September 2024.

A Discrimination and Harassment Prevention Policy Review began in fall 2024 and will continue until spring 2025. It will involve an extensive consultation process with students, faculty, staff and other TMU community members, who are invited to provide input on the policy through feedback sessions, town halls and surveys. The Policy Review will also address the University’s compliance with the Ministry’s Anti-Racism/Anti-Hate Directive. While any policy and procedure changes are expected to be introduced to the Board of Governors for approval upon the completion of the review in spring 2025, this Guideline is intended to address any interim compliance issues required by January 31, 2025 in accordance with the Directive. 

B.    Anti-Racism / Anti-Hate

TMU’s Discrimination and Harassment Prevention Policy addresses all forms of racism within the university’s learning, working and living environments. The Policy also covers instances of hate activity connected to one or more of the protected grounds outlined in the Ontario Human Rights Code. 

C.    Complaint Resolution Process

The Discrimination and Harassment Prevention Procedure outlines the University’s complaint resolution process when it receives complaints or reports of potential breaches of the Discrimination and Harassment Prevention Policy. 

As a supplement to the Procedure, the University confirms the following with respect to the complaint resolution process: 

1.    Human Rights Services may receive anonymous complaints of breaches of the Discrimination and Harassment Prevention Policy. Human Rights Services will review all anonymous complaints to determine appropriate next steps, including the possibility of proceeding with complaint resolution processes. 

2.    Human Rights Services will send an initial communication to a complainant no more than 30 days from the date their complaint was received, including information about the next steps in the complaint resolution process, any applicable interim measures, and the estimated time for the complaint to be addressed. 

3.    Human Rights Services will endeavour to address complaints and communicate the outcome of the complaint resolution process to the parties within 12 months from the date that the complaint was received. This timeline may be extended in extenuating circumstances, and any extension will be communicated to the parties. 

4.    TMU community members with concerns of discrimination or harassment may explore alternative avenues of redress outside of the university, including through the TMU Office of the Ombudsperson (for students) (ombuds@torontomu.ca) or the Ontario Ombudsman (info@ombudsman.on.ca). 

D.    Maintenance of Statistics and Reporting 

The University will maintain annual statistics about the implementation and effectiveness of the Discrimination and Harassment Prevention Policy and Procedure, 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. 

Annual 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. TMU 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 TMU’s obligations under the Freedom of Information and Protection of Privacy Act.

E.    Policy Review 

The Discrimination and Harassment Prevention Policy will be reviewed every five years with meaningful consultation with members of the TMU community, including students and members of equity-deserving groups.