Conduct and Whistleblowing
Individuals involved in COC Activities are expected to conduct themselves in a manner that is fully consistent with the highest standards of behaviour. Their behaviour must reflect and not compromise the reputation of the COC and the trust of the COC’s stakeholders and Canadians.
Presented below are links to the COC’s policies that address the behaviour expected from individuals involved in COC activities such as employees, volunteers, contractors, as well as our athletes, coaches and their support personnel.
COC Code to Address Maltreatment in Sport
COC Policy Statement on Whistleblowing
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.
Summary of the recommendations
COC’s statement regarding the independent review process
Terms of Reference for the independent review process
Read additional information about the governance aspect of the independent review process
Obtain an update on the actions taken to date by the COC in response to the recommendations from the independent review