Equity & Inclusive Education

The Durham District School Board's vision is that Ontario schools need to be places where everyone can succeed in a culture of high expectations. We strive to have an open and inclusive environment of equity in education in all our schools and for all our students.

The Equity and Diversity Strategic Plan sets out guiding principles and areas of focus for creating safe and inclusive schools for everyone.

The Equity and Inclusive Education policy echoes the Board’s commitment to embracing diverse social realities; while maintaining positive, safe and inclusive environments for all students and staff.  The policy is a reflection of Ontario’s Equity and Inclusive Education Strategy, supporting all areas of Durham District School Board principles, practices, and guidelines.

Our goal is to provide students with opportunities to promote equity and social justice.

These resources are intended to help students acquire the knowledge and skills that enable them to challenge unjust practices, and build positive human relationships as members of a global community.   

To learn more, the following four guideline documents Accommodating Creed in Schools, Guidelines for Inclusive LanguageSupporting Our Transgender Students and Supporting Trans Students in Our Schools have been developed in consultation with staff and community partners to reinforce quality education, as we continually strive to support equitable services, programs and welcoming facilities.

Companion Resource

Equity and Diversity Strategic Framework
The Durham District School Board has created the Compendium for Black Student Success to enhance DDSB practices to support, enhance, celebrate and be responsive to our Black communities. As a Board, we recognize there is an importance in the voice and representation for closing gaps for our Black students.  Last year, the Anti-Black Racism Strategy Framework was released stating by 2036, racialized people will account for an estimated 48% of Ontario's population.  "Systemic racism occurs when institutions or systems create or maintain racial inequity, often as a result of hidden institutional biases in policies, practices and procedures that privilege some groups and disadvantage others."
Additional Resource:
~Anti-Black Racism Strategy, 2017  

Addressing Anti-Black Racism

Addressing Anti-Black Racism Through the DDSB Census Data


The Equity department would like to thank parents/guardians and caregivers for their time to ask questions during the 2019 Census Reporting to the Black Community.  The link below will provide access to the questions asked and the responses provided by the Equity Department.


The Equity Department provides the Community with the PowerPoint presentation for the 2019 Census Reporting Session to the Community, highlighting the data about DDSB Black Students. 

Human Rights

DDSB recognizes that protecting human rights is an important part of students’ and employees’ sense of safety, well-being, mattering and belonging, and to their learning and success. We are committed to providing services, employment and learning and working environments that are welcoming, respectful, safe, inclusive, equitable, accessible and free from discrimination, harassment, racism, oppression and harm. 

Did you know?

The Human Rights Code protects Ontarians from discrimination and harassment in services like school/education and in employment based on prohibited grounds of discrimination: age, ancestry, citizenship, colour, creed/religion, disability, ethnic origin, family status, gender expression, gender identity, marital status, place of origin, race, record of offences (in employment only), sex and sexual orientation. 

As a service provider and an employer, the DDSB is committed to meeting its legal obligations under the Human Rights Code, including the duty to accommodate and to proactively identify, prevent and address potential discrimination and harassment. 

This means that the DDSB will, among other things: 

  • reflect on, analyze and address systems of power and privilege, and discriminatory experiences and outcomes 

  • identify, prevent and address discriminatory barriers, disadvantages, disparities, disproportionalities and harm 

  • increase equitable experiencesaccess, opportunities and outcomes 

  • consider a student’s or employee’s Human Rights Code related needs on an individual basis, and provide accommodation when required to the point of undue hardship  

  • take into account individual, systemic and intersectional factors and unique barriers for Indigenous peoples, Black peoples, racialized peoples, people with disabilities, people whidentify as members of 2SLGBTQI communities and people who identify as members of groups that are discriminated against, marginalized and minoritizebecause of creed/religion and all other Human Rights Code protected grounds when making decisions that affect them 

  • not treat anyone differently because of biases, assumptions or stereotypes associated with a Human Rights Code-related characteristic(s) or combination of characteristics (e.g., ancestry, race, disability, sex, gender identity, gender expression, sexual orientation, creed/religion, etc.) 

  • identify and address workplace harassment under the Occupational Health and Safety Act. 

What is accommodation?

Accommodation means adjusting services, programs and practices to remove barriers and better respond to or address individual Human Rights Code related needs. The DDSB has a legal duty to accommodate students’ and employees’ Human Rights Code related needs. This means providing accommodation that:  

  • respects the student’s or employee’s dignity and individual needs 

  • maximizes their integration, participation and independence. 

The accommodation process is a shared responsibility and the DDSB will work cooperatively with the student/parent/guardian or employee (and the employee’s union representative, where appropriate) to consider accommodation options and solutions.

If you have an equity, inclusion or human rights concern or have Human Rights Code related accommodation needs: 

Tell us 

DDSB takes these matters very seriously. The DDSB has resources and staff (teachers, support staff, principals, superintendents, Indigenous EducationEquity and Inclusive Education, Positive School Climates, Mental Health and Well Being, Inclusive Student Services, Human Rights and Equity Advisor, Human Resource Services, etc.) to help schools and workplaces identify, prevent, address and respond to discrimination and make learning and working environments more inclusive and welcoming for everyone.  

  • Studentsparents/guardians and community members: Please contact your teacher or school principal. They will review the issue, consult with DDSB resources/staff and resolve the matter as quickly as possible. This may include a plan for restorative action where appropriate. You can also contact your school superintendent.  

  • Employees: Please contact your union representative (where appropriate), your manager/supervisor, or Human Resource Services. 

Did you know?   Following a two phased community consultation process, the DDSB has new human rights policy and related procedures.Please refer to the May 16, 2022 Board Meeting Agenda Package for the final approved policy.  

Human Rights Policy Consultations text on blue background


For more information about the policy development and consultation process, 
visit: the Human Rights Policy page.