/var/www/www_htdocs/Applications/PoliciesAndProcedures/html-policies/1FPiehbZ6zLc-51jpi9aVrAT6bqrhaYjN/index

Gender-Based Violence and Misconduct Prevention and Response Policy –May 25, 2023 – Page 1 of 12

GENDER-BASED

VIOLENCE

AND

MISCONDUCT

PREVENTION

AND

RESPONSE

POLICY

Policy Type:

Management

Initially

Approved:

May 25, 2023

Policy Sponsor:

President

Last

Revised:

May 25, 2023

Primary Contact:

Vice-President,

Finance &

Administration

Vice-President,

Students

Review

Scheduled: May 25, 2028

Approver:

Board of Governors

OVERVIEW

The University is committed to fostering a University Community where members share a

responsibility to maintain a safe, supportive, and inclusive working and living environment that is

free from Gender-Based Violence and Misconduct.
This policy and associated procedures have been established because acts of Gender-Based

Violence and Misconduct cause harm to others and can have far reaching impacts on the health,

safety, and wellbeing of University Community members. This policy outlines the University’s

expectation of members of the University Community in the education, prevention, and response

to Gender-Based Violence and Misconduct at the University.

PURPOSE

The University is committed to combating Gender-Based Violence and Misconduct in all forms in

our community. Gender-Based Violence and Misconduct affects individuals differently based upon

the individual’s intersecting identities such as: sex, sexual orientation, gender identity/expression,

Indigenous status, race, ethnic background, ability, faith, age, socio-economic status, and prior

experiences of trauma. This can include intergenerational or personal experiences of trauma or

acts of discrimination such as: ableism, homophobia, transphobia, racism, or sexism. Gender-

Based Violence and Misconduct is rooted in systems of power, control, and privilege that

perpetuates harmful stereotypes, attitudes, behaviours, and beliefs of sex, sexuality and gender

identity/expression, also known as rape culture.
The purpose of this Policy is to:
●  Provide reasonable and individualised  support  for members of the University Community

affected by Gender-Based Violence and Misconduct;

● Provide access to safe, timely, and confidential assistance to those who Disclose, Report, or

are affected by Gender-Based Violence and Misconduct;

● Investigate Gender-Based Violence and Misconduct complaints in a timely manner and strive

to adhere to the principles of Trauma-Informed practices and principles of procedural fairness.

● Provide coordinated training and education for members of the University Community to

support the awareness, prevention, and reduction of Gender-Based Violence and Misconduct.

Gender-Based Violence and Misconduct Prevention and Response Policy –May 25, 2023 – Page 2 of 12

SCOPE

This Policy applies to all members of the University Community. Any member of the University

Community who Discloses or Reports that they have experienced Gender-Based Violence and

Misconduct is able to access confidential assistance and support from Dating, Domestic and Sexual

Violence (DDSV) Services may request Accommodation Supports regardless of the time, place, or

parties involved in the incident of Gender-Based Violence and Misconduct.
For the purposes of Investigations of Reports and the assigning of consequences and discipline,

this policy applies when acts of Gender-Based Violence and Misconduct by a member of the

University Community, whether in-person, online, or virtual, are alleged to have occurred:
● on University premises; or
● at or during a University related event or activity such as but not limited to, classes, events,

field schools, practicum placements, research, exchanges, conferences, or Students’

Association of Mount Royal University (SAMRU) activities (such as club events); or

● occurs off campus whereby the behaviour has substantial connection to, or adverse impact on,

University operations or impacts the ability of a member of the University Community to

reasonably participate in University related programs, activities, or employment.

This Policy also applies to Reports made by members of the University Community who

experienced Gender-Based Violence and Misconduct by a person who is not a member of the

University Community and occurred as per conditions above. In such cases the University will seek

to limit the access to University property by the person Reported to have violated the Policy.
This Policy does not limit or discourage members of the University Community from exercising their

rights, including filing a complaint with other bodies or pursuing criminal or civil remedies.

POLICY STATEMENT

Gender-Based Violence and Misconduct can adversely impact an individual’s ability to work, learn

and thrive within our community. Anyone who has experienced Gender-Based Violence and

Misconduct is entitled to access supports that are based on Trauma-Informed practices. DDSV

Services is the central service to provide education, training, and support that are rooted in best

practices in Gender-Based Violence and Misconduct prevention and response.

RIGHTS AND RESPONSIBILITIES

Every member of the University is expected to engage in respectful and consensual

interactions with all community members and foster an environment that does not tolerate

Gender-Based Violence and Misconduct.

1.1

Members of the University Community have the rights and responsibilities to:
a. live, work and learn in an environment that is free from Gender-Based Violence

and Misconduct;

b. familiarise and uphold the core values of Consent and conduct themselves in a

manner that represents these values;

c. familiarise themselves with this Policy and participate in education and training

programs to raise awareness and understanding about Gender-Based Violence

and Misconduct prevention and response;

d. access the confidential support from DDSV Services;
e. Report or participate in a University process to address allegations of Gender-

Based Violence and Misconduct without retaliation of any kind;

Gender-Based Violence and Misconduct Prevention and Response Policy –May 25, 2023 – Page 3 of 12

f. consult with a representative of the University, confidentially and free of

judgement, to access guidance and support regarding this Policy and associated

Procedures;

g. maintain the privacy and confidentiality of any individual who Discloses that they

have been affected by Gender-Based Violence and Misconduct and to provide

Accommodation Supports when appropriate.

1.2

People Who Have Experienced Gender-Based Violence and Misconduct have

the rights and responsibilities to:

be treated with dignity, compassion and respect;

a. be provided with information and access to on and off campus services and

choose what services or resources they wish to access.

b. access processes that maintain confidentiality and privacy as outlined within

section 12 of this Policy.

c. Receive timely and confidential support and information from the DDSV Services

such as:

information to make their own choice as to which services they wish to

access;

ii.

information about the options to make a Report that includes clear steps

and procedures associated with the University reporting options;

iii.

reasonable and appropriate academic, workplace, or other

Accommodation Supports based upon their specific circumstance;

iv.

timely assistance with safety planning.

d. choose to Disclose or Report their experience of Gender-Based Violence and

Misconduct and to be treated with dignity, compassion and respect;

e. make a Report and participate in a process that is informed by Trauma-Informed

practices that includes:

not being subject to discipline for actions that occurred at the time of the

misconduct that may violate other University policies such as, but not

limited to, intoxication or the use of illegal substances.

ii.

having a Support Person be present at all stages of the process;

iii.

the ability to withdraw the Report at any time;

iv.

having the process responded to in a timely manner;

not being required to participate in any face-to-face interactions with the

Respondent;

vi.

prohibiting and addressing retaliatory actions;

vii.

being informed of outcomes of the Report that maintains privacy

requirements.

1.3

People Who are Alleged to Have Caused Gender-Based Violence and

Misconduct have the rights and responsibilities to:
b. treatment with dignity, compassion and respect;

Gender-Based Violence and Misconduct Prevention and Response Policy –May 25, 2023 – Page 4 of 12

c. seek support from trusted sources within and outside of the University such as;

Student Association Advocacy Resource and Support Coordinator, union

representatives, University Officials, Elders, or personal supports;

d. information about the allegations of misconduct, the process for assessing the

allegations and the outcome of the process must only be shared to the extent

required to ensure a fair process as articulated in the policy and procedure.

e. Not have retaliatory actions, whether direct or indirect, taken against them or the

person who experienced the alleged Gender-Based Violence and Misconduct;

f. provision of an Investigation and decision making process that complies with the

principles of procedural fairness including:

be informed of the nature of the allegation(s), the procedures that will be

followed, and be provided the ability to respond to the allegation(s);

ii.

a process free from bias, including an impartial and appropriately

qualified person to investigate the allegation;

iii.

a process that complies with all provisions as outlined within the relevant

policy or collective agreement;

iv.

have a Support Person of their choice present at any stage of the

process.

Gender-Based Violence and Misconduct Prohibited Behaviours

2.1

Gender-Based Violence and Misconduct are behaviours, whether by word or action,

that are attempted, threatened, or committed against someone based on their

gender expression, gender identity, or sexuality, without the person’s Consent. This

includes, but is not limited to: Sexual Assault, Sexual Harassment, Sexual Violence,

Domestic Violence, Intimate Partner Violence, Dating Violence, Indecent Exposure,

Stalking, Stealthing, Voyeurism, and the distribution of sexually explicit

photograph(s) or video(s) without the subject’s Consent.

2.2

The University recognizes that promoting a culture of Consent is necessary to

prevent Gender-Based Violence and Misconduct.

2.3

Consent:

●  is affirmative and active, not passive or silent;
●  cannot be assumed or implied;
●  can be removed at any time;
●  previously provided Consent does not provide Consent for future actions;
●  is the responsibility of the person seeking to engage in the activity to confirm

Consent from the other(s);

● cannot be given by someone who is incapacitated by alcohol, drugs, mental

capacity, or otherwise unable to give Consent;

● cannot be given by someone who is not the age to Consent as defined by

the Canadian Criminal Code;

● cannot be obtained through abuse, threats, intimidation, coercion, or other

pressure tactics or if the initiator abuses a position of trust, power, or

authority;

Gender-Based Violence and Misconduct Prevention and Response Policy –May 25, 2023 – Page 5 of 12

● is not diminished due to ignorance, anger, or impaired judgement of the

initiator who is responsible to ensure they have Consent for their actions.

DATING, DOMESTIC AND SEXUAL VIOLENCE SERVICES

3.1

The University will maintain a dedicated centralised office (DDSV Services) that will

use best practices in the provision of confidential support for the University

Community as well as the development, delivery, and assessment of education,

training, and awareness activities on the topic of Gender-Based Violence and

Misconduct. DDSV Services will:
a. provide safe, confidential, timely assistance and support for the University

Community member who has been affected by Gender-Based Violence and

Misconduct who can choose how much or how little information they wish to

Disclose;

b. provide information about resources available including all University and

external community options for Reporting Gender-Based Violence and

Misconduct;

c. provide and coordinate individualised safety planning for people who have

experienced Gender-Based Violence and Misconduct;

d. receive and facilitate a person’s reasonable and appropriate Accommodation

Supports (ex. Academic extensions, no contact requirements, alternative

attendance options, temporary reassignment, etc.);

e. work closely with on and off campus resources to ensure timely and appropriate

response and assistance to situations whereby members of the University

Community experience Gender-Based Violence and Misconduct;

f. provide timely assistance and confidential support for University Community

members who receive a Disclosure of Gender-Based Violence and Misconduct;

3.2

Work with the Gender-Based Violence and Misconduct Advisory Committee to

provide ongoing review and evaluation of the University’s Gender-Based Violence

and Misconduct prevention, education, and response strategies. This Committee

will have no role in advocating, supporting, or investigating any incidents of Gender-

Based Violence and Misconduct;

3.3

Any staff or volunteers of DDSV Services will not be responsible for conducting

investigations or determining any outcomes associated with Reports of Gender-

Based Violence and Misconduct.

DISCLOSURES

4.1

Any member of the University Community who has experienced Gender-Based

Violence and Misconduct may choose to Disclose their experience to DDSV Services

or another member of the University Community. A Disclosure does not initiate a

Report, investigation, or other process. All members of the University are strongly

encouraged to be informed about how to appropriately receive and respond to a

Disclosure as per the Gender-Based Violence and Misconduct Prevention and

Response Procedures.

4.2

Any member of the University Community who receives a Disclosure of Gender-

Based Violence and Misconduct is encouraged to respond with compassion and

treat the individual with dignity.

4.3

Members of the University Community who receive a Disclosure are encouraged to

contact DDSV Services to anonymously discuss receiving a Disclosure, confirm that

Gender-Based Violence and Misconduct Prevention and Response Policy –May 25, 2023 – Page 6 of 12

all appropriate steps and resources have been provided, and receive personal

support if necessary.

4.4

In some limited cases, the University may be required to take action based upon a

Disclosure without a Report (see section 12.3). In these instances, the University will

make all reasonable efforts to ensure that the individual(s) impacted are informed

and relevant Interim Measures, Accommodated Supports and safety plans are

implemented.

ACCOMMODATION SUPPORTS

5.1

Any member of the University Community who has experienced or been impacted

by Gender-Based Violence and Misconduct can access confidential assistance and

support from DDSV Services regardless of the time or place where the Gender-

Based Violence and Misconduct occurred.

5.2

All individuals who have experienced Gender-Based Violence and Misconduct are

eligible to receive reasonable and appropriate Accommodation Supports that are

best suited to their individual circumstances and are assessed and determined by

DDSV Services and/or an appropriate University Official.

5.3

Accommodation Supports are actions that help facilitate the emotional and physical

safety and wellbeing of a person who has been affected by Gender-Based Violence

and Misconduct and assist the individual’s ability to continue their existing

relationship and role with the University.

5.4

Accommodation Supports may include but are not limited to:

●  adjustment of academic deadlines or deliverables;
●  deferral of exams or grades;
●  temporary easement or modification of attendance at University related

activities;

●  changing of on campus housing assignment;
●  temporary adjustment to work or location of work;
●  temporary assignment of parking locations.

REPORTING

6.1

Individuals who have experienced Gender-Based Violence and Misconduct by a

member of the University Community may submit a Report to the University to initiate

a complaint process in accordance with relevant University policies.

6.2

Individuals wishing to make a Report are encouraged to do so by contacting DDSV

Services who will provide information about the various external and internal

processes.

6.3

Options for external processes may include:
a.  criminal proceedings with local law enforcement agency;
b.  complaint with the Alberta Human Rights Commission;
c.  other legal processes.

Gender-Based Violence and Misconduct Prevention and Response Policy –May 25, 2023 – Page 7 of 12

6.4

Options for internal processes are determined by the relationship the Respondent

has with the University and who will serve as the Policy Agent assigned to resolve

the complaint:
a. Respondent is a Student: Reports submitted to Policy Agent of the Code of

Student Community Standards Policy: AVP Student Experience and Success

b. Respondent is an Employee, volunteer, appointee, or others acting on behalf of

the University: Reports submitted to the Policy Agent of the Workplace Violence

and Harassment Policy: Associate Vice President Human Resources

c. If the Respondent is not a member of the University Community: Reports are

submitted to the Policy Agent of the Trespass Policy: Manager Security Services

6.5

Policy Agents with responsibility to receive and/or resolve Reports will be trained in

Trauma Informed Practices.

6.6

The University will accept Anonymous and Third Party Reports in order to provide a

mechanism for members of the University Community to make a Report of Gender-

Based Violence and Misconduct while maintaining anonymity. In most cases of

Anonymous or Third Party Reports, the University will be limited in its ability to fully

apply the Policy due to requirements of procedural fairness. Anonymous and Third

Party Reports will be managed by DDSV Services and used to help better

understand how Gender-Based Violence and Misconduct is impacting the University.

ALTERNATIVE RESOLUTIONS

7.1

The University will provide an option for Alternative Resolutions as a voluntary

process sought by the individual who experienced Gender-Based Violence and

Misconduct as an informal way to resolve the incident with a focus on what the

individual who has been harmed may require for their own health and wellbeing.

7.2

Some examples of alternative resolutions include, but are not limited to an

agreement to:

● no contact between the parties;
● a discussion with the Respondent informing them of the impact of the

incident;

● an apology from the Respondent;
● an agreement for the Respondent to participate in learning activities about

relevant topics associated with the incident.

7.3

If an Alternative Resolution process is sought, DDSV Services will be consulted in

the assessment and development of the resolutions.

7.4

Alternative Resolutions are voluntary and must be agreed to by the Policy Agent, the

Complainant, and the Respondent.

7.5

Alternative Resolutions are considered informal and do not inform or enact any

formal University process.

MULTIPLE PROCEEDINGS

8.1

Individuals may have multiple relationships with the University, such as being a

student and employee, volunteer, athlete, resident, or researcher, and therefore the

Report may involve actions that intersect more than one University policy. When a

Report involves circumstances that involve multiple University policies, those

University Officials responsible for the respective policies or regulations will jointly

Gender-Based Violence and Misconduct Prevention and Response Policy –May 25, 2023 – Page 8 of 12

determine the application of applicable policies, the appropriate process to be

applied and in what order.

INTERIM MEASURES

9.1

Any Report that is deemed to include any immediate, ongoing, or possible risks to

others or the University will be reviewed by the Policy Agent who must consult with

the Chief Safety and Risk Officer to determine the application of any Interim

Measures. The Complainant will be consulted regarding the impact of any Interim

Measures prior to implementation.

9.2

Interim Measures are temporary actions taken to protect the safety and/or wellbeing

of the University Community, including the Complainant and Respondent. Such

measures are preliminary in nature, non-disciplinary, and do not imply the

individual(s) has violated a policy.

9.3

Any Interim Measure applied will be reviewed as needed but not to exceed 30 days

and renewed if necessary, pending the decision from the investigation. A person

who has been assigned Interim Measures may request to have them reviewed.

9.4

Interim Measures may include, but are not limited to:

●  a requirement not to contact a specific person(s);
●  limit access to spaces, programs, software, or services;
●  a requirement to communicate with a University Official;
●  temporary removal from University properties or activities.

9.5

Failure to comply with an Interim Measure constitutes a violation of University policy.

10. INVESTIGATION

10.1

Any Report of Gender-Based Violence and Misconduct that is submitted to the

University under this Policy will be investigated using Trauma-Informed practices in

accordance with the associated process as outlined within section 6.4. This will

include a commitment that all Policy Agents and Investigators will utilise Trauma-

Informed Practices.

10.2

The investigation process will normally be completed within 60 business days,

however the Policy Agent may extend this timeline if necessary. If timelines are

extended, the Complainant and Respondent will be informed in writing.

10.3

The determination of who will be assigned to conduct the investigation will be in

accordance with the policy by which the investigation is being completed as per

section 6.4.

10.4

The investigation process includes but is not limited to the interviewing of individuals

with relevant knowledge, the gathering and reviewing of materials and documents,

and consulting appropriate policies or procedures. All people engaged in the

investigation process may have a Support Person present at all times.

10.5

At no time will the Complainant and Respondent be required to have contact with

each other or be present at the same time for any part of the investigation process.

10.6

The Investigator will use the standard of a balance of probabilities, whether it was

more likely or not to have taken place, to determine whether or not the allegations

associated within the Report were substantiated. A summary of the findings will be

Gender-Based Violence and Misconduct Prevention and Response Policy –May 25, 2023 – Page 9 of 12

made available to both the Respondent and the Complainant who may pose

questions to the Investigator about the findings prior to a final decision being made.

11. DECISION MAKING AND OUTCOMES

11.1

Once the investigation is complete, the Policy Agent is provided with the results of

the investigation and determines whether or not a violation of this Policy occurred

and assigns any outcomes in accordance with the policy to which the Report was

submitted. The Policy Agent will communicate all decisions in writing to the

Respondent and provide the Complainant with an overview of the outcomes without

breaching any privacy regulations.

12. CONFIDENTIALITY

12.1

The privacy and confidentiality of those involved in a Disclosure or Report of Gender-

Based Violence and Misconduct will be maintained. The general practice of the

University is to only share information with University Officials who require the

information to carry out their duties associated with this policy such as to investigate

Reports, implement Accommodation Supports, or determine Interim Measures.

12.2

The University will make every reasonable effort to balance confidentiality with its

legal responsibility to provide a work and study environment free from Gender-Based

Violence and Misconduct.

12.3

There may be exceptional circumstances where the University may be required to

share information within or outside of the University in order to address safety

concerns or to satisfy legal reporting requirements. These additional circumstances

may include:

●  an individual who is at risk of self-harm;
●   a risk to the safety of the university and/or broader community;
●  a Disclosure which is required by law; for instance, suspected abuse of a

minor; or, compliance with the Occupational Health and Safety Act;

● evidence of the disclosed incident made available in the public realm (e.g.,

video shared publicly on social media).

12.4

In exceptional cases where privacy and confidentiality cannot be maintained, the

person who experienced Gender-Based Violence and Misconduct will be informed

and supported before information is shared. This will include what information must

be shared, for what reason, and who will receive the information.

13. RECORDS AND REPORTING

13.1

All documents and records collected as a result of these policies and procedures will

be maintained in compliance with the University’s Records and Information

Management Program Policy and the Alberta Freedom of Information and Protection

of Privacy Act.

13.2

DDSV Services will maintain appropriate records of actions taken under this Policy

and will prepare an annual statistical report. The annual report shall be anonymised

and ensure no identifying information is included.

Gender-Based Violence and Misconduct Prevention and Response Policy –May 25, 2023 – Page 10 of 12

DEFINITIONS

(1) Accommodation

Supports:

are actions that help facilitate the emotional and physical safety and

wellbeing of a person who has been affected by Gender-Based

Violence and Misconduct and assist the individual’s ability to

continue their existing relationship and role with the University.

(2) Alternative

Resolutions

Means a voluntary process sought by the individual who experienced

Gender-Based Violence and Misconduct and agreed to by the

Respondent as a way to appropriately resolve the incident

(3) Anonymous Report

means the option for an individual who experienced Gender-Based

Violence and Misconduct to submit a Report without being required

to identify themselves. Anonymous reporting can be provided directly

to DDSV Services either in person or using the online reporting form;

(4) Complainant:

means the person or harmed party, who brings forward information

that a violation of a policy may have occurred.

(5) Consent:

is an ongoing, conscious and active agreement, through words or

gesture, to sexual activity.

(6) Disclosure:

a verbal or written account by a person about their experience of

Gender-Based Violence and Misconduct.

(7) Employee:

means individuals who are engaged to work for the University under

an employment contract, including but not limited to faculty, staff,

exempt, casual and management employees.

(8) Gender-Based

Violence and

Misconduct

is an umbrella term that encompasses a broad range of behaviours,

whether by word or action, that use and abuse the control over

another person and is perpetrated against someone based on their

gender expression, gender identity, or perceived gender. Such

behaviours may or may not involve physical contact and threats,

attempts, or actions against a person without the person’s Consent

including, but not limited to: Sexual Assault, Sexual Harassment,

Stalking, Indecent Exposure, Voyeurism, Stealthing, sexual

exploitation, and the distribution of sexually explicit material of

another person without their Consent.

(9) Indecent Exposure:

is the deliberate exposure in public or in view of the general public by

a person of a portion or portions of their body in circumstances where

the exposure is contrary to standards of appropriate behaviour.

(10) Interim Measures:

are non-disciplinary conditions or restrictions on those involved in a

Report at the University to protect the safety and/or wellbeing of the

University Community, including the Complainant and Respondent.

(11) Intimate

Partner/Relationship

Violence:

(also called domestic violence (DV), domestic abuse or relationship

abuse): is a pattern of deliberate behaviours used by one partner to

gain and maintain power and control over another partner within the

context of an intimate relationship. It also occurs when someone tries

to establish power and control over someone once the relationship

Gender-Based Violence and Misconduct Prevention and Response Policy –May 25, 2023 – Page 11 of 12

has ended. Domestic violence can be emotional, physical, sexual,

spiritual, and financial

(12) Investigator:

means the individual, either internal or external to the University,

responsible for collection, review, and substantiation of the

allegations included within the Report.

(13) Policy:

means the Gender-Based Violence and Misconduct Prevention and

Response Policy

(14) Policy Agent:

means the University Official authorised to receive and address

Reports as per a University policy.

(15) Report:

a submission, either verbal or written, to the University that provides

details of an incident(s) of Gender-Based Violence and Misconduct

in order to seek recourse pursuant to the violation of this Policy.

(16) Respondent:

means the individual alleged to have caused harm and violated this

Policy.

(17) Sexual Assault:

means any form of unwanted sexual contact done by one person or

people to another person or people without consent. It can include

forced or unwanted kissing, groping, touching, attempted or

unwanted penetration, or oral sex. It can occur regardless of gender

identity or relationship status.

(18) Sexual Harassment:

means unwanted or uninvited sexual advances, remarks, gestures,

sounds and actions that make a person feel unsafe, intimidated,

degraded or uncomfortable, or their sexual integrity is compromised,

even if the person harassing claims to have been only joking or didn’t

mean to offend. It includes bullying or coercion of a sexual nature,

unwanted sexual attention or requests for sexual favours. It can also

include threatening and/or unwanted phone calls, text messages, e-

mails, letters and unwanted gifts.

(19) Stalking:

means the unwanted and persistent behaviour, pursuing contact,

monitoring and/or harassing of an individual in person, in writing, by

phone, online, or by other means (i.e.,. through a third party) that

seriously alarms or causes fear of safety, annoys, or intimidates that

person. Includes being followed or spied on.

(20) Stealthing:

Means knowingly or non-consensual act of removing or tampering

with a condom or other barrier method when a person has Consented

to sexual act(s) with the use of a condom or other barrier method.

(21) Student:

means someone who has applied to a full-time, part-time, credit or

non-credit program or course offered through the University.

(22) Support Person:

an individual, unrelated to the Report/incident, who can attend

meetings with a Respondent or Complainant throughout the course

of an investigation or appeal to provide personal support but may

not speak on their behalf.

(23) Third Party Report

means the option for any individual to submit a Report on behalf of

another individual who has experienced Gender-Based Violence and

Misconduct. The Report may or may not identify the person who

experienced Gender-Based Violence and Misconduct.

(24) Trauma-Informed:

means an approach for engaging with individuals that involves

understanding and recognizing the presence of trauma symptoms

and the impact of trauma on the individual.

Gender-Based Violence and Misconduct Prevention and Response Policy –May 25, 2023 – Page 12 of 12

(25) University:

means Mount Royal University

(26) University

Community:

includes Students, Employees, the Board of Governors,

Contractors, Volunteers and Visitors to the University

(27) University Official

A person acting in the capacity as outlined by their employment at

the University

(28) Voyeurism

Means the non-consensual observation and/or recording of others

as they undress or engage in sexual activities

RELATED POLICIES

● Code of Conduct – Employees Policy

● Human Rights Policy

● Offensive/Discriminatory Materials policy

● Protected Disclosure (“Whistleblower”) policy

● The Code of Student Community Standards

● Trespass Policy

● Workplace Violence and Harassment Prevention Policy

● University’s Records and Information Management Program Policy

RELATED LEGISLATION

● Alberta Freedom of Information and Protection of Privacy Act

● Alberta Human Rights Act

● Alberta Occupational Health and Safety Act

● Alberta Post Secondary Learning Act

● Canadian Charter of Rights and Freedoms

RELATED DOCUMENTS

● Code of Student Community Standards Procedures

● Procedure for Reporting Workplace Violence and Harassment

REVISION HISTORY

Date

(mm/dd/yyyy)

Description of

Change

Sections

Person who

Entered Revision

(Position Title)

Person who

Authorised

Revision

(Position Title)