Grounds Covered by Laurier's Discrimination and Harassment Policy |
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Here are definitions of the grounds covered by Laurier’s harassment and discrimination policy. The university cannot assure you that its policy and procedures apply while you are on work terms This policy covers the following areas whether the harassment and/or discrimination is overt (direct), indirect (differential treatment), because of association, or systemic:
Harassment
One of a series of vexatious comments or conduct related to one or more of the prohibited grounds (Human Rights Code Sections 5.1, 5.2, 7.2, 7.3.a and 7.3.b) that is known or might reasonably be known to be unwelcome/unwanted, offensive, intimidating, hostile or inappropriate. Examples include but are not limited to gestures, remarks, jokes, taunting, innuendo, display of offensive materials, offensive graffiti, threats, verbal or physical assault, imposition of academic penalties, hazing, stalking, shunning or exclusion related to the prohibited grounds.
Sexual Harassment
One or a series of comments or conduct of a gender-related or sexual nature that is known or might reasonably be known to be unwelcome unwanted, offensive, intimidating, hostile or inappropriate. This includes, but is not limited to, sexual assault, verbal abuse or threats, unwelcome sexual invitations or requests, demands for sexual favours, or unwelcome and repeated innuendos or taunting about a person’s body, appearance or sexual orientation, when:
a) submission to or rejection of such conduct is made either explicitly or implicitly a term or condition of an individual’s employment, academic status or academic accreditation; or
b) submission to or rejection of such conduct by an individual is used as the basis for employment, or for academic performance, status or accreditation decisions affecting such individual; or
c) such conduct interferes with an individual’s work or academic performance; or
d) such conduct creates an intimidating, hostile or offensive working or academic environment.
Discrimination
Action(s) or behaviour(s) that result in the unfavourable or adverse treatment or preferential treatment related to the prohibited grounds. Examples include any differential treatment. Common examples include, but are not limited to, refusal to provide goods, services or facilities, exclusion from employment or employment benefits, refusal to work with or teach someone, failure to provide physical access.
Negative Environment
One or a series of comments or conduct that creates a negative environment for individuals or groups and are related to the prohibited grounds. The comments or conduct must be of a significant nature or degree and have the effect of "poisoning" the work or study environment. A complainant does not have to be a direct target to be adversely affected by a negative environment. It includes conduct or comments that create and maintain an offensive, hostile, or intimidating climate for study or work. Examples include but are not limited to exposure to graffiti, signs, cartoons, remarks, exclusion, or adverse treatment related to one or more of the prohibited grounds.
Systemic Harassment and/or Discrimination
Policies, practices, procedures, actions or inactions that appear neutral, but have an adverse impact associated with one of the prohibited grounds.
An example might be institutions, structures, and expectations, which although uniform in application, have the effect of limiting access to benefits or services to certain persons or groups of people because of prohibited grounds, such as physical disabilities, age, gender or religion.
Harassment
One of a series of vexatious comments or conduct related to one or more of the prohibited grounds (Human Rights Code Sections 5.1, 5.2, 7.2, 7.3.a and 7.3.b) that is known or might reasonably be known to be unwelcome/unwanted, offensive, intimidating, hostile or inappropriate. Examples include but are not limited to gestures, remarks, jokes, taunting, innuendo, display of offensive materials, offensive graffiti, threats, verbal or physical assault, imposition of academic penalties, hazing, stalking, shunning or exclusion related to the prohibited grounds.
Sexual Harassment
One or a series of comments or conduct of a gender-related or sexual nature that is known or might reasonably be known to be unwelcome unwanted, offensive, intimidating, hostile or inappropriate. This includes, but is not limited to, sexual assault, verbal abuse or threats, unwelcome sexual invitations or requests, demands for sexual favours, or unwelcome and repeated innuendos or taunting about a person’s body, appearance or sexual orientation, when:
a) submission to or rejection of such conduct is made either explicitly or implicitly a term or condition of an individual’s employment, academic status or academic accreditation; or
b) submission to or rejection of such conduct by an individual is used as the basis for employment, or for academic performance, status or accreditation decisions affecting such individual; or
c) such conduct interferes with an individual’s work or academic performance; or
d) such conduct creates an intimidating, hostile or offensive working or academic environment.
Discrimination
Action(s) or behaviour(s) that result in the unfavourable or adverse treatment or preferential treatment related to the prohibited grounds. Examples include any differential treatment. Common examples include, but are not limited to, refusal to provide goods, services or facilities, exclusion from employment or employment benefits, refusal to work with or teach someone, failure to provide physical access.
Negative Environment
One or a series of comments or conduct that creates a negative environment for individuals or groups and are related to the prohibited grounds. The comments or conduct must be of a significant nature or degree and have the effect of "poisoning" the work or study environment. A complainant does not have to be a direct target to be adversely affected by a negative environment. It includes conduct or comments that create and maintain an offensive, hostile, or intimidating climate for study or work. Examples include but are not limited to exposure to graffiti, signs, cartoons, remarks, exclusion, or adverse treatment related to one or more of the prohibited grounds.
Systemic Harassment and/or Discrimination
Policies, practices, procedures, actions or inactions that appear neutral, but have an adverse impact associated with one of the prohibited grounds.
An example might be institutions, structures, and expectations, which although uniform in application, have the effect of limiting access to benefits or services to certain persons or groups of people because of prohibited grounds, such as physical disabilities, age, gender or religion.