Harassment & Discrimination

What is considered harassment and discrimination?

All members of Queen’s University have the right to be free from harassment and discrimination, including sexual harassment, harassment based on gender, race, ethnicity, religion, creed, sexual orientation or other grounds.

Incidences of Racism

Racism refers to negative valuing, stereotyping, and discriminatory treatment of individual and groups on the basis of their race or ethnicity. Examples of racism include:

A staff or faculty member sharing racist imagery, jokes, or ideas in a work email/Teams thread.
An educator singling out a Black learner in the classroom to respond to anti-Black racism discussions.
An educator using outdated, possibly offensive, language to describe a racial/ethnic group on a test.
A supervisor or authority doesn't work to remove racial barriers that reduce mentorship opportunities for racialized employees.
Supervisors/events planner not considering staff members’ dietary restrictions or commitments to religious/ethnic holidays.

Please read Examples of Racial Microaggressions for further examples.

Incidences of Heterosexism

Heterosexism refers to negative valuing, stereotyping, and discriminatory treatment of individuals and groups who are lesbian, gay, bisexual, or trans-identified. Examples of heterosexism include:

Outing a staff and faculty members who is queer to peers but is not “out” in their workplace.
Saying “that’s so gay” in the office.
Identifying someone/collogue/student as the "queer/gay/trans one".
Pushing more workload on Queer employees because they don't have families or responsibilities that align with heteronormativity.
Treating topics around "Queerness/2SLGBTQIA+" as unprofessional or inappropriate for the workplace (e.g. openly talking about a queer/same-sex partner, family, etc).

Please visit Gender Identity Microaggressions and 14 Microaggressions for further examples.

Incidences of Transphobia

Transphobia refers to negative valuing, stereotyping and discriminatory treatment of individuals who do not conform in appearance and/or identity, to conventional conceptions of gender. Examples of transphobia include:

Refusing to use the proper pronouns of a co-worker or insisting on using a dead name.
An educator saying that trans people are confused and that a nonbinary individual only “wants attention”.
Harassment when using the bathroom or lack of a gender-neutral bathroom in the building.
Telling someone that they don't look "trans/non-binary".

Behaviours involving harassment and discrimination

Slurs and jokes, name-calling, derogatory remarks, gestures, and physical attack.
Bias in administrative (workplace practices, tenure, promotion, appointment, salary increases) and/or academic decisions (scheduling academic activities, and decisions related to the content of courses and course materials).
Behaviour that could be reasonably interpreted as offensive and patronizing, and as undermining self respect or adversely affecting performance or working conditions.
Discrimination in the provision of goods and services, or access to premises, accommodation, and other facilities.
Microaggression --> "Microaggressions are brief and commonplace daily verbal, behavioural, and environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative racial, gender, sexual orientation, and religious slights and insults to the target person or group." (Sue, Capodilupo, et al., 2007.)

What should I do if I have witnessed or experienced harassment or discrimination?

File a report

A report is filed when an individual has witnessed or is aware of harassment or discrimination occurring to another person.
Employees, students, volunteers, or visitors to university property are not required, but encouraged, to submit a report. Meanwhile, persons of authority (e.g. leadership, faculty, staff) must submit a report to University Secretary with respect to incidents of workplace harassment, discrimination or reprisal.
It is recommended that reports are submitted within one year of the incident.
No reprisal faces those who submit a report.
The form will be reviewed by the University Secretariat and Intake Assessment Team who will decide whether it will be referred for investigation. A member of the Intake Assessment Team will then reach out to you to explain the team’s decision and to explain the next steps.

File a complaint

A complaint is filed when an individual believes they have experienced harassment, discrimination, or reprisal.
Complaints include detailed information about the incident.
It is recommended that complaints are submitted as soon as possible or within one year of the incident.
No reprisal faces those who submit a complaint.
The form will be reviewed by the University Secretariat and Intake Assessment Team who will decide whether it will be referred for investigation. A member of the Intake Assessment Team will then reach out to you to explain the team’s decision and to explain the next steps.

Use the IN-SIGHT tool

The IN-SIGHT tool is used when an individual wants to make an anonymous submission regarding harassment and discrimination that has been experienced or witnessed.
Your submission will be sent to the Human Rights and Equity Office: Human Rights Advisory Services. This information will be used to inform policy, programming, services, and response initiatives.
If you would like a Human Rights Advisory Services advisor to follow-up with you about your submission, you may provide your name or contact information.

Submit a client intake form

A client intake form is submitted you want to speak to an advisor directly to discuss an experience you have had, learn about your options, or be connected to supports.
Your contact information will be shared confidentially with Human Rights Advisory Services (HRAS).
Consultations with HRAS are confidential as well, except in circumstances where information must be shared to address a risk to the health and safety of members of the University Community (e.g., where there are reasonable grounds to believe that an individual is at risk of self harm; there are reasonable grounds to believe that an individual may pose a threat or risk to members of the University Community).

Additional resources

Please visit Harassment and Discrimination Training for related training modules.

Support

Student Wellness Services | 613-533-2506 | wellness.services@queensu.ca
Employee and Family Assistance Program | 1-877-789-7572
Four Directions | 4d.counsellor@queensu.ca
Human Rights and Equity Office (HREO)

Relevant policies

How can I be a better ally?

Consider the Wheel of Power/Privilege. Reflecting on the different aspects of intersecting identities, perceived social hierarchies and power structures can help us to better understand social relationships. How does my own power and privilege affect how I interact with others? How do these aspects of intersecting identities affect how others interact with me?

Examples of how to become a better ally include:

A faculty member tells his peer that he is really disturbed by the growing number of international students admitted to Queen’s University. The peer calls out this discriminatory remark and asks the faculty member to critically reflect on their harmful statement.
A staff member witnessed a faculty member on an admissions committee denying admissions of a racialized student into their program because that student’s admission essay was too racially and politically charged. This racialized student was perceived to be a “potential risk” in their program. The staff member reports this incident as per the Queen’s Harassment and Discrimination Policy.

Allyship Resources: