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Complaints Resolution Supports 

What does the IEO provide?

The Institutional Equity Office offers supports for complaints resolution to concerns of harassment and discrimination based on the Ontario Human Rights Code 17 protected grounds, in accordance with the University’s Statement on Prohibited Discrimination and Discriminatory Harassment. Students, staff, faculty, and librarians across the tri-campus can access the supports available.

We strive to ensure the supports provided are trauma-informed, culturally relevant, and work towards restoring environments where all parties involved can fully move forward to the greatest extent possible.

Resolution supports include:

  • Concerns/Complaint Intake

    You can schedule an intake meeting with a member of the IEO if you wish to relay or discuss a concern about discrimination, harassment, and/or offensive actions.

    An intake meeting does not activate a formal resolution process. Members of the IEO will discuss various options for resolution based on the experiences shared.

    If the community member requests a Formal Resolution process, the matter will be referred to one or more of the following offices, depending on the nature of the complaint and the identities of those involved: Workplace Investigations, Office of Vice-Provost Students, Vice-Provost Faculty and Academic Life, School of Graduate Studies, Sexual Violence Prevention & Support Centre.

  • Early Intervention Services

    The IEO can support the facilitation of early intervention activities into a concern. Early intervention is a set of activities that provide parties involved in a concern the opportunity to engage resolution in a collaborative and respectful manner that attempts to rebuild, maintain and improve relationships among those in conflict.

    Actions from the IEO in Early Intervention can include:

    • Inform and consult with the appropriate academic/administration offices
    • Advise and support academic and administrative leadership on how to effectively support the resolution of the matter
    • Engage directly with persons involved in a concern if invited to do so
    • Consult with department or division to support the restoration process of the learning or working environment
    • Provide education/training to the team if relevant

Ontario Human Rights Code 17 protected grounds:

Age, ancestry, citizenship, colour, creed/religion (includes islamophobia and antisemitism), disability, ethnic origin, family status, gender expression, gender identity, marital status, place of origin, race, receipt of public assistance, sex (including pregnancy), sexual orientation, record of offences

Email to schedule an intake or consultation meeting


All students are protected by the Governing Council Statement on Prohibited Discrimination and Discriminatory Harassment.

If you are experiencing discrimination or harassment, resources are available to assist you in reporting your concerns and finding a resolution.

The step-by-step process for proceeding with a complaint is outlined by the Office of the Vice-Provost Students, and is also available to download in PDF format.

The IEO can assist you to prepare your concerns/complaints and provide support.

Staff, faculty and librarians

If you are experiencing workplace incivility, harassment, or discrimination of any kind, you may raise it with the University by contacting any of the University’s 13 Divisional HR Offices, the University’s equity offices on the St. George, UTM, and UTSC campuses.

You may approach whichever HR office or Equity Professional you are most comfortable speaking with, even if they are not a part of your local Divisional HR Office, or you may connect with your Faculty-specific Equity Directors/Assistant Deans, if available within your faculty.

Faculty members may also raise concerns and complaints with their Office of the Dean.

Concerns can also be raised with Union representatives.