STAFF RECOGNITION AWARDS 2016

After a peer-review of the nominations submitted for this year’s awards, I am pleased to announce the names of the employees who will be receiving the 2016 Recognition Awards. The awards will be presented at the President’s Breakfast on August 29, 2016.

Chris Whitaker
President & CEO

Congratulations to all of our 2016 Recognition Award recipients:

DISTINGUISHED FACULTY AWARDS

DISTINGUISHED SUPPORT STAFF AWARDS

ADMINISTRATIVE DISTINGUISHED SERVICE AWARDS

COMMUNITY SERVICE AWARD

EXTRA MILE AWARD

HUMBER SUSTAINABILITY AWARD

RESEARCH EXCELLENCE AWARD

ROBERT A. GORDON LEADERSHIP AWARD

Electrical Power Shutdown - Centre for Trades and Technology (110 Carrier Drive)
on Sunday, July 24 from 8 a.m. to 6 p.m.

Please be advised there will be a site wide electrical power shutdown at the Centre for Trades and Technology (110 Carrier Drive) on Sunday, July 24, 2016 from 8 a.m. to 6 p.m.

The purpose of the electrical shutdown is to inspect and maintain the electrical infrastructure within the facility.

Please note that staff, faculty and students will not be permitted to enter the Carrier Drive facility during the power shutdown.

If you have any questions, please contact Chris Nanos, Manager, Plant Services, Facilities Management at 416.675.6622 x5560.
 

Fact Sheet

Creed Discrimination

In December 2015 the Ontario Human Rights Commission released an updated policy on preventing discrimination based on Creed. With the changing landscape in Canada, the Commission began receiving complaints from people regarding barriers faced based on their Creed. There is a strong correlation between groups of people who experience discrimination based on Creed with faithism (a phobia developed because of your beliefs) racism and xenophobia. According to the Commission, the result of these phobias can lead to the following:

• Unfair treatment
• People being afraid to disclose their creed
• Forced to choose between creed and employment or services

It is also important to note that someone who has no affiliation to a creed can also cite creed as a discriminatory ground. In instances like this, the person is treated differently because of having no belief system or is forced to participate in creed related events.

What is Creed?

Creed is not defined in the Code but it includes religion. It can be defined however as a sincerely held belief which means honesty of belief and it should be generally assumed on good faith unless legitimate reason to believe otherwise. Where further inquiry is warranted, it should be as limited as necessary. This belief system influences a person’s identity, way of life and a sense of fulfilment.

Remember, with associated belief:

• Perfection is not required
• It is not about the strength of the belief
• It must consider the context where the belief has been compromised

The belief system can be grounded to the five areas of focus.

1. It is a sincerely freely and deeply held belief ( this does not need confirmed documentation).
2. It is integrally linked to a person’s identity (A religious belief or commitment that is deeply rooted … as an element of the individual’s identity, rather than simply a choice or judgement she or he has made. –Supreme Court of Canada-).
3. It is a comprehensive, overarching belief system (this can sometimes be subjective).
4. It is usually connected to a community that professes a shared belief system.

Source: The Ontario Human Rights Commission (OHRC)

Fact Sheet

Policy on preventing sexual and gender-based harassment

What is sexual harassment?

In the Ontario Human Rights Code (the Code), sexual harassment is “engaging in a course of vexatious comment or conduct that is known or ought to be known to be unwelcome.” In some cases, one incident could be serious enough to be sexual harassment.

The reference to comment or conduct "that is known or ought reasonably to be known to be unwelcome" means that there are two parts to the test for harassment. First, we have to consider if the person carrying out the harassment knew how their behaviour would be received. Second, we must consider how someone else would generally feel about the behaviour – this can help us think from the perspective of a person who is being harassed.

What is gender-based harassment?

Gender-based harassment is one type of sexual harassment. Gender-based harassment is “any behaviour that polices and reinforces traditional heterosexual gender norms” (Elizabeth J. Meyer, “Gendered Harassment in Secondary Schools: Understanding Teachers’ (Non) Interventions,” Gender and Education, Vol. 20, No. 6, November 2008, 555 at 555). It is often used to get people to follow traditional sex stereotypes (dominant males, subservient females). It is also used as a bullying tactic, often between members of the same sex.

Example: A grade 9 male student has many female friends and is more interested in the arts than athletics. A group of boys at his school repeatedly call him “fag,” “homo,” “queer” and other names.

Unlike some other forms of sexual harassment, gender-based harassment is not generally motivated by sexual interest or intent. It is more often based on hostility and is often an attempt to make the target feel unwelcome in their environment. In some cases, gender-based harassment may look the same as harassment based on sexual orientation, or homophobic bullying. With the addition of the new grounds of “gender expression” and “gender identity” to the Code, many claims alleging gender-based harassment may also cite discrimination and/or harassment based on gender expression. Depending on the circumstances, it may be appropriate to cite gender identity as well.

Source: ohrc.on.ca/en/book/export/html/10245