Harassment and Discrimination Policy - FAQ

Providence follows the definition of discrimination as per the Manitoba Human Rights Commission. The MHRC states that discrimination occurs when:

1. A distinction, whether intentional or not but based on grounds relating to personal characteristics of the individual or group, as described in section 9 of The Code has the effect of
   1. imposing burdens, obligations, or disadvantages on an individual or group not imposed upon others, or
   2. withholding or limiting access to opportunities, benefits, and advantages available to other members of society, and
2. The imposition of the burden or withholding of the benefit occurs in a manner which
   1. reflects the stereotypical application of presumed group or personal characteristics, or
   2. has the effect of perpetuating or promoting the view that the individual is less capable or worthy of recognition or value as a human being or
   3. as a member of our society.

See full definition here: http://www.manitobahumanrights.ca/education/pdf/board-of-commisioner-policies/g-1.pdf

The Manitoba Human Rights Commission defines harassment as: abusive and unwelcome behaviour that degrades, demeans, humiliates, or embarrasses a person. It is a form of discrimination when it is based on one of the protected grounds (ancestry, sex, religion etc). The person experiencing the harassment may have informed the harasser the behaviour is unwelcome or the behaviour may be deemed unwelcome if a reasonable person in those circumstances would view it that way.

It can take many forms:

• verbal behaviour (comments, innuendo, jokes, threats)
• gestures and other non-verbal behaviour (touching or unnecessary physical contact)
• visual forms of harassment (posters, videos)
• physical behaviour (pushing, shoving)
• electronic harassment (emails, text messages, displaying graphic images)

The Protected Characteristics identified in the Manitoba Human Rights Code (MHRC) apply to complaints of discrimination and/or grounds-based harassment. These characteristics are

• ancestry, including colour and perceived race
• nationality or national origin
• ethnic background or origin
• religion, religious belief, association or activity
• age
• sex, including pregnancy
• gender identity
• sexual orientation
• marital or family status
• source of income
• political belief, association or activity
• physical or mental disability
• social disadvantage

Where an individual is mistreated because of a relationship or association with someone identified as belonging to any of the above groups, this also infringes on their right to be free from discrimination and harassment.

You have a few options:

1. Personally confront – if you feel safe doing so, call the harasser out on their behaviour in the moment. Not everyone recognizes their behaviour as discriminatory or harassing, and you may help them to see what they’ve done wrong. If you don’t feel safe confronting them, then don’t do it.
2. Speak with Student Life or Human Resources – you can communicate with Leshia Verkerk (VP of Student Life) or Marlin Reimer (Director of Human Resources) to figure out what to do next. We can help you decide the best course of action in your specific circumstance. You can contact us via email (Leshia.verkerk@prov.ca; marlin.reimer@prov.ca), by phone, or in person.
   1. You can also file a complaint through the complaint and grievance form (https://my.prov.ca/student-handbooks/student-handbooks/student-policies-handbook/policies-and-procedures/complaint-grievance-procedure/). It will be read by Leshia Verkerk (VP of Student Life)
3. File a formal report – you can file a formal report with Leshia Verkerk (VP of Student Life) or Marlin Reimer (Director of Human Resources) to begin an official investigation into the matter. The investigation will be done by a committee of Providence employees or by an external investigator.

If you do not feel safe in the moment, please call 911.

You can also call security during open hours at the Winnipeg Campus ((204) 218-6864) or the emergency on-call phone in Otterburne 24/7 during the academic year (431-334-4999)

If you do not feel safe, but it is not an emergency, please contact Leshia Verkerk (VP of Student Life) or Marlin Reimer (Director of Human Resources) to set up interim measures to make sure you have a safety plan while we work on investigating the complaint.

Disciplinary action will not be taken against the respondent unless there is sufficient evidence to support the allegations made by the complainant. However, you do not have to prove beyond a reasonable doubt. There will need to be enough evidence to say the incident(s) was more likely to have happened than not to have happened.

As a way of reducing barriers to reporting incidents of harassment and discrimination, students who come forward with a complaint will not be disciplined for violating areas of the Community Life Policies and Procedures related to consumption of drugs, alcohol, open dorm hours, previous consensual intimacies that violate Providence policies, and other similar violations.

If you witnessed discrimination or harassment, we encourage you to let us know. We may or may not investigate, depending on the circumstance and the desires of the target.

Our policy protects people who come forward with a complaint from retaliation or reprisal by the respondent to the complaint, or any other person. We will do our best to ensure you receive no retaliation, but any retaliation will be met with immediate disciplinary action.

It will depend on the nature of the harassment/discrimination, and it may also depend on what you want to happen. We can just have a conversation or a meeting with the respondent that isn’t considered disciplinary. We can demand that they stop the behaviour or receive further discipline. We can request that they write an apology. We can also suspend or dismiss students and terminate employees, depending on the severity of the incidents. There is a wide range of possibilities. If you bring a complaint to Leshia Verkerk (VP of Student Life) or Marlin Reimer (Director of Human Resources), they will talk through your options with you, based on your specific circumstance.

If your complaint is about Leshia or Marlin (the people who you are supposed to bring your complaint to), you should contact Kent Anderson, President at Providence (kenton.anderson@prov.ca).