HUMAN RIGHTS POLICY (GP 18)
Date
April 26, 1988
Revision Date
November 27, 2025
Number
GP 18
Mandated Review
November 27, 2030
Policy Authority: University Secretary
Associated Procedure(s): Human Rights Procedures
BACKGROUND
Pursuant to the University’s obligations under the Code, this Policy confirms the University’s commitment to provide education, advice, and resources to members of the University Community about preventing and addressing Discrimination. The procedures to this Policy establish mechanisms for addressing concerns about Discrimination.
The personal characteristics protected by the Code and by this Policy are: age, race, colour, ancestry, place of origin, Indigenous identity, religion, marital status, family status, physical or mental disability, sex, sexual orientation, gender identity, gender expression, and, in the case of employment, also includes unrelated criminal convictions and political belief. Any future legislative changes that add to or otherwise alter the prohibited grounds of discrimination in the Code shall automatically be incorporated into this Policy.
TABLE OF CONTENTS
1.0 PREAMBLE
2.0 PURPOSE
3.0 SCOPE AND JURISDICTION
4.0 GLOSSARY
5.0 POLICY
6.0 ADDRESSING COMPLAINTS – GENERAL PRINCIPLES AND PROCEDURAL FAIRNESS
7.0 ANONYMOUS ALLEGATIONS OF DISCRIMINATION
8.0 ANNUAL REPORT
9.0 RELATED LEGAL, POLICY AUTHORITIES AND AGREEMENTS
10.0 ACCESS TO INFORMATION AND PROTECTION OF PRIVACY
11.0 RETENTION AND DISPOSAL OF RECORDS
12.0 INTERPRETATION
13.0 PROCEDURES AND OTHER ASSOCIATED DOCUMENTS
14.0 REVISION HISTORY AND MANDATED REVIEW DATE
1.1 The University is committed to providing a healthy, safe, and respectful learning, teaching, research, and work environment that allows for the full and free participation of all members of the University Community and in which Discrimination is neither acceptable nor tolerated. As an academic institution, the University promotes teaching, scholarship and research, and the free and critical discussion of ideas.
1.2 The University acknowledges that power differences exist between or among faculty, staff, and students.
1.3 The University acknowledges the diversity of its members and recognizes that Discrimination, when it occurs, will impact each person differently, informed by social identities, vulnerabilities, and position within the University’s structures and hierarchies. The University also recognizes that the intersection of personal identities that are protected by the Code with social identities and vulnerabilities that are not protected by the Code or this Policy, such as migration status, linguistic identity, socio-economic status, and previous experiences of oppression and trauma, will necessarily make each person’s experience of Discrimination unique.
2.1 The purpose of this Policy is to foster institutional, collective, and individual responsibility for creating and maintaining a healthy, safe, and respectful environment for learning, teaching, research, and work. Specifically, this Policy and its associated procedures aim to:
2.1.1 increase awareness of Discrimination and to reduce or prevent its occurrence through education and training;
2.1.2 establish a clear process for addressing incidents of Discrimination involving members of the University Community;
2.1.3 establish informal mechanisms for resolving Complaints; and
2.1.4 assign responsibility for addressing Discrimination when it occurs, and for managing and responding to Complaints.
3.1 This Policy applies to all members of the University Community and prohibits Discrimination by any member of the University Community against another. For the purposes of internal investigations, consequences and discipline, this Policy applies to any incident of Discrimination by a member of the University Community against another and that:
3.1.1 is reported to the HRO within one year of the last alleged incident; and
3.1.2 is alleged to have occurred:
a. on University-controlled property used for University purposes; or
b. at or during University events, meetings, or activities, or while engaged in University business; or
c. using the University’s Information and Communications Technology resources; or
d. when the Respondent was in a position of power or influence over the Complainant’s academic or employment status at the time of the reported incident.
3.2 Where a member of the University Community files a Complaint against a person who is not a member of the University Community, and the incident occurred on University-controlled property that is used for University purposes, the HRO will liaise with Campus Public Safety to assess any risk to the Complainant and the broader University Community, in accordance with relevant University policy, such as Response to Violence and Threatening Behaviour Policy (GP 25).
3.3 The University may accept Complaints from former members of the University Community if all of the following criteria are met:
3.3.1 both the Complainant and Respondent were members of the University Community at the time of the alleged incident;
3.3.2 the Respondent remains a member of the University Community at the time the Complaint is filed;
3.3.3 the Complaint is received within one year of the alleged incident of Discrimination, or the last alleged incident of Discrimination in cases of recurrent Discrimination; and
3.3.4 the alleged incident occurred within the scope and jurisdiction outlined in section 3.1 or section 3.2 of this Policy.
3.4 This Policy does not limit the University’s authority to investigate or take action against an employee for Discrimination against another member of the University Community, regardless of location, if it is connected to the University workplace or learning environment.
3.5 This Policy must not be interpreted, administered, or applied in a manner that infringes upon the legitimate exercise of Academic Freedom. Members of the University Community, in the course of their teaching and/or research activities, are entitled to engage in open and sometimes controversial discussions relevant to their disciplines. However, this freedom must be exercised with mutual respect for the rights of others to hold differing views.
3.6 Complainants whose concerns have already been addressed through other internal University procedures such as a collective agreement, or the Sexualized Violence Policy (GP 44) or other relevant policy, may not pursue the same matter under this Policy.
3.7 This Policy does not prevent any member of the University Community from filing a complaint with the British Columbia Human Rights Tribunal, or from pursuing criminal, civil, or other remedies.
3.8 This Policy must not be interpreted, administered, or applied in such a way as to detract from the rights and obligations of those in supervisory positions to take reasonable actions to manage the workplace or learning environment, or to provide direction to employees and Students.
4.1 See Appendix A for the definitions of words used in this Policy and its associated procedures.
Prohibited Conduct & Consequences
5.1 Discrimination is unacceptable and prohibited conduct. If Discrimination is found to have occurred, it may result in corrective measures or disciplinary sanctions including, where appropriate, dismissal or permanent suspension.
5.2 Retaliation against anyone who makes a Complaint or participates in a related process is also unacceptable and prohibited. If Retaliation is found to have occurred, it may result in corrective measures or disciplinary sanctions including, where appropriate, dismissal or permanent suspension.
5.3 Complaints must be made in good faith. Submitting a deliberately false or misleading Complaint is unacceptable and prohibited conduct. If such conduct is found to have occurred, it may result in corrective measures or disciplinary sanctions. A Complaint made based on a genuinely held but mistaken belief that Discrimination occurred is not considered deliberately misleading.
Education and Prevention
5.4 The University is committed to preventing and addressing Discrimination through proactive education, awareness, and training. Through collaboration among applicable units and partners, the HRO will:
5.4.1 develop, implement and oversee a sustained education strategy for members of the University Community, aimed at reducing and preventing Discrimination;
5.4.2 provide education for members of the University Community about rights and responsibilities under this Policy and the Code, including the Duty to Accommodate;
5.4.3 facilitate the inclusion of educational materials related to Discrimination into student and employee orientation programs;
5.4.4 serve as a resource to individual faculty members, departments and faculties in the development of related course and program content;
5.4.5 strongly encourage all members of the University Community to be informed about this Policy, to contribute to the prevention of Discrimination, and to participate in available education and training; and
5.4.6 act as a central information resource on human rights for the University Community.
6.0 ADDRESSING COMPLAINTS – GENERAL PRINCIPLES AND PROCEDURAL FAIRNESS
6.1 The University is committed to addressing Complaints in an objective, fair, and timely manner. All individuals exercising authority or discretion under this Policy must do so in accordance with the principles of procedural fairness and in compliance with any applicable collective agreements, University policies and established procedures. This includes compliance with notice requirements, timelines, and other related procedural obligations. The following principles apply to the resolution of Complaints:
6.1.1 Where appropriate, and with consideration for the Complainant’s safety, comfort, and well-being, the University will normally make efforts to resolve the matter informally before initiating formal procedures.
6.1.2 All parties will be informed of the relevant provisions of this Policy and the procedures available to them. All parties must be given the opportunity to present evidence in support of their positions and to defend themselves.
6.1.3 Procedural fairness applies to both the Complainant and the Respondent.
6.1.4 All members of the University Community will be treated equitably and respectfully under this Policy.
7.0 ANONYMOUS ALLEGATIONS OF DISCRIMINATION
7.1 The University’s ability to act upon an anonymous allegation of Discrimination is very limited. However, anonymous reports may be reviewed to:
7.1.1 assess whether there is evidence of a significant risk to the health or safety of members of the University Community;
7.1.2 identify areas where education and training might be needed; and
7.1.3 recognize patterns of behaviour or organizational culture concerns that may require addressing from unit or departmental leadership.
7.2 All members of the University Community who experience or observe Discrimination are strongly encouraged to report their concerns to the University in a timely manner by contacting the HRO. Timely reporting helps ensure the University can take appropriate and effective action.
8.1 An annual report summarizing the activities of the HRO and the implementation of this Policy shall be submitted to the Board of Governors.
9.0 RELATED LEGAL, POLICY AUTHORITIES AND AGREEMENTS
9.1 The legal and other University policy authorities and agreements that may bear on the administration of this Policy and may be consulted as needed include but are not limited to:
9.1.1 Human Rights Code, R.S.B.C. 1996, c. 210
9.1.2 University Act, R.S.B.C. 1996, c. 468
9.1.3 Freedom of Information and Protection of Privacy Act, R.S.B.C. 1996, c. 165
9.1.4 SFU’s Information Policies (I 10)
9.1.5 Code of Faculty Ethics and Responsibilities (A 30.01)
9.1.6 Policy on Policies within Board of Governors’ Jurisdiction and Associated Procedures (B10.00)
9.1.7 Response to Violence and Threatening Behaviour (GP 25)
9.1.8 Accessibility for Students with Disabilities Policy (GP 26)
9.1.9 Conflict of Interest and Conflict of Commitment Policy (GP 37)
9.1.10 Disability Accommodation in the Workplace (GP 40)
9.1.11 Protected Disclosure of Wrongdoing (GP 41)
9.1.12 Sexualized Violence Policy (GP 44)
9.1.13 Bullying and Harassment Policy (GP 47)
9.1.14 Public Interest Disclosure Policy (GP 48)
9.1.15 Student Conduct Policy (S 10.05)
9.1.16 Collective agreements and relevant human resources policies
10.0 ACCESS TO INFORMATION AND PROTECTION OF PRIVACY
10.1 The information and records made and received to administer this Policy are subject to the access to information and protection of privacy provisions of FIPPA and the University’s Information Policy series.
11.0 RETENTION AND DISPOSAL OF RECORDS
11.1 Information and records made and received to administer this Policy are evidence of the University’s actions to Discrimination. Information and records must be retained and disposed of in accordance with a records retention schedule approved by the University archives and records management.
12.1 Questions regarding the interpretation or application of this Policy or its procedures, including matters relating to the scope and jurisdiction, shall be referred to the University Secretary. The decision of the University Secretary on such matters is final.
13.0 PROCEDURES AND OTHER ASSOCIATED DOCUMENTS
13.1 Appendix A contains the Glossary applicable to this Policy and its associated procedures.
13.2 Appendix B contains the Guidelines for Investigations by external investigators.
13.3 The procedures for this policy are: Human Rights Procedures.
14.0 REVISION HISTORY AND MANDATED REVIEW DATE
| Date | Description/ Key Changes |
November 27, 2025
|
Policy updated in its entirety. |
| Mandated Review Date | |
November 27, 2030
|