Canada’s Royal Commission on Aboriginal Peoples referred to Aboriginal people as “the indigenous inhabitants of Canada including Inuit, First Nations and Métis people, without regard to their separate origins and identities” and further as: "the “organic political and cultural entities that stem historically from the original peoples of North America, not to collections of individuals united by so-called ‘racial’ characteristics.” (Report of the Royal Commission on Aboriginal Peoples, Volume 3, 1996).
In partnership with the Queen’s University Aboriginal Council and Ministry of Training, Colleges and Universities (MTCU), Queen’s is committed to ensuring that generations of Aboriginal peoples are able to participate fully at the University and to live, work and study in a non-discriminatory environment. In order to achieve this goal, Queen’s recognizes the importance of respecting the unique needs, values, and realities of Aboriginal peoples.
The Queen’s University Harassment/Discrimination Complaint Policy and Procedure protects Aboriginal peoples from discrimination and harassment in areas of employment, services, and living accommodation offered by the University. While the Policy clearly allows Aboriginal people to claim rights to non-discrimination/harassment on the ground of ancestry, it also provides protection for Aboriginal people on the basis of many other dimensions of their social identities including: race, colour, place of origin, citizenship, creed, disability, sex, sexual orientation, gender identity, age, marital status and family status.Advisors in the Queen’s Human Rights Office are able to discuss possibilities for resolving human rights concerns through alternative dispute resolution processes that are in keeping with Aboriginal traditions and cultures.
Discrimination may be understood as a distinction, intentional or not, that has the effect of imposing burdens, disadvantaging, and limiting access to opportunities. Some examples of human rights based discrimination are:
Harassment is defined as a course of vexatious comment or conduct, known or ought reasonably to be known to be unwelcome. Some examples of human rights based harassment are:
Accommodation may be understood as a series of steps taken to ensure that individuals, regardless of physical ability, ancestry, race, religion, sexual orientation, etc. are able to participate fully in events, activities and employment. When members of the University have obligations related to a human rights ground that conflict with an institutional rule or practice, Queen’s has a duty to accommodate peoples’ needs with dignity and to the point of undue hardship.
Examples of accommodation may include:
If you would like to discuss a question or concern about discrimination/harassment related to Aboriginal ancestry or any of the human rights grounds, please contact the Queens’ Human Rights Office at: