The number of discrimination reports increased significantly, while reports of sexual misconduct decreased slightly on campus according to UBC’s Investigations Office's annual report.
The UBC Investigations Office (IO) manages complaints from students, faculty and staff under the Sexual Misconduct Policy (SC17) and the Discrimination Policy (SC7). The IO also manages complaints under the Retaliation Policy (SC18) for concerns of alleged retaliation relating to a sexual misconduct or discrimination complaint, and under the Investigations Policy (SC8) for complaints that contain other forms of alleged misconduct.
From July 1, 2023 to June 30, 2024, the IO received 41 sexual misconduct reports, 22 discrimination reports and 1 retaliation report.
Sexual misconduct reports decreased slightly
From the 41 sexual misconduct reports, 32 were related to UBC Vancouver (UBCV) and 9 were at UBC Okanagan (UBCO) — compared to last year's total of 43.
Seventeen reports did not meet the jurisdiction requirements of UBC’s sexual misconduct policy. The most common requirement not met was that “the alleged conduct must have occurred in a context that has a real and substantial connection to UBC.” Since these reports did not meet jurisdiction, the IO was unable to investigate these reports.
The report also noted the UBC community has urged for an expanded jurisdiction in investigating incidents that impacted an individual’s UBC experience, despite not having occurred on campus.
Twenty-two reports were referred for an investigation, and one report was referred to UBC’s alternative resolution process (ARP). According to the report, ARP is a process that allows those who report harm to express their needs in a resolution, and leads to non-disciplinary accountability.
In a written statement to The Ubyssey, Director of Investigations Carly Stanhope said the “ARP is built collaboratively with the parties, and each facilitator is carefully selected based on the parties’ identified needs."
"Facilitators are trained to practice restoratively, attend to power dynamics, and listen for the unique ways that people express harms and needs.”
Examples of ARP processes include personalized education plans, no-contact agreements and culturally-specific repair practices.
Through ARP processes, the IO seek to “de-center our institutional and individual assumptions about what people need following harm, and provide options for response that are non-punitive, consent-based and reduce the likelihood of further harm,” wrote Stanhope.
Of the 22 reports referred for investigation, 17 were investigated with 10 deemed as breaching SC17. Four investigations remain in progress, and one investigation was closed due to withdrawal by the complainant.
Discrimination reports increased significantly
Of the 22 reports, 21 reports of discrimination were related to UBCV and 1 was regarding UBCO.
Eight reports did not meet the jurisdiction requirements of UBC’s discrimination policy, and IO was unable to investigate them. The most common requirement not met was that “the alleged conduct must fall within the definition of Discrimination” — meaning these complainants did not have enough of a connection to a protected characteristic under the BC Human Rights Code.
Thirteen reports were referred for an investigation, one was resolved through a concurrent external legal proceeding. Of the investigations, three were found to breach SC8 and four were found not to breach SC8. Six investigations remain in process.
There was an 83 per cent increase of discrimination reports from last year’s 12 reports. The report attributes this increase to ongoing geo-political tensions which sparked identity-based conflict on campus.
The report also noted an increased capacity of the Equity & Inclusion Office’s Human Rights team as an explanation for the increased complaints, “which supports community members in raising discrimination concerns.”
Consolidated investigations as part of a trauma-informed approach
The IO conducts consolidated investigations for certain complaints of sexual misconduct or discrimination, where the alleged conduct may also violate another UBC policy.
Of the 11 complaints investigated through the consolidated investigation process, 3 investigations involved alleged breaches of the Student Code of Conduct, 7 investigations involved alleged breaches of UBC’s Respectful Environment Statement, 1 investigation involved an alleged breach of professional standards and 1 investigation involved an alleged breach of the Conflict of Interest and Commitment Policy.
“The complexity of [consolidated investigation] cases has resulted in increased timelines, which is a factor that needs to be addressed moving forward” reads the report. The IO aims to improve investigation timelines by focusing on external investigators, “whose investigations tend to be less timely than internal investigators.”
The IO also plans to launch a required training program for UBC employees on sexual misconduct, expand the IO mandate to include investigations under the Respectful Environment Statement and implement the new Public Interest Disclosure Act (PIDA) Policy (SC19).
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