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Nipissing University is committed to providing respectful learning and working environments that are free from racism, hate, discrimination, and harassment as outlined in the Occupational Health and Safety Act (OHSA), the Ontario Human Rights Code and the Accessibility for Ontarians with Disabilities Act (AODA), and in which all individuals are treated with respect and dignity. The following outlines the specific guidelines Nipissing University commits to following regarding preventing and supporting those who experience racism, hate, discrimination and/or harassment as part of our Nipissing University community.

All Nipissing University community members deserve to work and live in an environment rooted in respect and which is free of harassment, discrimination, racism and hate. Nipissing University members and guests are expected to review and abide by Nipissing University’s Free Speech Policy to ensure that Academic Freedom, Free Speech and Free Expression remain respectful, and do not contravene relevant legislation, including but not limited to the Ontario Human Rights Code.

Ontario human rights legislation, amongst other related legislation, guides how Nipissing University addresses racism, hate, discrimination, and harassment, including but not limited to anti-Indigenous Racism, anti-Black Racism, Antisemitism, and Islamophobia. All responses to acts of racism, hate, discrimination, and harassment, including a poisoned work environment, will be timely, effective, and proportionate.

Nipissing University’s Anti-Racism/Anti-Hate Guidelines, anonymous and non-anonymous ways to report potential acts of racism, hate, discrimination and/or harassment at Nipissing University, and relevant Nipissing University policies can be found below:

Relevant Policies which outline procedures related to potential acts of racism, hate, discrimination, or harassment are as follows:

• Respectful Workplace and Learning Environments Policy
• Code of Student Rights & Responsibilities
• Workplace Violence Prevention Policy
• Student Sexual Violence Response Policy

This Complaints Mechanism specifically applies to complaints relating to acts of racism, hate, discrimination or harassment filed by members of the campus community. 

The Complaints Mechanism will follow the process set out in the Respectful Workplace and Learning Environments Policy and the response timeframe noted below when instances of racism, hate, discrimination and/or harassment are reported. For instances where the Complainant and Respondent are both students, the Complaints Mechanism will follow the process set out in the Code of Student Rights and Responsibilities. 

Complaints Mechanism

Complainants accessing the Complaints Mechanism will not be subject to any acts of reprisal. 

Please provide the following information when submitting a complaint:

• Date and Time of the incident(s)
• Location of incident(s) 
• Name of other person(s) involved
• Detail a specific account of what happened and be as detailed as possible
• The effect of the incident
• Names of any witnesses
• Any action taken, including any person to whom the incident has been reported and any attempts at personal resolution. 

For complaints following the Respectful Workplace and Learning Environments Policy, submission is made to Human Resources.

For complaints following the Code of Student Rights and Responsibilities, submission is made to one of the following:

• Submission of Student Code of Rights and Responsibilities Complaint Form
• Direct email to avpstudents@nipissingu.ca
• Submission of a Student Support Request on WebAdvisor

Anonymous Reporting

Anonymous reports may pose some difficulties with respect to the University’s ability to respond to and address allegations of racism, hate, discrimination and/or harassment. However, anonymous reports of racism, hate, discrimination and/or harassment can be made using the form at the bottom of this page.

Institutional Assessment

Once a complaint has been received and filed, the designate department or individual will review the complaint to determine whether the allegation(s) would, if proven true, constitute a violation of Nipissing University’s Respectful Workplace and Learning Environments Policy and/or these Guidelines. The designated department will also determine next steps.

For Students: Please refer to the Student Code of Rights and Responsibilities for the procedures, in addition to specific timelines associated with these Guidelines, if the incident is or includes an allegation of racism, hate, discrimination and/or harassment. This includes the Appeals process.

For Staff, Board of Directors, Faculty or Visitors: Please refer to the Respectful Workplace and Learning Environments Policy for procedures in addition to specific timelines associated with these Guidelines if the incident is or includes an allegation of racism, hate, discrimination and/or harassment.

Interim Measures 

To ensure the safety and security of all parties during an ongoing investigation, and where the complaint contains serious allegations, the designated department or individual may impose interim measures. Interim measures may include, but are not limited to:

1. The separation of the Complainant and the other individual(s);
2. No contact orders;
3. A writ of trespass; and/or
4. The restriction of privileges within the campus community.

(sourced from Sexual Violence and Sexual Misconduct Prevention, Support and Response Policy)

Response Timeline

No more than 30 days following the filing of a complaint, the Complainant will receive initial communication from the designated department or individual along with an outline of the process and next steps to be taken. The Complainant will also be provided with an estimated time for the issue to be addressed including any interim measures if appropriate. The estimated time from when a complaint was received to the final decision as to the outcome of the complaint being communicated to the parties shall be no longer than 12 months.

After the complaint has been filed, the designated department or individual will review the complaint to determine whether the allegation(s) would, if proven to be true, constitute a violation of Nipissing University’s Policies. The designated department will also determine next steps to be followed.

After gathering the necessary information, the designated department or individual makes a final decision on whether Nipissing University’s Policies were breached. If the Policies are determined to have been breached, the designated department or individual will consider and determine the remedial or corrective actions to be taken, as appropriate. Examples of remedial or corrective actions which may be taken include but are not limited to:

1. Attendance at educational or training sessions;
2. Restricted or prohibited access to Nipissing University campuses and/or services;
3. Disciplinary measures such as reprimand, suspension, expulsion or termination.

Along with the final decision, Nipissing University will also provide and outline the appeals mechanism to the parties to the complaint.

If no policies and rules are determined to have been breached, no remedial or corrective actions will be required.

The final decision as to the outcome of the complaint should be communicated to the parties no more than 12 months from when the complaint was received.

Appeals

For Complaints filed under the Code of Student Rights and Responsibilities:

Respondents who have been found to be responsible for acts of racism, hate, discrimination or harassment under Complaints Mechanism have the right to appeal sanctions using the methods noted in the Student Code of Rights and Responsibilities. Students who have made a complaint where there was no violation found can also follow the appeals process.

For Complaints filed under the Respectful Workplace and Learning Environments Policy:

Respondents who have been found to be responsible for acts of racism, hate, discrimination or harassment under the Complaints Mechanism have the right to appeal sanctions using the procedure listed under the Appeals section. Where no violation has be found, Complainants can also follow the appeals process below.

The decision to impose corrective action or discipline for a breach may be appealed in writing by the Respondent within fifteen (15) business days of receiving the decision. The appeal will be made to the Vice-President, Finance and Administration or the Provost and Vice-President, Academic, whoever has jurisdiction over the area in which the breach occurred.

If the decision on corrective action or discipline was made by the Vice-President, Finance and Administration, the appeal can be made to the Provost and Vice-President, Academic. If the decision on corrective action or discipline was made by the Provost and Vice-President, Academic, the appeal can be made to the Vice-President, Finance and Administration. If both are in conflict, the appeal can be made to the President.

Limited Appeal of Outcome of Investigation

For an appeal to be admissible, one or more of the following must be demonstrated:

• Evidence of substantial procedural error during an investigation
• Significant new information about the case that was not accessible by reasonable effort prior to receiving the written report
• Excessive corrective action or discipline

The Vice-President receiving the appeal will have full access to the evidence considered during the investigation as well as the investigator’s report. 

Within thirty (30) days of receiving the written appeal, the Vice-President will render a final, written decision. The decision to an appeal is final and binding on all concerned, subject to the applicable right of grievances in collective agreements.

Annual Reporting

Nipissing University commits to providing an annual report to the Board of Governors on the implementation and effectiveness of these Guidelines.

This report will be made publicly available on the Nipissing University webpage dedicated to anti-racism/anti-hate and will be submitted to the Minister each year on January 31st, beginning January 31st, 2026.

Discrimination: Any form of unequal treatment based on a protected ground listed in the Ontario Human Rights Code is discrimination. Discrimination may be intentional or unintentional. It may involve direct actions that are discriminatory, or it may involve rules, practices or procedures that appear neutral but may disadvantage certain groups of people ("systemic"). Discrimination can be comments, actions or behaviour that result in the unfavourable or adverse treatment or preferential treatment which has the effect of creating or perpetuating prejudice or stereotyping. Examples include refusal to provide goods, services or facilities, exclusion from employment or employment benefits, refusal to work with or to teach, or failure to provide physical access.

Harassment: Harassment is defined as “engaging in a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcomed". This definition is found in both the Ontario Human Rights Code and the Occupational Health and Safety Act.

Hate: refers to any criminal offence motivated by bias, prejudice or hate based on:

• race
• national or ethnic origin
• language
• colour
• religion
• sex
• age
• mental or physical disability
• sexual orientation
• gender identity or expression
• any other similar factor

Section 318 and Section 319 of The Criminal Code of Canada contains specific hate-related offences such as:

• advocating genocide
• public incitement of hatred
• wilful promotion of hatred
• wilful promotion of antisemitism
• mischief relating to religious property, educational institutions, etc

Policies: Refers to Nipissing University’s policies and guidelines related to racism, hate, discrimination, and harassment. These include: Respectful Workplace and Learning Environments Policy including the Anti-Racism/Anti-Hate Guidelines, Code of Student Rights & Responsibilities, Workplace Violence Prevention Policy, Sexual Violence and Sexual Misconduct Prevention, Support and Response Policy.

Racism/Racial Discrimination: The Ontario Human Rights Code acknowledges differences between racism and racial discrimination; however, the code does not include fixed definitions of either term. For a comprehensive understanding of the two terms, individuals are encouraged to read the Ontario Human Rights Commission document entitled Policy and Guidelines on Racism and Racial Discrimination. A link to the document is located here.