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The Human Rights Legislation Group (HRLG) is one of the most longstanding and impactful initiatives of the Office. Over the years, it has been led by distinguished spearheads such as Diane Kelly, Irène Bujara, Melissa Seal, and Stephanie Simpson. Today, Lavonne Hood, AVP Human Rights, Equity, and Inclusion, and Melissa Seal, ¾ÅÐãÖ±²¥ Legal Counsel, co-chair the group, continuing its legacy of leadership.

Our Participants

The HRLG aims to includes representatives from all academic and non-academic units on campus. We invite each unit to have at least one person attend our sessions. Any employee interested in advancing human rights and equity is welcome to participate.  Attendees are encouraged to share the knowledge gained with their colleagues to ensure broad engagement across the university.

For inquiries, to add your name or your delegate's name to the listserv, or to provide alternative communication formats, please contact the HREO at equity@queensu.ca. 

Our Purpose

The HRLG's mission is to provide the essential information needed to navigate the evolving landscape of human rights legislation. Through HRLGs we acquire more nuanced understanding of human rights obligations and by doing so, we become better at preventing harassment and discrimination and ensuring our compliance, thereby reinforcing ¾ÅÐãÖ±²¥ commitment to human rights and equity.

Our Responsibility: Ensuring Compliance

At ¾ÅÐãÖ±²¥, we are committed to upholding our legal responsibilities in the areas of human rights, accessibility, and employment equity. The Ontario Human Rights Tribunal imposes a positive obligation on institutions such as ours to proactively address human rights issues. This was highlighted in a 2005 decision (B.L. v. Marineland of Canada Inc.), emphasizing the importance of institutional responsibility in these areas.

Would You Meet the Tribunal's Criteria for Compliance?

The Ontario Human Rights Tribunal evaluates organizations based on these essential criteria:

1. Awareness and Training: Are there measures in place to address discrimination and harassment? Is there a robust anti-discrimination/harassment policy? Is there an effective complaint mechanism? Are management and employees adequately trained?
2. Post-Complaint Handling: Are complaints taken seriously, handled promptly, and investigated thoroughly? Is the response sensitive and appropriate?
3. Resolution and Communication: Is there a fair resolution process? If the complainant returns to work, can the employer ensure a healthy, discrimination-free environment? Are findings and actions communicated effectively?

These standards apply to Queen’s as both an employer and a service provider. Ensuring compliance with these criteria is central to the HRLG's mission. If you, your managers, or employees lack the knowledge or resources to meet these standards, it is crucial to take immediate action.

Our Meetings

The HRLG meets two to three times per year to review the state of legal obligations of post-secondary institutions in various human rights and equity-related areas. Meetings generally last one and a half hours.
 
Our sessions cover critical topics such as human rights, as legislated through the Ontario Human Rights Code, the Federal Contractors Program, the Accessibility for Ontarians with Disabilities Act, and the Ontario Occupational Health and Safety Act.

Below, you will find the meeting minutes with detailed information on specific topics, summaries of the knowledge shared and learned, and the jurisprudence, legislation, or case-law studied during each meeting.

For inquiries, to add your name or your delegate's name to the listserv, or to provide alternative communication formats, please contact the HREO.