Harassment and Discrimination complaints: steps and resources

Disclosing is sharing information with UBC or a member of the UBC Community about an incident or incidents of harassment. An individual may choose to disclose harassment without filing a report.
Disclosing to a Zoology Managers or Advisors may lead to internal documentation, that would be kept on file withing the department. If the disclosure involves criminal activity, managers and advisors are obliged to report to the police.

Zoology contact information be found here: 
https://www.zoology.ubc.ca/about/contacts-and-information
https://www.zoology.ubc.ca/graduate-program/contact

Reporting is providing a statement of allegations to the UBC Investigations Office https://io.ubc.ca/ or police about an incident or incidents of harassment.

Confidentiality of information regarding a harassment incident that is disclosed to Zoology Managers or Advisors or to the UBC Investigations Office https://io.ubc.ca/ will be strictly maintained by the authority to whom the report was made and those involved in the investigation. If you decide to pursue an investigation, the person against whom you are making the report will be necessarily notified and allowed to respond through the investigation process. Parties not involved in the case will be unable to access information connected to the investigation.

When you file a report with the UBC Investigations Office https://io.ubc.ca/, you can request that your report be anonymous. However, whether or not an anonymous report is possible in a particular case will depend on the circumstances. Usually, if you are reporting an incident that occurred to you directly, it is not possible to report anonymously because you would need to participate in the investigation. It is possible to file a report as a third party anonymously, but again it will depend on the circumstances. Even when you request to remain anonymous, the Investigations Office asks for your contact information in order to advise you of their decision, or if they need additional information.

You can consult with the Equity and Inclusion Office anonymously, but information will not be further investigated unless the Associate Vice President of Equity and Inclusion determines it appropriate to do so and initiates a complaint.

If you file with the police and wish to remain anonymous, you can submit a Third-Party Report. The Sexual Violence Prevention and Response Office (SVPRO) https://svpro.ubc.ca/ can help you learn about the process and options for filing a Third-Party Report.

It is possible to make an Investigation Office report on sexual harassment/misconduct if you are a witness. You will file the same report as a complainant would. In this case, the investigator would reach out to the target and an investigation would only take place with the target’s consent. If you witness a discrimination incident, you can contact the Equity and Inclusion office to disclose, and you will be guided on how to proceed.

Your wellbeing and safety is first priority when you are on campus as well as in during field work. Being in the field with a harasser can be a difficult situation. We encourage you to use the resources in the document above and tell someone you feel comfortable disclosing to. It is your supervisor’s responsibility to ensure their field worker’s safety, and there are usually immediate measures that can be taken to improve the situation – with your consent.

The Fieldwork Initiative may be a useful resource as well: http://fieldworkinitiative.org/.

If you decide to make a report through the UBC Investigations Office https://io.ubc.ca/, first you will fill out the online reporting form. The Director of Investigations will review the report and determine if they have the jurisdiction to investigate. If so, a copy of the report will be provided to the respondent (person accused of harassment or misconduct) and asked to respond. The response will determine whether an investigation is necessary. If the complainant indicates that they would like to pursue Alternative Resolution (AR) https://io.ubc.ca/alternative-resolution/, the viability of AR will be explored with both parties. Otherwise, an investigation will take place and be completed within 60 days. The investigator will make a ‘finding of fact’. If they find that misconduct did occur, disciplinary measures will be imposed by the appropriate authority for the perpetrator involved in the case (e.g. Department Head, Dean, President). Throughout this process, you have the right to an advocate and support (see Guidance/Support resources in chart). You will also be able to meet with the investigator and submit questions to be asked of the respondent.

Alternative resolution (AR) https://io.ubc.ca/alternative-resolution/ may be an option through the UBC Investigations Office https://io.ubc.ca/. AR refers to an array of non-investigation responses including restorative justice, shuttle diplomacy, mediation, and online resolution options. AR processes are voluntary, where both the Complainant and Respondent must be willing participants. AR processes empower survivors of sexual misconduct to have a direct role in determining outcomes, unlike a formalized investigation process where discipline is determined by other members of the university.

If a friend discloses that they have been targeted with sexual misconduct, there are a number of ways in which you can support them:

• Tell them that you believe them, that you support them, that it is not their fault, that no one deserves to be targeted by such behaviour.
• Provide them with the list of contact information and resources included in this document.
• Ask if they want your help in finding out what their options are.
• Ask what else you can do to help.
• Respect their decision not to talk with you if they don't want to.

It is common for survivors of sexual assault not to initially name what happened to them as rape or abuse although they may recognize harmful behaviour. Over time, as they feel safer, they may try to understand the experience through talking about it. The support of a friend can be extremely beneficial in the healing process. Remember that the well-being of the person who was harmed must be prioritized. Reporting an incident to police or others without the support or knowledge of the person who was harmed could be more traumatic than helpful. The individual who was harmed has the right to make the decision to have an investigation move forward or not.

UBC does not tolerate any retaliation directed against the complainant or the witness involved in an investigation. Retaliation, Safe Disclosure and Reporting Policy SC18 allows certain authoritative bodies the discretion to impose interim restrictions on a respondent where direct or indirect threats of harm or abuse have been made. 

If either party disagrees with the decision of the above resolution options, they may appeal the decision. The pathway of appeal will depend on their position in UBC (e.g. student, staff, faculty), guided by procedures established by collective agreements of employment for staff and faculty or the UBC Senate Student Appeals on Academic Discipline Committee for students. Depending on the case, there may be recourse through agencies outside UBC, such as the provincial Ombudsperson Office or the B.C. Human Rights Tribunal. This is outlined in the UBC Discrimination Policy SC7 and UBC Sexual Misconduct and Sexualized Violence Policy SC17, sections 7 and 8, respectively. In addition, all students, staff members, and faculty can seek legal redress on their own behalf.

Throughout an official investigation, you have the right to an advocate and support (see Guidance/Support resources). Staff and faculty can be accompanied by their respective union and association representatives.

UBC regards discrimination and sexual harassment as a serious offence that is subject to a wide range of remedial or disciplinary measures, including dismissal or expulsion from UBC. Specific outcomes or consequences will be determined on a case-by-case basis.

Repeated complaints would trigger a formal investigation into misconduct, involving central Human Resources (HR) Office .

Annually, the Equity & Inclusion Office https://equity.ubc.ca/ will publicly report on the number of:

• consultations with the Equity & Inclusion Office about matters of Discrimination;
• formal complaints of Discrimination received by the Director of Investigations; and
• formal complaints of Discrimination investigated or referred to an alternative dispute resolution process.

Reports can be accessed here: https://equity.ubc.ca/resources/policies-reports/

Conflict Resolution and PDF Coordinators: https://www.postdocs.ubc.ca/resources

Postdoctoral Fellows Policy Ap10: https://universitycounsel-2015.sites.olt.ubc.ca/files/2021/10/Postdoctoral-Fellows-Policy_AP10.pdf

Support resources:      
Postdoctoral Fellows Office: https://www.postdocs.ubc.ca/