Being both employers and service providers, universities face
exposure to human rights complaints on dual fronts. Universities
must adhere to human rights legislation and be prepared to deal
with accommodation requests from employees. However, universities
are also prohibited from discriminating against students and must
be prepared to respond to the increasing demand for accommodation
from students.
The recent decision of Dunkley v. UBC (2015) required
the University of British Columbia to provide nondiscriminatory
access to educational services beyond the classroom and into the
realm of hybrid learning environments - residencies and practicum
placements. The failure to accommodate the deaf complainant who
required an interpreter in that case, resulted in an award of
damages for injury to her dignity, feelings and self-respect in the
amount of $35,000 (in addition to various other costs and lost
wages).
