Sexual Violence Policy

To set out the way in which Seneca addresses sexual violence and complies with all applicable legislation.

To ensure that those who are affected by sexual violence are appropriately supported and accommodated and that Seneca has an investigative process that protects the rights of individuals and holds individuals who have committed an act of sexual violence accountable.

This policy applies to all members of Seneca’s online and in-person communities, including but not limited to: students, employees, governors, contractors, suppliers of services, individuals who are directly connected to any Seneca initiative (e.g., Work-Integrated Learning, Co-op programs) and visitors.

In Canada, the age at which an individual can legally consent to sexual activity.

An individual who files a complaint alleging a violation of the Sexual Violence Policy seeking Seneca’s response.

In relation to the complaint process, this policy refers to “Complainants” and “Survivors” sometimes interchangeably. An individual may identify as a survivor but not be a complainant because they have not filed a complaint. Similarly, a complainant (i.e., an individual who has filed a complaint) may not choose to self-identify as a survivor. 

When a student notifies Student Conduct or Security Services of an allegation under the Sexual Violence Policy.

When an employee notifies Human Resources, Security Services, their union or their supervisor of an allegation under the Sexual Violence Policy.

In the context of sexual violence, coercion is unreasonable and persistent pressure for sexual activity. Coercion is the use of emotional manipulation, blackmail, threats to family or friends, or the promise of rewards of special treatment to persuade someone to do something they do not wish to do, such as being sexual or performing particular sexual acts. 

The active, ongoing, informed and voluntary agreement to engage in physical contact or specific sexual activity.

It requires that an individual can freely choose between two options: yes and no. This means that there must be an understandable exchange of affirmative words that indicate a willingness to participate in a mutually agreed-upon sexual activity. For example:

• silence or non-communication must never be interpreted as consent, and an individual in a state of diminished judgement cannot consent
• an individual is incapable of giving consent if they are asleep, unconscious or otherwise unable to communicate 
• an individual who has been threatened or coerced (i.e., is not agreeing voluntarily) into engaging in the sexual activity is not consenting to it
• an individual who is drugged is unable to consent  
• an individual is unable to give consent when under the influence of alcohol and/or drugs

• an individual may be unable to give consent if they have a mental disability preventing them from fully understanding the sexual acts 
• the fact that consent was given in the past to a sexual or dating relationship does not mean that consent is deemed to exist for all current or future sexual activity, regardless of relationship status
• an individual can withdraw consent at any time during the course of a sexual activity
• an individual is incapable of giving consent to an individual in a position of trust, power or authority, such as a faculty member initiating a relationship with a student who they teach or an administrator in a relationship with anyone who reports to them
• an individual cannot give consent on behalf of another individual

It is the responsibility of all parties involved in the sexual activity to ensure clear and affirmative responses are communicated at all stages of sexual engagement. It is also the responsibility of all parties involved to know if the people they are engaging with sexually are of the age of consent.

The process of making an official decision after a complaint or report of sexual violence has been investigated. This includes findings of whether there has been a breach of the policy and a determination of whether any remedies, corrective actions or accountability measures are required. 

The individual in senior leadership at Seneca, or their delegate, who is responsible for making a decision following an investigation under this policy.

When an individual who has experienced, witnessed or has been affected by sexual violence tells another individual about their experience.

The use of alcohol and/or drugs (prescription or non-prescription), including cannabis, by a perpetrator to control, overpower, or subdue a victim for purposes of sexual assault. 

All Seneca employees.

The exposure of the private or intimate parts of the body in a lewd manner, when the perpetrator may be readily observed.

A form of sexual violence that includes sexual assault within an intimate relationship. It includes marital rape and all other forms of sexual assault that take place within a current or former intimate relationship.

Created when an individual’s relationship with another individual has any of the following characteristics: real or perceived decision-making power, unsupervised access to someone and/or their sensitive information, or closeness inherent in the relationship and/or activities.

Actions and conduct taking place online or in person characterized by the exploitation, manipulation or harm of others for personal gain, satisfaction, or gratification. This behaviour often involves deceit, aggression, or manipulation to take advantage of individuals or situations.

Adverse action taken against an individual for invoking this policy, participating or cooperating in an investigation under this policy, or for associating with someone who has invoked this policy or participated in the policy’s procedures.

Individuals(s) against whom a complaint is being made.

Monday to Friday, excluding statutory holidays or any other day Seneca has publicly acknowledged that it is closed.

A criminal offence under the Criminal Code of Canada. Sexual assault is any type of unwanted sexual act done by one individual to another that violates the sexual integrity of the victim and involves a range of behaviours from any unwanted touching to penetration.

Sexual assault is characterized by a broad range of behaviours that involve the use of force, threats or control towards an individual, which makes that individual feel uncomfortable, distressed, frightened, threatened or that is carried out in circumstances in which the individual has not freely agreed, consented to or is incapable of giving consent. 

Occurs when a perpetrator takes non-consensual or abusive sexual advantage of another for their own advantage or benefit, or to benefit or advantage anyone other than the one being exploited.  

Engaging in conduct of a gender-related or sexual nature that is known, or might reasonably be known, to be unwelcome/unwanted, offensive, intimidating, hostile or inappropriate.

This may include but is not limited to: demeaning gestures, remarks, and jokes; slurs; taunting; innuendo based on gender or sexual orientation; unwanted physical contact; leering; inappropriate comments about clothing, physical characteristics or activities; unwanted questions or comments about one’s private life, sexual orientation, marital or family status; the display of sexually offensive material; solicitation; unwanted attention; implied or expressed promise of reward or benefit in return for sexual favours; implied or expressed threat or act of reprisal if sexual favours are not given or sexual assault.

a) Physical sexual relations with a student, touching of a sexual nature of a student or behaviour or remarks of a sexual nature toward a student by a Seneca employee, where:

• the act constitutes an offence under the Criminal Code of Canada
• the act infringes the right of the student under clause 7 (3) (a) of the Human Rights Code to be free from a sexual solicitation or advance 
• the act constitutes sexual misconduct as defined in Seneca’s Sexual Violence policy or contravenes the policy or any other policy, rule or other Seneca requirement related to sexual relations between employees and students. 

b) Any conduct by a Seneca employee that infringes the right of the student under clause 7 (3) (b) of the Human Rights Code to be free from a reprisal or threat of reprisal for the rejection of a sexual solicitation or advance.

Examples of sexual misconduct may include:

• sexual solicitation or advances
• sexual assault, including any unwanted act of a sexual nature 
• sexual harassment, including any unwanted remarks, behaviours, or communications of a sexually oriented nature 
• sexual violence, including any sexual act or act targeting a student’s sexuality, gender identity or gender expression, whether physical or psychological in nature, that is committed, threatened or attempted against a student without the student’s consent.

Any sexual act or act targeting an individual’s sexuality, gender identity or gender expression, whether the act is physical or psychological in nature, that is committed, threatened or attempted against an individual without the individual’s consent, including sexual assault, sexual harassment, stalking, indecent exposure, voyeurism and sexual exploitation. 

A form of criminal harassment prohibited by the Criminal Code of Canada. It involves behaviours that occur on more than one occasion and which collectively instill fear in the victim/target or threaten the victim/target’s safety or mental health. Stalking can also include threats of harm to the victim/target’s friends and/or family. These behaviours include but is not limited to; non-consensual communications (face to face, phone, email, social media); threatening or obscene gestures; surveillance; sending unsolicited gifts; “creeping” via social media/cyber-stalking and uttering threats. 

A community Elder, spiritual advisor, friend, family member, employee union representative, legal professional or colleague who provides support but does not act as an advocate or speak on behalf of a complainant, respondent or witness.

A support person cannot be an individual with direct knowledge of, or involvement in, the incident of sexual violence that is the subject of a complaint.

Some who have experienced sexual violence may choose to identify as a survivor Individuals might be more familiar with the term “victim.” It is the prerogative of the individual who has experienced these circumstances to determine how they wish to identify. 

In relation to the complaint process, this policy refers to “Survivors” and “Complainants,” sometimes interchangeably. An individual may identify as a Survivor but not be a Complainant because they have not filed a complaint. Similarly, a Complainant (i.e., an individual who has filed a complaint) may not choose to self-identify as a Survivor. 

The use of technology (e.g. emails, text messages, social media and/or software) to abuse, harass, threaten, coerce, monitor, exploit and/or violate another individual.

Observing an individual, including by mechanical or electronic means or making a visual recording of an individual who is in circumstances that give rise to a reasonable expectation of privacy.

When an individual is in a position of dependency on others because of their age, a disability or other circumstances, whether temporary or permanent, or who is otherwise at a greater risk than the general population of being harmed by a person in a position of trust or authority towards them. 

1. Seneca is committed to being a safe and positive space where members of the Seneca community feel able to work, learn, live and express themselves in an environment free from sexual violence.
2. When an incident of sexual violence, or a threat of sexual violence is disclosed, Seneca will take all reasonable steps to ensure the safety of its community.
3. Seneca endeavors to reduce sexual violence in the Seneca community and create a safe space for survivors and those who are affected by sexual violence.
4. All reported incidents of sexual violence will be investigated and in a manner that ensures due process.
5. It is the intention of Seneca that individuals feel as comfortable as possible about making a report in good faith about sexual violence that they have experienced or witnessed.
6. Seneca is committed to:
   • participating with internal and external stakeholders in the creation of campus and online environments in which sexual violence is not tolerated
   • treating individuals who disclose sexual violence toward them with compassion
   • assisting those who have been affected by sexual violence by providing choices, including detailed information and support, which may include a provision of and/or referral to counselling and medical care, information about legal options, and appropriate academic, work, and other accommodations
   • ensuring that those who disclose that they have been sexually assaulted have their experiences validated, and that their right to dignity and respect is protected throughout the process of disclosure, investigation and institutional response
   • engaging in appropriate procedures for investigation and adjudication of a complaint that ensures fairness and due process for all parties
   • ensuring coordination and communication among the various departments that are most likely to be involved in the response to sexual violence on campus or online
   • engaging in public education and prevention activities, which include appropriate training of the Seneca community about responding to the disclosure of sexual violence
   • providing information that may affect the Seneca community about sexual violence on campus or online
7. Anyone who has been affected by sexual violence has the right to:
   • be believed
   • be treated with dignity and respect
   • be informed about on- and off-campus services and resources
   • decide whether or not to access available services and to choose those services they feel will be most beneficial
   • decide whether to report to Seneca and/or police
   • have an investigation conducted with the institution’s full cooperation
   • have a safety plan
   • have reasonable and necessary actions taken to prevent further unwanted contact with the alleged perpetrator(s)

1. Where an incident of sexual violence or a threat of sexual violence poses a risk to the safety of a member(s) of the Seneca community, precautions may include the disclosure of relevant information to an employee(s), and/or to others at risk.
2. Seneca may elect to be the complainant in a complaint resolution and/or investigative process under this policy in circumstances including, but not limited to, when there is a risk to the safety of individuals and/or the broader Seneca community or when Seneca has a legal duty to investigate an incident.
   
3. Seneca may be required to initiate an internal investigation and/or inform the police of the need for a criminal investigation, even without a survivor’s consent, if Seneca believes that the safety of other members of the Seneca community and/or the vulnerable sector is at risk. The confidentiality and anonymity of the individual(s) affected will be prioritized in these circumstances.
   
4. A survivor of sexual violence may choose not to request an investigation and has the right not to participate in any investigation that may occur.
   
5. A report of sexual violence may also be referred to the police or to other community resources, at the complainant’s request, where the individual(s) involved are not members of the Seneca community, or where otherwise appropriate in circumstances when Seneca is unable to initiate an internal investigation under this policy.
6. Any member of the Seneca community who has witnessed, or who receives a disclosure of an incident of sexual violence perpetrated against another member of the Seneca community should immediately report such an incident (See Appendix I).
7. Employees are required to take immediate action to respond to disclosures of sexual violence and to report incidents or threats of sexual violence (See Appendix I).
8. All members of the Seneca community will have access to the supports available to those affected by sexual violence.

1. A complaint of sexual assault or any other kind of sexual violence can be filed under this policy, the Student Code of Conduct or the Respectful Workplace Policy by any member of the Seneca community.
2. In instances where a complainant and/or a respondent of an incident of sexual violence has more than one role at Seneca (e.g., student who is also an employee), investigation will take place in collaboration between Student Conduct and Human Resources, with specific roles identified on a case-by-case basis.
3. Complainants who disclose their experience(s) of sexual violence will not be subject to disciplinary actions for violations regarding drug and/or alcohol use related to the incident.
4. During Seneca’s investigative process, complainants will not be asked questions about past behaviours, preferences, and/or other details that speak to an individual’s personal sexual history.
5. Seneca will seek to achieve procedural fairness in dealing with all complaints.
6. Respondents will be given reasonable notice, with full detail of the allegations and provided with an opportunity to answer to the allegations made against them.
7. A complainant has the right to choose not to request an investigation, to not participate in any investigation that may occur, and/or to withdraw a complaint at any stage of the process.
8. If a complaint is withdrawn, Seneca may continue to act on the issue identified in the complaint in order to comply with its obligation under this Policy and/or its legal obligations; Seneca may also continue to act when there is a threat to the safety of the Seneca community.

1. It is contrary to this policy for anyone to retaliate, engage in reprisals or threaten to retaliate against a complainant or other individual for:
   • having pursued rights under this policy or the Ontario Human Rights Code or the Occupational Health and Safety Act in good faith
   • having participated or cooperated in an investigation under this policy or the Ontario Human Rights Code or the Ontario Human Rights Code or the Occupational Health and Safety Act in good faith
   • having been associated with someone who has pursued rights under this policy or the Ontario Human Rights Code or the Occupational Health and Safety Act
2. Seneca takes reasonable steps to protect individuals who choose not to request an investigation, to not participate in any investigation that may occur, and from reprisals, retaliation and threats. This may entail advising individuals in writing of their duty to refrain from committing a reprisal and sanctioning individuals for a breach of this duty.
3. Seneca addresses the potential for reprisals by providing an accommodation appropriate under the circumstances.

1. If an individual, in good faith, discloses or files a sexual violence complaint that is not supported by evidence gathered during an investigation, that complaint will be dismissed.
2. Disclosures or complaints that are found, following investigation, to be frivolous, vexatious or bad faith complaints, that is, made to purposely annoy, embarrass or harm the respondent, may result in sanctions and/or discipline against the complainant.
3. Witnesses or other parties to an investigation process who are found, following investigation, to have acted in bad faith (e.g. through the provision of false or misleading evidence or information) may be subject to sanctions and/or discipline.

1. Seneca respects the confidentiality of all individuals, including the complainant, respondent and witnesses, by restricting routine access to information to individuals with a need for such access, as well as by providing education and training to those who are regularly involved in the administration of reports and complaints.
2. Confidentiality cannot be assured in the following circumstances:
   • an individual is at risk of self-harm
     
   • an individual is at risk of harming another
   • there are reasonable grounds to believe that others in the Seneca or wider community may be at risk of harm
   • where information disclosure is required to investigate a complaint under this policy and all applicable legislation
3. In the circumstances identified in 6.2, Seneca would only share information with necessary parties to prevent harm, and the name of the complainant and/or survivor would not be released to the public.
4. Where Seneca becomes aware of an allegation of sexual violence by a member of the Seneca community against another member of the Seneca community, Seneca may also have an obligation to take steps to ensure that the matter is dealt with in order to comply with Seneca’s legal obligation and/or its policies to investigate such allegation.
5. Disclosure may also be required by legislation, with all affected parties notified in such circumstances.

1. Where a report of sexual misconduct by an employee towards a student is substantiated by Seneca, disciplinary measures shall be imposed, which include but are not limited to:
   • termination of employment for just cause
     
   • being placed on a leave of absence with or without pay
   • receiving a disciplinary letter or letter of expectations
   • any other disciplinary measure which Seneca deems to be appropriate.
2. In accordance with the Strengthening Post-secondary Institutions and Students Act, 2022:
   
   1. Where an employee has been discharged for violation of this policy, the employee shall not be entitled to notice of termination, termination pay, or any other compensation or restitution as a result of the discharge or disciplinary measure.
      
   2. Where an employee commits an act of sexual misconduct towards a student and is either discharged or the employee resigns, the employee shall not be re-employed by Seneca.
   3. Where any penalty is imposed for violation of this policy, the penalty shall not be substituted for any other penalty, despite subsection 48 (17) of the Labour Relations Act, 1995 and subsection 14 (17) of the Colleges Collective Bargaining Act, 2008, and despite any provision of a collective agreement or employment contract specifying a penalty for the infraction.
   4. No arbitrator, arbitration board or other adjudicator shall substitute any other penalty for the discharge or disciplinary measure imposed or violation of this policy.
   5. Subject to sec. 7.2.6, an agreement between Seneca and any individual, including a collective agreement or an agreement settling existing or contemplated litigation, that is entered into shall not contain any term that, directly or indirectly, prohibits Seneca or any individual related to the institution from disclosing that an allegation or complaint has been made that a Seneca employee committed an act of sexual misconduct toward a Seneca student, and any such term that is included in an agreement is void. 
   6. Seneca may enter into an agreement that contains a term described in sec. 7.2.5 if the student requests that Seneca do so, provided that: 
      • the student has had a reasonable opportunity to receive independent legal advice 
      • there have been no undue attempts to influence the student with respect to the request 
      • the agreement includes an opportunity for the student to decide to waive their own confidentiality in the future and the process for doing so
      • and the agreement is of a set and limited duration.

1. Seneca will report aggregate data to the Board of Governors and the Ministry of Colleges and Universities on student disclosures of sexual assault and sexual violence on an annual basis in accordance with government requirements.

1. This policy will be reviewed every three years in line with the Sexual Violence and Harassment Plan Act in a process inclusive of input from the Sexual Violence community and Seneca’s Sexual Violence Task Force

• Appendix I – Seneca's Sexual Violence Protocol
• Appendix II – Other Resources and Supports Available

• Accessibility Statement Policy
• Collective agreements
• Discrimination and Harassment policy
• Personal Safety and Security Threat Policy
• Respectful Workplace Policy
• Student Code of Conduct

• Collective agreements
• Criminal Code of Canada
• Ministry of Training, Colleges and Universities Act
• Ontario Human Rights Code

1. For those who have experienced, witnessed or have been affected by sexual violence and/or wish to file a report under this policy, their first point of contact can be any of the following resources:
   • Security Services (available 24/7) – (416) 764-0911, security@senecapolytechnic.ca or the SenecaSAFE app
   • For students (during the Seneca business day) – student.conduct@sencapolytechnic.ca or a trusted member of the Seneca community
   • For employees (during the Seneca business day) – hr.help@senecapolytechnic.ca, or union representative (if applicable) or supervisor
   • Police and Emergency Services (available 24/7) – dial 911
2. For those experiencing difficulty resulting from an incident of sexual violence, support is available:
   
   • Students: Counselling Services – 416.764.9700, senecacnas@senecapolytechnic.ca
   • Employees: hr.help@senecapolytechnic.ca (during the Seneca business day) and the Employee and Family Assistance Program (available 24/7) – 1.800.268.5211 
3. Seneca may offer internal and/or external services to those affected by sexual violence, including, but not limited to counselling and advising. A list of additional resources is available in Appendix II.

1. Security Services, Student Conduct or Human Resources can assist with filing a complaint or report. If the alleged perpetrator is another member of the Seneca community, individuals may file a complaint or report under this policy.
2. Individuals who have experienced sexual violence may also wish to report the matter to police. Security Services or Human Resources can assist with contacting the local police, if needed.
   
3. If disclosure is made to an employee by a student seeking support or academic accommodations, the employee should refer the student to Security Services or Student Conduct, and work with Accessible Learning Services and Counselling Services to ensure that the student receives all appropriate academic and other accommodations.

1. Someone who hears a disclosure of sexual violence is encouraged to respond supportively by:
   • listening without judgment and accepting the disclosure as true
   • understanding that responses to sexual violence vary, and there is no single way for a survivor to react or act after such an experience
   • identifying on- and off-campus services, including Security Services, counselling, emergency services and police
   • making every effort to respect confidentiality and anonymity
2. Hearing a disclosure of sexual violence can also be uncomfortable or distressing, and any community member who hears a disclosure of sexual violence is also encouraged to access support for themselves (see Appendix II).
   
3. If a disclosure is made to an employee by a student seeking support or academic accommodations, the employee should refer the student to Security Services or Student Conduct, and work with Accessible Learning Services and Counselling Services to ensure that the student receives all appropriate academic and other accommodations.

1. To facilitate sensitive and timely communication with individuals who have experienced or have been affected by sexual violence, Seneca will:
   • ensure that designated employees in Accessible Learning Services and Counselling Services and/or Human Resources are made aware of the incident
   • respond in a prompt, compassionate and personalized manner to minimize the trauma that comes with recounting details
   • ensure that the complainant and the respondent are provided with reasonable updates about the status of the investigation of the incident when such investigations are undertaken

1. Where the respondent is a student, the Student Conduct Office is responsible for interpreting this policy and overseeing the intake and investigation of a report of sexual violence adhering to the procedures outlined in this policy and the Student Code of Conduct; Seneca may also decide to use an external investigator when appropriate in the circumstances.
2. Where the respondent is an employee, Human Resources is responsible for interpreting this policy and overseeing the intake and investigation of a report of sexual violence adhering to the procedures outlined in this policy and the Respectful Workplace Policy. Seneca may also decide to use an external investigator when appropriate in the circumstances.
3. As set out in the Student Code of Conduct, appeals of student violations may be pursued based on limited grounds.
4. Where the respondent is an employee, allegations against employees will be addressed in accordance with this policy, as well as any of the other applicable policies, and, where applicable, the relevant collective agreement.
5. There is no formal appeal process at Seneca for employee violations, though Seneca employees who are members of a union may file a grievance as permitted by the applicable collective agreement.
6. Where the respondent is a contractor, supplier or visitor, they will be subject to Seneca’s complaint processes if they engage in prohibited conduct.
7. All contractual relationships entered into by Seneca will be governed by a standard contract compliance clause stating that contractors must comply with this policy and the Ontario Human Rights Code and the Ontario Health and Safety Act including co-operating in investigations; Seneca may also decide to use an external investigator when appropriate in the circumstances.
8. There is no formal appeal process at Seneca for respondents who are suppliers, contractors or visitors.

1. Where criminal and/or civil proceedings are commenced in respect to the allegations of sexual violence, Seneca shall conduct its own independent investigation into such allegations and will make its own determination in accordance with its policies and procedures.
2. Where there is an ongoing criminal investigation, Seneca will cooperate with police.

1. Except as otherwise stated in this protocol, Seneca provides those whose rights, privileges, or interests may be affected by a decision with notice of the decision to be made, disclosure of facts relevant to the decision, and an opportunity to be heard.
2. Seneca may decide how it meets these obligations in different circumstances and will do so with a view to providing a fair process, making a sound decision, and preserving the dignity of survivors.

1. Complainants and respondents and witnesses may attend meetings with a support person.
2. Seneca will consider requests to attend meetings with additional support persons on a case-by-case basis to promote a fair and expeditious process.

1. Seneca may impose interim measures immediately upon becoming aware of an instance of sexual violence.
2. The rights and privileges of a respondent may be restricted by Seneca before it makes a final determination about the alleged misconduct.
3. At Seneca’s discretion, a student respondent may be moved from a complainant’s on-campus residence, restricted from entering certain parts of campuses and restricted from attending class.
4. At Seneca’s discretion, an employee respondent may be temporarily removed from the workplace.
5. Such interim measures will be imposed only as necessary to provide a safe environment for complainants and individuals who report incidents of sexual violence. Seneca will also take steps to minimize the impact of these measures on respondents.
6. Interim measures are not punishment and do not represent a finding of misconduct.
7. Respondents may ask Seneca to review a decision to impose interim measures, but only for the purpose of addressing the impact of the imposed measure and the preference for alternatives.

1. A Seneca decision maker will determine, based on the findings of an investigation, whether a complaint is valid and whether the matter constitutes an act or acts of sexual violence.
2. A Seneca decision maker may also find that the matter did not meet the threshold of being defined as sexual violence but was another type of misconduct that contravenes Seneca’s policies.
3. If a Seneca decision maker finds there has been misconduct, they will determine the appropriate sanction.
4. Students may face discipline, up to and including expulsion.
5. Employees may face discipline, up to and including discharge.
6. Contractors, suppliers and visitors may face penalties, cancellation of contracts and other sanctions.
7. Seneca may also impose non-punitive measures such as no contact orders or alternative academic arrangements.

1. Seneca will inform the complainant(s) and respondent(s) in writing of the results of its investigation and any sanctions or discipline imposed, in accordance with all applicable legislation affecting students and employees. 

If you feel suicidal or that you may harm yourself, please go to your nearest hospital emergency room or contact Canada’s Suicide Crisis Helpline by calling or texting 988.

Some helplines specifically focus on supporting survivors of violence, and others focus on addressing a broad range of mental health concerns. A directory of sexual assault centre crisis lines across Ontario can be found at sexualassaultsupport.ca/get-help/

GTA municipalities have a central intake access line for emergency housing. They can also triage for access to specific shelters for people fleeing violence and abuse. Women experiencing abuse can also connect with their local shelter using sheltersafe.ca/get-help/

In Ontario, there is a province-wide directory for sexual assault centres which are organizations offering a range of supportive programming for survivors of violence. Additionally, there is a province-wide directory for hospital-based sexual assault/domestic violence treatment centres which provide immediate medical assistance, referrals to police and follow-up care for survivors.

Survivors of sexual assault in Ontario may be eligible to receive up to four hours of free, confidential legal advice from a lawyer.

There are several community agencies across the GTA which offer counselling for survivors of violence and abuse. Counselling may be one-on-one and/or in a group setting. The majority are free and some offer sliding scale or low-cost fees.

Everyone in Ontario is required by law to report suspected child abuse/neglect. If you believe a child is being harmed or at risk of being harmed, contact a Children’s Aid Society for assistance.

Approval Date: July 2021

Revision Date: October 2024