Resources
We are a College community that is committed to preventing sexual violence, harassment and discrimination on campus.
What does this mean?
It means that we take a ‘no wrong door’ approach when it comes to providing support to students, staff, faculty, or visitors at RRC Polytech. As a member of the College community, you may receive a disclosure of sexual violence, harassment, or discrimination.
Individuals will often first disclose to a person who they trust – someone who they feel will support them – even if that person is not an expert. If you are that person, your response can have a profound impact on individual who is making the disclosure, and help them decide what to do next.
You may feel nervous, uncomfortable and overwhelmed. This is normal.
RRC Polytech has created several resources to help you understand how to provide a supportive response and to help the individual access the supports that they need.
Helping someone who has experienced sexual violence, harassment, or discrimination
If someone makes a disclosure to you, the most important thing you can do is listen and support the person.
Make sure the person is safe, ask what they need, and offer to connect them with the supports available.
Resources
- Sexual Violence, Harassment and Discrimination Intake Form
(Alternatively to filling out a form online, please print this form and return it to the Resource and Resolution Advisor (C410 – Notre Dame Campus), or call 204-632-2946 to make arrangements for a meeting.) - REES sexual violence online reporting tool
(We have partnered with REES (Respect, Educate, Empower Survivors) to provide online reporting for sexual violence on campus. REES allows members of our campus community to create a Record of the incident and provides multiple reporting options that include Anonymous Report, Connect to My Campus and Report to Police. Learn more on the REES website.)
What is the difference between a disclosure and a report?
A disclosure is different than a report. A disclosure is when you share your story with anyone that you feel comfortable with. This can include, for example: friends, family, co-workers, a trusted instructor, dean, faculty member, counsellor, doctor, and many others.
A report refers to an official incident report and more formal process, made to law enforcement, RRC Polytech’s Resource and Resolution Advisor or to College departments, including Counselling, Safety and Health Services, or Human Resources.
Investigations undertaken in response to a disclosure or report may lead to discipline in accordance with College Policy, the Collective Agreement and applicable law. Discipline may include expulsion or termination of employment.
How to make a disclosure
Important: A disclosure is when YOU (the complainant) tell a member of the College community that you have experienced sexualized violence, harassment or discrimination.
Confidentiality: The responsibility to maintain confidentiality extends to any member of the College community who may be receiving the disclosure.
Making a disclosure of sexual violence, harassment or discrimination at RRC Polytech
- You can make a disclosure to:
- Student Counsellor on campus
- Human Resources
- Union representative
- Trusted faculty or staff member
- The person you make the disclosure to will refer it to the Resource and Resolution Advisor
- The Resource and Resolution Advisor will then reach out to the appropriate agencies:
- Klinic
- Mobile Crisis Unit
- Winnipeg Regional Healthy Authority
- Employee and Family Assistance Program
- Women’s Resource Centre
- Winnipeg Police Service or RCMP
- Child and Family Services
Important: You are also able to seek out resources and support from your community as you see fit. By making a disclosure, you are not limited to the resources and supports at the College.
How to respond to a disclosure
Response for someone who receives a disclosure of sexual violence, harassment or discrimination
Important: Members of the College community are encouraged to intervene to prevent or stop acts of sexual violence, harassment or discrimination from occurring, but only as far as it is safe to do so.
If someone makes a disclosure to you, one of the most important things you can do is listen non-judgmentally and support the person. First, you should make sure the person is safe, and provide information on the supports available to them:
- On-campus support
- Student Services counselling
- Human Resources for staff/faculty
- Off-campus, after-hours support
- Klinic (24-hour) – 204.786.8631
- Mobile Crisis Unit
- Winnipeg Regional Health Authority (or applicable Health Authority)
- Winnipeg Police or RCMP
- Employee and Family Assistance Program
- Womens Resource Centre
- Emergency 9-1-1
In addition, you need to refer the disclosure to the Resource and Resolution Advisor (RRA). The RRA will create safety plans and interim measures, including:
- Personal safety on and off campus
- Medical attention if necessary
- Support though reporting process (criminal or institutional)
Important: If the person is a minor, under the Manitoba Child Welfare Act, it is the College’s obligation to report to Child and Family Services.
How to make a report
Important: A report is when YOU (the complainant) tells a member of the College community that you have experienced sexual violence, harassment or discrimination and you are seeking formal or institutional resolution which may involve an investigation.
Making a report of sexual violence, harassment or discrimination at RRC Polytech
- Complete the intake form
- If filling out the PDF version, submit form to the RRA in person, via email through RRA administration office.
- The Resource and Resolution Advisor will:
- Receive the report
- Assess the safety of the reporting person and others affected
- Explain the process of your specific situation
- Communicate with internal and external agencies on your behalf, if requested
- Convene Behavioural Intervention Team (BIT) to ensure comprehensive response including implementing interim measures, safety plans and accommodations
Important: Pursuing one reporting option does not limit the right of the complainant to exercise their rights under the law. It is possible to pursue more than one of these options at a time, including:
- Police Service
- RCMP
- Manitoba Human Rights Commission
- Manitoba Labour Board
- Civil Action
- Greivance
- Child and Family Services
RRC Polytech Policies
Sexual Violence
Members of the College community have the right to work and learn in an environment free of any form of sexual violence. We are committed to raising awareness and educating the campus community on sexual violence; establishing the appropriate policies and procedures to respond in the event that anyone should come forward and disclose sexual violence, and offer the appropriate supports to anyone who needs it.
- Read RRC Polytech’s Policy on Sexual Violence
- Read the Sexual Violence Awareness and Prevention Act (Bill 15) and Manitoba Post-Secondary Sexual Violence Policy Guide
Respectful Workplace and Learning Environment
Members of the College community have the right to work and learn in an environment free of discrimination, harassment and bullying. We are committed to ensuring that all community members are treated fairly, equitably, and respectfully, and will take all reasonable precautions to prevent Bullying, Discrimination and Harassment in the Working and Learning Environment.
The first goal of the College is to prevent the occurrence of any and all forms of discrimination, harassment and bullying through awareness, education, training. This policy establishes a process for dealing with such concerns should they arise.
Respectful Workplace and Learning Environment and Sexual Violence Procedures Guide
The Respectful Workplace and Learning Environment and Sexual Violence Procedures Guide provides a mechanism for the consideration of complaints of Sexual Violence, Discrimination and Harassment, for the resolution of concerns or complaints arising under the Respectful Workplace and Learning Environment Policy (“RWLE Policy”) and the Sexual Violence Policy.
RRC Polytech campuses are located on the lands of the Anishinaabeg, Ininiwak, Anishininwak, Dakota Oyate, and Denésuline, and the National Homeland of the Red River Métis.
We recognize and honour Treaty 3 Territory Shoal Lake 40 First Nation, the source of Winnipeg’s clean drinking water. In addition, we acknowledge Treaty Territories which provide us with access to electricity we use in both our personal and professional lives.