I am pleased to present the 2025–2026 Annual Report of the Ontario Human Rights Commission (the Commission or OHRC), highlighting its efforts to fulfil its mandate and serve the people of Ontario.

This year marks a significant milestone for the OHRC: 65 years of advancing human rights in Ontario. This anniversary comes at a time when hate-speech and other hate-action threaten our democratic values, and questions about rights, equality, accountability, and belonging are top of mind for Ontarians – underscoring the continued relevance and urgency of the Commission’s work. 

Dignity and respect for everyone are not ideals. They are guiding principles enshrined in law and reflect the Commission’s daily work. Human rights are not just words in legislation. They are essential for participating fully in a democratic society.  

To uphold these principles, the OHRC continuously reflects on how to remain relevant and effective in serving Ontario’s diverse population of more than 16.1 million people. Over the past five years, this reflection has informed efforts to cultivate dignity and respect as lived values, embedding human rights into everyday systems, workplaces, and communities across the province. 

Thus, the Commission has focused on advancing human rights in today’s context, with education being foundational.  Education shapes and empowers individuals, strengthens communities, and prepares future generations for tomorrow’s challenges. At the same time, education is essential for building future economies, developing a resilient and adaptable workforce, and sustains a healthy democracy. The Commission is proud to be a leader in this area, to foster a culture of human rights and address systemic discrimination that can persist across generations.    

Central to the Commission’s work in education are students’ experiences in the education system, from kindergarten onward. A major priority continues to be the Right to Read. In 2025–2026, the Commission continued its efforts to engage with education-sector duty-holders to help ensure all students realize their right to read. Many school boards embraced the inquiry report, taking concrete steps to adopt or update their literacy practices. 

Alongside this work, the Commission marked the one-year anniversary of Dreams Delayed: Addressing Systemic Anti-Black Racism and Discrimination in Ontario’s Public Education System, an Action Plan that calls on duty-holders at all levels to take immediate and decisive steps to address anti-Black discrimination in Ontario’s public education system. To assist duty-holders, the Commission has created videos, webinars, and is in the process of creating a monitoring tool. 

Advancing human rights also requires meaningful collaboration, partnership, and relationship-building. Over the past year, the Commission strengthened its partnerships with Indigenous communities to address longstanding and widespread Indigenous‑specific discrimination in Ontario’s healthcare system, retail settings, and hiring practices. The Commission also worked in collaboration with the Toronto Police Service, Peel Regional Police, and their respective boards to advance human rights and mitigate systemic discrimination in policing and law enforcement systems.  The Commission appreciates the efforts of duty-holders and stakeholders who embraced relationship building to proactively prevent human rights violations.    

Throughout 2025–2026, the Commission advanced responsible, human rights‑based approaches to artificial intelligence (AI), including through the release of the joint Principles for the Responsible Use of Artificial Intelligence in collaboration with the Information and Privacy Commissioner of Ontario, as well as through its contribution to Canada’s renewed AI Strategy. 

To the people of Ontario —16.1 million strong — who have made Ontario home: every day, you place trust in the promise of dignity, fairness, and respect. Thank you for recognizing that human rights are vital to everyone’s daily lives. The OHRC’s work is grounded in your lived realities and carries that trust forward with purpose and pragmatism — working to uphold rights, address inequities, and advance justice.

I am grateful to the dedicated staff of the Commission for their steadfast commitment to public service and for the essential human rights work they do to support the Commission’s mandate.

To my colleagues — part-time Commissioners — and to our collaborators, partners, and stakeholders: your guidance and contributions continue to strengthen the Commission’s efforts and bring a fresh perspective to accountability and transparency.

It is a profound responsibility and a deep honour to serve you.

Together, we remain committed to upholding dignity, fairness, and justice for all Ontarians. After all, human rights are everyone’s responsibility.

Respectfully yours, 

Patricia DeGuire  
Chief Commissioner  

Media coverage

91

News articles referred to the OHRC, reflecting strong interest in the Commission’s work.

Social media metrics

789

The number of times the OHRC posted on its social media platforms. 

367,023

The number of times people saw OHRC’s social media posts across all platforms.

Website Interaction

383,707

The total number of people who accessed online learning courses.

239,891

People who accessed Working Together: The Code and the AODA through the OHRC website and external learning management systems.

31,451

People who accessed Call it out: Racism, Racial Discrimination, and Human Rights through the OHRC website and external learning management systems.

29,047

People who accessed Human Rights 101 through the OHRC website and external learning management systems.

Indigenous Reconciliation Advisory Group 

Indigenous Reconciliation is one of five strategic priorities of the Commission’s current Strategic Plan. To achieve the objectives of this priority, the Commission created and continues to meet regularly with the Indigenous Reconciliation Advisory Group (Advisory Group). The core purposes and functions of this Advisory Group are to provide expert input on policies, programs, and initiatives to ensure that they align with reconciliation objectives. The Advisory Group consists of individuals from diverse First Nations, Métis, and urban Indigenous communities and organizations, who understand the many ways Indigenous peoples in Ontario continue to experience systemic discrimination and inequality. 

At meetings in May 2025, October 2025, and February 2026, members provided valuable guidance on the effective dissemination of the OHRC Policy and Context Guide on Indigenous-specific hiring, and the Guide and Fact Sheets that address anti-Indigenous discrimination in retail settings. 

The Advisory Group members also shared information about emerging and ongoing human rights issues facing their communities. In addition, it offered feedback on a draft engagement report related to Indigenous-specific discrimination in healthcare along with other policies the OHRC is updating. 

By their generous sharing of time and knowledge, Advisory Group members continue to assist the OHRC in addressing the human rights priorities and needs of diverse First Nations, Inuit, Métis, and urban Indigenous peoples. 

The Advisory Group is:

Host: Chief Commissioner (Patricia DeGuire), and Policy, Education, Monitoring, and Outreach Branch

Members: 

• Brian Eyolfson (Chair) OHRC Commissioner, and member of Couchiching First Nation     
• Nancy Rowe, Knowledge Keeper, Mississaugas of the Credit First Nation     
• Tim Bucci, Director of Justice, Six Nations of the Grand River; delegate Leidy Cano, Restorative Justice Manager   
• Niki Hashie, Senior Director of Programs and Policy, Ontario Federation of Indigenous Friendship Centres; delegate Aleksandra Spasevski Senior Policy Coordinator  
• Catherine Gull, Director of Nation Rebuilding, Mushkegowuk Council  
• Lyndia Jones, Independent First Nations Health Director, Independent First Nations   
• Coralee McGuire-Cyrette, Executive Director, Ontario Native Women’s Association; delegates Ingrid Green, Director of Research and Evaluation and Heather Cameron, Senior Advisor  
• Jennifer St. Germain, Chief Strategy Officer, Métis Nation of Ontario; delegate Emily Ellis, Legal Counsel 
• Maurice Switzer, Principal of Nimkii Communications, Citizen of Mississaugas of Alderville First Nation and former OHRC Commissioner  

Observers:   

• Human Rights Legal Support Centre 
• Indigenous Justice Division, Ministry of the Attorney General 

Combatting anti-Indigenous discrimination in healthcare 

During 2025–26, the OHRC completed in-person and online engagements with First Nations, Métis, and urban Indigenous health professionals, organizations and communities across the province to gain a better understanding of systemic challenges, potential solutions, and wise practices for creating a culturally safe and discrimination-free healthcare environment for Indigenous people. The OHRC also closed its online survey gathering information about lived experiences of discrimination. The OHRC will release a report summarizing what it heard during these engagements in 2026. 

A Working Group comprised of Indigenous individuals and organizations with specific knowledge of the healthcare context has been formed to advise and guide the OHRC in this work. 

Working Group Members

• Joanne Borris, Manager of Family Well Being, Métis Nation of Ontario 
• Julie Erbland, Policy Manager, Ontario Native Women’s Association 
• Natalie Hill-Samardzic, Health Policy Analyst, Ontario Native Women’s Association 
• Lyndia Jones, IFN Health Director, Independent First Nations 
• Nicole Meawasige, Post Secondary Education Director, Ontario Federation of Indigenous Friendship Centres 
• Teala Nadjiwon, Policy Advisor – Health & Wellness, Association of Iroquois and Allied Indians 
• Dakota Recollet, Director, Indigenous Cultural Safety, Indigenous Primary Health Care Council
• Nancy Rowe, Mississaugas of the Credit First Nation 
• Janis Wabano, Director of Health, Mushkegowuk Council 
• Stan Williams, Policy Analyst, Ontario Federation of Indigenous Friendship Centres

Addressing anti-Indigenous discrimination in retail settings

In July 2025, the OHRC released a guide and two fact sheets to address anti-Indigenous discrimination and harassment in retail. The result of a years-long collaboration with the Ontario Federation of Indigenous Friendship Centres, University of Toronto Indigenous law students and staff from Pro Bono Students Canada, through their joint Indigenous Human Rights Program, these resources provide practical human rights information to retailers (business owners, employees, third-party vendors) and to Indigenous shoppers and retail staff members. 

Indigenous people often experience racism and consumer racial profiling in different retail settings (for example, in department stores, supermarkets, pharmacies, convenience stores, malls, shopping centres, independent stores). The guide and fact sheets offer comprehensive information about the protections provided by the Ontario Human Rights Code, about how Indigenous people experience discrimination and harassment in retail settings, and suggested practices to help prevent and address discriminatory actions. 

The resources make clear:

1. What anti-Indigenous discrimination and harassment may look like in retail settings.
2. What to do if someone witnesses or experiences anti-Indigenous discrimination and harassment while shopping.
3. What to do to prevent discrimination in violation of the Code.

First distributed electronically to over 6,000 community members, organizational leaders, chambers of commerce, and business schools across Ontario, the guide and fact sheets have also been adopted as part of resource bundles by the Human Rights Legal Support Centre, the Ontario Ministry of Education (as part of the mandatory 2025–26 PA Day on the topic of Tackling Racism), and the Together Against Hate Durham initiative. They also directly inspired similar work by the Saskatchewan Human Rights Commission. 

To continue to raise awareness about the harms of anti-Indigenous discrimination in retail settings as well as the practical guidance now available to both rights-holders and duty-holders, the OHRC also promoted the guide and fact sheets at three regional airports: Toronto City (Billy Bishop), Thunder Bay, and Sudbury from January to April 2026. Further public education activities will continue to be undertaken, including distributing print copies of the products and translating the fact sheets into Anishnaabemowin, Anishininiimowin, Cree, Kanyen'kéha, Michif, and Inuktitut.

"PBSC is grateful for the OHRC’s longstanding partnership with the Indigenous Human Rights Program, including our collaboration on high-quality educational resources addressing discrimination against Indigenous people in retail settings. These resources will be a valuable support within the program's Human Rights Clinics and, more broadly, raise awareness and empower action against these too-common injustices across the province."

Jason Goodman, Former Director, Family Justice, Pro Bono Students Canada

Hiring practices for Indigenous-specific positions

In May 2025, the OHRC released its Policy statement on Indigenous-specific hiring to provide guidance primarily to non-Indigenous employers on how to appropriately hire for Indigenous-specific positions, while meeting their obligations under the Code. The policy statement is accompanied by a context guide that provides additional information about the historic and modern context surrounding the policy statement and explores concepts such as the collective right of Indigenous peoples to self-determination.

Indigenous people continue to face the ongoing effects of colonialism, systemic inequalities and discrimination, and under-representation in many different areas of life, including employment. Human rights law in Canada allows for special employment and special programs, including at the hiring stage of an employment relationship, to help address ongoing disadvantage and discrimination. This policy statement provides an overview of how these measures are protected under Canadian and international law. 

The policy statement also confirms that hiring Indigenous employees for Indigenous-specific positions is permissible under the Code for the purposes of attempting to achieve substantive equality and provides recommended steps for appropriately and effectively implementing Indigenous-specific hiring practices.

Grounded in historical, cultural, and legal contexts, the policy statement and the context guide offer employers guidance on hiring for Indigenous-specific positions while meeting Code obligations.

The two resources also include discussions on vital concepts significant to Indigenous identity, such as the right of Indigenous peoples to self-determination and the persistent impacts of colonialism on this right. Both the policy and context guide clearly outline how and why employers should work with local Indigenous peoples and organizations to develop culturally safe and adequate processes to confirm claims of Indigenous identity.

The policy statement was developed at the request of, and in consultation with the Indigenous Reconciliation Advisory Group. They provided valuable advice to the OHRC based on their substantive knowledge of the discrimination and inequality experienced by Indigenous people in employment. The Commission acknowledges and appreciates the Advisory Group’s significant contributions and guidance.

The policy statement also responded to non-Indigenous employers’ need for guidance on how to appropriately hire for Indigenous-specific positions under the Code, and to widespread reports of alleged Indigenous identify fraud.

Since its release and initial electronic distribution to over 7,000 stakeholders, the policy statement has notably served to inform new or revised Indigenous identity confirmation policies at various organizations or institutions, case law, as well as both domestic and international reports.

“This work is grounded in the Indigenous principles of self-determination, sovereignty, and respect. It reflects the Commission’s commitment to respect Indigenous identities and lived experiences in employment practices, and to strengthen a human rights culture in Ontario through education, community engagement, and guidance by applying human rights principles.”

Patricia DeGuire, Chief Commissioner 

Indigenous‑specific discrimination in Timmins public services OHRC v. Timmins and District Hospital et al.   

Joey Knapaysweet and Agnes Sutherland were Indigenous people who died after separate interactions with public service providers in Timmins, Ontario. After their deaths, their families, through their estates, filed complaints with the Human Rights Tribunal of Ontario (HRTO). They alleged that the service providers discriminated against them based on Indigenous ancestry by failing to provide culturally safe services that meet the needs of Indigenous people. In February 2020, the OHRC filed an application at the HRTO in support of the applications filed by the estates.  

Following a series of procedural and interim decisions, the OHRC’s application was set to be heard separately from the estates and is currently at the mediation stage. The OHRC will continue to work toward public interest remedies that can be implemented to help improve outcomes for Indigenous communities seeking public services in the Timmins area. If no settlement is reached, the matter will proceed to a hearing.  

Estate of Joey Knapaysweet v. Timmins Police Services Board et al. and Estate of Agnes Sutherland v. Timmins and District Hospital et al.

In 2024, the HRTO sought additional submissions on whether it has jurisdiction to hear applications filed by estates on behalf of deceased individuals. The OHRC intervened to support individual applications at the HRTO in early 2025. One of the arguments made was that where an act of discrimination may have contributed to an individual’s death, an estate should be permitted to file an application before the HRTO.

The HRTO ultimately dismissed the individual estate applications, finding that it did not have jurisdiction to hear applications filed by estates. The estate of Agnes Sutherland sought a judicial review of this decision, which was heard at the Divisional Court in December of 2025. The OHRC appeared before the Court and provided submissions in support of the estate. The parties are currently awaiting a decision from the Court.

Marking a decade of Truth and Reconciliation 

December 15, 2025, marked the 10th anniversary of the Truth and Reconciliation Commission’s landmark final report. To acknowledge this significant date, the OHRC released a statement outlining its strategic efforts over the years to advance the human rights of Indigenous peoples and consistent action to foster systemic change across Ontario. 

The OHRC also reaffirmed its continued commitment to working with Indigenous communities to identify and advance their human rights priorities, and to highlighting the intersections between the Code and the United Nations Declaration on the Rights of Indigenous Peoples. 

Media highlights

• CBC News, June 25, 2025, Ontario Human Rights Commission offers hiring guidance to avoid Indigenous identity fraud
• CTV News, October 15, 2025, Human rights official speaks about discrimination in education, health care
• Canadian Dimension, January 16, 2026, Confronting the far-right’s war on reconciliation

The following section highlights how the OHRC continues its work to address systemic anti-Black racism in policing through its Toronto Police Service (TPS) inquiry, the Peel Human Rights Project, and by strategic litigation.

Two years on: addressing anti-Black racism in policing

Two years ago, the OHRC released From Impact to Action, its final report, which included over 100 recommendations to address systemic racial discrimination and improve accountability systems in policing. The OHRC acknowledged this important milestone by releasing a second-year anniversary statement, which restated the importance of this work.   

This inquiry was initiated under the Code to identify and promote the elimination of systemic discriminatory practices, including anti-Black racism in policing. During the inquiry, the OHRC analyzed data, reviewed TPS’ and Toronto Police Service Board’s (TPSB) policies, procedures and practices, and consulted with Black communities to identify gaps that allowed systemic racial discrimination to persist. 

Based on the evidence gathered during the inquiry, the OHRC found that Black people are subjected to systemic racial discrimination, racial profiling, and anti-Black racism by the TPS and the TPSB.

Over the past two years, the OHRC has engaged with the TPS and TPSB, and have held critical discussions with Black communities regarding the report’s findings, recommendations, and the importance of establishing an enforceable implementation framework. 

In 2024, the OHRC made a deputation to the TPSB encouraging the TPS and TPSB to work collaboratively with Black communities and the OHRC when implementing the recommendations. 

In June 2025, in response to an invitation from the City of Toronto’s Confronting Anti-Black Racism Unit, the OHRC and the TPSB had further discussion regarding the implementation of the recommendations. 

Since the inquiry started, the TPS and TPSB have acknowledged systemic discrimination in its policing, and race-based data collection systems have expanded. The OHRC has monitored trends in this data which are consistent with the findings made during the inquiry.  For example, Black communities continue to be over-represented in police use of force incidents. These findings underscore the ongoing importance of the OHRC’s recommendations in this area and others.

Through further engagement with the TPS, TPSB, and Black communities, the OHRC continues its work to address systemic racial discrimination in TPS with a focus on strengthening accountability and fostering institutional change.

Peel Regional Police Human Rights Project: promoting accountability and addressing systemic discrimination 

The OHRC and Peel Regional Police (PRP), and the Peel Police Service Board (PPSB), continue their collaborative efforts on the Peel Regional Police Human Rights Project (the Project).  The aims of the Project are to address systemic barriers, and enhance Indigenous, Black, and other racialized communities’ trust in policing in Peel Region. 

A Memorandum of Understanding signed by PRP, PPSB and the OHRC in 2020 sets out the commitment to develop and implement binding recommendations to identify and eliminate systemic racism in policing, and promote accountability and transparency. 

In 2023, the parties released an initial set of 64 recommendations based on the principles from the OHRC’s Policy on Eliminating Racial Profiling in Law Enforcement, which includes acknowledgement, engagement, human rights-based data collection, monitoring and accountability, and organizational change. 

Over the past year, the OHRC monitored case law, race-based data, and other outcomes related to the Project. The parties continue to implement meaningful recommendations in consultation with racialized communities and are developing a binding framework for the implementation of the recommendations. 

Protecting the ability of applicants to access systemic remedies under the Code: Green v Hamilton Police Services Board

In 2016, Mr. Matthew Green made a complaint under the former Police Services Act (PSA). He alleged that he was racially profiled by a police officer at the Hamilton Police Service. The complaint was dismissed by a hearings officer appointed by Hamilton’s Chief of Police. 

In addition, Mr. Green filed an Application at the HRTO alleging discrimination under the Code. The HRTO dismissed this case finding that the police disciplinary process under the PSA adequately dealt with the matter. Mr. Green sought judicial review of the HRTO’s decision. The OHRC intervened to protect access to systemic remedies under the Code. 

The Court confirmed the OHRC’s position that it would be a “serious affront to the basic principles of fairness” for a human rights proceeding to be dismissed because of a PSA proceeding. The two proceedings are different. The Court noted that the Chief of Police for the police service appoints the adjudicator who decides the PSA proceeding. By comparison, however, an individual also has much more at stake in a human rights application than in a PSA complaint, including access to systemic remedies. 

The Supreme Court hears a challenge to the law which authorizes random vehicle stops 

Joseph Luamba, a Black male, challenged the constitutional validity of section 636 of Quebec’s Highway Safety Code. That provision gives officers the power to stop a vehicle randomly, without any grounds to believe or suspect that an offence has been committed. That provision power has been criticized for enabling racial profiling based on data showing that Black drivers are disproportionately stopped by police. Mr. Luamba launched the challenge after he was stopped, detained and released without a ticket, three times in one year.   

In 2022, the Quebec Superior Court concluded that the power to stop motorists without grounds violated the Canadian Charter of Rights and Freedoms (Charter) rights, which include the right to be free from arbitrary detention under section 9, and the right to equal protection and equal benefit of the law without discrimination based on grounds, including race, colour, or disability under section 15. 

In reaching this decision the court cited the OHRC’s policies and research, including Under suspicion – Research and consultation report on racial profiling in Ontario, and A Disparate Impact: Second interim report on the inquiry into racial profiling and racial discrimination of Black persons by the Toronto Police Service. The Quebec Court of Appeal (QCA) upheld these findings. The Supreme Court of Canada heard the appeal of the QCA’s decision in January 2026.   

At the appeal, the OHRC argued that racial profiling includes systemic factors, which can be embedded within laws, policies or the administrative structures of an organization. The OHRC also argued that the Charter section 15 test must focus on the full effects of a particular law without any preconditions, or a narrow focus on the text of the law at issue. The Supreme Court reserved its judgement. 

This case will have implications in Ontario, as Ontario’s Highway Traffic Act also authorizes vehicle stops without grounds.

Media highlights

• Law Times, February 11, 2026, Human rights commissioner asks Toronto police to hasten efforts against anti-Black racism

20th anniversary of Ontario’s accessibility legislation

In a public statement published in June 2025, the OHRC marked the 20th anniversary of the Accessibility for Ontarians with Disabilities Act (AODA) taking effect. All parties of the Legislature unanimously passed this ground-breaking law, setting 2025 as the target for achieving accessibility across the province. While progress has been made, the goal has not yet been fully achieved, and long‑standing barriers, especially in the built environment, continue to persist.

Ontario has made significant progress regulating standards that prevent new barriers in transportation services, information and communications, customer service, employee accommodations, and design of public spaces. Stakeholder committees mandated under the AODA to review these standards for improvements every five years submitted their respective final recommendations between 2018 and 2025. These recommendations have not yet resulted in proposed amendments.

Ontario also recognized standards are needed in other areas. AODA stakeholder committees were struck to develop accessibility standards for elementary and postsecondary education, and healthcare – essential services for everyone. These committees submitted their respective final recommendations in 2022, however, proposed AODA regulations have not yet been introduced.

New opportunities exist for Ontario to speed up what the Honourable David C. Onley called in his review report, “the glacial pace of change towards accessibility.” Much progress has been made under the Accessible Canada Act developing model accessibility standards for any jurisdiction to use. 

Ontario, for example, should consider the new Accessible and Equitable Artificial Intelligence Systems Standard CAN-ASC-6.2:2025 for adopting into law. This would be one important step towards addressing broader concerns about the discriminatory risks of AI systems that the OHRC has raised in its work with the Law Commission of Ontario.

Ontario recently announced it is establishing an expert third-party advisory body to undertake a section-by-section review of the Building Code. This could be an important opportunity to carefully examine the Building Code’s accessibility regulations and recommend changes, so they reflect and harmonize with modern national and international technical standards and best practices. People with disabilities must always be involved in any such review.

Ontario’s AODA was designed to complement the Code and remove existing barriers, as well as preventing new ones, rather than relying on individuals to seek remedies on a case‑by‑case basis.

Dismantling systemic barriers through regulation creates universal social and economic benefit, not just for the 3.8 million Ontarians with disabilities, but also for families with children and an aging population. It would allow everyone to work, shop, receive services, and live barrier-free in their community and enjoy full and equal participation in society, regardless of disability. These are the expectations set out in the Code and the goals articulated in the AODA.

Ontario has an opportunity to renew its commitment to the AODA by strengthening efforts to address existing barriers. It’s also time for a new comprehensive provincial plan with measurable milestones to truly realize the AODA’s goal of an Ontario without barriers. The OHRC remains committed to using its mandate to help Ontario fully realize this right for people with disabilities.

Bokhari v. Top Medical Transportation Services: protecting the right to oral hearings for human rights applications 

In February 2026, the Divisional Court released its decision in Bokhari v. Top Medical Transportation Services, finding that the HRTO acted unreasonably when it dismissed Ali Bokhari’s application at an early screening stage and without an oral hearing. The OHRC intervened to demonstrate how the HRTO’s approach to its jurisdiction did not align with established human rights principles.

Mr. Bokhari was fired from his job after requesting time off to recover from a broken ankle. He filed an application with the HRTO alleging that disability was a factor in his termination. The HRTO dismissed both Mr. Bokhari’s application and his reconsideration request, deciding – without an oral hearing – that his ankle injury was not a disability and for that reason, it did not have the jurisdiction to consider his case.

When an application is within the HRTO’s jurisdiction, it must receive an oral hearing. Historically, applications were screened for jurisdiction using the “plain and obvious” standard. After Mr. Bokhari filed his application, the HRTO changed the standard to “a balance of probabilities”, requiring more from applicants to establish the HRTO has jurisdiction to hear their case.

Mr. Bokhari sought judicial review of the HRTO’s decision to dismiss his application. The OHRC was granted leave to intervene and submitted to the Court that the HRTO’s approach to jurisdiction and its interpretation of disability and the duty to accommodate did not align with established human rights principles. In addition, dismissing applications at early stages for jurisdictional reasons creates systemic barriers for vulnerable human rights applicants.

In February 2026, the Court released its decision, ruling that the HRTO’s decision to dismiss Mr. Bokhari’s application was unreasonable.

First, the Court stated that, while the HRTO framed the decision to dismiss Mr. Bokhari’s application as being about jurisdiction, its analysis considered whether Mr. Bokhari’s application could be successful.  The Court ruled that shifting the assessment of disability from the merits stage to the jurisdictional stage was unreasonable and risks depriving individuals of the Code’s protection.

Second, the Court held that it was unreasonable for the HRTO to lower the threshold for jurisdictional screening from the “plain and obvious” standard to “a balance of probabilities.”

Finally, the Court ruled it was unreasonable for the HRTO to conclude that Mr. Bokhari’s ankle injury was not a disability under the Code without an oral hearing. The Code defines disability broadly. Rather than assessing the full impact of the injury on Mr. Bokhari, the HRTO focused narrowly on the nature of the injury itself. The Court also ruled that the duty to inquire was triggered as his employer knew, or should have known, that Mr. Bokhari was a person with a disability.

The Court concluded that Mr. Bokhari’s application was within the HRTO’s jurisdiction and sent his application back to the HRTO to be heard by a new adjudicator.

Protecting against housing discrimination in shared accommodation

In February 2026, the Ontario Divisional Court reviewed an HRTO decision which found that section 21(1) of the Code does not breach section 15 of the Charter. 

Section 21(1) of the Code exempts accommodation that a tenant shares with an owner from protections against discrimination. The HRTO’s decision meant that the Applicant, receiving benefits from the Ontario Disability Support Program, could not access human rights remedies to address discrimination he allegedly experienced in his search for housing accommodation. 

The OHRC intervened in the HRTO proceeding in 2023 and continued to participate in the Divisional Court. The OHRC argued that exempting shared accommodation from the Code’s protections against discrimination has an adverse impact on people with disabilities. It leaves them to bear the impact of society’s ableist prejudices and denies them equal access to affordable housing. Permitting landlords to discriminate has significant and demeaning consequences for the dignity of renters with disabilities in violation of section 15 of the Charter. 

Submissions on Bill 60

In November 2025, the OHRC submitted recommendations on the proposed amendments to the Residential Tenancies Act, 2006 under Bill 60: Fighting Delays, Building Faster Act, 2025. 

The OHRC emphasized that the proposed changes could disproportionately affect groups identified under the Code including Indigenous and racialized tenants, persons with disabilities, lone parents, newcomers with language barriers, and people receiving public assistance. 

The OHRC recommended that the Landlord Tenant Board (LTB):

• Maintain fair and accessible processes consistent with the LTB’s obligations under the Code.
• Preserve tenants’ ability to raise new issues at rent arrears hearings.
• Provide tenants with greater access to legal assistance and interpretations services.
• Maintain the 14-day period for rent arrears eviction notices.
• Maintain the 30‑day period review to request a review of decisions.
• Define procedural and extenuating circumstances to ensure both tenants and landlords have meaningful opportunity to access justice. 
• Establish procedural safeguards to ensure tenants can fully assert legal defences and protect tenants where timelines have been shortened.

Grounded in the OHRC’s vision of an inclusive Ontario where human rights are a lived reality, and guided by its values of social justice, integrity, collaboration and accountability, the submissions reinforced that preventing discriminatory impacts in housing is essential to protecting health, well‑being, and meaningful access to justice.

Advancing a human rights-based approach to homelessness and encampments

The case of Heegsma v. City of Hamilton, heard in February 2026, marked the first time the Court of Appeal for Ontario considered the rights of unhoused women, Indigenous persons and persons with disabilities sheltering in encampments. 

Fourteen unhoused individuals claimed that Hamilton’s by-laws preventing tents on public property, and being evicted from encampments, when they could not access indoor shelter, violated their rights to equality and life, liberty and security of the person protected under the Charter.

The OHRC argued that courts must consider the lived experience, broader social realities, and availability of truly accessible shelter space when determining whether preventing unhoused women, Indigenous persons and persons with disabilities from sheltering themselves violates their rights. 

The Court of Appeal will determine whether municipalities can prevent people from staying in encampments during the day and at night when there are not enough accessible shelter spaces available. The outcome will impact the health and well-being of many unhoused and highly marginalized Ontarians and define the constitutional obligations of municipalities across the province.

Media highlights

• Law Times, June 18, 2025, Barriers continue to hamper Accessibility for Ontarians with Disabilities Act after 20 years
• Net News Ledger, September 9, 2025, Barrie Declares State of Emergency Over Homeless Encampments
• Mississauga.com, February 3, 2026, Bill 60 could increase evictions, strain shelters, Mississauga mayor warns in letter to province

Dreams Delayed: addressing systemic anti-Black racism and discrimination in education

One year after the release of Dreams Delayed: Addressing Systemic Anti-Black Racism and Discrimination in Ontario’s Public Education System, the OHRC continues to advance its commitment to fostering a human rights culture in education by supporting meaningful implementation of the plan’s calls to action. 

A key milestone in this work has been the ongoing development of a series of short, accessible educational webinars designed to support education duty-holders in translating the principles into practice.

Dreams Delayed was developed in response to longstanding and well-documented systemic barriers faced by Black students and educators across Ontario’s publicly funded education system. Grounded in dignity, substantive equality, accountability, and collective responsibility, the Action Plan outlines 29 concrete calls to action aimed at addressing systemic anti-Black racism and discrimination. While the report provides a comprehensive roadmap for change, the OHRC heard clearly from education partners, particularly school leaders, that there was a need for practical, engaging tools to support understanding and implementation.

In response, the OHRC created these webinars to strengthen awareness, build capacity, and support compliance with the Code. Designed to be broadly applicable across the education sector, the webinars are intended for a wide range of duty-holders, including school boards, administrators, educators, and education stakeholders.

Each webinar focuses on a core pillar of the Action Plan. The first introduces Dreams Delayed, its purpose, and foundational concepts such as systemic discrimination, student well-being, accountability, data collection, and substantive equality. The second will situate the Action Plan within the broader human rights and legal context, explaining how the Code applies to education and outlining the legal obligations of duty-holders, supported by real-world examples. The third webinar will focus on action, highlighting key calls to action, clarifying roles and responsibilities, and identifying concrete steps duty-holders can take to advance compliance and systemic change.

Using visual storytelling and plain-language approaches, the webinars are designed to be accessible, engaging, and practical. They reflect the OHRC’s strategic priorities of advancing rights-based approaches, promoting accountability, and embedding human rights principles into public systems. They also reinforce the OHRC’s leadership in addressing anti-Black racism in education and supporting institutions to move beyond awareness toward sustained, measurable action.

As Ontario continues to confront complex and intersecting challenges including inequalities in education outcomes and student sense of belonging and well-being, the need for clear, rights-based guidance remains critical. The Dreams Delayed webinar series represents an important step in bridging policy and practice, supporting duty-holders to meet their legal obligations, and ensuring that commitments to equity translate into real improvements in the lived experiences of Black students and educators.

Through this work, the OHRC reaffirms that addressing systemic anti-Black racism in education is an ongoing, shared responsibility, one that requires sustained leadership, accountability, and action so that no student’s dreams are delayed.

Four-year anniversary update of the Right to Read inquiry report

In October 2019, building on previous work on accessible education, the Commission launched a public inquiry into human rights issues facing students with reading disabilities in Ontario’s public education system, recognizing that the right to equal education includes the right to read. 

The Right to Read inquiry report was released in February 2022 and called for critical changes to Ontario’s approach to teaching early reading, including 157 recommendations for education-sector partners. 

The inquiry report garnered significant public interest and support from provincial, national, and international audiences. Other jurisdictions across Canada are also working to implement structured literacy and other changes that reflect the Commission’s findings, and human rights commissions in Manitoba and Saskatchewan have launched similar initiatives. 

Over the past year, the Commission has worked closely with education partners across the province, including government, school boards and faculties of education, to monitor the progress of implementation of the recommendations related to the benchmarks of curriculum and instruction, universal screening, reading interventions, accommodation, professional assessments, and systemic issues. 

Since the publication of the inquiry report, there have been notable changes to the education system including: 

• Ontario revised Grade 1 to 9 language curriculum and instructional guides to reflect the recommendations in the report in both English and French. The new language curriculum was designed to improve early reading instruction and reduce the need for intervention.  
• Ontario issued a policy/program memorandum that mandated early reading screening every year for all students in Kindergarten to Grade 2, beginning in September 2024. 
• More recently, the government announced a new Kindergarten curriculum that aligns with the recommendations in the Right to Read inquiry report, with a focus on structured reading instruction. 

Many school boards embraced the inquiry report, taking steps to update their literacy practices.  Educators across the province have shown significant commitment and creativity, and are working tirelessly to further their learning, while supporting their colleagues to facilitate the transition. The changes resulting from the Right to Read inquiry have begun a transformation, shifting the province to a proactive approach to preventing reading difficulties.  The Commission marked the report’s four‑year anniversary by celebrating this progress with the release of a video as part of its Did You Know series.

Ontario can realize the promise of the Right to Read only through a sustained culture change within the education system. The Commission will continue to collaborate across the education sector to work collectively to ensure every child’s right to read is upheld.

Submissions regarding Bill 33’s proposed amendments to the Education Act (regarding School Resource Officers)

In June 2025, the OHRC provided submissions to the Ministry of Education (the Ministry) emphasizing the importance of taking an evidence and human rights-based approach to Bill 33, Supporting Children and Students Act, 2025. The proposed amendments require school boards to work with local police services to implement School Resource Officer (SRO) programs. The OHRC encouraged the Ministry to ensure that any amendments to the Education Act are based on evidence and human rights principles and put forward its recommendations, including: 

• Review Dreams Delayed: Addressing systemic Anti-Black Racism and Discrimination in Ontario’s Public Education System and the Compendium of Recommendations.
• Conduct a provincial review of SRO programs, as initially called for in the Framework for change to address systemic racism in policing. The review should examine the impact of SRO programs on students and must centre on the experiences of Black, Indigenous, and 2SLGBTQIA+ students, who are disproportionately affected.
• Invest in student well-being, including more in-school social supports.

The OHRC emphasized that systemic discrimination in policing and the education system threaten the well-being of all children in the education system. 

Through the extension of its Strategic Plan, the OHRC remains committed to addressing systemic discrimination in education and to ensuring that all children and youth in Ontario can learn in environments where their dignity, safety and sense of belonging are fully respected.

Human rights and post-secondary education admissions 

In keeping with its goal of improving opportunities for students disproportionately affected by discrimination in Ontario, the OHRC provided a Submission on Bill 33 Regarding Admissions Policies Used by Colleges and Universities and a Response to the Ministry of Colleges, Universities, Research Excellence and Security about considering merit in post-secondary education admissions. 

These were in response to Bill 33, Supporting Children and Students Act, which proposed legislative amendments to the Ministry of Training, Colleges and Universities Act. These amendments received royal assent on November 20, 2025.  

The OHRC recognizes the value of assessing an applicant’s ability to succeed in post-secondary education. However, not everyone has equal access to the opportunity to demonstrate their potential, and this can be affected by their social, economic or historical circumstances. To avoid perpetuating systemic human rights barriers in admissions, the OHRC has said that conceptions of merit and admissions criteria should be inclusive and designed to consider the circumstances of and impacts on historically disadvantaged groups. The OHRC recommended that merit be defined in a way that encompasses the entire student experience.  

Preserving the right to a hearing for students with reading disabilities

The Right to Read inquiry report includes 157 recommendations to address systemic issues, which have resulted in students with dyslexia and other reading disabilities being denied meaningful access to education. Since then, many essential changes have been made and more are underway.

Nevertheless, students may continue to experience discrimination in education services. When they file discrimination claims with the HRTO, the Code guarantees an oral hearing into whether their rights were infringed.

However, in M.G. v. Ottawa-Carleton District School Board, the HRTO questioned its jurisdiction to hear such a claim asking for submissions on how the student’s allegations were covered by the Code. The OHRC intervened to argue that the HRTO should not use jurisdiction to dismiss claims about discrimination in education services without a hearing. 

The OHRC outlined how allegations that a student failed to receive the reading instruction, remediation,  and accommodation needed to learn to read, if proven at a hearing, would establish discrimination under the Code.

An HRTO adjudicator reviewed the submissions filed and determined that the Application should continue in the HRTO’s process. The OHRC will continue its efforts to preserve broad access to the human rights system guaranteed by the Code and to ensure every student realizes their fundamental right to read.

Media highlights

• The Conversation, April 23, 2025, ‘Dreams delayed’ no longer: Report identifies key changes needed around Black students’ education
• Financial Post, October 17, 2025, Students and Workers Reject Bill 33: Hands Off Our Education! 

Celebrating 65 years of advancing human rights in Ontario 

2026 marks the 65th anniversary of the Ontario Human Rights Commission, established on March 29, 1961. This milestone leads into the 65th anniversary of the Ontario Human Rights Code, which was enacted on June 15, 1962. 

The OHRC has been planning initiatives that reflect the legacy and future of human rights in Ontario, including: 

• The 2026 Daniel G. Hill Human Rights Awards, which recognize exceptional individuals who have made outstanding contributions to building a culture of human rights in Ontario.  
• A province-wide school tour to inspire students, educators and administrators to learn about their rights and respect the rights of others, promoting a commitment to human rights in Ontario through education and engagement.  
• The podcast series, Human Rights in Ontario: Let’s Talk About It, featuring conversations that shape human rights—past, present, and future.   
• A promotional video to encourage Ontarians to help create a province where everyone feels they belong and to play their part in building an inclusive society that benefits all.​  

“For the past 65 years the OHRC has worked to protect, promote, and advance human rights across the province. Human rights are everyone’s responsibility. As we continue this work, we encourage all Ontarians to join us to shape a province where everyone plays their part in building an inclusive society. Our democracy depends on our willingness to act, to speak up, and to lead with courage.”   

Patricia DeGuire, Chief Commissioner 

Advancing human rights in Ontario’s changing AI landscape

AI development and adoption is accelerating as AI systems become increasingly embedded across employment, education, health services, and all other areas of our lives. In light of this, the OHRC is strengthening its leadership and guidance to ensure there are safe, responsible, human rights-based solutions to the development, use, and governance of these technologies.

In October 2025, the OHRC contributed a submission to inform Canada’s renewed AI Strategy. The OHRC welcomed the federal government’s stated intention to support innovation while protecting human rights and ensuring that the use of AI serves the public good.

In the submission, the OHRC emphasized that explicitly centring human rights in the federal AI strategy is essential to developing and using AI systems that are safe, reliable, and inclusive. Grounding innovation in a strong human rights-based framework positions Canada as a global leader and a destination for developers, innovators, and other partners who are seeking a jurisdiction with clear and principled guardrails. In turn, it enables Canadians to adopt AI systems with confidence because they are assured that these technologies are being developed and deployed responsibly.

In January 2026, the OHRC released joint Principles for the Responsible Use of Artificial Intelligence, developed collaboratively with the Information and Privacy Commissioner of Ontario. The principles offer a versatile and scalable foundation to guide institutions in responsibly implementing AI innovations throughout the AI lifecycle while ensuring the protection of privacy, human rights, human dignity and public trust. The six interconnected principles require the use of AI systems to be valid and reliable, safe, privacy protective, human rights affirming, transparent and accountable.

Together with the Human Rights AI Impact Assessment, organizations in Ontario now have a comprehensive suite of resources to identify, evaluate and mitigate human rights issues associated with AI. These resources support organizations in strengthening governance practices to use AI systems responsibly and safely. They also assist policymakers and other leaders across sectors in developing policy approaches that are firmly grounded in human rights principles. 

Throughout the year, the OHRC engaged with communities, researchers and other public and private-sector partners to better understand and address the human rights impacts from the use of AI. 

Looking forward, as the use of these technologies continues to expand and evolve, the OHRC remains committed to collaborating with partners to ensure that human rights are foundational to Ontario and Canada’s AI landscape.

Community Advisory Group 

The OHRC’s Community Advisory Group continues to play a vital role in enhancing the Commission’s understanding of important and emerging human rights issues affecting diverse communities across the province. The group provides guidance and feedback on specific OHRC initiatives and helps build and strengthen a human rights culture across the province. 

Comprised of 44 rights-holder organizations located throughout Ontario, the Community Advisory Group represents various grounds and social areas covered by the Code. Among these organizations, 10 specifically support francophone people. 

In 2025–26, the Community Advisory Group held two virtual meetings, in June and November. Members discussed ongoing strategies to addressing homelessness, and provided feedback on community use of OHRC policies, identifying opportunities for updates to reflect current needs.

In addition, members shared information about critical human rights issues facing the populations they serve. 

Member organizations: 

• Action ontarienne contre la violence faite aux femmes 
• Advocacy Centre for Tenants Ontario 
• Advocacy Centre for the Elderly 
• ARCH Disability Law Centre 
• Association pour l’intégration sociale d’Ottawa 
• Barbra Schlifer Commemorative Clinic 
• Black Health Alliance*
• Black Legal Action Centre
• Bridges Community Health Centre
• Canadian Centre for Housing Rights
• Canadian Civil Liberties Association
• Canadian Mental Health Association – Ontario
• Centre for Independent Living in Toronto* 
• Centre for Israel and Jewish Affairs 
• Centre francophone du Grand Toronto 
• Chinese & Southeast Asian Legal Clinic 
• Colour of Poverty - Colour of Change* 
• Elizabeth Fry Society Northwestern Ontario 
• Fédération des aînés et des retraités francophones de l’Ontario 
• FrancoQueer
• John Howard Society of Ontario 
• Justice for Children and Youth 
• Justice for Migrant Workers 
• La Fédération de la jeunesse franco-ontarienne 
• Le Centre de santé communautaire du Grand Sudbury 
• Le Centre des services communautaires Vanier 
• Maytree*
• MIAG Centre for Diverse Women and Families* 
• Le mouvement Ontarien des Femmes Immigrantes Francophones 
• National Educational Association of Disabled Students* 
• Neighbourhood Legal Services (London & Middlesex)* 
• Ontario Association of Interval and Transition Houses 
• Ontario Council of Agencies Serving Immigrants 
• Ontario Federation of Labour 
• Shepherds of Good Hope*
• Solidarité des femmes immigrantes francophones du Niagara*
• South Asian Legal Clinic of Ontario 
• TG Innerselves 
• The 519 
• United Way Centraide - North East Ontario 
• Urban Alliance on Race Relations* 
• Women’s Enterprise Skills Training of Windsor 
• Working for Change* 
• YWCA Toronto*

* Following the November 2025 meeting, the terms of twelve member organizations expired. The OHRC sincerely thanks these organizations for their generous gifts of time, knowledge, and expertise. Their contributions have been essential to the OHRC’s work to protect, promote, and advance human rights across Ontario. 

International engagement: Submissions to United Nations human rights mechanisms

The OHRC provides periodic input to international human rights mechanisms on issues relevant to its mandate. In 2025–26, the OHRC submitted information to the following United Nations mechanisms:

• Special rapporteur on contemporary forms of racism, to inform a report on intersectionality from a racial justice perspective.
• International Independent Expert Mechanism to Advance Racial Justice and Equality in Law Enforcement, to inform a report on systemic racism against Africans and people of African descent in the criminal justice system.
• Human Rights Committee, to inform the 7th periodic review of Canada under the International Covenant on Civil and Political Rights.
• Special rapporteur on contemporary forms of racism, to inform her upcoming country visit to Canada.

Supreme Court intervention: Law 21: English Montreal School Board, et al. v. Attorney General of Quebec, et al. 

Law 21, An act respecting laicity of the state is a Quebec law, passed in 2019, which prohibits certain public servants, like teachers, police officers and lawyers, from wearing visible religious symbols while at work. 

The law has been challenged by human rights and civil rights groups across Canada and at all levels of court. In January 2025, the Supreme Court of Canada (SCC) granted leave to hear the legal challenges against Law 21 as English Montreal School Board, et al. v. Attorney General of Quebec, et al. A key issue in this case is the interpretation of the notwithstanding clause found at s. 33 of the Charter. This section provides that legislatures can preserve a potentially unconstitutional law by overriding sections 2 and 7-15 of the Charter. The OHRC along with several other groups were granted leave to intervene in the SCC case. The focus of the OHRC’s argument was that when properly interpreted according to section 27 of the Charter, the scope section 33 of the Charter is appropriately limited in circumstances that would fundamentally undermine the preservation and enhancement of the multicultural heritage of Canadians.

The OHRC provided submissions before the Supreme Court in March 2026. 

Media highlights

• Law Times, January 21, 2026, Ontario privacy commissioner, human rights commission publish joint principles on AI adoption
• National Post, March 28, 2026, Jamie Sarkonak: The activists clamouring for us to be ruled by a woke juristocracy

Message from the Executive Director

As we look back on 2025–26, we reflect on a milestone-year as the OHRC marked 65 years of advancing human rights in Ontario, while also looking ahead to the future.  The OHRC continued to make meaningful advances in fulfilling its mandate under the Code, while strengthening the systems, culture, and capacity needed to support a responsive, and effective organization. Guided by its Strategic Plan 2023–2025 (now extended to March 31, 2028), the OHRC’s work continues to be anchored in a Human Rights First approach. Strengthening the OHRC’s connection with Ontarians remains central to its mission through public education, strategic engagement and digital outreach, the OHRC continued to expand access to human rights information and resources to reach a broad and diverse public across the province. 

At the same time, the OHRC continued to be an astute steward of its resources, improve key internal processes, and fostered an inclusive, and engaged workforce. The dedication and professionalism of OHRC staff is essential to navigating Ontario’s evolving human rights landscape. 

Their commitment ensures that the Commission’s work remains grounded in integrity and a deep understanding of the communities it serves.

Looking ahead, the OHRC remains focused on building sustained organizational readiness to address emerging human rights issues.

A strong, independent, and well‑resourced OHRC is essential to protecting and promoting human rights in the province. 

The OHRC will continue to advance evidence‑informed approaches, while deepening collaboration across the human rights system and with communities throughout Ontario.  Through collaboration and meaningful engagement, the OHRC will continue to foster a strong human rights culture in Ontario, to achieve its vision of a province where people are valued and treated with dignity, feel a deep sense of belonging, and take responsibility for promoting and protecting human rights.

With gratitude, 

Meena Deol
A/Executive Director

Website survey 

In late 2025, the OHRC conducted a survey to better understand how the public uses its website and social media channels and to identify ways to strengthen its digital presence. The survey asked users about how often they visit the OHRC website, what information they look for, and what devices they used. Respondents also rated the website on timeliness, usefulness, clarity, accessibility, and the ease of navigating its menus and overall structure. 

The results highlighted the most frequently accessed content areas, including human rights information, policies, e-Learning courses, and guidance on making or understanding human rights complaints. Respondents also identified the Code grounds and social areas for which they most often sought information. 

Feedback on navigation and accessibility pointed to opportunities to improve the user journey, such as improving search and menu functionality, and ensuring information is structured, categorized, and written in accessible, plain language. 

Survey results showed interest in human rights information and practical guidance, as well as an appetite for content that helps people understand their rights and responsibilities and provide information about OHRC’s work. 

2025–2026 Strategic Plan and Performance update 

In late 2025, the 2023–25 Strategic Plan was extended to March 31, 2028. The extended Strategic Plan maintains the five priority areas: Indigenous Reconciliation, Criminal Justice, Health and Well-being, Education, and Fostering a Human Rights Culture in Ontario. Measuring the OHRC’s impact within these priority areas remains integral to the OHRC’s performance management system, and the OHRC’s ability to make evidence-based decisions.

The following performance indicators are key representations of the intended outcomes of the OHRC’s work. These outcomes are observed more clearly by duty-holders and community organizations that deliver services and advocate for justice. Many indicators rely on information solicited from stakeholders. Where results are not available, the OHRC continues to build and refine data sources, analysis methods, and the internal capacity to represent these measures accurately.
 

Indigenous Reconciliation

Outcome: The OHRC is a trusted ally to Indigenous communities in the work of reconciliation

Key Performance Measure: Percentage of Indigenous partners who agree that the OHRC maintains relevant and effective relationships

Baseline: TBD

Target: Five per cent (5%) increase in the number of Indigenous partners who agree that the OHRC maintains relevant and effective relationships based on the results of the biennial survey

Result: N/A 
 

Criminal Justice and Health and Well-being

Outcome: Duty-holders have and use accessible, relevant, and practical human rights tools

Key Performance Measure: Percentage of duty-holders who report having accessed relevant and practical human rights tools

Baseline: TBD

Target: Ten per cent (10%) increase in the number of duty-holders who report they have accessed relevant and practical human rights tools 

Result: N/A 
 

Education

Outcome: Duty-holders in the education system are implementing changes that address systemic discrimination.

Key Performance Measure: Percentage of school boards that have a plan to implement the Right to Read recommendations

Baseline: TBD

Target: 100% have a plan to implement the Right to Read recommendations

Result: N/A 
 

Human Rights Culture

Outcome: The public is more knowledgeable about human rights

Key Performance Measure: Public satisfaction with the OHRC’s products

Baseline: TBD

Target: Eighty per cent (80%) satisfaction with OHRC products

Result: N/A

Organizational Impact

Outcome: Improved employee experience

Key Performance Measure: Percentage increase in employee experiences rates

Baseline: 69.5%

Target: Two per cent (2%) increase in the employee experience rate based on the results of the biennial employee experience surveys

Result: N/A

Operational Key Performance Indicators

In addition to its operational plan, the OHRC is guided by the OHRC Action Plan, which is a set of commitments for ensuring the continuous maintenance and improvement of the OHRC’s services to the public and stakeholders, and the internal work environment. 

While many of the commitments in the OHRC Action Plan have an internal focus on the employee experience, organizational effectiveness, and legislative compliance, the following Operational Key Performance Indicators show the OHRC’s progress and performance in essential areas of public interaction.

1. Public complaints about staff and service policies/operational procedures:

Operational KPI: To measure response times related to public complaints and inquiries (including those related to accessibility/ accommodation) about OHRC staff and service, policies, and operational procedures (% of complaints that are responded to within the required response time)

Outcome: Public complaints response time meet service standards

Baseline: 100%

Target: 100% of complaints are responded to within 21 business days

Result: 100%

 

2. Public complaints about staff and service policies/operational procedures:

Operational KPI: To measure response times related to public complaints and inquiries (including those related to accessibility/ accommodation) about OHRC staff and service, policies, and operational procedures (% of complaints that are responded to within the required response time)

Outcome: Public inquiries response time meet service standards

Baseline: 100%

Target: 100% of inquiries are responded to within 14 business days

Result: 100%
 

3. Freedom of Information:

Operational KPI: To measure the OHRC’s compliance rate in fulfilling its FOI obligations

Outcome: The public gains access to responsive records, in full or in part, when requested

Baseline: 100%

Target: 100% compliance rate

Result: 100%

4. French Language Services (FLS):

Operational KPI: To measure the proactive availability of FLS (% of public events held or offered to be held in French, when relevant)

Outcome: FLS are proactively offered to community groups and the public

Baseline: 66%

Target: 100% of public events are offered in French

Result: 100%
 

5. French Language Services:

Operational KPI: To measure the amount of designated bilingual positions (DBP) filled with the appropriate level of French language proficiency

Outcome: FLS are offered in equal quality and availability to English services at OHRC service points (i.e., phone, mail, email)

Baseline: 50%

Target: 100% of DBPs are filled with the appropriate level of proficiency

Result: 50%

Multi-Year Accessible Plan

The OHRC is committed to advancing the human rights of individuals with disabilities. This mandate under the Code is fulfilled through public education, policy development, public inquiries, and litigation. The OHRC also shows its commitment by ensuring, as an organization, that it is fully accessible to persons with disabilities.

Customer service

The OHRC is committed to ensuring that all individuals have access to and can effectively use its services, goods, and facilities. The OHRC continued to offer communication supports for OHRC-hosted public events, ensured that venues and digital spaces are accessible, and proactively communicated offers for accommodations.

Information and communications

The OHRC is committed to making sure its information and communications systems and products are accessible to persons with disabilities. The OHRC has continued to review its digital and other communication methods to improve accessibility of its services, including the review and correction of content posted in the past.

All public documents, including correspondence and publications, continue to be remediated and made available in accessible digital formats, and other formats upon request. 

Employment

The OHRC is committed to ensuring that the recruitment process is accessible for all candidates. The OHRC continues to inform candidates and employees about their right to accommodation. New employees receive information and training on employees’ rights and responsibilities under the Code, the AODA and OPS policies, all of which foster a diverse and inclusive workplace.

The OHRC will continue to adhere to OPS policies and procedures on employment accommodation for current and prospective employees with disabilities, as well as the standards outlined in the Integrated Accessibility Standards Regulation (IASR).

Accessibility training

The OHRC is committed to making sure that all staff remain informed about their rights and responsibilities under the Code, the AODA, and the IASR by providing ongoing training. The OHRC continued to administer and monitor the completion of mandatory training on disability-related policies and procedures, including the AODA and the requirements of the accessibility standards under the IASR, and on the Code as it pertains to persons with disabilities.

Procurement

The OHRC is committed to incorporating accessible design, criteria, and features when procuring or acquiring goods, services, or facilities. The OHRC continues to comply with the procurement standard in the IASR and the accessibility obligations set out in the Ontario Public Service Procurement Directive.

2025–26 Financial Summary

2025-26 OHRC Appointee remuneration

Commissioners

OHRC Commissioners have knowledge and expertise in human rights and issues relating to vulnerable populations, public policy, social values, and concepts of fairness, justice, and public service. 

Patricia DeGuire, Chief Commissioner
Appointment: August 19, 2023 to August 18, 2026

Brian Eyolfson
Appointment: November 20, 2025 to November 19, 2028

Gary Pieters
Appointment: March 25, 2023 to March 24, 2026  

Sandi Bell
Appointment: March 23, 2025 to March 22, 2028