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Equity Action Plan

Discrimination and harassment policy review

Submitted on behalf of Equity and Human Rights.

In September 2024, the renewed Discrimination and Harassment Prevention and Response (D&H) Policy was launched. This necessary review was led by Equity and Human Rights (EQHR) who plays a significant role in managing and implementing this policy.

The review included:

  • The Learning and Advisory Committee - engaged in thoughtful discussions on topics to relevant to proposed changes to the policy (including aligned with UVic values and the Declaration on the Rights of Indigenous Peoples Act) and supported the design of the community engagement plan
  • Two rounds of broad community consultation (Sept/Oct 2023 and Jan 2024) including engagement with staff, faculty and student unions
  • The Policy Design Committee – supported EQHR in reviewing consultation data and drafting
  • Technical Review Committee – key university units with responsibilities and roles linked to the policy (i.e., Human Resources, Faculty Relations, Campus Security, Student Affairs, Occupational Health, Safety and Environment, and General Counsel) reviewed the draft policy and developed associated procedures 

Connection to the EAP

This activity advances Institutional accountability, Action 5:

Review and revise dispute resolution policies and procedures, including disciplinary measures and protections against retaliation. Revisions should improve responsiveness to redress racism and oppression and promote inclusion and belonging. Leads: VP Academic & Provost, VP Finance & Operations, University Secretary

Impact

As a result of the thorough engagement across campus, the Discrimination and Harassment Prevention and Response Policy was fully rewritten. Unlike usual policy reviews where sections are updated, this policy required significant update to principles, scope and procedures. Most significantly the policy now includes definitions and responses to microaggressions and systemic discrimination. Existing definitions have also been updated to increase clarity, including a rewrite of the definition of retaliation.

Already in the first year of the policy’s implementation, EQHR has seen issues of systemic discrimination raised and using the new procedures to address these matters. The relaunch of the policy has also increased units’ and leaders’ interest in presentations so over 2024/25 EQHR staff presented on the new policy to 115 people across the university. More information about the policy can be found on the new website.  

Learnings and reflections

During any consultation or engagement, EQHR team members remarked that they always hear feedback that falls outside the scope of the work of the current project. In this case, this included hearing about barriers and gaps that aren’t currently addressed by the Discrimination and Harassment Prevention and Response Policy. At the conclusion of this review, EQHR compiled a list of implementation recommendations, feedback on other policies and process, and education/communication strategies that had been heard. This list was presented to the Executive Council as well as the Board of Governors and has already resulted in several additional projects.