Conduct and Whistleblowing
The Canadian Olympic Committee is committed to creating and maintaining an environment that is free from harassment and discrimination on prohibited grounds, including race, ancestry, place of origin, colour, ethnic origin, citizenship, political opinion, creed, sex, sexual orientation, disability, age, marital/family status, language and any other discrimination or harassment prohibited by applicable law.
Presented below are links to the COC’s policies that address these and other related areas that apply to all COC participants, including employees, volunteers, contractors, as well as our athletes, coaches and their support personnel.
The Canadian Olympic Committee is committed to identifying and meeting the accessibility needs of persons with disabilities in an effective, appropriate and timely manner based on core principles of dignity, independence, inclusion, integration, responsiveness and equality of opportunity. This commitment also includes specific compliance with the Accessibility for Ontarians with Disabilities Act, 2005 (“AODA”), the Ontario Human Rights Code, the Quebec Charter of Human Rights and Freedoms, and the British Columbia Human Rights Code.
Presented below are links to the COC’s Accessibility Policy and Multi-Year Accessibility Plan. The policy applies to all COC workforce members, including permanent full-time and part-time employees, employees on short term contracts, interns and volunteers. This policy also applies to persons who provide goods, services or facilities on behalf of the COC and/or at our COC premises. The policy includes contact information if you wish to provide feedback on how the COC provides accessible customer service. Upon request, the COC will provide these documents in an accessible format.
The President of the Canadian Olympic Committee (COC) Tricia Smith announced that the Board of Directors has appointed employment law expert Christine Thomlinson to lead an independent review following a complaint filed by an employee against the former President. Christine Thomlinson is a partner at Rubin Thomlinson LLP and an authority in workplace investigation, having dealt with harassment and discrimination issues for over two decades.
The period for written submissions and interview requests for the Independent Review has now concluded. We would like to thank everyone who provided input into the Independent Review process for their participation.
To read a summary of the recommendations, please click here.
To download the summary report, please click here.
To read the rest of the COC’s statement regarding the independent review process, please click here.
To read the Terms of Reference for the independent review process, please click here.
To read additional information about the governance aspect of the independent review process, please click here.
To obtain an update on the actions taken to date by the COC in response to the recommendations from the independent review, please click here.