4 Message 3 4 Tom W. Patch, - UBC Equity & Inclusion Office · Plumber, Sheet Metal Worker, Shift Engineer. Vancouver (UBC V) Kelowna (UBC O) 11. Clerical Personnel Administrative

1

2

34 Message

4 TomW.Patch,Associate Vice President Equity

5 StrategicInitiatives

5 RespectfulEnvironmentStatement

5 DevelopmentofUBCEquityandDiversityStrategicPlan

6 BestPracticesReview–UBCVancouver

7 UBCWorkforceData&Analysisfor2008

7 EmploymentEquityPolicy(Policy#2)

8 UBCWorkforceDatafor2008

9 UBCInternalWorkforceData

15 RepresentationofDesignatedEquityGroupsatUBC:

WorkforceAnalysis

20 DesignatedEquityGroupDistributionof

Tenure-TrackFaculty

25 Discrimination&HarassmentReport

25 Overview

26 TheEquityOfficeandHumanRights&EquityServices

26 ComplaintManagement

29 UBCV–ComplaintsReceivedin2008

36 UBCO–ComplaintsReceivedin2008

39 Education&TrainingReport

39 Workshops,PresentationsandInformationFairs

39 EquityOfficePrograms&Initiatives

41 CampusPartnerships

42 NationalandInternationalNetworking

43 Appendices

43 EquityOfficeStaff2008

43 President’sAdvisoryCommitteeonEquity,

Discrimination&Harassment

43 DeputyViceChancellor’sCommitteeonHumanRights

andEquity

For ease of reference, both figures and tables are referred

to as “figures”. These figures are numbered consecutively

throughout the text.

Equity Annual Report 2008CONTENTS

4UBC has been formally committed to employment equity since

1990, when the Employment Equity Policy was first adopted.

Since then, the Equity Office’s Annual Reports document the

impact of that commitment. By some measures there has been a

steady improvement. The representation of women and visible

minorities in the UBC workforce has shown a steady increase.

For Aboriginal people and people with disabilities the results

are less positive. And all four of these groups continue to be

underrepresented in leadership positions.

The Equity Annual Report 2008 marks a transition point for

equity at UBC as we become more strategic and comprehensive

in our efforts to engage in the dialogue and action necessary

for an inclusive and diverse community. Our understanding

has developed in complexity, as we deepen our experiences in

the implementation of employment equity and move towards

a paradigm shift that embraces diversity and inclusiveness. A

piecemeal approach, in which an employment equity strategy

is seen as an end in itself, leaves us short of our potential. The

resources and strategies of an integrated, strong commitment,

directed with intent across UBC, will leverage our capacity to

realize meaningful change.

In 2008, UBC began the task of developing an Equity and

Diversity Strategic Plan for the University. This plan will create a

framework in which employment equity is part of a broader and

multifaceted process that will embed a commitment to equity

and diversity in UBC’s culture and decision-making processes. We

expect that plan to unfold in 2009. In 2008 we also introduced

a new Employment Equity Census Questionnaire that will

enable us to provide additional and more nuanced information

on the demographics of our workforce. The data from that

census will be available in our 2009 report. In this Equity Annual

Report 2008 we are using the data gathered in the initial UBC

Employment Equity Census Questionnaire as of May 31, 2008.

With the Equity Annual Report 2009, we will start fresh

with the results of the new UBC Employment Equity Census

Questionnaire. This data will help guide and monitor the

implementation of the Equity and Diversity Strategic Plan. These

new initiatives reflect our commitment to a stronger integrated

approach that marshals the energy and resources from across

UBC, its students, workforce and community.

Tom W. Patch Associate Vice President, Equity

Message from the Associate Vice President, Equity

5RESPECTFUL ENVIRONMENT STATEMENT

As part of UBC’s vision to create a working, learning and living

environment dedicated to excellence, equity and mutual

respect, the UBC Executive approved a Respectful Environment

Statement www.respectfulenvironment.ubc.ca. Initially proposed

by the President’s Advisory Committee on Equity, Discrimination

& Harassment, the Statement is intended to ensure that UBC is

an environment in which respect, civility, diversity, opportunity

and inclusion are valued.

The Statement recognizes that personal harassment has no

place at UBC and affirms the responsibility of UBC’s leaders to

promote and maintain a respectful work, learning and living

environment. To meet this responsibility, UBC has funded a

project to promote a respectful environment at UBC. The project

entails broadly communicating the Respectful Environment

Statement; hiring a dedicated staff person to develop an

educational program for managers, supervisors and Human

Resource personnel; delivering the educational program; and

evaluating the project.

DEVELOPMENT OF UBC EQUITY AND DIVERSITY STRATEGIC PLAN

At a meeting with the President’s Advisory Committee on Equity,

Discrimination & Harassment in July 2008, David Farrar, the

Provost and Vice President Academic, provided the committee an

overview of the new UBC strategic planning process. To support

strategic initiatives as part of broader UBC strategic planning

process, Dr. Farrar invited the committee to participate in

crafting a vision for a UBC Equity & Diversity Plan.

As a consequence of that visioning process, a Working Group

co-chaired by Dr. Anne Condon, Associate Dean in the Faculty

of Science and Tom Patch, Associate Vice President Equity, was

appointed to develop an Equity and Diversity Strategic Plan

for UBC (http://diversity.ubc.ca). The strategic plan will address

equity and diversity for students, faculty and staff at UBC and

will include goals, recommendations for action and measures to

assess our progress.

This project will require extensive consultation with interested

individuals and groups at UBC. The input received during

consultations will help shape the draft Equity and Diversity

Strategic Plan, which is expected in September 2009. Further

consultation, including with UBC’s governing bodies, will

lead to a final Strategic Plan later that semester. If adopted,

the Strategic Plan will be incorporated into the broader

UBC strategic planning process that is underway, and will be

considered in the budget planning process for 2010/2011.

Strategic Initiatives

6BEST PRACTICES REVIEW – UBC VANCOUVER

The Equity Office, with the help of Lori J. Charvat, conducted

a Best Practices Review in late Fall of 2008. This process, which

was intended to support the Equity and Diversity Strategic Plan,

afforded us the opportunity of learning about some of the many

commitments that have been made to promote diversity and

equity by the UBC Vancouver Faculties and a few non-academic

administrative units.

The information collected is documented in a Report Exemplary

Practices in Equity and Diversity Programming (www.equity.ubc.

ca/publications/index.html.).

7EMPLOYMENTEQUITYATUBC

UBCiscommittedtoemploymentequitythroughits

EmploymentEquityPolicy.

EmploymentEquityPolicy(Policy#2)

StatementofPrinciple

Thefundamentalconsiderationforrecruitmentandretention

offacultyandstaffattheUniversityofBritishColumbia

isindividualachievementandmerit.Consistentwiththis

principle,theUniversitywilladvancetheinterestsofwomen,

Aboriginalpeople,personswithdisabilitiesandvisible

minorities;ensurethatequalopportunityisaffordedtoall

whoseekemploymentattheUniversity;andtreatequitably

allfacultyandstaff.

TheUniversityofBritishColumbiahasestablishedaprogram

ofemploymentequitytoprovideafairandequitable

workplaceandtoofferallindividualsfullopportunityto

developtheirpotential.Accordingly,theUniversitywill

identifyandeliminateanydiscriminatorybarriersthat

interferewithemploymentopportunitiesinalljobsand

atalllevelsthroughouttheUniversity.Bothcurrentand

prospectivefacultyandstaffwillreceiveequitabletreatment

inhiring,training,andpromotionprocedures.

Togiveeffecttothispolicy,theUniversityhasadoptedan

EmploymentEquityPlan.Thisplanrequires,amongotherthings,

thattheUniversityaskallnewemployeestocompletetheUBC

EmploymentEquityCensusQuestionnaireandthattheEquity

Officereportoninternalworkforcedataincomparisonwith

externallabourforceavailabilitydata.

UBC Workforce Data & Analysis for 2008

Figure 1Employment Equity Occupational Groups (EEOG)

EEOG Examples of UBC Positions Area of Recruitment

1. Senior Managers Associate Vice President, Dean, President, Registrar, University Librarian, Vice President.

Canada (UBC V/UBC O)

2. Middle and Other Managers Associate Dean, Chair, Computer Systems Manager, Director, Financial Manager, Food Service Manager, Head.


3. University Teachers (NOC 4121) Assistant Professor, Associate Professor, Clinical Instructor, Instructor I and II, Lecturer, Member Extra Sessional Studies, Professor, Senior Instructor, Sessional Lecturer.


4. Professionals (excluding University Teachers) Accountant, Coordinator Student Services, Counsellor, Editor, Employee Relations Of-ficer, General Librarian, Genetic Assistant, Physician, Programmer/Analyst, Scientific Engineer, Social Science Researcher.


5. Semi-Professionals and Technicians Biosafety Officer, Building Inspector, Coach, Engineering Technician, Graphics Supervisor, Horticulturist, Library Assistant, Medical Artist, Research Assistant/Technician, Research Scientist.

Vancouver (UBC V)Kelowna (UBC O)

6. Supervisors Accommodation Manager, Accounting Supervisor, Campus Mail Supervisor, Cleaning Supervisor, Head Service Worker, Section Head, Senior Resident Attendant, Supervisor (Administration), Word Processing Coordinator.

Vancouver (UBC V)

7. Supervisors: Crafts and Trades Farm Manager, Grounds Supervisor, Head Carpenter, Head Plumber, Herd Manager, Mechanical Trades Supervisor, Sub-Head Electrician, Sub-Head Gardener.

Vancouver (UBC V)

8. Administration & Senior Clerical Personnel Administrative Assistant, Administrator, Budget Analyst, Conference Coordinator, Lab Supervisor, Office Manager, Personnel Assistant, Secretary 1 to 5, Senior Admissions Officer, Executive Assistant


9. Skilled Sales & Service Personnel Assistant Cook, Commissary Cook, Commissary Baker, First Cook, Head Cook, Relief Cook.

Vancouver (UBC V)

10. Skilled Crafts & Trades Workers Bricklayer, Carpenter, Electrician, Locksmith, Maintenance Engineer I and II, Painter, Plumber, Sheet Metal Worker, Shift Engineer.


11. Clerical Personnel Administrative Clerk, Buyer 1 to 3, Clerk 1 to 3, Clinical Office Assistant 1 to 3, Computer Operator, Data Entry Clerk, General Clerk, Mail Clerk, Program Assistant, Store Person.


12. Intermediate Sales & Service Bookstore Assistant, Computer Salesperson, Dental Assistant, Housekeeper, Patrol Person, Sales Attendant, Sales Clerk, Utility Worker, Waiter/Waitress.

Vancouver(UBC V)

13. Semi-Skilled Manual Workers Clerk Driver, Farm Worker 1 to 5, Milker, Nursery & Greenhouse Gardener, Printing Operator 2 and 3, Spray Painter, Truck Driver.

Vancouver (UBC V)

14. Other Sales & Service Personnel Food Services Assistant, Gate Keeper, General Worker, Grocery Clerk, Janitor, Caretaker, Building Supplies Service Worker, Kiosk Attendant, Residence Attendant, Service Worker: Ice Maker.


15. Other Manual Workers Labourer 2, Labourer 2 (Construction & Heavy), Labourer 3 (Special). Vancouver (UBC V)

8Inaddition,theUniversityparticipatesintheFederalContractors

Program(FCP)administeredbytheLabourProgramofHuman

ResourcesandSkillsDevelopmentCanada(HRSDC).The

criteriafortheFCPareequivalenttotherequirementsofthe

EmploymentEquityAct.UndertheFCP,organizationswithmore

than100employeesandreceivingmorethan$200,000inFederal

contractsmustbecommittedtoemploymentequityandmust

develop,implementandmaintainanemploymentequityplan.

Thedesignatedequitygroupsarewomen,Aboriginalpeople,

visibleminoritiesandpersonswithdisabilities.

TheEquityOfficeworksacrosstheUniversitywithHuman

Resources,FacultyRelations,AccessandDiversityandmany

otherstosupporttheimplementationofequityinitiatives.

UBCWORKFORCEDATAFOR2008

UBCEmploymentEquityCensusQuestionnaire

AllnewUBCemployeesareaskedtocompleteanEmployment

EquityCensusQuestionnaire,whichasksthemtoidentifyif

theyareamemberofanyofthefourdesignatedequitygroups.

Beginninginthefallof2005,allemployeesatUBCOkanagan

(UBCO)weresentthequestionnaire.UBCVancouver(UBCV)

andUBCOoperateindistinctemploymentcontextsandfor

themostpartdrawondifferentapplicantpools.Wetherefore

reportthedataforthetwocampusesseparately.Thefirstyear

forwhichwehaveUBCOdatais2006.

TofurthertheUniversity’semploymentequityobjectives

andtomaintaincompliancewithFCP,theEquityOfficeand

thePlanningandInstitutionalResearchOffice(PAIR)atUBC,

monitortherepresentationofdesignatedequitygroupsin

theUBCworkforce.TheUniversity’semploymentpositionsare

classifiedusingfifteenEmploymentEquityOccupationalGroups

(EEOGs)establishedbyHRSDC.Figure1liststhefifteenEEOGs

andexamplesofUBCpositionsineachcategoryaswellasthe

areaofrecruitment.SomeoftheEEOGscurrentlydonotapply

atUBCO.

TheEquityOfficeisconductinganewCensus.TheUBC

EmploymentEquityCensusQuestionnairewasrevisedand

distributedtoallemployeesatUBCinNovember2008.Efforts

arecurrentlyunderwaytoincreasetheparticipationinthisnew

Census.TheresultswillbemadeavailableinthenextEquity

AnnualReport(2009).

Thedatausedinthisreportisbasedontheresultsfromthe

initialCensusasofMay31,2008.

Figure2providesthereturnratetoUBC’sEmploymentEquity

CensusQuestionnairefortheyears2003through2008.Some

employeesdonotrespondtotheCensus,whichhasanimpact

onthereliabilityofthedata.Despiteincreasedeffortsbythe

EquityOfficetoencourageemployeestoparticipateinthe

Census,theoverallreturnratetaperedoffto74.2%and75%

respectivelyforUBCVandUBCOin2008.

Figure 2Return Rate to UBC's Employment Equity Census Questionnaire (May 31, 2008)

Employment Equity Occupational Group UBC V – Response Rate UBC O – Response Rate

2004 2005 2006 2007 2008 2006 2007 2008

Senior Managers 100.0% 94.3% 97.1% 97.2% 97.7% 100.0% 91.7% 100.0%

Middle and Other Managers 87.3% 86.3% 87.0% 87.1% 83.5% 95.0% 96.2% 93.8%

University Teachers* 81.0% 80.8% 82.0% 82.0% 81.6% 70.7% 70.2% 73.4%

Professionals (excluding University Teachers) 79.8% 77.7% 80.7% 80.7% 78.1% 77.1% 92.0% 79.2%

Semi-Professionals & Technicians 70.9% 67.5% 69.3% 66.7% 65.7% 89.5% 72.0% 69.2%

Supervisors 76.3% 76.4% 78.6% 79.5% 85.3% N/A N/A N/A

Supervisors: Crafts and Trades 56.6% 48.9% 54.4% 50.0% 50.0% N/A N/A N/A

Administrative & Senior Clerical Personnel 87.2% 86.0% 86.4% 86.2% 83.6% 79.5% 84.5% 79.7%

Skilled Sales & Service Personnel 59.5% 61.5% 60.9% 60.6% 62.5% N/A N/A N/A

Skilled Crafts & Trades Workers 62.5% 64.2% 65.1% 65.8% 63.8% 75.0% 40.0% 60.0%

Clerical Personnel 80.1% 77.7% 80.0% 80.3% 74.7% 65.9% 75.6% 62.0%

Intermediate Sales & Service Personnel 40.2% 39.8% 39.1% 42.4% 41.6% N/A N/A N/A

Semi-Skilled Manual Workers 54.5% 63.2% 62.5% 53.6% 51.0% N/A N/A N/A

Other Sales & Service Personnel 62.2% 59.6% 64.1% 65.1% 63.1% 46.2% 72.7% 72.7%

Other Manual Workers 47.2% 47.1% 46.0% 52.3% 50.6% N/A N/A N/A

TOTAL 75.8% 74.4% 76.2% 76.1% 74.2% 74.4% 77.0% 75.0%

* University Teachers includes sessional and extra-sessional appointments.Faculty holding administrative appointments are included among Middle and Other Managers, or Senior Managers.

9Therecontinuestobeaconsiderablevariationinthereturn

ratesacrossEEOGs.AtUBCV,highreturnratesarefoundin

theEEOGsSeniorManagers,Supervisors,MiddleandOther

Managers,Administrative&SeniorClericalPersonnel,and

UniversityTeachers;alowreturnrateisfoundintheEEOG

IntermediateSales&ServicePersonnel,whichrepresentsalarge

numberofseasonalworkers.AtUBCO,therearehighresponse

ratesforSeniorManagers,MiddleandOtherManagers,

Professionals,andAdministrative&SeniorClericalPersonnel;

therearelowreturnratesforSkilledCrafts&TradesWorkers

andClericalPersonnel.

UBCINTERNALWORKFORCEDATA

Overview

Figures3through6provideanoverviewoftherepresentation

ofdesignatedequitygroupemployeesineachofthefifteen

EEOGsatUBCV.ThesefiguresprovidesnapshotsofUBCV’s

workforceon31May1996,2006,2007and2008.Theoverall

percentageofwomenincreasedfrom51.7%to55.5%over

twelveyears.TheoverallpercentageofAboriginalpeople

increasedslightlyfrom1.4%to1.6%,whichrepresentsan

increaseinthenumberofAboriginalfacultyandstafffrom84

to123.Theoverallpercentageofemployeeswhoself-identify

asvisibleminoritiescontinuestoincreasesteadily,from21.0%

to31.2%overthetwelve-yearperiod.Duringthesameperiod,

personswithdisabilitiesdecreasedfrom2.5%to1.7%.Despite

anoverallincreaseinthenumberofUBCVemployees,the

numbersofemployeeswhoself-identifyashavingadisability

continuestodecrease,from151in1996to130in2008.This

declinewasmorefullydiscussedintheEquityAnnualReport

2007(seepages10-11).

Thepercentageofdesignatedequitygroupemployeesineach

oftherelevantEEOGsatUBCOisprovidedinFigure7.The

overallpercentageofwomendecreasedfrom59.3%in2007to

56.7%in2008.ThepercentageofAboriginalpeopleincreased

from4.2%in2007to4.8%in2008.Thepercentageoffaculty

andstaffwhoidentifyasamemberofavisibleminorityatUBC

Oincreasedfrom6.5%in2007to8.2%in2008,whichremains

substantiallylessthanatUBCV(31.2%,seeFigure5).The

percentageofpersonswithdisabilitiesincreasedfrom3.6%to

4.1%duringthesameperiod.

ThedataformenandwomeninFigures3and7isfromUBC’s

HumanResourceManagementSystem(HRMS)andaccurately

reflectsthegenderdistributionofUBC’sworkforce.Dataon

theotherthreedesignatedequitygroups-Aboriginalpeople,

visibleminoritiesandpersonswithdisabilities–comesfrom


Figure 3UBC V Workforce: Gender by EEOG

Employment Equity Occupational Group Women Men

1996 2006 2007 2008 1996 2006 2007 2008

% % % N % % % % N %

Senior Managers 27.59 25.71 25.00 12 27.91 72.41 74.29 75.00 31 72.09

Middle and Other Managers 32.20 53.82 54.06 356 56.33 67.80 46.18 45.94 276 43.67

University Teachers * 25.93 34.59 34.64 926 34.41 74.07 65.41 65.36 1,765 65.59

Professionals (exc Univ Teachers) 52.36 58.83 59.58 1,289 61.79 47.64 41.17 40.42 797 38.21

Semi-Professionals & Technicians 56.05 60.78 61.68 1,090 61.20 43.95 39.22 38.32 691 38.80

Supervisors 62.75 54.76 51.81 127 69.40 37.25 45.24 48.19 56 30.60

Supervisors: Crafts and Trades 9.38 2.17 2.50 1 2.94 90.63 97.83 97.50 33 97.06

Administrative & Senior Clerical 96.22 90.70 91.14 785 89.82 3.78 9.30 8.86 89 10.18

Skilled Sales & Service 28.21 18.75 22.73 17 26.56 71.79 81.25 77.27 47 73.44

Skilled Crafts & Trades Workers 1.14 2.10 1.69 4 1.72 98.86 97.90 98.31 228 98.28

Clerical Personnel 82.11 80.21 81.53 557 82.40 17.89 19.79 18.47 119 17.60

Intermediate Sales & Service 62.88 62.84 63.38 325 66.33 37.12 37.16 36.62 165 33.67

Semi-Skilled Manual Workers 10.47 17.86 16.07 8 15.69 89.53 82.14 83.93 43 84.31

Other Sales & Service Personnel 58.12 51.80 51.75 326 49.17 41.88 48.20 48.25 337 50.83

Other Manual Workers 19.44 6.90 11.63 7 7.87 80.56 92.10 88.37 82 92.13

No Description-unmatched/unique job 135 82.32 29 17.68

TOTAL 51.67 54.55 55.04 5,965 55.47 48.33 45.45 44.96 4,788 44.53

*University Teachers includes sessional and extra-sessional appointments.Faculty holding administrative appointments are included among Middle and Other Managers, or Senior Managers.Note: Data from the University's Human Resources Management System (HRMS) on the extract date of May 31, 2008.

10UBC’sEmploymentEquityCensus,whichreliesonvoluntary

self-identification.Approximately25%ofUBCemployeeshave

notparticipatedintheCensus;thus,thedataonthesethree

designatedequitygroupsmaynotaccuratelyrepresenttheir

actualnumbersintheUBCworkforce.Itshouldalsobenoted

thatthequestionintheCensusrelatedtothedefinitionof

personswithdisabilitieswaschangedin2005sothedataonthis

designatedequitygroupfor2005to2008maynotbedirectly

comparabletodatafrompreviousyears.

TheEquityOfficeisundertakingresearchonseveralfacetsof

thedata,includingchangesofdistributionacrossEEOGsand

theemergenceof“unmatchedjobs”thathavenot(yet)been

assignedaNationalOccupationalClassification(NOC)Code.Any

subsequentfindingswillbenotedintheEquityAnnualReport

2009.Inthemeantime,contacttheEquityOfficeifyourequire

additionalinformationordata.Aswell,continuetocheckthe

EquityOfficeWebsiteforupdatedinformation.

Women

Figure3indicatestherepresentationofmenandwomenin

alloftheEEOGsontheVancouvercampus.Theproportionof

womenemployeesincreasedfrom1996to2008intenofthe

EEOGs.IntheSupervisorsgroup,theproportionofwomen

increasedsignificantlyfrom51.8%in2007to69.4%in2008.This

marksadramaticshiftfromtheprevioustwoyearsand,asnoted

above,isthesubjectofongoingresearch.WomenintheSenior

Managersgrouphaveremainedrelativelyconstantinthelast3

years,andwereat29%in2008.Therepresentationofwomen

amongUniversityTeachershasalsoremainedconstantforthe

pastthreeyearsatabout34.5%.

AsindicatedinFigure7,atUBCOmorethanhalfofthe

employeesarewomeninfiveofthenineEEOGs;however,

womenhavedroppedfrom59.3%to56.7%intheiroverall

representation.Theproportionofwomendroppedinfiveof

theEEOGs.TheproportionofwomenamongSeniorManagers

Figure 4UBC V Workforce: Aboriginal People by EEOG as a Percent of All Respondents

Employment Equity Occupational Group Aboriginal People

1996 2005 2006 2007 2008

% % N N % N %

Senior Managers 0 0 0 0 0 0 0

Middle and Other Managers 1.34 0.77 4 4 0.84 4 0.78

University Teachers * 1.12 1.29 27 30 1.35 27 1.26

Professionals (exc Univ Teachers) 1.03 0.81 13 20 1.33 19 1.19

Semi-Professionals & Technicians 1.10 0.74 11 17 1.40 17 1.49

Supervisors 4.49 0 0 0 0 4 2.56

Supervisors: Crafts and Trades 0 0 0 0 0 0 0

Administrative & Senior Clerical 1.54 2.73 18 15 1.85 13 1.81

Skilled Sales & Service 9.09 4.17 1 0 0 0

Skilled Crafts & Trades Workers 0.99 2.45 3 2 1.32 2 1.39

Clerical Personnel 1.36 1.90 16 15 2.05 10 2.02

Intermediate Sales & Service 1.49 3.07 5 4 2.41 6 2.99

Semi-Skilled Manual Workers 2.17 2.94 1 0 0 1 4.17

Other Sales & Service Personnel 2.58 3.07 12 13 3.07 11 2.66

Other Manual Workers 0 6.45 3 4 10.00 4 10.00

No Description-unmatched/unique job 5 4.17

TOTAL 1.36 1.50 114 124 1.56 123 1.58

*Univeristy Teachers includes sessional and extra-sessional appointments.Faculty holding administrative appointments are included among Middle and Other Managers, or Senior Managers.Note: Data from employees who self-identified on UBC's Employment Equity Census Questionnaire as members ofdesignated equity groups who were active on the extract date of May 31, 2008.

11rosefrom16.7%in2007to25%in2008.Thisis,however,a

verysmallgroupandanyappointmentordeparturewillhavea

largeimpact.Womencomprise41.5%%ofUniversityTeachers,a

declinefromthepreviousyearat45.7%butstillwellabovethe

proportionatUBCV.

AboriginalPeople

Figure4showstherepresentationofemployeeswhoself-

identifyasAboriginalpeople.TheUniversitymadesmallgains

inthenumberandproportionofAboriginalemployeesinmost

oftheEEOGsovertheperiod1996to2008.Inthepastthree

years,therehasbeennochangenumericallyinfourEEOGs,

thereisnorepresentationintwo,andtherehasbeenadrop

intherepresentationofAboriginalpeopleacrossfiveEEOGs.

ThedeclineisnoteworthyforbothUniversityTeachersand

ClericalPersonnel.TherehasbeenanincreaseinthreeEEOGs,

particularlyintheSupervisorEEOG,wheretherehadbeenno

representationsince2005,increasingto2.7%.

AtUBCO,therepresentationofAboriginalpeoplecontinuesto

increasefrom4.13%in2007to4.8%in2008.Figure7alsoshows

thatAboriginalpeoplearerepresentedinallbuttwoEEOGs.

VisibleMinorities

Figure5showstherepresentationofUBCVemployeeswhoself-

identifyasvisibleminorities.From1996to2008,UBChasmade

steadyprogressintherepresentationofvisibleminoritiesinits

workforceinallEEOGgroupsexceptforSeniorManagerswhere

therepresentationremainsat0.Therepresentationofvisible

minoritiesinMiddleandOtherManagers,Professional,and

IntermediateSalesandServicecontinuedtogrownumerically

andasapercentageoftheworkforce.Mostnoteworthyisthe

increaseofvisibleminoritiesintheSupervisorsEEOG,from

38.8%in2005to53.3%in2008.Theproportionofvisible

minoritieshasremainedconstantforUniversityTeachers,

averagingjustover16%overthepastthreeyears.


Figure 5UBC V Workforce: Visible Minorities by EEOG as a Percent of All Respondents

Employment Equity Occupational Group Visible Minorities

1996 2005 2006 2007 2008

% % % N % N %

Senior Managers 6.90 6.45 3.13 0 0 0 0

Middle and Other Managers 6.71 15.31 17.00 94 19.62 111 21.60

University Teachers * 10.88 14.12 15.34 365 16.39 358 16.67

Professionals (exc Univ Teachers) 21.30 29.74 32.62 491 32.67 533 33.40

Semi-Professionals & Technicians 30.83 35.49 37.05 460 37.92 453 39.70

Supervisors 26.97 38.81 41.54 27 41.54 82 53.25

Supervisors: Crafts and Trades 0 14.29 8.70 2 11.11 2 12.50

Administrative & Senior Clerical 23.23 29.25 28.55 237 29.15 223 31.02

Skilled Sales & Service 31.82 58.33 64.10 25 62.50 27 67.50

Skilled Crafts & Trades Workers 11.88 16.56 21.19 37 24.50 36 25.00

Clerical Personnel 26.78 39.71 40.19 307 41.94 227 46.04

Intermediate Sales & Service 36.14 45.45 45.63 82 48.81 101 50.00

Semi-Skilled Manual Workers 13.04 29.41 30.30 7 25.00 4 16.67

Other Sales & Service Personnel 33.25 46.39 52.62 230 54.76 223 54.26

Other Manual Workers 20.00 43.75 41.67 16 39.02 16 39.02


TOTAL 21.01 27.52 28.97 2,380 30.01 2,432 31.17

*University Teachers includes sessional and extra-sessional appointments.Faculty holding administrative appointments are included among Middle and Other Managers, or Senior Managers.Note: Data from employees who self-identified on UBC's Employment Equity Census Questionnaire as members ofdesignated equity groups who were active on the extract date of May 31, 2008.

12 Figure 6UBC V Workforce: Persons with Disabilities by EEOG

Employment Equity Occupational Group Persons with Disabilities

1996 2005 2006 2007 2008

% % % N % N %

Senior Managers 6.90 0 3.13 1 2.94 1 2.44

Middle and Other Managers 4.04 3.05 2.22 7 1.45 9 1.74

University Teachers* 2.38 2.03 1.87 39 1.75 33 1.54

Professionals (exc Univ Teachers) 1.72 1.83 1.43 19 1.26 16 1.00

Semi-Professionals & Technicians 2.83 2.13 1.45 17 1.40 13 1.14

Supervisors 5.95 5.88 6.06 4 6.06 5 3.21

Supervisors: Crafts and Trades 0 4.76 4.35 1 5.56 1 6.25

Administrative & Senior Clerical 2.52 3.09 2.17 18 2.21 15 2.09

Skilled Sales & Service 0 0 0 0 0 0 0

Skilled Crafts & Trades Workers 3.09 2.45 2.65 3 1.99 3 2.08

Clerical Personnel 2.26 1.61 1.36 7 0.96 10 2.03

Intermediate Sales & Service 2.02 3.03 1.88 5 2.98 4 1.98

Semi-Skilled Manual Workers 4.65 5.88 12.12 4 14.29 2 8.70

Other Sales & Service Personnel 2.17 2.82 2.60 10 2.36 10 2.42

Other Manual Workers 0 3.13 2.86 1 2.50 1 2.44


TOTAL 2.50 2.26 1.87 136 1.71 130 1.67


Figure 7UBC O Workforce: Designated Groups by EEOG as a Percent of All Respondents

Employment Equity Occupational Group Women Aboriginal People Visible Minorities Persons with Disabilities

2007 2008 2007 2008 2007 2008 2007 2008

% % % % % % % %

Senior Managers 16.67 25.00 10.00 9.09 11.11 10.00 0 0

Middle and Other Managers 61.54 56.25 5.45 7.41 0 7.69 0 0

University Teachers 45.71 41.45 1.22 1.86 10.91 12.04 6.06 5.56

Professionals (excluding Univ Teachers) 69.33 73.27 12.12 10.39 3.08 1.30 3.08 2.60

Semi-Professionals & Technicians 74.00 63.08 5.88 7.14 0 7.14 2.94 4.76

Administrative & Senior Clerical 96.55 96.88 0 4 6.12 4.00 0 2

Skilled Crafts & Trades Workers 0 0 0 0 0 33.33 0 0

Clerical Personnel 86.67 82.00 6.45 6.90 3.23 3.45 3.23 6.90

Other Sales & Service Personnel 9.09 0 0 0 0 12.5 0 0

TOTAL 59.27 56.68 4.13 4.76 6.48 8.24 3.63 4.12


13


Figure 8UBC V Hiring Goals – Women

Occupational Group Number of Employees

2006 2007 2008 2001* 2006**

# % # % # % Total # % %

Senior Managers 9 25.71 9 25.00 12 27.91 43 25.1 24.2

Middle and Other Managers 282 53.82 306 54.06 356 56.33 632 37.5 39.1

University Teachers 947 34.59 962 34.64 926 34.41 2,691 36.2 39.6

Professionals (exc Univ Teachers) 1,043 58.83 1,135 59.58 1,289 61.79 2,086 52.8 54.2

Semi-Professionals & Technicians 1,060 60.78 1,146 61.68 1,090 61.20 1,781 48.7 50.5

Supervisors 46 54.76 43 51.81 127 69.40 183 55.2 52.5

Supervisors: Crafts and Trades 1 2.17 1 2.50 1 2.94 34 17.9 17.9

Administrative & Senior Clerical 888 90.70 874 91.14 785 89.82 874 82.1 80.5

Skilled Sales & Service 12 18.75 15 22.73 17 26.56 64 38.9 41.1

Skilled Crafts & Trades Workers 5 2.10 4 1.69 4 1.72 232 6.3 5.9

Clerical Personnel 750 80.21 759 81.53 557 82.40 676 72.8 71.6

Intermediate Sales & Service 257 62.84 251 63.38 325 66.33 490 66.0 66.2

Semi-Skilled Manual Workers 10 17.86 9 16.07 8 15.69 51 20.1 20.4

Other Sales & Service Personnel 346 51.80 341 51.75 326 49.17 663 53.6 55.7

Other Manual Workers 6 6.90 10 11.63 7 7.87 89 25.4 29.0

No Description-unmatched/unique job 135 82.32 164

TOTAL 5,662 54.55 5,865 55.04 5,965 55.47 10,753 47.28 47.9

Notes:1. Number of employees are full-time and part-time.2. Availability data has been adjusted to reflect the UBC occupational distribution.3. Numbers and percentages of employees represent respondents to the UBC Employment Equity Census Questionnaire on the extract date of May 31, 2008.* Availability Data Using 2001 Census of Canada** Availability Data Using 2006 Census of Canada

Figure 8AUBC O Hiring Goals – Women

Employment Equity Occupational Group Number of Employees

2006 2007 2008 2001* 2006**

# % # % # % % %

Senior Managers 3 25.00 2 16.67 3 25.00 25.1 24.2

Middle and Other Managers 12 60.00 16 61.54 18 56.25 37.5 39.1

University Teachers 109 46.98 112 45.71 126 41.45 36.2 39.6

Professionals (excluding Univ Teachers) 30 62.50 52 69.73 74 73.27 52.8 54.2

Semi-Professionals & Technicians 27 71.05 37 74.00 41 63.08 51.0 51.6

Administrative & Senior Clerical 37 94.87 56 96.55 62 96.88 84.2 83.9

Skilled Crafts & Trades Workers 0 0 0 0 0 0 4.9 5.1

Clerical Personnel 41 93.18 39 86.67 41 82.00 75.3 77.7

Other Sales & Service Personnel 1 7.69 1 9.09 0 0.00 56.9 60.8

TOTAL 260 57.78 315 59.77 365 56.68

Notes:1. Number of employees are full-time and part-time.2. Availability data has been adjusted to reflect the UBC occupational distribution.3. Numbers and percentages of employees represent respondents to the UBC Employment Equity Census Questionnaire on the extract date of May 31, 2008.* Availability Data (20% sample data) Using 2001 Census of Canada (Unpublished data)** Availability Data Using 2006 Census of Canada

14 Figure 9UBC V Hiring Goals – Aboriginal People


2006 2007 2008 2001* 2006**

# % # % # % % %

Senior Managers 0 0 0 0 0 0 2.5 2.4



Professionals (exc Univ Teachers) 13 0.93 20 1.33 19 1.19 1.5 1.8


Supervisors 0 0 0 0 4 2.56 1.8 1.9

Supervisors: Crafts and Trades 0 0 0 0 0 0 1.8 2.3


Skilled Sales & Service 1 2.56 0 0 0 1.5 1.7

Skilled Crafts & Trades Workers 3 1.99 2 1.32 2 1.39 2.2 2.4


Intermediate Sales & Service 5 3.16 4 2.41 6 2.99 1.8 1.7

Semi-Skilled Manual Workers 1 3.03 0 0 1 4.17 1.9 2.2


Other Manual Workers 3 8.57 4 10.00 4 10.00 3.3 3.3


TOTAL 114 1.47 124 1.56 123 1.58 2.57 3.1


Figure 9AUBC O Hiring Goals – Aboriginal Peoples


2006 2007 2008 2001* 2006**

# % # % # % % %

Senior Managers 1 9.09 1 10.00 1 9.09 2.5 2.4





Administrative & Senior Clerical 0 0 0 0 2 4 2.6 3.1

Skilled Crafts & Trades Workers 0 0 0 0 0 0 4.2 3.7

Clerical Personnel 0 0 2 6.45 2 6.90 3.2 2.9

Other Sales & Service Personnel 0 0 0 0 0 0 4.9 6.4

TOTAL 10 3.17 16 4.13 22 4.76

Notes:1. Number of employees are full-time and part-time.2. Availability has been adjusted to reflect the UBC occupational distribution.3. Numbers and percentages of employees represent respondents to the UBC Employment Equity Census on the extract date of May 31, 2008.* Availability Data (20% sample data) Using 2001 Census of Canada (Unpublished data)** Availability Data Using 2006 Census of Canada

15


Therepresentationofemployeeswhoself-identifiedasvisible

minoritiesatUBCOin2007issubstantiallylessthanatUBCV

inallEEOGsexceptSeniorManagers.From2007to2008,the

proportionofemployeeswhoself-identifiedasvisibleminorities

increasedinfiveoftheEEOGsanddecreasedinthree.Itis

worthwhiletonotethat,infourEEOGswheretherewasno

previousrepresentation;therearenowemployeeswhohave

identifiedasvisibleminorities.

PersonswithDisabilities

Figure6providestherepresentationoffacultyandstaffonthe

VancouverCampuswhoself-identifyaspersonswithdisabilities.

From1996to2008,theoverallpercentageofpersonswith

disabilitieshasgenerallydeclined.Since2007,therehasbeen

adropintheproportionoftherepresentationofpersonswith

disabilitiesin5oftheEEOGs,althoughnonumericaldrop.

Inotherwords,thereisgrowthoverallinthesecategories,

however,personswithdisabilitiesarenotbenefittingfromany

increaseintheseopportunities.Ofconcernisacontinueddecline

intherepresentationofpersonswithdisabilitiesinboththe

UniversityTeachersandProfessionalEEOGs.Onamorepositive

note,therehasbeenasmallincreaseintherepresentationof

personswithdisabilitiesintheMiddleandOtherManagers

EEOG.

AsindicatedinFigure7,atUBCOtherepresentationof

personswithdisabilitiesincreasedslightlyin2008,from3.6%

to4.1%.Thegreatestproportionofpersonswithdisabilities

isamongClericalPersonnel.Therehasbeenaslightdecrease

intherepresentationofpersonswithdisabilitiesamongstthe

UniversityTeachersandProfessionalcategories.

REPRESENTATIONOFDESIGNATEDEQUITYGROUPSATUBC:

WORKFORCEANALYSIS

Figures8,9,10and11comparetherepresentationofthe

fourdesignatedequitygroupsineachoftheEEOGsatUBC

totheEmploymentEquityDataReport2006(EEDR2006)

whichwasreleasedintheSpringof2009byHRSDC.Thedata

fromthe2001EmploymentEquityDataReport(EEDR2001)is

includedforreferencepurposes.TheEEDRprovidesdataon

therepresentationofeachofthedesignatedgroupswithin

theCanadianworkforce.Itisinterestingtonotethechangesin

theworkforcerepresentationofthedesignatedequitygroups

overtheinterveningfiveyearperiod.Thisinformationcanbe

Figure 10UBC V Hiring Goals – Visible Minorities


2006 2007 2008 2001* 2006**

# % # % # % % %

Senior Managers 1 3.13 0 0 0 0 8.2 8.7





Supervisors 27 41.54 27 41.54 82 53.25 30.8 38.0

Supervisors: Crafts and Trades 2 8.70 2 11.11 2 12.5 22.5 27.6


Skilled Sales & Service 25 64.10 25 62.50 27 67.50 40.4 45.3

Skilled Crafts & Trades Workers 32 21.19 37 24.50 36 25.00 24.9 29.0



Semi-Skilled Manual Workers 10 30.30 7 25.00 4 16.67 40.4 47.6


Other Manual Workers 15 41.67 16 39.02 16 39.02 42.6 45.6


TOTAL 2,241 28.97 2,380 30.01 2,432 31.17 12.64 15.30


16

usefulforprojectionsandforgoalsettingaspatternsinthe

representationofthedesignatedequitygroupsbecomemore

evidentovertime.

ThedatathatweusefromboththeEEDR2001andtheEEDR

2006isdeterminedbasedontheareaofrecruitmentforthe

applicablepositions.National(Canadian)orlocal(Vancouver

forUBCV,KelownaforUBCO)figuresareuseddependingon

thiscriteria.ThesearchforSeniorManagers,forexample,is

conductednationallysoweusenationalEEDRdata;whereas

ClericalPersonnelarerecruitedlocallysoweuselocaldata(see

Figure1foracompletelistoftheareaofrecruitment).

Inaddition,UBCusestheNationalOccupationalClassification

(NOC)codeforUniversityTeachers(NOC4121)asadistinct

occupationalcategory,forwhichtheareaofrecruitment

isnational.UniversityTeachersareasignificantgroupfor

comparativepurposesintheWorkforceAnalysisanditisusedto

compareallfacultyatUBC.

Women

BasedontheworkforceavailabilityintheEEDR2006,in2008,

UBCVcontinuedtofallshortoftherepresentationrates

forwomeninsevenoutof15EEOGs(seeFigure8).Women

continuedtoincreaseintheMiddleandOtherMangers,

Professional,andsignificantlyincreasedintheSupervisors

EEOG.AtUBCO,therepresentationofwomenintheworkforce

exceededtheworkforceavailabilityinallbuttwoofthenine

EEOGs–SkilledCrafts&TradesWorkersandOtherSales&Service

Personnel(seeFigure8A).

Figure 10AUBC O Hiring Goals – Visible Minorities


2006 2007 2008 2001* 2006**

# % # % # % % %

Senior Managers 0 0 1 11.1 1 10.00 8.2 8.7

Middle and Other Managers 0 0 0 0 2 7.69 11.8 14.0





Skilled Crafts & Trades Workers 0 0 0 0 ‡ 33.33 12.1 6.9

Clerical Personnel 0 0 1 3.2 1 3.45 21.5 3.4

Other Sales & Service Personnel 0 0 0 0 1 12.50 25.8 7.7

TOTAL 23 7.3% 25 6.5 37 8.24

Notes:1. Number of employees are full-time and part-time.2. Availability data has been adjusted to reflect the UBC occupational distribution.3. Numbers and percentages of employees represent respondents to the UBC Employment Equity Census Questionnaire on the extract date of May 31, 2008.(*) Unpublished data, 2001 Census of Canada (20% sample data)* Availability Data (20% sample data) Using 2001 Census of Canada (Unpublished data)** Availability Data Using 2006 Census of Canada‡ Due to the very small population size, number is suppressed.

TherepresentationofwomenUniversityTeachersatUBCVhas

hoveredatjustunder35%forseveralyearsandwasat34.4%

in2008.AtUBCOtheproportionofwomenUniversityTeachers

declinedfrom47%in2006to41.5%in2008.

AboriginalPeople

AtUBCV,therepresentationofAboriginalemployeesstayed

relativelythesameat1.6%.Amoredetailedanalysisshowsthat

therewasadropintherepresentationofAboriginalpeople

infiveoftheEEOGs.However,therewasanincreaseinthe

representationofAboriginalpeopleintheSupervisorsEEOG,

wheretherepreviouslyhadbeennorepresentation.UBCV

fellshortontherepresentationofAboriginalpeopleinfour

ofthe15EEOGs(seeFigure9)basedontheEEDR2006.The

representationofUniversityTeachershasremainedrelatively

constantforthelastseveralyears,andwasat1.26%in2008.

AtUBCO,therepresentationofAboriginalpeopleexceedsthe

2006workforceavailabilityinsevenofthenineEEOGs:Senior

Managers,MiddleandotherManagers,UniversityTeachers,

Professionals,Semi-Professionals&TechniciansAdministrative

andSeniorClerical,andClericalPersonnel;intheothertwo

EEOGs,nostaffidentifiedthemselvesasAboriginalpeople

(seeFigure9A).TherepresentationofUniversityTeacherswho

identifyasAboriginalpeoplegrewto1.9%.Thenumberof

employeesinsomeoftheUBCOEEOGsisverysmall,sooneor

twopositiveresponsescanhavealargeeffectonthepercentage

ofrepresentation.

17


Figure 11UBC V Hiring Goals – Persons with Disabilities


2006 2007 2008 2001‡ 2006‡‡

# % # % # % % %

Senior Managers 1 3.13 1 2.94 1 2.44 2.1* 3.2**

Middle and Other Managers 10 2.22 7 1.45 9 1.74 2.5



Semi-Professionals & Technicians 17 1.45 17 1.40 13 1.14 4.8* 6.8

Supervisors 4 6.06 4 6.06 5 3.21

Supervisors: Crafts and Trades 1 4.35 1 5.56 1 6.25 5.7*

Administrative & Senior Clerical 18 2.17 18 2.21 15 2.09 4.9* 5.6***

Skilled Sales & Service 0 0 0 0 0 3.5* 9.4***

Skilled Crafts & Trades Workers 4 2.65 3 1.99 3 2.08 6.4* 6.3***

Clerical Personnel 10 1.36 7 0.96 10 2.03 5.3* 6.2***


Semi-Skilled Manual Workers 4 12.12 4 14.29 2 8.70 6.1* 4.5***


Other Manual Workers 1 2.86 1 2.50 1 2.44 5.7*


TOTAL 145 1.87 136 1.71 130 1.67 5.25 4.9

Notes:1. Number of employees are full-time and part-time.2. Availability data has been adjusted to reflect the UBC occupational distribution.3. Numbers and percentages of employees represent respondents to the UBC Employment Equity Census Questionnaire on the extract date of May 31, 2008.‡ Data Using 2001 Participation & Activity Limitation Survey (PALS)*Figure should be used with caution. The coefficient of variation of the estimate is between 16.7% and 33.3%. Persons with Disabilities figures include those aged 15 – 64 who worked anytime between 1996 and 2001. ‡‡ Data Using 2006 Participation & Activity Limitation Survey (PALS)** Includes Senior and Middle and Other Managers***Figure should be used with caution. The coefficient of variation of the estimate is between 16.5% and 33.3%. Persons with Disabilities figures include those aged 15 – 64 who worked anytime between 2001 and 2006.

VisibleMinorities

Theworkforceavailabilityofvisibleminoritieshasincreased

overthefiveyearsfromthe2001Censustothe2006Census.

Therepresentationofvisibleminoritieshasincreasedinthe

areaofrecruitmentatboththenationallevelandinparticular

forVancouver.Inmostinstancestherepresentationacrossthe

applicableEEOGsinVancouverhasincreasedbyapproximately

5%.Therepresentationin2008ofUBCVemployeeswhoself-

identifyasvisibleminorities,exceedstheavailabilityfiguresin

allbutfivecategories:SeniorManagers,Supervisors:Crafts&

Trades,SkilledCrafts&TradesWorkers,Semi-SkilledManual

Workers,andOtherManualWorkers(seeFigure10).There

hasbeenanincreaseinthenumberofSupervisors,andthe

proportionwhoidentifyasamemberofavisibleminority.While

therehasbeenadropinthenumberofClericalPersonnel,there

hasnotbeenadeclineintheproportionwhoidentifyasvisible

minority.

TheproportionofUniversityTeachersatUBCVwhoidentifiedas

visibleminoritystayedsteadyatabout16.6%overthepasttwo

years,andwasat16.67%in2008.

TheproportionoffacultyorstaffatUBCOwhoidentifiedasa

memberofavisibleminorityhasincreasedoverthepastyear,

from6.5%to8.24%(seeFigure10A).Whilethereremains

under–representationinthreeoftheEEOGs,MiddleandOther

Managers,UniversityTeachers,andProfessionals,theproportion

ofrepresentationhasincreasedintheformertwoEEOGs.The

EEDR2006,incorporatesdataspecifictoKelowna,asaCensus

MetropolitanArea,hencethedatagatheredissubstantially

moreaccurateinthisCensusthantheextrapolationsmadein

thepreviousCensus.Theresultingworkforceavailabilitydata

forvisibleminoritieshassignificantlydroppedinfiveEEOGs

whereUBCOrecruitslocally:Semi-Professionals&Technicians,

Administrative&SeniorClerical,SkilledCrafts&TradesWorkers,

ClericalPersonnelandOtherSales&Service.Ineachofthese

18

EEOGsthereisnounder-representationofvisibleminoritiesat

UBCO.

PersonswithDisabilities

In2008,therepresentationofpersonswithdisabilitiesinthe

UBCVworkforceexceededtheavailabilityfiguresinonlyone

EEOG,Semi-SkilledManualWorkers.From2005to2008the

proportionofpersonswithdisabilitiesdeclinedinsevenEEOGs

(seeFigure11).Theoverallproportionofpeoplewithdisabilities

remainedrelativelyconstantat1.7%.

AtUBCO,personswithdisabilitiesincreasedslightlyfrom3.6%

in2007to4.1%in2008(seeFigure11A).Whilethenumbersare

verysmall,bothacrosstheEEOGsandincomparisontotheEEDR

2006,personswithdisabilitiesareunder-representedinoverhalf

oftheEEOGs,SeniorManagers,MiddleandOtherManagers,

Semi-Professionals&Technicians,SkilledCrafts&TradesWorkers

andOtherSales&ServicePersonnel.

Figure 11AUBC O Hiring Goals – Persons with Disabilities


2006 2007 2008 2001‡ 2006‡‡

# % # % # % % %

Senior Managers 0 0 0 0 0 0 2.1* 3.2**

Middle and Other Managers 0 0 0 0 0 0 2.5

University Teachers 8 5.13 10 6.06 12 5.56 4.5


Semi-Professionals & Technicians 1 3.13 1 2.94 2 4.76 4.8* 6.8

Administrative & Senior Clerical 0 0 0 0 1 2 4.9* 5.6***

Skilled Crafts & Trades Workers 0 0 0 0 0 0 6.4* 6.3***

Clerical Personnel 1 3.85 1 3.23 2 6.90 5.3* 6.2***

Other Sales & Service Personnel 0 0 0 0 0 0 6.2 8.7

TOTAL 11 3.48 14 3.63 19 4.12

Notes:1. Number of employees are full-time and part-time.2. Availability has been adjusted to reflect the UBC occupational distribution.3. Numbers and percentages of employees represent respondents to the UBC Employment Equity Census on the extract date of May 31, 2008.‡ Data Using 2001 Participation & Activity Limitation Survey (PALS)*Figure should be used with caution. The coefficient of variation of the estimate is between 16.7% and 33.3%. Persons with Disabilities figures include those aged 15 - 64 who worked anytime between 1996 and 2001. ‡‡ Data Using 2006 Participation & Activity Limitation Survey (PALS)** Includes Senior and Middle and Other Managers***Figure should be used with caution. The coefficient of variation of the estimate is between 16.5% and 33.3%. Persons with Disabilities figures include those aged 15 - 64 who worked anytime between 2001 and 2006.

0

10

20

30

40

50

60

1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008

Figure 12Women as % of New Tenure -Track Appointments

UBC V

UBC O

19


Figure 13

UBC V Workforce: Gender Distribution of Full-Time Faculty by Rank (May 31, 2008)

Year Tenure Track All Ranks

Professor Associate Assistant Instructors

I, II, & Sr.

Subtotal Percentage Lecturer Total Percentage

M W M W M W M W M W M W M W M W M W

96/97 697 86 431 110 255 149 25 43 1,408 388 78.4% 21.6% 16 27 1,424 415 77.4% 22.6%

97/98 692 98 418 128 241 142 27 41 1,378 409 77.1% 22.9% 16 22 1,394 431 76.4% 23.6%

98/99 686 101 386 136 216 128 25 37 1,313 402 76.6% 23.4% 13 25 1,326 427 75.6% 24.4%

99/00 670 106 381 141 209 122 24 39 1,284 408 75.9% 24.1% 18 29 1,302 437 74.9% 25.1%

00/01 676 109 359 135 215 124 27 41 1,277 409 75.7% 24.3% 20 34 1,297 443 74.5% 25.5%

01/02 655 108 358 152 231 136 42 47 1,286 443 74.4% 25.6% 26 40 1,312 483 73.1% 26.9%

02/03 657 118 364 159 267 149 45 51 1,333 477 73.6% 26.4% 31 42 1,364 519 72.4% 27.6%

03/04 637 114 354 178 317 185 54 56 1,362 533 71.9% 28.1% 30 45 1,392 578 70.7% 21.3%

04/05 644 121 344 184 358 199 54 62 1,400 566 71.2% 28.8% 31 51 1,431 617 69.9% 30.1%

05/06 668 125 344 197 354 205 55 63 1,421 590 70.7% 29.3% 29 49 1,450 639 69.4% 30.6%

06/07 661 141 367 204 369 229 55 65 1,452 639 69.4% 30.6% 32 50 1,484 689 68.3% 31.7%

07/08 696 157 370 206 335 223 58 69 1,459 655 69.0% 31.0% 38 55 1,497 710 67.8% 32.2%

Notes:

1. Excludes President, Vice Presidents, Associate Vice Presidents, and Deans.

2. Includes Lecturers and without review (who are non-tenure track).

3. Excludes UBC O.

0

10

20

30

40

50

60

70

1992 1993 1994 1995 1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008

Instructor

Figure 14UBC V – Women as % of Professorial Rank

Assistant Professor

Associate Professor

Professor

20

0

0.5

1.0

1.5

2.0

2.5

3.0

3.5

4.0

4.5

5.0

1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008

Figure 15Aboriginal People as % of New Tenure-Track Appointments

UBC V

UBC O

Instructor

Assistant Professor

Associate Professor

Professor

0

1.0

2.0

3.0

4.0

5.0

6.0

1992 1993 1994 1995 1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008

Figure 16UBC V – Aboriginal People as % of Professorial Rank

UBC V

UBC O

0

5.0

10.0

15.0

20.0

25.0

30.0

35.0

1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008

Figure 17Visible Minorities as % of New Tenure-Track Appointments

DESIGNATEDEQUITYGROUPDISTRIBUTIONOF

TENURE-TRACKFACULTY

Women

Figure12showsthedistributionofwomenamongnewtenure-

trackfacultyatUBCforappointmentsfrom1996to2008.

Theappointmentrateofwomentonewtenure-trackfaculty

positionsatUBCVhasbeenfairlysteadyat35%.Therehas

beenagradualbutsteadyriseintheproportionofwomen

amongtenure-trackfaculty.AtUBCO,therepresentationof

womenasapercentageofnewtenure-trackappointmentshas

substantiallydeclinedinthepasttwoyears.Since2006,therehas

beenalmosta20%drop.Theremaybeseveralreasonswhythis

isthecase,includingshiftsintheorientationofUBCOtowards

anemphasisonfieldsofstudywherewomengenerallytend

tobeunder-representedtoagreaterextentintheworkforce

availabilitypool.

21Accordingtotheworkforceavailabilityfiguresgatheredevery

fiveyearsfromtheCanadianCensus,womenUniversityTeachers

haveincreasedfrom34.4%in1996to36.2%in2001and39.6%

in2006.Ifthetrendcontinues,basedonaroughprojection,the

approximaterepresentationofwomenUniversityTeacherswill

beat44.0%in2011andcloserto50%by2016.

Figure13showsthegenderdistributionoffulltimefaculty

(allRanks)atUBCV.Thenumberofpositionshasgrownfrom

1,839in1996to2,207in2008.Thisrepresentsanetincreaseof

369positionsoverthepast12years.Overthesametimeperiod

thenumberofwomenhasincreasedfrom415(22.6%)to710

(32.2%).

Figure14showstheproportionofwomenatUBCVamongthe

ranksofInstructor,Assistant,Associate,andFullProfessorinthe

formofalong-termtrend.Theproportionofwomenamong

AssistantProfessorsreflectstheproportionofwomenappointed


0

5.0

10.0

15.0

20.0

25.0

30.0

1992 1993 1994 1995 1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008

Figure 18UBC V – Visible Minorities as % of Professorial Rank

Associate Professor Assistant Professor

Professor

Instructor

totenure-trackpositionsdiscussedabove.Thetrendlinesfor

womenAssociateandFullProfessorscontinuetoriseshowing

thatwomenareachievingpromotionthroughtheranks,

includingthehighestprofessorialrank.Despitetheprogress

womenfacultyhavemadeintheprofessorialranks,Figure14

continuestorevealamuchhigherproportionofwomeninthe

ranksofInstructors.

ThisEquityAnnualReportdoesnotincludesimilardataforUBC

O.Plansareunderwaytogatherthisdatafor2009.

AboriginalPeople

Figure15showstheproportionofAboriginalpeopleamong

newtenure-trackappointments.AtUBCV,thedataistoo

variabletoidentifyatrend.AtUBCO,therehasbeenan

increaseintheproportionofAboriginalpeopleamongnew

appointments,butitistoosoontodescribeitasatrend.

Figure 19

Representation of Academic Administrators at UBC

Position Women Men Total % Women % Visible Minorities

2007 2008 2007 2008 2007 2008 2007 2008 2007 2008

Dean and Principles 4 5 15 14 19 19 21.00% 26.30% 0 0

Associate Dean 16 18 28 26 44 44 36.40% 40.90% 7.30%

Assistant Dean 5 5 2 2 7 7 71.40% 71.40% 5.00% 0.00%

Head and A/Head 7 11 57 56 64 67 10.90% 16.41% 3.77% 5.60%

Director and A/Director 11 9 29 32 40 41 27.50% 21.95% 15.63% 12.10%

Total 43 48 131 130 174 178 24.71% 26.96% 5.81% 7.30%

Numbers and percentages of employees represent respondents to the UBC Employment Equity Census Questionnaire on the extract date of May 31, 2008.

22Overall,thenumberoftenure-trackfacultywhoself-identify

asAboriginalpeopleatUBCVincreasedslightlyfrom2003to

2008,witharepresentationofapproximately1.15%;atUBCO,

itis1.86%.Figure16showstheproportionofAboriginalpeople

withineachoftheprofessorialranks.Acrossallranks,exceptfor

thatofInstructorwhichhasremainedconstant,therehasbeena

slightupwardtrend.

TheCanadianCensusdatafortherepresentationofUniversity

TeacherswhoareAboriginalpeoplehasincrementallyincreased

from.5%in1996to.7%in2001andiscurrentlyat.9%,based

ontheEEDR2006.Ifthistrendcontinues,theavailability

ofUniversityTeacherswhoareAboriginalpeoplecouldbe

estimatedatapproximately1.1%in2011and1.3%in2016.Both

UBCVandUBCOareabovetheworkforceavailabilityfiguresin

thehiringofUniversityTeachers.

VisibleMinorities

Figure17showstheproportionofvisibleminoritiesamongnew

tenure-trackfacultyappointmentsfrom1996to2008.There

isconsiderablevariationfromyeartoyear;theproportionof

visibleminoritiesamongnewtenure-trackappointmentsatUBC

V,droppedfromanoverallhighof30%in2006to22%in2008.

Figure18showsthattheproportionofvisibleminoritieshas

increasedinalloftheprofessorialranks.Overall,theproportion

oftenure-trackfacultywhoself-identifyasvisibleminorities

hasincreasedfrom1992.Theproportionofvisibleminorities

continuestoincreaseandremainsgreateramongAssistant

ProfessorsthanamongAssociateorFullProfessors.Thismaybe

attributabletotherelativelyrapidincreaseofvisibleminorities

amongnewhires.

AtUBCO,theproportionofvisibleminoritiesasapercentageof

newtenure-trackappointmentsisincreasing(seeFigure17).

TheCanadianCensusdatafortherepresentationofvisible

minoritiesamongUniversityTeachershassteadilyincreasedfrom

12%in1996to13.3%in2001andiscurrentlyat15.1%,based

ontheEEDR2006.Ifthistrendcontinues,theavailabilityof

UniversityTeacherswhoarevisibleminoritiescouldbeestimated

atapproximately17%in2011andjustover20%in2016.

Amongnewhires,UBCVandUBCOareabovethenational

workforceavailabilityfiguresinthehiringofUniversityTeachers.

TheEquityOfficeplanstoconductfurtherresearchongoal

setting.Ofparticularinterestiswherenationalworkforce

availabilitydatamaynotbestreflecttheneedsanddemands

ofanincreasinglydiversestudent,facultyandcommunity

population.

UBC V

UBC O

0

1.0

2.0

3.0

4.0

5.0

6.0

7.0

8.0

1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008

Figure 20Persons with Disabilities as % of New Tenure -Track Appointments

0

2.0

4.0

6.0

8.0

10.0

12.0

1992 1993 1994 1995 1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008

Figure 21UBC V – Persons with Disabilities as % of Professional Rank

Associate Professor

Assistant Professor

Professor

Instructor

23


0 10 20 30 40 50 60

College for Intrdiscpl.Studies

College of Health Disciplines

Fac.of Pharmaceutical Sciences

Faculty of Applied Science

Faculty of Arts

Faculty of Dentistry

Faculty of Education

Faculty of Forestry

Faculty of Land & Food Systems

Faculty of Law

Faculty of Medicine

Faculty of Science

The Sauder School of Business

Figure 22A UBC V% Women, Tenure-Track Faculty Members

Figure 22B UBC V% Aboriginal People, Tenure-Track Faculty Members

0 10 20 30 40 50 60 70 80

College for Intrdiscpl.Studies

College of Health Disciplines

Fac.of Pharmaceutical Sciences


Faculty of Arts

Faculty of Dentistry


Faculty of Forestry

Faculty of Land & Food Systems

Faculty of Law

Faculty of Medicine

Faculty of Science

The Sauder School of Business

0 5 10 15 20 25 30 35 40 0 0.5 1.0 1.5 2.0 2.5 3.0 3.5 4.0

Figure 22C UBC V% Visible Minorities, Tenure-Track Faculty Members

Figure 22D UBC V% Persons with Disabilities, Tenure-Track Faculty Members

24


Figure19showstherepresentationofAcademicAdministrators

atUBCfor2007and2008,forbothwomenandvisible

minorities.Therehasnotonlybeennetgrowthinthenumberof

positions,butalsoanincreaseintherepresentationofwomen

andvisibleminorities.However,womenandvisibleminorities

areunder-representedinrelationtotheirrepresentationacross

fulltimefaculty.

PeoplewithDisabilities

From2001to2008,thenumberoftenure-trackfacultyatUBC

Vwhoself-identifyashavingadisabilityremainedrelatively

steady.Nevertheless,asindicatedinFigure20theproportion

ofpeoplewithdisabilitiesamongnewtenure-trackappointees

hasdecreasedsteadilyandnonewtenure-trackhiresatUBCV

haveidentifiedashavingadisabilitysince2004.Thistrendis

alsoevidentinFigure21,whichshowsadownwardtrendinthe

proportionofpeoplewithdisabilitiesinallprofessorialranks,

exceptFullProfessorwheretherehasbeenaslightincreasefrom

2004to2008.

AtUBCOtherewasanincreaseintheproportionofpersons

withdisabilitieshiredasnewtenure-trackfaculty(seeFigure20).

TheCanadianCensusdatafromwhichUBCextrapolatesto

determinetheworkforceavailabilityofUniversityTeacherswho


Barber School Arts & Sciences

Faculty of Creative & Critical Studies

Faculty of Health & Social Development

Faculty of Management


0 20 40 60 80 100

Figure 23A UBC O% Women, Tenure -Track Faculty Members

0 0.5 1.0 1.5 2.0 2.5 3.0

Figure 23B UBC O% Aboriginal People, Tenure-Track Faculty Members


Barber School Arts & Sciences

Faculty of Creative & Critical Studies

Faculty of Health & Social Development

Faculty of Management


0 1 2 3 4 5 6

Figure 23C UBC O% Visible Minorities, Tenure-Track Faculty Members

0 1 2 3 4 5 6 7 8 9

Figure 23D UBC O% Persons with Disabilities, Tenure -Track Faculty Members

haveadisability,hasincreasedslightlyfrom3.4%in1996to

4.1%in2001andiscurrentlyestimatedat4.5%,basedonthe

EEDR2006.Ifthistrendcontinues,theavailabilityofUniversity

Teacherswhoidentifyasapersonwithadisabilitywouldslightly

increasetoapproximately5%in2011andjustover5%in2016.

BothUBCVandUBCOarebelowtheavailabilityfiguresinthe

hiringofUniversityTeachers.

DesignatedEquityGroupDistributionofFaculty

Therepresentationofdesignatedequitygroupmembersvaries

considerablyacrossacademicandadministrativeunits.Unitsthat

haverecruitedandretainahighproportionoffacultyorstaff

inonedesignatedequitygroupmayhavebeenlesssuccessful

inappointingmembersofanothergroup.Inaddition,theunits

varyconsiderablyinsize.Forsmallacademicoradministrative

units,oneortwoappointmentscanmakeasubstantial

differenceintherepresentationofadesignatedequitygroup.

ThisisparticularlytrueforseveralunitsatUBCO.

Figures22(A,B,C&D)and23(A,B,C&D),providedataonthe

distributionofmembersofthedesignatedgroupsamong

tenure-trackfacultyacrossfacultiesatUBCVandUBCO.Similar

dataforstaffwasreportedintheEquityAnnualReport2007.

Dataonrepresentationofdesignatedgroupmembersamong

stafffor2008canbeviewedattheEquityOfficewebsite.

25 TheEquityOfficeenvisionsacommunityinwhichhuman

rightsarerespectedandequityisembeddedinallareasof

academic,workandcampuslife.Throughitsleadership,

visionandcollaborativeaction,theEquityOfficewillfurther

UBC’scommitmenttoexcellence,equityandmutualrespect.

HumanRights&EquityServices(HES)workstoensureUBC

Okanaganisawelcomingandrespectfullearningandwork

communityforeveryone;onethatrespectsdifferences,

championsfairtreatmentandembracesdiversity.

OVERVIEW

TheUniversityofBritishColumbia’sPolicyonDiscriminationand

Harassment(Policy#3,hereinafterreferredtointhisreportas

the“Policy”)wasadoptedandimplementedin1995andrevised

toitscurrentformin2001.Itiscurrentlyunderreviewfor

possiblefurtherrevision.

ThePolicyhelpstheUniversityprovideallmembersofits

community–students,staffandfaculty–withthebestpossible

environmentinwhichtostudyandwork.Suchanenvironment

isonewhereallhaveequitableaccesstostudyandwork

opportunities,aretreatedwithrespectanddignity,andare

freefromdiscriminationandharassment.ThePolicyprotects

againstdiscriminationandharassmentonactualorperceived

personalcharacteristicsrelatedto13humanrightsgrounds.It

alsoprohibitsUBCcommunitymembersfromengaginginsuch

discriminatoryorharassingactionsagainstotherUBCstudents,

staffandfaculty.The13groundsofprohibiteddiscrimination

arebasedonthoseoutlinedintheBCHumanRightsCode.

Specifically,theseare:

• Age(19andolder)

• Ancestry

• Colour

• Familystatus

• Maritalstatus

• Physicalormentaldisability

• Placeoforigin

• Politicalbelief(inthecontextofemploymentonly)

• Race

• Religion

• Sex(whichincludessexualharassmentandgenderidentity/

expression)

• Sexualorientation

• Unrelatedcriminalconviction(inthecontextofemployment

only)

TheBCHumanRightsCode,andlikewise,UBC’sPolicy,provides

protectionfromdiscriminationandharassmentintheareas

ofhousing,employmentandserviceprovision.AtUBC,this

provisionofserviceincludesacademics,athleticsandresidential

life.TheobligationtoadheretothePolicyandmaintaina

discrimination-andharassment-freework,studyandcampus

environmentfallsuponallstudents,faculty,andstaff,especially

thoseinapositiontosupervisetheworkorconductofothers.

Discrimination & Harassment Report 2008

26THEEQUITYOFFICEANDHUMANRIGHTSANDEQUITYSERVICES

ThemandatesoftheEquityOffice(UBCV)andHumanRights

andEquityServices(UBCO)aretoensurethattherightsand

responsibilitiesprovidedforbythePolicyarefulfilledbythe

UBCcommunity.Weconductarangeofeducationalprograms

andeventstoheightenawarenessofrelatedrightsand

responsibilitiesunderthePolicy,andweofferfaircomplaint

procedurestoaddressdiscriminationandharassmentwhenit

doesoccur.Ourcomplaintproceduresofferaclear,equitable

approachtoproblemresolutionandtheysupplementother

Universityandextra-Universitymechanisms,suchasthoseof

employeeassociationsandunions,thecourts,theBCHuman

RightsTribunalandtheOfficeoftheBCOmbudsman.

In2008,theEquityOfficeatUBCVancouverwasstaffedby3

EquityAdvisors(3.0FTE),2administrativestaff(2.0FTE),andone

AssociateVicePresident,Equity.AtUBCOkanagan,theHuman

RightsandEquityServices(HES)officewasstaffedbyonefull-

timeEquityAdvisor.HESfallsunderthejurisdictionofthesame

AssociateVicePresident.BothcampusesutilizethesamePolicy

andbothoffercomplaintmanagementservicesandeducational/

preventativeprogrammingonarangeofequityissues.

Thepurposeofthisreportistosharethedatacollectedbythe

EquityOfficeandHumanRightsandEquityServicesontheir

handlingofdiscriminationandharassmentincidentsin2008.

Eachcampuswillreportontheirstatisticsseparately.

DiscriminationandHarassmentDefined

AccordingtotheBCHumanRightsCodeandtheUBCPolicy,

discriminationisdefinedasthedenialofanopportunityto,

orabiaseddecisionagainst,anindividualoragroupbecause

ofsomeactualorperceivedpersonalattribute,suchassexual

orientationorreligion(oranyofthe13groundslistedabove).

Discriminationalsooccurswhenindividualsarejudgedonthe

basisoftheirgroupmembership,ratherthantheirindividual

capabilitiesormerit.Forexample,toexcludeafemale

applicantfromamanuallyintensivejobbecause“women

arenotstrong”isanunfounded,unjustifiabledenialofan

opportunity.Similarly,itisdiscriminatorytodenyemployment

toanotherwisequalifiedwomanwhoappearstobepregnant

becauseitisassumedthatshewillleavethepositioninshort

order.Insomesituations,however,differenttreatmentcan

bejustified,perhapsbecauseofareasonableoccupational

requirement.Torejectablindapplicantforajobasapilot,

forexample,isajustifiablereasonfordifferenttreatmentand

denialoftheposition.Adecisionorconductbasedonabona

fideoccupationalrequirementdoesnotviolatetheBCHuman

RightsCodeorUBCPolicy.However,thelegaltestthatmustbe

appliedtodeterminewhetherdifferentialtreatmentisbased

onabonafideoccupationalrequirementisdifficulttomeet.

Mostincidentsofdifferentialtreatmentbasedonanyofthe13

groundscannotbejustifiedandthusareprohibitedatUBC.

Harassmentisaformofdiscrimination,whichentailsoffensive

orinsultingtreatmentofindividualsorgroups,again,because

oftheiractualorperceivedpersonalcharacteristicsrelatingto

oneormoreofthe13groundsofprohibiteddiscrimination.

Theharassingbehaviourisunwelcometotherecipientand

thebehaviourisassessedasharassmentbasedontheimpact

ofthebehaviourontherecipient(subjecttothereasonable

persontest),ratherthantheintentoftheallegedharasser.

Discriminationandharassment,whetherintentionalor

unintentional,areunlawfulandinviolationoftheUBCPolicy.

UBC’sPolicyalsoincludesprovisionstoprotectagainstretaliation

forpersonswhobringforwardcomplaintsofdiscriminationor

harassment.

COMPLAINTMANAGEMENT

In2008,theEquityOffice(UBCV)andHumanRightsand

EquityServices(UBCO)providedconsultationandcase

managementassistancetostudents,faculty,andstaff,including

administrativeheadsofunit,executivemembersofemployee

associationsandmembersofdepartmentalequitycommittees.

ComplaintsacceptedbytheEquityOffice/HESwereresolvedby

complainantsthemselves,byEquityAdvisors,byadministrative

headsorbyacollaborativeprocessinvolvingEquityAdvisors,

administrativeheads,complainantsand/orrespondents.

AssetoutinthePolicy,AdministrativeHeadsofUnitsare

responsibleforaddressingdiscriminationandharassmentin

theirunits.AdministrativeHeadsarethetopadministratorsina

givenunit–institutes,faculties,departmentsandthelike;and

mayinclude,forexample,Directors,AcademicHeads,Deans,

AssociateVicePresidents,andVicePresidents.Administrative

HeadsandEquityAdvisorsjointlysharetheresponsibilityfor

enforcingthePolicy.Individualswhobelievetheyhaveahuman

rightscomplaintmaytaketheirconcernstotheirAdministrative

HeadortoanEquityAdvisorintheEquityOfficeorHES;

theoptionistheirs.Inmanycases,theEquityAdvisorsand

AdministrativeHeadsworkintandemtoaddresscomplaintsand

concernsbroughtforth.EquityAdvisorsdonotadvocateforany

onegrouponcampus(faculty,stafforstudents)orindividuals

toacomplaint(complainantsorrespondents),butratherserve

asadvocatesforthePolicy–toensureadiscrimination-and

harassment-freecampus.Concernsbroughtdirectlytoan

AdministrativeHeadofUnitwhichdidnotinvolvetheEquity

OfficeorHESarenotreflectedinthisannualreport.

ConcernsbroughtdirectlytotheEquityOfficeatUBCVorthe

HumanRightsandEquityServices(HES)officeatUBCOare

classifiedeitherasconsultationsorcases.

“Cases”involvetheEquityAdvisorindirectinterventionina

mandatesituation.Inotherwords,theyarecasesthatmeetthe

burdenofproofestablishedbythePolicyanduponwhichthe

EquityAdvisoractstoremedytheconcern.

“Consultations”usuallytakeoneofthreeforms:1.concerns

whicharepreventativeinnature,2.thosewhichdonotfall

underthemandateofthePolicy,or3.concernswhichwouldfall

underthemandateofthePolicy,butwedonothaveconsent

27


Figure 1Discrimination and Harassment Complaints: Cases and Consultations

CASES 2006 2007 2008

N=21 of 97 (22%)

N=14 of 81 (17%)

N=12 of 62 (19%)

Age 1 5% 0 0 0 0

Disability 1 5% 3 21% 4 33%

Ethnicity (ancestry, colour, race, place of origin) 7 33% 4 29% 5 42%

Family Status 1 5% 0 0 0 0

Marital Status 0 0 0 0 0 0

Political Belief 0 0 0 0 1 8%

Religion 0 0 0 0 0 0

Sex/Gender 14 67% 7 50% 5 42%

Sexual Orientation 1 5% 1 7% 1 8%

Unrelated Criminal Offense 0 0 0 0 0 0

Multiple Grounds of Discrimination -4 (included above)

-19% -1 (included above)


-33%

TOTAL CASES 21 101% 14 100% 12 100%

* In 2006, 3 cases had multiple grounds: 7 grounds over 3 cases so deduct 3 to reach N=21 total cases* In 2007, 1 case had 2 grounds so deduct 1 to reach N=14 total cases* In 2008, 4 cases had multiple grounds: 8 grounds over 4 cases so deduct 4 to reach N=12 total cases

CONSULTATIONS 2006 2007 2008

Total Consults

N=76 of 97 (78%)

Total Consults

N=67 of 81 (83%)

Mandate Consults

Non-Mandate Consults

Total Consults

N=50 of 62 (44%)

Proceeding in a different process 10 13% 14 21% 5 1 6 12%

Outside Time Limit 0 0 1 2% 0 1 1 2%

Respondent/complainant and/or context not under UBC jurisdiction

11 14% n/a n/a n/a n/a n/a 0

Non-UBC complainant and/or respondent n/a n/a 6 9% 2 3 5 10%

Non UBC context n/a n/a 4 6% 0 0 0 0

No prohibited ground 43 57% 23 34% 0 20 20 40%

Allegation does not meet burden of proof 10 13% 11 16% 2 1 3 6%

Complainant does not wish to proceed 13 17% 8 12% 11 2 13 26%

Preventative n/a n/a 3 4% 12 1 13 26%

NEW – Other equity-related inquiry n/a n/a n/a n/a 6 6 12 24%

* Multiple Reasons Cited -11 (included above)



-12 (included above)

-23 (included above)

-46%

TOTAL CONSULTATIONS 76 100% 67 100% 27 23 50 100%

TOTAL CASES AND CONSULTATIONS 97 81 62

28

toproceedwiththeconcernasacase.Someconsultationsare

fairlystraightforwardandresolvedthroughtheprovisionof

informationorareferral,forexample,whileotherconsultations

caninvolvesignificantamountsofworkonthepartofthe

EquityAdvisor.

1.Preventativeconsultationsareonesinwhichabreachof

thePolicyhasnotyetbeenmade,butwhereapotential

complainantorAdministrativeHeadofUnithasgoodreasonto

believethatabreachofPolicymayoccurifpriorintervention

doesnotfirsttakeplace.Withconcernssuchasthese,the

EquityAdvisor,inconsultationwiththedepartment,actsto

providepreventativeeducationorprogramming,develop

actionplansand/oroffersotherinterventionservicestoprevent

discriminationorharassmentbeforeitoccurs.

2.Consultationswhichinvolveconcernsthatdonotfallunder

themandateofthePolicyinclude,forexample,allegations

whichfalloutsidetheoneyeartimelimitforreportingincidents,

involvenon-UBCpartiesoranon-UBCcontext,donotmeet

theburdenofproofforahuman-rightsbasedcomplaint

ofdiscriminationorharassment,orfallunderthemandate

ofanotherUBCpolicyorprocedure.Concernsofpersonal

harassmentandinterpersonalconflictwhichdonotcontaina

humanrightselementaretreatedasconsultations.

3.Lastly,consultationscaninvolveconcernswhichwould

meettheburdenofproofunderthepolicy,butforwhichthe

EquityAdvisorhasnotbeengivenconsenttoproceedwiththe

concernasacase.TheproceduresprovidedforinthePolicy

arecomplaint-driven.Unlesstheallegationsofdiscrimination

orharassmentareveryseriousinnature–forexample,ones

Figure 2Grounds of Discrimination Cited in 2006, 2007 & 2008 Complaints UBC V

CASES AND CONSULTATIONS 2006 2007 2008

# N=36 # N=41 # N=35

Ethnicity 11 31% 15 37% 14 40%

Age 1 3% 0 0 0 0

Family Status 1 3% 3 7% 0 0

Marital Status 0 0 1 2% 0 0

Disability 4 11% 8 20% 9 26%

Political Belief 0 0 0 0 1 3%

Religion 1 3% 3 7% 3 8%

Sex/Gender 22 61% 21 51% 15 43%


Unrelated Criminal Conviction 0 0 0 0 1 3%

Multiple Grounds of Discrimination -5 -14% -11 -27% -12 -34%

TOTAL 36 100% 41 99% 35 100%

47 grounds cited over 62 complaints.In 8 instances 2 grounds were cited (-8) and in 2 instances 3 grounds were cited (-4).Subtract 12 from 47 to get 35 grounds cited between 12 cases and 23 mandate related consults

withpotentialconsequencesthatthreatenthesafetyorlives

ofindividuals,unitsortheUniversity–thecomplainanthasthe

righttowithholdconsenttoproceedwithanallegationthrough

casemanagementprocedures.Thisprovisionisinplacetoallow

membersoftheUniversitycommunitytoconsultwiththeEquity

Officebeforetheymakeaninformeddecisiontoproceed,or

not,withacaseunderthePolicy.

Inconsultations,someindividualswantinformationand

adviceonhowtoaddressproblemsthemselves.Othersare

toofearfulofretaliationtoconfrontrespondentsortoinform

administrativeheads,andtherefore,insisttheOfficenot

interveneontheirbehalf.Sincediscriminationorharassment

complaintscannotbepursuedanonymously,asstatedabove,

Advisorsapproachtheseincidentsinaconsultativemanner

unlesstheconcernisofsuchanegregiousnature(i.e.itseriously

threatensthehealthandsafetyofUBCcommunitymembers)

thattheywarrantactionevenwithoutthecomplainant’s

consent.ThelimitsonconfidentialityintheEquityOfficeand

HESaresuchthatitisonlyinveryrare,exceptionalcircumstances

thatanEquityAdvisorwouldchoosetopursueacomplaint

withoutconsenttopursuefromthepresentingparty.Other

consultationscaninvolvetheprovisionofassistancetopeople

whoseconcernsdonotfallunderthemandateofthePolicy

(suchasconcernsofpersonalharassmentorseriousconcernsof

discriminationandharassmentthatinvolveacomplainantor

respondentwhoisoutsideUBCjurisdiction).Consultationsmay

taketheformofansweringquestionsaboutthePolicy,bridging

communicationgapsbetweenparties,orreferringindividuals

tootherUBCofficesorexternalcommunityservicestofind

appropriateredressfortheirconcerns.Thisreportreferstoboth

“cases”and“consultations”as“complaints.”

29ManyoftheincidentsbroughttotheEquityOfficeandHES

fallundertherubricofpersonalharassment–situationsin

whichpartiesarereportedlybehavingbadlytowardseach

other,butnotonthebasisofanyofthe13prohibitedgrounds

setoutintheBCHumanRightsCode.Thisbroadcategory

ofpersonalharassmentincludessuchbehaviourasbullying

(alsoreferredtoaspsychologicalharassment),mean-spirited

gossiping,interpersonalconflictandheateddisagreements,to

nameafew.In2008,UBC’sRespectfulEnvironmentStatement

forFaculty,StaffandStudentswasformallyintroduced.The

StatementprovidestheguidingprinciplestosupportUniversity

membersinbuildinganenvironmentinwhichrespect,civility,

diversity,opportunityandinclusionarevalued.Administrative

HeadsofUnitandthoseinleadershipandsupervisoryrolesare

responsibleforaddressingsuchnon-humanrightsharassment

orinterpersonalconflicts.Whiletheresolutionofsuch

interpersonalconflictsfalloutsidethemandateoftheEquity

Office/HES,Advisorsmayattempttoassistclientsinfindingthe

resourcesorassistancetheyneedtoremedythesesituations.

Clientsmayincludeindividualsordepartments.

INFORMALANDFORMALCOMPLAINTMANAGEMENT

PROCEDURES

TheEquityOfficeandHESemploybothinformalandformal

resolutionmethodsinaddressinghumanrightscomplaints.The

vastmajorityofcasesarehandledundertheinformalprocessby

EquityAdvisors,ofteninconjunctionwithAdministrativeHeads,

whoworktosortouttheissuesandfacts,andfindworkable

solutions.Eachmandatecaseisunique–withdifferentissues,

players,contexts,andseverity–and,thereforetheapproach

takenandresolutionsbrokeredaretailoredtotheparties’

needs.Sometimescomplainantshaveaparticularresolutionin

mind,(e.g.,anapology,achangeinpolicy,ortheremovalof

offensivematerialsorconductfromaworkstation).Othertimes,

appropriateresolutionsmaterializethroughdialogueamongthe

parties.

Inraresituations,mandatecomplaintsareaddressedthrough

formal,ratherthaninformal,proceedings.Complainantswho

experiencesevereinfringementoftheirhumanrightsmayapply

foraformalinvestigationbysubmittingawrittenrequestto

theEquityOfficeorHES.Uponconsideringthecomplainant’s

requestandinitialfact-findingonthematter,theAssociate

VicePresidentEquitymaygranttherequestandorderan

independentinvestigationandpanel.Twocaseswereforwarded

toformalinvestigationin2008.

Followingisasummaryofcomplaintsandconsultationsreceived

andhandledbytheEquityOfficeatUBC’sVancouvercampus

andHumanRights&EquityServicesatUBC’sOkanagancampus

in2008.WeareprovidingthecomplaintstatisticsforUBC

VancouverandUBCOkanaganseparately.Thisdatareflect

onlythosesituationsinwhichtheEquityOfficeorHESwere

specificallycontacted,anddoesnotincludethemanyother

incidentsinwhichAdministrativeHeadsofUnitsorothers

managedincidentsindependently.

UBCVANCOUVER–COMPLAINTSRECEIVEDIN2008

AsshowninFigure1[Discrimination&HarassmentComplaints:

CasesandConsultations],theEquityOfficeatUBCVreceived

62complaintsfromJanuary-December2008.Ofthese,12

(19%)weremandatecaseswhichemployedthecomplaint

resolutionproceduresprovidedforinthePolicyand50(44%)

wereconsultations.(Pleaseseethe“ComplaintManagement”

sectionaboveforanexplanationofwhatismeantby“case”and

“consultation”.)

ThetopportionofFigure1showsthegroundsofdiscrimination

andharassmentthatwerecitedinthe12caseshandledbythe

EquityOffice.Sixteengroundswerecitedacross12casesthis

year,withsex/genderandgroundsrelatedtoethnicity-ancestry,

colour,race,placeororigin-citedmostoften(in5caseseach

or84%).Disabilitywascitedin4cases(33%)andbothsexual

orientationandpoliticalbeliefwerecitedonetimeeach.The

topportionofthisFigurealsoindicates4cases(33%)cited

multiplegroundsofdiscriminationwhichreflectstherealitythat

thereareoftenmultipleorintersectingfactorsthatinfluence

howdiscriminationmanifests.Overthecourseofthepastthree

years,theproportionofcasescitingmultipleorintersecting

groundshasfluctuatedwidely,fromalowof7%in2007toa

highof33%in2008.Duetothelownumberofcasesoverall,

discerningameaningfulpatternofintersectionalinequalities

thatariseincasesisnotpossible.Whenmultipleorintersecting

groundsarecited,wecounteachgroundseparatelyandthen

subtractthenumberofmultiplegroundscitedacrossallcasesto

reachatotal.Thisensureswedonotgivemoreweighttoone

groundthananother.

ThelowerpartofFigure1offersreasonswhyadditional

complaintsbroughttotheEquityOfficedidnotproceedto

cases,butratherwerehandledasconsultations.In2008,the

EquityOfficehandledatotalof50consultations:27fellwithin

thepurviewofthePolicy,23didnot.Assetoutearlierinthis

report,consultationstypicallytakeoneofthreeforms:1.those

thatarepreventativeinnature,2.thosethatdonotfallunder

themandateofthePolicy,and3.thosethatappeartofallunder

thePolicy,butthecomplainantdoesnotwishtoproceedwith

Policyresolutionoptions.EquityAdvisorsrecordavarietyof

reasonsfornotproceedingtoacasesoastocapturetheunique

circumstancesinvolvedineachsituation.In2008,atotalof73

reasonswererecordedacrossthe50consultations:38reasons

wererecordedforthe27mandateconsultations,and35reasons

wererecordedforthe23non-mandateconsultations.

Mostofthe23non-mandateconsultationsrelatetoconduct

suchaspersonalharassment,bullying,orinterpersonalconflict.

ThistypeofconductisnotcoveredunderPolicy3andassuch,

theEquityOfficehasnomandatetoresolvethesematters

utilizingPolicycomplaintresolutionprocedures.Asstated

earlier,however,wedoassistindividualswhobringthese

concernsforwardbyprovidingguidanceandassistanceand

makingreferralstomoreappropriateresourcesthatmayhelp

toremedythesituation.Inotherinstances,nonmandate


30consultationscaninclude

thosethatinvolvenon-UBC

partiesorareofanon-UBC

context,orthosethatfall

underthemandateofanother

UBCpolicyorprocedure.

Theissuesandbehavioural

descriptionsraisedinthese

23complaintsareoutlined

indetailatFigure7ofthis

report.

Thirty-fivereasonswere

offeredastowhythese

complaintsdidnotfitunder

themandateofthePolicy(12

complaintscited1reason,10

complaintscited2reasons

and1complaintcited3

reasons).Themostprevalent

reasonrecorded,in20out

of35reasonsrecorded,was

thattheallegationsraised

byindividualsdidnot

involveaprohibitedground

ofdiscrimination.Thisis

consistentwiththemost

prevalentreasonofferedin

2007(34%)and2006(57%).

Thesecondlargestreason,

recordedin6outof35

reasonsrecorded,wasthatthe

individualseekingassistance

wasseekinginformation

only.Thiswasfollowedby3

instanceswherethecomplaint

involvedeitheranon-UBC

complainantorrespondent.

Thesixremainingreasons

offeredweredispersedacross

remainingsub-categories.

Asmentionedabove,27

complaintsbroughttoour

attentiondidfallunderour

mandate,butwerehandled

asconsultationsasopposedto

proceedingtoacase.The38

reasonsofferedastowhythey

werehandledasconsultations

areprovidedincommentary

thatfollowsFigure2below.

Theissuesandbehavioural

descriptionsthatarosein

thesecomplaintsaredetailed

inFigure6ofthisreport.

Figure 3Context of All Complaints UBC V

CONTEXT OF ALL COMPLAINTS 2006 2007 2008

# N=97 # N=81 # N=62

Academic 46 47% 44 54% 28 45%

Employment 33 34% 27 33% 24 39%

Residence 6 6% 3 4% 3 5%

Clubs/Athletics/Recreation 2 2% 0 0 1 2%

UBC Service 7 7% 3 4% 3 5%

Non- UBC 3 3% 4 5% 3 5%

TOTAL 97 99% 81 100% 62 100%

Figure 4Complaints by Campus Groups UBC V

CAMPUS GROUPS 2006 2007 2008

# % # % # %

Students 62 64% 38 47% 34 55%

Faculty and Faculty Association 8 8% 17 21% 6 10%

Management and Professional 10 10% 15 19% 11 18%

Support, Clerical, Library, Trades, Technical and Service Staff

14 14% 6 7% 6 10%

Non UBC 3 3% 1 1% 5 8%

Unknown n/a 4 5% n/a

TOTAL 97 100% 81 100% 62 100%

Figure 5Gender of All Complainants and Respondents UBC V

COMPLAINANTS 2006 2007 2008

# N=97 # N=81 # N=62

Female 72 74% 52 64% 42 68%

Male 24 25% 23 28% 18 29%

Transgender/Gender Varient 0 0 0 0 0 0

*Group 0 0 1 1% 1 2%

Department/University 0 0 0 0 0 0

Unknown 1 1% 5 6% 1 2%

TOTAL 97 100% 81 99% 62 100%

RESPONDENTS

Female 17 18% 17 21% 10 16%

Male 40 41% 34 42% 17 27%

Transgender/Gender Varient 0 0 0 0 1 2%

*Group 1 1% 6 7% 0 0

Department/University 34 35% 18 22% 15 24%

Unknown 5 5% 6 7% 19 31%

TOTAL 97 100% 81 99% 62 100%

*"Group" is a sub category used to identify instances where there are multiple complainants of more than 1 gender. In previous years, this subcategory was called "Both"

31


Onthewhole,thelongitudinalcasedatainFigure1from

2006-2008indicatesageneraldecreaseinannualcomplaints

handledbytheEquityOffice,aswellasvariationwithinthe

variousgroundsofdiscriminationandharassmentcited.For

example,overthethreeyearperiodof2006-2008,onewill

noticeageneraldeclineinsex/genderbasedcaseshandled

bytheEquityOfficewhereascasesrelatedtoethnicityand

disabilityappeartobehandledbytheEquityOfficemoreoften.

Althoughwecannotfullyexplainthisyeartoyearfluctuation,

webelievethatcertainfactorsplayadeterminingrole:Firstly,

asadynamicorganization,theenvironmentalmilieuatUBCis

inconstantflux.TheUBCenvironmentissubjecttosuchfactors

asunionbargaining,newconstruction,physicalandhuman

reorganizationofunits,changesinleadershipandexpansion

ofprograms.Thesechangesimpacttheone-to-oneinteractions

ofpeoplethatwork,studyandliveatUBCand,attimes,these

changesmanifestintoequityrelatedcomplaints.

Figure 6Human Rights Based Behavioural Descriptions of Complaints UBC V

INTERPERSONAL COMPLAINTS 2006 2007 2008

# N=46 # N=54 # N=37

Unwelcome verbal or non-verbal be-haviour (insults, slurs, jokes, inneundo)

15 33% 16 30% 15 40%

Unwelcome written or visual behaviour (email, graffiti, video, letter, etc)

7 15% 8 15% 9 24%

Unwelcome physical attention (touching, staring, following – behaviour that is not stalking or assault

7 15% 7 13% 4 11%

Stalking 4 9% 1 2% 1 3%

Threats 1 2% 0 0 5 14%

Assaults 2 4% 0 0 0 0

Retaliation 1 2% 3 6% 0 0

Biased Academic Decisions 7 15% 13 24% 4 11%

Biased Employment Decisions 2 4% 11 20% 7 19%

Exclusion or Denial of Access 7 15% 6 11% 7 19%

Information Only n/a n/a 3 8%

* Multiple behavioural descriptions cited

-7 -15% -11 -20% -18 -49%

TOTAL ALL BEHAVIOURAL DESCRIPTIONS

46 100% 54 100% 37 100%

* In 2006, 6 concerns cited multiple behaviours: 13 behaviours over 6 cases so subtract 7 from total to reach N=46* In 2007, 11 concerns cited multiple behaviours: 22 behaviours over 11 cases so subtract 11 from total to reach N=54* In 2008, 13 concerns cited multiple behaviours: 31 behaviours over 13 cases so subtract 18 from total to reach N=37

SYSTEMIC COMPLAINTS 2006 2007 2008

# N=6 # N=n/a # N=2

Policies and Practices 2 33% n/a n/a 1 50%

Curriculum 1 17% n/a n/a 0 0

Environment 3 50% n/a n/a 1 50%

Other 0 0 n/a n/a 0 0

TOTAL 6 100% n/a n/a 2 100%

Secondly,somefluctuationofourannualtotalsmaybe

attributedtochangesinourmethodsofrecordkeeping.Brief

consultationsarenolongerrecordedinthecomputerdatabase

thus,since2006thelowernumbersreflectcomplaintsinwhich

EquityAdvisorsplayedamoresignificantrole(suchasthe

participationinlongermeetingswheresignificantintakeand

explorationofoptionsareundertaken,theprovisionofadvice

andassistanceand/orthepreparationanddeliveryoftraining

orformulationofanactionorsafetyplanoutsideofthese

procedures)thanthatofquicksoundingboard.

Thirdly,weremainconfidentthatincreasingsocietalawareness

andvariouseducationalprogrammingimpactsthecommunity

andiseffectiveinraisingdiscriminationandharassment

awareness,limitinginappropriatebehaviourandpromoting

respectfulinteractionsintheworkplace,classroomand

32 Figure 7Non-Human Rights Based Behavourial Description of Complaints UBC V

NON-HUMAN RIGHTS ISSUE 2006 2007 2008

# N=45 # N=25 # N=23

Interpersonal Conflict 15 33% 8 32% 6 26%

Bullying/Personal Harassment 18 40% 13 52% 12 52%

Other 12 27% 4 16% 5 22%

TOTAL 45 100% 25 100% 23 100%

BEHAVIOURAL DESCRIPTIONS OF NON-HUMAN RIGHTS COMPLAINTS

Unwelcome verbal or non-verbal behaviour

23 51% 12 48% 10 43%

Unwelcome written or visual behaviour (insults, slurs, jokes, inneundo, etc)

2 4% 4 16% 5 22%

Unwelcome physical attention (touching, staring, following – not stalking or assault)

1 2% 0 0 2 9%

Threats 1 2% 1 4% 0 0

Assault 1 2% 0 0 1 4%

Retaliation 0 0 1 4% 1 4%

Biased Academic Decisions 11 24% 6 24% 3 13%

Biased Employment Decisions 6 13% 5 20% 7 30%

Exclusion or Denial of Access 6 13% 2 8% 1 4%

*Multiple behavioural descriptions cited

-6 -13% -6 -24% -7 -30%

TOTAL 45 100% 25 100% 23 100%

* In 2006, 6 concerns cited 2 types of behaviours so subtract 6 from total to reach N=45* In 2007, 6 concerns cited 2 types of behaviours so subtract 6 from total to reach N=25* In 2008, 7 concerns cited 2 types of behaviours so subtract 7 from total to reach N=23

residences.Networkingwithotherserviceorganizationsand

effectivetrainingofAdministrativeHeadsofUnitabouttheir

rolesandresponsibilitiesunderthePolicytoactoncomplaints

ofdiscriminationandharassmentalsohelpstoensurethat

localsolutionsmaybefirstsoughtwithoutdirectintervention

fromtheEquityOffice.AdministrativeHeadsareoftenthefirst

lineofredressfordiscriminationandharassmentintheirunits

andmanyactquicklyandastutelytomanagethesesituations,

solvingtheproblemlocally.Assuch,manysituationsthatoccur

oncampusneverreachtheEquityOfficeandarenotreflectedin

ourrecords.

Figure2[GroundsofDiscriminationCitedin2008Complaints]

tracksthenumberofcasesandconsultationsinwhichoneor

moregroundsofprohibiteddiscriminationwerecited.Ofthe

62complaintsbroughttotheEquityOffice,35complaintscited

one(orin10incidences,morethanone)humanrightsgroundof

discriminationorharassment.

Fifteencomplaints(43%)citedsex/gender,14(40%)cited

groundsrelatedtoethnicity(ancestry,colour,placeoforiginor

race)and9(26%)citedphysicalormentaldisability.Inaddition,

sexualorientationwascited4times(11%),religionwascited

3times(8%),andunrelatedcriminalconvictionwascitedonce

(3%).Thegroundsmostcommonlycitedinall2008complaints

–sex/gender,groundsrelatedtoethnicity,anddisability-are

consistentwiththemostcommonlycitedgroundsin2008cases

(seeFigure1).Thereisalsoproportionalconsistencybetween

thedeclineinsex/gendercomplaintsbroughttotheattention

oftheEquityOffice(from61%in2006to43%in2008)and

theincreaseinbothethnicity(from31%in2006to40%in

2008)anddisability(from11%in2006to26%in2008)related

complaintsbroughttoourattentionwhencomparedagainstthe

similarpatternnotedinthecasedatainFigure1.

Therewere10instancesin2008wheremorethanoneground

wascitedinacomplaintbroughtforward.Threegrounds

33

werecited2timesand2groundswerecited8times.Atotal

oftwelveofthe35complaintscitingaprohibitedgroundof

discriminationbecamecasesincludingfourwheremultipleor

intersectinggroundswerecited.Theremaining23complaints

citingaprohibitedgroundofdiscriminationwerehandledas

mandateconsultations.Therewereanadditional4complaints

thatdidnotciteaprohibitedgroundofdiscriminationduring

theinitialconsultationstages,butwerehandledandrecordedas

mandateconsultations.Thustherewereatotalof27mandate

consultations.

Thirty-eightreasonswereofferedastowhythese27complaints

werehandledasconsultationsasopposedtoproceedingtoa

case(16complaintscited1reasonand11complaintscited2

reasons).Thereasonofferedmostoften(in12of38reasons

offered)wasthattheconsultationwaspreventativeinnatureor

thatabreachofthePolicyhadyettooccur.Thiswasfollowed

by11instanceswherethecomplainantdidnotwishtoproceed

withresolutionoptionsavailableunderthePolicy,andin6

instancestheindividualcomingforwardwasseekingequity

relatedinformationonly.Infiveinstancestheconcernwasbeing

addressedthroughanotherUBCprocess,in2instancesthe

concerninvolvednon-UBCparties,andinanother2instances,

theburdenofproofrequiredtoengagecaseresolutionoptions

wasnotmet.

LiketheBCHumanRightsCode,thePolicyprotectsUBC

students,staffandfacultyfromdiscriminationandharassment

inservice,accommodationandemployment.Thus,thistype

ofbehaviourwillnotbetoleratedinthevariousdomainsof


Figure 8Complaints Covered vs. Not Covered Under UBC's Policy on Discrimination and Harassment UBC O

COVERED UNDER UBC'S POLICY 2006 N=20 of 30 total complaints (67%)

2007 N=13 of 27 total complaints (48%)


# % # % # %

Age 0 0 1 8% 0 0

Ancestry 0 0 0 0 2 7%

Colour 0 0 0 0 1 3%

Race 9 45% 5 38% 6 20%


Disability 3 15% 0 0 10 33%

Family Status 0 0 0 0 2 7%

Marital Status 0 0 0 0 1 3%

Sex 3 15% 5 38% 8 27%

Place of Origin 0 0 0 0 2 7%

Religion 0 0 0 0 2 7%

* Multiple Grounds of Discrimination * In 2008, 6 cases had multiple grounds (therefore deduct 6 from total to reach N = 24 total cases)

n/a n/a -3 (included above)

-23% -6 -20%

TOTAL 20 100% 13 99% 30 101%

NOT COVERED UNDER UBC'S POLICY 2006 N=10 of 30 total complaints (67%)


2008 N=10 Of 40 total complaints (25%)

# % # % # %

Interpersonal Conflict 5 50% 1 7% 0 0

Behaviour covered under other UBC policy or procedures

3 30% 5 36% 2 20%

Personal Harassment 1 10% 1 7% 3 30%

Respondent and/or context not under UBCO jurisdiction

1 10% 7 50% 5 50%

TOTAL 10 100% 14 100% 10 100%

34 Figure 9Context of All Complaints UBC O

CONTEXT OF ALL COMPLAINTS 2007 2008

# % N=27 # % N=40

Academic 11 41% 18 45%

Employment 6 22% 9 22.5%

Residence 5 19% 0 0

Clubs/Athletics/Recreation 0 0 4 10%

UBC Service 3 11% 4 10%

Non-UBC 2 7% 5 12.5%

TOTAL 27 100% 40 100%

Figure 10Gender of All Complainants and Respondents UBC O

COMPLAINANTS 2007 2008

# % N=27 # %N=40

Female 21 78% 29 72.5%

Male 6 22% 9 22.5%

Unknown 0 0 2 5%

Both 0 0 0 0

TOTAL 27 100% 40 100%

RESPONDENTS 2007 2008

# % N=27 # % N=40

Female 1 4% 3 7.5%

Male 14 52% 11 27.5%

Unknown 4 15% 11 27.5%

Both 0 0 0 0

Group 0 0 3 7.5%

Department/University 8 29% 12 30%

TOTAL 27 100% 40 100%

Figure 11Complaints by Campus Groups UBC O

CAMPUS GROUPS 2007 2008

# % # %

Students 15 56% 19 47.5%

Faculty and Faculty Association 5 18.5% 6 15.0%

Management and Professional 5 18.5% 1 2.5%

Support, Clerical, Library, Trades, Technical and Service Staff

2 7% 6 15.0%

Admin 0 0 4 10.0%

Non UBC 0 0 3 7.5%

Unknown 0 0 1 2.5%

TOTAL 27 100% 40 100%

theuniversity–inacademics,employment,residences,clubs/

athletics/recreationandUBCservices.

Figure3illustratesthebreakdownofincidentsinthese

variousuniversitysettings.Employmentandacademicmatters

haveconsistentlybeentheprimarysourcesofequity-related

complaintsoverthelastthreeyears.Ofthe62complaints

handledbytheEquityOfficein2008,28(45%)fellwithinthe

contextofacademics;whereas24(39%)stemmedfromthe

employmentcontext.TolookatthedemographicsoftheUBC

community,onewouldexpectthatthemajorityofcomplaints

raisedwiththeEquityOfficewouldoriginatefromstudents–

whorepresentthelargestpopulationofcampusconstituents–

andthatcomplaintsfromstudentswouldmostlikelyariseinthe

academiccontext(althoughstudentscanalsobeemployedby

theuniversityandmayengagewithUBCservices,clubs,athletics

andrecreation).

AccordingtostatisticsfromUBC’sOfficeofPlanningand

InstitutionalResearch(PAIR),therewasatotalof45,310

undergraduateandgraduatestudentsatUBCVinthewinter

academictermof2008(datafromNovember1,2008)anda

totalof10,753staffandfaculty(datafromMay31,2008).

Studentscomprise81%oftheUBCVcommunitypopulation,

whilestaffandfacultyrepresent19%ofthepopulation.Based

onthesecommunitydemographics,theEquityOfficereceivesa

proportionallyhighnumberofemployment-relatedcomplaints

(39%).Thisistrue,evenwhencombiningtheacademic-related

complaints(45%)withcomplaintsarisingfromresidencelife

(5%),athletics/clubs(2%)andUBCservices(5%).

Aswithpreviousyears,studentscontinuetobethecampus

groupmostlikelytoaccesstheEquityOffice.In2008,students

brought55%ofallcomplaints.Thissamegroupaccessedthe

EquityOfficemostoftenin2007and2006bringing47%and

64%ofallcomplaintsrespectively.

Staffbrought17(28%)ofthe62complaintsin2008,whichis

consistentwiththe26%and24%broughtbystaffin2007and

2006.ManagementandProfessionalstaffbrought11(18%)

ofstaffcomplaintsthisyearwhichisconsistentwiththe19%

theybroughtlastyear.Allotherstaff–support,clerical,library,

trades,technicalandservicestaff–accountedfortheremaining

6(10%)staffcomplaints.Again,thisisconsistentwiththe

percentageofcomplaintsbroughtbythisgrouplastyear.

Facultycomplaintsdroppedsignificantlyfrom21%in2007

to10%in2008.Surprisingly,atotalof5or8%ofcomplaints

in2008stemmedfromnon-UBCmembers.Therewereno

‘unknown’complainants,whichasasub-category,captures

thosewhoconsultwiththeEquityOfficebutchoosetoremain

anonymous,consultationsfromathirdparty,suchasan

AdministrativeHeadofUnit,wheretheidentityandaffiliation

ofthecomplainantisnotshared,orthosewhochoosenotto

disclosetheiraffiliationforotherreasons.

Overall,thebreakdownofcomplaintsbycampusconstituents

appearstofluctuatefromyeartoyear.Studentscontinueto

35


Figure 12Non-Human Rights Based Behavourial Description of Complaints UBC O

NON-HUMAN RIGHTS ISSUE 2005 2006 2007 2008

# % N=11 # % N=10 # % N=14 # % N=10

Interpersonal Conflict 0 0 5 50% 1 7% 0 0

Behaviour covered under other UBC policy or procedures 8 73% 3 30% 5 36% 2 20%

Personal Harassment 1 9% 1 10% 1 7% 3 30%

Respondent and/or context not under UBCO jurisdiction 2 18% 1 10% 7 50% 5 50%

TOTAL 11 100% 10 100% 14 100% 10 100%

BEHAVIOURAL DESCRIPTIONS OF NON-HUMAN RIGHTS COMPLAINTS

Unwelcome verbal or non-verbal behaviour n/a n/a 5 36% 2 20%

Unwelcome written or visual behaviour (insults, slurs, jokes, inneundo, etc)

n/a n/a 2 14% 3 30%

Unwelcome physical attention (touching, staring, following – not stalking or assault)

n/a n/a 0 0 1 10%

Threats n/a n/a 1 7% 1 10%

Assault n/a n/a 1 7% 0 0

Retaliation n/a n/a 0 0 0 0

Biased Academic Decisions n/a n/a 2 14% 0 0

Biased Employment Decisions n/a n/a 4 28% 2 20%

Exclusion or Denial of Access n/a n/a 1 7% 4 40%

* Multiple behavioural descriptions cited -2 -14% -3 -30%

TOTAL n/a n/a 14 99% 10 100%

* In 2008, 3 concerns cited 2 types of behaviours so subtract 3 from total to reach N=10

Figure 13Human Rights Based Behavourial Description of Complaints UBC O

BEHAVIOURAL DESCRIPTIONS OF HUMAN RIGHTS COMPLAINTS 2007 2008

# % N=13 # % N=30

Unwelcome verbal or non-verbal behaviour 8 62% 12 40%

Unwelcome written or visual behaviour (insults, slurs, jokes, inneundo, etc) 5 38% 3 10%

Unwelcome physical attention (touching, staring, following – not stalking or assault) 3 23% 3 10%

Threats 3 23% 0 0

Assault 0 0 1 3%

Retaliation 0 0 0 0

Biased Academic Decisions 0 0 3 10%

Biased Employment Decisions 0 0 1 3%

Exclusion or Denial of Access 0 0 9 30%

Fear of Future Behaviour 0 0 3 10%

Systemic Policies & Practices 0 0 5 17%

*Multiple behavioural descriptions cited -6 -46% -10 -33%

TOTAL 13 100% 30 100%

* In 2008, 10 concerns cited 2 types of behaviours so subtract 10 from total to reach N=30

36


bringthelargestnumberofcomplaintswhichreflectsthefact

thattheycompriseroughly81%ofthepopulationontheUBC

Vancouvercampus.Asmentionedabovehowever,although

studentsbringthehighestoverallnumberofcomplaints,

proportionallystaffandfaculty(whocompriseroughly19%of

thepopulation)bringagreaterproportionofcomplaints.

Figure5illustratesthegenderofindividualswhohavebeen

involvedincomplaintsbroughttotheEquityOfficeoverthelast

threeyears.Consistentlythroughoutthistimeperiod,women

havebeenmorelikelytobringmatterstotheEquityOffice

thanhavemen.In2008,outof62complaints,42(68%)women

soughtassistancefromtheEquityOfficeascomplainantstoa

concern,ascomparedto18(29%)menwhoapproachedthe

EquityOfficeinthesamecapacity.

Thedatain2008recorded1complaint(2%)stemmingfroman

unknownsourceand1complaint(2%)asagroupcomplaint.

Asasub-category,“unknown”isusedtorecorddatawherethe

identityandthereforegenderofthecomplainantareactually

unknown(i.e.consultationswithadministratorslookingfor

adviceonmanagingcasesontheirownwheretheidentitiesof

thepartieshavenotbeendivulged).“Group”isusedtorecord

instanceswheretherearemultiplecomplainantsofmorethan

onegender.

Ourdatacollectionmethodswererecentlyrevisedtoinclude

atransgender/gendervariantsub-category.Thisrevisionnow

allowstheEquityOfficetoaccuratelyrecordgenderidentitiesof

individualswhodonotidentifyaseithermaleorfemale.Prior

tothisrevision,individualswhodidnotidentifyaseithermale

orfemalewereincludedinthe“unknown”category.Asaresult,

datarecordedinthe“unknown”categoryin2006and2007is

notdirectlycomparableto2008data.

In2008,thepatternintermsofwhowasmostoftennamed

asarespondenttoacomplainthasshifted.Respondents

recordedas“unknown”ornotidentifiedduringaconsultation,

accountedfor31%ofallcomplaintswhereasin2006and2007,

thissamecategoryaccountedfor5%and7%ofallcomplaints

respectively.Maleswereidentifiedasrespondentsin27%of

2008complaintswhereastheywereidentifiedasrespondents

in41%and42%of2006and2007complaintsrespectively.A

departmentortheUniversitywasidentifiedastherespondent

in24%of2008complaints,andfemaleswereidentifiedin16%

ofcomplaints.Atransgenderorgendervariantrespondentwas

indentifiedin2%of2008complaints.

In2008,therewereatotalof39complaints(12casesand27

consultations)thatfellunderthedirectmandateofthePolicy.

Figure6illustratestherangeofinterpersonalbehavioural

descriptionsandsystemiccomponentsthatindividualsraise

whentheyseekassistancefromtheEquityOffice.Thirty-seven

complaintsraisedatotalof55interpersonalbehavioural

descriptionsassociatedwiththeircomplaintandtwocomplaints

raisedsystemicissues.Ofthe37complaintsraisinginterpersonal

concerns,24complaintscitedonebehaviouraltypeand13

complaintscitedmorethanonebehaviouraltype.Whenmore

thanonetypeofbehaviourisraisedincomplaints,wecount

eachtypeseparatelyandthensubtractthenumberofmultiple

behavioursacrossallcasestoreachatotal.Thisensureswedo

notgivemoreweighttoonetypeofbehaviouroveranother.

Thebehaviouraltyperaisedmostoftenin2008involved

allegationsofunwelcomeverbalornon-verbalbehavioursuch

asinsults,slurs,jokesandinnuendos.Thistypeofallegationhas

beenraisedmostoftenincomplaintsoverthepastthreeyear

period:40%in2008,30%in2007,and33%in2006.Unwelcome

writtenorvisualbehaviourssuchasemail,graffiti,videoor

letterswereraisedthesecondgreatestnumberoftimesin2008

(innineinstancesor24%)andbiasedemploymentdecisionsand

exclusionordenialofaccesswereeachraisedinseveninstances

orin19%ofallcomplaints.

Figure6alsoillustratesthattwocomplaintsraisedconcerns

ofasystemicnaturein2008.Onecomplaintraisedallegations

inrelationtopoliciesandprocedures,andtheother

raisedallegationsrelatingtoenvironmentalfactorssuch

asaccessibility-relatedconcerns.2007datadidnotrecord

distinctionsbetweeninterpersonalandsystemiccomplaints,but

wedonotethatsystemicissueswereraisedincomplaintsless

oftenin2008thanin2006.Nofurtherpatternisdiscernible.

Figure7showsbehaviouraldescriptionsforthe23complaints

whichwerenotdirectlyrelatedtoourmandate.Thisgroup

ofcomplaintsinvolvesallegationsofInterpersonalConflict

(6complaintsor26%),BullyingandPersonalHarassment

(12complaintsor52%)andOtherNon-HumanRightsBased

Complaints(5complaintsor22%),suchasacademicmisconduct,

contractorservicesissues,inappropriateremarks,academic

disputesandunfairdismissal.Thetotalnumberofnon-mandate

complaintsbroughtthisyear(23)isverycloseinnumberto

thosebroughtin2007(25).Bullyingandpersonalharassment

allegationscontinuetorepresentthelargestnumberofnon-

mandatecomplaintsacrossallthreeyears(40%in2006,52%in

2007,and52%in2008).

In2008,thebehaviouraltyperaisedmostofteninvolved

allegationsofunwelcomeverbalornon-verbalbehaviours

(10complaintsor43%).Thisisconsistentwiththetypeof

behaviourcomplainedaboutmostofteninpreviousyears

andwiththebehaviouraltyperaisedmostofteninmandate-

relatedcomplaints.Biasedemploymentdecisionswereraisedas

allegationsthesecondgreatestnumberoftimesandunwelcome

writtenorvisualbehaviours,suchasinsults,slurs,jokesand

innuendoeswereraisedthethirdgreatestnumberoftimes.

UBCOKANAGAN–COMPLAINTSRECEIVEDIN2008

HumanRights&EquityServices(HES)atUBCOkanaganreceived

40complaintsduring20081.Withsuchasmallsampleof

complaints,thereisadangerthatprovidingtoomuchspecific

informationmightdisclosepersonalorconfidentialinformation.

Theinformationreportedbelowcoverscomplaintsbrought

37forwardwhichincludesconsultationsandcases.Groupingdata

inthiswayallowstheofficetoprovidemoredetailsaboutthe

typesofcomplaints,contexts,gender,andallegedbehavioural

descriptionsbroughttotheHESofficein2008.

Figure8[UBCOkanaganComplaintsCoveredvs.NotCovered

UnderUBC’sPolicyonDiscrimination&Harassment]illustrates

thetotalnumberofconcerns(casesandconsultations)brought

totheHESoffice.Overallthenumberofcomplaintscovered

underUBC’sPolicyincreasedby17complaintsfrom13in2007.

Oftheseventeencomplaintsthatfellwithinthejurisdictionof

theDiscrimination&HarassmentPolicy,theprohibitedgrounds

inthesecaseswere:Ancestry(2),Colour(1),Race(6),Sexual

Orientation(2),Disability(10),FamilyStatus(2),MaritalStatus

(1),Sex(8),PlaceofOrigin(2),andReligion(2).Sixcomplaints

involvedmultiplegrounds.

ComplaintsnotcoveredundertheUBCPolicydecreasedfrom14

in2007to10in2008.Ofthese10non-mandateconsultations,2

werecoveredunderanotherUBCpolicyorprocedure,3related

topersonalharassmentand5involvedarespondentorcontext

notunderUBCjurisdiction.

TheUBCPolicyonDiscriminationandHarassmentprotects

UBCstudents,staff,andfacultyfromdiscriminationand

harassmentinservice,accommodationandemploymentatboth

campuses–VancouverandOkanagan.Behavioursallegedtobe

discriminatoryarenottoleratedinanyprogramsandservices

offeredattheinstitution.

Figure9[ContextofAllComplaintsUBCO]illustratesthe

breakdownofcomplaintsinthevariousuniversitysettingsand

accountsforsituationsthatmaybeoutsideofUBCservices.2007

wasthefirstyearofreportingthecontextofallcomplaintsat

UBCOkanaganandweareabletodrawcomparisonswiththis

year’sdata.

Ofthe40complaintshandledbytheHESOfficein2008,18

(45%)fellwithintheacademiccontext,9(22.5%)within

theemploymentcontext,4(10%)withintheclubs/athletics/

recreationcontext,and4(10%)withingeneralUBCServices.

Theremaining5(12.5%)complaintswereofanon-UBCcontext.

Thereislittlechangeinthecontextofcomplaintsbetween2007

and2008exceptforcategoriesofresidenceandclubs/athletics/

recreation.In2007,5(19%)complaintswereinaresidence

contextwherein2008therewerezeroandtherewereno

reportedcomplaintsintheclubs/athletics/recreationcontextin

2007.In2008therewere4(10%).

Figure10[GenderofAllComplainantsandRespondentsUBC

O]illustratesthegenderofpartiesinvolvedincomplaints

over2008.Thisisthesecondyearthatdataisbeingreported.

Thiscategoryincludesbothconcernswheretheidentityand

thereforegenderofthecomplainantareactuallyunknown

(i.e.consultationswithadministratorslookingforadviceon

managingcasesontheirownwheretheidentitiesofthe

partieshavenotbeendivulged).Theformsfor2008’sannual

reporthaveincludedatransgender/gender-variantcategory

tocorrectforthiserrorofpreviousyearswhenconcernswere

broughtforwardfromindividualswhosegenderidentitydid

notcorrespondwitheitherthefemaleormalebinarygender

categories.

In2008outof40casesandconsultations,29(72.5%)females

soughtassistancefromtheHESOfficewhile9(22.5%)males

approachedtheHESOffice,and2(5%)wereunknown.In2008,

department/universitywascitedastherespondentin12(30%)

complaints,maleswerenamedasrespondentsin11(27.5%)

complaints,unknownrespondentsaccountedfor11(27.5%)

complaints,groupswerenamedastherespondentin3(7.5%)

complaints,andfemalerespondentswerecitedin3(7.5%)

complaints.

Asmentionedabove,2007methodsofrecordingthegender

ofpartiestoacomplaintonlyallowforcategoriesofmale,

female,groupscomprisedofpeopleofmorethanonegender

(categorizedas“both”),department/Universityandunknown

gender.Thisbinaryconceptualizationofgenderdidnotallow

fortheaccuraterecordingofgenderidentitiesofindividuals

whodonotidentifyaseithermaleorfemale.Forexample,this

groupmayincludesomepeoplewhoidentifyastransgender,

transsexual,genderqueerorgendervariant.Intheseinstances,

werecordthegenderofself-selectionifoneofthemale

orfemalelabelsfit,butwedonothaveanaccuratewayto

recordgenderexpressionsandidentitiesoutsideofthisbinary

conceptionofatwo-gendersystem.Similarly,theterm“both”

reinforcesthisnotionofabinarygendersystem.In2008we

modifiedourformstobetterreflectawiderrangeofpossible

genderidentitiesandexpressionsinthefuture.

Aspreviouslyexplained,theHumanRightsandEquity

Services(HES)OfficeandtheUBCPolicyonDiscrimination

andHarassmentservethestudents,facultyandstaffofUBC

Okanagan.In2008,studentsbroughtforwardthemostnumber

ofcomplaintsat19(47.5%)ofthe40complaintstotheHES

Office.FacultycomplaintsandSupport,Clerical,Library,Trades,

TechnicalandServiceStaffcomplaintseachcomprised5(15%)of

the40complaints.Administrationwerethenextcampusgroup

with4(10%)complaintsand3(7.5%)complaintswerebrought

totheofficebynon-UBCmembers.Lastly,one(2.5)complaint

wasbroughtforwardbybothManagementandProfessional

groupandUnknownparties.

Forthefirsttimein2007,theHESOfficereportedUBCOdata

forbehaviouraldescriptionsofconductincomplaintsthatallege

ahuman-rightsbasedcontraventionofthePolicy.In2008,

12(40%)ofthe30human-rightsbasedcomplaintsdescribed

instancesofunwelcomeverbalornon-verbalbehaviour.The

secondmostidentifiedbehaviourcited9(30%)timeswas

exclusionordenialofaccess.Systemicpoliciesandpractices

werecitedin5(17%)instances.Unwelcomewrittenorvisual

behaviour,unwelcomephysicalattention,biasedacademic

decisions,andfearoffuturebehaviourwerebehaviourscited

3times(10%each)incomplaints.Lastly,assaultandbiased

38employmentdecisionswerebothcitedonce(3%each).Similar

to2007,thereweremultiplebehaviouraldescriptionsgivenby

complainantsandin200810(33%)concernscited2typesof

behaviourinthe30humanrightsbasedcomplaintsbroughtto

theHESoffice.

Figure13[Non-HumanRightsBasedBehaviouralDescription

ofComplaintsUBCO]showsbehaviouraldescriptionsfor

the10complaintswhichdidnothaveahuman-rightsbased

elementin2008.Non-humanrightsissuesbroughtforwardas

complaintsincluded2(20%)complaintscoveredunderother

UBCpolicyorprocedureswhilePersonalHarassmentaccounted

for3(30%)complaints.Theremaining5(50%)complaintsare

whenarespondentand/orcontextwasnotcoveredunderUBC

Ojurisdiction.Thiscouldincludewhereapartyorcontextwas

externaltotheUBCcommunity,suchasallegationsofservice

issues,inappropriateremarks,unfairdismissal,orlabourmatters.

OftheNon-HumanRightsBasedcomplaintsbroughttothe

HESOffice,behaviouraldescriptionsmostoftencitedin2008

wereexclusionordenialofaccess(4complaintsor40%).In3

(30%)complaints,unwelcomewrittenorvisualbehaviourwere

identified.Unwelcomeverbalornon-verbalbehavioursand

biasedemploymentdecisionswereeachcitedin2complaints

(20%each).Lastly,1(10%)complainteachofthreatsandassault

werebehaviouraldescriptionscited.In3ofthenon-human

rightsbasedcomplaintsbroughtforward,3(30%)concernscited

2typesofbehaviour.

1Pleasenotethatthewayinwhichdataisinterpretedandreportedat

UBCOandUBCVdiffers.TheemphasisofthedatareportedfromUBC

Oisonwhetherornotconcernsmetthejurisdictionalanddefinitional

requirementsforallegationsofdiscriminationorharassmentinthePolicy,

notonwhethertheywerehandledundertheproceduresofthePolicy.

UBCVreportsonconcernswhichproceededthroughtheprocedures

inthePolicy(cases)andthosethatdidnot(consultations),insteadof

whetherornotconcernsmetthemandateandfellwithinthejurisdiction

ofthePolicy.InUBCV’sreport,allcasesalsoinvolvemandateconcerns

andconsultationsinvolveconcernsthatcouldeitherbemandateor

not.ThusthedatareportedinthisAnnualReportmaynotbedirectly

comparablebetweenthetwocampuses.

39AnimportantgoaloftheEquityOfficesatUBCVandUBCOisto

increasecampusawarenessandunderstandingoftwoUniversity

policies-Policy3onDiscrimination&HarassmentandPolicy2

onEmploymentEquity.Wehopetoachievethisgoalthrough

educationandoutreachinitiatives.Usingavarietyofdelivery

optionsoureducationandtrainingisdesignedtoheighten

awarenessandunderstandingofissuesofdiscrimination,

harassment,equity,diversityandhumanrightsacrosscampus.

In2008,thetwoEquityOfficesdeliveredatotalof49workshops,

16presentations,and14informationdisplaysforuniversity

administrators,faculty,staff,andstudents.Ourofficesalso

collaboratedwithothercampusunitsonequity-relatedactivities.

WORKSHOPS,PRESENTATIONSANDINFORMATIONDISPLAYS

Inadditiontostandardandcustomizedprograms,theEquity

Officesoffersworkshops,presentations,andeducational

partnershipsthatcoveravarietyofhumanrightsandequity-

relatedtopicssuchasdiversity,anti-racism,anti-heterosexism,

accommodationunderhumanrightslaw,andemployment

equity.

Standardandcustomizedworkshopsdeliveredconsistofatwo

tothreehourinteractivesessioninvolvingamixtureoflecture,

questionandanswer,casestudies,videoanddiscussion,androle

playing.

StandardWorkshops

• “PositiveSpace”

• “DiscriminationandHarassmentAwareness”

• “UnderstandingEmploymentEquity”forstaffattendingthe

“SelectionInterviewing:EnsuringEquity”HumanResources

MOSTProgram

CustomWorkshops

• TrainingfortheEquityRepresentativeProgram

–EquityRepresentativeProgramTermsofReference

–DiscriminationandHarassmentAwareness

–UBCPolicy3onDiscriminationandHarassment

–EmploymentEquity

–FederalContractorsProgram

–UBCPolicy2onEmploymentEquity

• InformationalLunchandLearnsessionsforEquity

RepresentativeProgram

–“ACommonSenseApproachtoManagingEquityIssues”

–“UnderstandingEmploymentEquity”

•Diversity101

•Structuralviolence

•SexualOrientationIssuesinHealthcare

•SexualHarassment:Impacts,PreventionandRemedies

•ProfessionalBoundaries

•PersonalBoundariesandProfessionalRelationships

•PositiveSpace

•DiscriminationandHarassment

Thefollowingpresentationsconsistofanhourlecturefollowed

byaquestionandanswerperiod:

StandardPresentations

• “WelcometotheEquityOffice”forgraduateand

undergraduatestudentsatseveralorientationevents

• “IntrototheEquityOffice”

InformationDisplayswerestaffedatthefollowingevents:

• HumanResourcesOrientation

• HealthSymposium

• OutweekResourceFair

• StudentLeadershipSummit

• GraduateStudentSocietyInformationFair

• ImagineUBC

• AMSSafetyDays

• TeachingandAcademicGrowthHumanResourcesOrientation

• FirstNationsLongHouseWelcomeBackBarbeque

EQUITYOFFICEPROGRAMS&INITIATIVES

EquityRepresentativesProgram

UBCiscommittedtoprovidingitsemployeesandstudents

withthebestpossibleenvironmentforworkingandlearning;

anenvironmentthatrespectsdifference,practicesequityand

encouragesdiversity.TheEquityOfficesinVancouverand

Okanaganarecommittedtopromotingandsupportingefforts

toadvancehumanrightsandequityandtocreateandsustain

respectfulworkandstudyenvironments.

Inordertohelpachievethiscommitment,theEquity

RepresentativesProgramwasestablishedin2007tohelpprovide

astrongercommunicationlinkbetweentheEquityOffices

andtheuniversitycommunity.EquityRepresentativesreceive

introductoryandon-goingtrainingonUBC’sequity-related

policiesandproceduresaswellasmoregeneraleducation

relatedtoequityanddiversity.

September2008markedoneyearfortheProgramand

85%oftheEquityRepresentativere-committedtoanother

yearintherole.TheProgramgainedthreenewmembers.

EquityRepresentativeswereofferedseveralLunch&Learn

opportunitiesthroughouttheyearontopicssuchas“A

CommonSenseApproachtoDealingwithEquityIssues”and

“UnderstandingEmploymentEquity.”

PositiveSpaceCampaign

ThePositiveSpaceCampaigncontinuestobewellreceived.This

initiativeraisesthevisibilityofwelcomingandsupportiveplaces

forlesbian,gay,bisexual,queer,questioning,trans,gender-

variant,two-spiritandintersex(LGBQTTI)peopleandissueson

campus.Wetrainvolunteerresourcepersonswhowillagreeto

postourrainbowPositiveSpaceposterorbuttonontheirUBC

placeofwork,studyorresidence.Anyonewhoseesoneofthese

postersknowsthattheseareplaceswheretheycanfeelfree

tobethemselveswithoutfearofhomophobiaortransphobia;

Education & Training Report 2008

40placeswheresexualandgenderdiversityisvaluedandwhere

theycangoforsupport,resourcesandreferrals,ifneeded.

Beforereceivingtheposter,everyvolunteerResourcePerson

participatesinamandatorytrainingsessiontostrengthentheir

understandingofissuesrelatedtohomophobia,heterosexism,

transphobia,queercultureandlocalresources.

In2008,workshopsfornewResourcePersonswerefacilitatedby

GabrielBedard,EquityOfficeandVanitaSabharwal,Counselling

Services.16regularandcustomizedworkshopswereoffered

tonewandreturningpotentialResourcePersons,usuallyfor

groupsof12-15peopleeach.Thegeneralworkshopsareopen

toanyUBCstudent,stafforfacultyandcustomizedworkshops

areofferedtointactgroups,suchasCounsellingServicesinterns,

ResidenceAdvisorsorAMSStudentLeaders.

PositiveSpaceregularlypartnerswithothergroupsoncampus

toorganizeorco-organizeeventssuchasactivitiesduring

PrideUBC’sOutweek.In2008,weorganizedaworkshopanda

resourcetableforOutweekandsponsoredafilmscreeningof

“She’saBoyIKnew”.

Bytheendof2008therewereover700resourcepeopletrained

atUBC-Vancouver.Sincetheprogram’sconceptionin2002,we

haveofferedover120workshopstoUBCstudents,staffand

faculty,manyofwhomhavethenchosentobecomeResource

PersonsfortheCampaign.

EquityAmbassadorsProgram

TheEquityAmbassadorsProgramisacollaborationoftheEquity

OfficeandtheAccessandDiversityOffice(in2009Accessand

Diversitywilltakeoversoleresponsibilityfortheprogram).

Establishedin2001,theEquityAmbassadorsProgramisbased

ontheSocialChangeModelofLeadershipdevelopedbythe

UniversityofCaliforniaLosAngeles.Theprogramfocusesoncore

valuessuchasself-knowledge,service,andcollaborationwith

socialjusticeasacoreguidingprinciple.TheEquityAmbassadors

arestudentleaderswhoarecommittedtothepromotionof

humanrights,inclusivityandthedevelopmentofsocialchange

skillsforstudents,staffandfacultyatUBC.

TheEquityAmbassadorsProgramoperatesbetweenthemonths

ofSeptemberandApril.Thegoalsoftheprogramareachieved

throughanumberofactivitiesandinitiativestoraiseawareness

aroundvarioussocialjusticeissues.TheEquityAmbassadors

publishtwonewslettersayearwhichisavailableonthewebat

www.students.ubc.ca/thinkequity.

InJanuary2008,theEquityAmbassadorsdevelopedaworkshop

focusingongenderstereotypesintheworkplace.Thisworkshop,

presentedattheStudentLeadershipConference,consistedof

abriefProgramoverview;aninteractiveexercisetofacilitate

discussionaroundfactorsthatcontributetostereotypes;aslide

showpresentationthatillustratedsomeexamplesofsocietal

stereotypes;andapowerpointpresentationwhichincluded

informationandstatisticsregardinggenderstereotypesinthe

workforcefollowedbyaquestionandanswersession.

Education & Training Report 2008

TheEquityAmbassadorscollaboratedwithPrideUBCinthe

developmentofaSexualOrientationStereotypesposterseries.

Theseriesconsistedoffourposters,eachwithitsownunique

message.Oneofthepostersprovidedinformationofavailable

resourcesforindividualsthatmaybequestioningtheirsexual

orientation;anotherchallengedtheslanguseoftheword

“gay”andtheremainingtwoposterschallengedrelationship

stereotypes.Thesepostersweredisplayedthroughoutcampus

duringOutweekatUBCVaswellasUBCO.

Inadditiontotheseinitiatives,theEquityAmbassadorssetup

informationaldisplayboothsduringOutweekandRealitiesof

Race.InApril,theEquityAmbassadorsheldtheirEndofYear

Celebrationwherethegroupmadepresentationsontheirvarious

initiatives,projectsandaccomplishmentsthroughouttheyear.

INITIATIVES

DutytoAccommodate

TheEquityOfficecreatedabooklet:CreatingaRespectfuland

InclusiveWorkplaceforEmployeeswithDisabilities.Thisbooklet

istheresultofacollaborationofanumberofUBCoffices

includingHumanResources,AccessandDiversity,HealthSafety

andEnvironment,UniversityCounsel,FacultyRelationsandthe

EquityOffice.

Representativesfromeachoftheseofficesmeetregularly

todiscusscommonissuesarisingfromUBC’sdutyto

accommodateemployeeswithdisabilities.Membersofthis

DutytoAccommodatecommitteesawaneedforadocument

designedprimarilyforUnitHeadsandothersupervisors

thatwould:provideinformationaboutourobligations

withregardtoaccommodatingemployeeswithdisabilities;

encouragedepartmentstobeproactiveintheirapproachto

accommodation;andprovideguidancetothoseinvolvedinthe

accommodationprocess.Apdfversionofthebookletisavailable

onlineatwww.equity.ubc.ca/assets/pdf/publications/brochures/

creating_a_respectful_and_inclusive_workplace_for_employees_

with_disabilities.pdf.

EquipmentAccommodationandEquityEnhancementFunds

TheEquityOfficesadministerstheEquipmentAccommodation

Fund(EAF)andtheEquityEnhancementFund(EEF).

ThepurposeoftheEAFistosupporttheUniversityinachieving

itsemploymentequitygoals.ThisFundisusedtocover

extraordinarycostsassociatedwithspecializedadaptivesupplies

andequipmentthatfacilitatetherecruitmentofwell-qualified

personswithdisabilitiesintofacultyandstaffpositions,and

accommodatecurrentfacultyandstaffwhomayrequire

accommodationsthroughoutthedurationoftheircareersat

UBC.

TheEEFisaUniversityresourcedesignedtoassistacademic

andadministrativeunitsincreatingnewinitiativeswhichwill

enhanceequitywithintheUniversity.Establishedin

411996,theFundprovidesfundingofupto$5,000fornew

initiativesthatmaybenefitstudents,facultyorstaff.There

areseparatefundsatUBCVancouverandUBCOkanagan.The

fundsareallocatedbytheAssociateVicePresident,Equityin

consultationwiththePresident’sAdvisoryCommitteeonEquity,

DiscriminationandHarassmentfortheVancouverfundandthe

DeputyViceChancellor’sCommitteeonHumanRightsandEquity

fortheOkanaganfund.

TheGuidelines(www.equity.ubc.ca/employment/eef.html and

http://web.ubc.ca/okanagan/hes/policies/equityfund.html)were

revisedin2006tomakethefundsmoreflexible.Inparticular,the

revisionsclarifythatthefundsareavailabletoanyacademicor

administrativeunitwiththeendorsementoftheheadofunit.

IntheSpringof2008,projectsfromWomenInEngineeringand

Athleticsreceivedfundingof$10,000.IntheFall,thefollowing

threeinitiativesreceivedfundingattheVancouvercampus.

• ProjecttoEnhanceAnti-RacistTeachingandPractice

ThisprojectfromtheCentreforWomen’sandGenderStudies

raisesawarenessaboutthechangingformsanddamagingeffects

ofsystemicracismwithinCanadiansocietyattheturnofthe

21stcentury.Itwillpromoteanti-racisteducationandtraining

toenhancetheefficacyofequitymeasureswithintheuniversity

community,andamongagroupofserviceprovidersworkingin

thelowermainland.

• HiringofaConsultanttoEnsurethenewLawBuildingis

BarrierFree

ThisproposalfromtheFacultyofLawistofundtheconsulting

feetoensurethatthenewLawBuildingisinclusiveand

inspirationalforpersonswithdisabilities;aswellastodevelop

Universityresourcesonbarrier-freedesignthatcanbeusedfor

futureconstructionandrenovationprojectsacrosstheUniversity.

• SocialJusticeCafé:AnExplorationofAltruism,Equity,and

RelationshipinMedicine

FundingforthisinitiativebytheFacultyofMedicineisprimarily

tolaunchaconversationseriesattheUBCFacultyofMedicine

forthepurposesofexploringthewaysinwhichtheFaculty’s

communitycanactivelyfosteraltruism,equityandrelationships

inmedicalschoolandinpractice.Aspartoftheseconversations,

participatingstudents,facultyandstaffwithintheFacultyof

Medicinewillbeaskedtocontemplatethekindoflearningand

workenvironmenttheyenvision,whichbothreflectandfoster

theprinciplesofrespectfordifferenceandequalaccessforall.

AtUBCO,fundingwasapprovedforastudentconsultation

projecttobeheldduringthe2008-09academicyearandfortwo

projectstosupporthumanrightseventsandcelebrationsinthe

Springof2009.

• InternationalandEnglishasaSecondLanguageStudent

ConsultationProject

Theinformationgatheredfromtheseconsultationsbythe

AcademicResourceCentreandInternationalStudentServiceswill

beusedtoexpandourexistingsupportprogramsforstudents

forwhomlanguageissuesareasignificantchallenge.Theresults

willalsoinformthebroaderUBCOkanaganCommunityasto

theneeds,challenges,andbarriersfacingoursecondlanguage

andinternationalstudentpopulation,andthosefromdiverse

backgrounds.Itisexpectedthatthroughthisprojectwecan

furtherinternationalizethestudentexperienceforallstudents

attendingUBCOkanagan.

• CommemorationEventsfortheEliminationonRacial

Discrimination:RacismMatters

ThisprojectbytheCriticalStudiesDepartmentaimstobuildand

enhanceontheworkofstudents,staffandfacultywhohave

organizedcommemorationsinpreviousyears.Theprojectwill

servetocommemoratetheInternationalDayfortheElimination

ofRacialDiscrimination(March21)andpromoteanti-racism

anddiversityattheOkanagancampus.Throughthecreation

ofphysicalinfrastructureandthedevelopmentofcommunity

members’anti-oppressionskills,thisinitiativewillcontributeto

afoundationofracismawarenessandassistwithfuturerelated

events.

• OutWeek2009

PrideResourceCentre’sandCreativeStudiesDepartment’s

OutWeekobjectivesthisyearwereintendedtocontinueto

illuminateandshowcasediversityontheUBCOkanagancampus.

Plannedeventsincludedawelcomingandflagraisingceremony,

aninterdisciplinaryresearchandinformationdayhighlighting

genderandsexualdiversity,aqueerwritersreadingevent,

communityservicesinformationday,CreatingPositiveSpace

workshop,queerdiversityfilmscreenings,andendofweek

celebration.Workingwithallstudentresourcegroups,course

unions,facultydepartments,studentservices,andthestudents’

union,thisyear’seventsweredesignedtoshowthatwithall

groupsstandinginsolidarityitcanmakeourcampusastronger,

healthier,saferlearningenvironment.

CAMPUSPARTNERSHIPS

TheEquityOfficewasoneofthecontributingsponsorstothe

UnrulySalonSeriespresentedbyGreenCollegefromJanuary

12toMarch29,2008.CreatedbyDr.LeslieG.Roman,Associate

Professor,EducationalStudies,theUnrulySalonseriesdrewfrom

bothinternationallyrenownedscholarsofdisabilitystudiesand

professionalartistsfromthevisual,performing,musicalarts

sectors.TheSeriesprovidedanexceptionalopportunityforthe

membersoftheUniversitytoengagewithbroadercommunities

inadiscourseondiversityanddisabilitynarrative,challenging

stereotypesandpromotingthefullinclusionofallpeople.

AtUBCOin2008,themomentumcontinuedfromtheDiversity

ForumsheldintheFallof2007.InFebruaryandApril,campus

communitymemberscontinuedtomeetandshareideasonways

toaddressdiscriminationinthecampusenvironmentaswell

ascelebratediversity.Oneofthenoticeablesuccessesofthese

forumsincludedparticipantspromotingandcontributingto

othercampusawareness-raisingevents,includingforexample

OutWeek(February),InternationalWomen’sDay(March8),and

InternationalDayfortheEliminationofRacialDiscrimination

42(March21).Anothersuccessfulelementoftheseforums,

whichcontinuedpasttheforumgatheringsintotheFall,is

adistributionlistornetworkofstudents,staff,andfaculty

interestedinreceivingupdatesaboutequityanddiversity-related

events.

InlightoftheDiversityForumgatheringsandinterestexpressed

byavarietyofcampuscommunitymembers,theEquityOffice

ledaneedsassessmentonadiversitycampaignforUBC

Okanagan.Inpreviousyears,attemptshavebeenmadeto

organizeaPositiveSpaceCampaignorsomethingsimilaratthe

Okanagancampus.Astheimplementationofacampaignhad

notoccurred,aSocialWorkpracticumstudentwiththeEquity

OfficeconductedaneedsassessmentfromJanuary–April2008.

Theneedsassessmentconsultedwithcommunitymemberson

theirrecommendationsforacampaignspecifictotheOkanagan

campusandreviewedapproachesatotheruniversities.Some

oftheassessmentrecommendationsincludeddevelopinga

multi-themedcampaigntoreduce‘outing’resourcemembers

(i.e.basedongenderidentification,sexualorientation,ethnicity,

ability,etc.),anti-oppressiontraining,andbuildinganetwork

ofresourcepeople.Subsequently,theEquityOfficeprepareda

pilotprojectfundingproposalfora“TraintheTrainer”model

basedontheneedsassessmentreviewandisseekingfundingto

continuethedevelopmentofanOkanaganspecificdiversity-type

campaign.

TheEquityOffice’spartnershipwiththeDisabilityResource

CentretodevelopaCreatinganInclusiveCampusCommunity

initiativereceivedendorsementbytheDeputyViceChancellor’s

HumanRightsandEquityCommitteeinSpring2008.The

initiativeincludesdecalsbeingpostedoncentralcampusbuilding

entrancesandexits,bathrooms,andelevatorsaroundcampus.

Thedecalshavecontactinformationforresolutionassistancein

theeventsomeoneencountersanarchitecturaloraccessbarrier,

experiencesorwitnessesdiscriminationorgraffiti,orrequires

emergency/after-hourassistance.Boththeofficesalsoworked

withCampusSecuritytodevelopproceduresforresolution

assistanceandinter-officecommunicationtohelpbuildamore

inclusivecampusenvironment.Thisinitiativewaslaunched

August2008ontheOkanagancampus.

NATIONALANDINTERNATIONALNETWORKING

Wecontinuetomaintainastronglinktothenationalcontext

throughourmembershipandparticipationintheCanadian

AssociationforthePreventionofDiscriminationandHarassment

inHigherEducation,whichisanorganizationofhumanrights

advisors/educators,discriminationandharassmentofficers

andpolicymakersworkingincollegesanduniversitiesacross

thecountry,andintheOntarioUniversityEmploymentand

EducationalEquityNetwork.

WealsoparticipateinanInternationalEquityBenchmarking

ProjectwithuniversitiesfromAustralia,NewZealandandthe

UnitedKingdom.

43EQUITYOFFICESTAFF(2008)

NythalahBaker,Equity Advisor, UBC O

GabrielBedard,Equity Advisor (April 2008 to July 2009)

TerriKennedy,Equity Advisor

WendyLiew,Equity Advisor

Anne-MarieLong,Senior Equity Advisor

(on leave from May 2008 to May 2009)

ChristineMcKay,Administrative Assistant (until November 2008)

MarieMolloy,Equity Advisor, UBC O (until August 2008)

TomW.Patch,Associate Vice President, Equity

ParasRoshani,Administrative Assistant (from November 2008)

PohPengWong,Administrator

PRESIDENT’SADVISORYCOMMITTEEONEQUITY,

DISCRIMINATION&HARASSMENT(UBCV)

BillBlack,Professor Emeritus of Law

AnneCondon,Associate Dean, Science

GillianCreese,Professor of Sociology

(Representing the Faculty Association)

LincKesler,Director, First Nations Studies Program

HubertLai,University Counsel (Chair of Committee)

MadeleineMacIvor,Associate Director,

First Nations House of Learning

TerriKennedy,Equity Advisor

(Representing Senior Equity Advisor)

Anne-MarieLong,Senior Equity Advisor

(on leave from May 2008 to May 2009)

JanetMee,Director, Access and Diversity

TomPatch,Associate Vice President, Equity

SaadiaRai(Representing Alma Mater Society)

AnneStanton(Representing CUPE 116)

WalterSudmant,Director, Planning & Institutional Research

BerniceUrbaniak,President, AAPS

FranWatters,Director, Faculty Relations

HandelWright,David Lam Chair – Multicultural Education

HenryYu,Associate Professor of History

DEPUTYVICECHANCELLOR’SCOMMITTEEONHUMANRIGHTS

ANDEQUITY(UBCO)

NythalahBaker,Career Advisor, Student Services

LeanneBilodeau,Manager, Workplace Health and Sustainability

JohnBurton,Assistant Professor, Ethics & General Management

JodeyCastricano,Associate Professor, English

Doug Findlater, Community Representative

TerriFlanagan,International Student Advisor

VickiGreen,Associate Professor, Education

DavidJack,Head, Barber Arts & Sciences Unit 3

DavidJefferess,Assistant Professor, English

SusanMacRae,Graduate Student

TenaMcKenzie,Human Resources Associate

LauraMandelbaum,Student

DougOwram,Deputy Vice Chancellor (ex officio)

TomPatch,Associate Vice President, Equity (ex officio)

JimRobinson,Associate Dean, Barber School

JessRoebuck,Disability Advisor

LisaSamartino,Student

PatriciaTomic,Associate Professor, Sociology

ValWhitten,Executive Assistant, Deputy Vice Chancellor Office

ShariWalsh,Student

LindsayWinger,Residence Life Manager

Appendices

44

Equity Office, University of British Columbia

2306 Brock Hall, 1874 East Mall, Vancouver, B.C. V6T 1Z1

Telephone: 604-822-6353 Fax: 604-822-3260

Email: [email protected]

www.equity.ubc.ca

Human Rights & Equity Services (HES), UBC Okanagan

3333 University Way, Kelowna, B.C. V1V 1V7

Telephone: 250-807-9291

www.ubc.ca/okanagan/hes

Designed by Ping Ki Chan / UBC Public Affairs

Documents

4 Message 3 4 Tom W. Patch, - UBC Equity & Inclusion Office · Plumber, Sheet Metal Worker, Shift Engineer. Vancouver (UBC V) Kelowna (UBC O) 11. Clerical Personnel Administrative