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Reporting Equity, Diversity, and Inclusion Concerns 

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FIFSW is committed to Equity, Diversity and Inclusion (EDI) and promoting safe, welcoming, and inclusive working and learning environments for all. We recognize that our faculty is rich in its diversity and that academic excellence thrives when belonging for all can be achieved.    

If you have experienced discrimination or harassment under the Ontario Human Rights Code, based on the University’s Statement on Prohibited Discrimination and Discriminatory Harassment, we encourage you to reach out to FIFSW’s Director of Equity, Diversity and Inclusion.  

Reporting EDI concerns may be initiated based on an individual’s experiences of discrimination or harassment, either within or outside of FIFSW. Concerns may include, but are not limited to, academics, extracurriculars, practicum or work environment. 

Our goal is to support each individual through the resolution process on an individual basis based on their unique needs. We aim to offer resources that are culturally responsive, trauma informed, and restorative in nature. 

On this page:

Your rights 

ImportantU of T community members are protected by theGoverning Council Statement on Prohibited Discrimination and Discriminatory Harassment

Protected Grounds Under the Ontario Human Rights Code include 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. 


For students: Resolution support for EDI concerns 

Concerns/Complaint Intake

If you wish to relay or discuss a concern about discrimination, harassment, and/or offensive actions, you can schedule an intake meeting with the Director of EDI.

Attending an intake meeting does not initiate a formal process. Rather, the intake meeting is an opportunity to explore possible options both informal and formal, based on the circumstances of the concern. 

Options may include further consultation and collaboration with partners and offices within and/or outside FIFSW depending on the nature of the complaint and the identities of those involved. Examples include, but are not limited to: The Dean’s Office, Associate Dean Academic, Assistant Dean Student Services and Registrar, Assistant Dean Practicum, Associate Dean Research, PhD Director, MSW Director, Workplace Investigations, Office of Vice-Provost Students, Vice-Provost Faculty and Academic Life, School of Graduate Studies, Sexual Violence Prevention & Support Centre.  

Early Intervention

The FIFSW Director of EDI can also support the facilitation of early intervention in response to a concern. Early intervention provides those involved in a concern with the opportunity to engage in resolution through a collaborative and respectful manner that aims to rebuild, maintain, and improve relationships among those in conflict. 

Early Intervention can include: 

  • Informing and consulting with the appropriate academic/administration offices 
  • Advising and supporting academic and administrative leadership on how to effectively support the resolution of the matter 
  • Engaging directly with persons involved in a concern if invited to do so 
  • Consulting with department or division to support the restoration process of the learning or working environment 
  • Providing education/training to the team if relevant

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Other options

In addition to the Office of the Director of EDI, the University of Toronto’s The Institutional Equity Office can assist you in preparing your concerns/complaints and provide support. 

If you are experiencing conflict with your supervisory relationships or with your academic peers, another option is to contact the Centre for Graduate Mentorship and Supervision for support. 

To learn more about the complaints process, visit the Office of the Vice-Provost Students .   

For staff and faculty: Resolving EDI concerns

If you are experiencing workplace harassment, or discrimination of any kind, you may connect directly with your Director of EDI or 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. 

Additionally, the University’s equity offices on the St. George, UTM, and UTSC campuses are also available for consultation. 

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

Concerns can also be raised with Union representatives. 

University of Toronto Equity policies 

Learn more about how U of T is working to ensure all our workplace policies are inclusive and reflect our commitment to equity and diversity. Please visit the University’s Policies & Guidelines page. 

illustration of head with flowers coming out of the topMental health resources 

Experiencing discrimination or harassment can be a painful experience. Whether or not you choose to report an incident, it is important to practice selfcare and seek support when needed. If you need to talk to someone, there are services on and off campus available to you. 

View a list of mental health resources you may access to keep yourself safe and well.