This flowchart has been developed to help individuals understand how the reporting procedure works.
A Report is for University Community members who witness or become aware of Harassment, Discrimination, Reprisal, or Systemic Discrimination.
Persons of Authority who witness or become aware of Workplace Harassment, Discrimination, Reprisal, or Systemic Discrimination are required to file a report.
If the matter relates to a form of sexual harassment/violence, the procedure set out in the Policy on Sexual Violence Involving Queen’s Students must be used.
Harassment & Discrimination Policy - Reporting Procedure Flowchart
Step 1: A report using the form found on the Secretariat's website is submitted to the University Secretary.
Step 2: A meeting of the Intake Assessment Team is set.
Is it determined that the Report can be investigated?
NO: he Report: contains insufficient detail; does not relate to a matter covered by the Policy; is already the subject of another process (e.g., a grievance); or does not contain claim(s), if true, that would constitute Harassment, Discrimination, or Reprisal as defined in the Policy.
The Intake Assessment Team has discretion in other circumstances.
The University Secretary will advise why the Report was not referred to investigation, that new information can be submitted for further consideration, and provide information about alternatives for recourse or advice.
YES: The Report will be referred to the appropriate Receiving Office.
Is the Report about systemic Discrimination?
YES: It is referred to the appropriate Vice-Principal. They or their designate will conduct an inquiry. Consultation occurs with:
- AVP (Human Rights, Equity and Inclusion) and
- the Ombudsperson
VP reports back to the University Secretary, with a copy to the AVP and Ombudsperson.
NO: It is referred to the appropriate Receiving Office and is investigated following the process outlined in the Complaint Procedure.
The investigator will issue a confidential written report.
Reporters are not normally entitled to information with respect to the outcome of the investigation unless they are involved in the implementation of that outcome.
If you have any questions related to the Harassment and Discrimination Policy and Procedures, you can reach out to the following offices: