Sexual diversity at the University of Toronto
The University of Toronto is a large community comprising a culturally, sexually and socially diverse population of students, staff and faculty. We celebrate this diversity as a University; we are committed to equity, to equality of access to opportunities for all members of the community, to freedom of expression and academic freedom, and to providing a safe, welcoming, and harassment-free working and learning environment to all. We also recognize that lesbians, gay men, bisexuals and transgendered people are still frequently the targets of hostile, intimidating and harassing behaviours on our campus, and we attach high priority to dealing with any such incidents.
This information outlines what you can do if you are harassed because of your sexual orientation.
To deal with homophobic harassment
The University's Sexual Harassment Policy prohibits harassment based on sex and sexual orientation. Harassment is defined as "conduct, comment or other forms of communication" that is directed at you because of your sex or sexual orientation, that creates an intimidating, hostile or offensive working or learning environment, and that a reasonable person would realise was unwelcome. The University has jurisdiction over any incidents that occur on University property, or while the people involved are engaged in University-related activities.
The Policy covers harassment directed at you because of your actual or perceived sexual orientation. The central issue is not your sexual orientation: it is the homophobic character of the other person's conduct. In some instances this will be very clear; in others it may be ambiguous. In every case, the Policy requires people to treat others fairly, courteously, and with respect for individual values and preferences.
The Sexual Harassment Office
The role of this office is to provide information and assistance to all members of the University of Toronto community - staff, students, and faculty. The Sexual Harassment Officer offers counsel to both people involved in a complaint, makes referrals to appropriate University or community resources, explains the detail of the formal complaint process, provides mediation, and administers formal complaints. If you decide not to make a formal complaint, the Officer can suggest other ways to resolve a situation. Your discussions with the Sexual Harassment Officer are confidential; you can seek advice and information without giving your name. Unless and until you make a formal complaint, you can remain anonymous. The Officer is non-partisan, and acts for the University.
When you contact the office:
- You can make an appointment to meet the Officer, or you can discuss the matter on the phone.
- You can bring a support person or representative to any meetings.
- You can obtain a copy of the Policy and other resource materials.
- You can get information about how the complaint process works.
- Contact with the office is confidential.
- The complaint process is also confidential, and if you want to make a formal complaint you must maintain confidentiality. This requirement covers all those involved in a formal complaint.
- You decide whether to go forward with a complaint, not the Officer.
Making a formal complaint
If you decide to make a formal complaint under the Policy, it must be made within 6 months of the events, or in exceptional circumstances 12 months. The complaint must be made in writing, and signed. The person whose conduct is being complained about, the respondent, is contacted by the Officer, and will receive a copy of the complaint.
If a student makes a complaint about someone who teaches her or him, the Officer will make arrangements for someone else to evaluate the student's work.
The Policy lays out three stages for resolving complaints:
Stage 1: Both parties take part in individual discussions with the Sexual Harassment Officer. They may also meet, in the office, to discuss the matter with each other and the Officer. Both parties may be accompanied at any meetings by a support person or representative.
They may agree on a resolution at this stage.
Stage 2: A mediator is appointed in consultation with the parties. The mediator assists the parties in further discussion and in formulating terms and agreements.
If there is no resolution at this stage, the complainant may request a Formal Hearing. The complaint is referred to the Vice-President, who may then refer it to the University Hearing Board.
Stage 3: The complaint is heard by the University Hearing Board, which is composed of student, staff and faculty members. The Board hears evidence, rules on the complaint, and, where appropriate, imposes sanctions.
The decision of this Board may be appealed to the Appeals Board, whose decision is final.
Complainants may opt for a mediation-only procedure if they prefer a more informal approach.
What the Sexual Harassment policy does not cover:
The Policy does not permit the repression or censorship of speech merely because someone objects to the ideas being expressed. Members of the University are entitled to express themselves freely; to question, to comment, to criticise; to espouse unpopular and controversial views; to engage in debate and to challenge conventions of whatever kind. This safeguard is essential to fostering freedom of sexual expression. Homophobic speech is therefore actionable, under University policy, only when it is specifically directed at another person, is based on that person's sexual orientation, and is unwelcome to that person.
Other resources:
| Community Safety Co-ordinator | 416 978 1485 | |
| University Police: | St George | 416 978 2323 |
| UTSC | 416 287 7398 | |
| UTM | 905 828 5200 | |
| Sexual & Gender Diversity Office | 416 946 5624 | |