ÀÏ˾»úÖ±²¥

Over the years, the University has engaged in several initiatives to proactively address forms of systemic racism and discrimination. These include the convening of the Anti-Black Racism Taskforce and the Anti-Asian Racism Working Group. In addition, the Institutional Equity Office develops and coordinates a range of educational programming on topics such as: faith and anti-racism, sexual and gender diversity, and accessibility.

The University has developed a draft Guide to Law and Policy regarding Antisemitism and Anti-Israeli Discrimination at the University of Toronto to help our community better recognize and respond to antisemitism and anti-Israeli discrimination on our campuses, and to make our teaching, learning, and working environments more inclusive. The draft Guide brings together existing legal and policy frameworks at the University. It contains no new policies and respects the University’s fundamental values of academic freedom and free expression.

We are now seeking community input on the draft Guide. We encourage all members of the ÀÏ˾»úÖ±²¥ community to provide feedback and insights at . This consultation will be open until January 31, 2025.

Trevor Young, Provost & Vice-President
Kelly Hannah-Moffat, Vice-President, PSEC

In recent days, the University’s commitment to fighting antisemitism has been called into question.

Let me be clear: the University of Toronto stands resolutely against antisemitism, as it does against all forms of hate and discrimination. We have consistently and repeatedly condemned antisemitism and have taken strong steps to combat this pernicious form of hate, including enhancing our policies, training, and enforcement.

Furthermore, we acknowledge and deplore the upsurge of antisemitism in our society, our city, and at our university. As I shared in my address to delegates attending the Conference on Historical and Contemporary Antisemitism, hosted by the Anne Tanenbaum Centre for Jewish Studies at ÀÏ˾»úÖ±²¥ in September, this remains an urgent matter of global concern.

For our part, we are working to clarify what constitutes antisemitism on our campuses so that we may recognize it and respond to it more effectively. This definition will be an important element of our plan to strengthen our capacity to respond to complaints of hate and discrimination. The goal is to make our system clearer, faster, more effective and more accountable.

We will also review our existing Statement on Prohibited Discrimination and Discriminatory Harassment and ensure ÀÏ˾»úÖ±²¥â€™s compliance with Bill 166 (the Strengthening Accountability and Student Supports Act, 2024).

Embracing a core recommendation from the final report of the University’s 2021 Antisemitism Working Group, our Institutional Equity Office has redefined its mandate and scope explicitly to include antisemitism. It is also augmenting its capacity to counter antisemitism. And it is developing new training modules for managers across the University, to strengthen their ability to respond appropriately to antisemitic language and actions.

We also recognize that antisemitism is insidious and takes many forms. As such, we must rely on the recognition by everyone in our community that we have a shared responsibility to create an environment for teaching, learning, and research that is free from all forms of harassment, discrimination and hate, including antisemitism. This means comporting ourselves in ways that are informed by empathy, understanding and respect for our fellow students, faculty and staff.

To that end, we have initiated a community-wide process to enhance the capacity of our students, faculty and staff to ‘disagree well’ – to be able to discuss and debate difficult, politically charged issues across positions of difference. In doing so, we aim to restore a culture of civil discourse on our campuses. As a leading academic institution whose mission is the advancement of knowledge and the education of responsible citizens, nothing is more fundamental.

Finally, we will continue to counter this deeply troubling form of racism and discrimination through our core mission of scholarship and teaching, which enhances deeper understanding of difficult questions, accommodates debate over contentious issues, and promotes the search for solutions.

I and the rest of the leadership of the University are fully committed to addressing this challenge, to help avoid further hurt and to move our community forward.

Sincerely,
Meric S. Gertler

The University of Toronto reaffirms that only Canadian students are eligible for and enrolled in government-funded MD spaces in our medical academies.  

Any assertion to the contrary is simply incorrect. We remain committed to providing opportunities first and foremost for medical students from Ontario and, secondarily, the rest of Canada, and we support driving better health outcomes for all Ontarians.

The University of Toronto's MD Program has 1,113 students: approximately 88.7 per cent of students are from Ontario, approximately 11.3 per cent are from the rest of Canada, and approximately 0.17 per cent are international students.

The challenging times being experienced locally and globally may have profound impacts on members of our community. The Institutional Equity Office, in partnership with community partners across the tri-campus, offers programs, supports and resources to support ÀÏ˾»úÖ±²¥ community members navigating work and learning environments at times of global strife and crisis. You can find these resources at . 

ÀÏ˾»úÖ±²¥ supports peaceful protests: Peaceful protests are a form of free expression and have been a force for progressive change at the University of Toronto (ÀÏ˾»úÖ±²¥) and elsewhere for generations. ÀÏ˾»úÖ±²¥ is guided by a commitment to the right of its community members to express and discuss ideas freely, including the right to criticize the University.

But there are limits: Various laws and long-standing ÀÏ˾»úÖ±²¥ policies and guidelines place limitations on protest and other forms of expression (such as postering, signage, letter-writing, etc.). Drawing on the Ontario Superior Court of Justice court order of July 2, 2024, as well as ÀÏ˾»úÖ±²¥ policies, including the Code of Student Conduct, the following guidance will assist community members who wish to participate in protests or other similar events and activities on property (including offices, classrooms, labs, clinics, etc.) that is owned, leased, or occupied by ÀÏ˾»úÖ±²¥ and its affiliates to do so peacefully and without consequence.

Place & Time of Protest – ÀÏ˾»úÖ±²¥ will allow peaceful protests with certain limitations on the place and time where and when they occur:

• Unauthorized Presence: Occupying or entering ÀÏ˾»úÖ±²¥ premises without authorization is not permitted. For more information on booking space at ÀÏ˾»úÖ±²¥, please see the .
• Time of Protests: No protests or gatherings are permitted from 11 p.m. to 7 a.m. Occupying space or premises overnight for the purposes of a protest is prohibited.
• Structures: Constructing tents, encampments, fences, barriers, or other structures is not permitted.

Manner of Protest – ÀÏ˾»úÖ±²¥ allows peaceful protest that does not interrupt University activities – including classes, meetings, or other University business.

More specifically, the following are not permitted:

• Violence: ÀÏ˾»úÖ±²¥ will not tolerate any form of violence on its property, including any that might occur during a protest activity.
• Excessive Noise: Activities resulting in noise that prevents the speech of invited guests, University members, and others; that obstructs ÀÏ˾»úÖ±²¥ activities from continuing; or that negatively impacts those living in ÀÏ˾»úÖ±²¥ residences are not permitted. This might result from the use of amplifiers, megaphones, microphones, etc. so care should be taken when using such technology.
• Blocking Access: Blocking doorways to buildings or roadways into campus, or otherwise interfering with access to ÀÏ˾»úÖ±²¥ is not allowed.
• Intimidation or Harassment: Physical and verbal intimidation or harassment; or impeding others’ basic rights, including free expression, freedom to assemble, and human rights are prohibited. This includes targeting individuals at their cars, offices, homes, at meetings of University governance, or elsewhere.
• Certain Posters and Signs: Affixing signs, posters, or flyers (including the use of chalk, marker, paint, and projections) outside designated areas is prohibited as a form of vandalism.
• Health and Safety Risks: Actions that threaten the physical health and safety of others, or that present a threat to security are prohibited.
• Discrimination: Using language in chants or recordings, on signs, or otherwise that demeans others based on their age, ancestry or race, ethnicity, place of origin, creed or faith, disability, gender identity or expression, sex, sexual orientation, or other categories in the is not permitted.
• Exclusivity: Restricting entry to event space based on political viewpoint or other criteria is not permitted. (Only events that are booked and advertised or promoted as private gatherings can be restricted to invitees only.)

There are consequences for violating University policies, including the guidance on peaceful protests above: Engaging in these prohibited activities can result in consequences under law and ÀÏ˾»úÖ±²¥ policies, including arrest, suspension, trespass from property, and expulsion. Campus Safety holds responsibility to manage protests in order to ensure that they occur peacefully and within the limits noted above. Any resistance (physical or verbal) may result in Campus Safety action or requesting the assistance of municipal police.

The original post can be found at the .

Q: How is tuition money invested and spent?

A: Tuition fees are never invested in company shares. Tuition fees not immediately required to support core academic and administrative operations – including the cost of offering classes, the spaces they are taught in, equipment and salaries – are held in cash and other fixed-income financial products until they are needed.

Q: What is the endowment and how is it used?

A: The endowment consists primarily of gifts to the university that are invested for the long term. It generates income that provides permanent and stable support for key academic priorities such as scholarships and financial aid for students, chairs to attract and retain outstanding professors, and innovative programming. In April, 2024, the endowment paid out $122 million to support such initiatives, which are critical to our pursuit of excellence and global impact. The total value of the endowment at the end of the most recent financial year was $3.6 billion.

Q: What is the university’s endowment invested in, and what principles govern these investments?

A: The University of Toronto Asset Management Corporation (UTAM) manages the investment of the university’s endowment with the responsibility of delivering investment returns that support the university’s teaching and research excellence. UTAM integrates environmental, social and governance factors throughout its investment analysis and decision-making processes and is a signatory, on behalf of the endowment, to the , an international initiative that represents the gold standard for responsible investing and which publishes annual scorecards on participating organizations. UTAM’s latest score card shows it compared very favourably to its peers on key responsible investing measures.

The university’s endowment is invested through third-party investment firms and their pooled investment products. These are similar to the investment products many Canadians choose for their RRSPs, such as mutual funds and exchange-traded funds, in which multiple investors join together and invest funds in a basket of companies.

The underlying securities held in these pooled funds can change frequently, and are typically not publicly disclosed by the third-party investment firms to protect their competitive advantage. Even when the holdings are disclosed to UTAM, it is on a confidential basis, restricting UTAM from further disclosing many of the details due to terms and conditions specified in investment agreements. Our third-party investment managers need this confidentiality to protect their competitive advantage, which stems directly from the way they compose their funds. This level of confidentiality allows UTAM to access best-in-class investment firms and funds on behalf of the university. However, we know that transparency is deeply important to our community. With that in mind, UTAM is currently engaging with investment managers to explore ways to achieve greater transparency in how our holdings are reported, without compromising our legal obligations or their competitive advantage.

Q. What is the Expendable Funds Investment Pool (EFIP) and how is it invested?

A: The EFIP contains funds the university can spend, which are pooled and invested until they are needed. It includes the university’s cash for operations, capital projects, ancillary operations, payouts from endowments, expendable donations and research grants. The EFIP is invested in financial vehicles such as term deposits, fixed-income derivatives, and other fixed income securities. It is not invested in company shares. The EFIP is different from the endowment, where only the income generated from long-term investments – not the principal – can be spent.

Q: What environmental, social and governance (ESG) factors does UTAM consider as part of its responsible investing policy?

A: UTAM incorporates environmental, social and governance (ESG) factors into investment decisions and practises active ownership. UTAM defines ESG factors as follows:

• Environmental: Factors relating to a company’s interactions with the physical environment. These include but are not limited to climate change; greenhouse gas emissions; biodiversity loss; deforestation; air, water or resource depletion or pollution; waste management; change in land use; and ocean acidification.
   
• Social: Factors relating to business practices that impact the rights, well-being and interests of people and communities. These include but are not limited to human rights; labour standards in the supply chain; child, slave, and bond labour; workplace health and safety; freedom of association and freedom of expression; human capital management and employee relations; diversity; relations with local communities (including Indigenous communities); activities in conflict zones; health and access to medicine; consumer protection; and controversial weapons.
   
• Governance: Factors relating to the governance of a company. These include but are not limited to board structure, composition, size, diversity, skills, and independence; executive pay; shareholder rights; stakeholder interactions; transparency; business ethics; bribery and corruption; internal controls; and conflicts of interest.

Learn more about UTAM’s .

Q: What would cause the university to divest?

A: The university has an that is open to all members of the ÀÏ˾»úÖ±²¥ community, including students. Initiating the process requires only a well-argued brief making the case for divestment and signatures of support from 300 members of the university community, in accordance with the instructions set out in the policy.