Building Inclusive Communities: Addressing Hate and Bias in Schools

Picture a school hallway filled with students from diverse backgrounds, each one walking with confidence, knowing that they are welcomed, accepted, and valued for who they are. This is the vision we’re working towards at the Halton Catholic District School Board (HCDSB) – a place where every student feels they belong, free from the fear of discrimination or bias.  

At HCDSB, we work towards this vision through the lens of the Ontario Human Rights Code, which mandates that educational institutions provide an environment free from discrimination and harassment. But for us, it goes beyond legal obligations—our Catholic values call us to build schools that celebrate diversity, equity, and inclusion. Over the past few years, we have embraced a holistic, system-wide approach to preventing and addressing incidents of hate or bias, grounded in our equity and inclusive education policies and procedures. This article outlines the collaborative steps we’ve taken to build an inclusive culture, the training we’ve implemented to empower staff and students, and the meaningful change we’re seeing throughout our school system. 

Equity and Inclusion is a Shared Responsibility  

Fostering a truly inclusive learning environment is not the sole responsibility of a single individual or department; it requires everyone in our community to work together. From the board room to the classroom, equity is at the heart of every decision we make at HCDSB. Our Policy II-45 Equity and Inclusive Education serves as a guide, ensuring that all actions, decisions, and interactions are filtered through a lens of inclusion. 

In August 2022, the HCDSB senior team introduced Procedure VI-102 Responding to Hate or Bias-Motivated Incidents to provide a consistent, transparent process that would equip our schools with the tools to address and prevent incidents of hate or bias. Whether the situation involves racist language or harmful jokes, our staff are trained to disrupt, document, and respond to these incidents quickly and effectively. More importantly, this procedure ensures that students who experience or witness these behaviours know they will be supported – and that those responsible will be held accountable, with a focus on education and restoration.  

A Collaborative Approach: A Shared Vision for Change 

When we began this work, we knew that creating a lasting culture of inclusion required input from across the board. Each department played a crucial role in shaping our shared vision – including our Director’s Office, Human Resources Services, the Human Rights and Equity Office, Research Services, School Services, Special Education, Program Services, and Strategic Communications. Our collaborative approach also involved stakeholders from every corner of the organization—principals and vice principals, educators, parents, trustees, and external partners.   

The sense of shared ownership has been instrumental in getting the buy-in we needed to implement this new procedure. The result is a school system where everyone — staff, families and students alike — understands that hate and bias have no place in our schools.  

Empowering Staff, Students and Families Through Training and Support  

Collaboration alone is not enough. We knew that for our vision of inclusion to take root, we needed to ensure that staff felt empowered, equipped and supported to address incidents of hate or bias. Over the past 2 years, we’ve provided extensive training to our staff, including administrators, teachers, support staff, and trustees. These training sessions—more than 70 in total—have engaged over 3,000 participants, covering essential topics such as human rights, equity, and how to apply Procedure VI-102 in their daily work. 

Our training sessions go beyond simply outlining our policies and procedures – they are designed to build confidence. Through real-life scenarios and practical strategies, our staff have learned how to take swift, decisive action when they witness or hear about hate or bias-motivated incidents. They have learned how to respond with compassion, ensuring that every incident becomes an opportunity for learning and growth. 

Recognizing that inclusion requires community-wide effort, we’ve also extended training opportunities to students and parents. Through parent engagement sessions and student-led initiatives, we are building a school culture where everyone understands their role in fostering inclusion.  

Equipping Our Community with Tools for Change: Resources to Address Hate and Bias 

As part of our commitment to fostering a supportive and inclusive school environment, we recognize the vital role that parents and guardians play in reinforcing these values at home. After an incident of hate or bias occurs, we not only address the situation within the school but also extend our support to families. Communication is sent home to inform parents and guardians about the incident and the steps being taken, but we don’t stop there. Included in this communication is a carefully curated list of resources designed to help parents navigate difficult conversations with their children. These resources, which cover topics such as equity, diversity, and anti-bias education, provide parents with practical tools and guidance to continue the dialogue at home. Our goal is to ensure that families feel empowered to address these sensitive issues and to reinforce the values of respect, inclusion, and kindness, helping to build a stronger, more compassionate community. 

Responding to Racism and Discrimination with Faith, Hope and Love 

One resource we are particularly proud of at HCDSB is a document called Racism & Discrimination: Responding with Faith, Hope & Love, which outlines the importance of addressing incidents of racism and discrimination and provides clear steps we take to respond to discrimination in our HCDSB community. 

Additionally, staff have developed a series of visually impactful posters, aimed specifically at students, to help them understand their role in disrupting hate or bias. These posters offer practical strategies for standing up against discriminatory behaviors, supporting victims, and creating a culture of respect.  

Another important initiative is our campaign targeting the harmful use of the “N word.” We focus on helping students understand the deep history and emotional impact behind this word, encouraging them to reject it and stand together against hurtful language. 

These resources are designed not only to educate, but to inspire action, ensuring that every member of our community—students, staff, and families alike —feels equipped to contribute to a more inclusive and compassionate school environment. 

A Culture Shift Towards Accountability 

So, what does this all look like in practice? We’re proud to say that the efforts we’ve made are already showing tangible results. Across our HCDSB schools, we are seeing a significant culture shift—students are stepping up as “disrupters” of harmful language and behavior. They are more aware of their rights and responsibilities and are taking an active role in creating safe, welcoming spaces for their peers. 

Staff members report feeling more confident and supported in their ability to address incidents when they arise. With clear processes in place and the backing of a comprehensive training program, educators no longer feel that they are handling these situations alone. They know that they have the full support of the system behind them. 

Parents and guardians have also played a key role in this shift. Through open communication and ongoing engagement, we have strengthened relationships with families, helping them understand the importance of addressing hate and bias at both school and home. This partnership has been vital in ensuring that students feel supported in every aspect of their lives. 

The Journey Ahead: Sustaining and Expanding Our Efforts

While we are proud of the progress we’ve made, we know that this is an ongoing journey. Building an inclusive culture requires continuous effort and reflection. Looking ahead, we plan to expand our training programs even further, reaching more parents, students, and staff. We are also placing a renewed focus on restorative practices, ensuring that every student involved in a hate or bias-motivated incident—whether as a victim, perpetrator, or witness – has the opportunity to learn, heal, and grow. 

As we move forward, our commitment to fostering equity and inclusion remains unwavering. By continuing to build on the strong foundation we’ve laid, we are confident that our schools will remain spaces where all students can thrive. 

A Shared Commitment to Equity and Inclusion 

At HCDSB, we believe that every student deserves to learn in an environment that is free from hate, bias, and discrimination. By fostering a culture of accountability, collaboration, and support, we are not only building inclusive schools but nurturing the leaders of tomorrow. As we continue on this journey, we know that many of you, as educators across the country, are also committed to this important work. We invite you to join us in sharing strategies, learning from one another, and creating a brighter, more equitable future for all our students. Together, we can make a lasting impact in sharping inclusive communities across Canada.  

Meet the Expert(s)

Emi Bakaic

Superintendent of Education, Halton Catholic District School Board

Emi has served as Superintendent of Education for the past five years, overseeing 9 elementary schools and 2 secondary schools. Her portfolio responsibilities include Policy, Risk Management, and Student Health.

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Andrea Swinden

Manager of Strategic Communications, Halton Catholic District School Board

Andrea is a seasoned communications leader with over 23 years of experience in the education sector.

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