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.
Canada (UBC V/UBC O)
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.
Canada (UBC V/UBC O)
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.
Canada (UBC V/UBC O)
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
Vancouver (UBC V)Kelowna (UBC O)
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.
Vancouver (UBC V)Kelowna (UBC O)
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.
Vancouver (UBC V)Kelowna (UBC O)
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.
Vancouver (UBC V)Kelowna (UBC O)
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
UBC Workforce Data & Analysis for 2008
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.
UBC Workforce Data & Analysis for 2008
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
No Description-unmatched/unique job 36 30.00
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
No Description-unmatched/unique job 7 5.83
TOTAL 2.50 2.26 1.87 136 1.71 130 1.67
*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.
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
*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.
13
UBC Workforce Data & Analysis for 2008
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
Occupational Group Number of Employees
2006 2007 2008 2001* 2006**
# % # % # % % %
Senior Managers 0 0 0 0 0 0 2.5 2.4
Middle and Other Managers 4 0.89 4 0.84 4 0.78 1.4 1.9
University Teachers 27 1.23 30 1.35 27 1.26 0.7 0.9
Professionals (exc Univ Teachers) 13 0.93 20 1.33 19 1.19 1.5 1.8
Semi-Professionals & Technicians 11 0.94 17 1.40 17 1.49 1.8 2.1
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
Administrative & Senior Clerical 18 2.17 15 1.85 13 1.81 1.3 1.4
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
Clerical Personnel 16 2.18 15 2.05 10 2.02 1.8 2.1
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 Sales & Service Personnel 12 2.84 13 3.07 11 2.66 2.3 2.2
Other Manual Workers 3 8.57 4 10.00 4 10.00 3.3 3.3
No Description-unmatched/unique job 5 4.17
TOTAL 114 1.47 124 1.56 123 1.58 2.57 3.1
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 9AUBC O Hiring Goals – Aboriginal Peoples
Employment Equity Occupational Group Number of Employees
2006 2007 2008 2001* 2006**
# % # % # % % %
Senior Managers 1 9.09 1 10.00 1 9.09 2.5 2.4
Middle and Other Managers 1 5.88 1 4.35 2 7.41 1.4 1.9
University Teachers 2 1.30 2 1.22 4 1.86 0.7 0.9
Professionals (excluding Univ Teachers) 4 11.11 8 12.12 8 10.39 1.5 1.8
Semi-Professionals & Technicians 2 6.25 2 5.88 3 7.14 4.0 3.5
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
UBC Workforce Data & Analysis for 2008
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
Occupational Group Number of Employees
2006 2007 2008 2001* 2006**
# % # % # % % %
Senior Managers 1 3.13 0 0 0 0 8.2 8.7
Middle and Other Managers 76 17.00 94 19.62 111 21.60 11.8 14.0
University Teachers 337 15.34 365 16.39 358 16.67 13.3 15.1
Professionals (exc Univ Teachers) 455 32.62 491 32.67 533 33.40 13.8 16.5
Semi-Professionals & Technicians 435 37.05 460 37.92 453 39.70 28.2 33.3
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
Administrative & Senior Clerical 237 28.55 237 29.15 223 31.02 24.8 30.8
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
Clerical Personnel 295 40.19 307 41.94 227 46.04 33.4 38.9
Intermediate Sales & Service 73 45.63 82 48.81 101 50.00 36.2 43.1
Semi-Skilled Manual Workers 10 30.30 7 25.00 4 16.67 40.4 47.6
Other Sales & Service Personnel 221 52.62 230 54.76 223 54.26 45.0 51.3
Other Manual Workers 15 41.67 16 39.02 16 39.02 42.6 45.6
No Description-unmatched/unique job 36 30.00
TOTAL 2,241 28.97 2,380 30.01 2,432 31.17 12.64 15.30
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
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
Employment Equity Occupational Group Number of Employees
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
University Teachers 16 10.3 18 10.9 26 12.04 13.3 15.1
Professionals (excluding Univ Teachers) 5 14.3 2 3.1 1 1.30 13.8 16.5
Semi-Professionals & Technicians 1 3.1 0 0.0 3 7.14 17.2 4.4
Administrative & Senior Clerical 1 3.2 3 6.1 2 4.00 15.0 3.6
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
UBC Workforce Data & Analysis for 2008
Figure 11UBC V Hiring Goals – Persons with Disabilities
Occupational Group Number of Employees
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
University Teachers 41 1.87 39 1.75 33 1.54 4.1 4.5
Professionals (exc Univ Teachers) 20 1.43 19 1.26 16 1.00 4.1 4.5
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***
Intermediate Sales & Service 3 1.88 5 2.98 4 1.98 6.4 5.6
Semi-Skilled Manual Workers 4 12.12 4 14.29 2 8.70 6.1* 4.5***
Other Sales & Service Personnel 11 2.60 10 2.36 10 2.42 6.2 8.7
Other Manual Workers 1 2.86 1 2.50 1 2.44 5.7*
No Description-unmatched/unique job 7 5.83
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
Employment Equity Occupational Group Number of Employees
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
Professionals (excluding Univ Teachers) 1 2.86 2 3.08 2 2.60 4.1 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
UBC Workforce Data & Analysis for 2008
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
UBC Workforce Data & Analysis for 2008
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
UBC Workforce Data & Analysis for 2008
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 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
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
UBC Workforce Data & Analysis for 2008
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
Faculty of Education
Barber School Arts & Sciences
Faculty of Creative & Critical Studies
Faculty of Health & Social Development
Faculty of Management
Faculty of Applied Science
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
Faculty of Education
Barber School Arts & Sciences
Faculty of Creative & Critical Studies
Faculty of Health & Social Development
Faculty of Management
Faculty of Applied Science
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
Discrimination & Harassment Report 2008
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)
-7% -4 (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)
-14% -3 (included above)
-4% -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%
Sexual Orientation 1 3% 1 2% 4 11%
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
Discrimination & Harassment Report 2008
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
Discrimination & Harassment Report 2008
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
Discrimination & Harassment Report 2008
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%)
2008 N=30 of 40 total complaints (75%)
# % # % # %
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%
Sexual Orientation 5 25% 5 38% 2 7%
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%)
2007 N=14 of 27 total complaints (52%)
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
Discrimination & Harassment Report 2008
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
Discrimination & Harassment Report 2008
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