1. Chair Orientation Sexual Violence Information
Allison Cadwallader

2. Agenda Introduction Policy Information
Expectations for staff and faculty
Receiving a disclosure
Reasonable accommodations
Conclusion

3. Introduction Allison Cadwallader
Sexual Violence Support & Education Coordinator
Human Rights & Equity
Support individuals impacted by sexual violence
Create educational opportunities
Work with policy creation and revision
Facilitate investigations

4. Brock’s Sexual Assault & Harassment Policy
Ministry of Training, Colleges and Universities Act
Requirement for a Sexual Violence Policy on campus as of January 1, 2017
Brock introduced the Sexual Assault and Harassment Policy in December 2016
Process to address incidents of sexual violence
Accommodations for all students affected by sexual violence
Requirement to report to the Ministry
May apply to all members of the university

5. Expectations
5.1 Brock Community Members and Visitors have the right to:
(i) a campus environment that does not condone, tolerate, or ignore Sexual Violence;
(ii) have access to supports, services, and appropriate accommodation if they are affected by Sexual Violence; and,
(iii) have an incident of Sexual Violence addressed in a manner that is appropriate in the circumstances.

6. Expectations
5.2. Brock Community Members and Visitors have the responsibility to:
(i) not commit Sexual Violence;
(ii) take action to address Sexual Violence on campus; Sexual Assault and Harassment Policy
(iii) upon becoming aware of Sexual Violence, refer Survivors to support services and the Brock University Human Rights & Equity office when appropriate; and,
(iv) cooperate fully with the Procedures under this Policy, in accordance with contractual obligations and the relevant collective agreements.

7. Disclosures
Disclosure: when a person reveals information to a staff member of HRE (or campus community member) that they or another party has experienced an incident of Sexual Violence.
Formal Report: when a Survivor submits a written statement to HRE that alleges they have experienced an incident of Sexual Violence within the University’s Jurisdiction or that affects the work and learning environment at the University

8. Receiving a Disclosure (B.E.S.T Practice)
Believe: If someone discloses that they've experienced sexual violence, believe them. It's not our job to decide whether this actually happened or not
Empathize: Recognize the bravery it took to talk about their trauma. Understand their situation rather than giving them pity
Support: There are many ways to offer support: emotional, tangible, informational, etc. If you are working with students directly, you could explore reasonable accommodations, too
Thank: Recognize that you are a trusted person, and that sharing this information is difficult. Thank them for being brave, for reaching out, and trusting you

9. Reasonable Accommodations
12.1. After a Disclosure or Formal Report is made, HRE may assist Survivors to access appropriate accommodations that are reasonable and necessary to allow the Survivor to participate fully in the services available at the University
Appropriate, or reasonable accommodations are requests that would not otherwise cause undue hardship to the person granting them
Typical requests from my office are exam deferrals, assignment extensions, alternate exam-writing spaces, and alternative material

10. Conclusion
Sexual violence on campuses is not new, but the majority of legislations, policy work, and education is
Offering support, or providing support when requested keeps us in line with our legislative requirement, and our commitment to creating and maintaining an inclusive campus
Your faculty may receive accommodation requests directly from students, or through my office
If there is ever a concern or question, I am happy to connect and offer guidance

11. Contact Info
Ext. 4387
DeCew 214- Human Rights & Equity
Full policy information found on Human Rights & Equity website