Addressing Antisemitism at the University of Toronto

Importance of this Educational Resource

This resource has been prepared in the context of the rising incidence of antisemitism at U of T and in broader society and is intended to reaffirm the University of Toronto’s commitment to providing welcoming and inclusive environments for learning, research, and working. Antisemitism is treated by the University in the same way as discrimination and harassment against other members of our community, with complaints resolution supports and educational awareness programming. Below you will find a non-exhaustive list of examples of conduct that may be regarded as antisemitic harassment and/or discrimination based on creed (e.g., religion), place of origin, or ethnic origin.

History of Addressing Antisemitism at the University of Toronto

This website builds on the December 2021 Report of the University of Toronto Antisemitism Working Group, whose eight recommendations were accepted by the University. It also benefits from community-wide feedback received on a draft of the Guide to Law and Policy regarding Antisemitism and Anti-Israeli Discrimination at the University of Toronto posted on the University of Toronto’s consultation website between November 29, 2024, and January 31, 2025.

This resource does not recommend the adoption of any external definitions of antisemitism.

Such pre-existing definitions, which routinely include lists or examples for purposes of clarification, are written for a range of reasons. But they do not reflect the University’s specific policy and legal context, including its fundamental commitment to academic freedom and freedom of expression. U of T’s Statement of Institutional Purpose reiterates this position:

“[T]hese rights [of freedom of speech, academic freedom and freedom of research] are meaningless unless they entail the right to raise deeply disturbing questions and provocative challenges to the cherished beliefs of society at large and of the University itself.”

This web resource does not establish a new policy. Rather, it aims to clarify the implications of the existing legal and policy context. Any action in response to antisemitic incidents will be taken in accordance with the underlying policies and/or law, as noted in this resource.

Legal Context

All members of the University of Toronto community have a right to learn, live, work, and research in an environment that is free of discrimination and harassment. The University upholds its responsibility to address and respond to complaints and incidents of harassment and discrimination with utmost seriousness.

This responsibility is guided by the Ontario Human Rights Code, which prohibits discrimination and harassment based on enumerated grounds, including race, ancestry, place of origin, ethnic origin, citizenship, and creed. These prohibitions protect all community members, including Jewish and Israeli community members, from discrimination and harassment in working, learning, teaching, and research environments.

In addition to the guidance provided by the Code, The Strengthening Accountability and Student Supports Act, 2024 (Bill 166) introduced new requirements for Ontario’s publicly assisted colleges and universities to have policies and rules that describe how each institution will address and combat racism and hate, including but not limited to anti-Indigenous racism, anti-Black racism, antisemitism, and Islamophobia.

The directive from the Minister of Colleges, Universities, Research Excellence and Security requires institutions to identify how they are proactively creating an inclusive postsecondary environment free of discrimination and hate. This includes measures such as practices to support dialogue, early intervention, and de-escalation. This resource page on antisemitism is part of the University’s response to these requirements.

Additionally, the Criminal Code of Canada contains various offences related to “hate propaganda” at sections 318 to 320, including advocating genocide, public incitement of hatred, willful promotion of hatred, and willful promotion of antisemitism. The latter offence applies to instances where the communication condones, denies, or downplays the Holocaust.

U of T Policy Context: Policies and Agreements

The University of Toronto has statements, policies, guidelines, and agreements that address antisemitism and the ways in which the University will respond to it, both directly and indirectly. Each of these policies and agreements, either explicitly or through established practices and pathways, provides an avenue for complaints to be received, appropriate inquiries and/or investigations to be pursued and procedural fairness for the respondent.

Some members of the University community may also be subject to further requirements imposed and enforced by professional bodies external to the University of Toronto.

The Code of Student Conduct prohibits non-academic misconduct by students, including vexatious conduct that is known to be unwelcome based on several grounds identified in the Human Rights Code, as well as threats and assault. The Code of Behaviour on Academic Matters prohibits academic misconduct by both students and faculty members and makes it an offence for a faculty member to evaluate the academic work of a student “by reference to any criterion that does not relate to its merit,” including based on the prohibited grounds of discrimination set out in the Human Rights Code.

In addition to relevant University of Toronto policies, Postgraduate Residents and Clinical Fellows in the Temerty Faculty of Medicine are required to comply with the standards established by professional and regulatory bodies, their relevant clinical setting, and Temerty Faculty of Medicine Professionalism Requirements, including (but not limited to) the Guidelines for Appropriate Use of the Internet, Electronic Networking and Other Media. All Health Professional Students are required to comply with the Standards of Professional Practice Behaviour for All Health Professional Students.

In the employment context, the Policy with Respect to Workplace Harassment and the Guideline for Employees on Concerns and Complaints Regarding Prohibited Discrimination and Discriminatory Harassment prohibit workplace harassment based on the grounds in the Human Rights Code. Relatedly, the Policy with Respect to Workplace Violence and the Workplace Violence Program prohibit workplace violence, including attempted violence and threats of violence. Additionally, the Human Resources Guideline on Workplace Harassment and Civil Conduct sets out the expectations regarding the standard of civil conduct that the University requires all employees to maintain in dealings with each other.

Several agreements between the University of Toronto and unionized employee groups layer further commitments on the University’s legal and policy framework. Collective agreements with labour unions include non-discrimination clauses that encompass the grounds set out in the Human Rights Code.

Agreements between the University of Toronto and University of Toronto Faculty Association introduce additional commitments to augment this legal and policy framework. For example, Articles 5 and 9 of the Memorandum of Agreement between the Governing Council of the University of Toronto and the University of Toronto Faculty Association (Memorandum) impose several requirements of faculty members and librarians in their dealings with students and colleagues. The Memorandum prohibits discrimination based on each of the grounds in the Human Rights Code as well as discrimination based on political affiliation or belief.

The Standards of Professional Behaviour for Clinical Faculty articulate the University’s expectations for clinical faculty members in the Temerty Faculty of Medicine (who are not governed by the Memorandum) in their interactions with any members of the University community. These include requirements that clinical faculty members comply with the Ontario Human Rights Code and refrain from engaging in harassing or discriminatory behaviour.

The University of Toronto has several Governing Council-approved documents that affirm both the University’s commitment to freedom of speech and academic freedom and its commitment to the “vigilant protection for individual human rights” and the right of every member of our community to live, teach, research, and learn in an environment free of discrimination and harassment. Exercising these rights should not result in harassment or discrimination of any member of the University community. These include the Statement of Institutional Purpose, the Statement on Freedom of Speech, the Statement on Free Expression, the Statement on Equity, Diversity, and Excellence, the Statement on Prohibited Discrimination and Discriminatory Harassment, Procedures for the Temporary Use of Space, and the Statement on Human Rights.

Framework for Addressing Complaints

Complaints processes are the primary accountability mechanism for addressing experiences of antisemitic discrimination and harassment at the University of Toronto.

All complaints of antisemitism are taken seriously, are reviewed and addressed on a case-by-case basis and will include an assessment of how the concerns may relate to an individual’s role at the University. If you wish to file a complaint of discrimination or harassment, please go to the University of Toronto website Complaints & Concerns about Discrimination & Harassment.

The University’s Statement on Prohibited Discrimination and Discriminatory Harassment (Statement) is an important component of the University’s commitment to learning, teaching, and working environments free from discrimination and harassment.

We are engaging in a comprehensive formal review of the Statement, which will complement existing work to streamline our complaints processes. Please see the Bill 166 Interim Report on Prohibited Discrimination and Discriminatory Harassment.

Understanding the Institutional Response to Complaints

Violations of University policy or law

(see Legal Context and U of T Policy Context: Policies and Agreements)

Offensive but not unlawful conduct

Actions assessed not to be violations of University policy or law and require no further action

Actions or conduct will be investigated, and if proven to violate policy and/or law, discipline and/or restorative processes may result.

Some actions may be determined not to violate policy and/or law, but if appropriate, education, coaching, peer-to-peer conversations, or collegial interventions may occur.

All participants in the complaints process are provided with safety and wellness resources and supports.

Working with Community to Address Antisemitism

Antisemitic acts, speech, and discrimination based on creed (e.g., religion), ethnic origin or place of origin create conditions in learning, working, teaching or research environments, which limit the full participation of Jewish community members and promote exclusion. The University is committed to the creation and maintenance of an inclusive environment for all members of our Jewish community.

Following consultations with our community, the University of Toronto has developed a non-exhaustive list of examples, that it considers to be antisemitic and/or discriminatory. These could invoke the use of our legal and policy framework. These examples can appear in many forms: they can be subtle or blatant; they can include verbal, written, and in-person communications; they can appear in many media, including signage and targeted email communications; and they can involve social media posts attributable or relating to University of Toronto community members.

The University recognizes:

Jewish communities are diverse, heterogenous, and have a wide range of perspectives and understandings of the ways antisemitism is experienced.
The Ontario Human Rights Commission’s concept of discrimination “acknowledges that individuals possess multiple interconnected identities, and that marginalization and exclusion based on [Human Rights] Code grounds can occur due to the intersection of these identities”. For example, Jewish community members, including but not limited to those who are Israeli, may also experience discrimination based on creed (e.g., religion), ethnic origin, and/or place of origin.
Actions directed at individual members of our community because they are Jewish or Israeli, or identify as Zionist, can be harassment, discrimination, and/or violate law or policy. Such actions directed at individuals in the examples below do not cease to be problematic because the word “Jewish” or “Israeli” is replaced with the word “Zionist.” This is distinct from criticisms of the government of Israel and its policies.
All complaints of antisemitism and discrimination based on creed (e.g., religion), ethnic origin, and/or place of origin are taken seriously and are assessed on a case-by-case basis as noted in the sections above.

This could include:

restricting the access of Jewish or Israeli community members to University spaces
comments in class that single out students or instructors who are Jewish or Israeli to hold them responsible for the actions or alleged actions of other Jewish people or of the government of Israel, or that require them to distance themselves from certain policies as a precondition of participation in classes or events
requiring that Jewish members of the University community express or adhere to any specific views about Israel as a condition of entry to research spaces, participation in research projects, classrooms, or University events
denying Jewish or Israeli colleagues work assignments or opportunities because of their identity or because of assumptions about their political or religious views, including requirements to endorse statements on Israel as a condition of full participation in academic units

This may include vandalism of property on U of T’s campuses with swastikas and/or other antisemitic symbols, phrases such as “go back to Europe” or comparing Jews to Nazis.

This may include caricatures and statements about conspiracies of Jewish people – for example, exercising control over government, business, finance, and other institutions, including universities; that Jews are loyal only to other Jews or only to Israel (“dual loyalty”); assuming that all Jewish people share certain political views because they are Jewish; that Jews engage in ritual or purposeful acts of killing (“blood libel”). 

For more on tropes, stereotypes, and conspiracy theories, please see the Antisemitism Working Group’s Final Report.

This may include the failure or refusal to provide kosher food options when requested, or to attach conditions to its provision, during University-sanctioned events where food is being served; the failure to provide appropriate accommodations in the work, learning, or research environments for Jewish people who observe traditional religious practices or holidays; or scheduling mandatory events without options for accommodation when events conflict with major Jewish holidays or observances.

This may include vexatious comments or actions directed at members of the University community because of names, practices, food, jewelry depicting the Star of David, kippah, or other symbols.

This may include acts or statements, particularly in University classes and events, that deny the existence of the Holocaust, minimize its significance or accuse Jews of exaggerating it to gain power.

Missed the memo?

Who we are.

Make a meaningful impact.

At U of T, everyone belongs.

How to get in touch.

Our community is our strength.

University HR & Labour Relations

Working to advance wellness.