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Policies and Law


McGill University

 

The preamble of McGill University’s Employment Equity Policy states: “McGill University is committed to:… developing policies, programs, practices and traditions that facilitate the full participation and advancement of members of historically disadvantaged groups in Canada (indigenous peoples, visible minorities, ethnic minorities whose mother tongue is neither English nor French, persons with disabilities, women, and persons of minority sexual orientations and gender identities) (hereafter, “designated groups”) by eliminating direct, indirect and systemic discrimination;”

“The university attracts excellent students and recruits outstanding academics in every discipline, without regard for their mother tongue… McGill University is deeply rooted in Quebec and supports the important role of French in Quebec society.”

 


Section 2.6 of the Policy on Harassment, Sexual Harassment, and Discrimination Prohibited by Law defines discrimination prohibited by law as: “any action, behaviour, or decision based on race, colour, sex (including gender identity), pregnancy, sexual orientation, civil status, age (except as provided by law), religion, political conviction, language, ethnic or national origin, social condition, a disability or the use of any means to palliate a disability which results in the exclusion or preference of an individual or group within the University community. This includes both the actions of individual members of the University and systemic institutional practices and policies of the University.”

Section 2.7 defines harassment as: “any vexatious behaviour by one Member of the University Community towards another Member of the University Community under the control and authority of the University in the form of repeated hostile or unwanted conduct, verbal comments, actions or gestures, that affect the dignity or psychological or physical integrity of a Member of the University Community and that results in a harmful environment for such an individual. Within the employment relationship, a single serious incidence of such behaviour that has a lasting harmful effect on such an individual may also constitute Harassment.”

 

     


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